Supporting Staff with Disability

Disability may be temporary or permanent and is not necessarily visible. Disabilities may include, but are not limited to: (provided by the Department of Education, Skills, and Development (2020)):

• Hard of hearing/deaf
• Physical disability
• Intellectual disabilities
• Specific learning disability (SLD)
• Mental health conditions
• Acquired brain injury (ABI)
• Low vision/blind
• Medical condition (temporary / permanent)
• Neurological conditions (e.g. ASD, ADD, ADHD)
• Other disability

A staff member may choose to disclose they have a disability, but not the details of the disability. They only need to disclose how their disability might impact their ability to do the required tasks (so that Reasonable Adjustments could be considered) or if it affects their ability to work safely, or compromises the safety of others. A staff member should never be requested to disclose their diagnosis.

For further information on Disclosure, see - Disclosure and workplace adjustments

A staff member who has disclosed they have a disability, illness, or medical condition, may require Reasonable Workplace Adjustments  to their work environment or position responsibilities, although not everyone requires adjustments. Reasonable workplace adjustments may be administrative, environmental or procedural, temporary or long-term changes.

Disability is not always visible. When preparing to host an online meeting or event, it is important to ensure that everyone feels welcome, can access the content presented and can fully participate in all aspects of the meeting. 

The following resources are available for Zoom and Microsoft Teams to ensure that all your meeting participants have the best experience possible:    
Microsoft Teams
Zoom
 
 

As a manager you should:

• Familiarise yourself with the University’s confidentiality requirements, especially in relation to the disclosure of a health condition/ disability.
• Be mindful that staff are not required to disclose their disability/ diagnosis. The best approach would be to ask staff ‘what do you need to complete your work tasks/ how can I support you?’
• Familiarise yourself with the University’s Disability Inclusion Action Plan (DIAP) 2020 - 2024.
• Understand responsibilities under the Disability Discrimination Act 1992 (Cth).
• Familiarise yourself with relevant University policies and procedures.
• Familiarise yourself with the University’s inclusive language guidelines.
• All employees should be held to the same work standards and expectations, regardless of whether they have a disability or not.
• Be aware that the same work outcomes might be achieved in different ways.
• Review and assess a staff member’s performance according to outcomes as well as the person's ability to undertake the inherent job requirements.
• Ensure your staff member has access to learning and development opportunities, which are accessible in light of the nature of their disability, and is provided with the necessary information and resources to do their job.
• Be sensitive about a staff member’s abilities without lowering your expectation of performance standards.
• Any Reasonable Adjustments requested should be considered, and when appropriate implemented promptly so the employee can do their job to the best of their ability.
• If you do have concerns, make sure you address the situation early. Talk to the staff member to find out if they are aware that your expectations are not being met.
• Identify any problem areas and provide opportunities to improve.

Source: jobaccess.gov.au

Recruitment Related Policy and Procedures:
Recruitment Procedure
Secondment Procedure
Staff Development, Performance and Promotions Policy
Academic Promotions Procedure
Workforce Management Policy
Flexi-time Procedure
 

Internal Policies and Documents:
Equal Opportunity Policy
Behaviour and Conduct Policy
University Code of Conduct
Staff Values and Behaviour Framework
Inclusive language guidelines
 

External Policies and Standards:
Disability Standards for Education 2005 (Cth)
Disability Standards for access to premises 2010 (Cth)
Australian Human Rights Commission Act 1986 (Cth)
Equal Opportunity Act 1984 (SA)
Disability Discrimination Act 

Supervisors/Managers are able to obtain information and support from Human Resources Advisory.

The University’s Health, Safety, and Wellbeing (HSW) team are also able to provide advice to supervisors and to discuss options for determining Reasonable Adjustments in the workplace.