Disability

What is a disability?

The Equality Act 2010 defines disability 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”. In other words, disability is any physical, mental, sensory, or cognitive difference that can affect how someone interacts with their environment.

Disability is a protected characteristic, and employers have an obligation to reduce discrimination of workers with disability and make reasonable adjustments so they can better contribute at work.

Visible and non-visible disabilities

Some disabilities are visible — like using a wheelchair or a guide dog. Many others are non-visible (sometimes called hidden). Others are hidden, like These can include chronic pain, autism, mental health conditions, specific learning difficulties and neurodevelopmental conditions. Non-visible disabilities are not always immediately apparent, but they can have a significant impact on daily life and work. People with non-visible disabilities are entitled to the same understanding, respect, and workplace adjustments as those with visible disabilities.

Neurodivergence

Neurodivergence is a term that describes natural variations in how people’s brains work. It includes, for example, autism, ADHD, dyslexia, dyspraxia, Tourette’s, and other neurodevelopmental differences. The concept of neurodivergence challenges the idea that there is a single “normal” or “typical” way of thinking, learning, or communicating. From the UCL QS IoN perspective, ideas of “normal” and “typical” are culturally constructed and shaped by social norms and expectations. Some neurodivergent people identify as disabled, while others do not. In workplace and legal contexts, neurodivergent conditions may be considered disabilities under the Equality Act 2010 if they have a substantial and long-term impact on day-to-day activities. We recognise and respect both perspectives and aim to create an inclusive environment that values different ways of thinking and working.

•Regardless of whether the disability is visible or non-visible, or whether someone identifies as disabled or neurodivergent, it is important to treat everyone as an individual. Disabled and neurodivergent staff and students bring unique perspectives, skills, and talents that enrich any team.

Reasonable adjustments are arrangements or adaptations made to remove barriers and support disabled and neurodivergent staff and students to participate fully.

Reasonable adjustments for staff:

•How to request reasonable adjustments

•Examples Of Reasonable Adjustments: Some examples of common reasonable adjustments might include provision of electronic aids or modifying equipment or making adjustments to premises.

•Training for line managers: Supporting staff with reasonable adjustments

•Access to Work grant: Access to Work is a UK government scheme that provides tailored practical and financial support to help people with physical or mental health conditions or disabilities get or stay in work. You can apply for Access to Work as soon as you have a confirmed job start date or are returning to paid work, and it’s best to apply before you start or soon after so support can be arranged in good time. Applications made ahead of a start date are often prioritised (you may apply 12 weeks before start date).

• UCL Fund for Staff Reasonable Adjustments: UCL has introduced a central budget to support staff reasonable adjustments, reducing cost pressures on departments and improving timely access to support for Disabled and Neurodivergent staff. Departments can apply for reimbursement (with prior EDI approval) for approved adjustments—typically up to £1,000 combined. Standard equipment, building works, and items covered by Access to Work are excluded. The scheme will run as a trial until July 2028.

Reasonable adjustments for students:

•How to apply for reasonable adjustments and adjustment examples

•Disabled Students’ Allowance (DSA): DSA is a non-repayable support grant to help cover study-related costs because of a disability or long-term health condition. UK undergraduate and postgraduate students can apply, and the support is tailored to individual needs.

Accessible spaces

•Estates Access Guides: These guides will tell you about the accessibility of UCL buildings.

•Mycampus: A clean and safe environment benefits everyone — staff, students, and visitors alike. For those with disabilities, it’s not just important — it can be essential. Accessible spaces and tailored adjustments ensure everyone can work, learn, and participate fully. Request for maintenance, repair, cleaning, setting up for an event, or moving, and access UCL's buildings register via MyCampus

•Personal Emergency Evacuation Plans and Accessible Fire Safety: Each department at UCL must ensure everyone can evacuate the building safely in the event of an emergency.

Visual accessibility

•Creating accessible content: specific resources are provided that can help in creating a more accessible content for websites, presentations, word documents and other commonly used online tools.

Learning

•Staff and Line Managers guidance on neurodiversity

•Non-visible disabilities index

•Accessibility Training Videos

Staff Networks:

•Enable@UCL

•Neurodivergent Staff Network

•Disability Equality Steering Group

•Menopause group

Student Networks:

•Student Union Disabled students’ network

Visibility Tools

•Sunflower Lanyard scheme: This is a scheme supported by UCL and is designed to act as a discreet sign that someone might require additional assistance in the public. 

Leads

•Gita Ramdharry

•Tua Piehl

Members

•Fiona Ducotterd

•Natalia Dominik

•Julie Vallortigara

•Daria Gavriouchkina

•Henrique Nascimento

•Aisling Carr

For general enquires or to join the disability awareness subgroup, please email or IoN EDI Disability Awareness group co-leads Gita and Tua.