Key information for reasonable accommodations guidelines

The University defines ‘disability’ as any physical, psychological, cognitive, or sensory impairment which, in interaction with social and systemic barriers, restricts a person's full and effective participation in university life on an equal basis with others.

University environments, including its structures, systems, processes and practices, can interact with a person’s disability, creating barriers to their participation.

Examples of such barriers include:

• Lighting that is too bright causing sensory overload
• Noisy or busy work/study environments causing fatigue
• Font that is too small for people with vision impairments
• Digital information that cannot be interpreted by screen readers
• Spaces that are too small for wheelchair access.

Reasonable accommodations remove or mitigate barriers where it is reasonable to do so.

Failure to provide reasonable accommodations may amount to unlawful discrimination and breach the Human Rights Act 1993.

People seeking reasonable accommodations should discuss their situation with the University as soon as possible. For instance, before commencing work or study, or when the need for accommodations occurs. Early contact can help ensure timely consideration and, where relevant, implementation.

The Reasonable Accommodations for Disability Policy and Reasonable Accommodations for Disability Procedures set out processes for requesting, considering, and make decisions about reasonable accommodations:

• Current staff members requesting accommodations for their day to day work should speak to their line manager or, if they prefer, Staff Diversity, Equity and Inclusion (Staff DEI), and use the Reasonable Accommodations for Disability Request Form.
• Current or prospective students should contact a Student Service - Ratonga Hauātanga Tauira, Student Disability Services (SDS) or Inclusive Learning
• Staff requesting accommodations for situations other than their day to day work should speak to a relevant point of contact at the University - as should prospective staff members, graduands, and members of University Council.

When making a request for accommodations, it can be useful to:

• Explain the reasons why you are requesting accommodations. What are the difficulties or barriers you anticipate experiencing, or are experiencing, with participating in the current environment?
• Describe any changes that you would like made or what might make things easier.
• Be prepared to discuss alternative accommodations options.

People seeking reasonable accommodations can be supported by whānau and/or others of their choosing throughout the reasonable accommodations process.

Options for staff support include:

• Staff Diversity, Equity and Inclusion
• The Employee Assistance Programme
• The Disabled Staff/Staff with Disabilities Network
• A relevant faculty or LSRI Associate Dean/Director Equity and Diversity
• Other staff members
• A relevant union delegate/organiser
• A professional association.

Students can seek support from:

• Ratonga Hauātanga Tauira, Student Disability Services (SDS)
• Inclusive Learning
• AUSA
• Te Papa Manaaki, Campus Care 
• The Auckland University Disabled Students Association.

Helpful information:

• Workbridge provides details about different disabilities and how they may affect people in the workplace
• The Australian Disability Clearinghouse on Education and Training provides advice on:
  • Specific disabilities as well as teaching and assessment strategies to assist
  •  Inclusive teaching including providing reasonable accommodations for assessment and exams. Special conditions for tests and exams are a type of reasonable accommodation. However, they have a separate process and are covered by the University’s Special Conditions for Tests and Examination Policy and Special Conditions in Test and Examinations Procedures.