Dear All

Annually, we send out a paper copy of staff details from our HR system and ask staff to update their details where information is missing.  Like Helen, we found our disclosure rate increased when we sent information about why we need the information, how providing the info can help us support staff better and how staff will know if they meet the definition of Disability. 

I have attached the letter here, see p2, hope it helps

Thanks  

And me please, we struggle to get people to disclose.

Regards

Vera

Hi Helen, could you share the letters and Q and A with me also, thanks.

From: HE Administrators equal opportunities list [mailto:[log in to unmask]] On Behalf Of Helen Tatch
Sent: 24 May 2011 11:28
To: [log in to unmask]
Subject: Re: Disability Disclosure - Staff

Hi Tammy

The University of Brighton’s staff disclosure rate is 7.8%, which last time I checked was amongst the highest of all HEIs and particularly of the large, non- specialist institutions. 

We achieved this primarily by writing out individually to all members of staff a few years ago to ask them to update their info.  The letters and monitoring forms we sent were personally addressed and contained info about why we monitored disability, what we use the info for and the support available to disabled staff.   Where staff had already disclosed a disability we sent out slightly different letters asking them to check that the info we held was correct.   We also provided a Q&A doc on our E&D website and clear contact details for people with any queries.  I would be happy to share the letters and Q&A with you if that would be useful. 

Before we did this exercise we had a disclosure rate of 5.4%, which was already above average for HEIs at the time.  Whilst I can’t say for certain, I suspect that our self-disclosure policy (ie. encouraging staff to disclose if they consider themselves to have a disability rather than just those who clearly meet the legal definition) has contributed to our comparatively high disclosure rate, and I also think that our organisational culture may have contributed.  For example, our most recent staff survey showed that 96% of respondents felt that the university respects people from different groups equally. 

Happy to discuss further.

Best wishes

Helen

Does anyone have a particularly good Disability Disclosure rate for an HEI?  If so, how do you think you achieved it?

I know that’s an enormous question but I’m looking for practical answers that you think made a difference at your institution.

Many thanks

PS I posted recently about experiences of having a Central Fund for Reasonable Adjustments for staff and it seems that most HEIs do not have one  but there was some guidance which I will have to check can be shared.  I still have the emails of all those who requested sharing.

Thanks

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