The University is committed to supporting staff with an illness, injury, medical condition or disability and assisting them, where appropriate, by making reasonable adjustments to allow staff to continue at work or resume their duties within a reasonable time period.
Disability action plan
The University demonstrates its commitment to both staff and students with disabilities through the development and implementation of its Disability Action Plan 2014 - 2018.
The plan encourages prospective and current staff and students of the University community to engage with, understand and respect differences and similarities among people.
It focuses on increased consultation and awareness about disability and introduces new initiatives and activities to further enhance:
- the inclusion of students and staff with a disability in all aspects of university life
- identification and removal of barriers to tertiary education and employment for students and staff
- diversification of the University's workforce and student population
- prevention of intentional, non-intentional or systemic discrimination
Download a copy of the Disability Action Plan. (PDF, 926kb)
The definition of disability is broad and is defined in the Disability Discrimination Act (1992) which includes:
- hearing impairment
- learning disability
- mobility impairment
- vision impairment
- medical condition
- mental health condition
Supporting staff with disabilities
Staff with a disability are entitled to be treated with respect, courtesy, fairness and equity.
The University recognises that disability is not incapacity but a difference in ability that may benefit from workplace modifications, support and assistance. Staff with a disability are encouraged to discuss their disability with their line manager so that appropriate support and assistance is provided. The support provided may include re-design of job duties, the use of specialised equipment, modification of the work environment, and flexible work arrangements. You can find out more about your rights and responsibilities as a staff member with disabilities here.
Prospective staff are encouraged to discuss their disability at the interview stage. All applicants will be measured against the selection criteria and assessed on their ability to meet the inherent requirements of the role. Inherent requirements are the genuine characteristics of a role which are essential to perform the job.
During induction, a staff member should disclose their disability and whether they require any assistance or modifications and if a personal emergency evacuation plan (peep) is required. Refer to the Health Safety & Injury Management induction form checklist.
Your local HR and Work Health and Safety Consultants can provide support to a staff member with a disability and can provide information about work support plans if required. Further information can be found in the non-work related illness/injury faqs and for any enquiries, email firstname.lastname@example.org.
The cost of providing work support is generally the responsibility of the local area. Typical expenses may include the cost of obtaining independent medical advice, conducting workplace assessments, implementing workplace adjustments, and purchasing assistive equipment. Where the costs exceed $1000, a request from the local HR Business Partner can be made to Jenny Hardy, Associate Director: Wellbeing and Employee Benefits for consideration and approval of additional funds.
In addition, the Australian Government has an Employment Assistance Fund (EAF) to help employees and employers make workplace adjustments. An application for funds can be lodged by the staff member or their line manager. The EAF guidelines provide details about the eaf application process, eligibility, and the type of modifications and equipment funded through the EAF. An EAF job access adviser can be reached on 1800 464 800.
For information and support from the Facilities Management Unit on facilities and access maps on campus, please click here.
For staff with a work-related injury or worker's compensation claim, please contact Pam Gomes, Worker's Compensation & Rehabilitation Case Manager on 8302 2459 or email email@example.com.
Staff may wish to contact UniSA's Super Officer or their relevant superannuation fund to explore whether any income assistance is available for temporary incapacity or a permanent disability.
Supporting students with disabilities
Inclusive teaching practices are a proactive way of meeting the needs of a diverse student population. Inclusive practice is a combination of a positive attitude to diversity as well as a preparedness to take practical steps toward inclusion. Practical steps include such things as the use of microphones, facing the class when speaking, providing comprehensive written notes in an accessible format and a variety of assessment tasks. Class processes such as group work, field trips, practicals and assessment tasks should also be conducted with disability access in mind.
At times, individual adjustments will be required to provide equitable access for a student with disabilities. The Disability Hub and disability services can help teaching staff with service provision and advice. Students can make an appointment here with a disability advisor on campus or by calling 1300 301 703 to ensure they have an access plan in place.