Disabled Equity Action Plan (DEAP)
Disabled Equity Action Plan 2025 – 2028
Developed with guidance from the Australian Disability Network and co-designed with internal stakeholders, including the Swinburne Association for Accessibility (students) and the Swinburne Accessibility Network (employees), the DEAP demonstrates our commitment to enhancing equity and inclusion for people with disability.
Our DEAP aims to:
- support the employment and career development of people with disability
- improve the experience of students and employees with disability at Swinburne
- provide clear objectives, actions, and accountability embedded in our policies and processes
- foster a culture of respect and trust
- enhance our reputation as an accessible and inclusive place to study and work.
Five key focus areas
The DEAP has five key focus areas:
1. Leadership commitment
Swinburne leaders are committed to increasing the university’s disability confidence by implementing the DEAP, ensuring that our policies and processes are inclusive of people with disability, partnering with the Swinburne Accessibility Network and Swinburne Association for Accessibility to increase a sense of belonging for staff and students with disability at Swinburne.
2. Student experience
We continue to attract talented students from around the globe with diverse backgrounds and experience and ensure equity for students living with disability throughout the student lifecycle.
Support for students with disability is promoted and resourced to enable them to achieve their full potential.
3. Employee experience
We continue to attract and retain talented people with diverse backgrounds and experience to our workplace, including people with disability.
We strive to make our workplace inclusive, equitable and accessible.
4. Built environment
Our built environments continue to meet our legislative requirements for accessibility for staff, students, and visitors.
We will continue to embed inclusive design and accessibility in design standards for new buildings, renovations and major works.
5. Digital environment
We will embrace technological innovations to enhance accessibility and inclusion and continue working towards Swinburne’s vision of people and technology working together to create a better world.
The following legislation is relevant to Swinburne's Disability Equity Action Plan.
Disability Discrimination Act 1992 (Cth)
The act is a federal law that aims to:
- eliminate discrimination against people living with disability
- promote community acceptance of the principle that people living with disability have the same fundamental rights as all members of the community
- ensure, as far as practicable, that people living with disability have the same rights to equality before the law as other people in the community.
The act prohibits unlawful discrimination against people living with disability and promotes inclusive approaches, rather than the provision of separate or ‘parallel’ access and services whenever possible.
United Nations Convention of the Rights of Persons with Disability (2006)
Countries that have signed the convention commit to developing and carrying out policies, laws and administrative measures for securing the rights of persons with disabilities as recognised in the convention, and to abolish laws, regulations, customs and practices the constitute discrimination (Article 4).
The convention also notes the importance of combating stereotypes and prejudices, and promoting awareness of the capabilities (the ability) of people living with disability (Article 8).
Note: Australia ratified the UN Convention on the Rights of Persons with Disability on July 17 2008. Australia was one of the first Western countries to do so.
Equal Opportunity Act 2010 Victoria
The objectives of the act are to encourage the identification and elimination of discrimination, sexual harassment and victimisation and their causes, and to promote and facilitate the progressive realisation of equality.
This act includes directions to employers to make reasonable adjustments for an employee with a disability, or an individual who is offered employment.
Australian Government’s Disability Standards for Education (2005)
States the obligations of education and training providers to ensure students living with disability are able to access and participate in education and training free from discrimination, and on the same basis as other students.
Australian Government’s Disability (Access to Premises-Buildings) Standards 2010
Stipulates set performance requirements for technical specifications to ensure dignified access to, and use of, buildings for people living with disability.
Australian Vice-Chancellors’ Committee Guidelines Relating to Students with Disability (2006)
Provides guidelines for the university sector that can be used as benchmarks for good practice.
Fair Work Act 2009 (Cth)
Governs the employment of all workers. It includes the rights and responsibilities of both employers and employees and employee organisations.
It also includes rights and responsibilities pertaining to employees who have a physical or mental disability, and individuals who are carers of a person under 18 years of age who has a disability.
Our goals, aims and actions
Aim: 1.1 The University’s commitment to the DEAP 2025-28 is established at an executive level
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 1.1.1 Identify a University Executive to be the Accessibility Champion for the DEAP 2025-28 | Completed 2024 | Approval: DISC Action: DE&I |
Accessibility Executive Champions appointed and active. |
Aim: 1.2 The implementation and reporting of our DEAP is embedded as business as usual (BAU)
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 1.2.1 Confirm Leadership across key functional areas to drive the implementation of DEAP Actions. | Commencing 2024 | Approval: DISC Action: DE&I |
Functional leads confirmed. DEAP integrated into university governance structures. |
| 1.2.2 Provide biannual reports to the Diversity and Inclusion Steering Committee (DISC) on the DEAP’s implementation, progress, and any outstanding matters. | Commencing 2024 | Approval: DISC Action: DE&I |
DEAP progress is reported to DISC biannually. |
Aim: 1.3 Our community is aware of and empowered to contribute to the DEAP
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 1.3.1 Empower staff and student accessibility networks to provide feedback and recommendations regarding strategies, policies, and projects. | Ongoing | Approval: DISC Action: Executive Champions and DE&I |
Swinburne Accessibility Network recognised as key stakeholder in matters concerning accessibility across the university. |
Aim: 1.4 Swinburne is promoted as an accessible, equitable and inclusive environment at all levels
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 1.4.1 Our stakeholders and broader community are appropriately informed and engaged in the rollout of the key actions in the DEAP. | Commencing 2024 | Approval: Chief Marketing Officer Action: Communications Manager |
Communications Plan developed implemented and maintained. |
| 1.4.2 The achievements of our staff and students living with disability are promoted and celebrated. | Commencing 2024 | Approval: Chief Marketing Officer Action: Communications Manager |
Media content featuring staff and students living with disability are widely circulated. |
Aim: 1.5 Marketing, communications, and events reflect the diversity of the Swinburne community
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 1.5.1 Review existing marketing, communications, and events protocols, practices, and guidelines against best practice in accessibility, and update as required. | Commencing 2024 | Approval: Chief Marketing Officer Action: Deputy Director University Comms Manager University Events Digital Content Specialist |
Marketing communications, and events guidelines, protocols, and practices are reviewed and benchmarked against best practice in accessibility |
| 1.5.2 Ensure disability is affirmatively promoted through appropriate, positive language and imagery, and integrated into approval processes. | Commencing 2024 | Approval: Chief Marketing Officer Action: Deputy Director University Comms Manager University Events Digital Content Specialist |
Aim: 1.6 The accessibility of our communications, marketing, and events continuously improves and evolves in line with best practice
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 1.6.1 Continue to update existing accessibility guidelines to enhance the toolkits available for the creation of accessible content. | Commencing 2024 | Approval: Chief Marketing Officer Action: Communications Manager |
Evidence of improved accessibility of communications, marketing and events. |
| 1.6.2 Update the web-based Complaints and Feedback Form to provide a phone number and email address and include a field for users to identify their preferred method of communication. | Commencing 2024 | Approval: Chief Marketing Officer Action: Digital Content Specialist |
Web-based complaints and feedback form updated. |
Aim: 2.1 Swinburne’s learning and teaching resources are accessible, and students are supported in their transition/ progression
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 2.1.1 Audit learning and teaching resources to ensure they meet accessibility requirements, with a specific focus on the accessibility of captioning and image description practices for digital resources. | Commencing 2024 | Approval: DVC EEE Action: PVC Educational Innovation |
Audit of sample of learning and teaching resources confirms it meets accessibility requirements. |
| 2.1.2 Develop easy-to-read or plain language resources and learning materials. | Commencing 2024 | Approval: DVC EEE Action: PVC Educational Innovation |
Material that does not meet accessibility requirements is modified. |
| 2.1.3 Review the provision of audio captioning to ensure automated and human captioning are correctly employed in the appropriate contexts. | Commencing 2024 | Approval: DVC EEE Action: PVC, Education and Quality |
Material that does not meet accessibility requirements is modified. |
Aim: 2.2 Students living with disability receive the best support and educational experience possible
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 2.2.1 Undertake a full review of the end-to-end process for students self-identifying at point of enrolment, those registered with AccessAbility and in receipt of an Educational Access Plan (EAP), and understand the pain points students, educators and placement providers face and implement improvements. | Commencing 2024 | Approval: DVC EEE Action: Director, Student Engagement |
Review completed with recommendations and detailed costings for improvements available end of 2025. |
| 2.2.2 Establish a continuous improvement loop for EAP provision which includes data from a range of touch-points: point of enrollment, the EAP consultation and approval process, implementation of timelines, management, and implementation of EAPs and feedback from students on the efficacy of the adjustments implemented. | Commencing 2024 | Approval: DVC EEE Action: Director, Student Engagement |
Continuous improvement process articulated and implemented with agreed reporting cycle established. |
| 2.2.3 Implement measures and effective referral protocols to ensure students receive a joined-up holistic educational experience | Commencing 2024 | Approval: DVC EEE Action: Director, Student Engagement |
Effective referral protocols in place |
Aim: 2.3 Inherent Requirements, entry requirements and other required expectations are clearly identified for all courses and professional/work placement settings and available to students
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 2.3.1 Establish a working party to review resources available for staff and students, develop policy and determine workflow processes and staff responsible in relation to Inherent requirements of WIL and reasonable adjustments for WIL. | Commencing 2024 | Approval: DVC EEE Action: - Director, Employability & Director, Student Engagement |
Working party established with terms of reference and identified expected outcomes. |
| 2.3.2 Ensure the Informed Choice (IC) documents are developed for all courses and that they provide clear information regarding: - the Inherent Requirements of courses and industry standards, - details of Inherent Requirements of WIL and available reasonable adjustments for WIL, - pathways available for students who fail to meet Inherent Requirements. |
Commencing 2024 | Action: Director, Education & Quality Director, Student Engagement and Director, Employability |
AccessAbility Advisors and Employability team use Informed Choice documents to make determinations of reasonable adjustments in courses and placement settings. Students are supported to self-advocate for themselves and use strength-based approach to disclosure informed by course and industry expectations. |
| 2.3.3 Review processes and resources to ensure Inherent Requirements are used at key points in their student journey. | Commencing 2024 | Action: Director, Student Engagement Director, Employability Chief Marketing Officer |
Inherent Requirement processes are documented, and staff are trained to implement them at key stage in the journey |
Aim: 3.1 Recruitment processes are accessible, equitable, inclusive and attractive to candidates with disability
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 3.1.1 Participate in the Australian Disability Network (ADN) Confident Recruiter program to review and improve accessibility of recruitment and onboarding processes. | Commencing 2024 | Approval: Chief People Officer Action: Director, Talent, Organisational Development and Remuneration |
Recruitment process reviewed against best practice, and inclusive recruitment guidelines and processes created in collaboration with the Swinburne Accessibility Network. Awarded Disability Confident Recruiter status. |
| 3.1.2 Include a broad statement regarding Swinburne’s commitment to employing and supporting the career development of people living with disability on Swinburne’s external web pages and ensure DEAP is publicly available. | Commencing 2024 | Approval: Chief People Officer Action: Director, Talent, Organisational Development and Remuneration |
Statement on commitment to employing people living with disability in place with link to Accessibility Action Plan and clear contact details for further support. |
Aim: 3.2 Swinburne employees and leaders are skilled in fostering an accessible, equitable and inclusive workplace
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 3.2.1 Update ‘Working Together’ training module to include disability equity, inclusion and confidence content. | Commencing 2024 | Approval: Chief People Officer Action: Director, Talent, Organisational Development and Remuneration |
‘Working Together’ Compliance training module updated with 100% completion. |
| 3.2.2 Embed inclusive leadership capability into our leadership programs, ensuring that leaders understand individual needs and provide necessary adjustments to create an equitable workplace in which everyone can thrive. | Commencing 2024 | Approval: Chief People Officer Action: Director, Talent, Organisational Development and Remuneration |
Employee satisfaction with support from their manager is maintained at >84% for those who identify as living with disability in staff engagement surveys. Evaluation of training includes measurement of increased knowledge and application in the workplace. Employees living with disability report an increased sense of belonging in the staff engagement survey from 46% to 62%. |
Aim: 3.3 Barriers to workplace participation are resolved; Swinburne actively pursues measures to ensure equitable access to its workplace
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 3.3.1 Develop Workplace Adjustment guidelines and update current procedures to include adjustments for career development opportunities. | Commencing 2024 | Approval: Chief People Officer Action: Director, Talent, Organisational Development and Remuneration Director, Health, Safety and Wellbeing |
Workplace Adjustment guidelines developed in collaboration with Swinburne Accessibility Network. |
| 3.3.2 Provide guidance to people leaders on their role and responsibility in supporting reasonable workplace adjustments. | Commencing 2024 | Approval: Chief People Officer Action: Director, Talent, Organisational Development and Remuneration Director, Health, Safety and Wellbeing |
Positive feedback from employees on their level of satisfaction with the process, adjustments, manager support and time frames relevant to workplace accessibility, including adjustments/accommodations. |
| 3.3.3 Promote and share information about Job Access for teams and managers responding to requests for workplace adjustments. | Commencing 2024 | Approval: Chief People Officer Action: Director, Talent, Organisational Development and Remuneration Director, Health, Safety and Wellbeing |
Employee satisfaction with the provision of career development opportunities increases from 32% to 51% and Flexible Work Arrangements is maintained at >84% for those who identify as living with disability or have caring responsibilities in staff engagement surveys. |
Aim: 4.1 Best practice in accessibility design for new projects and renovations
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 4.1.1 Maintain commitment to embedding inclusive design and accessibility in design standards for new buildings, renovations and major works. Examples are the inclusion of Swinburne Accessibility Network in the design and approval phase of the late lab which focused on equal experience, key sight lines and universal access to all indoor and outside areas. | Commencing 2024 | Approval: Chief Action: Director of |
New buildings, renovations and major works are compliant, and adjustments are made where required to ensure accessible and inclusivity for people living with disability. Swinburne Accessibility Network and Swinburne Association for Accessibility are included in available opportunities to co-create spaces. |
| 4.1.2 Include information about accessibility considerations and improvements as part of communications on progress in the Facilities, Assets and Campus Services (FACS) community updates. | Commencing 2024 | Approval: Chief Action: Director of |
All staff and students are informed of projects and building works that will improve accessibility at our campuses. |
| 4.1.3 Communicate progress of the wayfinding project including the delivery of clear signage and digital wayfinding app. | Commencing 2024 | Approval: Chief Action: Director of |
Outcomes of the wayfinding project are communicated across campus. |
Aim: 4.2 Students and staff living with disability can work and study safely and effectively in on-campus spaces
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 4.2.1 Collaborate across the University to identify options for sensory-safe spaces across all campuses and develop these spaces, monitoring use and effectiveness in consideration of future planning and roll outs. | Commencing 2024 | Approval: Chief Action: Director of |
Proposal developed in collaboration with staff & students, with costings, for introduction of sensory-safe spaces as required. |
Aim: 5.1 Platforms, systems and digital environments continue to evolve in line with leading practice in digital accessibility and universal design for learning
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 5.1.1 Integrate consideration of accessibility requirements for procurement and development of software, digital resources and platforms. | Commencing 2024 | Approval: Chief Information Officer Action: Chief Information Officer |
Evidence of accessibility criteria being a consideration in the selection decisions for new digital systems and platforms. |
| 5.1.2 Add a statement to the website advising of retro updating of old content and provide contact information (phone number and email address) to allow people to get in touch if they are unable to access content. | Commencing 2024 | Approval: Chief Information Officer Action: Chief Information Officer |
Aim: 5.2 Embrace technological innovations to enhance accessibility and inclusion
| Action | Timing | Accountability | Success measures |
|---|---|---|---|
| 5.2.1 Embed consideration of inclusive design principles in Swinburne’s digital and data transformation strategy. | Commencing 2024 | Approval: Chief Operating Officer Action: Chief Information Officer |
Evidence of consideration of inclusive design embedded in transformational work. |
| 5.2.2 Identify mechanisms to stay abreast with new ICT developments relating to accessibility. | Commencing 2024 | Approval: Chief Operating Officer Action: Chief Information Officer |
Download the action plan
Download the Disabled Equity Action Plan as an accessible Word document.
![Disabled Equity Action Plan [Word]](/content/dam/media/docs/deap-front-cover-2025-2028-word.jpg)
Disabled Equity Action Plan [Word]
Looking for AccessAbility services for students?
If you’re an enrolled student living with a disability, medical or mental health condition, or you have primary carer responsibilities, our AccessAbility Services team is here to help you get the most out of your studies.
Disability Confident Recruiter (DCR) accreditation program
Swinburne is undertaking a comprehensive review of our recruitment-related platforms, processes, and systems to ensure that we continue to attract and support employees with disability. Email dcr@swinburne.edu.au for more information.
Accessibility resources
- Students with disability may be eligible for ongoing support throughout their studies. To find out more, contact AccessAbility Services.
- The Swinburne Association for Accessibility (SAFE) is a student advocacy group and social club for all students living with disabilities, carers, and those interested in disability and carer issues.
- All university staff are encouraged to complete the Working Together module (staff login required) available on ELMO.
- The Swinburne Accessibility Network (SAN) is a group of dedicated staff who are passionate about advocating for improvements in accessibility and disability inclusion at Swinburne. Email accessibilitynetwork@swinburne.edu.au for more information.
- Learn how to create accessible documents on the wiki (staff login required) with this guide developed by our Marketing team.
- Contact the DEI Team at People and Culture to discuss any disability-related ideas, suggestions, or projects. Email inclusion@swinburne.edu.au for more information.
- Join the Equity Practitioners in Higher Education Association (EPHEA), the professional association for equity practitioners who work in the tertiary education sector in Australia, New Zealand, and the Pacific region.
- Australian Centre for Student Equity and Success (ACSES)
- Australian Disability Clearinghouse for Education and Training (ADCET)
- Australian Disability Network (AusDN)
- Introduction to Disability Awareness eLearning
- Diversity Council Australia (DCA)
- Equal Employment Opportunity Network (EEON)
- Neurodiversity Hub
-
Disability research
Centre for Social Impact
Advocating for equality and representation in the disability sector
CSI Swinburne is focused on exploring the intersection between social entrepreneurship and technology in the areas of employment access and equity.
Latest news
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Australia’s first Disability Employment Centre of Excellence announced
Swinburne University of Technology will host Australia’s first Disability Employment Centre of Excellence.
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Robyn Phillips, a proud Djabugay and Yirrganydji woman of the Barron River region in Far North Queensland, has recently completed a Bachelor of Psychological Sciences at Swinburne while based over 2,000 kilometres away in Cairns.
Wednesday 18 December 2024 -
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Swinburne to enhance medical research and disability employment with two new major grants
Wednesday 30 October 2024
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Contact us
To learn more about our Disability Equity Action Plan , please call our general enquiries number on +61 3 9214 8000.