Most discussions of inclusive training focus on materials, such as better videos, clearer checklists, and simpler language. Those matter. But in most kitchens, training is delivered by a manager or shift lead, and I argue that their confidence often decides whether an employee with a disability is trained well or quietly left out.
A manager who has never been shown how to adapt training may fall back on what feels safest. That can mean assigning only limited tasks, skipping steps, or avoiding hiring altogether. None of this needs to come from bad intentions. More often it comes from uncertainty about what to do, what to say, and what is legally required.
That uncertainty can be addressed directly. Managers benefit from practical preparation in how to break a task into steps, how to check understanding without relying on a written quiz, how to ask an employee what works for them, and how reasonable accommodations work in plain terms. Short, concrete guidance is likely to help more than a general awareness session.
I see manager preparation as part of food safety, not separate from it. When the people doing the training feel equipped, employees with disabilities receive consistent instruction, and the whole team benefits from clearer, more deliberate training routines.