Training and Consultancy

Advertising in the right places and attracting more talented disabled candidates is fine. And often organisations require additional support to ensure their recruitment processes and employment practices are inclusive and fair. So you can make sure you are recruiting and, importantly, retaining the very best talent.

Evenbreak is keen to offer support to employers, in a variety of ways. We offer free and open webinars, round tables and ‘Evenbreak Explores’ events (see below for upcoming events). We also offer bespoke training and consultancy tailored to your specific needs. These can cover a range of subjects, including:

  • Assessment Methods that Work
  • Being Seen as an Inclusive Employer of Choice
  • Confidence for Hiring Managers
  • Creating an Inclusive Culture
  • Disability and Intersectionality
  • Disability Awareness
  • Effective Attraction Strategies for Disabled Candidates
  • Inclusive Interviews
  • Inclusive Leadership
  • Inclusive Recruitment
  • Removing the Fear Around Disability
  • Reviewing Your Recruitment Process for Inclusion and Accessibility
  • Supporting Disabled Customers
  • Unconscious Bias
  • Workplace Adjustments

All training and consultancy is delivered by experts with lived experience of disability and intersectionality, including members of the Evenbreak team and our amazing Associate Consultants:


Toby Mildon

Toby Mildon [square]
Toby Mildon

Toby Mildon is a Diversity & Inclusion Architect and founder of Mildon, a consultancy and advisory business. Toby works with businesses to re-engineer processes and systems to minimise the impact of bias and build a culture of inclusion. Prior to setting up his business, Toby worked as an in-house diversity and inclusion manager at the BBC and Deloitte.

Toby published his first book, “Inclusive Growth: Future-proof your business by creating a diverse workplace” in 2020.


Esi Hardy

Esi Hardy
Esi Hardy

Esi is a trainer, disability inclusion expert, public speaker, podcaster and writer. She is Founder and Managing Director of Celebrating Disability. As a disabled person, Esi uses her personal, lived experience as well as her professional background in the public and private sector to ensure advice given is tangible and realistic.

Esi believes that organisations of all structures and sizes have an opportunity to create inclusive cultures that enable disabled employees and customers to feel included and valued.


Jennifer Rooney

Jennifer Rooney
Jennifer Rooney

Jen is a Workplace Wellbeing & Disability Inclusion Specialist and Director of The Wellbeing Tortoise. After becoming disabled following a ski accident and corresponding brain injury, Jen became passionate about making mental health and disability inclusion a priority for organisations and helping individuals acquire skills and tools to support themselves.

Jen has a background in management consultancy and has worked with disabled employees and alongside HR, wellbeing, and sustainability teams to embed inclusion and wellbeing strategies and projects in the workplace.


Here’s what our clients say about us:

“A big thank you to Jane and Evenbreak for a great workshop. The objective was to develop an action plan to attract disability candidates for both our permanent and temporary workforce. The structure and content of the of the workshop was perfect for our needs and the facilitation by Jane, as a subject matter expert, was excellent.”

David Campbell, Siemens plc

“Jane and Mahomed at Evenbreak ran a top tips session for inclusive hiring as part of our activity for International Day of People with Disabilities. The session was just what our audience needed – clear and concise with tangible actions that everyone could take away. The session received great feedback and is definitely something we will use again to continually nudge hiring managers and to remind colleagues about the big impact that small actions have when it comes to inclusion.”

Claire Mayday, Marks and Spencer

“As a Team, we wanted to bolster our knowledge in the disability space, so we approached Evenbreak and asked them to deliver a workshop for our team. The workshop was excellent and provided us with helpful insight and guidance, which was then used to update our website, making it more accessible and making the language on our website less legislative and more user-friendly. The tools provided also enabled us to reflect upon each step of our recruitment process and embed the useful tips which Evenbreak provided us. Thank you Evenbreak!”

Sharon Campbell-Morgan, HR Business Partner, Rail Delivery Group

"The two workshops delivered by Jane and her team really helped set clear expectations at OSTC and helped with awareness raising, addressing certain biases and misconceptions. It also provided us with the foundation to set up practical ways to improve our internal processes, such as creating our new line manager disability toolkit and designing a reporting line guide, that we hope will make employee journey more accessible, inclusive and an overall better experience."

Faizah Tahir, Head of Diversity & Talent Development, OSTC

“When reviewing our recruitment practice, Evenbreak provided challenge, insight and recommendations that stems from diverse lived experience and expertise. This is a real differentiator for us.”

Mark Ealing, VP Diversity Equity Inclusion, Ultra

“Evenbreak’s audit of our recruitment process delivered in-depth recommendations that will help make our recruitment process more inclusive. The process was thorough, including one-to-one and group interviews, on site audits and documentation reviews. The reports we received at the end of the audit contained insightful and practical advice, highlighting where we’re doing well and opportunities for improvement.”

Pierre Harscouet, Diversity, Equity, Inclusion and Belonging Specialist,

"At Homes England, we strive to be an employer of choice. We recognise diversity through our values. We believe that a diverse and inclusive organisation empowers teams to perform better and provide a richer platform for us to do things differently and challenge the status quo. We recognise that our diversity will enable us to best understand the housing needs of the communities we serve.

Working with Evenbreak, they have co-designed and delivered our Recruitment Diversity and Inclusion training using their lived experience. It is delightful to work with Evenbreak who are genuinely passionate and committed to supporting Homes England to attract and retain a diverse talent pool which supports our Equality, Diversity and Inclusion Commitment.

We have had fantastic feedback from our colleagues who have found the training to be informative, engaging, and thought-provoking”.

Victoria Rendles, Talent Acquisition Partner, Homes England

Maybe you’re a recruitment company?

We can support you too, to help you attract and assess the best possible disabled candidates for your clients, and help your consultants feel much more confident and competent around engaging with disabled candidates, and discuss disability inclusion with clients.

"What was evident very quickly and welcome, was the relevance this training had to removing barriers not only for disabled candidates but for all other underrepresented groups of people in society. This meant that many of the suggested approaches and processes were simply ways in which we could really enhance the candidate experience and ensure they had the best possible opportunity to present their skills, ability, and work history but most importantly, their potential to do a given role.

We took away many aspirational ideas too, which means we can work as a collective team to continue to evolve and improve the recruitment process from an agency perspective.

Jane is an excellent trainer and speaker, with lived experience and a very realistic and grounded approach. The training was delivered within the context of understanding how recruitment agencies work and the potential barriers faced due to client expectations or demands, this made for open and honest discussions within a safe and comfortable training environment, which is essential to learning within D&I."

Tracey George MRIP, Chief Operating Officer, TPP

Or maybe you offer careers advice?

If you offer people careers advice, it’s likely that some of your customers will be disabled (20% of the population is disabled, and 80 - 90% of those have invisible conditions, so you might not know). Our experience of running our Career Hive, a career service dedicated to supporting disabled candidates, means our career coaches (all disabled people themselves) have learned so much about making sure career coaching meets the needs of disabled candidates. This means being aware of their access needs, of course (e.g. using different media, delivery methods and offering adjustments such as BSL interpreters), but also the additional barriers that disabled candidates face when looking for new or better work. And how to support them in developing skills to not only navigate around those barriers, but how to present themselves as premium candidates, and talk about disability positively. And they can share their learning with you, giving you the skills and confidence to offer inclusive career support services to disabled candidates.