The challenge

The overarching aim of the National Talent Academies is to address and support current educational skills gaps in the screen sector. Retaining the diversity and inclusion focus that is present across all Academy initiatives, its ambition is to drive more Irish talent from all backgrounds and disciplines into the sector and develop greater awareness of the sector as a viable career path.

At Tilting the Lens, we believe in storytelling that reflects the full diversity of our communities, and in creating meaningful opportunities for employment and career progression for Disabled people. 

The goal is not only to bring Disabled writers in the room, but to break down the barriers that have historically kept them out. We aim to ensure they are leading the conversation, shaping the stories and driving authentic representation both on and off screen.

The approach

Our partnership with NTA meant that we could support this programme in many ways. 

Accessible by default

Tilting the Lens ensured all documents, programme materials, and applications were accessible from the outset. There were multiple options for applying, as well as support offered by the team. It was vital that everyone was set up for success and that all sessions met the access needs of all participants.

Financial support

Each writer received a €2,000 bursary to support their progress in the programme. Tilting the Lens contributed €500 per participant, a total of €2,500 to this fund. 

Promotion and communication

We utilised our own channels for promotion and communication to reach potential participants. We supported the creation of marketing materials, press materials, and other external communications. 

Workshops and training

We collaborated with NTA in coordinating and facilitating workshops and talks with various individuals and experts within our network. These were not only established industry professionals, but also Disabled creatives who have navigated similar barriers, ensuring their relevance to the participants’ goals and aligned with the programme’s commitment to authentic, experience-led conversations.

Participants engaged in a series of workshops and talks, including:

• A deep dive into Disabled representation on TV with Sam Tatlow, Head of Diversity, Equity and Inclusion at ITV.
• Script workshops with script consultant and producer Philip Shelley.
• Feedback sessions with script editor Nadine Flynn.
• Masterclasses with Oscar-winning filmmakers Tom Berkeley and Ross White, and TV writer Peter McKenna.
• Industry insights from professionals such as talent manager and founder of 1IN4 Eryn Brown, and writer, actor and producer Kyla Harris.
• Advice and guidance from script and development executive Hayley McKenzie, on the range of roles within scripted development and next steps to a screenwriting career.
• The programme culminated in a table read — bringing their stories to life with professional actors.

Mentoring

Each participant benefited from bespoke mentorship tailored to their personal development goals. The mentors in the 2024 programme were:

• Award-winning writer, director and producer from Dublin, Rioghnach Ní Ghrioghair.
• Theatre director and dramaturge Lu Kemp.
• Actor, screenwriter, documentary filmmaker and playwright John Connors. 
• Screenwriter, television writer and playwright Michael Zam.
• Producer Shauna Shivers.

Outcome and impact

Participant success stories 

• Louise Bruton applied to NTA’s Short Film Fund with her script “Let Go”, which was developed as part of 2024’s Screen Stories programme. It was awarded funding, and will go into production in 2025. 
• Maura Campbell’s script “The Grim” which was developed as part of 2024’s Screen Stories, was selected in the 2025 UK Comedy Initiative. Her script made it to the quarter finals.

2025 and feature film scripts

The programme received positive feedback from participants in this first iteration and that allowed us to return for a second year. Three new writers were selected to undertake a six-month, feature film script development programme in 2025. 

Together with the National Talent Academies, we are committed to continuing this work of dismantling barriers, investing in talent, and amplifying Disabled creatives to tell the stories only they can.

The challenge

Tilting the Lens’ role was to audit the office space, taking account of the varied functions of different spaces, provide suggestions for improvement, and to establish best practices in accessibility across the client’s workspaces and events. This work would grow their inclusive working culture, resulting in greater employment opportunities for Disabled talent, as well as strengthening the company’s position as a leader in accessible practices. 

Our client’s initial concern was specifically around physical accessibility, citing the weight of the doors within the office. The site visit and audit also identified other issues, most notably that the floor plan was extremely complex for a single-level office, while many of the office areas were similar in design, making navigation confusing. In addition some of the company branding used as interior decor could have compromised accessibility for people with sight loss.

The approach

Tilting the Lens audited the client’s offices with reference to both local, national, and global building standards. We also used best practice accessibility standards, particularly taking the access requirements of Neurodivergent communities into consideration. This approach ensured that recommendations would take account of the general welfare of all staff and visitors to the site.

This informed our pan-disability recommendations across physical, digital, sensory and wayfinding elements of the workspaces. We applied each of these elements to different accessibility requirements and inclusion frameworks. We also looked at the use and purpose of the space and furniture. For example, whether employees use an area to work, share, or assemble, knowing that within these uses, some people might prefer high stools or sit-stand desks, comfortable armchairs, chairs with high backs, or chairs with low arms.

Outcome and impact

We delivered an accessibility audit and report with quantifiable metrics and tangible feedback that focused on particular areas for improvement.

Built environment

There were some quick wins that could be implemented immediately in the space, such as colour-coding sections of the office, so that open-plan spaces were easily differentiated from each other. 

Use of colour contrast can be a building regulations requirement and is sometimes misinterpreted with garish results. The contrast can be subtle and remain effective for people with sight loss and neurodiversity, as well as creating a more inviting space for all employees and visitors.

There were also more complex solutions that would require additional resources, or coordination with the landlord. These were clearly stated with advice on how to approach the landlord regarding shared spaces such as entrance lobbies and fire evacuation stairs. 

Signage and navigation

Navigating the office was noted as particularly challenging for first-time visitors and Neurodivergent employees. We made recommendations around communicating the layout of the space, and revising the room-naming strategy to be more readily and independently understood. In particular for first time visitors, putting up more strategic signs, assigning room numbers, and putting a visitor plan in place. 

Biophilic design

Biophilic design is a concept used in buildings to connect the occupants to natural elements. We advised on how to apply the principles of biophilic design, employing a palette of natural colours and materials, and adding plants to the space, with care not to trigger allergies or sensitivity to fragrance.

Communication

As well as the physical workspace, we recommended the client assess the accessibility of their internal communication channels, and we offered advice on assistive technologies. 

Policy and culture

It’s important that a commitment to accessibility is reflected in company policies and the shared mindset, and where necessary, this means addressing a lack of awareness and training.

The client has put quick wins into effect, and has begun the next stage of making the space more accessible. They have a clear action plan in place to help them to budget for long-term goals.

The approach

Tilting the Lens employed a broad methodology to develop the accessibility blueprint, using the following strategies.

Research and analysis

Tilting the Lens conducted extensive research on best practices and lived experience in inclusive office design. This included reviewing both UK and EU legislation on physical accessibility, building regulations, health and safety regulations, employer’s obligations, and workplace accessibility. We also ran focus groups with a range of stakeholders who have lived experience, always through an intersectional lens.

A holistic approach

The blueprint covered various dimensions of accessibility, ranging from physical aspects like wheelchair ramps and seating, to digital elements such as accessible software and assistive technology.

Shaping perspectives and prioritising voices

We recognise the historical underrepresentation of Disabled individuals in the field of design, and how this absence underscores the disregard for their perspectives. So our strategy for the blueprint revolved around prioritising Disabled individuals, and leveraging their expertise for effective solutions.

Outcome and impact

The collaboration between All3Media and Tilting the Lens culminated in the creation of a comprehensive 116-page accessibility blueprint. The document is rooted in the legislation and building standards for their most relevant markets, along with the qualitative and quantitative data gained from focus groups with Disabled employees, line managers, office managers, recruitment personnel, and senior leaders. 

The blueprint provides clear guidelines for accessible workspaces, and includes a wide range of considerations:

Physical accessibility

The design guidelines addressed physical accessibility features, such as ramps, elevators, accessible bathrooms, parking and public transport – to name a few.

Sensory accessibility

The blueprint included recommendations for creating spaces that catered to diverse sensory and cognitive needs, including adequate lighting, acoustics, quiet spaces and pods, and tactile wayfinding.

Inclusive culture

The project also emphasised fostering an inclusive and supportive workplace culture that embraced diversity. Accessible office spaces can improve productivity, reduce absenteeism, and attract and retain a diverse range of talented employees.

As well as these actionable insights based on stakeholder interviews, focus groups, and in-depth secondary research, the blueprint features a checklist and scorecard to aid the teams using it.

By commissioning this blueprint, and incorporating accessibility considerations from the outset, All3Media has demonstrated its dedication to creating a workplace environment that promotes dignity, agency, and ease, and ensures their physical spaces are designed with Disabled people to accommodate the needs of all employees, visitors, and guests.

The challenge

The organisers of Soho Summit wanted to ensure that Disabled people could participate and engage fully with the event, with specific accommodations in place for those who are Deaf, Blind or low vision, Neurodivergent, and others with disabilities.

This meant making sure that the content at the event – such as films, talks, and imagery – was available in multiple formats, to ensure flexibility and suitable for everyone, and of course, that the physical space itself was accessible. 

The approach

Teaming up with Tilting the Lens, Soho House implemented several key measures to enhance accessibility throughout Soho Summit, and to cater to a wider range of attendees.  

1. Physical descriptions: Panellists and facilitators at the Soho Summit offered physical descriptions of themselves before starting their presentations or discussions. This was particularly beneficial for those who are Blind or low vision, detailing participants ethnicities, backgrounds and outfits.
2. BSL interpreters: British Sign Language (BSL) interpreters were present at every talk, ensuring that Deaf attendees had equal access to the event’s content and discussions. 
3. Ramps and handrails: The main stage of Soho Summit was equipped with ramps and handrails, ensuring that those with physical or mobility disabilities could access the stage comfortably and safely. 
4. Subtitles for cinema screenings: To cater to attendees with hearing loss, all cinema screenings at the Soho Summit were accompanied by subtitles. This simple yet impactful measure ensured that everyone could enjoy the cinematic content without barriers.

Outcome and impact

The collaboration between Soho House and Tilting the Lens yielded several measurable results, transforming Soho Summit into a benchmark for accessible and inclusive events. By embracing accessibility measures, the event not only catered to Disabled individuals but also set an example for the broader events industry.

Soho Summit has continued to champion accessible events, including the following Soho Summit in Los Angeles, where many of our recommended accessibility features have continued to be implemented. ASL interpreters for the talks, ramps and handrails on the main stage, and closed captioning for all cinema screenings. They also encourage panellists, facilitators, and leadership to begin their engagement with a visual description of themselves.

The success of Soho Summit’s accessibility strategy highlights the importance of collaboration to create inclusive events. By partnering with accessibility experts, organisations can unlock the potential to create environments where everyone can participate, lead, drive conversation, engage, and thrive.