-For employers
A structured, time-limited intervention with measurable outcomes.
Transitions are the highest-risk periods for disabled employees: new roles, new diagnoses, returns from sick leave. Most organisations respond with generic occupational health referrals or management-led adjustments. For professionals in senior, autonomous or complex roles, neither comes close to being sufficient.
What disability-related disadvantage does this address?
In senior and autonomous roles, management oversight is limited, professional demands are high, and work cannot be scaffolded around the disabled person by others. Standard workplace support doesn’t reach this. Generic job coaching fails because it doesn’t understand the professional demands of the role. TWIP’s Enabling Coaching Platform offers continuing ad hoc support and scaffolding when intense Job Coaching ends.
What makes TWIP different?
- Sector-specialist coaches with direct professional experience in academia, law, finance and senior leadership
- A structured reducing-support model designed to align with Access to Work expectations of reducing support
- Co-coaching with disability experts with management and HR expertise to support effective, pragmatic working relationships
Outcomes
Reduced absence and presenteeism
Sustained employment, avoiding costly recruitment or disability-related disputes
Supported relationship building and support for line managers & HR as needed
Professionally maintained records suitable for reporting