Practical support

Disclosure

Staff disclosure with regard to disability is entirely voluntary. However, it is encouraged to ensure that the appropriate resources and specialist support can be identified and provided for disabled staff. Disclosure of a disability is encouraged on application and appointment to a new role as well as at any time during employment at the University via MyView or by speaking to your line manager.

Reasonable adjustments

The University has a duty to make reasonable adjustments to their practices and premises to remove barriers and/or provide support for members of disabled staff. Example of adjustments include:

• Acquiring or modifying equipment (for example assistive computer software or a height adjustable desk)
• Changes to the workplace or physical environment to improve accessibility
• Alterations to a person’s working hours or routines
• Agreeing adjustment to work or working practices
• Reallocation of duties - this does not mean that the member of  disabled staff has a lighter workload than their colleagues. There will be an equal distribution of work but some of the work tasks may be different
• Providing relevant training
• Personal Emergency Evacuation Plan (PEEP) - this is a document that details the most suitable and safe method of evacuation of a member of disabled staff from a building in the event of an emergency
• Display Screen Equipment (DSE) assessments - these are for all computer users to assess their workstation and working habits, to ensure they are in accordance with current guidance. This is done by completing both the online training and online assessment packages, plus the support of DSE assessors. See further information on the Health and Safety webpages (login required) 

Members of staff should contact their line manager to discuss adjustments that they might need. Line managers can contact their departmental HR Advisor for further information and/or guidance.

See further information in the Reasonable adjustment process for staff with a disability or long term health condition.

Access to Work

Access to Work is a government scheme that aims to assist disabled people in employment or those due to start employment. It offers support based on an individual's needs, which may include a grant to help cover the costs of practical support in the workplace.

An Access to Work grant can pay for:

• special equipment, adaptations or support worker services to help you do things like answer the phone or go to meetings
• help getting to and from work

Access to Work has updated its online guidance. Information is available as a factsheet in both html and PDF formats and a BSL video.

There is a Workplace Mental Health Support Service offered under Access to Work and delivered by Remploy. It is a free and confidential service available to any employees with depression, anxiety, stress or other mental health issues affecting their work.

Health and wellbeing

Visit our health and wellbeing pages for staff. You can also find out more from our HR pages about:

• Occupational Health - a confidential service for staff.  Individuals can self refer or be referred by their line manager
• Mental Health First Contact Network - this network are a first point of contact for members of staff experiencing emotional or psychological distress
• Stress Management
• Employee Assistance - independent, free and confidential support and counselling