Some of Our Parts

Disability Representation, Access and Inclusion within Performing Arts

The Sir Zelman Cowen School of Music and Performance Critical Performance Studies Stream announces:

A Forum on Disability Representation, Access and Inclusion  within the Performing Arts Industry

A 90 min open forum on disability representation, access and inclusion within the performing arts industry with a focus on lived experience.

This forum will be moderated by disability arts organisation, Loom Arts and Management, with a panel of some of Melbourne’s most exciting performers with disability.

We extend an invitation to ALL interested Monash students and staff and members of the public to join us in this important and engaging discussion.

• Wednesday 20th October 1 – 2.30pm
• Zoom Link: https://monash.zoom.us/j/82613263836(609990)

The forum will be facilitated by Zoe Boesen and Hannah Reekie from LOOM Arts and Management.

The Panel

• Rima Hadchiti (she/her), whose practise spans acting, performance art, Middle Eastern and contemporary dance, burlesque, cabaret, and aerial work. Rima has performed for MTC, Circus Oz, Dark Mofo and for the past four years has been touring with Cirque Du Soleil. Rima is a person of short stature.
• Andrew Tresidder (he/him) who is an actor and film critic. Andy is agraduate of Ignition Theatre at Melbourne Polytechnic and a member of Rollercoaster Theatre’s ensemble. Andy has performed in multiple productions including short film Comican’t for which he won Best Actor at Tropfest 2019. Andy has lived experience of disability.
• Artemis Muñoz (they/them) is a prolific cabaret performer,writer, and actor. Artemis is soon to complete a Masters in Writing for Theatre At VCA. Artemis is currently developing their solo cabaret show “Artemis: Utter Mess” which explores their intersecting identities and societal labels. Artemis is neurodivergent, gender non-binary, aspec (asexual) and bi-racial.
• Kate Hood (she/her),actor, writer, activist with 37 years of experience within the industry. Kate Performed in a long standing role on season 8 of Prisoner as Kath Maxwell. Once Kate began using a wheelchair her job prospects drastically changed. Kate is a well known advocate within the disability arts community, Artistic Director and founder of disability-led theatre company, Raspberry Ripple, and remains an exceptional actor.
• Dr Melinda Smith (she/her) is a dancer, aerial performer, visual artist, mentor and lecturer with lived experience of Cerebral Palsy. Melinda has been awarded an Order of Australia Medal, and an honorary Doctorate from Deakin University for her outstanding contribution to the arts and inclusion for people with disability.

*This forum is supported by Monash University Performing Arts Centres funding.

• For more information contact Felix Nobis <Felix.Nobis@monash.edu>

COVID19 Vaccination Information for Staff and Students

GradWISE Celebrate an Incredible Year of Graduate Outcomes and Partnership with Monash!

Through the extraordinary circumstances of COVID-19, GradWISE students and graduates have demonstrated agility and resilience in what has been a year of transformation during 2021.

Are You Thinking About Your Graduate Career?

On the back of the great success achieved in 2021, GradWISE look ahead to a new year and look forward to helping you shape your future careers.

Through one-on-one, group and online services, GradWISE will give you the skills, assistance and industry exposure you need in finding your perfect graduate or entry level role.

GradWISE Information Session

Join the GradWISE team for an information session to learn about the award winning program and supports available to students and graduates living with a disability, injury or illness in securing sustainable employment in their field of study.

• Register here to save the date: Wednesday 24 November 2021 at 11am AEDT

What Workplace Adjustments are There to Support Mental Health?

• From JobAccess News

One in five Australians are affected by mental health conditions in any given year.

With the COVID-19 pandemic compounding existing issues such as stress and anxiety, it is particularly important to pay attention to our own mental health and that of our colleagues.

One of the keys to creating a more inclusive workplace for employees with mental health conditions is offering adjustments to remove barriers and enable them to succeed in their role.

For advice on what kind of adjustments there are and how to access them, we ask National Disability Recruitment Coordinator (NDRC) Professional Adviser Rob Crestani.

The Importance of Mentally Healthy Workplaces

“There’s a clear business case for creating mentally healthy workplaces. Mental ill health has a huge financial impact on Australian businesses every year,” Rob says.

“Studies have found that this cost can be dramatically reduced through relatively simple measures, and the return on investment is great. A 2014 analysis by PwC actually found that for every dollar invested in creating a mentally healthy workplace, businesses get an average return of $2.30.”

“We can do a lot to create mentally healthy workplaces that isn’t just about supporting individual employees with existing conditions, but also about preventing undue workplace stress in the first place. A great resource, especially for managers, is the Heads Up guide for creating a mentally healthy workplace, which also defines mentally healthy workplaces and gives tips on how to support a team member you may be concerned about directly.”

Heads Up Guide to Mentally Healthy Workplaces

The guide, Heads Up also identifies features that mentally healthy workplaces have in common, like:

• a positive workplace culture
• well-managed workloads
• deadlines and other risks to mental health
• good communication between staff and from leadership
• support for staff with mental health conditions
• and a zero-tolerance approach to discrimination.

Finding Solutions

“Communication is key when supporting staff members with mental health conditions. People living with mental illness are often aware of the stressors that can trigger symptoms for them, so they may already have suggestions on how they can be better accommodated,” Rob says.

“Many workplace adjustments for mental health conditions come at little or no cost at all. Examples include flexible work hours and arrangements, mentoring, additional training, modifying and reallocating tasks, or engaging an Employee Assistance Program or counsellor. You may also want to establish goals and regular check-ins with an employee, especially if they have recently been off work due to their mental health condition,” he continues.

“It is important to avoid making assumptions about what your employee will need. Not everyone needs adjustments, and the same adjustments might not work for different people. Having regular, open conversations ensures that the situation is working for everyone, but remember, employees are only required to share information about their mental illness with you if it could have an impact on their ability to complete the tasks required for their role,” Rob suggests.

Accessing Support Services

“Many people may not know that JobAccess via the Employment Assistance Fund (EAF) can assist with funding for Mental Health Awareness Training in the workplace. It may also be able to provide funding for one-to-one support with a mental health specialist to assist with working on a work-based mental health plan,” Rob says.

“To learn more about the EAF, visit our website or get in touch with JobAccess at 1800 464 800 to speak to one of our Professional Advisers. You can also find an overview of short courses on both disability and mental health here.”

Other Services for Mental Health Assistance

• Heads Up was created by Beyond Blue to give businesses and individuals the tools to create mentally healthy workplaces and offers a range of resources on their website.
• Head to Health can help you find digital mental health services from some of Australia’s most trusted mental health organisations.
• Beyond Blue offers support services, programs, research, advocacy and communication activities as well as COVID-19 advice and information through the Coronavirus Mental Wellbeing Support Service.
• Black Dog Institute is an independent, not-for-profit medical research institute designed to investigate mental health across the lifespan.
• MindSpot is another free service for Australian adults who are experiencing difficulties with anxiety, stress, depression and low mood.

Look After Your Mental Health Australia

October is Mental Health Month and a reminder that we all benefit from looking after our own mental health and the mental health of our communities. It’s also a reminder for us to reach out and connect with friends, family, workmates and those we care about.

R U OK? CEO Katherine Newton says before we ask someone if they’re OK we need to feel well and able ourselves.

“Consider what brings you joy, do something for yourself.”

Mental Health Australia have developed digital and printable resources with ideas and activities to help you look after your mental health not only this month but every month.

Attitudes Are a Barrier to Inclusion: But There Are Solutions

Employer’s Choice?

One-fifth, or 20% of Australians agree that employers should be allowed to refuse to hire people with disability.

Common misconceptions and stereotypes might be responsible for that sentiment.

With many people being unaware of the business benefits.

Australians may believe:

• it’s expensive to hire people with disability
• people with disability are less productive
• people with disability take more sick days

But according to Australian Network on Disability, building disability confidence can change attitudes.

AND are proud to say that they’re dispelling these misconceptions with their 360-strong member network leading the way.

Despite the differences, AND members have one goal in common.

Disability Inclusion is Firmly on the Agenda

AND members are creating a workplace environment that supports people with disability.

Currently, 54% of Australians agree that employers should not be allowed to refuse to hire people with disability.

While we still have ways to go to broaden that number, the AND network is pioneering the attitude change.

Is Your Workplace Inclusive of People with Disability?

Only 42% of Australians believe that workplaces are accepting of people with disability.

This indicates that there are still ways to go to create inclusive culture in workplaces.

• We can build up inclusion through education and awareness about disability.
• We can highlight business benefits of employing people with disability. And we can build up disability confidence.
• We can change statistics like the one below.

“78% of Australians agree that people are unsure of how to act towards people with disability.”

Read the Full Report

• Find the full report ‘Attitudes Matter: Findings from a national survey of community attitudes towards people with disability in Australia‘.

Curious About Employee Resource Groups?

Last month, Australian Network on Disability (AND) held two sessions on Employee Resource Groups (ERGs), also known as Disability Employee Networks (DEN)s.

Hosted by global disability networking and professional development hub – PurpleSpace, the sessions provided practical tips on:

• Setting up an Employee Resource Group
• Implementing a high performing Employee Resource Group.

What is an ERG?

An ERG is a forum where people with disability, carers, allies and friends connect to drive organisational change.

Emily Matthews, Member Experience Manager at AND, says:

“Forums like ERGs are integral. Everyone who is interested in accessibility and inclusion has the opportunity to connect and make positive, tangible changes for people with disability in the workplace.”

What is the purpose of an ERG?

• An ERG drives organisational change through consultation, activity and conversation.
• ERGs create inclusive and accessible workplaces by hosting events, developing policies and procedures.

Why do ERGs form?

ERG’s can form for many different reasons. ERGs may form:

• To come together to support employees with disability and for those who care for people with disability. to raise ideas and discuss key workplace issues – including workplace adjustments (eg flexible work).
• To consult across business; monitoring accessibility and inclusion of systems, policies and procedures.
• To improve policies and procedures to provide a disability-focused forum, particularly at times when an organisation is undertaking substantial change, eg change of premises.

Currently 86 of AND’s members have an ERG – but that number continues to grow as employees see the value of connecting with other like-minded staff, especially as COVID has impacted the way work.

AND’s Tips on Starting an ERG

Getting started:

• Develop a clear sense of purpose for the group that drives change
• Establish Terms of Reference so everyone understands the processes
• Have a clear structure – assign a Chairperson, secretary and, if needed, a treasurer.

AND suggests including the following:

• A Senior Executive Disability Champion
• Disability Employee Network leader
• Diversity and Inclusion (D&I) practitioner.

We encourage bringing the ERG and the D&I lead together to set the agenda for each ERG meeting.

What Can an ERG achieve?

• Educate the broader organisation and raise awareness of inclusion and accessibility across the organisation.
• Establish disability inclusion action plans for the organisation, supporting all employees with disability to work equitably.
• Influence change – through activities or guiding decisions so inclusion and accessibility is considered.

Want to start an ERG with our support?

AND facilitates ERG formation workshops.

“We can help you talk through what your ERG can do, support you in identifying what you want to achieve in your network and also help you create the terms of reference,” Emily Matthews.

Request for Participants for Research into Accessible SVG Floor Plans

A research team from the Faculty of Information Technology, Monash University are looking for people who are colour blind, have low vision, have a motor impairment or dyslexia to use a new indoor floor plan navigation tool.

This study seeks to understand the users’ experience in exploring adaptive floor plans that gets adapted to fit users’ particular vision or reading difficulties.

During the study, questions will be asked to understand their prior experience with floor plans.

The research team will introduce the adaptive floor plan via a website and will request participants to explore 2 floor plans.

They will ask participants to perform some general way finding tasks and will obtain your feedback on overall user experience.

The user studies will take 30‐45 minutes.

• Please click here for a copy of the Ethics Statement.

Due to the COVID‐19 pandemic, this study will be done through the Zoom video conferencing platform.

Target users include people who experience:

• Dyslexia
• Colour vision impairment
• Low vision
• Movement impairment (wheelchair, scooter, cane, or crutch users)

Explanatory Statement and Consent Form

Once you contact the research team, they will send you the Explanatory Statement and the Consent Form in an email to provide you all the details about the project and your involvement.

If you are comfortable with your participation, reply to the email by stating that you consent to participate in this research project, and return the filled Consent form either electronically or by mail.

For more information, or to apply as a participant in this important research project, please contact Desmond Lau, Faculty of Information Technology, Monash University

• Email: dlau0004@student.monash.edu

An Accessible and Inclusive Space for Those Who Want to Get Vaccinated

Expression Australia is partnering with Healthcare Australia to provide an accessible and inclusive space for those who want to get vaccinated.

On the dates below, there will be a pop-up COVID-19 vaccination clinic available at the Expression Australia East Melbourne office for clients, members of the community, and staff, should they want to receive a COVID-19 vaccination (Pfizer).

Level 3/340 Albert St, East Melbourne VIC 3002

First and/or second dose:

• Friday 8th October

Follow up second dose:

• Thursday 28th October
• Friday 29th October

The vaccines will be provided by Healthcare Australia (first and/or second dose) with qualified nurses and support staff.

If you do want to attend the pop-up clinic and receive the vaccine you must make a booking. Bookings can be made via linke below.

Book for Your Vaccine NOW!

• For further information on COVID-19 Vaccinations, please refer to https://www.health.gov.au/initiatives-and-programs/covid-19-vaccines/covid-19-vaccine-information-in-your-languag

Last Chance for Stepping Into Internships Summer 2021-2022

Australian Network on Disability (AND) have extended the application deadline for Stepping Into Internships to midnight Sunday 10th October!

• AND have a great number of paid work experience opportunities across VIC this summer.

Internships are available to students with disability studying Accounting, Data, Law, Engineering, IT, Science, Commerce, Psychology, HR, Marketing, Social Science, Project Management and more!

Participating Victorian organisations include:

• Asahi Holdings Australia
• Australia Post
• Australian Securities and Investments Commission (ASIC)
• City of Greater Dandenong
• City of Yarra
• IAG
• Jacobs
• National Disability Insurance Agency
• NBN Co Limited
• RMIT
• Stockland Corporation Ltd
• The Royal Women’s Hospital
• VIC Department of Education and Training
• VIC Department of Health
• VIC Department of Treasury and Finance
• VIC Dept of Environment Land Water and Planning
• VIC Dept of Families, Fairness and Housing
• VIC Dept of Justice & Community Safety
• Yooralla
• Zoos Victoria

With over 200 internships available for students with disability, there are plenty of opportunities to gain paid work experience and add to your professional skills over the Summer break.

Head to AND’s website to view all available positions, and apply online by midnight, Sunday 10th October.

PLUS, if you have applied in previous intakes you don’t need to re-apply. Simply email applications@and.org.au with a list of at least 3 position preferences and we can use your previous application.

Want Some Interview Tips?

If you have applied for the program and want more tips and tricks on interviewing – come along to our free Plan for Success online information session on Thursday 14 October, 3 – 4pm (AEDT) and Monday 18 October, 3 – 4pm (AEDT) in Sydney/Canberra/Melbourne time.

These sessions are beneficial for all applicants. In addition to interview top tips, we will take you through the timeframe for Stepping Into.

There’s no need to register – just log on 3pm Thursday 14 October.

You can find login details for the session here.

Not Too Late to Change Preferences

Already applied? More positions have been added since our first email. Be sure to check our website for the updated list, and email applications@and.org.au if you would like to change your preferences.

Have questions about your application or eligibility? Get in touch with the Australian Network on Disability. You can email applications@and.org.au or phone 1300 36 36 45.

• For a full list of the internships and position descriptions, visit the AND website.
• Don’t forget to follow AND on Facebook for updates!