“By creating we think, by living we learn” Patrick Geddes
| AREA | ACTION | INDICATOR | LEAD RESPONSIBILITY | TIMESCALE |
|---|---|---|---|---|
| 1.1 Disability Equality Functions | Identify, prioritise and assess the impact of all disability equality relevant functions, policies, practices and procedures with the involvement of disabled people. | All University functions are identified for relevance to disability equality and prioritised for impact assessment. | Equality and Diversity Working Group | By December 2007, Ongoing |
| 1.2 Committee/ Decision Making Structure | Review University committee/ decision making structure to clarify mechanisms for consideration and monitoring of disability equality issues. | Disability equality issues are routinely considered and monitored across all areas of University activity. | University Secretary, Academic Secretary | By December 2007 |
| Identify key staff and respective responsibilities. | Staff responsible for the implementation of the DES Action Plan are identified and regularly report on progress in their areas of responsibility. | University Secretary | By July 2007, Ongoing | |
| 1.3 Resource Allocation/ Financial Planning | Review resource allocation for disability equality functions and identify funding priorities. | Resources are allocated to promote disability equality and redirected as necessary to address priority areas. | University Secretary, Director of Finance, Finance and Policy Committee | By December 2007, Ongoing |
| Monitor the implementation of the DES Action Plan and review resource allocations. | Resources are allocated to ensure ongoing implementation of the DES Action Plan. | University Secretary, Director of Finance | Ongoing | |
| 1.4 Data Gathering and Reporting Systems | Review quantitative and qualitative data gathering and reporting systems for students, staff and visitors. | University data gathering systems are robust and include mechanism for analyzing both quantitative and qualitative data by disability. Specifically, data management systems enable analysis by disability in relation to 8.7, 8.8 and 8.9 above for impact assessment purposes. | Director of Registry, Director of Human Resources, Director of External Relations | By December 2007 |
| Review confidentiality and disclosure procedures for staff and students. | Staff and students are provided with repeated opportunities to disclose and this information is processed in line with data protection requirements. The University's confidentiality policies are effectively communicated to all staff. | Director of Human Resources, Equality and Diversity Officer, Head of Disability Services | By December 2007 | |
| 1.5 Communication/ Information | Review communication and information systems for staff, students, and other users of the University's services. | Communication and information systems are accessible and efficient. | Director of Information Services, Information Services Committee | By December 2008 |
| Review information available to prospective students and staff, and review information that conveys the University's public profile. | Transparent, data protection compliant procedures are available that encourage disability disclosure, and confirm purpose of data collection and University's response. The University promotes positive attitudes towards disabled people in all publications and recruitment material. | Director of Admissions and Student Recruitment, Director of External Relations, Director of Human Resources | By December 2007, By December 2009, Ongoing | |
| Raise awareness of web and electronic media accessibility and usability issues, and develop guidance for staff. | University webpages and content comply with minimum accessibility standards and take account of user requirements. | Director of Information Services, Information Services Committee | By December 2007, Ongoing | |
| Raise awareness of the DES and Action Plan with all stakeholders. | The DES and Action Plan and associated progress reports are publicised in an accessible format and shared with all stakeholders. | Equality and Diversity Working Group | By December 2007, Ongoing | |
| 1.6 IT Support and Infrastructure | Review IT support and infrastructure and identify availability and level of accessible provision, removing any existing barriers to access by disabled people. | IT support, facilities and C&IT systems are accessible and available to all staff and students, and new acquisitions and upgrades take account of accessibility requirements. | Director of Information Services, Information Services Committee | By December 2009, Ongoing |
| 1.7 Library Services | Respond to audit of library provision and services undertaken by Library Accessibility Team. | Library services are accessible to disabled users and staff are aware of inclusive practice. Alternative formats of library materials are arranged in a timely manner. | University Librarian, Library Accessibility Team | By December 2009, Ongoing |
| 1.8 Health and Safety | Review health and safety procedures and guidance to identify any barriers to access by disabled people. | The University's health and safety procedures do not create unnecessary barriers for disabled people. | Head of Safety Services, Head of Disability Services, Human Resources Committee | By December 2007, Ongoing |
| Develop guidance for staff on undertaking disability-related risk assessments. | Clear guidance is available to staff on appropriate risk assessment procedures for consideration of disability-related health and safety issues. Staff are provided with training to implement inclusive risk assessments. | Head of Safety Services, Head of Disability Services | By December 2007, Ongoing | |
| 1.9 Procurement | Review existing procurement arrangements for goods, facilities and services, including those relating to provision of teaching services e.g. external lecturers, work placement providers. | External providers of goods, facilities and services are selected on the basis of their ability to meet the University's DDA responsibilities and are provided with clear guidance on the University's disability equality requirements. | University Secretary, Purchasing Manager, College Vice Principals/ Directors, Finance and Policy Committee | By December 2008, Ongoing |
| 1.10 Research and Innovation | Review research opportunities and facilities to identify any barriers to access by disabled people. | Research opportunities and facilities are accessible and are promoted to disabled people. | Director of Research and Innovation Services, Vice Principal (Research and Enterprise) | By December 2008, Ongoing |
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