Purpose and Objectives
This policy states Company’s commitments and responsibilities under legislation and its aim to ensure an inclusive environment for people with a disability participating in work and study at Company. Company seeks to adopt and develop leading practice in the area.
Scope/Coverage
This policy applies to all staff and students of Company. Some staff of Company have specific responsibilities in regard to the implementation of this policy.
Policy Statement
Company supports the right of people with disabilities to work and study on an equitable basis with other members of the Company community in an environment that is free of harassment and discrimination.
To this end, Company has a range of policies and programs to ensure that staff with disabilities are provided with every opportunity to fully participate in Company and to realise their individual potential. The Company Disability Action Plan outlines strategic priorities, goals and actions as an integral aspect of ‘Company Name’ commitment to continual performance improvement in relation to staff and clients with disabilities.
Company will:
- educate staff and students to develop informed views, behaviour and attitudes about disability issues.
- ensure the academic integrity of courses and programs offered is maintained at the highest standards, and make the reasonable adjustment to ensure that people with disabilities have access to and participate in the academic, occupational and/or social activities of Company.
- provide specific and appropriate support to staff or students to enable them to pursue their academic or career goals insofar as resources may reasonably permit.
- promote access to employment and education for people with a disability, maintaining consistency with the merit principle.
- negotiate a reasonable adjustment plan for people with a disability, if required, in recognition that the best source of information is the person with a disability.
- ensure that people with disabilities are provided with the opportunity for consultation and participation in decision-making relevant to their role within Company and that matters specific to the needs of people with disabilities are included in relevant Company plans.
Disability and Management of Privacy
Company recognises and respects the right to confidentiality of information related to a person’s disability. Such information is covered by the Company Privacy Policy. However, the organisation may seek information about a person’s disability:
- in order to substantiate eligibility for services;
- to make the reasonable adjustment for the person to enable them to participate in relevant activities.
Data generated may be used:
- for statistical record keeping for purposes of accountability and monitoring;
- to provide information to funding agencies or government bodies;
- to monitor or evaluate policies and programs.
Bullying, Discrimination and Harassment
Harassment, discrimination (direct or indirect) or bullying by any member of Company against another on the basis of disability is prohibited. Procedures to address complaints of discrimination, harassment or bullying on the basis of disability will be regularly reviewed to ensure they comply with relevant legislation and social justice principles. (Refer to the Bullying, Discrimination and Harassment Policy).
Provision of Reasonable Adjustment for a Disability
While there is an institutional obligation to provide reasonable adjustment, in the first instance, the supervisor will be responsible for considering and effecting such requests and may seek advice and information from relevant sources such as Human Resources, Community Engagement or Occupational Health and Safety as appropriate, to assist them in this process. The final approval for the reasonable adjustment must be made by the Head of the organisational unit.
A person requiring adjustment should provide reasonable notice of the need for adjustment and necessary documentation to support this request. Staff who require adjustment should discuss their needs with their supervisor or another senior officer in their department. Staff should discuss their needs for Reasonable Adjustment of their work area with a Company Disability Adviser in the first instance (recruitment).
Documentation
- Equity and Diversity Policy
- Arrangements for Reasonable Adjustment Policy
- Staff Grievance Resolution Policy
- Privacy Policy
- Disability Action Plan
- Bullying, Discrimination and Sexual Harassment Policy