Accommodation Consultant, Non-Disability

at University of Waterloo, Waterloo, Canada

Listed on EduAtlas: live school vacancies from schools’ own careers pages and public job services. Apply on uwaterloo.wd3.myworkdayjobs.com.

Salary: CAD 73,695 a year
Closing date: Open until filled
Start: Not given in the advert
Type of post: Administration and business
A support post, not a teaching post.
First seen: 30 October 2026, on a public job listing

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The advert

At the University of Waterloo, we create and promote a culture where everyone can reach their full potential. As an employee, you get support & opportunities that empower you to advance your career. Explore how we can bring big ideas to life, together. The University is a welcoming workplace for those of all abilities, interests, and expertise. As part of our workforce, you can do what you do best, every day.

Learn more about our recruitment process.

Job Requisition ID:

2026-03373

Time Type:

Full time

Employee Group:

Staff

Job Category:

Medical Health and Wellness

Employment Type:

Permanent

Department:

Access Ability Services - Student Accommodations II

Hiring Range:

$73,695.42 - $92,119.28

Posting Information:

This posting is for an existing vacancy.

The internal posting deadline for this position is October 29, 2026 at 11:59PM.

Job Description:

Primary Purpose

The Accommodation Consultant is accountable for independently assessing, developing, implementing, and monitoring individualized accommodation plans for students and employees requiring accommodation on Code-protected grounds other than disability, including but not limited to creed, family status, and sex, including pregnancy and breastfeeding.

The incumbent serves as the institutional subject matter expert on non-disability accommodations, applying specialized knowledge of human rights obligations, policy interpretation, case analysis, and risk assessment to support equitable access, procedural fairness, and legally defensible decision-making across both academic and workplace environments.

The position reports to the Director, Access Ability Services, with a dotted-line reporting relationship to the Director, Employee Health and Accommodations, ensuring coordination and consistency across student and employee accommodation practices.

Unlike disability-focused roles, this position does not involve clinical assessment or medical documentation review; instead, it requires independent interpretation of human rights principles, institutional policy, and contextual evidence to determine appropriate, reasonable, and sustainable accommodations in complex and sensitive circumstances.

Key Accountabilities

Review and Assessment of Accommodation Applications (for non-disability grounds)

• Independently reviews and assesses applications for accommodation on non-disability grounds, including completed application forms and any supporting documentation or subjective information, to determine eligibility, identify institutional obligations, and assess potential operational, academic, or legal implications. This involves:

• Assessing accommodation requests from students and employees based on Code-protected needs such as religious observance, caregiving responsibilities, and pregnancy-related requirements

• Conducting structured, non-clinical intake conversations to understand barriers to participation or access in academic and workplace contexts

• Evaluating requests using Ontario Human Rights Commission principles, institutional policies, and relevant case law

• Determines whether an application is incomplete, inconsistent, or unclear, and exercises judgment in seeking clarification as appropriate to ensure procedural fairness, evidentiary integrity, and defensible decision-making, with the applicant’s informed consent where required.

• Documents decisions, rationales, actions, and follow-up requirements in the case management system to support continuity, accountability, and institutional defensibility.

Development of Individualized Accommodation Plans

• Develops, implements, and monitors reasonable, individualized accommodation plans that require the incumbent to balance:

• Duty to accommodate (to the point of undue hardship)

• Academic requirements and/or bona fide occupational requirements

• Provides expert guidance on temporary and ongoing accommodations, including situations requiring immediate interim measures, escalation, or coordinated implementation across multiple units.

• Leads the finalization and implementation of accommodation plans, exercising judgment to ensure that plans are reasonable, operationally feasible, respectful of privacy, and aligned with the University’s legal obligations:

• Employee workplace accommodation plans will involve collaboration with the employee’s manager

About University of Waterloo

Type: University