To ensure staff who are disabled have equal opportunities to non-disabled staff members, the University will make 'reasonable adjustments’ for disabled employees. 'Adjustment’ is the legal term for any adaptation made in the workplace to ensure equal access for a disabled person.
These are things we consider to determine what is a reasonable adjustment:
- how effective the adjustment is in preventing the disadvantage
- how practical it is
- the cost of making the adjustment
- the potential disruption caused
- the time, effort and resources involved
- amount of resources already spent on making other adjustments the availability of financial or other help
- a reasonable adjustment might be any action that helps to alleviate a substantial disadvantage
The following areas are examples of reasonable adjustments which should be considered.
Making adjustments to premises
This could include structural or physical changes such as widening a doorway, or moving furniture for a wheelchair user.
Acquiring or modifying equipment, specialist aids and adaptations
For example, providing a specially adapted keyboard for a visually impaired person or someone with arthritis. However, there is no requirement to provide or modify equipment for personal purposes unconnected with work, such as providing a wheelchair if a person needs one in any event, but does not have one.
Assigning a different place of work
This might involve moving the person to other premises where they will be able to work more comfortably, if possible or appropriate.
Providing additional support and/or help with personal care
Providing additional services such as a reader, a sign language interpreter, or materials in Braille
Allowing the employee to be absent during working hours for rehabilitation, assessment or treatment − through the disability leave policy and procedure.
Altering working hours − for example, allowing a disabled employee to work flexible hours to enable additional breaks to overcome fatigue or change their hours to fit in with the availability of a carer or driver
Organising a gradual re-entry to the job to rebuild confidence and check adjustments are effective − the Occupational Health Service provides advice on this
For example, if a job occasionally involves taking files to another floor, this task could be taken away from someone with restrictions to their mobility.
An employee may become disabled or have a disability which worsens, meaning they cannot carry on with their current role. If there is no reasonable adjustment which would enable them to do so, they should be considered for any suitable alternative posts which are available.
We have resources in place to help members of staff with a disability.
The Assistive Technology team are available to provide additional support, including exploring technologies and tools that can assist employees in their work.