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A/8.6 Disability services policy |
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8.6.1 Principles 8.6.1 PrinciplesConsistent with the University’s commitment to social justice (see A/8.4 ), the University supports the right of people with a disability to work or study in an accessible and inclusive environment, free from discrimination. QUT takes all reasonable steps to provide an inclusive learning and working environment which respects diversity and the dignity of all staff and students. This policy seeks to ensure equal opportunities for people with a disability to participate in all aspects of University life, including education and employment. QUT recognises its legal obligations under current State and Commonwealth anti-discrimination legislation, principally:
Under this legislation the University can be vicariously liable for discrimination or harassment against a person with a disability by a member of staff or any of its agents. 8.6.2 ObjectivesThe University';s approach to implementing this policy includes:
8.6.3 DefinitionsDiscrimination “ Discrimination “ means treating people with a disability less favourably than people without that disability would be treated under the same circumstances. For further details on definitions of discrimination, refer to the University’s grievance resolution procedures for discrimination related grievances ( A/8.5 ). Disability As outlined in legislation, a disability may be temporary or permanent, total or partial, physical, psychological or psychiatric, life-long or acquired. Also included are people who require devices or aids for assistance, or are accompanied by guide dogs or other assistance animals as defined by the relevant legislation. Reasonable accommodation " Reasonable accommodation “ refers to administrative, physical or procedural alterations required to ensure equal opportunity for a person with a disability. Unjustifiable hardship In some cases it may be unreasonable for the University to make certain adjustments. Relevant circumstances in determining unjustifiable hardship include: the nature of the benefit or detriment likely to accrue or be suffered by any persons concerned; and the financial circumstances of the institution and the cost of making the required adjustments. A thorough understanding of the effect of the disability on the individual and the impact of any adjustment or alteration is required in order to determine whether such adjustments are reasonable and necessary. The relevant State and Commonwealth administrative bodies require detailed evidence to support a claim of unjustifiable hardship. 8.6.4 Provisions for people with a disability(a) Provisions for students with a disability The needs of a student with a disability are assessed on an individual basis, following consultation between the student and a University disability adviser. The disability adviser makes recommendations for reasonable accommodations based on the functional limitations imposed by the disability and the supporting documentation provided by the student. Recommendations, in the form of a service plan, are forwarded to the relevant faculty / school liaison person for distribution to teaching staff. Particular support services are available for students with a disability. Further information is available in the publication Guide for Students with a Disability . Staff seeking additional information are referred to the publication and website: Supporting Students with a Disability: a guide for staff which includes information on common forms of disability, effective communication, teaching strategies, curriculum design and assessment. See also policy on alternative arrangements for assessment for students with a disability ( E/6.3 ) (b) Provisions for employment QUT actively encourages the employment of people with a disability. Supervisors and managers should be aware of the relevant legislation and policies relating to employment of people with a disability and ensure that all employment procedures are appropriate and non-discriminatory. In considering a candidate with a disability for a specific job, the University makes adjustments in the workplace and adjustments to work conditions, if required. Workers with a disability are afforded equal opportunities to acquire the skills and experience necessary to advance in their careers. The University provides advice, information and services, upon request, to staff with a disability and/or the section of the University in which the person is employed or is seeking employment. (c) Other provisions It is the responsibility of the student or staff member to substantiate their eligibility for disability services. People with mobility impairment should be aware of the parking regulations in force on each campus. Further details are available from the Facilities Management website. The University ensures that all essential educational, administrative and promotional material is available in alternative formats for access by people with a disability. A working party of Equity Board ( A/8.9 ) reviews and recommends policies and practices relating to the needs of people with a disability. Related DocumentsMOPP A/8.4 Equal opportunity and diversity policy. MOPP A/8.9 Equity Board Modification History
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