Supporting Staff with Disability

An individual’s experience or the level of support they require will determine how you will manage an employee with a disability.Ìý Not every person with a disability will require specific management or help.Ìý If an employee chooses to disclose their disability it is important to ask what support they may require.

Supporting staff with disability
  • What is Disability

    Disability may be temporary or permanent and is not necessarily visible. Disabilities may include, but are not limited to: (provided by the Department of Education, Skills, and Development (2020)):

    • Hard of hearing/deaf
    • Physical disability
    • Intellectual disabilities
    • Specific learning disability (SLD)
    • Mental health conditions
    • Acquired brain injury (ABI)
    • Low vision/blind
    • Medical condition (temporary / permanent)
    • Neurological conditions (e.g. ASD, ADD, ADHD)
    • Other disability
  • Disclosing disability

    A staff member may choose to disclose they have a disability, but not the details of the disability. They only need to disclose how their disability might impact their ability to do the required tasks (so that Reasonable Adjustments could be considered) or if it affects their ability to work safely, or compromises the safety of others. A staff member should never be requested to disclose their diagnosis.

    For further information on Disclosure, see - Disclosure and workplace adjustments

  • Reasonable workplace adjustments

    A staff member who has disclosed they have a disability, illness, or medical condition, may require Reasonable Workplace AdjustmentsÌý to their work environment or position responsibilities, although not everyone requires adjustments. Reasonable workplace adjustments may be administrative, environmental or procedural, temporary or long-term changes.

  • Creating accessible and inclusive online meetings

    Disability is not always visible.ÌýWhen preparing to host an online meeting or event, it is important to ensure that everyone feels welcome, can access the content presented and can fully participate in all aspects of the meeting.Ìý

    The following resources are available for Zoom and Microsoft Teams to ensure that all your meeting participants have the best experience possible:ÌýÌýÌýÌý


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  • Manager's checklist

    As a manager you should:

    • Familiarise yourself with the ×îÐÂÌÇÐÄVlog’s confidentiality requirements, especially in relation to the disclosure of a health condition/ disability.
    • Be mindful that staff are not required to disclose their disability/ diagnosis. The best approach would be to ask staff ‘what do you need to complete your work tasks/ how can I support you?’
    • Familiarise yourself with the ×îÐÂÌÇÐÄVlog’s Disability Inclusion Action Plan (DIAP) 2020 - 2024.
    • Understand responsibilities under the .
    • Familiarise yourself with relevant ×îÐÂÌÇÐÄVlog policiesÌýand procedures.
    • Familiarise yourself with the ×îÐÂÌÇÐÄVlog’s inclusive language guidelines.
    • All employeesÌýshould be held toÌýthe same work standardsÌýandÌýexpectations,Ìýregardless of whether they have a disabilityÌýorÌýnot.
    • Be aware that the same work outcomes might be achieved in different ways.
    • Review and assess a staff member’s performance according to outcomes as well as the person's ability to undertake the inherent job requirements.
    • Ensure your staff member has access to learning and developmentÌýopportunities, which are accessible in light of the nature of their disability,Ìýand is provided withÌýtheÌýnecessaryÌýinformation and resourcesÌýto do theirÌýjob.
    • Be sensitive about a staff member’s abilities without lowering your expectation of performance standards.
    • Any Reasonable Adjustments requested should be considered, and when appropriate implemented promptly so the employee can do their job to the best of their ability.
    • If you do have concerns, make sure you address the situation early. Talk to the staff member to find out if they are aware that your expectations are not being met.
    • Identify any problem areas and provide opportunities to improve.

    Source:

  • Related policies, documents and guidelines

  • Further information and support for managers

    Supervisors/Managers are able to obtain information and support fromÌýHuman Resources Advisory.

    The ×îÐÂÌÇÐÄVlog’s Health, Safety, and Wellbeing (HSW) team are also able to provide advice to supervisors and to discuss options for determining Reasonable Adjustments in the workplace.

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Connect & Share on Neurodiversity: The ×îÐÂÌÇÐÄVlog of Adelaide Staff Discussion

Please join us to connect and share your experiences as a neurodivergent staff member at the ×îÐÂÌÇÐÄVlog of Adelaide. This event is hosted in collaboration with Human Resources and The Disability Support Unit. These 90-minute sessions will ask you to share your experience as a neurodivergent staff member.Ìý

The sessions have been intentionally designed to provide a safe and respectful space for participants. There will beÌý12 places per session and participants will have a designated time to introduce themselves and speak about their experiences at the ×îÐÂÌÇÐÄVlog of Adelaide, what can be improved, and how the university can move forward towards inclusivity for all.ÌýÌý

Expected outcomes from this Connect & Share session

  • Create an opportunity for meaningful connection with staff members who identify as neurodivergent.
  • Obtain insights from neurodivergent staff into the unique perspectives, challenges, and experiences related to working at the ×îÐÂÌÇÐÄVlog
  • Identify specific opportunities for improvement, accommodations, and support that can enhance the overall employee experience.
  • Increase awareness and understanding of neurodiversity within the ×îÐÂÌÇÐÄVlog to create an inclusive and welcoming environment for neurodivergent staff.
  • Gather insights and recommendations to inform initiatives that empower neurodivergent staff to thrive within the ×îÐÂÌÇÐÄVlog community.

Additional ways to contribute: survey option

We recognise that there are limited spaces available at the in-person sessions and that some people may wish to provide contribution in a different format. We have created a short survey that can be accessed here:

This survey will take approximately 10 minutes to complete and asks for feedback and suggestions of how the staff experience can be improved for staff with lived experience of neurodivergence.

Please note that all data collected will be kept confidential. We are grateful for your participation and taking the time to share your experiences.

Facilitation will be provided by:

  • Mikaila Crotty, Specialist: Diversity, Equity and Inclusion, HR T
  • Tiana Blazevic, Disability Support Project Officer, Disability Support Unit
  • Gus Bhaskarraj, Disability Advisor, Disability Support Unit.

Format of the Connect & Share session

  • Sessions will be held in-person at venues within the North Terrace campus.
  • Light refreshments will be served.
  • The format of these sessions will follow a Listening Circle methodology.
  • The goal of a Listening Circle is for participants to develop an understanding and appreciation of one another’s beliefs and perspectives, emphasising listening and connection rather than discussion or debate.
  • Participants respond to structured questions or prompts, allowing them to be heard and fostering empathy and understanding.
  • Acknowledging the personal experiences that may be shared within the group, it will be agreed that privacy will be respected.

What to expect from your involvement in this session:

  • Sessions will be capped at 12 participants.
  • Other people in attendance include facilitators, note-takers and some senior leaders and HR representatives in attendance in a listening only capacity. Please note that all attending in a listening capacity will maintain confidentiality of all participants and experiences shared
  • Participants will be given the opportunity to share their lived experiences and perspectives on working at the ×îÐÂÌÇÐÄVlog as someone who identifies as neurodivergent

To register, please visit the Humanitix links below. Once registered, a detailed email with further information about the session will be sent closer to the date

Session 1
When:ÌýTuesday 25 June, 9.30–11 am
Location:ÌýIngkarni Wardi 7.15, North Terrace campus
Register:Ìý

Session 2
When:ÌýWednesday 26 June, 9.30–11 am
Location:ÌýHorace Lamb 422, North Terrace campus
Register:Ìý

Session 3
When:ÌýThursday 27 June, 9.30–11 am
Location:ÌýHorace Lamb 422, North Terrace campus
Register:Ìý