NUI Galway is committed to providing an accessible, welcoming, and supportive working environment which allows our diverse employees to reach their full potential.  

Whether staff had an existing disability when they joined the University, or they acquire a disability over the course of their working life, in most cases they will be capable of continuing to work and adding value to their team, provided some simple steps are taken by management to facilitate and accommodate their needs. 

It is important for all staff to remember that not every disability is visible, and for line managers to learn disability awareness and follow the correct procedure when managing staff with a disability. All staff disability policies can be found on the OVPED Policies webpage.

Staff Guide

The University has developed a Staff Guide to Disability in the Workplace which aims to support all staff who have a disability or acquire a disability while working in the university so that they can remain in the workplace and have the necessary information to access any adjustments or accommodations they may need. Staff should read this guideline and contact the relevant staff members in relation to disclosure of a disability or requesting a reasonable accommodation at work.

If staff would like to discuss any matters relating to disability confidentially they may contact the HR Employee Relations Manager or the Head of Equal Opportunities in the Office of the Vice President for Equality & Diversity.


Reporting Requirement

The Disability Act 2005 places statutory obligations on public service providers to support access to services and facilities for those with disabilities. The Act sets out a 3% target for public sector bodies for the employment of staff with disabilities and requires the University to report each year on the number and percentage of staff with disabilities to ensure the target is met. NUI Galway reported meeting the target of 3% for 2019.  Staff data is collected through a confidential disability disclosure monitoring survey, and through HR data regarding those staff currently absent on leave or working reduced hours as an accomodation related to a disability disclosure.