Last reviewed: 22 June 2022

• Assess every new starter’s individual training needs.
• Consider the specific needs of the individual – don’t assume what new starters will and won’t know.
• Work with disabled new starters to work out if you need to make any adjustments to the training sessions they receive.
• Make sure that all training you offer to new starters is accessible and inclusive.

What training do new starters need?

If the new starter is entering an existing role, it may be tempting to provide the same training that previous employees in that role have had. Indeed, there is some training that all or most staff will need, such as health and safety, fire escape and data protection training.

However, it is always worth evaluating the specific training needs of any new starter. Perhaps the nature of the role has changed, or the nature of their team? Maybe this individual would benefit from training that other employees didn’t need?

Training is especially important for supporting disabled new starters. Don’t assume that all new starters will have the same levels of knowledge and ability. For example, a new starter with a learning disability may need dedicated training to develop skills that you might take for granted in new starters without that learning disability.

Consider:

• Does the new starter need to use any specific tools or software? Do they know how to use it safely and to its full potential? If they area working remotely, do they need training in how to use your organisation’s remote working tools?
• Will they be interacting with customers, clients or service users? Are they confident and up to date on how best to welcome disabled customers and represent your organisation?
• If they use specialist software or equipment as a workplace adjustment, do they know how to use it properly and safely? Could training on using it help them be more productive and work more confidently?
• Do they need training on more informal aspects of the role? For example, are there cultural norms in the organisation that they would benefit from knowing about from the beginning? Perhaps a deeper dive into the strategic aims of their team and the organisation could help give them a sense of purpose and belonging?

Work with the new starter

Talk through the training options with the new starter and ask if they would like any other training. Revisit this question throughout their probationary period, as they may realise they need additional training as they get going with their work.

Remote or in person?

Is the new starter working remotely or in person – or hybrid? Consider whether training would be best delivered remotely or if they would benefit from face-to-face training.

Take the new starter’s needs into consideration when making these decisions. For example, a remote new starter may have chosen to work remotely because of their disability – and therefore it may be harder for them to attend an in-person training session. Equally, some disabled people may find it harder to use computers and find remote sessions more difficult to learn from.

Work with the individual to decide what the best option is for delivering training.

Accessible and inclusive training

Make sure that any training that new starters receive is designed in an inclusive way and is delivered in a way that is accessible to them.

How to make training accessible

If you are delivering the training in-house, our resource ‘Hosting accessible learning and development sessions’ has advice about how to make training sessions accessible.

If you are procuring training from an external provider, check that they meet your accessibility requirements. The resource above can be a guide to the sorts of requirements to check for before agreeing to use their training.

Training and adjustments

Disabled new starters may need adjustments to training to remove barriers. Explain what each training session will involve and invite new starters to ask for adjustments or changes to make it easier for them to learn.

Some common adjustments include:

• Providing training materials in alternative formats, such as large print or on different coloured paper.
• Providing a sign language interpreter.
• Breaking up the training into shorter sessions.
• Hosting the training somewhere that is accessible to the new starter – for example, on the ground floor if they can’t easily go upstairs, or near a toilet if they need easy access to a toilet.

The adjustments needed will depend on the individual and their disability, so work with them to decide what adjustments to put in place.

How to design inclusive training

Inclusive design is more than accessibility. This means considering the needs of the audience when deciding where, when, and how the training will be delivered.

Consider the different ways people have of learning – some people struggle to focus through hours of being talked at and prefer something more interactive, while others may learn best by being able to take the training at their own pace, separate from others who may learn more quickly. Where possible, allow new starters to take training in the ways that suits them best.

Consult with your disabled employees – for example through disability-related staff networks – and ask for feedback from your new starters about the training.

For tailored guidance about delivering accessible and inclusive training, contact our Advice Service.

Further information

For tailored guidance, contact our Advice Service.

Read next

• Hosting accessible learning and development sessions
• Adjustments and onboarding new starters
• Welcoming new starters

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