dhtrailblazers

Why We've Chosen to Partner with Klarna

Fri, 20 Feb 2026 11:12:21 GMT

Making Professional Development More Accessible and Financially Flexible

At Deaf & Hearing Trailblazers, we believe personal & professional development should be accessible, practical, and realistic — especially in today’s financial climate.

That’s why we’ve chosen to partner with Klarna to offer flexible payment options across our training programmes.

Removing Financial Barriers to Growth

We know that many of the people who attend our courses are:

Self-funding their development
Freelancers or business owners
Working in voluntary or community roles
Building new careers
Investing in leadership growth

Paying upfront for training can sometimes feel like a barrier — even when the course is exactly what you need.

By offering Klarna , we’re giving you the option to spread the cost into manageable instalments. That means you can focus on learning, not financial pressure.

Investing in Development Should Be Possible

We often talk about inclusion, opportunity, and progression. It would be inconsistent if our own payment structures made access harder.

Professional development shouldn’t be limited to those who can afford a single upfront payment. Flexible options create:

Greater access
Fairer opportunity
Reduced financial stress
More confidence in committing to growth

This aligns directly with our values around equity and practical inclusion.

Supporting Deaf and Disabled Professionals

We are particularly aware that Deaf and disabled professionals can face additional financial pressures — including inconsistent employment patterns, Access to Work delays, or self-employment realities.

Offering instalment payments is one small but meaningful step towards removing unnecessary barriers.

Responsible, Transparent Choice

We chose Klarna because it is a well-established and secure payment provider. Participants can see clear payment schedules at checkout and choose the option that works best for them.

Importantly, using Klarna is optional. If you prefer to pay in full, you still can.

A Simple Principle

Our decision comes down to this:

If someone is ready to learn, grow, and step forward, cost structure should not be the reason they step back.

Partnering with Klarna allows us to support ambition while remaining practical about the realities people face.

If you have any questions about payment options, feel free to contact us — we’re always happy to help.

From Back Office to Boardroom: Finance as a Strategic Driver of Growth

Fri, 20 Feb 2026 10:50:07 GMT

Strengthening impact through disciplined, values-led financial leadership.

At Deaf & Hearing Trailblazers, we believe that leadership is about making an impact.

It is about clarity of purpose, strong governance, and building systems that enable long-term success.

That is why we are proud to celebrate a milestone moment for our Finance Director, Hussain.

Recently featured on the cover of The Enterprise World , Hussain shared his professional journey and the leadership mindset that continues to shape his work — both through his own venture, Knightwood, and in his role supporting Trailblazers.

Redefining the Role of Finance

Finance has traditionally been viewed as a back-office function — focused on compliance, reporting, and cost control.

Hussain’s career has been built on challenging that assumption.

From finance operations to CFO-level leadership and now as a founder, he has consistently positioned finance as a strategic partner at the heart of organisational growth. His approach reframes finance as:

A driver of decision-making
A protector of sustainability
A catalyst for innovation
A foundation for ethical governance

For organisations like Trailblazers, this matters. Strong financial leadership allows us to deliver training programmes, scale responsibly, and build credibility with partners and funders.

Purpose-Driven Leadership

A consistent theme in Hussain’s journey is purpose.

He believes finance is not just about numbers — it is about enabling people, strengthening organisations, and building futures. Purpose-driven leadership means aligning financial strategy with organisational mission.

At Trailblazers, that alignment is critical. We operate in spaces where compliance, accountability, and measurable outcomes matter. Having a Finance Director who understands both the technical and strategic dimensions of leadership strengthens our position as a trusted training provider.

Balance, Resilience, and Growth

Another theme Hussain speaks openly about is balance.

Leadership is not only about performance metrics. It is about designing time for what matters, embracing challenge, and learning from failure. Setbacks are not end-points; they are foundations for resilience and long-term growth.

That mindset reflects the culture we aim to build at Trailblazers:

Reflective rather than reactive
Strategic rather than transactional
Growth-focused rather than risk-averse

Failure, when approached with accountability and learning, becomes data for improvement.

Why This Recognition Matters

Being featured by The Enterprise World is more than a personal achievement. It highlights the kind of leadership that modern organisations need — strategic, values-led, and forward-thinking.

For Trailblazers, strong financial governance underpins everything we deliver:

Inclusive Leadership programmes
Workforce development training
Governance and compliance support
Mentoring and executive development

When finance is treated as a strategic driver rather than an administrative function, organisations gain clarity, stability, and confidence to grow.

We are proud to have Hussain as part of our leadership team and to see his work recognised on an international platform.

If you would like to read the full cover story, you can access it here: https://lnkd.in/dBgJBt4J

Leading Deaf & Hearing Teams in the Media Industry

Tue, 30 Sep 2025 11:32:07 GMT

Taking risks, innovating and leading teams in the media industry

Deaf & Hearing Trailblazers and our co-production partners, Action Deafness , are proud to have completed another successful season of inspiring interviews with deaf and hearing leaders from all walks of life.

Since 2021, we have interviewed 16 prolific leaders for the UK Deaf Leadership Summit. These have been people from all backgrounds, sectors and industries and from all over the world.

We closed this year's schedule appropriately with a man who has been right there, in the mix of what has been a landmark year for deaf filmmaking and TV dramas in the UK, with the release of ' Reunion ' on the BBC and ' Code of Silence' on ITV. The list also included a deaf-led, directed and produced feature-length film ' Retreat ' which premiered last month at the Canadian International Film Festival in Toronto.

William's upbringing was shaped by a dismissive remark made by a medical expert, Thanks to the doctor for telling my mother I would not amount to anything , Mager has gone on to achieve international recognition and inspired many followers of his work.

25 years in the television and film industry has taught Mager a thing or two about leadership and management, and what it takes for both deaf and hearing producers and directors to ensure that they are getting the very best out of groups of deaf and hearing people who are brought together to produce the thrillers that we see on our screens.

We all sat wide-eyed and open-mouthed as William answered an audience question on risk-taking. I definitely do not recommend this to anyone!

Although humbled and appreciative of the accolades and praise sent in his direction, Mager wants us to truly understand what it would take to be labelled groundbreaking and truly representative and inclusive .

We have so much to learn from this man in the future as he contemplates the idea of sharing his knowledge with others.

You can watch the interview in full on our YouTube Channel

Funding for Elected Office

office@dhtrailblazers.org.uk (Stuart Harrison) — Mon, 09 Jun 2025 10:45:01 GMT

Positive Step Forward as Deaf Representation Included in Government’s New Access to Elected Office Group

BSL version of the government press release: https://youtu.be/N3x5ABmW9_4

We warmly welcome the UK Government’s recent announcement of a new Access to Elected Office Steering Group, which will help ensure that disabled people – including deaf individuals – have fair and supported opportunities to stand for elected office.

The group will work closely with the Minister for Social Security and Disability, Sir Stephen Timms MP, to advise on the development of a new fund that will support disabled candidates with the disability-related expenses they may face. This could include costs such as accessible transport, British Sign Language (BSL) interpretation, and accessible campaign materials.

We are especially pleased that David Buxton OBE , Chief Executive of Action on Disability and a long-standing advocate for deaf inclusion, has been appointed to the steering group. David’s presence will ensure that the needs and experiences of deaf candidates are represented clearly and credibly in the design of future support.

The government has committed to drawing on the lived experiences of steering group members, many of whom have direct experience of disability, accessing support funding, or standing for office. The aim is to remove barriers and increase representation by ensuring the voices of disabled people are at the centre of this work.

In the words of Sir Stephen Timms MP :

“We want to ensure that disabled people have the right support to pursue a rewarding career in elected office… and that disabled people’s views and voices are at the heart of our efforts to achieve this.”

This announcement signals a renewed focus on tackling inequality and improving political access. It builds on previous initiatives, such as the Access to Elected Office Fund and the Enable Fund, and complements broader work such as the government’s current consultation on disability pay gap reporting.

We see this as an important and long-overdue move towards creating a political system that reflects the diversity of our society. The appointment of a deaf representative to the steering group is a step forward in recognising the unique barriers deaf candidates face – and in committing to dismantling them.

We look forward to following the group’s progress and contributing to a future where elected office is truly accessible to all.

#FairAccessToPolitics #DeafRepresentation #InclusionInAction

The Power of Allyship

office@dhtrailblazers.org.uk (Stuart Harrison) — Wed, 13 Nov 2024 15:10:22 GMT

Transforming the workplace for everyone

The Power of Allyship: Transforming the Workplace for Everyone, Including Deaf and Hard of Hearing Employees

13/11/2024

In today’s dynamic and diverse workplaces, creating an environment where everyone feels valued and included isn’t just a goal—it’s a necessity. One of the most powerful ways to foster such an inclusive culture is through allyship , which involves actively supporting and advocating for colleagues who might face unique challenges. This blog explores the transformative impact that a culture of allyship can have on the employee experience, particularly for those who are deaf or hard of hearing, and why this mindset benefits everyone in the organization.

Understanding Allyship: More Than Just a Buzzword

Allyship is about taking proactive steps to stand alongside others , especially those from marginalized or underrepresented groups. It’s about listening, learning, and taking action. Allyship isn’t performative; it’s a continuous commitment to fostering an environment where every voice is heard, respected, and included.

When it comes to supporting colleagues who are deaf or hard of hearing, allyship goes beyond basic accessibility measures. It’s about creating a culture that truly values communication equity and where everyone feels they belong.

Why Allyship Matters for Deaf and Hard of Hearing Employees

Deaf and hard of hearing employees face unique barriers that go beyond physical access or workplace accommodations. These barriers often manifest in subtle ways, such as:

- Communication Barriers : Whether it's missing out on important information in a noisy meeting or struggling to understand rapid speech, communication challenges can create a significant sense of isolation for deaf and hard of hearing employees.

- Limited Access to Informal Networking : Office conversations and casual networking often take place verbally, which can exclude those who rely on sign language or other forms of communication support.

- Misunderstandings and Stereotypes : There is often a lack of awareness about the impact of deafness on communication styles, leading to misconceptions about the capabilities and contributions of deaf and hard of hearing individuals.

This is where a culture of allyship can make a profound difference.

The Positive Impact of Allyship on the Workplace

1. A Sense of Belonging

When employees feel that their colleagues are allies—willing to listen, adapt, and advocate for inclusivity—it fosters a deep sense of belonging. For deaf and hard of hearing employees, knowing they have allies who are willing to use inclusive communication practices, such as ensuring everyone’s face is visible in meetings or using captions during presentations, can make a significant difference in their daily experience.

2. Improved Communication and Collaboration

Allyship encourages everyone to be more mindful of their communication practices. This might include:

- Using clear and inclusive language in meetings.

- Providing written summaries or using visual aids to ensure information is accessible.

- Implementing technology solutions , like live captions or sign language interpreters.

These practices not only benefit deaf and hard of hearing employees but also enhance clarity and understanding for everyone in the workplace.

3. Enhanced Employee Engagement and Retention

Employees who feel supported and included are more likely to be engaged in their work and loyal to their organization. By actively promoting allyship, companies demonstrate their commitment to diversity and inclusion, which can boost morale and create a more positive work environment. When deaf and hard of hearing employees feel seen and valued, they are more likely to thrive, contributing their unique perspectives and talents to the organization.

4. Cultivating Empathy and Understanding

Allyship requires stepping into the shoes of others, fostering a culture of empathy and understanding. This shift in perspective encourages all employees to be more aware of the diverse needs and experiences within their team. By supporting deaf and hard of hearing colleagues, employees can develop a broader appreciation for the different ways people communicate and collaborate, leading to a more cohesive and connected team.

5. Driving Innovation and Creativity

An inclusive culture that embraces diverse communication styles and perspectives is a fertile ground for innovation. When all voices are heard—regardless of how they are expressed—teams are better equipped to solve problems creatively and come up with fresh ideas. By prioritizing allyship, companies tap into a wider pool of insights and experiences, driving innovation and growth.

How to Foster Allyship in the Workplace

Building a culture of allyship requires intentional actions and ongoing commitment. Here are some practical steps organizations can take:

1. Provide Training and Education

We offer two tailored courses: 'Working in Inclusive Teams' and 'How Inclusive Teams Work' , designed to equip teams with the skills and knowledge needed to foster a culture of allyship. These courses focus on practical strategies for inclusive communication, deaf awareness, and building effective, diverse teams.

Just reading this article is not enough, you need the experiential learning to build your emotional intelligence and internalise the value of allyship.

2. Create Safe Spaces for Open Dialogue

Encourage open conversations where employees can share their experiences and needs. For deaf and hard of hearing employees, this might mean creating forums where they can provide feedback on accessibility measures or share their preferred communication methods.

3. Lead by Example

Leadership sets the tone for workplace culture. When leaders model allyship—such as consistently using inclusive practices or advocating for the needs of deaf and hard of hearing employees—it sends a powerful message to the rest of the organization.

4. Recognize and Celebrate Allyship

Highlight and reward examples of allyship within the organization. Whether it’s a colleague who consistently uses captions in meetings or someone who advocates for better accessibility policies, acknowledging these efforts can inspire others to take similar actions.

5. Invest in Accessibility and Technology

Ensure that the tools and resources needed for effective communication are readily available. This might include providing sign language interpreters, ensuring meetings are captioned, or using visual communication platforms. Investing in these solutions is a tangible way to show commitment to allyship.

Be the First to Know: Join Our Mailing List

We’re excited to share that the schedule for next year’s courses, 'Working in Inclusive Teams' and 'How Inclusive Teams Work', will be announced soon! If you’re interested in learning more about how you can foster a culture of allyship in your workplace, join our mailing list for early access and updates.

�� Fill out the Contact Form today to stay informed and receive exclusive details as soon as we launch.

A Call to Action: Be the Change

Creating a culture of allyship isn’t just about making the workplace better for deaf and hard of hearing employees; it’s about enhancing the experience for all employees. It’s about fostering a culture of respect, empathy, and collaboration that benefits everyone, regardless of their abilities or communication preferences.

By embracing allyship, we can transform our workplaces into environments where everyone feels valued, heard, and empowered to do their best work. Together, we can create a culture where inclusivity is the norm, not the exception.

So, let’s be the change we want to see. Let’s be allies—for each other, for our deaf and hard of hearing colleagues, and for a better, more inclusive workplace for all.

Collaborating with Cardiff Youth Services

office@dhtrailblazers.org.uk (Stuart Harrison) — Thu, 13 Jun 2024 10:57:54 GMT

Helping young people to undrstand and develop a positive relationship with money.

Deaf & Hearing Trailblazers will be delivering a series of seven workshops on Money Management for young people in South Wales in partnership with the Cardiff Youth Services and Cardiff Deaf Cool Youth Club.

These workshops will take place during the Winter and Spring terms, culminating in a small youth -led project to demnstrate thier understanding of money and managing it in everyday situations.

The sessions will be delivered in British Sign Language and interpreters will also be available.

All young deaf and hard of hearing people who live in the local area are invited to attend and they can book a place using the QR code on the posters provided.

Your get to Choose Courses!

office@dhtrailblazers.org.uk (Stuart Harrison) — Mon, 18 Mar 2024 12:49:11 GMT

Deaf Community is asked to choose training courses for 2024

UK Deaf Sport would like to provide courses that are of interest to the Deaf sports and Deaf Community.

Please can you complete the UKDS membeship survey to let them know what you want for 2024.

SURVEY HERE

Thank you!

#RightToSign - The BSL GCSE Campaign

office@dhtrailblazers.org.uk (Stuart Harrison) — Mon, 19 Jun 2023 08:59:08 GMT

The Government launches a consultation on the content of a new GCSE. The right for all children to learn BSL (British Sign Language)

What is #RightToSign ?

In 2017 a coalition of organisations led by the National Deaf Children’s Society launched the #RightToSign campaign to persuade the Government to introduce a GCSE in British Sign Language (BSL).

All their trailblazing work has started to gain momentum as the Department for Education launched a public consultation seeking views on the draft subject content for the GCSE.

As a deaf-led organisation which provides personal and professional development training in BSL to both deaf and hearing people, we are getting right behind this campaign, and we are asking you to do the same thing by keeping the pressure on the government to ensure the GCSE is delivered as soon as possible.

By responding to the Department for Education’s consultation you will be helping to show the importance of this GCSE and the strength of feeling behind it. We are supporting #RightToSign so that a GCSE in BSL remains a priority for the Government and that the course is delivered as soon as possible.

Respond to the Government Consultation

Why is a GCSE in BSL important?

· It is fair and right that BSL users should have the opportunity to achieve a GCSE in their own, legally recognised language.

· The GCSE will be an opportunity to celebrate deaf culture and history in classrooms and create a more inclusive education system.

· The GCSE will help to break down communication barriers for deaf people that use BSL. If more people know sign language, deaf people who use BSL will have an easier time during everyday activities such as ordering food or seeing their doctor.

· The BSL GCSE is a key step in achieving equality for BSL as a language. Thanks to the passing of the BSL Act, BSL is one of the official languages of the UK. This means that it has the same status as Welsh and Scots Gaelic. To get BSL on an equal footing with other languages, people need to learn it in school.

· It’s also a chance for students to learn a new skill and language. Once students have a chance to learn BSL, they may choose to study it further and pursue a career, such as an interpreter – just as they do with French or German.

If you are a school or other education establishment, perhaps an organisation that provides home-schooling we would like to ask you to complete a survey organised by the coalition. This survey wants to know how much interest there is in the GCSE – and most importantly, how many students would study it and which schools, and education organisations would like to offer it.

Go to the survey here

UK Deaf Sport Training Programme

office@dhtrailblazers.org.uk (Stuart Harrison) — Tue, 16 May 2023 16:33:03 GMT

Meeting the future and sustainable needs of Deaf sport organisations and clubs in the UK

UK Deaf Sport aims to enable Deaf people to reach their full potential in sport. They work to increase opportunties by working in partnership with key organisations to create a sporting future from grasroots through to elite level sport.

The organisation has decided to build a new training programme for the staff and volunteer workforce that provides sport for deaf and hard of hearing people acrss the UK. So we were excited when our team at Deaf & Hearing Trailbalzers was asked to carry out a training needs analysis with a select number of National Deaf Sport Organisations and National Governing Bodies. Following on from this, we are delighted to be working together with UK Deaf Sport and our training delivery partners UK Coaching and Sport Structures to deliver a programme of workshops has been created to provide the information that will enable Deaf sport organisations to work towards achieving Tier 1 of the Code of Governance for Sport.

Running from June through to September 2023, with funding from Sport England, the training will cover safeguarding, risk assessment, legal structures, volunteer recruitment and support, financial sustainablity, marketing strategies and planning for the future.

You can find out more about these courses here

Deaf & Hearing Trailblazers is a licensed provider of UK Coaching courses and also enables the Deaf sports community to access the Sport England Club Matters training programme through our acessible training provision.

When in Doubt, Believe in Yourself

office@dhtrailblazers.org.uk (Stuart Harrison) — Tue, 02 May 2023 16:39:54 GMT

When things seem to be going badly, but you know you are doing the right thing, just keep going.

Last month, April 2023, there were two remarkable stories from the world of sport that we can all learn from when things do not seem to be going your way.

The first story, is of the the Spanish golf professional Jon Rahm, who was on the first hole of the US Masters, when he four-putted to get the ball in the first hole. This was a Double bogey, and this put him 2 shots down straightaway. But, he believed in himself, he recovered immediately and never looked back and he went on to win the tournament. How many of us would have let those early mistakes bother us, letting the thoughts get in the way of what we are trying to achieve?

On Sunday 23rd April, Dutch athlete Sifan Hassan, women's world record holder for the mile and 5km entered the London Marathon without doing any specialised training for the event. Anyone running a marathon without proper training would have doubts about finishing, and so did she. She told reporters, "When I woke up this morning, I was telling myself, I was stupid to be running a marathon. I was so scared, I even cried.'

She started the race and remained with the leading group of runners that included the Olympic Champion, Peres Jepchirchir. The expert commentators on TV predicted that if Sifan could stay with the leaders, then she might have the chance to outsprint them at the finish. But with 11 miles to go, she started to slow down and fall back from the leaders, she appeared to be in pain, clutching her upper leg, and she stopped twice to try and stretch away the problem. At one point, she was behind the leaders by 28 seconds, and everyone was telling themselves that she should stop. But she was thinking differently, she told herself; 'No way am I going to win, I might have to stop somewhere, because every time I speed up it hurts. But I will carry on, I might not finish, but it will be useful experience for next time.'

At 24 miles, she was almost hit by an official race motorbike when she veered across the road to pick up a drink, "I didn't practice collecting my drinks beforehand because of Ramadan. I was nearly hit, but I didn't care, because I wanted to finish the marathon.'

On the Mall, she held back from delivering her lethal finishing kick, '...because I wasn't sure where the finish line was.' As soon as she could see the finish line, she went for it and won the race, four seconds clear of Ethiopia's Alemu Megertu.

Some people would say that Sifan was lucky, she gave it a go an it turned out right for her. Your confidence and self-belief, comes from your experience, Sifan had already won three gold medals (1,500m, 5,000m and 10,000m) at the Tokyo Olympics, so she knew what she was capable of, she just believed in herself. There were times in that race when she wasn't sure, or did not have all the information she needed, but she carried on, focusing on finishing the race, not to win, just to finish. So, whenever you are struggling, try and think back to when you had been successful at something, and use that to keep your self-belief, get through the hard stuff and finish whatever you set out to achieve, who knows, just like it did for John Rahm and Sifan Hassan it might turn out to be better than expected.

What are Deaf-Led Organisations ?

Mon, 24 Apr 2023 13:01:30 GMT

Why are some organisations calling themselves Deaf-led and what are their leadership principles?

It has become commonplace in the past decade or so, for some organisations and charities to call themselves Deaf-led. But what is a Deaf-led organisation and what are their leadership principles?

What is a Deaf-led organisation?

A Deaf-led organisation is one that is primarily led and managed by deaf or hard of hearing (DHH) people. These organisations are usually created to provide services, support, and advocacy for DHH stakeholders. They typically have a strong understanding of the unique challenges that DHH individuals face, as well as the cultural and linguistic aspects of the Deaf community.

Deaf-led organisations are an important resource for the Deaf community as they are often better placed to understand and address specific needs and challenges. Additionally, these organisations serve as a voice , advocating for greater access and rights for DHH individuals in society at large.

Principles of Leadership

Deaf-led organisations, like Living Options Devon , appoint governors and senior management who are sign language users and members of the Deaf community as they feel that they know the first hand issues faced by Deaf people and the best advice and support to give to overcome these.

The BDA (British Deaf Association) Board of Trustees are all deaf and they explain their use of the capitalised D to 'denote the fact that we have a separate language and culture and 80% of our staff are Deaf themselves'

Diversity, Inclusion and Equity principles focus on the need for people to feel belonging. Action Deafness is run by 'passionate specialists' . Their 'understanding of deafness enables them to provide specialist and accessible and equal services so that deaf people can lead full, independent lives.'

Deaf - led organisations are user-led. Some might have non-deaf deaf people in senior positions and in successful organisations the hearing members of the leadership are respectful of the deaf leadership that guides their work. It can be a challenge for Deaf-led organisations to strike the right balance in their leadership teams as it is common for hearing people to assume the lead and take over.

Our 5-part Inclusive Leadership training programme helps organisation to find that balance whether they want to be Deaf-led or to be more diverse, equitable and inclusive towards DHH and hearing people. We introduce and teach people our unique principles of the positive /negative Communication Cycle and our IES principles that every inclusive leader needs to know. You can find out more about this training here.