We aim to be responsive to the needs of our staff and students with disability. We are committed to providing an accessible and inclusive work and study environment where people with disability can participate fully in all aspects of University life.
How we support you
The University will work with staff members who have a temporary or permanent medical condition, injury or disability that impacts on their ability to do their job by:
- taking steps to ensure that their workplace is accessible
- introducing reasonable workplace accommodations (workplace adjustment) that enable the staff member to work effectively and meet the requirements of their position.
Definition of disability
Under State and Federal anti-discrimination legislation, disability is very broadly defined and can also be inclusive of an injury, illness or medical condition. The Federal Disability Discrimination Act 1992 defines disability as:
- total or partial loss of the person's bodily or mental functions; or
- total or partial loss of a part of the body; or
- the presence in the body of organisms causing disease or illness; or
- the presence in the body of organisms capable of causing disease or illness; or
- the malfunction, malformation or disfigurement of a part of the person's body; or
- a disorder or malfunction that results in the person learning differently from a person without a disorder or malfunction; or
- a disorder, illness or disease that affects a person's thought processes, perception of reality, emotions or judgment or that results in disturbed behaviour;
The definition includes a disability that:
- presently exists; or
- previously existed but no longer exists; or
- may exist in the future (including because of a genetic predisposition to that disability); or
- is imputed to a person.
To avoid doubt, a disability that is otherwise covered by this definition includes behaviour that is a symptom or manifestation of the disability.
Workplace adjustments are modifications or changes made to a job, the work environment or the way that work gets done to enable a staff member with a medical condition, injury or disability to work effectively. By law the University must make ‘reasonable adjustments’ where required to enable a person with a temporary or permanent disability to perform the inherent requirements of their position. Such adjustments can include:
- modifying or providing equipment
- use of assistive technology;
- making changes to job design, work schedules or other work practices in ways that do not compromise performance of the inherent requirements of the position;
- providing a gradual return to full duties after a significant absence or illness;
- providing training or other assistance;
- modifying premises.
Refer to the Workplace Adjustment Procedure.
If you require an adjustment to your workplace or if you have made or received an adjustment in your work area, such as incorporating a sit/stand desk in your workstation, please let us know.
- Charles Sturt Accessibility Action Plan 2020 - 2023
- Disability and Work or Study Adjustment Policy
- Workplace Adjustment Procedure
- Communicating Without Bias Guidelines
External resources for employees
- Australian disability clearinghouse on education and training
- Job Access: Access for people with disability
- Know your rights: Disability discrimination
External resources for managers
- National disability incentive scheme
- Assistive technology in the workplace: National disability coordination officer program
- Australian employers network on disability
- Australian human rights commission: disability standards
- Disability standards and guidelines
- Job access: Access for employers
- Training resources: mental health in the workplace
- Workers with mental illness: A practical guide for managers