University Disability Equality Scheme (DES)

The University has revised its Disability Equality Scheme (DES) (73K pdf or 81kb Word) in October 2007 following an assessment by the former Disability Rights Commission.

If you would like to see the Disability Equality Scheme in large print or in a different format, please contact the Equalities Project Officer on Tel: 0161 247 3301.

Our Scheme is a further step in the development of a range of policies that underline our commitment to diversity and equal opportunities.

Supporting Action Plan

The Action Plan for 2006 - 2009 was developed by a working group involving senior managers who will be leading in their areas of responsibility.  The plan incorporates many of the priorities and recommendations identified through the involvement of disabled people and other stakeholders.

The Disability Equality Duty Action Planning Group consists of:

• Dean for the Faculty of Humanities, Law and Social Science (who is also Pro-Vice Chancellor Learning and Teaching and Students and Chair of the Equality Impact Assessment Team)
• Dean for the Business School
• University Registrar
• Head of Student Services
• Head of Learning Support and Disabilities
• Director of Finance
• Head of Estates Planning Services
• Head of Information Systems Unit
• Head of Development and Training (who is the lead executive officer for the DES)
• Human Resources Manager
• Equal Opportunities Officer

Action taken to involve disabled people in developing the Disability Equality Scheme

Our DES was developed through consultation and the active involvement of disabled people.  This will also be true of our Action Plan.  The DES contains, in Appendix One, a summary of the involvement of disabled people.  A more complete picture is set out here.

Students

4 focus groups were run over the summer involving 20 disabled students.  The groups were facilitated by members of the Learning Support Service, Careers Service and Equal Opportunities Officer.  Students involved were keen to meet on a regular basis to contribute to and help monitor progress against the University’s scheme.  

The Learning Support Service is currently working with the Students’ Union disability officer to arrange an initial briefing / social event for disabled students.  The University is committed to providing resources and support to help establish an active disabled student forum for January 2007.

An on-line questionnaire was posted onto the equalities pages on the website and promoted by email to all students and through the Learning Support Service.

An executive summary of findings and recommendations from the student focus groups is available.
     
Staff

80 questionnaires were returned from staff during August to November 2006.  49 (39%) were returned by disabled staff and 31 (0.8%) from non-disabled staff.

Recommendations and outstanding actions from 6 Disabled Staff Forum meetings were also incorporated into reports which fed directly into the University’s DES Action Plan.

Through the use of a staff questionnaire:

12 disabled people requested a one to one meeting with a member of the equalities team. 

14 people requested more information on the Disabled Staff Forum

26 disabled staff and 3 non-disabled staff expressed an interest in taking part in future focus groups (to look at, for example, the planning and design of accessible buildings)

17 disabled staff felt an email forum would be a useful mechanism for future involvement

The staff questionnaire was also made available on-line from the equalities pages on the website and promoted through email bulletins to all staff.

An executive summary of findings and recommendations from the staff questionnaire and Disabled Staff Forum meetings is available.

External organisations

We continue to work with The University of Manchester and Salford University to jointly involve and consult 33 local disability organisations.  These include organisations of disabled people (which are controlled and staffed by disabled people) and organisations working for disabled people.

A letter was sent from the 3 Universities in October 2006 with sample questions for organisations to consider and discuss with people using their services.  Materials have also been made available in alternative formats.

We have offered to arrange meetings and events specifically or to go along to scheduled / planned meetings held by targeted organisations.  To date 2 joint events have taken place involving Breakthrough UK and Salford Women’s Centre during November 2006.  The Equal Opportunities Officer has also had a separate meeting with The Manchester Disabled People’s Access Group in June 2006.  The range of disabled people and their organisations invited to be involved in developing our scheme is available.

The effects of involvement
The views and experiences of disabled people have informed the development and priorities identified in the Action Plan underpinning the DES.                                     

The Action Plan includes steps to counter barriers raised by disabled people through the Disabled Staff Forum, staff questionnaires, student focus groups and external consultation to date including, for example:

• Personnel Services will improve the support to disabled employees, managers and departments / units through the Access to Work Scheme by taking a co-ordinating case management role. 
• Future focus groups aimed at disabled students and staff to explore ways to improve declaration of disability (and access requirements) and develop a supportive and inclusive University culture
• To also look at how to engage /ensure the views of people who have not declared their disability are not overlooked
• Future involvement of disabled people in monitoring the University’s progress and helping to develop questions for satisfaction surveys.  This will include, for example, working with the proposed Disabled Student Forum and existing Disabled Staff Forum.

Where involvement has been difficult

The main difficulties have been in engaging with potential students and staff.   It will be important to think creatively and explore opportunities for joint working with other Universities / relevant stakeholders.

We will begin to address this in our Action Plan through for example, gathering feedback from job applicants.  One of the recommendations from an initial impact assessment of the Staff Recruitment and Selection Policy was to introduce a follow-up questionnaire (short feedback survey) for applicants at key stages of the recruitment process.  Ensuring that applicant feedback includes monitoring information broken down by equality groups will provide some details of disabled people’s experience of applying for work at MMU.  

Discussions have also taken place with for example, Chester University to undertake some joint consultation work with local Connexions Services.  This would enable us to canvas the views and experiences of young disabled people and their perceptions of higher education.   

The contribution of senior management to the process of involving disabled people

Josie Moores is the University’s lead / equality ‘champion’ for developing, implementing, reporting and reviewing outcomes against the DES and Action Plan.  Initiatives and information will continue to be supported and go out in the name of the designated management ‘champion’.  For example, future invitations to participate in focus groups to look at tackling particular barriers and in helping to assess the impact of the scheme in improving opportunities and outcomes for disabled people.

The Chair of the Disabled Staff Forum is currently the HR Director.

What can I do?

Please read the DES.  Individual copies will be sent to every staff member in September 2007 with the action plan.

• Make use of staff development events, both face to face and on line
  
• Contribute to further consultative activity – Coming soon are details of new arrangements for consultation on equal opportunities topics
  
• Play your part in helping the University to achieve its equal opportunity aims