1. University mission statement 2006-10

The University of Glasgow is determined to be one of the small number of institutions which are recognised as being the best universities in the world.

We are going to do so by being an outstanding place to do research, to teach and to learn.

Our aim is to be, by 2010:

• In the UK's top ten universities, and in the world's top 50 research-intensive universities;
• An international leader in research across the physical sciences, life sciences, social sciences and humanities;
• Renowned internationally for enquiry-led learning in a knowledge culture shaped by the richness and diversity of our research environment;
• Recognised as a leading postgraduate University, renowned for the quality and breadth of our provision;
• A place which retains and attracts the very best staff.

2. Overarching vision to promote disability equality

To enable the University to fulfil its mission statement we need to build an inclusive and supportive environment which meets the needs of all staff, students and visitors to the University.

This includes enabling all disabled individuals to participate as fully as possible and to enjoy a quality experience while studying, working or visiting the University. Our aim is to provide an environment where there is equality of opportunity and where disabled people can take part in all aspects of our University life.

3. Purpose of the policy

The Disability Policy provides a framework for promoting disability equality. Our aim is to identify and remove any barriers which exist for disabled people using our facilities and enable them to access as fully as possible all education, employment, social and leisure opportunities. We are working towards a 'social' model of disability within our institution rather than adhering to the 'medical' model of disability .

Furthermore, we regard this policy as a working document for all staff, students and visitors that will be reviewed and revised regularly.

4. Legislative context

The Disability Discrimination Act makes it unlawful to discriminate against disabled people in employment, education and access to goods, facilities and services. The Act uses a wide definition of a disabled person as having; "a physical or mental impairment which has a substantial and long term adverse effect on their ability to carry out normal day to day duties." It can include people with physical or mobility impairments, visual impairments, hearing impairments, dyslexia, medical conditions and mental health difficulties.

Discrimination against disabled staff, students or visitors can take place in two ways. By:

• Treating them "less favourably" than other people 
• Failing to make a "reasonable adjustment" when they are placed at a "substantial disadvantage" compared with other people for a reason relating to their disability.

A reasonable adjustment would be any action that helps to alleviate a substantial disadvantage. It might involve:

• changing institutional procedures, such as the recruitment and selection process or adapting the curriculum, while maintaining standards
• providing additional support, such as a sign language interpreter or materials in Braille 
• training staff to work with disabled people and to provide appropriate adjustments 
• altering the physical environment.

For students, there is a responsibility to make anticipatory adjustments. This means that the University should consider what adjustments future disabled students or applicants may need, and make them in advance.

5. Implementation

5.1 Policy development and infrastructure

By adopting this policy we recognise our responsibility to ensure that disabled staff, students and visitors are treated equally and fairly. For its successful implementation we have put in place a number of measures that will help to achieve the overall aim.

The Equality and Diversity Strategy Committee, which is convened by the Principal oversees all equality and diversity matters including disability. Mainstreaming disability equality into our policy and planning processes is one of its main priorities. Our Senior Champion for Disability is a member of this Committee and provides the leadership to help promote an inclusive environment for all disabled people. The Disability Champion also convenes the Disability Provision Steering Group (SDPSG) whose remit is to oversee all student activities.

The SDPSG has also established the Campus Accessibility Liaison Group where disabled staff and students are given the opportunity to address matters relating to the physical environment.

The Disability Service offers support to disabled students. Disability Advisers are available as the first point of contact for any student or potential student who has a disability. The service is supported by School/RI Disability Co-ordinators who can offer support and advice to students at School/RI level.

A forum has been set up for disabled students to discuss matters, which will help the University in providing a more effective service for disabled students. There are plans to develop a staff forum.

The University has also been awarded the "Disability Two Ticks Symbol" in recognition of its commitment to positively promote the employment of disabled people. As part of this award we have committed to:

i) Recruiting disabled people: To interview all disabled applicants who meet all the published essential criteria for a job vacancy and consider them on their abilities.

ii) Consulting with disabled staff: To ensure there is a mechanism in place to discuss at any one time but at least once a year with disabled employees what we and they can do to make sure they can develop and use their abilities

iii) Retention of disabled staff: To make every effort when employees become disabled to make sure they stay in employment

iv) Raising Awareness: To take action to ensure an appropriate level of disability awareness to make our commitment work.

v) Reviewing progress: To review these commitments every year looking at what has been achieved, plan ways to improve on them and to let staff and Job Centre Plus know about future progress and plans

Adopting the symbol will ensure that disabled people are given equal access to employment and career development opportunities.

More information is available on the Human Resources web site:

www.gla.ac.uk/services/humanresources/policies/a-g/equalitypolicy/

6. Students

6.1 The Disability Service

The Disability Service (DS) at the University of Glasgow is the first point of contact for students with a disability, mental health difficulty or chronic medical condition. The Service is complemented by, and works with 100 School/RI based Disability Co-ordinators whose role is to support disabled students within their School/RI.

The Disability Service is committed to developing an inclusive learning environment for students with a disability. Enquiries from students with dyslexia, chronic medical or mental health conditions sensory impairments or access difficulties are welcomed. We encourage you to disclose any disability or medical condition to ensure that appropriate support is arranged for you. This could include access, examination and study arrangements. All information disclosed to us is treated as 'sensitive personal data' as defined by the Data Protection Act (1998), and will not be passed on to a third party without explicit signed consent.

The Disability Service can offer the following services:

• Pre-Entry Advice
  The Service participates in University Open Day and in Applicant Visit Days. Prospective students with a disability will be given a warm welcome and will be able to obtain informally initial information about the support available for their needs while on course. For those who require a more confidential chat a private interview can be arranged on request. For those with more complex needs we offer a fully co-ordinated pre-entry visit with input from the Accommodation Service, the Library, the Assistive Technology Adviser and relevant School/RI as required. Please contact the Disability Service for further details or to arrange a pre-entry visit.
• Campus Accessibility
  The Service works with colleagues in Estates & Buildings to support students with mobility difficulties and to work towards making our campus more accessible. All main lecture halls and the library have lift or ground floor access. A choice of locations for tutorials is usually offered which always includes accessible venues. Mobility Scooters are available for loan on a daily basis to aid those who have difficulty moving between locations on campus. For those with complex or acute physical access needs a direct contact email address to Estates and Buildings is given to such students so that any problems or difficulties of access encountered can be resolved quickly. For those with mobility difficulties we can arrange on-campus parking and free access to the University's Virtual Private Network (V.P.N). The University also has a Campus Accessibility Consultation Group in which disabled students are invited to participate.
• Assistive Technology
  A Computer Cluster on the 5th Floor of the GU Library gives disabled students access to specialist equipment and advice on assistive technology strategies. Specialist packages can be demonstrated and sampled, many of which are available on the University network. Advice on training in assistive software or on IT quotes for Disabled Students Allowance (DSA) claims in full is also part of the service we offer. A loan pool of equipment is also available to those who are ineligible for DSA.
• Financial Assistance
  Where a student incurs additional study related costs as a consequence of their disability, they may be eligible for additional financial assistance such as DSA. This is a non-means tested award paid by student funding agencies. Further information on assistance in applying and advice on eligibility can be given on application to SDS.
• Dyslexia Screening Assessments
  For students who have dyslexia and require an updated psychologist's assessment we offer access to the services of a Chartered Educational Psychologist experienced in assessing the needs of adults in Higher Education. For those who feel they have a study related problem, which may be linked to undiagnosed dyslexia we offer a diagnostic screening interview or a free computerised diagnostic screening test. All students who contact the Service with such difficulties are seen by an Adviser who is an appropriately qualified dyslexia specialist.
• Exam Support
  The Service is responsible for assessing the needs of those requiring special examination arrangements and for informing Schools/RI's of such requirements, subject to approval by the Clerk of Senate. All special exam arrangements have to be supported by appropriate and relevant evidence of need. It is the responsibility of the student to provide the SDS with such professional evidence. Calendar regulations (web link) give full details of our special examination arrangements.
• Liaison with Schools/RI's 
  The Service works closely and successfully with Schools/RI's and student Academic Advisers to support disabled students. Each School/RI has a School/RI Disability Co-ordinator responsible for addressing and promoting the needs of disabled students within their School/RI.  A list of Disability Co-ordinators for each School/RI is available on our website.
• Referral to Other Support Agencies
  The Service is part of a network of support services within the University. Students may be referred to other services such as University Health Services, Chaplaincy, Student Counselling & Advice Service, Careers, Library, and Computing Services and the Student Learning Service. Where appropriate we will also refer students to external support agencies.

Leaflets

• Disability Service Leaflet (PDF version)
• Disability Service Leaflet (Word doc)

6.2 Library support

The Library offers a range of support services for disabled students registered with the SDS. These include: Extended loans, private study facilities, a fetching and carrying service, help with the catalogue system and with locating books and journals, where necessary.

6.3 Accommodation

The Accommodation Service works with the SDS to ensure the appropriate allocation of accommodation and associated support is available within accommodation for students with disabilities and particular medical conditions. Please contact the SDS or the Accommodation Service if you require any further information on how your needs can be supported in University Accommodation.

6.4 Admissions

Disabled students have the right to access and benefit from learning opportunities offered by the University. Disabled applicants will be evaluated for admission using the same academic criteria and where required, evidence of motivation and suitability for the intended study as all other applicants for the same course. Support requirements will be addressed separately.

During the process of application, we will work with disabled applicants as appropriate who indicate they may have significant support needs. These applicants will be invited to visit the University to discuss their needs and to view facilities. This visit should not delay the making of any academic offer or invitation to attend for interview where possible, and discussions about support requirements will be separate from the consideration of applicants on the basis of their suitability.

Given the legislation and our commitment to offering academic opportunity to all suitably qualified people, whenever possible, and irrespective of disability, there are only three instances in which a disabled applicant who meets the entry criteria can be rejected:

• Overriding health and safety hazards which cannot reasonably be overcome
• When barriers caused by professional requirements and/or by regulations of professional bodies preclude membership by people with specific disabilities
• Essential reasonable adjustments cannot be made to the course content and the course's structure of delivery or to the provision of suitable staff or facilities.

We will regularly review admissions criteria to ensure that they create no unnecessary barriers for disabled people. Furthermore, in discussion with the disabled applicant, we will do all we can to make reasonable adjustments and to make available any necessary provision, to allow them to accept the offer of a place.

No academically qualified applicant who has where required, satisfied an admissions interview panel or selector of their suitability in terms of motivation and commitment to the field of study will be refused a place on any of the above three disability-related grounds before an opportunity has been given for full consideration of the specific support or facilities required, in consultation with the University's Disability Service.

If a suitably qualified disabled applicant is rejected solely on grounds of their disability, a record of the decision and the reasons for it will be kept. To facilitate an alternative choice of course and/or institution, the University will provide feedback to the applicant, UCAS or other relevant body.

7. Employment

As an employer, it is unlawful to discriminate against a disabled person in areas of employment including recruitment and selection, the terms of employment, opportunities for promotion, training and development, redundancies or dismissals.

We recognise our responsibility to protect disabled people from discrimination and will make reasonable adjustments if employment arrangements or premises place disabled people at a substantial disadvantage compared with non- disabled people.

7.1 Recruitment and Selection

Our application and selection processes encourage applications from disabled people. Job specifications have been drafted to ensure that they do not exclude disabled people. All recruitment materials publicise clearly that we welcome applications from disabled people and information about our vacancies are displayed on our website, available in different formats if required.

All applicants will be assessed on their abilities, qualifications and experience according to the set criteria for the post.

Under the Two Ticks Guaranteed Interview Scheme, any disabled applicant who meets all the published essential criteria for a post will be guaranteed an interview.

When shortlisted for interview, disabled applicants will be given the opportunity to indicate any relevant effects of the disability and to suggest adjustments to help overcome any disadvantage the disability may cause. This will avoid discrimination in the interview and will clarify whether any reasonable adjustments may be required.

Applicants are asked in advance of the interview if reasonable adjustments need to be made to enable them to participate fully in the interview. We will ensure that the interview will be at a location, which will be fully accessible, where this is required.

When we ask about a disability, we do this to seek information about the effects of a disability on the capacity to do the job and will not be used to discriminate against a disabled person. This will be important in deciding what reasonable adjustments ought to be made.

To ensure familiarity with this Policy, Recruitment and Selection Training, a requirement for all appointing panel members, will cover disability discrimination in recruitment.

7.2 Offer of employment

Once an offer of employment has been made to a disabled person, it is the responsibility of the Head of School/RI/Service, with support from the appropriate Human Resources Manager, to ensure that when the individual comes into post, any adjustments to the job or the environment have been made.

It is important that adjustments should be carried out in consultation with the disabled person before they start work. The working environment should be reviewed and any specific needs for induction should be addressed.

Some of the adjustments may have implications for colleagues within the School/RI/Service.  It is important that they are consulted on any proposed adjustments.

7.3 Making reasonable adjustments

Reasonable adjustments will be made to the workplace and to employment arrangements to ensure that a disabled person is not at any disadvantage when compared to a non- disabled person.

The Act gives a number of examples of "steps" which we may have to take if it is reasonable for us to have to do so. Reasonable adjustments might include measures such as:

• making adjustments to premises
• altering the person's working hours
• allowing the person to be absent during working hours for rehabilitation, assessment or treatment
• acquiring or modifying equipment
• providing a reader/ interpreter

In all cases the person concerned must be consulted on the reasonable accommodation of his or her needs. Any proposal from the Head of School/RI/Service to make reasonable adjustments for an individual should be discussed with the appropriate Human Resource Manager. Advice and a financial contribution in certain circumstances, is available from the Access to Work Scheme (details below).

Advice and guidance can be sought from the Occupational Health Service or, if related to safety implications, the Fire and Safety Office.  Members of staff with a disability can also request a referral to Occupational Health for a review of their needs with the following form:

• Review of Needs for a Disability or Long Term Health Condition (PDF)

7.4 Staff who become disabled at work

When a member of staff becomes disabled during the course of employment or has a disability which worsens, we will make every reasonable effort to retain the individual and to ensure suitable employment for them. We will first consider any reasonable adjustment that would resolve difficulties at work. The disabled person will be consulted at appropriate stages about what their needs are and what effect the disability might have on future employment, for example where the person has a progressive condition. The nature of the reasonable adjustments will depend on the circumstances of the case. Possible options could be modification of the post, redeployment, early retirement on the grounds of incapacity, or termination of employment.

Termination or early retirement can only be justifiable if the disability makes it impossible for the individual any longer to perform the main functions of the job, and if redeployment is not practicable.

Any existing employee who becomes disabled should discuss their condition and employment needs, in confidence, with their Head of School/RI/Service or the appropriate Human Resources Manager.

7.5 Access to work

Access to work is an employment service scheme run by Job Centre Plus, which can assist with grants towards the cost of aids and equipment, adaptation to premises and personal support to help employers recruit and retain disabled employees.

Under the rules of the scheme applications are made by the individual employee. Support and assistance will be given to any member of staff applying to the scheme. Staff should contact the Occupational Health Service for advice.

Applications can be made only if support is required additional to what has already been offered by the University. The University must comply with its duty to make reasonable adjustments for disabled staff at work.

To make an application contact the local Access to Work team at Job Centre Plus in Anniesland, Glasgow. Telephone number for the Access to Work team is 0141 950 5327.

Additional information for staff is available on the human resources website: 

• www.gla.ac.uk/services/humanresources/policies/a-g/equalitypolicy/

8. Visitors

Any service that the University provides to the general public is covered by Part III of the Disability Discrimination Act (DDA). This would include support for the needs of disabled visitors using, for example, the library, sports facilities or the College Club or attending open days, public lectures, graduation ceremonies, Chapel services, or the Hunterian Art Gallery or Museum.

This duty includes giving disabled visitors the opportunity to disclose confidentially their support needs, in advance of their visit. We will also provide:

• written or print information in accessible alternative formats, if requested.
• portable audio loop systems for the hard of hearing, if requested.
• accessible access to all main building and public venues.
• emergency evacuation of disabled visitors in the event of a fire or other similar emergency.
• staff training in disability awareness for 'front of house' staff dealing with members of the public.

We have a duty to make reasonable adjustments in anticipation of such requests and to do all we can to ensure that disabled visitors do not experience less favourable treatment.

However, where resources are scarce (e.g. British Sign Language (BSL) Support Workers or disabled parking spaces on campus) we require visitors to give us reasonable notice of their requirements to enable us to meet our obligations.

9. Staff development and training

The implementation of this Policy has significant implications for staff development. We provide a continuous programme of training for all staff. Specific training programmes on disability have been designed for manual and ancillary, secretarial and clerical, academic, research and technical staff, and Heads of School/RI/Service. This includes on- line materials, workbook learning and facilitated learning. We also include disability equality within our Recruitment and Selection Training, Induction Training for New Staff and Equality Forum Theatre Training for senior managers and Heads of School/RI/Service.

We annually review our provision of training to keep up with legislative and internal developments.

10. Consultation and involvement

Consultation and involvement with disabled staff, students and other key stakeholders is central to the planning, development and implementation of our disability priorities.

In preparing our Disability Equality Scheme for December 2006 our intention is to involve disabled people throughout the process to ensure that their views are influential. Consultations will be set up for staff, students, visitors and other interested groups.

We will also consult with members of the Campus Accessibility Liaison Group and the forum set up for disabled students.

11. Our responsibilities

As the governing body, the University Court has legal liability for ensuring that the University complies with the requirements of the DDA. It is legally liable for the actions of the University as a whole, but also for:

• the actions of individual employees of the University in the course of their employment 
• the actions of agents, including contractors, visiting speakers, etc.

The University Court also has overall responsibility for this Policy and its implementation.

All individuals working within the University have responsibilities under the Act to avoid and to challenge the discrimination of disabled people.

All staff and students are expected to become familiar with and understand the contents of this Policy and to treat disabled colleagues, students and visitors with the same dignity and respect as non-disabled people.

12. What if something goes wrong

If you believe you have been treated in any way contrary to this Policy there are procedures in place to help you.

For students please refer to the Student Complaints Procedure:

• www.gla.ac.uk/services/senateoffice/academic/studentpolicies/studentcomplaintsprocedure/

You can also seek information and informal advice from the Disability Service:

• www.gla.ac.uk/services/disability/

For staff you can obtain advice and guidance from the relevant territorial HR manager and should refer to the University Grievance or Dignity at Work and Study Policy www.gla.ac.uk/services/equalitydiversity/dignityatwork/ or www.gla.ac.uk/services/humanresources/policies/a-g/grievance/.

Confidential informal advice can also be sought from a University Volunteer Harassment Adviser if it is a harassment issue www.gla.ac.uk/services/equalitydiversity/dignityatwork/ or from the Equality and Diversity Unit for other matters www.gla.ac.uk/services/equalitydiversity/.

The issue will be dealt with seriously and every effort will be made to ensure that discrimination is prevented from happening again.

13. Useful sources of advice and information

13.1 Glasgow University support services

Disability Service
69 South Park Avenue
University of Glasgow
G12 8LE
+44 (0)141 330 5497
Fax: (0141) 330 4562
mailto: disability@glasgow.ac.uk
Availability: 9.30 - 4.30 Monday-Friday

Student Representative Council (SRC)
SRC Welfare Advisers
John McIntyre Building
0141 339 8541
mailto: welfare@src.gla.ac.uk

Occupational Health Unit
63 Oakfield Avenue
0141 330 4538 tel
0141 330 3578 fax
mailto: ohu@admin.gla.ac.uk

Estates and Buildings Office
Tel: 330 4457
Emergency XT 6000

Accommodation Office
0141-330 4743
73 Great George Street
G12 8RR

Adult and Continuing Education
St Andrew's Building
11 Eldon Street,
Glasgow
G3 6NH, Scotland, UK
Tel: (0)141 330 1835

Library Support Services
Glasgow University Library
Hillhead Street
Glasgow
G12 8QE, Scotland, UK
Library Disability Contact Jacqui Dowd.
mailto: j.dowd@lib.gla.ac.uk
Tel:0141 330 6753.

The University Calendar contains the codes and policies under which the University operates. The University has a Dignity at Work and Study Policy and an Equal Opportunities Guide for Staff and Students. You will also find information about the University in the prospectus, the Student Handbook (which all students receive on arrival) and in School/RI/Service handbooks and guidance.

13.2 External providers of support and advice

The SKILL (National Bureau for Students with Disabilities) website (www.skill.org.uk) is a comprehensive source of information and advice for students and applicants with disabilities. The University is a member of SKILL, and SKILL Scotland's Edinburgh office can be contacted on 0131 475 2348.
Other useful guidelines can be found on the QAA (Quality Assurance Agency) website (www.qaa.ac.uk). Included is the Code of Practice for Students with Disabilities, which sets out examples of the standards and procedures which Universities might consider in relation to their provision for students with disabilities.

Dyslexia advice and support

Dyslexia Institute (Scotland)
Tel: 0141 334 4549
Address: 74 Victoria Crescent Road, Dowanhill, Glasgow, G11 9JN

Dyslexia Scotwest
Tel: 0141 333 0066
Address; 74 Victoria Crescent Road, Dowahill, Glasgow G12 9JN

British Dyslexia Association
Tel: 0118 966 8271
Adult Dyslexia Organisation
Tel: 0207 7924 9559

Mental health services and counselling

Scottish Association for Mental Health
Tel: 0141 568 7000
Fax: 0141 568 7001
Email: enquire@samh.org.uk  
Website: www.samh.org.uk

National Schizophrenia Association (NSF) Scotland
Tel: 0131 557 8969
Fax: 0131 557 8968
Email: info@nsfscot.org.uk  
Website: www.nsfscot.org.uk

Depression Alliance Scotland
Tel: 0131 467 3050
Fax: 0131 467 7701
Email: ruthl@depressionalliance.org
Website: www.dascot.org  
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Other disability specific organisations

Equality & Human Rights Commission
Tel: 0845 604 5510
Textphone: 0845 604 5520
Email: scotland@equalityhumanrights.com
Website: www.equalityhumanrights.com/

Royal National Institute for the Blind (RNIB)
17 Gullane Street
Partick
Glasgow
G11 6AH
Tel: 0141 357 3525

Royal National Institute for the Deaf (RNID)
(Scottish Main Office)
Tel: 0141 554 0053
Fax: 0141 554 5837
Textphone: 0141 550 5750

Dyspraxia Foundation
Tel: 01462 454986
Email: admin@dyspraxiafoundation.org.uk

National Autistic Society in Scotland
Tel: 0141 221 8090
Fax: 0141 221 8118

Multiple Sclerosis (MS) Society
(Scottish Main Office)
Tel: 0131 472 4106

The Epilepsy Association of Scotland
Tel: 0141 427 4911
Fax: 0141 419 1709
Web site: www.epilepsyscotland.org.uk/

14. Further reading and useful resources for students and staff

Special Educational Needs and Disability Act 2001 (Part IV Disability Discrimination Act 1995) - A Guide for Disabled Students and Learners
Reference copy available in SISS. Also available on Equality and Human Rights Commission Website: www.equalityhumanrights.com/uploaded_files/special_educational_needs_and_disability_act_2001.pdf

Students First: The Experiences of Students in Higher Education.
(Scottish Council for Research in Education, 1998)
Reference copy available in SISS. Also available on the SCRE website:
www.scre.ac.uk/resreport/rr85/index.html

Skill Information Sheets
Information and Advice on a wide range of topics for students of further and higher education with disabilities: www.skill.org.uk

Demos- Online Materials for Staff Disability Awareness
http://jarmin.com/demos/course/dyslexia/index.html

Understanding Dyslexia. An Introduction for Students in Higher Education
(Glasgow School of Art, 2000)
Available from SISS and on the SHEFC website:
www.shefc.ac.uk/publications/other/dyslexia/dyslexia.html

British Dyslexia Association Information Sheets:
A08 - FE & HE Dyslexia Awareness (2002) Guidelines for lecturers and tutors
T09 - Teacher Assessment of Dyslexic Adults (2002)
Above information sheets and others available on BDA website:
http://www.bdadyslexia.org.uk

Accessible Curricula. Good Practice for All
(University of Wales, 2002)
Available on Techdis website:
www.techdis.ac.uk/index.php?p=3_20040610031024

Teachability
Reference copy of the Teachability Report available at DS. Also available on the Internet: www.teachability.strath.ac.uk/
Talk. Actions Speak Louder than Words
Video (c 10mins) for staff development use - Raises awareness of Disability Discrimination Act and Disability issues
Available on loan from SISS. Additional copies can be requested direct from the Disability Rights Commission.

A Range of leaflets on disability related issues are available at the Disability Service office in the John McIntyre Building.