The Equality Act 2010 defines a disabled person as someone who has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities.  People with HIV, cancer and multiple sclerosis are deemed to be covered by the definition effectively from the point of diagnosis, rather than from the point when the condition has some adverse effect on their ability to carry out normal day-to-day activities. Once a person has been diagnosed with a long term condition such as cancer or mental health, they are still protected from unfair treatment under the Equality Act 2010 even when they have recovered from an episode of the illness.

We require information relating to disability in order to understand the needs of our employees and identify any interventions which need to be implemented to ensure that employees with disabilities have the necessary and support to undertake their job effectively. We aim to incorporate this data into standard reporting such as recruitment, internal processes such as merit awards and sickness absence, to name a few.

More specifically, identifying the number of employees who have a disability and the type of disability they have enables us to understand and identify how we can develop and adapt our services, processes and buildings to be more inclusive. As well as a requirement to provide equalities monitoring data to the Higher Education Statistics Agency, under the Equality Act 2010 we are also legally required to produce and publish equalities monitoring information annually. This data will only be used anonymously and to make high level analysis.

You can update your record through the Employee Self Service facility. The disability categories are as follows:

  • No known Disability
  • Specific Learning Disability
  • Blind/Visual Impairment
  • Deaf/Hearing Impairment
  • Physical/Mobility Disability
  • General Learning Disability
  • Mental Health Condition
  • Long Standing Illness
  • Two or More Disabilities
  • Social/Communication Impairment
  • Other Disability
  • Prefer Not to Say

We would also like to pro-actively advance equality for our disabled employees across the University, through raising the profile of disability related issues. We have already started to do this by creating a staff disability equality forum.


It has been identified that there are a large number of staff declaring dyslexia as a disability but relatively few staff members seeking adjustments. Therefore action can be taken to publicise the availability and route for staff to seek help, confidentially if required. Similarly, If data highlights the prevalence of certain types of disabilities within a certain college/department, this will enable us to raise awareness to managers and publicise the availability of support and adjustments regarding the specific types of disabilities, if required.

If you do not wish to disclose information relating to this question, please select the ‘prefer not to say’ option, rather than leaving the field blank or recorded as ‘not known’.  This ensures that we know you have made a deliberate decision to not disclose the information, rather than it having been overlooked.  You can amend your disability at any time, so please return to ESS as often as you need to so that this remains up to date. 

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Contact Details

Equality, Diversity and Inclusion
0116 252 3334


Head of Equality, Diversity and Inclusion
Dr Angie Pears
0116 373 6424

EDI Projects Manager
Humaa Noori
(Tuesday, Wednesday, Thursday)
0116 252 2747

Gender Equality Programme Lead
Dr Faye McCarthy
0116 229 7567

EDI Coordinator
Michaela Lefley
(Monday - Wednesday)
0116 252 3334

EDI Assistant

Patrick Ward                    0116 373 6420

Equality, Diversity and Inclusion Team, University of Leicester- Room 008, Astley Clarke Building, Central Campus, University Road, Leicester, LE1 7RH,