Anti-Ableism

What was the challenge?

90% of companies say they prioritise diversity and inclusion, yet only 4% consider disability in their initiatives. As part of their commitment to building a truly inclusive workplace, Wellcome asked us to design a programme that would engage all staff in meaningful, visceral ways in order to deepen their understanding of the experiences of disabled colleagues and of disability in all its forms.

What did we do?

We developed a multi-faceted learning and awareness programme that delivered a supported introduction to workplace ableism and laid the foundation for embedding inclusive practices as standard.

The concept was built around five guiding principles – Positive, Provocative, Discursive, Informative, and Interactive – and structured through three key lenses on ableist culture: Time, Energy, and Trust. These emerged from an extensive co-creation process with creative practitioners with lived experience of disability and intersectional ableism. Further refinement took place through collaboration with Wellcome’s Disability Inclusion Group, EDI team, and broader research efforts to ensure alignment with workplace culture and existing initiatives.

The core of the programme was a series of facilitated interactive workshops designed to immerse small groups in the lived experiences of fictional workplace characters who were d/Deaf, disabled, neurodivergent, or managing chronic health conditions. In a custom-designed, inclusive space, participants engaged in scenario-based decision-making, using limited resources of time, energy, and trust. There were no “right” or “wrong” answers – only real-world consequences, leading to a deeper understanding of workplace ableism and sparking discussion on alternative, more inclusive approaches.

To complement the workshops, we curated a powerful all-staff event, bringing together a diverse panel of experts – academic and by experience – to explore ableist culture through the lenses of Time, Energy, and Trust. Thought-provoking discussion was interspersed with engaging short films and unexpected in-room interventions, culminating in what was described as “the best event Wellcome has ever done.”

A series of thought-provoking assets built further awareness. Audio pieces were hidden inside tissue boxes in the toilets, eye-catching printed content was installed across the lifts, and custom invitations were placed on all desks, sparking conversation amongst colleagues. 

Tools to support self-reflection and onward learning were also produced, including a bespoke reflection space and access library, and a series of podcasts created in collaboration with our panel of experts. 

What was the impact?

The programme received overwhelmingly positive feedback, praised for being creative, engaging, and innovative. Key evaluation results included:

– 98% of participants would recommend the workshop to people like them
– 98% said it gave them time and space to think about ableism in a new way
– 96% felt it helped them understand how to avoid being ableist in the future

Participant feedback included:

“One of the best workshops I've been to at Wellcome! The content felt very relevant to our organisation ….Focusing around specific people's workdays was a really helpful way to think about the impact of ableism in day-to-day experience.”

“I enjoyed the format of the workshop – it was interactive in a novel way and I thought much more effective than other training or workshops I have been on.”

“I thought it was one of the most interesting workshops I've ever been a part of. It was great to have such open discussions with the other participants”

“Even down to the room set-up. It didn't feel like a meeting room…. It was non-judgmental, tangible and engaging. A fantastic way to highlight the issues without putting anyone on the spot.”

The reflection space and tools were also widely embraced – a QR code linking to digital reflection materials was scanned over 1,400 times in just three months. In recognition of its value for staff, Wellcome has made the reflection space a permanent feature in their building, and the programme is currently being adapted to be run as a bi-annual activity for the workforce.

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COLLABORATORS

Dramaturgy and scriptwriting: Tom Ryalls
Filmmaking: Tristan McShepherd