Guidance and processes at UoR

This section highlights ways to ensure our institution is inclusive across a range of practices, including in recruitment, performance management, our ways of working, how we manage change, our support of colleagues through absence and leave, and how we can effectively resolve problems at work if they arise. Please see section 5 on  Reasonable Adjustments for links related specifically to adjustments.

Recruitment

Disabled people may find barriers before even applying for a job. For example, if the application form is not accessible to them, or the website where the job is advertised is not accessible. Further barriers could be found in the interview process – the interview location or room may not be accessible or reasonable adjustments have not been provided.

Please follow the Recruitment and Selection procedure to ensure your practice is inclusive and consider undertaking Recruitment and Selection Training offered by People Development.

Performance Management

Performance and Development Review

The Performance and Development Review is a University process which aims to encourage and support excellent performance from all colleagues through the clarity of expectations, review and evaluation of contribution, development of personal and professional skills and career development plans, which are all underpinned by an on-going management dialogue.

Please refer to the University’s performance and development webpage for more information.

Smart working and flexible working

Smart Working Framework

Smart Working is our framework for where and how we work, learning from the experience of working remotely during the COVID-19 pandemic, supporting staff wellbeing and work-life balance, and capturing the benefits of a mixed working model, including for the environment. It provides a toolkit for colleagues and their line managers to develop informal arrangements, in the first instance, about flexibility of location and working patterns within the working week.

Please refer to the University’s Smart Working webpage for more information.

Flexible working

Flexible working is a term used to describe a wide range of work styles and employment practices. Broadly speaking, it includes a pattern of employment which differs from the traditional nine to five full-time job. Getting the work-life balance right is increasingly important for many colleagues who have personal responsibilities and interests outside of work, and many people are seeking increased flexibility over and above other work-related benefits. As a result, flexibility in the way that colleagues undertake work can have a real and positive impact on the performance of individuals and teams.

You can find out more about how flexible working works, including the procedure, flowchart, and request form, at the University of Reading by visiting the HR pages.

Managing Change

Consideration of disabled colleagues’ access needs and reasonable adjustments needs careful consideration during times of change. An Equality Impact Assessment should be completed at the outset of any significant change at the policy and/or project level to assess and mitigate the potential for disproportionate impact on disabled people and those who have other protected characteristics. Please refer to the Change Management Process.

Absence and Leave

Time off for treatment and medical appointments or any other planned disability-related leave is covered under the general absence leave policies and sickness absence policy.

The Carer’s Leave Regulations 2024, provides employees who have caring responsibilities for a dependant with a long term care need with the right to take up to one week of leave per rolling 12 months. The University has agreed to make this paid leave for our employees. 

Employees will be entitled to leave to give or arrange care for a dependant who has:

• a physical or mental illness or injury that means they’re expected to need care for more than 3 months;
• a disability (as defined in the Equality Act 2010);
• elder care needs.

The Carer's Leave procedure sets out eligibility and how to request the leave.

You can find the Absence and leave policies on the HR pages.

Resolving problems at work

The University aims to encourage open and honest communication so that difficulties arising during employment can be discussed and resolved fairly. Ideally this can be achieved through dialogue and good communication between colleagues and with managers. For information on how to resolve problems at work – including formal and informal routes - please refer to the Resolving problems at work page.