Achieving Inclusion

As an institution that values excellence, the University has high expectations of our students and staff. Recognising that individuals contribute in many different ways the University is committed to ensuring that all students and staff are informed, heard, connected, and valued.

Achieving inclusion
  • Defining disability

    Disability may be temporary or permanent and is not necessarily visible. Disabilities may include, but are not limited to: (provided by the Department of Education, Skills, and Development (2020)):

    • Hard of hearing/deaf
    • Physical disability
    • Intellectual disabilities
    • Specific learning disability (SLD)
    • Mental health conditions
    • Acquired brain injury (ABI)
    • Low vision/blind
    • Medical condition (temporary / permanent)
    • Neurological conditions (e.g. ASD, ADD, ADHD)
    • Other disability
  • Disability Inclusion Action Plan

    The Disability Inclusion Action Plan 2020 – 2024 complements the University’s Strategic Plan which commits the University to continue to pursue an agenda of equity and access.

    The Disability Inclusion Action Plan 2020-2024 is based on three focus areas, outlining the University’s commitment to strengthening leadership accountability, embedding systemic change, and building an empowered University community.

  • Legislative context

    The law protects employees with disabilities (as well as applicants) from being excluded from employment that they are capable of performing safely. The law also gives employees with disabilities the right to Reasonable Adjustments to how they work and to their workplace environment.

    Staff with disabilities have the right to:

    • apply for and be fairly considered for jobs based on merit;
    • have equal opportunity for promotion and career development;
    • have equitable access to the full range of University employment conditions and the full range of University services;
    • reasonable workplace accommodations where their disability does not prevent them from fulfilling the inherent requirements of the role.

    The Disability Inclusion Action Plan makes clear a zero-tolerance for unlawful discrimination on the grounds of disability as set out in the University’s Equal Opportunity Policy and associated procedures and guidelines.

    Further information: Know your rights: Disability Discrimination Australian Human Rights Commission.

  • Related policies, documents, and guidelines

  • Inclusive language

    The University has developed a set of inclusive language guidelines as a resource to enable respectful and dignified communication. All staff, students, and representatives of the University are expected to use inclusive language when conducting the business of the University.

  • Creating accessible and inclusive online meetings

    Disability is not always visible. When preparing to host an online meeting or event, it is important to ensure that everyone feels welcome, can access the content presented and can fully participate in all aspects of the meeting. 

    The following resources are available for Zoom and Microsoft Teams to ensure that all your meeting participants have the best experience possible:    
    Microsoft Teams

  • Research

    The National Disability Research Partnership (NDRP) will facilitate a collaborative and inclusive disability research program that builds the evidence for successful innovation in policy and practice.

    In December 2021, the Commonwealth Government announced that NDRP will receive funding totalling $12.5 million in 2022-23 and 2023-24. This is a major milestone towards achieving the vision of a world class disability research and policy hub.

    Information for staff regarding the forecasted NDRP Funding Round including eligibility can be found here