EDI | Disability Support Frequently Asked Questions

You can access a full library of internal and external resources relating to disability here in the Disability Resource Hub. 

The term ‘disability’ includes a wide range of conditions. The legal definition of disability is stipulated in the Employment Equality Act 1998 and Equal Status Acts (2000) as amended:

“the total or partial absence of a person’s bodily or mental functions, including the absence of a part of a person’s body, the presence in the body of organisms causing or likely to cause, chronic disease or illness, the malfunction, malformation or disfigurement of a part of a person’s body, a condition or malfunction which results in a person learning differently from a person without the condition or malfunction, or a condition, illness or disease which affects a person’s thought processes, perception of reality, emotions or judgement or which results in disturbed behaviour.”

The Acts also covers people who have long-term disabling conditions which may get worse over time, as well as people who used to have a disability but do not have it any more. A disability that previously existed but no longer exists, or which may exist in the future or which is attributed to a person, is also recognised by DCU.

Not all disabilities are visible. DCU acknowledges the equal rights of people with hidden disabilities. The same disability can vary in its severity and affect people very differently. While some people with disabilities may require personal assistance and/or equipment, others will not need specialist help and so every person with disabilities will be supported as an individual. 

The use of stereotypes is not acceptable and can lead to discrimination. Assumptions will not be made about the impact an impairment has on a staff member with disabilities. A conversation should take place with HR before any impact can be identified and appropriate support should then be put in place if required.

Consideration of any question concerning the employment of a person(s) with disabilities will proceed from a position of presumed ability until otherwise demonstrated.

If you have a disability and would like support in the workplace, you can follow these steps 

Step One: Familiarise yourself with the Disability Policy for Employees and the Disability Toolkit. 

Step Two: Fill in the Disability and Work Self Audit Checklist to reflect on how your disability affects your work and to identify what support could help you thrive.

Step Three: Organise to meet with your line manager to discuss the next steps.  

You can access the step by step process for seeking support in the Disability Policy Toolkit. Here you can find information about disclosure, requesting reasonable accommodations and how to prepare yourself for meeting with your line manager. 

You can find a full outline of your responsibilities and where to access support here in the Guidance for Line Managers. This guide provides line managers with information on how to support colleagues with a disability in the workplace, including how to support the process for accessing any reasonable adjustments or accommodations employees may need to carry out their role.

As a line manager, your responsibilities under this policy include educating yourself on your duties regarding human rights, equality, and diversity , and actively promoting a culture that is free from all forms of discrimination. You must maintain confidentiality regarding the disclosure of a disability and take appropriate action on any requests for support or reasonable accommodations, as failure to act is a breach of the policy. Furthermore, you are required to participate in relevant DCU training , actively consider the policy's ambition to encourage the recruitment of people with disabilities when preparing role profiles and engaging in the recruitment process , and help ensure your employees are aware of the policy's content.

You can find all the information relating to reasonable accommodations including how to avail of them of what they include here in the Reasonable Accommodations Procedure. 

Reasonable accommodations refer to adjustments or modifications made in the workplace to provide equal opportunities and accessibility for individuals with disabilities. These accommodations aim to level the playing field, enabling employees to perform their job duties effectively and participate fully in the workplace.

Although many people with disabilities do not require any reasonable accommodation at work, some individuals may require support or equipment to support them in their role. For the purpose of this document, reasonable accommodation may be an action that helps reduce a substantial disadvantage. 

Many successful reasonable accommodations are simple, low-cost, or even cost-free. In many cases, accommodations often involve minor adjustments rather than significant financial investments. Some simple examples of reasonable accommodations are included below.

In some cases, reasonable accommodation may involve the reassignment of tasks. When considering the reassignment of tasks as a form of reasonable accommodation, managers should begin by identifying the essential functions of the role and assessing which tasks may be flexible or non-essential. Reassignment of duties, particularly those that pose a barrier due to the employee’s disability, may be reasonable where it does not place a disproportionate burden on the team or the University. Any reassignment should be informed by an individualised assessment, involve consultation with the employee and the People Partner, and be reviewed regularly to ensure continued appropriateness. It is also important to document any operational impact and ensure that decisions are made fairly, transparently, and in line with the principles of equality and inclusion.

Please Note: Reasonable accommodation does not include any treatment, facility, or item that you might ordinarily or reasonably provide for yourself, for example, a wheelchair or reading glasses.

Yes. DCU employees wishing to request a reasonable accommodation will be asked to provide appropriate medical evidence from a medical professional to confirm their disability / nature of their disability. 

In order to help ensure that the best support is provided and that DCU is providing appropriate accommodations, the University may seek additional advice from its occupational health provider and other health professionals as deemed necessary.  This is to ensure that all identified needs are met and employees are fully supported. 

Conditions and diagnosis are uniquely experienced by each individual. DCU People will work with you to identify any necessary documentation from an appropriate medical professional (GP, Consultant or a professional named within the Health and Social Care Professionals Act 2005) to support your reasonable request.  

DCU may use its occupational health provider to help ensure that all identified needs are met and employees are fully supported . 

In order to help ensure that the best support is provided and that DCU is providing appropriate accommodations, the University may seek additional advice from its occupational health provider.  This is to ensure that all identified needs are met and employees are fully supported. 

If you are asked to speak to the University’s occupational health provider, this is to help ensure that the best possible understanding of your needs has been achieved and that DCU is enabled to support you in an informed manner. This is standard practice and is intended to ensure that all needs are appropriately met. 

You can read about the disclosure process in full here in the Making a Disclosure procedure 

You have no obligation to disclose if:

• There is no impact on your job or the work environment
• You do not require any accommodations to the workplace
• You do not need any changes to the organisation of your work
• You do not wish to, and there are no health & safety implications

You do have a legal obligation to disclose if:

• Your disability presents a health and safety hazard or risk in the workplace; you are obliged to disclose – as you have a duty of care to yourself and others.