Guidance and information for disabled staff

The Equality Act 2010 says that 'a disabled person is someone with a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day-to-day activities'.

This definition is quite broad as the key thing is not the impairment but its effect. Some people don’t realise that impairments such as migraines, dyslexia, asthma and back pain can count as a disability if the adverse effect on the individual is substantial and long-term. So, the single term 'disability' is used to cover a range of physical and sensory impairments, medical conditions, specific learning difficulties and mental health needs.

Key policies

To foster a culture of equality and diversity in employment and support all members of staff who have a disability, the University has developed the following policies, frameworks and processes:

• The Disability in Employment policy and associated procedure and guidance set out how this support will be delivered in practice, providing guidance for managers who may be supporting a member of staff with a disability.
• The Disability Inclusion Framework outlines our approach to disability equality, which includes the physical estate, e-accessibility, and culture and good practice.
• The Reasonable Adjustment process for staff with a disability or long term health condition sets out roles and responsibilities and provides useful guidance for line managers. It also includes an Individual Adjustment Plan that line managers and members of staff can use to agree and record adjustments.
• The Assistance Dogs on University premises policy statement clarifies the position of the University regarding assistance dogs in non-public spaces within campus buildings, including offices and University-owned student accommodation. It is supported by guidance to help members of staff, students and line managers to provide support for anyone who requires an assistance dog on campus.