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Quality People

University Strategic Plan:

To strengthen the University of Melbourne as an institution of preference for outstanding students and staff from Australia and around the world.

Disability Related Issues:

Students

Increasing participation of students with disabilities

The University of Melbourne consistently out-performs national indicators for the participation of students with disabilities. The University has set ambitious targets for improved access for students from disadvantaged backgrounds that may require review of current application and selection procedures.

Staff

Staff Recruitment and Selection

The University of Melbourne employment strategy has been to develop fair, open, consistent recruitment practices with strong incentives for outstanding people to perform at the highest levels. Fundamental to this approach is to ensure that the principles of equity and merit are entrenched in all human resources policies.

Support

The University is committed to assisting its staff and students to realise their full potential, and recognises that additional disability-specific professional development opportunities will assist staff to deal appropriately with disability-related issues.

Goals and Targets

1.1 Increase educational opportunities for students with disabilities:

	Strategy	Method	Measure	Timeframe	Responsibility
1.1.1	Selection criteria for undergraduate course applications include consideration of prior educational disadvantage.	Selection Procedures Committee to review selection processes utilised when reviewing applications from students with disabilities.	50% increase in the enrolments of students with disabilities by 2007.	2004 and continuing	Manager, Admissions.
1.1.2	Access Scholarships are awarded to students with disabilities, taking into account prior educational disadvantage.	Guidelines developed to assist selection staff in assessing the educational disadvantage experienced by students.	Access Scholarship guidelines completed.	2004 and continuing	Manager, Undergraduate Scholarships
1.1.2			Access Scholarship guidelines completed.	2004 and continuing	Manager, Disability Liaison Unit

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1.2 University policy and practices meet statutory and regulatory requirements relating to employment of people with disabilities.

	Strategy	Method	Measure	Timeframe	Responsibility
1.2.1	Human Resources policies and procedures, including Equal Opportunity, Discrimination, Recruitment and Selection, and Academic Promotion, comply with legislation and best practice in relation to the recruitment and employment of people with disabilities.	Human Resources policies and procedures reviewed and updated regularly in light of legislative change and best practice in equal opportunity and disability employment.	Benchmarking of best practice conducted and informed policy change.	Continuing	Equal Opportunity & Discrimination Policies
			Policies reflect current legislation.	2004	Equal Opportunity Coordinator
			Policies updated and meet best practice standards	Continuing	All other Human Resources policies
					Manager, Client Services (Human Resources)
					Manager, Workplace Relations
					Manager, Staff Equity & Development
1.2.2	Human resource measures that enhance the employment experience and prospects of staff with disabilities identified and implemented.	Flexible work options developed and revised in light of legislative changes and best practice.	Flexible work policies and options in place and promoted to staff and managers.	Continuing	Manager, Client Services (Human Resources)
		Flexible work policies provide guidance for decision-makers in relation to equal opportunity law.	Data and feedback from staff indicate that flexible work options are accessible and meet the needs of people with disabilities.	Continuing	Manager, Risk Management
		Training and advice provided to academic and general staff managers and staff on flexible work arrangements and reasonable accommodations.	Guidelines on 'reasonable accommodations' for staff with disabilities developed and promoted widely.	2004	Manager, Workplace Relations
			Data and feedback from staff indicate that reasonable accommodations for people with disabilities have been made.	Continuing	Manager, Staff Equity & Development
1.2.3	Policy and procedures affecting the recruitment and employment of people with disabilities are readily accessible to staff and managers.	Policy and procedures available in written and web-based formats.	Policy and procedures available in written and accessible web-based formats.	Continuing	Manager, Client Services (Human Resources)
		Staff and managers informed of changes to entitlements, obligations and procedures.	Managers and staff informed of changes to policy and procedures.	Continuing	Manager, Staff Equity & Development
		Equal opportunity, discrimination complaints and flexible work policies and procedures promoted to staff and managers at workshops, briefings and training.	Data and feedback indicate that staff and managers are aware of their rights and obligations under relevant policies and procedures.	Continuing
			Data and feedback indicate that policies and procedures are accessible and utilised.	Continuing
1.2.4	Recruitment and Selection Committees have expertise in equal employment and anti-discrimination policy and legislation.	Recruitment and Selection training includes equal opportunity and anti-discrimination policy and legislation.	Training promoted and conducted for academic and general staff and attendance levels maximised.	Continuing	Vice Principal (Human Resources)
		Recruitment and Selection training includes specific discussion of legal obligations in relation to the recruitment of people with disabilities.	Monitoring indicates that selection committees are compliant with the Selection Policy training requirement.	Continuing	Manager, Staff Equity & Development
		Policy requirements relating to the training of Recruitment and Selection Committee members implemented and monitored.	Feedback and data indicates that applicants with disabilities are provided with equal opportunity and reasonable accommodation in recruitment and selection procedures.	Continuing	Manager, Client Services (Human Resources)
1.2.5	Academic Promotion panels have expertise in equal employment and anti-discrimination policies and legislation.	Guidelines provided to staff participating in academic promotion panels, and include equal opportunity and anti-discrimination policy and legislation.	All promotion panel members provided with guidelines outlining policy and best practice in the employment and promotion of staff with disabilities.	2003	Deputy Vice Chancellor (Students and Staff)
		Policies and guidelines reviewed and updated to ensure equal opportunity and best practice in academic promotion procedures.	Equal Opportunity Observers attend academic promotion panel meetings.	Continuing	Equal Opportunity Coordinator
		Equal Opportunity Observers for promotion and confirmation proceedings appointed and briefed.	Feedback from EO Observers collected and informed policy change.	Continuing	Manager, Client Services (Human Resources)
		Feedback from Equal Opportunity Observers informs the revision of promotion policy and procedure.	Feedback from Equal Opportunity Observers and data on appeals and complaints indicate that applicants for promotion are provided with equal opportunity and reasonable accommodation.	Continuing	Manager, Client Services (Human Resources)
1.2.6	New staff are made aware of their rights and responsibilities in relation to equal opportunity and disability discrimination.	Staff orientation programs provide information about the University's equal opportunity and anti-discrimination policies and procedures.	Equal employment opportunity and anti-discrimination information included in University-wide orientation programs and materials.	Continuing	Staff Development Program Coordinator
1.2.6		Staff orientation programs provide information on services available to assist staff with disabilities.	Anti-Discrimination Advisers participate in Department orientation programs for new staff.	Continuing	Equal Opportunity Coordinator
1.2.7	University leaders, managers and supervisors are made aware of their rights and responsibilities in relation to equal opportunity and disability discrimination.	Professional development programs for academic and general staff managers provide information on equal opportunity and anti-discrimination policies and procedures.	Equal employment opportunity and anti-discrimination information included in management development programs including Performance Development training.	Continuing	Manager, Staff Equity & Development
		Briefings and information sessions provide academic and general staff managers with information and training on their legal obligations under state and federal Equal Opportunity legislation.	Disability employment guidelines for managers developed and promoted widely.	2005	University Compliance Officer
		Guidelines for academic and general staff managers provide guidance on disability employment matters and managing discrimination complaints.	Equal Opportunity Briefings on equal opportunity, discrimination, and disability employment are held and attended by managers and senior staff.	Continuing	Equal Opportunity Coordinator
		Guidelines provided to academic and general staff managers responsible for performance development and management include Equal Opportunity information on reasonable accommodations and best practice in disability employment.	Complaints data and feedback from managers and staff indicate that training and guidelines are meeting the needs of people with a disability and their managers.	Continuing	Equal Opportunity Coordinator
1.2.8	Staff responsible for the revision and development of policy and procedures are aware of their responsibilities in relation to equal opportunity and disability discrimination.	Information on indirect discrimination available to relevant staff.	Written and web-based information available on indirect discrimination.	2003	Equal Opportunity Coordinator
		Advice provided on existing and drafted policy in relation to the potential for indirect discrimination.	Briefings and training on disability discrimination include indirect discrimination.	Continuing	University Compliance Officer
			Complaints data and feedback from managers and staff indicate that guidelines and advice are meeting the needs of people with a disability and policy developers.	2003
1.2.9	Support and advice is available to staff and students with concerns of disability discrimination.	A network of staff trained as Anti-Discrimination Advisers is maintained.	New Advisers undertake compulsory training.	Continuing	Equal Opportunity Coordinator
		Anti-Discrimination Advisers provided with ongoing training on issues relating to disability discrimination.	Existing Advisers undertake ongoing training and are provided with case related support.	Continuing
		Issues dealt with by the Advisers monitored and statistics maintained and reported to the EEOC and HRC.	Issues dealt with by the Advisers monitored and statistics maintained and reported to EEOC and HRC annually.	Continuing
			Case data and feedback from staff indicate Discrimination Complaints Policy and Procedures, and the Advisers Network, are meeting the needs of people with concerns of disability discrimination.	Continuing
1.2.10	Assessment of accommodation needs is available to staff with a disability.	Academic and general staff managers, and staff informed of services available for workplace assessments.	Data and feedback from staff indicate that workplace assessments are conducted and reasonable accommodations made.	Continuing	Manager, Risk Management Office
1.2.10		Applicants for advertised positions informed of services available for workplace assessments.	Information is available to job applicants and Recruitment and Selection committee members on workplace assessment services.	Continuing	Manager, Client Services (Human Resources)

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1.3 Support for staff in their responsibilities for students with disabilities is provided.

	Strategy	Method	Measure	Timeframe	Responsibility
1.3.1	Staff with responsibility for dealing with student concerns of disability discrimination have appropriate expertise.	Anti-Discrimination Advisers and Harassment and Discrimination Contact Officers are provided with ongoing training on legislation and policy relating to the management of disability discrimination issues concerning students.	Training provided to Advisers and Contact Officers.	Continuing	Equal Opportunity Coordinator
		Guidelines on responding to disability discrimination concerns developed.	Advisers and Contact Officers provided with case-related support.	Continuing
		Staff provided with training in disability discrimination and responding to questions, concerns and complaints from students.	Guidelines for academic and general staff managers on direct and indirect discrimination developed and available in written and web-based formats.	Completed in 2003
			Induction training for new staff and briefings for existing staff include discussion of responsibilities and legislative framework in relation to disability discrimination.	Continuing
			Case data and feedback from staff and students indicate that the internal Discrimination Complaints Policy and Procedures, and the Advisers' Network, are meeting the needs of students with disabilities.	Continuing
			Reduced number of complaints to HREOC and the Victorian EOC.	Ongoing

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Academic Enrichment ServicesDisability Liaison Unit

Menu

Quality People

Students

Increasing participation of students with disabilities

Staff

Staff Recruitment and Selection

Support

Goals and Targets

1.1 Increase educational opportunities for students with disabilities:

1.2 University policy and practices meet statutory and regulatory requirements relating to employment of people with disabilities.

1.3 Support for staff in their responsibilities for students with disabilities is provided.

Academic Enrichment Services
Disability Liaison Unit