 (2) (1) (1).jpeg)
Disability inclusion
We aim to provide a safe, respectful and inclusive environment where all colleagues, visitors and students can flourish and be the best they can be.
We work hard to:
- remove barriers that prevent people with a disability from enjoying equal outcomes
- understand each person’s individual needs and provide appropriate support
- monitor how our policies and procedures affect our colleagues, students and visitors who have a disability
- promote positive attitudes towards disability, access and inclusion
Reasonable Adjustments
We encourage colleagues to let us know about any disabilities or long-term health conditions they may have so that reasonable adjustments can be made. Having reasonable workplace adjustments in place means that you can work safely and flourish in the workplace.
Reasonable adjustments include:
- equipment (for example, assistive computer software or an adjustable height desk)
- adjustments to workplaces or the physical environment
- adjustments to a colleague’s duties or working routine (for example, flexible working)
- transcription of written materials into accessible formats (for example Braille or large print)
- the services of a support worker (for example, a job coach, personal assistant or sign-language interpreter)
- adjustments to expectations under sickness absence management
Our dedicated Disability Advisor can support you with requesting this.
Disability Confident
We’re a Disability Confident employer and will offer an interview to disabled applicants who meet the essential criteria for the role as part of the offer an interview scheme’
You’re recognised as disabled under the Equality Act 2010 if you have a physical or mental impairment that has a 'substantial' and 'long-term' adverse effect on your ability to carry out normal day-to-day activities. This means that, in general:
- your impairment is either physical or mental
- your disability has adverse effects that are substantial
- those substantial adverse effects are long-term (generally longer than 12 months)
- the long-term substantial adverse effects impact normal day-to-day activities, such as a breathing condition that impedes walking or moving around, or a mental health condition that affects interacting with other people
Reasonable Adjustments
We encourage colleagues to let us know about any disabilities or long-term health conditions they may have so that reasonable adjustments can be made. Having reasonable workplace adjustments in place means that you can work safely and flourish in the workplace.
Reasonable adjustments include:
- equipment (for example, assistive computer software or an adjustable height desk)
- adjustments to workplaces or the physical environment
- adjustments to a colleague’s duties or working routine (for example, flexible working)
- transcription of written materials into accessible formats (for example Braille or large print)
- the services of a support worker (for example, a job coach, personal assistant or sign-language interpreter)
- adjustments to expectations under sickness absence management
Our dedicated Disability Advisor can support you with requesting this.
Disability Confident
We’re a Disability Confident employer and will offer an interview to disabled applicants who meet the essential criteria for the role as part of the offer an interview scheme’
You’re recognised as disabled under the Equality Act 2010 if you have a physical or mental impairment that has a 'substantial' and 'long-term' adverse effect on your ability to carry out normal day-to-day activities. This means that, in general:
- your impairment is either physical or mental
- your disability has adverse effects that are substantial
- those substantial adverse effects are long-term (generally longer than 12 months)
- the long-term substantial adverse effects impact normal day-to-day activities, such as a breathing condition that impedes walking or moving around, or a mental health condition that affects interacting with other people
Embedding disability awareness in university practice
We are working to increase awareness of disabilities and improve our culture across the university. As part of this, we’ve introduced several training courses including understanding autism and mental health and wellbeing awareness.
As a member of the Business Disability Forum, we can access member resources and other useful information.
 (1) (1) (1) (2).jpeg)
Join our network!
Our Disability Interest Group (NU DIG) is a colleague and student network that aims to:
- promote accessibility and inclusion
- encourage good practice in all the university does
- promote positive attitudes towards disability
- provide a forum for sharing ideas, experiences and expertise
- influence university decision-making and policy development
We’ve launched a neurodiversity peer support group on Yammer – a private group for colleagues who can come together to discuss challenges and share experiences, strategies and advice. The group is open to colleagues who have, or believe they may have, neurodiverse conditions such as dyslexia, dyspraxia, dysgraphia, dyscalculia, ADHD and autism.