The University’s commitment to fostering an inclusive culture means that we recognise that people are different and work in different ways. We have a legal obligation to make ‘reasonable adjustments for disabled people’, but we hope that we’d be supporting all employees, whether or not they fall within this definition. We also recognise that many disabled people need no additional support.
Do explore possible support, even if you’re not sure whether you fall within this definition, or do not regard yourself as 'disabled'.
The Equality Act 2010 considers people as disabled if they have a physical or mental impairment that has a significant and long-term impact on their ability to carry out normal day-to-day activities. ‘Long-term’ means that the condition has lasted, or is likely to last for more than 12 months.
Examples of conditions that would be included:
- hearing impairment;
- sight difficulties (but not low vision that can be corrected by glasses);
- Specific Learning Difficulties such as dyslexia, dyspraxia and dyscalculia;
- mental health conditions such as depression;
- musculoskeletal problems such as arthritis, back problems, RSI;
- mobility impairment;
- medical conditions such as diabetes, epilepsy, Chronic Fatigue Syndrome;
- cancer, HIV and Multiple Sclerosis are included from the time of definition (they do not have to have lasted for 12 months);
- Neuro-developmental conditions such as autism and Attention Deficit Hyperactivity Disorder (ADHD)