The easiest way to explain the social model of disability is probably to start with the medical model of disability.
The medical model is the way many of us were – and still are – taught to think about disability. Basically, it ‘blames’ the individual: they can’t climb the stairs; they can’t hear what is being said; they can’t see clearly. The focus is then on the person’s impairment or condition, and often medical or other interventions are expected to 'help'.
The social model turns this around. Rather than asking what is ‘wrong’ with the person, it asks: what barriers have we created that are preventing this person or group from accessing or participating?
The social model also distinguishes between an impairment and disability. A person may have a physical, sensory, cognitive or other impairment, but it’s the way society is organised that disables the person.
For example, the design of our buildings, transport and public spaces disable many people, as do inaccessible communication systems (including websites), inflexible working practices, or people’s expectations, attitudes and assumptions.
Someone with a mobility impairment isn’t prevented from using a building simply because of this impairment - they may be prevented from entering because the only way in is stairs (whether a flight or a few), or because toilets or kitchen facilities are inaccessible. Someone who is visually impaired may be prevented from accessing information because it’s only provided in an inaccessible format for them. Barriers created by assumptions about disabled people can include removing opportunities for someone to attend meetings because they have experienced anxiety - rather than asking the individual what they want or need.
If we (society) had at least tried to consider everyone when designing our buildings, communications, technology, transport and working practices over the last 50 to 100 years, many of today’s barriers wouldn't exist and many of the people we call disabled people wouldn’t be disabled at all.
There are, of course, still many personal impacts of numerous impairments - some people experience pain, fatigue or other effects that would remain even if every societal barrier was removed. The social model doesn’t deny this, but it does encourage us all to recognise the barriers that we and society can do something about.
Sustainability comes through continuous learning, leadership commitment, and integration into daily practices. We work with you to create a comprehensive strategy, including policies, metrics, and regular check-ins, to ensure EDI is embedded in your organisational culture.
Yes, we offer both virtual and in-person training and coaching to accommodate your team’s preferences. Our online sessions are interactive and engaging, making it easy for remote teams to participate.
We provide ongoing support, such as follow-up coaching, group discussions, and additional resources to reinforce the learning and address any questions that arise after the training sessions.
We offer evaluation tools to track progress, such as pre-and post-training surveys, employee feedback, and key performance indicators (KPIs) around diversity and inclusion metrics. Additionally, we offer follow-up sessions to measure long-term impact.
Yes! We believe in the importance of context. Whether you’re a tech company, a healthcare provider, a university, or a public sector organisation, we tailor our training to be relevant and practical for your specific challenges and goals.
Training sessions can vary in length depending on the topic and audience. Workshops typically last between 90-minutes and three hours, but we also offer longer sessions. Half-day sessions (2.5 hours online and three hours in person) are the most requested session lengths.
We rarely deliver 'off-the-shelf'. Our approach is to ensure a tailored experience where there has been consultation with key staff and 'getting to know' the culture and relevant policies. Our aim is to ensure we align our sessions and programmes with an organisation’s unique needs and culture.
We use interactive learning methods and real-world scenarios to drive meaningful change. Plus, our consultants and trainers are very experienced and bring practical experience and knowledge from diverse industries and backgrounds.
We offer both individual and group coaching programmes. Our one-on-one sessions are personalised to individual manager's needs, while group coaching is designed to foster collective growth and address common challenges faced by managers and leaders. https://www.resolvevolve.com/services/coaching
Our services are beneficial for all businesses, non-profits, government agencies, educational institutions, and individuals who want to build a more equitable, diverse, and inclusive environment. We cater to organisations of all sizes, industries, and sectors. We also work with individuals outside of organisations who have a wish to increase knowledge, skills or communication in relation to equity and inclusion.
We offer a range of services to help organisations and individuals advance in their equity and inclusion journey:
In today’s fast-changing world, forward-thinking organisations recognise that Equality, Diversity, Equity and Inclusion (EDEI) are not optional “add-ons” but essential drivers of performance, innovation and long-term sustainability.
Engaging an EDEI consultancy isn’t just about compliance - it’s a strategic investment in your people, culture and reputation.
1. Creates Fair, Respectful and High-Performing Workplaces
Resolve Evolve, and most consultancies who work with experienced and knowledgeable trainers, can help embed principles that ensure your organisation is fair, respectful and inclusive at every level. This means moving from just 'counting the diversity' to building a culture where everyone feels valued, safe and able to contribute their best.
2. Strengthens Leadership and Culture
External insight and expertise to challenge assumptions, address gaps and work with leadership teams to develop inclusive behaviours and strategies. This results in a stronger, more cohesive workplace culture - where staff recognise the values are lived, not just written down.
3. Boosts Innovation and Organisational Performance
A wealth of research shows that diverse and inclusive teams make better decisions, solve problems more creatively and out perform less inclusive peers. EDEI consultancies like Resolve Evolve help unlock this potential by embedding inclusive practices into recruitment, development and team dynamics.
4. Stays Ahead of Legal, Social and Market Expectations
Organisations are facing increasing legal, reputational and stakeholder pressures to demonstrate commitment to their staff and customers. We help ensure you meet (and exceed) regulatory requirements, while also positioning you as a socially responsible, progressive and attractive employer and/or service provider.
5. Attracts, Retains and Empowers Talent
Today’s workforce expects more. People want to work for organisations that reflect their values, where they feel seen, heard and supported. Resolve Evolve and some other EDEI consultancies can help develop inclusive policies and environments that attract diverse talent and reduce turnover, particularly from underrepresented groups.
6. Makes Real, Measurable Change
Bringing in an EDEI consultancy like Resolve Evolve shows your commitment to moving from intention to action. We provide the frameworks, analysis and training to measure progress, track impact and drive continuous improvement - ensuring that your inclusion focussed work is structured, strategic and sustainable.