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On 4 December 2024, the Research & Education Committee of the University Council focused in particular on two significant topics: the approval of a new university-wide policy for staff with disabilities and a review of the latest graduate survey results.
Policy on Working with a Disability and Disability Inclusion Group (DIG)
The main agenda item was the formal approval of the “Policy on Working with a Disability”. This was a crucial step, as UM previously lacked a formal policy for staff, although one existed for students via the Student Service Centre. This new policy, developed with input from the UnliMited network and the newly established Disability Inclusion Group (DIG), aims to create a more inclusive and accessible working environment for all employees, addressing barriers faced by staff with functional limitations (both visible and invisible).
Other important points from the committee discussion on this topic included:
- Creating a Safe Environment: The policy is seen as a vital first step towards making UM a safer place for employees, particularly those with invisible disabilities, to feel comfortable disclosing their needs.
- Disclosure Process: Questions arose about who employees should disclose information to if they require accommodations but wish to maintain medical privacy. The role of the company doctor was noted, and it was suggested the policy clearly outline the appropriate contact points.
- Scope: It was confirmed (and the policy text will be adjusted) that the policy also covers short and medium-term disabilities, not just permanent ones.
- Manager Support: The need for training line managers to implement the policy effectively was stressed, along with the importance of dedicated support from P&D (formerly HR) advisors. The suggestion for a second review (potentially by P&D) if a request for accommodation is rejected was received positively.
- Integration and Awareness: The committee discussed integrating the policy with existing procedures and the importance of raising awareness, potentially including it in leadership training. Its connection to Recognition & Rewards principles, allowing staff to focus on their strengths, was also highlighted.
- Appeals: The Concerns & Complaints Point was identified as the appropriate channel for appealing denied requests.
The University Council approved the policy, which is a significant step towards structural inclusion for staff.
UM Graduate Surveys 2024
The committee also received the results of the 2024 UM Graduate Surveys, conducted annually by the Research Centre for Education and the Labour Market (ROA). These surveys track alumni employment outcomes 1, 5, and 10 years after graduation.
Overall, the results show UM graduates continue to perform well in the labour market, with low unemployment rates (around 4.6% for recent graduates, lower for earlier cohorts) and high job satisfaction. Most graduates work at the Master’s level and in fields related to their study.
The committee specifically inquired about the availability of data showing the “stay-rate” of international versus Dutch graduates within the 100km radius of Maastricht. The Executive Board confirmed ROA possesses this data and will discuss its potential sharing. A point of concern noted was the declining response rate to the surveys, especially for the 5 and 10-year cohorts, which poses challenges for data robustness.