Disability and workplace adjustments: guidance and resources

As a major employer, we recognise the importance of attracting, supporting, and retaining disabled members of staff, making workplace adjustments as appropriate to remove any disadvantage.

The University’s approach to disability inclusion is centred around the social model of disability which means we focus on how colleagues are ‘disabled’ by barriers in the workplace, rather than by their impairment or difference.

We encourage all members of our University community to adopt a person-first ethos in their approach to supporting disabled colleagues and to ensure that everything that they do is inclusive and accessible by design.

We expect line managers to promote a positive approach towards health and wellbeing, and to demonstrate a clear commitment to disability and inclusion. This will help create an inclusive working environment where everybody can reach their full potential and thrive at work.

Unlike students, we do not have a separate disability service for staff: we expect line managers to support disabled colleagues through making workplace adjustments as appropriate to help them reach their full potential.

Advice from HRBP Teams can be accessed where required and this may include referrals to the University Occupational Health Service.

Workplace adjustments

Employers must make reasonable adjustments to make sure workers with disabilities, or physical or mental health conditions, are not substantially disadvantaged when doing their jobs.

Support for staff

Disabled colleagues can seek support through a number of channels.

Financial Support

Staff can get help paying for support they may need because of their disability or long-term health condition.

Digital Accessibility and Inclusion

The Digital Education Office has produced resources on digital accessibility and inclusion in learning that can be useful in a variety of contexts, including work related materials and activities.

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