Disability and accessibility
Macquarie University aims to be an inclusive community where people with disability are welcomed, valued and supported in the workplace. We take proactive steps to ensure that our University is a destination of choice for people with disability.
Macquarie University has launched its new draft Access and Inclusion Plan 2020-2023. Developed through engagement with the Macquarie community, and in consultation with external disability advisors, the Plan builds on our progress to date and identifies actions in four key focus areas to strengthen our culture of diversity and inclusion:
- Culture: accessibility and inclusion should be meaningfully integrated within our culture, strategies, policies, processes and communications
- Access: our physical and digital environments must be accessible, safe and dignified
- Learning and Teaching: provide a stronger, more consistent and connected approach to supporting students with disability
- Employment: provide an environment that is flexible and adaptive to support individual requirements, so that all staff can progress and achieve
Macquarie University is proud to be a Silver Member of the Australian Network on Disability.
Macquarie University has the following services and resources to assist staff with disability:
Applying for a job
Macquarie University's recruitment processes are guided by the principles of equal employment opportunity and fairness to ensure the most capable candidates are selected based on merit.
We encourage applications from people with disability. If you have any specific requirements due to a disability, please discuss these with the contact person for the position.
Getting to and around the University
How to get here: Accessible public transport routes.
For information on accessible parking, paths of travel, entrances and toilets, look at the Campus Accessibility Map (PDF).
Reasonable adjustments to the workplace
Staff with disability or chronic health condition can request reasonable workplace adjustments to enable them to work effectively and participate equally.
This can range from modifying the inherent requirements of a position (where reasonable) through to modifications of the work area or equipment to be used. The adjustments may be temporary, long-term or permanent. Some examples include:
- flexible work arrangements, such as working part-time, starting and finishing later, or working from home for part of the week
- redistributing minor duties (ie not inherent requirements of a job) that a person with disability finds difficult to do
- purchasing or modifying equipment (such as voice-activated software for someone with a vision impairment, an amplified phone for a person who is hard of hearing, or a digital recorder for someone who finds it difficult to take written notes)
- providing additional training, mentoring, supervision and support
- providing an Auslan interpreter or captioning for a Deaf employee
- providing printed materials in large font size for people with vision impairment
- providing agendas in electronic formats for people who find it difficult to manipulate pages
- changes to the physical layout of an office or the purchase of specific equipment
- provision of temporary disability parking permits.
Speak to your manager and/or HR to discuss your needs.
Personal Emergency Evacuation Plans
Whether your disability or chronic health condition is of a temporary or permanent nature, it is important that you plan ahead for emergency situations and/or evacuation. Speak to your manager and/or HR to discuss developing a Personal Emergency Evacuation Plan (PEEP).
Need more help?
If you would like more information on the support available for people with a disability, contact Izzy De Allende, Workplace Equity and Diversity Coordinator, at firstname.lastname@example.org