ÅÝܽ¶ÌÊÓƵ

• Back to previous menu
• Equality, Diversity and Inclusion (EDI)
• • Athena Swan
  • Race Equality
  • Bullying and Unconscious Bias
  • Disability in ESW
  • LGBTQ+ in ESW

Disability in ESW

Disability and the key principles of inclusive practice

A disabled person is defined in the Equality Act 2010 as someone with "A physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities." A wide range of physical, mental and sensory impairments are covered under this definition. 

In ESW, we support the view that what really disables a person are not the impairments they have, but the physical, organisational and attitudinal barriers society creates by failing to take into account the requirements and aspirations of that person. We are also aware that the term ‘disability’ could include a range of medical conditions, specific learning difficulties, neurodivergence such as autism, and mental health needs; we are sensitive towards these individual circumstances.

We are a "Disability Confidence Leader"

. This is the highest of the three tiers of the Disability Confidence scheme and an important milestone in the University's disability equity and inclusion work. 

Workplace Adjustments

are specific to an individual’s needs, their role and location. We believe it is important that managers work proactively with their staff to discuss and agree any adjustments which may be needed.

General Wellbeing

Visit the staff Wellbeing Hub for information and signposting to support your general wellbeing, including details of the University's Employee Assistant Programme (EAP). 

Support for staff

As a member of staff in the School of Education and Social Work with a disability or a long-term health condition, there is a wide range of support and adjustments available from various sources. Your immediate line manager can provide you with information on disclosure and support and also there to speak to you. They can also discuss the reasonable adjustments required to enable you to feel fully included within ESW, and will provide access to an Occupational Health assessment where necessary. In addition, the Flexible Sussex policy ensures that everybody is included in everything we do and providing a flexible working environment. Flexible working can be used as a tool to assist those with disability and impairment find a way into the workplace and to succeed and progress in the organisation. An overall ethos of flexibility ensures that accessibility can be addressed inclusively rather than as a special arrangement. Please do speak to your line manager to arrange flexible working if you feel you need this arrangement.

Support for students

The School of Education and Social Work (ESW) is an inclusive learning environment in which we aim to ensure that all students can study as independently as possible. If you have a disability, consider yourself to be disabled, or have a long-term health condition, you can contact the School's Directors of Student Experience,  and  [eswdose@sussex.ac.uk] for help and signposting.

You can also contact  who have a team of specialist Disability Advisors and administrators. They can also provide confidential information and advice to current and future students on disability-related study and accessing disability-related funding.

Confidentiality

Whether you are a member of staff or a student, all enquiries are dealt with in a sensitive and respectful way. Information about a disability, impairment, or a long-term health condition is considered sensitive personal data which is therefore covered under data protection legislation.

Any information shared is kept confidential, unless a person is considered to be at risk and in need of protection.

Key principles of inclusive practice

1. Disability is not synonymous with impairment (see point 3).

2. Ableism is a discrimination and social prejudice against people with impairments and with the belief that typical abilities are the norm and superior.

3. Disabled people are disabled by society, or more specifically by how the workplace is designed and how people performed within them. 

4. The emphasis of equality should not be equality of opportunity but equality of outcome. It should be expected that some individuals will receive more support than others, so we can all function equally, because the outcome is more important than the division of resources.

5. Equality, in the workplace, is defined in the Equality Act 2010, but it should not be limited to this. ‘Reasonable adjustment’ is a mechanism to aid a decision-making process as required by law but the university could explore additional opportunities to facilitate an inclusive environment as needs and resources permit.

6. Revealing one’s needs is not the same as revealing one’s impairments.

7. Each disabled person has their own self-representation of their labels and needs.

8. Disabled people are also a collective group with a shared narrative and a shared identity.

9. The disabled self is not a separate entity; the persona is informed, shaped and empowered by their lived-experiences.

10. Disabled people are intersectional and may present many identities to varying levels of emphasis and with blurred lines.

*These principles were created by the academic lead for disability at the ÅÝܽ¶ÌÊÓƵ and then approved by the Staff Disability Network and the Disability, Equality and Inclusion Steering Group.

Resources, support and networks

• Edited by Nicole Brown and Jennifer Leigh,  theorises the experiences of disabilities and chronic illnesses in higher education.
• For information on access to all buildings on our campus, you can visit  for comprehensive and up-to-date access guides to help you plan your visit.
• The ÅÝܽ¶ÌÊÓƵ has Dignity Champions who can provide confidential, informal and independent advice.
• The University of Sheffield provides information and guidance on supporting , particularly pertinent in these time when we are working differently.
• The Staff Disability Network is for members of staff who have a disability. The network meets termly and seeks to raise awareness across campus. You do not need to disclose your impediment, and can either be an active member, or stay informed with the work happening in the University around disability. Members can be as involved or not as they choose. If you would like to join the network or would like further information, you can contact the network by emailing staffdisabilitynetwork@sussex.ac.uk. Naomi Harris, Student Experience Officer in the School of Media, Arts and Humanities (MAH), leads this network.
• ESW held an event in April 2021 at which students shared their experiences of being a disabled student. Some of the information and advice in the event presentation may be helpful to disabled staff and students or those supporting them. If you are a disabled student in ESW, you can also contact Disability Advice or your Academic Advisors for support.
• Disabled Talk amassed a lovely selection of poetry under the theme, , for a poetry competition intended to inspire and proke. The website also contains disability related news and interviews with experts and commentators.