New and existing employees declaring a disability
Positive about disabled people scheme logo
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New employees are invited to disclose any disabilities on the equal opportunities statement of the application form and the new starters form. However, many choose not to do so due to the stigma attached to disability and the negative perceptions from others that many disabled people face. Although we are required to ask for this information there is no obligation for an applicant or employee to provide it.
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As a University we are committed to helping all potential and existing employees with a disability, impairment, or condition. This is part of our committment to the 'positive about disabled people' or disability two ticks scheme.
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If the new employee declares a disability or impairment within the first 6 weeks of starting work with us the employee may qualify for 100% funding under the Access To Work programme.
- An existing employee may also qualify for some funding for reasonable adjustments under the Access to Work Scheme but at a very reduced rate.
- The manager should discuss, with the employee, what reasonable adjustments to the workplace or job may be required. This should only be for a successful candidate or an existing employee and should not be part of the interview process.
- Consider a case meeting approach with the individual and any other relevant members of staff. Discuss who should be involved with the member of staff. For example: Representative of HR, Equalities and Diversity specialists, Health and Safety Officer, or other staff with specialist knowledge
- Share information about an individual's needs with others only on a 'need to know basis' and with the consent of the individual concerned. This should cover necessary practical arrangements. There should rarely be any need to disclose any specific information about a disabled person's impairment.
- In consultation with the disabled employee consider awareness training for their new colleagues.
- Address and review any support required, aids/adaptations or other issues for disabled staff during the induction period, make a written record of the adjustment and review these with the member of staff on an ongoing basis and as part of staff review/appraisal.
