Staff capability and experience workstream

Workstream 3 of the Disability Action Plan focuses on improving staff awareness and capability to improve student experience. This workstream also seeks to maximise participation and success of disabled staff/staff with disabilities, in addition to the student-related deliverables submitted to the Tertiary Education Commission.

The Kaitaki Tautika, Kanorau, Kauawhi, Associate Director of Staff Diversity, Equity, and Inclusion, Human Resources, is responsible for this workstream. These are the deliverables and the associated tasks and achievements. The task status and next steps are updated every six months. As of July 2023, eight tasks are on track or being transitioned into business as usual. Two more tasks are reported as being behind and interventions will be put in place to help resolve issues.  One more task is due to begin later this year.

Please email all feedback and suggestions to Vicki Watson, Manager – Equity.

A sense of community and belonging

  • All staff can provide inclusive and accessible resources and services. Ways of working will be guided by Universal Design principles.
    Tracking: On track
    Status: Green, no issues identified
  • Staff in support roles recognise and apply best practice.
    Tracking: Behind
    Status: Amber, resourcing issues identified
  • Staff onboarding and professional development programmes embed disability awareness. Students and/or staff with disabilities have opportunities to inform training.
    Tracking: On track
    Status: Green, no issues identified
  • Events, communications, and marketing materials are inclusive and accessible.
    Tracking: On track
    Status: Green, no issues identified

Achievements to date

  • We identified exemplar Universal Design training opportunities. A Disability Confidence 101 course for staff, using Tertiary Education Commission resources has been designed.
  • We reviewed existing onboarding and development processes and programmes with respect to disability awareness. Work to improve inclusivity of processes and programmes has commenced under the new HR "ecosystem project", Hono.
  • We reviewed the Tertiary Education Commission’s online learning modules. We concluded that these modules are the preferred option to help embed disability awareness for staff.
  • An Equity Communications Adviser has been appointed to assist with the development of accessibility content across the staff intranet and the University's public-facing website.

Next steps

  • Continue efforts to expand Universal Design learning and materials available to staff members. 
  • Faculty of Education and Social Work will undertake an in-faculty project to map available resources and best practice for generalist, specialist, and other support staff.
  • Investigate appropriate mechanisms for sharing best practice information with staff.
  • Progress onboarding processes with a focus on ensuring disabled staff feel safe and welcome to disclose during recruitment process.
  • Explore co-design opportunities in orientation processes for new staff and embed disability awareness with staff and student stakeholders.

Maximise participation and success of staff with disabilities

The DAP submitted to TEC is focused on students with disabilities. At Waipapa Taumata Rau we also have goals for staff with disabilities/disabled staff, as outlined in this section.

  • Investigate recruitment and retention of staff with disabilities.
    Tracking: Behind
    Status: Amber, resourcing issues identified
  • Identify improvements to reasonable adjustments practices and systems. Identify improvements to administering travel assistance.
    Tracking: On track
    Status: Green, no issues identified
  • Monitor provision of reasonable adjustments. Develop a decision process that is open to challenge.
    Tracking: On track
    Status: Green, no issues identified
  • Develop and implement return to work procedures.
    Tracking: On track
    Status: Green, no issues identified
  • Promote opportunities for connection between staff with disabilities.
    Tracking: On track
    Status: Green, no issues identified
  • Promote forums with staff with disabilities to influence workplace change.
    Status: Begins late 2023

Achievements to date

  • We have reviewed existing staff policies relating to Reasonable Accommodations or Adjustments, including temporary staff parking. Further work to revise policies and procedures is expected, including working with the Office of the Pro Vice-Chancellor Equity to scope a Reasonable Adjustments Policy for the University.
  • We have reviewed the provision of the Employment Assistance Programme (EAP) with respect to disability issues and whether this adequately covers specialist provision, such as for neurodiversity.
  • We have assessed the monitoring processes for reasonable adjustments across faculties, institutes, and professional development. Further work to improve processes is expected.
  • We continue to provide case-by-case advice for return to work.
  • The HR Diversity, Equity and Inclusion team continues to support engagement for the membership of the Disabled staff/Staff with Disabilities Network.
  • We have started to investigate opportunities for recruitment and retention practices. This includes looking at the data collection processes we have in place to monitor participation and success of disabled staff.
  • We are trialling an external ADHD specialist counselling and executive coaching service. The service, Beehyve Limited, will be available to support staff referrals for a six month period. After the pilot period, the University will evaluate the need for continued ADHD services.

Next steps

  • Update relevant web pages, including temporary carparking procedures
  • Continue to investigate monitoring systems for the provision of reasonable adjustments to staff and recommend a preferred approach for adoption by the University.
  • Continue investigation of recruitment and retention practices which attract a diverse workforce.
  • Review policies affecting return to work .
  • Continued support for the Disabled Staff Network development and activities.