1. Becki Morris, Lead
@museumDCN

2. Inclusive Practice
Visitor Experience: Cognitive, Physical and Sensory.
Recruitment and Retention of the Workforce

3. What do we know:
All of us are effected by mobility, sensory or cognitive differences: developmental, temporary or acquired.
We are living longer, working longer and retiring later.
So sensory support and reasonable adjustments are required in public services and working practices to sustain this.

4. Is… • Connecting: Connect with champions, networks and organisations
• Collaborating:
Opportunities for the heritage sector by working with across sectors • Changing: Creating strategy for positive, meaningful change
• Valuing: Good value for all budgets

5. What do we know: • Social Media (Facebook and Twitter)
Meet up opportunities offered by other sectors
Training and networking

6. Website of Resources www.musedcn.org.uk
Virtual Networks
Events
Website of Resources
Workshops
Collaborating

7. What we can do:
Support organisations in developing Access Panels and Community consultation.
Access Auditing for office space and public areas: British Standards Member.
Supporting the organisation in respect to inclusive practice in project work.
Support the sector in developing inclusive working practice.

8. What do we know: We are a spiders web of services.
Facilities: cafes, toilets, wayfinding.
Transport: trains, taxis and buses and how they impact on museum visits.
Understanding social barriers to heritage and culture.

9. Website of Resources www.musedcn.org.uk
Virtual Networks
Events
Website of Resources
Workshops
Collaborating

10. Understanding Recruitment and Retention barriers AchieveAbility, Jan 2018

11. Its Time to Talk: Cognitive Access
Can have up to 3+ labels (source: WAC Report)
Educational underachievement of dyslexic people costs the economy £1.2 billion a year. (Xtraordinary People, 2008)

12. Recruitment and Retention Barriers
Key points:
Lack of understanding of what neurodiversity is
Disabled from applying increases with ethnicity (60%) and autistic applicants (50%)
Overloading working memory by needing to recall the questions (50%)
Rarely able to demonstrate skills in interview.

13. Recruitment and Retention Barriers
Profile raising of Disability Confident and Access to Work Information on our website, establishment of staff networks to cascade information down and opportunities to collect feedback to influence policy.
Recommendations are now priorities for DCN in the next two years: Including inclusive working practice and training.

14. Informal meet ups
Disability Confident: Natural History Museum September 2018
Accessible and Changing Places toilets: Tate Modern, January 2019
Inclusive Recruitment: February 2019

15. Getting connected
Subscriber section of our website: events, news, meetings and sharing.
Grassroot organisations, individuals and charities.
Meaningful positive action.
We want you to work with us.

16. Sensory learning with neurodiversity training, National Museum of Justice
2017

17. National Museum of Justice, Nottingham
Awareness training for volunteers about neurodiversity and sensory learning.
Teaching the Judicial system in economically deprived areas.
Creating story telling opportunities for delivery in schools across Manchester, Nottingham and London.

18. Workshops: text and labels
Barriers to text: Irlens, Dyslexia, English as a Second Language, Macular Dystrophy, Deaf Community.
What does poor design mean?

19. Visual Stress (Meares-Irlen Syndrome, scoptic sensitivity syndrome)
Busy Background with text on top
Glare from strong white background with black text
Small font
Margins: middle justification and right justification

20. Information processing
Distinguishing sounds within words.
Linking sounds to letters (phonological awareness).
Working out words by ‘sounding out.’
Identifying the shapes of the words
Remembering what has been read.

21. Information processing
San serif font, no little feet.
Narrow text
AVOID BLOCKS OF CAPITAL LETTERS
No middle or right justified margins
Bulletpoints of key messages
Opportunity to use podcasts, audio, webinars, Youtube.
Contrast

22. Toilet Provision in Museums and Heritage Organisations

23. Toilets: Around the Toilet Report, 2018 https://aroundthetoilet. files
More all gender toilets to support families
and disabled people.
Some places have accessible toilets but serve alcohol.
Lack of accessible toilets lead to isolation.
How toilet facilities are used is key in relation to faith and disability, particularly all gender toilets.

24. Accessible and CP toilets Our aims….
Increasing the figure of CP toilets in museums and heritage organisations
Collaborating with Disabled People to show the impact and need for CP toilets.
Support the sector with clear information and signposting to CP Consortium and other advocates.

25. Your experience… Positive experiences
What would you like to change first?

26. What do we know:
Understanding social and economic barriers through collaboration.
Develop an inclusive physical, sensory and cognitive offer as a service provider.
Story telling as a narrative to hidden history and current to embed knowledge.
Authentic, diverse workplace.

27. What do we know: We are on a journey with this
It takes time but are there is positive action and results happening right now.

28. Getting connected
Subscriber section of our website: events, news, meetings and sharing.
Grassroot organisations, individuals and charities.
Meaningful positive action.
We want you to work with us.

29. Stay in touch…
Neurodiverse Group: Resources: