Manual of Policies and Procedures

A/8.6 Disability

Contact Officer

Equity Director

Approval Date

19/04/2018

Approval Authority

Vice-Chancellor

Date of Next Review

30/04/2021

8.6.1 Purpose
8.6.2 Application
8.6.3 Roles and responsibilities
8.6.4 Principles
8.6.5 Accessing disability support
8.6.6 Disclosure of personal information
8.6.7 Exemptions
8.6.8 Parking permits
8.6.9 Definitions
Related Documents
Modification History

8.6.1 Purpose

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).

Top

8.6.2 Application

This policy applies to staff, students and members of the QUT community in all operations of QUT.

Top

8.6.3 Roles and responsibilities

Position
Responsibility

Equity Director

  • in consultation with relevant senior officers:
    • provides advice and support to university officers in meeting QUT’s disability service obligations
    • provides disability services for students

Director, Health Safety and Environment
  • provides rehabilitation and disability services for staff

University Equity Committee

  • provides advice on disability services according to its terms of reference (A/8.9)
Managers and Supervisors (within their scope of authority)
  • ensure workplace and study environments are inclusive and free of disability discrimination and harassment
  • implement this policy in all aspects of their area’s activities
All staff, students and members of the QUT ommunity (as defined in B/8.1.2)
  • behave in a manner which is inclusive and non-discriminatory

Top

8.6.4 Principles

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.

Top

8.6.5 Accessing disability support

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.

Top

8.6.6 Disclosure of personal information

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.

Top

8.6.7 Exemptions

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).

Top

8.6.8 Parking permits

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).

Top

8.6.9 Definitions

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.

Top

Related Documents

MOPP A/8.4 Equal opportunity and diversity

MOPP A/8.5 Grievance resolution procedures for discrimination related grievances

MOPP A/8.9 University Equity Committee

MOPP A/9.1 Health, safety and environment framework

MOPP A/9.6 Communicable / infectious diseases

MOPP B/7.7 Workplace rehabilitation policy

MOPP B/10.1 Staff complaints

MOPP F/6.2 Information privacy

A guide for students with a disability

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)

Parking for people with a disability

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

Disability Parking Scheme – Queensland Government

Guide, Hearing and Assistance Dogs Act 2009

World Wide Web Access: Disability Discrimination Act Advisory Notes

Top

Modification History

Date Sections Source Details
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)
27.04.99 All Vice-Chancellor New policy

Top