Hi,

Further to this issue does anyone have a good Disability
Leave/Disability Sickness Absence policy/procedure they can send me.
Thanks in advance.

Angeline
  
Angeline Carrozza
Equality and Diversity Manager
Human Resources
UWE Bristol
 
* Tel: 0117 32 81641
* Fax: 0117 32 82891
* e-mail: [log in to unmask]
* Web: www.uwe.ac.uk/personnel 
P Please consider the environment before printing this e-mail


-----Original Message-----
From: HE Administrators equal opportunities list
[mailto:[log in to unmask]] On Behalf Of Michelle Montgomery
Sent: 31 July 2008 11:15
To: [log in to unmask]
Subject: Re: Disability - considering someone as disabled

Hi,

it seems to me that there are two distinct issues: how do we make
appropriate adjustments for disabled staff and what are staff's rights
with regard to confidentiality. Not all disabled staff will need
adjustments to be made and I would take a view that unless a member of
staff says they are happy to share information on their disability then
it is inappropriate to do so. However that does not mean that we
can't/shouldn't make adjustments (the focus should be on sharing details
of the adjustments not the disability) OR that we can't warn the member
of staff that the sorts of adjustments we can make may be limited if
they don't want the information shared (and keep on record the fact that
they don't want to share that information).

More important I think is creating an environment where staff feel
supported and see some benefit in disclosing.We have recently appointed
a staff disability adviser and are in the process of changing our EO
monitoring form and the information sent to all staff on appointment
that raises their awareness as to what's available with regard to
support etc. We have produced disability guidance for managers and are
considering adding a question into the PDR process that would
specifically raise awareness of our status as a two-tick employer & ask
whether any adjustments might be necessary.

Best wishes
Michelle
 


Susan Squire wrote:
> Dear Colleagues
>
> Further to Pamela's query, I've recently come across a situation where

> staff are recorded on our personnel record system as having a 
> disability (through having disclosed this information on the staff 
> data survey form), but their managers are unaware of their status, as 
> the staff member has not informed them directly. We treat the staff 
> data survey information as confidential, and don't have any system in 
> place for reporting back to managers which of their staff consider 
> themselves to be disabled. This causes me the same concerns that 
> Pamela has raised, in terms of ensuring staff are managed within the 
> DDA. I'd be interested in hearing what systems other institutions have
in place to address this.
>
> Best wishes
>
> Susan
>
>
>
> Susan Squire
> Diversity Adviser
> Human Resources (Strategy and Policy)
> University of Birmingham
> Edgbaston B15 2TT
> Tel: 0121 414 2673 (ext. 42673)
> Email: [log in to unmask]
> Web:  www.hr.bham.ac.uk/equality
> Help save paper - do you need to print this email? 
>
>  
> -----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
> [log in to unmask]
>
> My working days are Wednesdays, Thursdays and Fridays.
>
> If you have any particular requirements in relation to your 
> communication with or visit to the Equality and Diversity Team please 
> let us know immediately so we can discuss any equipment or facilities 
> you may need.
>   



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