Disability and accessibility

Our Senior Advisor, People Wellness can assist in identifying reasonable adjustments and provide you with support tailored to your circumstances. This includes, but is not limited to:

• workplace assessment
• physical access consideration
• workplace modifications
• job design/practices
• building modifications
• education of supervisors and peers/co-workers
• application of adaptive technology and assistive devices
• courtesy/disabled parking permits
• personal emergency evacuation planning
• general advice and support.

If you have any questions about the support Curtin can provide you, please contact our Senior Advisor, People Wellness using the following details.

Phone: +61 8 9266 4468
Email: people.wellness@curtin.edu.au

Often, people think that access relates only to buildings. While physical access is very important, it is only part of the picture, and the legislation requires that public authorities consider access more broadly in their Disability Access and Inclusion Plans so that people with disability are considered and included in all areas of the authority’s operations. This means that people with disability must have equitable access to:

• Services and events (e.g. library service – resource collections and IT hardware, accessible/ ACROD parking and toilets at events);
• Buildings and facilities (automatic doors, toilets, ramps, outdoor environments);
• Information (screen reading compatible software platforms; information in other formats such as Braille, large print, audio, website accessibility, interpreters when required, easy to read brochures);
• Staff with awareness and skills to assist people with disability (e.g. training in disability awareness);
• Complaints processes (making sure processes are flexible, people know about them and are supported to access them as required);
• Consultations (ensuring people with disability are able to take part in ALL consultations – not just those regarding disability issues); and also
• Employment – the University has made a commitment to improve access to employment within the University (e.g. work experience, recruitment practices, employee support and disability representation in the workplace).

Definition of disability as per the Disability Discrimination Act 1992

‘Disability’, in relation to a person, means:

1. total or partial loss of the person’s bodily or mental functions; or
2. total or partial loss of part of the body; or
3. the presence in the body of organisms causing disease or illness; or
4. the presence in the body of organisms capable of causing disease or illness; or
5. the malfunction, malformation or disfigurement of a part of the person’s body; or
6. a disorder or malfunction that results in the person learning differently from a person without the disorder or malfunction; or
7. a disorder, illness or disease that affects a person’s thought processes, perception of reality, emotions or judgement or that results in disturbed behaviour;

and includes a disability that:

1. presently exists; or
2. previously existed but no longer exists; or
3. may exist in the future; or
4. is imputed to a person

• Neurodiversity resources
• JobAccess
• IncludeAbility