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Disability Awareness Training and Literature sensitivity reading.

28/10/2026

“My biggest regret is not looking at my children's faces enough.”

Reading those words from my sister, Gerrie O'Grady Finn, is heartbreaking. Even when you have been alongside someone through such a difficult time, seeing their experience put into words can bring it home all over again.

Gerrie’s stroke, and the permanent vision loss it caused, marked a heartbreaking time for her and all our family. There was fear, uncertainty, and grief as she adjusted to changes that touched so many parts of her life.

In this Irish Independent article, she shares that experience.

As her sister, I feel the personal weight of her words. Through my work as a Disability, Equality & Inclusion Trainer with AbilityWise, I also see an essential message for employers: disability can be acquired at any time, including during an established career.

The National Disability Authority's 2019 factsheet reported that 70% of disabled people aged 20–64 acquired their disability after the age of 16.

Gerrie O' Grady is the manager of Cork Deaf Association. Following her stroke, she returned to work with support from the Department of Social Protection's Work and Access scheme. That support helped make her return possible.

Her experience, knowledge and leadership remained. What changed were her access needs.

Returning to work can be deeply meaningful, but it should never depend on determination alone. People need time, understanding, reasonable accommodations and practical support that responds to their individual circumstances.

For employers, this means recognising that disability inclusion is also about the people already on your team. A colleague can acquire a disability tomorrow. The support you provide can make a profound difference to their opportunity to remain in work and succeed.

Gerrie O'Grady Finn thank you for sharing something so personal & highlighting your experience. I hope your words encourage others to listen, understand, and put the right support in place. Thank you most of all for being wonderful you.

www.AbilityWise.ie

24/09/2026

This was certainly a first for AbilityWise!!

Aaron and I recently had the most amazing time training the staff of Galway Community Circus. Not only were they incredibly eager to learn how to make their service more accessible for all their participants, but they also turned the tables and taught us circus skills.

We enjoyed every second of this training (before and after our own circus skills).

Circus skills are often misunderstood as being something entirely alternative and not for everyone, but Galway Community Circus proves otherwise and welcomes people from all skill levels (including us). Practicing circus skills provides powerful physical, mental, and social benefits through a non-competitive, inclusive environment and, most of all, its a wonderfully fun way to keep fit.

We now consider ourselves trapeze artists and intend to run away with the circus!

Be Wise about Ability with AbilityWise

[email protected]

05/08/2026

"Why does she get special treatment? If I asked for a later start, I'd be told no."

It's one of the most common scenarios I discuss during our managerial disability equality & inclusion training.

When an employee questions a colleague's reasonable accommodation, many managers instinctively try to explain the situation. However, even mentioning that the difference in working arrangements is because of a reasonable accommodation may disclose confidential personal information and could breach GDPR."

Explaining why someone has different working arrangements can reveal confidential personal information, including disability-related information. A manager should never disclose another employee's circumstances.

Instead, remember these four principles:

1. Protect confidentiality

Never disclose another employee's disability, medical condition or reasonable accommodation. Their personal information is theirs to share—not yours.

2. Acknowledge the concern without validating the assumption

You can recognise that someone feels frustrated without agreeing that the situation is unfair.

3. Reinforce that every request is considered individually.

Reasonable accommodations are based on individual circumstances. Different employees may require different supports to remove barriers and enable them to perform their role effectively.

4. Bring the conversation back to the employee in front of you.

Keep the discussion focused on their needs—not someone else's arrangements.

An appropriate response might be:

"I understand why it might seem unfair from your perspective. We consider requests on an individual basis, and sometimes different arrangements are appropriate. I can't discuss another colleague's circumstances, but if there's something you need to talk about regarding your own working arrangements, I'm happy to discuss that with you."

Managers don't need to justify another employee's accommodation.
They need to protect it.

When managers maintain confidentiality, they build trust and create a workplace where employees feel safe requesting the support they need.

How would you respond if this conversation came up in your workplace?

WWW.AbilityWise.ie

16/07/2026

What an incredible day we had yesterday delivering Autism & Invisible Disability training for a fantastic group of psychotherapists and A&E doctors under Paul Biddulph

As we say in Cork..." The Criac was Mighty". I'm sure the echoes of laughter are still being heard around Dublin City.

Beneath the laughter was an excercise in inclusive communication that sparked plenty of conversatios about barriers to communication and how small changes can make a significant difference to many people.

The best training doesn't always happen through PowerPoint, it often happens while laughing, reflecting and experiencing through simulations and demonstrations. Training doesn't have to be boring.

At AbilityWise we strive towards engaging, interactive and thought provoking training to leave a lasting impact.
Long after we walk out a door, those experiences will stay.

Thank you to Paul Biddulph and Associates for being such willing participants, no matter what we threw their way.

www.AbilityWise.ie

01/07/2026

“Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid.
Albert Einstein (N.D)

Treating everyone the same is not the same as treating everyone fairly.

Universal Design for Learning (UDL) encourages us to design learning experiences that recognise that people learn in different ways.

When we offer multiple ways to access information, engage with content, and demonstrate understanding, we create better opportunities for everyone to succeed - not just those who happen to fit a "standard" approach.

When learning is designed with flexibility from the start:

- Employees are more engaged
- Learning becomes more accessible
- Different strengths are recognised
- Teams become more inclusive and high-performing

True inclusion isn't about asking everyone to climb the same tree.
It's about creating environments where people can demonstrate their strengths and reach their potential.

Inclusive learning isn't an accommodation. It's good design.

Today as I design a bespoke course on Universal Design for a regular client in the construction business, I'm reminded of how often we present information linearly. Workplaces and educational establishments so often inadvertently fail to provide reasonable accommodations by providing accessible information and targeting the majority of users.

Universal Design for Learning assists managers, instructors, teachers etc to access the best learning outcome.

Be Wise about Ability with AbilityWise

[email protected]

085 2571482

www.AbilityWise.ie

26/06/2026

Do I need to know why an employee needs a reasonable accommodation before I can agree to it?

It's one of the questions I'm asked most often by managers.

Let's start with reframing the questions when a request for reasonable accommodation is made and start with;

Why not?

If the answer is that it poses an undue hardship or disproportionate burden to the organisation, then it is not a reasonable accommodation.

However, for some employees, a reasonable accommodation may be the first step towards disclosing a disability. The response they receive can determine whether they feel safe enough to continue that conversation.

It may also be that a disclosure is never made. Instead of focusing on why someone is asking, start to focus on the accommodation itself.

You may not always know the reason for a reasonable accommodation request, but creating a psychologically safe workplace where employees feel supported, improves morale and productivity.

A disclosure is not necessary for a reasonable accommodation.

The most inclusive managers are the ones who approach requests with creativity and a willingness to find solutions.

A simple shift from "Why" to "Why not"? can open the door to a more inclusive workplace, better employee retention, and stronger team performance.

At AbilityWise, we support managers and entire workforces to become more inclusive with our CPD-Accredited training, eligible for 90% Government Funding under the Work & Access Scheme, or 100% for registered charities. Contact us at;

[email protected]

085 257 1482

Be Wise about Ability with AbilityWise

20/06/2026

Come meet us in the LEO tent of Cork Summer Show and chat to us about AbilityWise.

We have a free raffle for a chocolate and prosecco hamper!!!!

Sun is shining, music is starting and the smell of food surrounding us is 😋

27/04/2026

As part of the Lifelong Learning Festival last week, I was invited to provide training on disclosures in the stunning Cork Chamber of Commerce premises as part of their ongoing collaboration with SECAD WorkAbility programme.

Encouraging disclosure in the workplace isn’t about asking people to share — it’s about creating the kind of environment where they feel safe to do so.

Here are 3 simple ways to support this:

1) Build trust through everyday actions

Confidentiality, consistency, and respect matter. When employees see that sensitive information is handled well, they’re more likely to feel safe speaking up.

2) Talk openly about reasonable accommodations

Make it clear that support is available — and normal. When reasonable accommodations are part of everyday conversation, disclosure feels less like a risk and more like a pathway to support.

3) Equip managers to respond well

A positive (or negative) response to a disclosure can shape someone’s entire experience. Train managers to listen without judgment, focus on solutions, and respond with empathy.

Creating a culture where people can disclose — without pressure — is key to a truly inclusive workplace.

Thank you to Vicki Kelly, Pamela Connolly, Naoimh Frawley, and their teams for facilitating such important conversations.

29/03/2026

Congratulations to AbilityWise for winning Best Business Services! 🤝🌟

A leader in Disability, Equality, and Inclusion training. Their expert-led programmes are empowering organisations across the country to build more inclusive environments. A truly meaningful and impactful win!

Thank you to our category sponsor,

The 2026 CBA Awards are sponsored by &

29/03/2026

******* We've Done It ******

AbilityWise has won Cork Business Association's Best Service, 2026

To be awarded the best service in Cork, is an incredible honour.

It feels quite surreal at times to have been able to turn a passion into a business but, it's success has been testimont to long hours, hard work and the support of those around it.
A sincere thank you to everyone who voted for AbilityWise.

Thank you especially to Tim O Sullivan Kerri O Sullivan and Aaron O Sullivan, without whom, AbilityWise wouldn't be what it is today.

Cork Business Association Thank you for the recognition and a fantastic awards night.

Address

Lissarda
Cork

Telephone

+353852571482

Website

http://AbilityWise.ie/

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