ANDPA - Alliance for Neurodiversity and Disability in GLAMR Professions Australia Inc

❌ Data from our #InclusionAtWork Index shows that employees with disability reported feeling less connected and able to contribute. Compared to those without disability, employees with disability are significantly more likely to feel less able to: • Be themselves at work • Have opportunities to contribute at work. Disability status data is a powerful tool for organisations to understand the inclusion and exclusion experiences of employees with disability. This helps organisations make informed decisions about their policies and strategies, monitor progress and drive positive change. Our new Disability Data at Work guidelines, developed in partnership with the Australian Disability Network, offers organisations key insights and tangible advice on how to collect disability data safely and respectfully – critical to fostering more inclusive workplaces. Read our Disability Data at Work guidelines now. 👉https://ow.ly/lF9S50ToMBx #DisabilityAtWork #DisabilityDataAtWork #DisabilityData #DisabilityInclusion #DisabilityEmployment #DisabilityLeadership #Leadership #InclusiveLeadership #DiversityEquityInclusion #HumanResources #BusinessAustralia #InclusionIndex

Recently, I re-read an article by Ludmila Praslova, which has a quote that perfectly captures my current sentiment. It reads: "Personally, I find disclosure both liberating and socially responsible. When we assimilate into systems that discriminate against us, we may unwittingly perpetuate discrimination." https://lnkd.in/gvuTZ7VE For me, it's a reminder of the tension, exhaustion, and responsibility that can come with existing, leading, or learning within such systems while also wanting to ensure that support or access isn't denied or made as difficult for those who follow. I've always disliked any variation of the attitude 'I faced barriers and challenges, so others should also have to face them.' I was surprised when I first realised how subtly prevalent this sentiment was and how easily it could become an expectation. Yet, a risk I currently see is that barriers become rationalised or minimised as an opportunity for courage. Rather than pursue systemic change, we celebrate individual courage. Alex Harrison recently shared how courage culture "subtly places the burden on the individual, not the systems that hold them back." He recognises that the personal vulnerability and courage we praise in workplaces often fail to consider the higher cost for underrepresented communities. https://lnkd.in/gDeTD-jH For those interested, Ludmila's article remains a good overview of systematic discrimination experienced by Autistic folk (including reasons people hide their identity) - and thank you to Frey Parkes for re-sharing it.

Join ANDPA and UniSQ as we co-host a lived experience webinar on Monday 9 September 2024, 1pm AEST. This event is open to all, ANDPA membership is not a prerequisite for registration for this event. Nikki Andersen (she/her) is an award-winning librarian, writer, speaker and diversity and inclusion activist. She has a rare connective tissue disorder, which affects her vision, hearing, spine and joints. She is disabled, chronically ill and deaf, and speaks and writes about disability inclusion. She has won several awards for her work in inclusion, and personalised and community-based leadership including the Australian University Teaching Award citation, the Vice-Chancellor’s Award for excellence in diversity and inclusion, and the Open Education Global Award for diversity, equity and inclusion. While much attention has been on serving students and clients with a disability, far less focus has been placed on the experiences of disabled employees. In this presentation, Nikki shares her experiences as a disabled librarian, with a rare connective tissue disorder. Through the varying lens of her disability, Nikki explores her career so far through her experiences with vision loss, hearing impairment, chronic pain, and chronic fatigue. Registration: https://lnkd.in/gPRP-Hhq

We're launching the CAUL 2023 Equity, Diversity and Inclusion survey report next month, and you're invited to join us. This was the first large-scale EDI survey for the sector. The report provides a profile of the diversity across the Australian and Aotearoa New Zealand university library workforce. The report also provides insight into the progress made on EDI in university libraries. Join the project team to hear about the methodology, key findings and recommendations, and their experience working on this challenging project. You'll also hear from invited guests, who will share their reflections on the report. The report will be made available after the event. Find out more and register via the CAUL website at https://buff.ly/4g4wLHt #EDI #DEI #EquityDiversityInclusion #DiversityEquityInclusion #DiversityMatters

I rarely talk about being Autistic publicly or in professional settings, despite otherwise being somewhat open in what I share. I've decided to change that with a reflection on confidence, belonging, and leadership: https://lnkd.in/g_mAyJCJ "I experience the world with a brain that feels like it’s in constant motion, and it’s only through leveraging differences that I’ve truly learnt to embrace that." While I'm acutely aware of the assumptions, risks/biases, and paternalistic attitudes that can surround disclosure - joy and authenticity are also part of my Autistic experience and, with them, hope.

Disability status data is a powerful tool that helps organisations make informed decisions about their policies and strategies, monitor progress and drive positive change for people with disability within their organisations. But disability data collection is often not prioritised by all employers, and many employees with disability feel unsafe in sharing their status. This is why we've partnered with the Australian Disability Network to produce the research report 'Disability Data at Work: How organisations can capture disability data safely and respectfully,' being launched tomorrow. Make sure to RSVP to the webinar launch now - noting registrations close tomorrow at 10am, Wednesday 7 August. Learn how organisations can capture disability data safely and respectfully’ and explore: • what is creating environments where people with disability feel unsafe sharing their disability status at work? • what can organisations do to create environments where people with disability feel safe to share their disability status without repercussion, and everyone’s accessibility needs are considered? Open and free to the public, RSVP now. 👉 https://ow.ly/giNH50SRLXs #DisabilityAtWork #DisabilityDataAtWork #DisabilityData #DisabilityInclusion #DisabilityEmployment #DisabilityLeadership #Leadership #InclusiveLeadership #DiversityEquityInclusion #HumanResources #BusinessAustralia

Our August community catch up for ANDPA full members will be held 15th August, 12-1pm AEST. The theme for this community catch up is Careers - Dare to dream and do it anyway. Members have been emailed registration details for this event.

Neurodivergence and neuroqueerness shine a light on the failings of the Australian Accord to listen, let alone speak to, the lived experiences of disabled folk. I'm proud to follow in the footsteps of so many, especially ADCET - Australian Disability Clearinghouse on Education and Training , to call for change. Grateful for the excellent co-writing of my colleague Susan Hopkins and the encouragement, enthusiasm and editorial savvy of Sally Kift in bringing this piece to life!

"Though she’s still looking to pursue work in the corporate world, she feels it’s her responsibility to set appropriate expectations with her manager and ask for any accommodations she needs. But, at the same time, she’s scared about being stigmatized, and having her disabilities weaponized against her if she discloses them to jobs in the first place. " This article is a great look at how the standard narrative of career progression and our current hustle culture often excludes disabled people and how the universal need for rest and recovery is punished in our workplaces, disproportionately affecting those with disabilities and chronic illnesses. We reward those that work overtime, skip breaks, and are always on call, encouraging people to sacrifice their rest and their health for their work. This not only sidelines those who can't work at that pace - denying them crucial career progression opportunities, but also sets up a culture of overwork and burnout that ends up costing our workplaces so much more than creating an environment where our teams know they can rest. Thanks to ANDPA - Alliance for Neurodiversity and Disablity in GLAMR Professions Australia Inc for including this great read in their newsletter!

QAGOMA is proud to announce that it is now a member of the Hidden Disabilities Sunflower - Australia & New Zealand Program, an initiative to ensure those with non-visible disabilities feel safe and supported.   Visitors with disability are encouraged to collect a free sunflower lanyard or pin from the Gallery information desks to visually communicate their need for support to QAGOMA’s trained staff.   This initiative has been generously supported by Alida Rae Mayze.   Read about QAGOMA’s accessibility programs: https://lnkd.in/gq3jHfnK   Image: A visitor collecting a Sunflower lanyard at QAG, 2024 / Photograph: Nicholas Umek