-For employers
Coaching that reaches where reasonable adjustments cannot.
Adjustments change the environment. These programmes develop the person: building the internal strategies and self-management skills that allow disabled employees to perform well even in imperfect environments.
Most executive and workplace coaching is designed for people without disabilities. It assumes consistent capacity, neurotypical communication and a predictable relationship between effort and output. For disabled professionals in senior roles, these assumptions don’t hold. Coaching built on them fails. The disability goes unacknowledged, the strategies don’t fit, and the professional is left no better equipped than before.
What disability-related disadvantage does this address?
Disabled employees in complex roles are disproportionately likely to leave employment during periods of change: health episodes, promotions, role transitions. Not because their disability worsened, but because they lack the specific professional self-management strategies to navigate those moments. Reasonable adjustments cannot substitute for this.
What makes TWIP different?
- The only structured, accredited coaching programmes in the UK designed specifically for disabled professionals in senior and autonomous roles
- Coaches hold the Association for Coaching accredited Disability Work Coach qualification: the only specialist disability coaching credential in the UK
- Four programmes targeting the specific profiles most consistently underserved by generic provision
- Measurable outcomes in professional self-management, retention and reduced HR burden
Coaching for Managers and HR
- Line managers and HR professionals are the people who can make or break inclusion strategies and reasonable adjustments. Lack of confidence in how to do effectively and safely leads to disputes, stress, and can take significant time away from primary roles for all involved.
- Group and individual coaching for those line managing disabled staff, and HR professionals supporting those managers, in a confidential and supportive environment, can build that confidence and reduce the time and stress cost of getting disability inclusion wrong.
