Pamela

Seeing as there has been a high level of interest comments from
colleagues in this discussion I thought I would add ECU's perspective. 

Firstly, in regards to only whether self-disclosure should count for
statistical purposes. ECU would recommend that institutions operate a
self-disclosure policy for gathering statistical monitoring data on the
workforce profile by equality groups. Disability disclosing for a
statistical purpose should be both a confidential exercise - with
clearly defined controls on who has access to the data - and anonymous,
so that no one can be individually identified from their disclosure,
unless they give their consent otherwise. 

Institutions should also be providing opportunities for staff to
disclose for purposes of applying for adjustments or support. Any
personal information should only be used for the purpose for which it
has been disclosed. If disclosed information is being kept on staff
personnel records it is important to maintain and guarantee
confidentiality and ensure that the processes for collecting and storing
such information is compliant with the Data Protection Act. It is
essential that monitoring exercises claiming to be anonymous actually
are and that there are no means that might lead to an individual being
identifiable.

If evidence shows that there is disparity between the levels of staff
who have disclosed anonymously and those that have declared openly it
may be an indication of cultural issues that need addressing within the
institution. For example, a disabled member of staff may feel
comfortable in disclosing to a colleague, but may have reservations
about doing so to the institution (as an employer). Behaviour & culture
change and effective communication channels can play an important role
in encouraging disclosure. Through effective communication the reasons
for monitoring can be explained and confidentiality assured, benefitting
towards trust, confidence and good relations between the member of staff
and the employer.

As Kate Parsons mentioned, ECU is working with a group of institutions
looking at piloting a range of interventions that will encourage greater
disclosure of disability, as well as ethnicity, sexual orientation and
religion and belief. Some of these interventions include:

* Develop staff monitoring forms that encourage disclosure (example of
which, for disability disclosure, is available on pp31-33 of ECU's
Disclosure and Support Issues for Disabled Staff in Higher Education
final report)
. A well designed monitoring form should include explanatory text on the
procedure following disclosure; what the HEIs policy is against
discrimination; and what other support is available. In regards to
disability, monitoring forms should use language that promotes the
social model
* Develop robust IT HR self-service systems that are secure in terms of
confidentiality and are able to produce accurate data.
* Review recruitment procedures in order to encourage applications from
disabled people; guaranteeing interviews to disabled applicants meeting
the job requirements. Sign up to schemes such as the 'Mindful Employers
Charter', and the requirements of the 'Two Ticks' scheme. And adopt open
and inclusive recruitment processes, especially for part-time and/or
temporary staff
* Improve data on the whole 'supply chain' from postgraduate study into
academic careers, to identify where inequalities and barriers exist for
people in the different equality categories
* Disseminate good disability equality practice and examine how the
institution meets its duty of care in relation to stress prevention and
the generation of ill-health - looking in particular at a preventative
role for occupational health services
* Use staff intranet sites to provide information on equality disclosure
and what support is available
* Develop staff newsletters to include regular articles on equality and
disclosure issues.

ECU will be keeping the sector informed of the progress of this project
and will be publishing a report in 2009.

I hope you find this response helpful.


Stuart Moore
Policy Adviser
 
Direct tel 020 7438 1023
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Equality Challenge Unit
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-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Pamela Graham
Sent: 31 July 2008 09:31
To: [log in to unmask]
Subject: Disability - considering someone as disabled

Dear colleagues
Do you only rely on self disclosure to count staff as having a
disability, record this on the personnel record system and use the data
for monitoring etc.? 

Has anyone decided to extend this to include members of staff whom you
know have a disability, either because they have been seen by
Occupational Health or have told you they have cancer or MS etc., but
they do not want to declare them selves disabled? This would rely on the
position that if the University knows someone has a disability we are
liable for all the associated responsibilties and obligations. Do you
think it would be fair to then add this category to their personnel
record and use the data for monitoring etc.

Many thanks
Pamela 

Pamela Graham
Equality and Diversity Adviser
Policy & Projects Team
Human Resources
Newcastle University 
1 Park Terrace
Newcastle Upon Tyne
NE1 7RU
+44 (0) 191 222 3440
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