Employee Access & Inclusion

The University of Notre Dame Australia is committed to fostering an equitable, inclusive and accessible workplace where all employees feel respected, supported and able to participate fully in work.

We believe that accessible and inclusive workplaces benefit everyone. Employees, candidates and managers can access information on disability, neurodiversity, workplace adjustments and the practical support available at the University. This applies across recruitment, onboarding, employment, learning and participation in workplace activities.

  • Learn about disability inclusion

    Watch the "It's not hard to be inclusive" video to learn more about disability inclusion.

    Video credit: It's not hard to be inclusive.
    Created by the Australian Disability Network.

    What disability and neurodiversity mean

    Disability is diverse and can change over time. It may include long-term physical, mental health, intellectual, neurological or sensory differences. Disability may be present from birth, acquired due to illness or accident.

    Neurodiversity is the umbrella term used to describe the different neurological ways people process information. This includes people who are neurodivergent as well as people who are neurotypical. Neurodivergent conditions can include attention deficit hyperactivity disorder (ADHD), autism, dyscalculia, dyslexia and developmental coordination disorder (DCD), also known as dyspraxia.

    These experiences are a natural part of human diversity. Many people will experience disability, injury, illness or changing support needs at some point in life.

    Not all disabilities or neurodivergent conditions affect a person’s capacity to work or perform the inherent requirements of their role. However, some employees and candidates may require adjustments or tailored supports to remove barriers and participate on an equitable basis.

    Examples of disability and neurodivergent conditions may include physical, sensory, intellectual, psychosocial, neurological or chronic health conditions, as well as autism, ADHD, dyslexia, dyscalculia and developmental coordination disorder. This is not an exhaustive list, and people’s experiences and support needs will vary.

    Sharing information about disability at work

    The University is working to create an inclusive and supportive environment where people feel safe and respected when sharing information about disability, neurodiversity or health-related needs.

    A person may or may not choose to share information about disability at work. There are many personal, cultural, professional and privacy-related reasons why someone may choose not to share this information.

    In most circumstances, a person is not required to share information about disability unless:

    • An adjustment is needed to perform the inherent requirements of the role
    • There is a genuine workplace health and safety consideration

    Where supporting information is needed, managers should first seek advice from a Senior HR Business Partner. Any request for supporting information should be coordinated through People and Culture who will guide what information is needed. Conversations will focus on the barriers being experienced, the supports that may assist, and the next steps available.

  • Workplace adjustments

    A workplace adjustment is a change to a work process, practice, environment or system that enables an employee or candidate to participate equitably and perform the inherent requirements of their role.

    Workplace adjustments help to remove or reduce barriers that may prevent a person from participating fully or performing the inherent requirements of their role. They are a regular part of creating an accessible and equitable workplace, and may involve different tools, ways of working or environmental changes depending on the person’s role and circumstances.

    Adjustments are tailored to the individual, their role and the work environment. There is no one-size-fits-all approach. What works for one person may not work for another, and adjustments may need to be reviewed or changed over time. For example, adjustments may include:

    • Recruitment: changes to recruitment practices or processes to support participation during application, screening, testing or interview stages.
    • Physical access: assistive equipment or changes to the work area, facilities or physical environment.
    • Digital access: assistive technology or changes to digital products, platforms or systems.
    • Communication: access to captioning, interpreting, plain English, alternative formats or different ways of sharing information.
    • Flexible working: changes to hours of work, work patterns, work location, breaks, scheduling or access to leave.
    • Work organisation: support with planning, prioritising, task breakdown, reminders, written instructions or project management tools.
    • Meetings and training: agendas in advance, breaks, captioning, alternative participation options or opportunities to contribute in writing.
    • Sensory environment: adjustments to noise, lighting, seating, workspace location or the use of headphones or other supports.

  • Requesting a workplace adjustment

    You can ask for a workplace adjustment at any time — during recruitment, onboarding or at any time during your employment.

    Candidates can request adjustments during recruitment by contacting the person listed in the job advertisement or the recruitment contact provided during the application process.

    If you are already employed, you can start by having a conversation with your manager. You do not need to have all the answers before raising a request. You may wish to talk about the barriers you are experiencing, what has helped before, or what might support you to do your work effectively.

    Your manager can work with you to understand your needs and support the implementation of appropriate adjustments. If they are unsure how to proceed, they can seek guidance from a Senior HR Business Partner.

    Once an adjustment is in place, you and your manager should check in regularly to confirm whether it is working well or whether changes are needed.

  • Support for carers

    We recognise that employees may have caring responsibilities for a person with disability. Caring responsibilities can take many forms and may change over time.

    The University is committed to supporting employees who are carers and to creating a workplace where people can balance work and caring responsibilities, while maintaining their wellbeing and connection to work.

    Employees who are carers can access information about:

    • Flexible work arrangements options that may help employees balance work and caring responsibilities, in accordance with the University's Flexible Work arrangements and policy.
    • Leave entitlements information about carers leave and other relevant leave options is available through the University's leave and employment policies.
    • Health and wellbeing support employees can access the University's available wellbeing and employee support services.
    • Confidential advice and support through the Employee Assistance Program employees can speak with their manager, People & Culture or the relevant support service to discuss their circumstances and understand the options available to them.

    You do not need to navigate these options alone. If you are unsure which support or pathway is right for you, contact People & Culture for guidance.

  • Guidance for managers

    Managers play an important role in creating a workplace where employees feel safe to ask for support.

    If an employee raises a request for an adjustment, managers should:

    • Listen respectfully, thank the employee, and believe their experience.
    • Focus on work-related barriers and what may help, rather than diagnose.
    • Ask what has worked before or what support may assist.
    • Explain the process, agree next steps and seek advice from People & Culture if unsure.
    • Maintain confidentiality and share information only where needed.
    • Document agreed adjustments and check in regularly.

    Managers should not assume that the same adjustment will work for every person or every role. Adjustments should be developed in conversation with the employee and reviewed over time.

    Managers are also encouraged to think proactively about accessibility in everyday work practices, rather than waiting for a formal adjustment request.

    Where an adjustment request also raises an immediate health, safety or wellbeing concern, managers should follow the relevant workplace health and safety process and seek advice from Health, Safety and Wellbeing.

    Considering adjustment requests

    The University will consider adjustment requests in the context of the person’s role, the effectiveness of the proposed adjustment, operational requirements, available resources and any relevant health and safety considerations.

    In most cases, workplace adjustments are practical, low cost and able to be implemented quickly. A request should not be declined based on assumptions about disability, cost, inconvenience or impact on others.

    When considering whether an adjustment is reasonable, relevant factors may include:

    • Whether the adjustment will assist the employee to perform the inherent requirements of their role.
    • Whether the adjustment is practical in the circumstances.
    • The cost of the adjustment and available resources.
    • The extent of any disruption caused.
    • The impact on other employees or work processes.
    • Whether external support or funding is available.
    • Any genuine health and safety considerations.

    Where there are concerns about whether an adjustment is reasonable, managers should seek advice from their Senior HR Business Partner before making a decision.

    Costs and funding for adjustments

    Some workplace adjustments have little or no cost. Others may involve equipment, technology, workplace modifications, services or specialist advice.

    The cost of implementing a workplace adjustment generally rests with the relevant faculty or department where the employee is engaged. Where appropriate, People and Culture may also explore external funding options, such as through JobAccess.

    This means employees are encouraged to raise adjustment needs so available options can be considered in support of equitable participation.

    Privacy and confidentiality

    The University will handle disability, health and adjustment-related information sensitively and confidentially, in line with the Privacy Act 1988 (Cth) and the Notre Dame’s Privacy Policy.

    Information will only be requested where it is needed to understand and support a workplace adjustment and will only be shared with people who need it for that purpose.

  • Build disability confidence and inclusive practice

    Training and resources are available to help employees build disability confidence, accessibility awareness and inclusive practice, including:

    Hidden Disabilities Sunflower

    The University has joined the Hidden Disabilities Sunflower scheme. Resources can help employees and managers build awareness of non-visible disabilities and consider simple, respectful ways to offer support.

    These include practical information about a range of non-visible disabilities, conditions and experiences, and can support inclusive conversations and accessible workplace practices.

    Explore the Hidden Disabilities Sunflower invisible disabilities index library.

  • Get support, advice and contacts

    Employees who need support with workplace adjustments or accessibility needs are encouraged to start by speaking with their manager. Managers can seek advice from their Senior HR Business Partner about responding to adjustment requests and, where specialist input is needed, People and Culture will collaborate with Health, Safety and Wellbeing or Inclusion and Engagement teams as required.

    Candidates can request recruitment adjustments by contacting the recruitment contact listed in the job advertisement or application process.

    Additional support resources

    Our Employee Assistance Program, provided by the Centre for Corporate Health, includes resources through The Resilience Box® app to support employee wellbeing. Employees and their immediate family members can also access free counselling sessions with qualified psychologists through EAP.

    Information on student disability support is available at Access and Inclusion.

Contact us

The People and Culture team is available to assist you with supporting individuals with disabilities in the workplace. You can contact us directly at:

People & Culture
P&C Service Portal

Health, Safety and Wellbeing team
Email: safety@nd.edu.au
Phone: +61 457 170 913

Senior HR Business Partner
You can also contact your Senior HR Business Partner directly.