Vice-Chancellor and President
Date of Next Review
8.6.3 Roles and responsibilities
8.6.5 Accessing disability support
8.6.6 Disclosure of personal information
8.6.8 Parking permits
QUT supports the right of people with a disability, injury or health condition (‘disability’) to work, study and participate in all aspects of university life, in an accessible and inclusive environment, free from unlawful discrimination and harassment. This policy forms part of the University’s commitment to social justice (Equal opportunity and diversity A/8.4).
This policy applies to staff, students and members of the QUT community in all operations of QUT.
|Director, Health Safety and Environment||
University Equity Committee
|Managers and Supervisors (within their scope of authority)||
|All staff, students and members of the QUT ommunity (as defined in B/8.1.2)||
The University's approach, through policy, planning, and resource allocation is to:
- aim to achieve universal design in the work, learning and teaching environment, and accessibility of the built and virtual environments
- provide reasonable adjustment and support services for students and staff (and applicants for study or employment at QUT) as required by legislation
- uphold the rights of people with a disability to privacy and confidentiality (F/6.2)
- provide guidance and training programs for staff to promote their awareness of disability issues and their obligations under law and QUT’s policies and procedures.
To receive disability services the student or staff member (QUT staff access only) (or applicant for study or employment at QUT) with a disability must contact and provide substantiating information in the manner required by the University.
Generally people with a disability who study, work, or apply to study or work at QUT, are not required to disclose information about their disability. However consistent with privacy and confidentiality obligations (F/6.2), QUT may seek and share information about the functional implications of a person’s disability in order to:
- understand the person’s capacity to meet the requirements of work or study
- provide advice or recommendations, and to implement reasonable adjustments
- mimimise the risk of harm to the person or others
- otherwise meet legislative responsibilities.
Laws affecting the rights and responsibilities of staff, students and the University include some exemptions. In particular, the University is not required to provide adjustments which would alter the inherent requirements of a job, or course/unit of study, affect the academic integrity of a course, or impose unjustifiable hardship on the University.
QUT does not provide personal care or transport between a residence and the place of work or study, including external sites of study or employment or engagement in work integrated learning (WIL).
In addition to providing designated parking bays as required by legislation, QUT also considers the impact of an applicant’s disability in the allocation of the university’s parking permits (QUT parking permits).
Disability refers to disability, injury or health condition. The Anti-Discrimination Act 1991 and the Disability Discrimination Act 1992 include detailed definitions of ‘impairment’ and ‘disability’. A disability may be temporary or permanent, total or partial, life-long or acquired.
Discrimination may be direct or indirect as defined by anti-discrimination legislation.
- Direct discrimination occurs when people with a disability are treated less favourably than people without that condition would be treated under the same or similar circumstances.
- Indirect discrimination occurs when the same treatment (for example a rule, policy, procedure or practice) applies to all, but in effect people with a disability are disadvantaged because they are unable (or less able) to comply with the rule because of their condition, and that impact is unreasonable.
Discrimination may also occur when an attribute or characteristic is imputed to exist.
Inherent requirements are the
- core activities, tasks or skills that are essential to a workplace in general, and to a specific position. They cannot be allocated elsewhere, are a major part of the job, and result in significant consequences if they are not performed, and
- essential components of a course or unit that demonstrate the abilities, knowledge and skills to achieve the core learning outcomes of the course or unit, while preserving the academic integrity of the university's learning, assessment and accreditation processes.
Reasonable adjustment refers to any adjustments for a person with a disability so that they can access and participate in education and employment on the same basis as a person without a disability in comparable circumstances.
Unjustifiable hardship refers to when it is unreasonable for the University to make certain adjustments because to do so would be too onerous. The relevant State and Commonwealth administrative bodies require detailed evidence to support a claim of unjustifiable hardship.
MOPP A/8.4 Equal opportunity and diversity
MOPP A/8.5 Resolution procedures for sexual harassment, sexual assault and discrimination related complaints
MOPP A/8.9 University Equity Committee
MOPP A/9.1 Health, safety and environment framework
MOPP A/9.6 Infectious and communicable diseases
MOPP B/7.6 Workplace health and rehabilitation
MOPP B/10.1 Staff complaints
MOPP F/6.2 Information privacy
Supporting students with a disability, injury or health condition (QUT staff ccess only)
Keeping in touch with staff on extended leave - a guide for managers and supervisors (QUT staff ccess only)
Working with a health condition - a guide for staff and managers (QUT staff ccess only)
Disability Discrimination Act 1992 (Cth)
Disability Standards for Education 2005 (Cth)
Anti-Discrimination Act 1991 (Qld)
Disability (Access to Premises - Buildings) Standards 2010, and Building codes
Guide, Hearing and Assistance Dogs Act 2009
|30.04.18||All||Vice-Chancellor||Revised and simplified policy|
|26.03.12||All||Vice-Chancellor||Periodic review – policy revised|
|29.11.07||All||Vice-Chancellor||Revised and renumbered policy (formerly A/8.3) as part of revised policy framework for social justice (endorsed by Equity Board 23.08.07)|