Disability Inclusion and Support Resources

We are working to create a campus which is accessible for everyone to enjoy and an the environment which helps all staff to perform at their very best.

Under the Equality Act 2010, a person is disabled if they have 鈥渁 physical or mental impairment [and] the impairment has a substantial and long-term adverse effect on [their] ability to carry out normal day to day activities .鈥�

Learn more and find support using the range of resources and support outlined below...

Did you know:

18% of the UK population are disabled, and approximately 80% of disabilities are hidden.

There is a 30% gap between disabled and non-disabled employment rates.

About disability

Learn more about disability in law and models of disability:

Disability in the Equality Act

The Equality Act 2010 protects people from direct and indirect discrimination, harassment, and victimisation on the basis of nine protected characteristics, including disability (as above).

Some conditions are deemed to be disabilities from the date of diagnosis, these are: HIV, Cancer, Multiple Sclerosis, and sight loss registered with a local authority or ophthalmologist.

But, there are some things which the Equality Act does not consider to be disabilities, including addiction to, or dependency on, alcohol, nicotine, or any other substance, seasonal allergic rhinitis (e.g., hay fever), tendency to set fires, tendency to steal, tendency to physical or sexual abuse of other persons, exhibitionism, and voyeurism.

Models of disability

Disability models are different ways of understanding disability which inform the approach taken to policy, identifying and raising awareness of disablism, and articulating the lived experiences of disabled people.

There are two main models for understanding disability:

The medical model suggests that people are disabled by impairments, conditions, or differences. In this model, disabilities can be fixed or managed by medical and other treatments such as medication, surgery, talking therapies, prosthetics, etc.
The social model says that people are disabled by barriers that stop them from taking part in society in the same way as non-disabled people, not by their health conditions. In this view, disability is created by an inaccessible society where everyone鈥檚 needs are not met. Barriers can be physical (e.g., buildings not having accessible toilets), the way information is communicated (e.g., video content which does not include captions), the way organisations work (e.g., inflexibility in working hours or locations), or people鈥檚 attitudes (e.g., assuming disabled people cannot do certain things).

Sources of support

Below find sources of support and peer community networks:

Adjustments: Our adjustments process helps remove or reduce workplace barriers and enable equal access to work and opportunities.

Networks: Join a disability, neurodiversity, or accessibility related staff group.

Software: We have a wide range of assistive software and productivity tools available to support staff and students.

Parking: Find car parking accessibility information, including information for Blue Badge holders.

PEEPs: A Personal Emergency Evacuation Procedure (PEEP) is a plan for staff who require assistance or special arrangements to get to safety during an evacuation.

Hearing Loops: Portable hearing loops are available in specific locations on campus for 1:1 or very small group conversations.

Wellbeing: The Staff Wellbeing Hub and Wellbeing and Student Support includes a range of sources of support to help you stay well.

Misconduct: If you have experienced or witnessed discrimination, bullying, harassment, or sexual misconduct or relationship abuse or violence, you can use Report + Support to report it anonymously or speak in confidence to an advisor about your options.

Sign up to adjustments training for managers

Our 1.5-hours, in-person adjustments training covers what adjustments are, the process, and the role managers play.

Wider work

Scroll to see work across the institution designed to foster inclusive practice and create a culture that truly thrives on difference:

Digital accessibility: Digital accessibility creates better experiences for everyone, improves productivity and efficiency, and drives innovation, collaboration, and novel solutions to meet diverse user needs.. Discover our legal requirements, why this matters, and good practice on the Digital Accessibility at Warwick webpages.

Inclusive Talent Programmes: We are identifying talent that has found itself excluded and under-represented and providing programmes to nurture that talent and establish a pipeline of diverse and inclusive leaders for today and tomorrow. Disabled staff are eligible for our INspire, Accelerate, and EmpowerUs talent programmes.

Let's Talk About Disability: The 'Let鈥檚 Talk About Disability' campaign aims to raise awareness of disability in a positive and inclusive way. Instalments celebrate different areas with personal stories and useful links and resources, including mental health, autism, D/deaf awareness, assistance dogs, and more.

Personal stories

Personal stories help demonstrate how inclusion issues manifest in everyday life and counter single stories that are often incomplete or inaccurate, challenging stereotypes and demonstrating the real human impact of these issues.

On this page you'll find personal stories from the Warwick community showcasing people's lived experiences of disability, including arthritis, endometriosis, dyslexia, fibromyalgia, mental health difficulties, and autism.

If you'd like to share a personal story to be included on this page, please get in touch at .

Read the Social Inclusion Annual Report for more about the action we're taking.

The Social Inclusion Annual Report highlights the work that has been taking place across the University over the last year, and how it is helping us to meet our Social Inclusion Strategy objectives to increase the diversity of our staff and student communities, develop an inclusive culture, and become an internationally recognised leader in inclusion.

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Social Inclusion Group