From Panels to Progress. Creating Psychological Safety Is Powerful

5+ years ago, before being named one of the Learning Technologies Exhibition & Conference UK Thirty Under 30 back in 2020, I never imagined I’d be here today:

• Speaking at events (like Learning Technologies Exhibition & Conference )
• Delivering sessions for organisations such as Nationwide , LearnUpon , CIPD , WIG Wilmington plc
• Training teams at Virgin Money , Fujitsu - and soon adding another FTSE 500 bank to that list.

And yet, here I am: Founder & CEO of Accessible Me Ltd , having conversations daily with schools, colleges, prospects, and global brands - all working toward my mission of making the world’s content accessible to people with disabilities.

Why panels matter

For years, I’ve been lobbying organisations to let me chair sessions with real people with real disabilities - not just “speaking on behalf of.” After all, despite having Tourette's, AuDHD (and living with complex PTSD, severe depression, and severe anxiety), my experiences as a neurodivergent but otherwise able-bodied white male aren't necessarily representative to everyone else's. Other people have other personality traits, other conditions, and characteristics (some of which listed as 'Protected Characteristics' in the UK Equality Act 2010).

That push led to Accessible Me Ltd ’s first events earlier this year:

• Neurodiversity Q&A with Lucinda da Silva ( Kallidus )

• Panel: Insights from people with disabilities (Ep 1) featuring PK Kulasegram , Roxanne Steel and Simon Houghton

• And just yesterday, at CIPD South West London Branch , joined by Izzy Pochin , Roxanne Steel , and Will Linley

I’m deeply grateful to my panellists, and to CIPD , for creating space for these conversations.

A moment that stood out

One of the most powerful moments was when participants began sharing that they had not disclosed their conditions at work, but felt psychologically safe enough to share this - live, in a webinar with strong attendance.

That’s impact. That’s belonging.

It shows how essential it is that organisations don’t just invite disabled people to events, but create environments where our voices are heard, valued, and acted on.

Where we must be careful

I’ll also share something honestly. Towards the end of the session, there were [well-intended] comments about how CIPD should run more of these panels. It’s well-intentioned, and I agree, more of this is needed (in general - not just the CIPD).

I want to be crystal clear here: this is not an attack on Michael or the CIPD - the panel idea was pitched (and organised) by me, and was not originally CIPD’s brief. They gave us the platform, trusted us to shape the format, and supported the event brilliantly. I am hugely appreciative of that.        

The point I want to raise is a wider one:

• None of the panellists were paid for their contribution.*
• A one-off invitation can quickly start to feel like an expectation without compensation.

And that’s where we, as an industry, need to pause.

Quick note: CIPD don't pay guest speakers as a whole. This was my no means discrimination towards people with disabilities.        

Speakers with disabilities are often asked to share lived experience - sometimes for free - in the name of inclusion. But when this becomes normalised, it risks exploitation. Inclusion cannot be built on unpaid labour from the very people driving it.

A call to action

If you’re an organisation looking to showcase lived experience:

• Create the space.
• Pay people for their time, expertise, and energy.
• Build long-term partnerships, not one-off asks.

Panels like this are powerful. They shift mindsets. They encourage disclosure. They spark change. But for true equity, compensating disabled speakers must be seen as non-negotiable.

👉 My ask: If your organisation is planning events, training, or panels on disability inclusion - ask yourself the following:

are we valuing lived experience in the same way we’d value any other professional expertise?

That’s where real inclusion begins.