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HETV access, approaches and actions foundations training

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HETV access, approaches and actions foundations training

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We hear the word "access" a lot, but what does it actually mean? Are your company and crew unsure what access looks like and how to work with people who are deaf, disabled and/or neurodivergent? This foundation course can set you on track to a more inclusive, confident future.

The course explores access and inclusion of DDN (deaf, disabled and/or neurodivergent) creatives throughout the screen industries, providing a blueprint approach to terminology, access implementation and employment for the HETV industry.

Because the training sessions are led by DDN creatives who work in the industry, they always include real-life examples and lived experiences.

TripleC will send a short survey to attendees in advance of the session to ensure that specific questions and concerns are covered and that the content is pitched at the appropriate level to match the knowledge base and experience of the attendees.
These sessions are delivered online only. Next date: 19 Oct 2023 13:00 - 14:30 Online
Further dates: 27 Nov 2023 10:00 - 11:30 Online
Who it's for

This training is for freelancers currently working in High-End Television.

What it covers

The session explores:

Language and terminology

What is access?

Examples of different access requirements

Actions and solutions that you can put into practice

How to apply
Please apply by clicking on the link which will take you to Triple C's website to express an interest in the date and training. You will then be sent a link to sign you in and confirm you for the training.
TripleC will ask you to let them know any access requirements that you have in relation to the training as part of the booking in process.

Contact information

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HETV access, approaches and actions foundations training - Training Course

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Working Differently Good Practice Guide in English

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Working Differently Good Practice Guide in English

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Working Differently Good Practice Guide and Poster in Gaelic

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Working Differently Good Practice Guide and Poster in Gaelic

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Working Differently Good Practice Guide Gaelic

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The TV Access Project (TAP) is an alliance of the UK's biggest broadcasters and streamers who have pledged to work together to create a substantive and permanent structural shift which will ensure access provision for deaf, disabled and neurodivergent talent.

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Channel 4 Access Questionnaire - template

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Channel 4 Access Questionnaire - template

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Job Roles Descriptions from ScreenSkills 

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Job Roles Descriptions from ScreenSkills 

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Roles in film, TV, games, animation and VFX

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Access All Areas: Support for better representation of learning disabled and autistic talent onscreen.

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Access All Areas: Support for better representation of learning disabled and autistic talent onscreen.

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Open Accessibility Options

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We work across the TV and film industries to support better representation of learning disabled and autistic talent onscreen. In 2023, we became partners on the TV Access Project, working towards full inclusion for Deaf, Disabled and Neurodivergent people in TV by 2030. We have ongoing collaborations with Netflix and Sky Studios, and have supported productions for BBC, ITV, and Channel 4.

All our work is co-led by our company of learning-disabled and autistic Associate Artists.

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Open Accessibility Menu Open Accessibility Options Close Accessibility Menu Close Accessibility Options Skip to content We work across the TV and film industries to support better representation of learning disabled and autistic talent onscreen. In 2023, we became partners on the TV Access Project, working towards full inclusion for Deaf, Disabled and Neurodivergent people in TV by 2030.

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Triple C: a key gateway organisation for deaf, disabled, and/or neurodivergent people’s access to the arts and media.

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Triple C: a key gateway organisation for deaf, disabled, and/or neurodivergent people’s access to the arts and media.

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We will soon be launching TripleC's Talent Finder. Here disabled people working in the arts and media will be able to upload their profiles & CVs, and arts and media employers who are seeking to employ disabled people will be able to search for and find talent! Talent Finder will also include a jobs section where employers can upload opportunities and disabled people can find jobs.

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We will soon be launching TripleC's Talent Finder. Here disabled people working in the arts and media will be able to upload their profiles & CVs, and arts and media employers who are seeking to employ disabled people will be able to search for and find talent!

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Exceptional Individuals | Neurodiverse Recruitment & Employee Support

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At Exceptional Individuals we provide neurodiverse recruitment & employment services for neurodivergent people & companies trying to be more neurodiverse!

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Thinking Differently: Inclusion in Recruitment with Dr Tony Loydd (ADHD Foundation)

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Thinking Differently: Inclusion in Recruitment with Dr Tony Loydd (ADHD Foundation)

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Employers Guide: Dyslexia (Dyslexia Scotland)

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Employers Guide: Dyslexia (Dyslexia Scotland)

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Examples of Reasonable Adjustments for ND Employees (BECTU)

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Examples of Reasonable Adjustments for ND Employees (BECTU)

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This page gives examples of reasonable adjustments which can be put in place to improve the working environment for disabled or neurodivergent people.

The list is not comprehensive, but gives an idea of the types of adjustments that could be made. Which adjustment to make should depend on the individual it is designed to help.

Access To Work funding may be available for some of these measures and there is often a good business case for providing reasonable adjustments.

Examples of reasonable adjustments

A working environment that minimises distractions - for example, in an open-plan office consider noise-reducing partitions, headphones, thoughtful siting of printers and photocopiers and quiet 'breakout' areas.

Other adjustments to the environment - for example, lighting, temperature and noise.

Professional assessment of the employee, paid for by the employer.

Specialist training for the member - for example, in developing memory skills (including using visual memory strengths to compensate for difficulties with verbal working memory).

Training could also cover time management, work planning, understanding personal work styles and developing communication skills. This is especially important if the employee has not previously been aware of their condition, which is common in people with dyslexia.

Options for home-working, at least part-time, to be considered. Appropriate IT and communications support should be provided.

Flexible working hours, enabling earlier or later start and finish times.

Fixed hours, rather than variable shifts may suit some.

Recognising that overworking is a common compensatory strategy for some neurodiverse people that in the longer-term can lead to stress and burn-out. So, for instance, when a neurodiverse condition has been identified or disclosed, appropriate reasonable adjustments should be put in place promptly, even if an employee's performance is good.

Change of work location - for example, to be nearer home, or nearer support facilities, or to a work location that is quieter or less over-stimulating.

Clear and concise communications, both written and oral. Recorded instructions may be helpful, or 'easy read' manuals.

Structured routines, such as project plans, mind maps and flowcharts.

Providing a mentor and/or 'buddy'.

Individual support where schedules are unavoidably disrupted and when changes are introduced.

It is vital that tests for suitability for appointments, promotion or job changes and so on should be designed not to disadvantage neurodivergent people. For example, tests should not depend on listening to long lists of instructions or reading or writing large amounts of material in a short time.

Interviews for selection or promotion should be appropriately structured, taking account of the inefficiency in working memory that is a characteristic of many neurodiverse people. So questions should be put clearly and succinctly. Also allowance should be made for the sometimes poorly structured replies that can give the impression that an individual is much less competent than is actually the case.

Some neurodivergent people may find it easier to read from pastel coloured paper, with a larger font size, say Arial size 14. Alternatively, a coloured overlay or changing screen colours may help.

Providing clear signage within buildings, enabling navigation or orientation around the workplace.

Regular breaks.

Mechanisms to help with breaks in routine, such as delays in public transport, or a breakdown of computer systems.

Templates to help with reports and so on.

Ergonomic adjustments of workstations.

Relaxation of triggers for disciplinary action for matters such as sickness absence or mistakes arising from executive function impairment (the abilities that enable people to translate motivation into action).

Additional time off for treatment and/or appointments, as part of a policy for disability leave.

Reallocating some work to colleagues, with the individual's agreement, at times of stress or change.

A personal workstation (rather than sharing a workstation or 'hot-desking') and specific tools to aid work organisation, such as a visual timetable or organiser app.

Appropriate software including speech recognition, such as Dragon Dictate, as well as packages such as Texthelp for reading and writing, and various mind-mapping programs. Specialist advice is available.

Raising awareness among colleagues.

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This page gives examples of reasonable adjustments which can be put in place to improve the working environment for disabled or neurodivergent people. The list is not comprehensive, but gives an idea of the types of adjustments that could be made. Which adjustment to make should depend on the individual it is designed to help.

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A wealth of information to help members and reps ensure that neurodiversity is embraced in the workplace.

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Employers Guide: Dyslexia (Dyslexia Scotland)

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Employers Guide: Dyslexia (Dyslexia Scotland)

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Applications and Interview Guidance (Dyslexia Scotland)

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Applications and Interview Guidance (Dyslexia Scotland)

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Neurodiversity in the Workplace ( Do IT)

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Neurodiversity in the Workplace ( Do IT)

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Unique Advantages to Hiring Dyslexic Talent

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Unique Advantages to Hiring Dyslexic Talent

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6 Unique Advantages of Hiring a Dyslexic Team Member

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Did you know 35 percent of US entrepreneurs have dyslexia? This statistic is no accident. More than one in three US business owners are dyslexic, yes.

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Dyspraxia is a learning difference that mainly affects motor coordination. It can affect speech and is a lifelong condition. This developmental coordination disorder is distinct from other motor disorders such as cerebral palsy, and occurs in many individuals with varying levels of intelligence. How the difficulties present themselves can also vary, and can change over time depending on environmental changes and life experiences.

This neurodiversity can lead to difficulty in a number of areas: movement, coordination, processing, judgement, memory. These can show themselves through symptoms such as appearing clumsy, having unclear speech or difficulty planning or organising thoughts and tasks. However, as with all neurodiversities, people with dyspraxia have a great deal of strengths too!

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Dyspraxia is a learning difference that mainly affects motor coordination. It can affect speech and is a lifelong condition. This developmental coordination disorder is distinct from other motor disorders such as cerebral palsy, and occurs in many individuals with varying levels of intelligence.

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Working With Dyspraxia: A Hidden Asset (Dyspraxia Foundation)

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Working With Dyspraxia: A Hidden Asset (Dyspraxia Foundation)

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Graphic Designer:
Creativity, innovation and enthusiasm combine to make people with ADHD fantastic graphic designers. The ability to explain the vast ideas that run through their heads in visual form offers a platform for them to embrace their neurodivergence and create amazing graphics.

Teacher:
The enthusiasm associated with ADHD also makes them brilliant teachers, encouraging and motivating students through their approach. Having the creativity to design interesting lesson also matches up well with a teacher role.

Computer Technician:
Hyperfocus is a unique skill for those with ADHD and is no better harnessed than when in an important technical role. IT technicians frequently requires this level of attention, and creativity to solve problems, making it a great role for someone with ADHD to develop in.

Chef:
The creativity and innovation traits allow ADHD people to come up with interesting ideas and concepts, making them ideal people to concoct new recipes and meals as a chef, and deal with the often chaotic setting of a restaurant kitchen!

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Jobs for People with ADHD UK - Exceptional Individuals

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Graphic Designer: Creativity, innovation and enthusiasm combine to make people with ADHD fantastic graphic designers. The ability to explain the vast ideas that run through their heads in visual form offers a platform for them to embrace their neurodivergence and create amazing graphics.

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Working With Dyspraxia: A Hidden Asset (Dyspraxia Foundation)

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Working With Dyspraxia: A Hidden Asset (Dyspraxia Foundation)

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Graphic Designer:
Because of the visual way in which dyslexic people think, it makes them brilliant for coming up with creative ideas that others haven't thought of. Graphic design is a perfect job for dyslexics because it allows them the safe space to be as creative as they want, and contribute hugely.

Journalist:
Similarly, there are lots of roles in journalism for people that think visually and are creative. Broadcast and radio journalism are perfect jobs for dyslexics, allowing visual and sound elements to engage an audience, rather than just words.

Website Developer:
Problem solving allows dyslexics to be ideal people to solve technical problems, and dealing with tough situations every day means facing challenges, and being adaptive can be second nature.

Entrepreneur:
Dyslexics make fantastic businesses. It's a fact - just look at Richard Branson, he's dyslexic. The ability that many dyslexics have to see the bigger picture, and their creativity, means they have the ability to do incredible things!

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Jobs for Dyslexics UK - Exceptional Individuals

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Graphic Designer: Because of the visual way in which dyslexic people think, it makes them brilliant for coming up with creative ideas that others haven't thought of. Graphic design is a perfect job for dyslexics because it allows them the safe space to be as creative as they want, and contribute hugely.

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Neurodiversity is a Competitive Advantage

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Neurodiversity is a Competitive Advantage

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The Problem

Many people with neurological conditions such as autism spectrum disorder, dyspraxia, and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. But the neurodiverse population remains largely untapped.

The Cause

Conventional recruitment and career-development methods (for example, job interviews) and the belief that scalable work processes require absolute conformity to standardized approaches screen out neurodiverse people who could be valuable employees.

The Solution

A growing number of companies-among them SAP, Hewlett Packard Enterprise, Microsoft, Willis Towers Watson, and EY-have reformed HR practices to capitalize on the talents of neurodiverse people. In the process, they are becoming better able to fully leverage the skills of all workers.

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Neurodiversity Is a Competitive Advantage

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Many people with neurological conditions such as autism spectrum disorder and dyslexia have extraordinary skills, including in pattern recognition, memory, and mathematics. Yet they often struggle to fit the profiles sought by employers.

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Dyslexia Friendly Formats (Dyslexia Scotland)

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Dyslexia Friendly Formats (Dyslexia Scotland)

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Benefits of Employing Autistic Individuals

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Benefits of Employing Autistic Individuals

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7 Benefits of Employing Autistic Individuals

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This blog talks about the benefits of employing autistic individuals, including the positive effects on productivity, profits and innovation.

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Includes resources for empoyers looking to learn more and ND employees looking for guidance

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Gritty Talent: Resource Directory (ED&I for the television industry ) — Gritty Talent

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The resource directory for all things equity, diversity and inclusion (ED&I) and beyond in the world of television. Information for both production companies and industry talent; from commissioning guidelines and broadcaster targets, to inclusive language guides, funding support, training scheme

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Communication Technology to help Dyslexic staff

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Communication Technology to help Dyslexic staff

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Go to the Working Differently Home Padlet:
https://padlet.com/BECTUVision/working-differently-home-7qtysp1k3t9ao4q6