• Section 1 - Purpose
• Section 2 - Application and Scope
• Section 3 - Principles
• Section 4 - Inherent Requirements Clause
• Section 5 - Flexible Work
• Section 6 - Inherent Requirements in Recruitment
• Section 7 - Definitions

Section 1 - Purpose

(1) This Guideline will assist in the understanding of the inherent requirements of a role, and what the University of Wollongong (the University) can do to reasonably accommodate staff members who require adjustments to their workplace or job to meet the inherent requirements of their position.

Section 2 - Application and Scope

(2) This Guideline applies to current and prospective staff members of the University.

(3) This Guideline does not apply to:

1. staff employed by other entities controlled by the University; and
2. staff employed at campuses of the University outside of Australia.

Section 3 - Principles

(4) The University prides itself on being an inclusive workplace and encourages people with lived experience of disability to apply for positions at the University.

(5) All positions require people to have certain skills and abilities for the position to be performed effectively. At times, due to a disability, a person may be able to perform most of the requirements of the position but may need some reasonable adjustments to meet all the requirements of the job.

(6) This Guideline provides strategies to manage the disclosure of a disability at any stage of the recruitment process, and to provide a better understanding about the reasonable adjustments available. The recruitment process and employment must be free from discrimination on the grounds of disability.

Section 4 - Inherent Requirements Clause

(7) A standard inherent requirements clause is now inserted into both professional and academic position descriptions.

(8) A statement of inherent requirements will be included in all position descriptions to assist people with lived experience of disability to make a self-assessment and encourage them to apply for roles knowing that the University will work with them to make reasonable adjustments where possible.

(9) Including inherent requirements in position descriptions also allows for a point of reference when a staff member discloses a disability after they are employed, or it becomes apparent that a staff member is not able to meet the inherent requirements of a position.

(10) Position descriptions will outline the major responsibilities, inherent requirements, and the selection criteria against which applicants will be assessed for each position.

(11) Inherent Requirements refer to a persons ability to:

1. perform the essential duties and functional duties of the job;
2. meet the productivity and quality requirements of the position;
3. work effectively in the team or other type of work organisation concerned; and
4. do the job without undue risk to your own or others health, safety, and welfare at work.

(12) Inherent requirements are also relevant when:

1. determining reasonable adjustments in the workplace;
2. assessing the ability of a person to continue in a position after injury (physical or psychological) and any reasonable adjustments that may be required; and
3. discussing performance or conduct matters.

Section 5 - Flexible Work

(13) The University recognises flexibility as a key enabler of staff equity and inclusion and facilitates attraction, progression and engagement of a high-performing, diverse and inclusive workforce.

(14) All staff members are entitled to flexible working arrangements, including working from home arrangements, where the needs of the staff member, the work unit and the University can be met.

(15) Requests for flexible work arrangements to work remotely may be submitted by any staff member, including a new staff member at any time. In circumstances where a job cannot be performed remotely, this will be specified in the job advertisement and/or position description.

(16) The University’s Flexible Work Arrangements Procedure stipulates that the University will review each request for flexible work on a case-by-case basis and take into account:

1. individual needs of the staff member;
2. terms and conditions of the staff member's employment and job requirements; and
3. the operational requirements of the work area.

Section 6 - Inherent Requirements in Recruitment

(17) When a position is advertised, a potential candidate may contact the Talent Acquisition Team to disclose that they have an injury, illness, disorder, impairment, condition or incapacity, and to discuss their suitability for the position or their reasonable adjustment needs.

(18) After speaking to the candidate, the Talent Acquisition Team should discuss the matter with the Hiring Manager, the Wellbeing Health and Safety Unit and/or the Equity, Diversity and Inclusion Team. It must be determined which essential and functional duties of the position must be performed to meet the inherent requirements of the position and whether adjustments proposed by the candidate are reasonable and/or if alternative arrangements can be made.

(19) A candidate may disclose information during their interview with the selection committee. If this occurs, the selection committee should consult with the Talent Acquisition Team (who will then undertake the steps above).

(20) If candidates have an injury, illness, disability, or incapacity that may affect their ability to perform the inherent requirements of the position, they are encouraged to disclose this to allow reasonable adjustments to be provided that may enable them to perform the duties of the position.

Section 7 - Definitions