Disability disclosure
The University of Stirling is committed to ensuring that all staff experience a welcoming, inclusive and supportive culture and working environment and are able to fulfil their potential as employees of the University. Disabled staff should be able to work at the University without experiencing disadvantage as a result of their disability.
The Equality Act 2010 makes it unlawful for the University to subject a disabled person to less favourable treatment than another person because of his or her disability, or for reasons arising from that disability. The Act also makes the University responsible for making reasonable adjustments for disabled staff to ensure that they are not subject to disadvantage for reasons arising from their disability during their time at work. We take our responsibilities under this Act very seriously.
Why should I disclose my disability?
The University strongly encourages staff to disclose disabilities. We can only provide support or make reasonable adjustments for disabled staff in the workplace if we are aware of their disabilities. All information you provide will be treated in the strictest of confidence and held on a secure staff record.
How do I disclose a disability?
If you wish to disclose a disability, you can either do this by speaking on a confidential basis to your line manager, or by contacting the HR and OD team. If adjustments are required to support you to carry out your role, your HR Partner will involve Occupational Health, who will work with you to assess support needs and identify appropriate adjustments. You can also update your equality data via the portal, though please note your line manager or HR will not receive any notification of this, and if adjustments are required you should speak with them directly.
How is ‘disability’ defined?
The Equality Act 2010 provides the following definition of disability:
‘A person has a disability if they have a physical or mental impairment, and the impairment has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities.’
The Act defines the effect of an impairment as 'long term' if:
- it has lasted for at least 12 months
- it is likely to last for at least 12 months, or
- it is likely to last for the rest of the life of the person
Staff are encouraged to familiarise themselves with the University’s equality and diversity policy.
Further information on disclosing a disability can be obtained from HR and OD by contacting the HR Service Centre team.
In exceptional circumstances, information may be shared on a confidential basis with restricted staff in the University if a situation arises which means that the University must exercise its duty of care to the individual or other members of staff or students.