• Section 1 - Preamble
• Section 2 - Purpose
• Section 3 - Scope
• Section 4 - Policy
• Section 5 - Procedure
• Disclosing a disability or health condition
• Assessing need and determining adjustments
• Implementing reasonable adjustments
• Reviewing reasonable adjustments
• Section 6 - Definitions

Section 1 - Preamble

(1) This Procedure is effective from 8 December 2021.

Section 2 - Purpose

(2) This Procedure documents the process for determining and implementing reasonable adjustments for a member of the University with a disability or health condition to enable them to fully participate in the University environment on the same basis as other members of the University without a disability or health condition.

Section 3 - Scope

(3) This Procedure applies throughout the University.

Section 4 - Policy

(4) This Procedure is pursuant to the Diversity, Equity and Inclusion policy.

Section 5 - Procedure

Disclosing a disability or health condition

(5) Members of the University are not required or obliged to disclose a disability or health condition; however, the University cannot make individual adjustments for members of the University who do not disclose their disability or health condition.

(6) If a member of the University thinks they require individual adjustments, they are encouraged to disclose their disability or health condition as early as possible to the relevant manager, Faculty or organisational area to assess need and recommend adjustments.

(7) Any disability or health condition disclosure will be treated confidentially in accordance with the University's Privacy policy.

(8) Advice and information on disability or health condition legislative obligations, adjustments and funding options is available:

1. for students from the Disability Resource Centre in the Division of Student Administration
2. for staff from Diversity, Equity and Inclusion.

(9) Members of the University who are unable to discuss their disability or health condition directly with the relevant manager, Faculty or organisational area can contact:

1. for students – the Disability Resource Centre, Division of Student Administration
2. for staff – Diversity, Equity and Inclusion.

(10) A member of the University with a disability or health condition can bring a support person to any meeting about their disability or health condition-related adjustments.

Assessing need and determining adjustments

(11) To assess need and recommend adjustments that are required and reasonable, the relevant manager, Faculty or organisational unit, and the member of the University with the disability or health condition will consider:

1. the individual's description of their disability or health condition and their views on adjustments
2. current documentation from the individual's relevant health care professional about their disability or health condition, including the impact of the disability or health condition on their ability to participate in the University environment and any recommendations for adjustments
3. the inherent academic, work or role requirements
4. the effect of the adjustment on the individual with a disability or health condition, including the effect on their ability to:
   1. meet the inherent academic, work or role requirements; and
   2. participate fully in the University environment
5. any implications of the proposed adjustment on anyone else including other members of the University
6. the cost, if any, and the benefits of making the adjustment.

(12) The relevant manager, Faculty or organisational unit will determine the reasonable adjustment to be implemented.

Implementing reasonable adjustments

(13) The relevant manager, Faculty or organisational unit will document the individual reasonable adjustment and make details available within a reasonable period to:

1. the member of the University with the disability or health condition; and
2. the relevant person, Faculty or organisational unit involved in the implementation of the adjustment.

(14) The relevant manager, Faculty or organisational unit must implement any reasonable adjustment in a timely manner.

(15) The relevant manager, Faculty or organisational unit required to implement the adjustment is responsible for any costs associated with the adjustments. The relevant manager should contact Diversity, Equity and Inclusion if the adjustment exceeds the resources of the cost-centre.

Reviewing reasonable adjustments

(16) Individual reasonable adjustments are reviewed annually or as required by the member of the University with the disability or health condition or the relevant manager, Faculty or organisational unit.

Section 6 - Definitions

(17) For the purpose of this Procedure:

1. adjustment: as defined in the Diversity, Equity and Inclusion policy.
2. disability: as defined in the Disability Discrimination Act 1992 (Cth) and includes physical, intellectual, psychiatric, sensory, neurological and learning disabilities, physical disfigurement and the presence in the body of disease-causing organisms. It also includes conditions which are permanent or temporary, conditions that people have now, had in the past, may have in the future or which they are believed to have. It also includes people who care for people with disability or health conditions.
3. member of the University: any person within section 4(3) of the Deakin University Act 2009 (Vic) and includes the University Council; staff, graduates; students; emeritus professors of the University and, for the purposes of this procedure, includes students who are enrolled in one or more units, prospective students and staff.
4. reasonable adjustment: an adjustment that balances the interests of all parties affected and does not cause the University unjustifiable hardship as defined in the Disability Discrimination Act 1992 (Cth).