As we continue to celebrate Disability History Month, we’re sharing more inspiring stories from colleagues across the college. These conversations highlight the importance of inclusion, understanding, and the small changes that make a big difference in creating a workplace where everyone can thrive.
Take a look at Digital Skills Trainer Tom Hewitt's interview below.
What does Disability History Month mean to you, and why do you think it’s important to recognise it in the workplace?
To me, Disability History Month is a chance to raise awareness and understanding for all our colleagues. For me, it means people can learn about the challenges and strengths of those with disabilities or neurodiverse conditions like me with Asperger's.
Recognising it in the workplace is important because it encourages respect, reduces stigma, and helps to create an environment where everyone feels valued and together.
How has being part of the Enabled Café impacted your experience at the college?
Being part of the Enabled Café has made me feel less alone and more accepted. It’s a safe space where not only I feel supported, but where I can share my own experiences and learn from others who understand what it’s like to have a disability or neurodiverse condition. It helps me feel supported and reminds me that the college cares about inclusion and helping us excel in our respective roles.
What kind of support have you received from the college that has made a difference for you as someone with a disability or neurodiverse condition?
The support I have received from the college has made a real difference to me as a member of staff managing generalised anxiety and Asperger’s. One of the most helpful aspects has been the understanding and flexibility shown by my line manager and colleagues. Having clear communication and advance notice of changes allows me to prepare and reduces the stress that uncertainty can cause. This structured approach is essential for me to feel confident and maintain focus in my role.
What challenges do you think people with disabilities or neurodiverse conditions still face in the workplace, and how can we address them?
As a member of staff at the college, I recognise that while significant progress has been made towards inclusion, individuals with disabilities and neurodiverse conditions continue to face barriers in the workplace. These challenges can impact their ability to thrive professionally and fully participate in organisational life.
One big challenge is misunderstanding. People often assume we all work the same way, which can lead to stress. Another challenge is fear of speaking up about our needs. We can address this by promoting open conversations, training staff on neurodiversity, and making reasonable adjustments without judgment.
Another challenge is sensory and social overload. Busy environments, frequent meetings, and constant notifications can lead to fatigue and heightened anxiety. Offering quiet spaces, flexible working arrangements, and the option to attend meetings virtually can make a significant difference.
How does inclusion – feeling seen, heard, and valued – affect your ability to thrive at work?
Inclusion makes a huge difference. When I feel understood and respected, my anxiety is lower, and I can focus better. It gives me confidence to share ideas and take part in projects and discussions. Without inclusion, it’s easy to feel isolated and stressed, which affects performance at work. Being valued also means that my strengths are recognised, and my challenges are understood. For someone who may experience anxiety or neurodiverse traits, inclusive practices such as clear communication, flexibility, and empathy make a significant difference.
If you could share one message with colleagues about disability and inclusion, what would it be?
My message would be: “Small acts of understanding make a big impact.” Listen without judgment, be patient, and remember that everyone works differently. Inclusion isn’t about doing something extra – it’s about treating people with respect and kindness. Kindness means recognising that small gestures – a clear explanation, a flexible deadline, or simply asking “How can I support you?” – can transform someone’s day. It’s about valuing people for who they are, not expecting them to fit into one way of working. When we treat each other with respect, compassion, and genuine care, we build a workplace where everyone feels safe, supported, and able to thrive.
