Encouraging disability disclosure: A message from our Director of Inclusion

Ahead of Neurodiversity Celebration Week, I wanted to highlight an upcoming change to the way we ask for your sensitive information.

Disclosing a disability can feel daunting, and it’s natural to have concerns about stigma, privacy, or how the information will be used. What is also true is that everyone is different – and there are those that may be comfortable with the term ‘disability’ and those that may not identify with that term but still need support for long term conditions. Therefore, changes have been made to HR Organiser to ensure we are more inclusive and that our equity, inclusion and diversity (EDI) initiatives and policies reflect our community’s needs.

Our new sensitive information question, for example, includes the term ‘long term condition’ in addition to ‘disability’. Our new HESA question asks: ‘Do you have an impairment, health condition or learning difference that has a substantial and long-term impact on your ability to carry out normal day-to-day activities?’ and provides up to nine options for you to choose from.

Disclosure of your support and accessibility needs is a powerful step towards ensuring your needs are met and that you have access to the support you deserve. It also helps our institution understand the diversity of our community and ensures we meet our obligations under the Equality Act 2010.

Under the Equality Act 2010, a disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities. This includes conditions that:

• Have lasted or are likely to last for at least 12 months.
• Are likely to last for the rest of your life.

Disabilities can take many forms, from physical impairments to mental health conditions or invisible disabilities like chronic illnesses or neurodivergence. Remember, “substantial” means more than minor or trivial, and “long-term” ensures temporary issues aren’t confused with disabilities.

By disclosing your support and accessibility needs, you not only ensure they are recognised but you also help us improve how we support everyone.

What happens when you disclose?

When you disclose your disability, the information is handled with care and sensitivity. This information is not accessible by members of your department, and anonymised data only is used to inform reports on important issues like pay gaps and recruitment. It also allows us to:

1. Provide general access and disability support: In the past this has included things like the reasonable adjustments passport, assistive technologies, or ensuring appropriate workplace accommodations are possible.
2. Improve accessibility: Knowing our community’s needs allows us to address gaps in our services and facilities so we can create a more inclusive campus.
3. Foster understanding: Awareness of disability diversity among staff and students helps our Inclusion team create training and initiatives that challenge stereotypes and create a culture of respect.

Why your voice matters

According to the HESA, collecting disability data is essential for tracking progress toward equality. Your disclosure enables us to:

• Advocate for more inclusive policies and practices.
• Ensure compliance with equality monitoring standards.
• Strengthen the case for funding and resources to support disability inclusion.

The HESA coding system acknowledges the variety of disabilities, from specific impairments to multiple conditions. By contributing to this data, you’re helping paint an accurate picture of our community’s needs.

Addressing common concerns

“What if my condition changes?”

You can update your disclosure at any time. If your condition improves or worsens, simply let us know, and we’ll adjust your support accordingly.

“Who will see my information?”

Your disclosure is treated sensitivity and shared anonymously for data purposes.

“Will I face discrimination?”

The Equality Act 2010 protects you from discrimination based on your disability. Our commitment is to create a safe space where everyone can flourish without fear.

How to disclose

1. Go to HR Organiser.
2. Click on 'View Profile' in the top left corner.
3. Go to ‘Sensitive Information’ in the Confidential Information section.
4. Select the options that apply to you.
5. Save your updated information.
6. Click ‘Back to Personal'.
7. Click on the ‘Employment’ tab.
8. Select ‘View or amend your HESA details’
9. Select the options that apply to you.
10. Save your updated information

Celebrating neurodiversity and Inclusion

As we mark Neurodiversity Celebration Week, it’s important to recognise that diversity in thinking and learning styles strengthens our University community. Neurodivergent individuals—including those with autism, ADHD, dyslexia, dyspraxia, and other cognitive differences—bring unique perspectives and talents that enhance our academic and workplace environments.

By disclosing your neurodivergence and/or other long-term impairments or differences, you help foster an environment where learning and working styles are acknowledged, understood, and accommodated. This not only benefits individuals but also enriches our collective experiences as a University committed to inclusion.

To further support neurodivergent staff and students, we encourage you to explore our Neuro-inclusion Support resources, which offer guidance, adjustments, and tailored support. You can find more about neuro-inclusion in the workplace on our Staff Directory.

Neurodiversity Staff Support Forum Chair, Rachel Watson, is also available to join team meetings across March and April to speak about neurodiversity – what it is, her experiences and answer any questions.

Last year, many teams in Central Finance heard her presentation and had positive engagement and feedback on this session, and this year she has already delivered talks to two different teams.

If you would like to invite her to a team meeting, then please email rw20406@essex.ac.uk to organise directly with her.