Some of Our Parts

Living with Disability Research Centre – PhD Scholarship Opportunity

The Living with Disability Research Centre is delighted to offer a Research Training Program (RTP) PhD Scholarship opportunity for an outstanding candidate to explore a disability related topic in a discipline such as social work, disability studies or any other of the social sciences.

They are seeking a high achieving candidate, preferably with experience in the disability sector, to develop a project and conduct original research on a suitable theme.

Specific areas of interest include social inclusion, the effectiveness and quality of disability services, and the rights of people with intellectual disabilities.

Apply Now

Join a leading Research Centre and work with a multi-disciplinary team of disability researchers at La Trobe University.

As an applicant you should have an interest in improving the social inclusion of people with intellectual disability through research.

• Applications are now open and will close on 31 October 2021.
• Please note, applications must be made through the La Trobe Graduate Research School. See link below.

Benefits

• a La Trobe Research Training Program (RTP) Scholarship for three and a half years, with a value of $28,597 per annum
• a top up scholarship of $8,000 a year for 3 years
• a fee-relief scholarship for up to four years
• opportunity to be part of one of the leading disability research centres in Australia

Applicants

• This opportunity is only open to domestic students.

Contact

• Please contact Professor Christine Bigby to discuss your ideas for a project.
• Email: C.Bigby@latrobe.edu.au
• Phone: 0438 602 264
• You must apply directly through the La Trobe Graduate Research School by 31 October, 2021.

Click here to apply

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.

DSS Committed to Creating Better DES Model

The Department of Social Services (DSS) is committed to creating a disability employment services model that better serves jobseekers with disability, service providers and employers.

Have your say through either or both of the below channels.

Complete the Survey

To support in this reform, PwC has been engaged by DSS to seek input from a wide range of stakeholders including employers, service providers and jobseekers to understand experiences, expectations and what is important to you in the disability employment services.

The survey should only take 10 minutes or less and responses will be anonymised and completely confidential.

If you are an employer or an employee of an organisation, PwC wants to hear from you.

• Have your say in the survey by 15 October.

Provide Feedback at AND Workshops

Australian Network on Disability will be representing the voice of our network at the Disability Employment Services reform.

• Join one of our virtual workshops to discuss the DES reform and the consultation paper released by DSS

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.

AWETISM 2021 Virtual Expo

AWETISM 2021 is Australia’s biggest Autistic youth event also delivering free training for industry professionals.

A range of substantive content which will be shared at I Can Network’s free AWETISM 2021 Virtual Expo on Friday 12th of November 2021.

*Content will be available for an additional month, until the 12th of December to anyone who registers.

• Register for AWETISM 2021

Training For Educators

For educators who are keen to understand their Autistic students better and accrue hours toward Teacher Identified Professional Development/Learning, there are two sessions of interest:

1) Insights for Teachers from an All-Autistic Panel – 12:30pm – 1:30pm AEDT.

Due to popular demand we are screening an exclusive replay from our 2020 AWETISM Expo in our I CAN SCHOOLS Auditorium which features the below speakers.

• Dr Emma Goodall – Autistic Autism Researcher, Author and Education Specialist.
• Lana Wheatfill – Former I CAN Mentee, now I CAN Mentor.
• Kate Andrews – Parent, Educator & I CAN Northern Victoria Regional Manager.

The panel explore key topics to support Autistic students, including:

• Supporting anxious students & those with PDA/demand avoidant profiles.
• Interoception.
• Accommodations which make a difference.
• Building a school-home partnership to support student wellbeing.

2) Understanding & Empowering Your Autistic Students – 4.00pm – 5.00pm AEDT. 

• Chris Varney – I CAN Chief Enabler & Founder.
• Kate Andrews – Parent, Educator & I CAN Northern Victoria Regional Manager.
• Tim Chan – Author & I CAN Ambassador.
• Ayesha Carson, Caitlin Downie-Kempson, Kyal Kay & Sam Rose – I CAN Mentors.

Topics will include:

• Creating a sense of safety and acceptance for your Autistic students.
• Leveraging Autistic passions to enhance connection and engagement.
• Nurturing strengths and positive identity.
• Respectful, effective support for students with higher support requirements.
• Insights from multiply neurodivergent (e.g. Autistic + ADHD, Dyslexia) students.
• Register for AWETISM 2021

Autistic LGBTIA+ Young People

There is a significant overlap between the Autistic and LGBTIQA+ communities.

As part of our ongoing leadership in providing youth-informed resources, we are offering a free training session during our AWETISM Expo for adults who are keen to provide more meaningful support to Autistic LGBTIQA+ young people.

The training will be held in the I CAN SCHOOLS Auditorium – 3:00pm – 4:00pm AEDT, 12th November. 

Leading the training will be Sam Rose, an I CAN Mentor who runs our online groups for Autistic LGBTIQA+ young people and is co-author with Yenn Purkis of an upcoming book for Autistic trans teens.

The training content is heavily shaped by the insights of our 70+ youth collaborators across Australia on what they need to feel safe, accepted and validated.

Topics include:

• What Autistic LGBTIQA+ young people want you to know.
• Understanding Autism and neurodiversity.
• Understanding gender diversity.
• Navigating pronouns and respectful language.
• Appreciating and accommodating sensory, social & communication differences.
• Creating safe and inclusive spaces.
• Nurturing positive identity.
• How to find respectful resources & support…and more!
• This training session was created with funding by the Victorian Government under the Healthy Equal Youth (HEY) program.

To learn more about our work in this important arena, including our mentoring programs and recently released tips & resources (3 sets) for Autistic LGBTIQA+ young people, the adults who support them and service providers, respectively, please see our website: AUTISTIC LGBTIQA 

• Register for AWETISM 2021