Equality and Diversity

Staff Disability Service

Information on support available for disabled staff.

The University of Edinburgh is committed to supporting staff with disabilities. We understand that not all disabled staff will require adjustments, and that some staff will develop disabilities during their time with us. Our aim is provide specialist support, provision and guidance for all staff and their managers as and when requested.

About

The Staff Disability Service is part of the Equality, Diversity and Inclusion Team which sits in Human Resources.

Who do we support?

We support all members of staff who have a disability which may affect their ability to perform their role within the University. This includes staff who develop disabilities during their time working with us.

We also support managers who may wish some additional support with regards to managing disability successfully in their team. Training can be delivered if required.

What is the Process for Accessing Support?

Disabled staff should ideally discuss any concerns they have with their manager who may be able to give support and implement some reasonable adjustments quickly and easily. If additional advice is desired then the manager or HR should refer the staff member to the staff disability officer using the manager referral form.

Occasionally there may be instances where this is not possible or desirable, in which case the staff member can contact the staff disability officer direct using the self-referral form.

 

Contacting the Staff Disability Service for General Enquiries

Staff Disability Officer: Jean Tennant

Telephone: 0131 650 6523

Email Jean Tennant

Useful Links

Information Services assistive technology help

Occupational Health

Fire Safety Unit

Staff Counselling Service

University building accessibility information and DisabledGo

Disabled Staff Network

Access to Work

Business Disability Forum

Disability

Under the Equality Act 2010, disability is defined as:

‘A physical or mental impairment that has a substantial and long-term adverse effect on an individual’s ability to do their normal daily activities’.

The term ‘substantial’ means anything more that minor or trivial, and ‘long-term’ is considered to be or likely to last twelve months.

Reasonable adjustments are required under the disability section of the Equality Act 2010. The decision as to what is ‘reasonable’ is made by a manager having considered various requirements. The aim of reasonable adjustments is to enable staff to develop and use their abilities on an equal basis with non-disabled colleagues whenever possible.