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What is ‘My Adjustment Passport’?

3 December 2022


Celebrated annually on 3 December around the world, International Day of Persons with Disabilities (IDPD) "mobilizes support for critical issues relating to the inclusion of persons with disabilities, promotes awareness-raising about disability issues and draws attention to the benefits of an inclusive and accessible society for all" (UNSECO).

This IDPD we wanted to remind staff of the support available for workplace adjustments (also known as reasonable adjustments).

What is MAP?

My Adjustment Passport (MAP) is essentially a tool to help you to have meaningful and confidential conversations with your line manager or other University representative about any workplace adjustments you need to effectively perform your role.

MAP is owned by you and can move with you, should you change roles within the University.

MAP can be used by any member of staff (students who require adjustments should speak to Wellbeing and Student Support).

What are workplace adjustments?

Wherever a policy, a physical feature of a premises, or the absence of an aid puts a disabled person at a disadvantage, that a non-disabled person wouldn’t experience, the University has a legal duty to “to take such steps as it is reasonable to have to take to avoid the disadvantage” (Equality Act). These ‘reasonable steps’ are commonly known as reasonable adjustments or workplace adjustments.

The aim of adjustments is to ensure that disabled people can access a workplace at as close to the same standard as non-disabled people would experience as it is possible to achieve. Adjustments are considered ‘reasonable’ when they are both effective at enabling the staff member to perform in their role and sustainable for the University.

Adjustments might include:

  • Making changes to the physical environment (e.g., building ramps, adjusting lighting, rearranging the layout of a work area).
  • Changing working arrangements (e.g., changing working hours or patterns, distributing breaks throughout the day more).
  • Doing things differently (e.g., sharing work differently among team members, creating different ways to provide information other than in a written format).
  • Providing equipment, services, or support (e.g., providing assistive software, equipment such as an adjustable chair, or specialist support such as a sign language interpreter).

What do people who have requested adjustments at Warwick think?

Below you can read quotes from people who have requested adjustments at Warwick:

"The experience was very positive. I actually saw details of the MAP when I was in hospital, in an Insite message in May 2022. That was very helpful as I knew that I wanted to come back to work in July 2022. Following discussion with my consultant, the University Occupational Health service and an OH Dr appointment to assess my needs, I set up the details on the MAP. There was a phased return to work and additional resources were brought in to support reasonable adjustment. I’ve been back at work since July 2022 and the return to work process has been very smooth. Because I had an operation on my brain and subsequent seizures (often associated with brain surgery) I’m not allowed to drive for a year (from February 2022). But the University was absolutely brilliant in supporting me in applying for an Access to Work (DWP) grant. This grant was approved in November – it will fund my travel to and from work for up to three years or until I am allowed to drive again."

"Where you experience any kind of chronic health condition, mental or physical, approach your line manager or HR representative to discuss adjustments as soon as you can. For years I avoided this, thinking I could manage my workload perfectly well, that divulging the details of my condition would make me seem weak or unprofessional, and that perseverance was the only course of action for a truly ‘dedicated academic’. This couldn’t be further from the truth. Where I thought I would find judgement, I have found empathy and support - and surprising amounts of care and consideration from students. There’s no need to be a superhero… the system is there to help. And it will do if you share your experiences and needs."

"I have lived with this condition for over 15 years, and it changes over time. I was scared this would affect my ability to work if it worsened. But because all of these adjustments are in place I have progressed in my career and been able to carry on working, maximising my skills and living my life. Seeing others benefit from adjustments in the workplace inspired me to do the same, and now I have a real interest in accessibility as I can see the impact it can have on someone’s life."

You can read more case studies from people who haver requested adjustments at Warwick on the MAP webpages.

How you can find out more

You can download the MAP document on the HR website. This page also includes FAQs, links to other information and sources of support, as well as case study examples of staff who have requested adjustments.

If you need workplace adjustments, or are supporting a staff member who needs adjustments, and can't find what you need here, contact .