Case studies

Run by and for Disabled staff, SHINE was set up as a disability staff network creating a safe space for Disabled staff and those with long-term health conditions, all driven by personal experiences. Advocating for the Social Model of Disability, SHINE has been able to create meaningful change across Cumbria County Council, now split into Westmorland and Furness, and Cumberland Council.

London Borough of Hammersmith & Fulham (LHBF) made a commitment to work more closely with Disabled people to become a more inclusive and accessible borough. This led to the establishment of the independent Hammersmith & Fulham Disabled People’s Commission in 2016.

Councillor Shirley Proctor drew on her own lived experience, and that of other members and staff, to address an inaccessible built environment, both within Trafford Council and the borough.

The Bromley All-Age Autism Partnership (BAAP), which is Chaired by a councillor with lived experience of autism, brings together representatives including autistic individuals, parent and carer representatives, local authority professionals, and the voluntary sector to improve services and the pathways to support in Bromley, for autistic children, young people and adults.

Two staff members with lived experience supported the Disabled Staff Network at East Riding Council to thrive.

The ambition for the West Midlands has now been reframed away from a narrow focus on sport to an ambition to becoming an exemplary region for Disabled people across the board.

Councillor Steve Darling MP was able to use his lived experience as a Disabled person to change the culture within the council, raising awareness and working with other Disabled colleagues to reduce barriers for staff and councillors.

This case study forms part of High Impact Change Model: Improving the timely and effective discharge of people with dementia and delirium into the community.

Holding council meetings online, first adopted in response to the COVID-19 lockdowns, has led to a greater diversity of elected councillors in this geographically large council area.

Tower Hamlets Council faced the challenge of an ageing workforce and was eager to attract younger talent. They identified the T Level programme, as a valuable tool for supporting succession planning.