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Staff with a disability

Employee resources Working at Flinders 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)

Related links

     Disability and Access Committee  Disability Policy  Supported Salary Rate for a Staff Member with a Disability Policy  Information for supervisors of staff with a disability  Disclosure: It's a personal decision

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

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Sturt Rd, Bedford Park
South Australia 5042

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Last Updated: 15 Jul 2022
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