Accommodation Consultant (non-disability

Position: Accommodation Consultant (non-disability)
Location: Southwestern Ontario

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  Type:

Full time Employee Group:

Staff Job Category:

Student and Campus Support

Employment Type:

Permanent Department:

Access Ability Services 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 August 13, 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…