Disability, neurodiversity and accessibility ERGs
Helping disability and neurodiversity ERGs move from conversation to impact.
Employee Resource Groups can be powerful spaces for connection, voice and change. At their best, they help organisations listen better, understand lived experience and build more inclusive workplaces.
But without structure, support and influence, ERGs can become places where the same people carry the same emotional labour without enough organisational action.
Calling All Minds supports disability, neurodiversity and accessibility Employee Resource Groups, staff networks and inclusion communities to build purpose, confidence and practical impact.
We help groups move beyond conversation alone, connecting employee insight to better systems, clearer support and more inclusive workplace practice.
Employee Resource Groups, often called ERGs, can play an important role in disability inclusion, neurodiversity inclusion and workplace accessibility.
They can give disabled and neurodivergent employees a stronger voice, help organisations understand barriers and support better decision-making around policy, culture, communication and reasonable adjustments.
A well-supported ERG can help employers understand what is actually happening inside the organisation, not just what policies say should happen.
But ERGs need care. They should not become a substitute for formal inclusion work, HR responsibility or leadership accountability.
A staff network can raise insight. It should not be expected to carry the whole burden of change.
We can support new, developing and established ERGs with the practical structure they need to create meaningful change.
We help ERGs clarify their role, goals, boundaries and relationship with the wider organisation.
This can include agreeing what the group is for, what it is not for, how meetings should work, how decisions are made and how the group connects with HR, DEI teams and senior sponsors.
ERG leads often carry complex responsibilities. They may be chairing meetings, holding sensitive conversations, representing lived experience and trying to influence change, sometimes without formal training or protected time.
We support ERG leads to build confidence, manage boundaries and lead in a way that is sustainable.
Lived experience is powerful, but it needs a route into action.
We help groups turn employee insight into practical recommendations for HR teams, managers, senior leaders and policy owners, without exposing individuals or putting pressure on people to share more than they want to.
Disability and neurodiversity do not sit in isolation. People’s experiences of work may also be shaped by race, gender, class, age, sexuality, faith, caring responsibilities, mental health, trauma, migration, language and economic background.
We help ERGs think about intersectionality in a practical way, so the group does not only serve the most visible or confident voices.
For ERGs to create change, leaders need to listen and respond. We help organisations create better routes between employee groups, HR, managers and senior sponsors.
This includes helping leaders understand how to engage without taking over or treating the ERG as a tick-box exercise.
Many ERGs begin with energy and commitment, then become stretched.
We help groups create realistic plans, review progress and avoid burnout among members and leads. Sustainable impact means choosing the right priorities, not trying to fix everything at once.
Calling All Minds’ approach to Employee Resource Group support is grounded in the Bio-Social Model of Disability Inclusion, Intersectionality, Universal Design and Anticipatory Welcome.
This means we do not treat ERGs as places where individuals simply tell their stories and hope the organisation listens. We help connect those stories to the systems, environments and expectations that create barriers.
We also help organisations think beyond reactive support. An ERG should not only exist to highlight what has gone wrong. It can help build workplaces where difference is expected, access is considered earlier and employees do not have to fight as hard to be understood.
That is the spirit of anticipatory welcome: creating conditions where people feel expected before they have to ask to belong.
A strong disability or neurodiversity ERG can help organisations improve areas such as inclusive recruitment and onboarding, workplace communication and digital accessibility and assistive technology awareness.
The most effective ERGs do not work alone. They are connected to decision-makers, supported by clear governance and respected as a source of insight, not used as free consultancy.
Our support can be shaped around whether your ERG is new, developing or already established.
We start by understanding the ERG’s purpose, membership, current challenges, leadership structure and relationship with the wider organisation.
We help the group identify what matters most, where it can realistically have influence and what should sit with HR, DEI, managers or senior leadership.
We support ERG leads with meeting design, boundaries, communication, planning, governance and confidence in influencing change.
We help turn themes from lived experience into practical recommendations that organisations can act on, while protecting psychological safety and avoiding overburdening members.
Sustainable influence
Enough structure and support to have influence without burning people out.
Depending on the scope of support, we can provide:
The aim is not to professionalise away the heart of the group. It is to give the group enough structure and support to have influence without burning people out.
Disability and neurodiversity ERGs often hear the same themes repeatedly: people are unsure how to ask for support, managers respond inconsistently, adjustments take too long or employees feel exposed when explaining their needs.
Those themes should not stay trapped in the group.
With the right structure, ERGs can help organisations identify patterns and improve adjustment processes, while protecting individual privacy.
This is where ERG support can connect with wider workplace inclusion work, including Workplace Needs Assessments, AXS Passport, assistive technology training and manager guidance.
An ERG can help raise the signal. The organisation still has to act.
With the right structure, ERGs can help organisations identify patterns and improve adjustment processes, while protecting individual privacy.
Explore AXS PassportEmployee Resource Groups work best when employee voice connects with wider workplace inclusion, accessibility and adjustment systems.
Practical training, consultancy and assistive technology support for inclusive workplaces.
Workplace Neurodiversity & Accessibility SupportSupport to make recruitment more accessible for disabled and neurodivergent candidates.
Inclusive Recruitment SupportWCAG 2.2 website accessibility audits with cognitive accessibility and assistive technology testing.
Website Accessibility AuditsOnline training to help employees use assistive technology, accessibility features and workplace tools with confidence.
Workplace Assistive Technology TrainingWorkplace environment audits that identify physical, sensory, digital and organisational barriers for disabled and neurodivergent employees.
Environment AuditsA user-facing accessibility toolbar that helps website visitors personalise, simplify and navigate digital content more easily.
AXS ToolbarIf you are setting up or strengthening a disability, neurodiversity or accessibility Employee Resource Group, Calling All Minds can help you create structure, confidence and influence.
Contact Calling All MindsClear answers about ERG setup, disability and neurodiversity staff networks, leadership support and sustainable impact.
An Employee Resource Group, or ERG, is an employee-led group that brings people together around shared identity, lived experience or inclusion goals. ERGs are sometimes also called staff networks, employee networks or affinity groups.
Yes. Calling All Minds supports disability, neurodiversity, accessibility and inclusion-focused ERGs, including groups for disabled employees, neurodivergent employees, carers, allies and people with lived experience of access barriers.
Yes. We can help you define the group’s purpose, membership, structure, boundaries, leadership roles, meeting format and relationship with HR, DEI teams or senior sponsors.
Yes. We can support existing ERGs that want to become more focused, sustainable and influential. This may include reviewing purpose, improving governance, supporting ERG leads or helping the group connect lived experience to organisational action.
An ERG can help organisations understand barriers, improve policies, strengthen reasonable adjustment processes, inform training, improve recruitment and onboarding and build better communication between employees and leadership.
Intersectionality means recognising that people’s experiences of disability, neurodiversity and work are also shaped by race, gender, class, age, sexuality, faith, caring responsibilities, mental health and other parts of identity or life experience.
We help ERGs set realistic goals, clarify boundaries and build better routes into organisational decision-making, so responsibility for inclusion does not sit only with employees sharing lived experience.
Yes, but carefully. Senior leaders should listen, remove barriers and support action without taking over the group or treating lived experience as a tick-box exercise.
No. ERGs can provide insight, connection and challenge, but they should not replace formal HR, DEI, occupational health or leadership responsibility. Organisations still need proper systems, policies and accountability.
Yes. ERGs can help identify themes and patterns in employee experience, including barriers around reasonable adjustments. However, individual adjustment requests should still be handled through proper confidential processes.
Yes. We can support ERG meetings, workshops, listening sessions, leadership conversations and planning sessions, depending on the group’s needs.
Contact Calling All Minds with details of your ERG, staff network or inclusion goals. We will help identify the right type of support, whether you are setting up a new group or strengthening an existing one.
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