UWS acknowledges the value and benefit of a diverse workforce and is committed to removing barriers to employment for disabled people. UWS is a Disability Confident employer. We positively welcome job applications from disabled people and provide services to support the needs of disabled employees.

Note: We are using the term ‘disabled person/employees’ to reflect the social model of disability. It is recognised that environments are disabling, the disability is not inside of the person, they are not a ‘person with a disability.’ Rather they are a ‘disabled person’. They are someone who is disabled by a world that is not equipped to allow them to participate and flourish. But they are a person either way.

 

Declaring a disability

UWS is committed to providing an environment where employees feel confident and safe declaring information about their disability. Disabled employees are encouraged to make their disability known to their Manager, so they can be supported fully to perform in their role.

Disabled employees are also encouraged to update their employee record via Employee Self Service. This allows UWS to gather statistical information on the diversity of the workforce and to ensure that disabled employees are having an equitable experience at work in comparison to employees who do not have a disability, and to ensure the adequacy of support provision.

 

REASONABLE ADJUSTMENTS

UWS is committed to supporting members of staff and aims to create a healthy, productive, and efficient working environment. We understand people with disabilities face barriers in securing employment and in the workplace.

The University has a duty under the Equality Act 2010 to make reasonable adjustments to accommodate an employee’s disability. A disability is a physical or mental impairment that has a substantial and long-term negative effect on a person’s ability to carry out their normal day to day activities.

UWS has implemented Reasonable Adjustments Guidance (SharePoint), which employees can access via the UWS Connect site. This Guidance document provides information on UWS processes to request and implement reasonable adjustments for employees.

Recruitment

UWS aims to be an employer of choice for disabled people. The University is committed to reducing the barriers faced by disabled people in recruitment and selection processes.

UWS will ask all shortlisted candidates if they require adjustments to participate in interviews or assessment procedures. Requested adjustments will be accommodated as much as possible. Adjustments may include:

  • Providing recruitment literature in audio, braille, and large print
  • In interview situations providing extra equipment
  • Allowing a guide or hearing dog into the workplace
  • Providing extra time for assessment tasks
  • Allowing a support worker to accompany the candidate
  • Agreeing to the candidate bringing a British sign language interpreter
  • Additional time to complete certain stages of the recruitment process

Where a disabled candidate is recruited successfully, discussions on any required reasonable adjustments should begin as soon as possible so that they may be in place for the new employee’s first day.

 

INTERNAL SUPPORT AT UWS

Occupational Health Service

The University’s Occupational Health Service (OHS) is a specialist branch of medicine. It exists to support all employees with any specific concerns they might have about health and its impact on wellbeing as well as work capability.

OHS is an impartial and confidential service that provides advice and support on all health-related matters to employees, their managers and HR employees. The OHS should be contacted for advice or referral where an individual’s health is an issue or a component of a disability, or where an individual’s disability is affecting their ability to attend work.

Any employee can contact OHS directly and every enquiry will be dealt with confidentially (and only with the informed consent of those referred, where appropriate). Contact occupational.health@uws.ac.uk

People and wellbeing

Disabled employees and managers supporting disabled employees can seek advice and guidance from their local HR Adviser.

UWS Disability Action Network

Our UWS disabled employee network, the Disability Action Network, provides a mechanism to celebrate contribution, inspire through stories and offer insight into the lived experiences of our underrepresented colleagues. It facilitates a shared understanding about the key priorities for change and provides a forum for discussion that enables participants to feel valued as employees. 

For more information on Employee Networks visit the dedicated UWS Employee Network Groups webpage. 

Emergency evacuation of disabled employees

Managers must put in place a Personal Emergency Evacuation Plan (PEEP) for any individual who requires assistance or special arrangements to evacuate a building in an emergency. This may include employees with mobility, sensory and learning impairments. Find the procedure on our Policies, Procedures & Guidance page.

Parking access

Disabled employees may be entitled to priority parking access in University car parks and, where possible, to University buildings. Contact: estates@uws.ac.uk

 

External support for employees

 

For student specific information visit the UWS Supporting Disabled Students webpage. 

 

Last updated: 04/11/2024