Disability and individual needs
Find out how we can support you before, during and after the application process.
Building an inclusive environment
We want to build an inclusive environment that is welcoming and supportive, by removing barriers and encouraging full participation in all that Surrey has to offer. We are committed to ensuring that support and adjustments are available for all those with a disability as defined by The Equality Act (2010). This includes:
- Autistic spectrum conditions
- Long-term medical conditions
- Mental health conditions
- Physical disabilities (see our access guides)
- Sensory impairments
- Specific learning differences (e.g. dyslexia, dyspraxia).
Find out how we are working towards disability and neurodiversity equality at Surrey.
We encourage you to disclose any disability or medical condition at any time of your contact with the University of Surrey:
- When you apply for a job here
- When you start work here
- At any other time while employed here
Find out more about disclosing a disability or medical condition and read the specific guidance applicable for you:
The University welcomes applications from individuals with disabilities and is committed to ensuring fair treatment throughout the recruitment process. Adjustments will be made, wherever reasonable, to enable you to participate fully in the process to the best of your ability. If you are successful in your application, we are committed to helping you during your employment.
We encourage you to disclose your disabilities so that we can make the necessary adjustments to meet your needs. Whether during the recruitment process or during your employment, disclosing your disability helps us to help you.
If you wish to discuss any reasonable adjustments necessary, you can contact the recruiting department at any point in the process. Contact details will be in the job advert.
If you would like to disclose a disability/long-term health condition then you have the opportunity to do so on the pre-employment health questionnaire which is sent to the Occupational Health team.
When the Occupational Health team receive your pre-employment questionnaire, they may contact you via telephone or face-to-face to discuss your disability/long-term health condition to obtain further information.
The Occupational Health team will complete a Fit Form detailing the specific impairments (if relevant and providing you consent to this) and advise on reasonable adjustments required. Equality Act will be referenced if applicable.
If you need a specific adjustment to your working environment and if you consent, HR will use the Fit Form to inform your line manager.
If your situation requires a more complicated solution, we will refer you and/or your advocate to Access to Work. They can provide additional advice and in some cases help with the cost of an adjustment. We strongly recommend involving Access to Work as early as possible.
The HR team will arrange a workplace assessment with your line manager and with you, and this may include the Health and Safety team. For further information, refer to the workplace health needs assessment information on the GOV.UK website*.
We will ask for your consent to share relevant data before we do so. It will only be shared with colleagues who need to know.
The HR and the People, Culture and Inclusion teams will ensure that the appropriate training is in place so that your line manager can support you in your employment.
You and your manager will meet to discuss the support you will require. They will attach the OH Fit Form to your employee record including any reasonable adjustments undertaken. We will agree an action plan with you and we will also include this in your employee record.
Your line manager will implement the agreed reasonable adjustments (within six weeks of initial request) and regularly review and record:
- Appropriate funding identified
- Date of implementation
Your manager will monitor and review your adjustments and action plan with you at regular one to one meetings to ensure that the appropriate support is in place. Your manager may refer you back to OH if any significant changes in your health are identified to ensure that the appropriate support is in place.
Occupational health support is available to all employees, at the start of their employment or at any point during. OH advisers will explain support processes and key contacts.
In all cases, actions and adjustments should be recorded on the employee record to ensure that appropriate support put in place is recorded. All sensitive data will be held according to the General Data Protection Regulation (GDPR).
* The workplace health needs assessment checklist prompts HR/manager to consider whether a DSE assessment or Personal Emergency Evacuation Plan (PEEP) is required via Health and Safety or whether there are parking requirements or other support e.g. referral to the Centre for Wellbeing.
It is entirely voluntary to disclose information with regard to your disability status. However, it is encouraged to ensure the effective provision of guidance, support and protection for disabled staff so that the appropriate resources and specialist support can be identified and provided.
If you would like to disclose a disability/long-term health condition, then you can do this via Employee Self Service and by speaking to your manager or HR.
University policies and procedures
Policies, procedures and information that may be relevant:
Useful links and resources
Find contact information and websites for support services.
If you want to know more or have any questions, please email firstname.lastname@example.org.