DIAP: Enablers
Continuous improvements in accessibility are embedded in frameworks and governance and led by UNSW innovation.
Improve Campus Culture: capacity building for managers to support staff
UNSW has developed and implemented a range of resources to assist managers in supporting staff and building more accessible and inclusive work environments. These include:
- Accessibility Toolkit for Managers, which has been developed to provide information, resources for continued learning and actions to help managers create accessible and inclusive work environments for all staff.
- A Supporting Staff with Disability page on the HR Hub where resources and relevant policies and procedures can be accessed and implemented. (Please note this is only accessible for UNSW staff)
The Accessibility Toolkit is a great starting point for any manager wanting to build confidence around disability inclusion at UNSW. It's full of practical advice to help you create more accessible environments and better support your team. By deepening your understanding, you're not just ticking a box - you're helping to build a culture where everyone can thrive. Take a few minutes to explore the toolkit - it's a small step that can make a big difference.
Director, People and Culture Business Partnering
Commitment and Campus Culture: improving accessibility of our processes, practices and programs
UNSW values difference and respects the diverse experiences of our staff. Building accessible environments and experiences is an ongoing priority.
UNSW has engaged in consultation and developed resources to assist in building more accessible environments for staff and students:
EDI Staff Consultative Group
Continual engagement and consultation with the EDI Staff Consultative Group. This group draws on their lived experience to inform the consultative process and consults on initiatives across the university. This has included the development of the next DIAP, the EDI Policy and the Accessibility Toolkit for Managers.
I feel like our lived experiences are genuinely valued and considered when decisions are made. We’re really trying to move beyond tokenism and performative allyship. Knowing that our diverse stories and voices are shaping many projects across the university gives me a lot of hope – and it’s what makes UNSW a truly inclusive workplace!
EDI Staff Consultative Group member
Speaking of the impact of being part of the EDI Staff Consultative Group
Training
UNSW is a member of the Hidden Disabilities Sunflower initiative. Training is available to staff at UNSW through which they can build awareness of non-visible disability, and lived experience lanyards are available to staff and students with non-visible disability.
Accessibility@UNSW training is provided to students and staff to help build confidence and knowledge of accessibility and disability, and how to embed accessible practices into their work and engagements.
Following the training, participants noted an increased understanding of the benefits that accessibility brings at UNSW. 83% of participants that completed the Accessibility@UNSW training felt they were able to make their work or learning environment more accessible.
Quote from participant on what they will do different as a result of the training:
Always approach situations with a lens of accessibility for others and make adjustments wherever possible to any resources, documents I have control of and make suggestions to others in my team. - UNSW Staff Member
Australian Disability Network’s Access & Inclusion Index
UNSW also participated in Australian Disability Network’s Access & Inclusion Index in 2024 to review our accessibility maturity across key business areas.
UNSW achieved a 23% increase on the score from 2021.
- Ranked 4th overall from 44 participating organisations
- Ranked 2nd Overall in the Education industry
Commitment was UNSW’s highest performing key area with a score of 76%.
Commitment & Campus Culture: raising awareness and centring lived experience
UNSW has developed and implemented a range of updated multimedia assets to improve the communication of resources for students and staff, and to centre lived experiences in the conversation around disability inclusion.
Some examples of elevated communication methods to enhance student and staff awareness are:
- Days of Significance Digital Calendar
- DIAP animation
- Workplace Adjustment Animation
- Lived experience of the UNSW community is centred in the Accessibility@UNSW training through videos and quotes.
- The Centring Lived Experience project at Diversity Festival 2024. EDI partnered with current students to develop lived experience stories that prioritise diverse voices, and support the building of community and celebration of diversity.
We are all capable of change. Sometimes all we need to do just – ask.
You can make a huge difference in someone's day by asking them what they need. Whether it’s a seat, access to a bathroom, or repeating yourself, YOU are helping the world become more accessible. But I understand that it can be nerve-wracking. Sometimes it might seem easier to assume what someone needs. However, as my good friend Natasha Langdon says: “-it’s rude and ridiculous to assume you know what accommodations people need. It’s not offensive to ask – it's actually good!”, and I couldn’t agree more.
