Staff with a disability

Getting help

Disability advisors are not in place to support staff with disabilities, however we're happy to answer questions and point staff in the right direction when needed - email disability@flinders.edu.au.

In the first case, direct managers or Manager Diversity and Inclusion should be engaged when discussing specific needs.

You may be eligible for support through JobAccess.

Car parking - access parks

Staff requiring temporary (3-month) parking permits must see the Health Services' practice nurse (8201 2118) to arrange a time to come in. Depending your condition this may be able to be extended by an additional 3 months.

If you will require a permit for longer than 6 months visit the SA Gov information site on disability parking permits.

Building access

If you wish to report any universal access barriers, contact a disability advisor:

phone: 8201 2118
email: disability@flinders.edu.au

Current staff representative on the Flinders University Disability and Access Committee

Dr Daryl Wesley (Senior Lecturer; College of Humanities, Arts and Social Sciences)

Reasonable adjustment

Reasonable adjustments refers to changes or accommodations that can be made to enable a staff member to perform the inherent requirements of the role.

An employee with a disability is NOT obliged to disclose their disability (including mental health issues) to anyone, however it is necessary to disclose information of a disability to a supervisor, where reasonable adjustments are sought.

Assistance for staff member

Training:

Training in recognising stressors and developing coping strategies
Time management skill development
Training in cooperative problem and conflict solving
Modified job instruction
Extended training on the job

Flexibility:

providing more flexible working schedules (e.g. flexible hours, flexible start times, enabling break-taking)
change to a different job
reduced work hours for more breaks or rest periods
change from full-time work to part-time shifts
quieter work place
extra time to learn
exchanging minor tasks with other employees
work at home
slowed work pace
modified job duties
job coach
flexible/scheduling,
reduced hours,
modified training,
modified supervision
modified duties or job descriptions
time off

Other support:

Encourage social/peer group support
Early identification of bullying
Assistance through Employee Assistance Program
Weekly meetings between supervisor and employee to help deal with problems before they become serious
Seek clarity around your role, outputs and outcomes

Best practice tips (For all employees):

Make conversations about wellbeing and mental health an everyday thing e.g. “How are you?”, “You don’t seem to be yourself lately, is anything up?”
Link into the message of the Australian ‘RU OK? Campaign – numerous resources of assistance are available in those webpages, including suggestions around helpful language
Ask all employees what will help them to do their best work – in regular catch-ups as well as at performance reviews
Practice (or train in) good communication and listening skills, with ability to understand and be supportive
Ensure you have (or train in) appropriate and respectful language – your language frames what you think and it can also impact on what the people you are talking about think about themselves:
- Use language that is people first
- Avoid the use of slang and idioms that perpetuate negative stereotypes and biases
- The person or group that the language is about should determine what respectful and inclusive language for their group consists of – asking people what language they would like used is the recommended way forward

Recognise that although someone may not use medical language to talk about problems affecting their mental health – don’t miss the opportunity to ask whether someone is okay and if something could be done to assist