Sunday, November 20, Supporting disabled students on placement. Stuart McKenna Equality & Diversity Manager The Social Model of Disability, The Disability Standard and the Disabled Staff Forum.

Models of disability – Medical Model Sunday, November 20, 20162

Models of disability – Social Model Sunday, November 20, 20163

The Social model of disability The University subscribes to the social model of disability, which recognises that it is not the impairment that is disabling, but that is society that disables people. Sunday, November 20, 20164

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Disability Standard The University subscribes to the Business Disability Forum Disability Standard. This standard recognises best practice around disability equality, both in the context of workplace and service delivery. The University currently holds a Silver Award, and is renewing in November Sunday, November 20, 20166

Two ticks – moving forward Sunday, November 20, 20167

Disabled staff forum. This is a group of disabled staff run by disabled staff and is facilitated by the Equality and Diversity Team. It aims to support disabled staff and acts as a discussion forum for relevant issues affecting the university. It also acts as a support mechanism for individuals at work. Other interested non-disabled people are able to attend the group The Chairs of the Forum attend the DEOC in order to directly report back on the experiences and priorities of their members. The forum is open to anyone, regardless of disability. To join, contact the equalities team: Sunday, November 20, 20168

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Any Questions? Sunday, November 20,

Sunday, November 20, Supporting disabled students on placement. Stuart McKenna Equality & Diversity Manager Legal Matters Who pays for placement support?

The Equality Act (2010) The Equality Act (2010) makes it unlawful to treat someone less favourably, because of a protected characteristic: Age Disability Gender reassignment Pregnancy or maternity Marriage or Civil Partnership Race Religion or belief Sex Sexual Orientation. Sunday, November 20,

Definition of Disability A disabled person is a person with a physical or mental impairment, which has a substantial and long term impact on their ability to carry out normal day to day activities. Sunday, November 20,

The Equality Act (2010) The Act makes it unlawful to treat a disabled person less favourably than a non-disabled person. The Act also makes it unlawful to treat someone less favourably because of their association with a disabled person or because of the perception that someone is disabled. Sunday, November 20,

Discrimination arising from a disability. The Act additionally makes it unlawful to treat a disabled person unfavourably because of something arising in consequence of their disability. Unless the treatment is a proportionate means of achieving a legitimate aim. Sunday, November 20,

Duty to provide reasonable adjustments The duty to make reasonable adjustments aims ensure that disabled people have, as far as is reasonable, the same access to everything that is involved in getting and doing a job as a non- disabled person. A failure to provide reasonable adjustments constitutes an unlawful act. Sunday, November 20,

Considering reasonable adjustments The Act makes it explicit that a person who is under a duty to make reasonable adjustments is not entitled to pass on the costs of compliance to the disabled person. The Act is also explicit, that the provision of materials in alternative formats constitutes a reasonable adjustment. Sunday, November 20,

Key questions for making ‘reasonable adjustments’ effective What procedures exist for liaising with the university regarding the making of ‘reasonable adjustments’ and how they will be arranged in advance of the placement, adequately financed and properly monitored? Is an action plan made to confirm that ‘reasonable adjustments’ are in place before the commencement of the placement? Are ‘reasonable adjustments’ framed in the context that disabled people don’t wish to be given ‘special treatment’ just to have a ‘level playing field? Sunday, November 20,

When considering reasonable adjustments factors to take into account include: How effective the adjustment would be in overcoming the disadvantage; How practicable it is to make the adjustment; The financial and other costs incurred by the employer and the extent of any disruption to activities; The extent of the employer's financial and other resources; The availability of financial and/or other assistance in making the adjustment; The nature of the employer's activities and size of undertaking. Sunday, November 20,

Key questions for making ‘reasonable adjustments’ effective Are the lessons learned from the ‘reasonable adjustments provided in previous placements considered in current and future pre-placement planning? What remedial actions are proposed during a placement when ‘reasonable adjustments’ have not been correctly anticipated? Where the duties and responsibilities of the University and the placement provider overlap is this interface clearly understood by all stakeholders? How do you ensure that role confusion doesn’t develop? Sunday, November 20,

Who is responsible for reasonable adjustments ? The University and the placement provider both have responsibilities and often overlapping duties to disabled students on placement regardless of whether the placement is arranged by the Academic School or by the student. The responsibility to ensure students are not disadvantaged on placement or through the finding a placement falls to the University. However the responsibility to make reasonable adjustments for disabled students on placements resides with the placement providers. This requires continuous negotiation between both parties. Sunday, November 20,

Funding for support A student on paid placement may be eligible for some support through Access to Work. Some DSA support may also be available, particularly if the placement is a compulsory component of their studies. Sunday, November 20,