Disability equality policy
- Disability equality statement
- Introduction and background
- Scope
- Responsibilities
- Objectives
- University functions
- Mainstreaming disability equality in University activities
- Reasonable adjustments
- Training
- Monitoring
- Review and assessment of the policy
- Publication oof the disability policy
- Disability equality scheme
- Grievance
- Harassment and bullying
- Discipline
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Disability equality statement
The University of St Andrews is committed to promoting disability equality, eliminating unlawful discrimination in all of its activities and working towards ensuring that all staff and students with disabilities realise their potential. The University values the diversity of its staff and student population and is committed to ensuring that the highest equality and diversity standards are maintained.
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Introduction and background
The Disability Discrimination Act 1995 (DDA) is the overarching piece of disability legislation. Part 4 of the DDA was amended by the Special Educational Needs and Disability Act 2001 (SENDA). The Disability Discrimination Act (Amendment) Regulations 2003 followed and mainly amended part 2 of the DDA.
The DDA defines a disability as a physical or mental impairment that has a substantial and long term adverse effect on a person’s ability to carry out normal day to day activities.
Under the DDA, discriminating against someone who is disabled by treating them less favourably can only be justifiable if their disability cannot be accommodated by making reasonable adjustments.
Employers have a duty to make reasonable adjustments to their practices and premises to accommodate a disabled person, where some arrangement or physical feature of the premises causes a substantial disadvantage. Under SENDA there is a duty to anticipate what adjustments may be required and make them accordingly instead of acting in a reactive fashion for individual students.
The Disability Discrimination Bill which comes into force in December 2006 places a duty on all public bodies, including universities, to promote equality of opportunity for disabled people.
This policy will be supported in the future by a Disability Equality Scheme and should be read in conjunction with the University’s Equality Statement, which remains the main policy statement covering all areas of equal opportunities.
The policy will provide a framework for embedding disability equality in all functions within the University.
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Scope
This policy applies to all members of staff and students (and potential employees and students) of the University in all functions. It also applies to those individuals who are carrying out duties through a contract or service level agreement with the University.
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Responsibilities
The University Court is entrusted with ensuring that this policy will be implemented at every level of the organisation and will deal with non-compliance appropriately through University procedures.
All members of staff and students have a responsibility to ensure the continuing success of the policy by:
- Refraining from harassment and discrimination.
- Bringing to the attention of the University any suspected practices in breach of the policy.
- Ensuring that selection for recruitment, promotion, training and work allocation, is carried out in a non-discriminatory manner.
- Ensuring that selection for admission and ongoing assessment of students is carried out in a non-discriminatory manner.
- Working together to promote a harmonious working and studying environment and eliminating discrimination and harassment.
The Equal Opportunities Committee reports directly to Court and is responsible for monitoring and reviewing the policy and the Disability Equality Scheme, assessing impact, advising Court on disability equality matters, and making recommendations.
Heads of School/Unit have a duty to ensure that their staff and students are not discriminated against because of a disability. They have a responsibility to raise the profile of the policy within their School/Unit and ensure that their staff and students are aware of the contents and requirements of the policy. They must consider the implications of the Disability Equality Policy for their Schools and Units. Within every School/Unit, an assessment and review of all policies, processes and procedures which are relevant to disability equality must be carried out.
Human Resources are responsible for facilitating the implementation of the requirements of disability equality legislation and best practice for staff. Human Resources will also ensure that all staff receive appropriate training on disability equality and that impact assessments are conducted throughout the University.
Student Services will be responsible for providing advice and helping students to access appropriate support.
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Objectives
As a measure of its commitment to equality and diversity, the University will undertake to:
- Establish a Disability Equality Scheme by December 2006.
- Assess the impact of relevant University policies on disabled students and staff, including the Disability Equality Policy, identifying and addressing any areas of inequality or disadvantage.
- Monitor the admission and progression of students and the recruitment and career progression of staff with a disability.
- Publish statistics on student admissions, student assessment and other related issues according to disability.
- Publish statistics on the recruitment, career progression and other related issues according to disability.
- Address any patterns of discrimination and inequality.
- Consult and involve disabled staff, students and representatives within the Community in the drafting and implementation of the Disability Equality Scheme.
- As far as is reasonable and proportionate, anticipate the needs of potential staff and students who are disabled and make reasonable adjustments for existing staff and students who become disabled.
The guidelines and methodology for achieving these objectives will be detailed in the Disability Equality Scheme.
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University functions
The following University functions will be examined and assessed with regard to any adverse impact that they may have on disabled people:
- University governance.
- Strategic planning.
- Student admission, access and participation.
- Student assessment, achievement and progression.
- Curriculum planning, development and delivery.
- Teaching and learning.
- Student guidance and support.
- Staff recruitment and selection.
- Staff career development, progression including promotion and training and development.
- Grievance, disciplinary processes and complaints relating to both staff and students.
- Residential accommodation.
- Procurement.
- Marketing of services.
- Social functions.
- Communication and consultation.
The functions identified as priorities will be detailed in the Disability Equality Scheme.
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Mainstreaming disability equality in University activities
The University aims to ensure that disability equality becomes an integral part of University activities from the outset and not an afterthought. Below are areas where it is vital that the mainstreaming of disability equality takes place as quickly as possible if it has not already been done.
Recruitment and selection
The University will ensure that its job descriptions and selection criteria are neither directly nor indirectly discriminatory. This will include ensuring that selection criteria are appropriate to the job concerned.
All staff involved in recruitment and selection will receive training and material which has a disability equality component.
Induction
All staff and students who join the University will receive information explaining the University’s views and their responsibilities under the Disability Equality Policy.
Employment relationship
The University is committed to ensuring that no disability discrimination takes place at any stage of the employment relationship. This includes career progression, renewal of fixed term contracts, pay and other benefits, training and development, grievance and disciplinary procedures, and dismissals and redundancies.
Student admissions, access and participation
Applications for admission from potential students will be assessed on the basis of the applicant’s aptitudes, abilities and qualifications. Applications from students with disabilities will be measured according to the criteria used for students without a disability applying for the same course of study.
The disabilities team will ensure that any information pertaining to a disability, provided on an application to the University, will be recorded and contact will be made with the student to encourage early discussions about the reasonable adjustments that will be required.
Students will be given every opportunity throughout the application process to disclose a disability.
The University will make available information regarding the support available to students with disabilities and the degree of physical access to and between university buildings. This information will be available in alternative formats on request.
Where the content, structure or delivery of the chosen course of study would prevent the applicant from fulfilling a major part of the requirements of the course and where it proves impossible to overcome this difficulty, or where the University is unable to provide suitable staff or facilities to enable the requirements to be met, or where admission of a disabled student would constitute a serious safety hazard which cannot be reasonably be overcome, the University may reject the application on the grounds of disability.
If the applicant is not offered a place at the University on grounds other than academic, the reasons for the decision will be documented and kept. Feedback on the decision will be provided to the applicant if requested.
The University’s disability equality values and its duty to promote disability equality will be expressed in the promotional material sent to prospective or actual students.
Curriculum, teaching and learning
The University will make all reasonable adjustments to ensure that courses are accessible and students with disabilities can participate fully. This can be done through alternative formats, offering alternative types of course work or means of assessment.
Each School/Unit will have a named Disability Co-ordinator who will be the key liaison between the academic unit and the Disability Adviser.
Any request for special consideration in relation to examination and assessment procedures must be supported by medical or other evidence and it will be the student’s responsibility to make that available to the University.
The purpose of any special arrangements shall be to compensate for any restriction imposed by the disability without affecting the validity of the assessment.
Student support and guidance
The University will ensure that all organisations which take students on placements agree to the disability equality standards held by the University.
The Disabilities Team within Student Services provide advice and help students to access appropriate support.
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Reasonable adjustments
Where the working arrangements or physical features of premises place an applicant or member of staff at a substantial disadvantage in comparison with an applicant or member of staff who is not disabled, the University will make reasonable adjustments to help overcome the practical effects of the individual's disability in accordance with the DDA. The University cannot justify a failure to make reasonable adjustments, either an adjustment will be reasonable or it will not.
Reasonable adjustments include part-time working, specialist equipment, time off for hospital appointments, redeployment if available or a change in duties etcetera.
Any such reasonable adjustments will be made following consultation with the individual concerned, relevant staff in the School/Unit in which the post is located, Human Resources, Occupational Health and appropriate external agencies.
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Training
Human Resources are responsible for ensuring that appropriate training and development opportunities on disability equality issues are available to all staff groups via Staff Development. Student Services are responsible for training and disseminating information to all students.
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Monitoring
By December 2006, the University will have in place appropriate guidelines for gathering information on disability.
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Review and assessment of the policy
The policy will be reviewed as appropriate to ensure due regard to the Disability Rights Commission Codes of Practice and following any relevant legislation.
The Equal Opportunities Committee will also review the policy every 3 years. An assessment will be made of the effectiveness of the policy based on available data and appropriate consultation within the University community, Trade Unions and representatives of student groups.
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Publication of the disability policy
The University will take steps to ensure that all staff and students are aware of the policy. The policy will be published on the University web site. Copies of the policy will be made available for display on student and staff information notice boards and a hard copy will be sent to all staff.
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Disability Equality Scheme
A Disability Equality Scheme will be implemented in consultation and discussion with the University community, Trade Unions and Student Representative Councils to incorporate the disability equality dimensions of all the functions of the University and to facilitate the fulfilment of the commitments made in this policy. The scheme will be in place by December 2006.
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Grievance
If a member of the University community feels that they are the subject of any disability discrimination, the relevant Grievance procedure should be followed.
For staff, complaints should be put in writing in accordance with the Grievance Procedure for either Academic or Non-Academic Staff. Advice on using these procedures can be obtained from Human Resources.
For students, complaints should be made using the University’s Code of Practice on Complaints, Appeals and Discipline. Advice on using this code can be obtained from Student Services.
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Harassment and bullying
If a member of the University community feels that they have been subjected to harassment or bullying because of their disability, the appropriate Harassment and Bullying Policy should be followed.
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Discipline
Disciplinary action will be taken against any student or employee who is found to be in breach of the Disability Equality Policy. Please refer to the appropriate disciplinary procedures for further information.
All information in relation to this policy is available, upon request, large print, Braille, on audiotape and on disc. For further details, please contact Human Resources on 01334 462557, email humres@st-andrews.ac.uk.