ࡱ> vxuM Ahbjbj== &WW%clffff8,\4 xx   |||f4h4h4h4h4h4h45 7h4|tx||h4*&ff  h}4*&*&*&|f f8 f4*&|f4*&`*&,rf3TfB4 l kx!L3B4$4043z8$f8B4*&ffffVitalstatistix National Womens Theatre Disability Discrimination Action Plan at March 2003. Section One: A Preamble Vitalstatistix National Womens Theatre will lodge this document with the Human Rights and Equal Opportunity Commission in accordance with the requirements of the Federal Disability Discrimination Act. This will be achieved by March 2003 when all sections of this document have been addressed. Vitalstatistix will also forward a copy of this plan to the Minister for the Arts, in response to the Ministers request for all organisations in receipt of triennial or annual funding through Arts SA to develop a Disability Action Plan. This document has been prepared with assistance from Disability Consultancy Services Pty Ltd, through the workshops facilitated by DCS provided by Arts SA in the latter part of 2002. These workshops have been an invaluable and illuminating experience for senior members of our organisation, and we thank Arts SA for that initiative. The preparation of this document has required input and participation from every member of Vitalstatistix staff, and has therefore been, in itself, a useful training and awareness raising experience. Throughout this plan we have used Times New Roman 14 point, as this has been identified as a most accessible font type. Our objectives for the development of this plan are as follows: To identify barriers to equitable access to our organisation and to our various products and services for people with disabilities; To develop strategies and a timetable for the removal or alleviation of those identified barriers; To discover and implement a most effective disability awareness training plan for Vitalstatistix permanent staff, and for visiting casual employees; To develop and maintain links with advocacy groups and organizations representing people with disabilities; To ensure that Vitalstatistix employment policies and procedures are non-discriminatory and inclusive of employment opportunities for people with disabilities; To develop a complaints process specific to the provision of facilities and services for people with disabilities at Vitalstatistix; To monitor and regularly evaluate the Action Plan and actively promote its implementation. Section 2: An Introduction to Vitalstatistix Vitalstatistix National Womens Theatre Mission: To produce and promote new, high quality and challenging theatre by developing and facilitating the diverse artistic works of women. Description of activities: Development and presentation of diverse forms of theatre. Vitalstatistix commission, workshop and develop new works for theatre by women, ranging from new music, experimental performance works, multi media presentations right through to stand up comedy and cabaret. Vitalstatistix produces at least two new theatrical productions per year and invests in at least two commissions and developmental works per year. The company also produces a number of dual-purpose events during the year, designed to fundraise and develop new audiences. The company produces at least one (up to six) play readings in any one year. Vitalstatistix was established in South Australia in 1984, as Australia's only women's theatre company. In 1996, under the direction of Catherine Fitzgerald, Vitalstatistix successfully redefined its role in the Australian performing arts industry to become a dynamic new entity as Australia's national production house for women in the performing arts - the National Women's Theatre. Based at Waterside Hall in the historic precinct of Port Adelaide, Vitalstatistix is at the forefront of innovation in creating and producing groundbreaking new work by Australian women playwrights. Since its inception it has been a vital and persuasive advocate for women and women's issues, presenting and producing theatre that is popular, diverse, dynamic and artistically innovative with wide audience appeal. Vitalstatistix was incorporated under the Associations Incorporation Act of 1985, in September 1988. Company Status: Management and staff. Vitalstatistix has four fulltime staff, including a General Manager, Artistic Director, Production Manager and Administrative Assistant. Vitalstatistix is governed by a Board of Management with a broad range of artistic, business and financial skills to ensure the successful management of the company. Vitalstatistix depends on the contribution of Volunteers to run bar services, front of house and in some other areas. Premises: Vitalstatistix leases premises at 11 Nile Street, Port Adelaide. Waterside Hall is listed on the State Heritage Register. The hall, which was built in 1926 and opened in 1927, has had a long association with the Port Adelaide Working Mens Association (PAWMA) which spanned 117 years from 1872-1989 and affiliated with the Waterside Workers Federation of Australia about 75 years ago. This building exhibits some fine Art Deco detailing and is an important contribution to the architectural heritage of the Port. It is in fair condition, although its facilities do not comply with contemporary access standards in a number of regards, outlined in Section 4. Vitalstatistix uses the building as a theatre and rehearsal space, for offices and storage space. Our intention is to remain in the building in the mid term, and this means developing strategies for the improvement and maintenance of the building, including upgrading its accessibility. Vitals activities take place at a number of venues. Our public performances are held at Waterside, and in other theatre or performance venues in Adelaide, regional Australia, interstate and overseas. Often we will hire a venue for the purpose of presenting our performance, at other times our performances are presented by other organisations. Budget: Vitalstatistix is supported by triennial funding from the Theatre Board of the Australia Council, annually from Arts SA and also Health Promotion Through The Arts. Other revenues come from: sponsorship; merchandise sales; ticket sales; donations; membership subscriptions and other sundry. Our annual turnover is between $400,000 and $550,000. Section 3: Disability Discrimination Act. 3. DISABILITY DISCRIMINATION ACT (DDA) 1992 3.1. Disability Discrimination Act (DDA) 1992 In the past, people with disabilities have been seen as separate from mainstream society, needing special and separate services. As a legacy of these attitudes, our laws and organisations have also often overlooked the need to provide people with disabilities with the same level of access to facilities, services and standards as other community members. In October 1992, the Federal Government passed the Disability Discrimination Act (DDA). The Act was proclaimed on March 1 1993, making discrimination on the basis of disability unlawful in a number of areas of public life including employment, education, access to premises used by the public and the provision of goods and services. The DDA holds precedence over other federal, state and territory legislation unless exempted in writing by the Federal Attorney General. (See DDA Section 3) 3.2. DDA Objective The main objective of the Act, is to eliminate as far as possible discrimination against persons on the grounds of disability. It is designed to ensure that people with disabilities are not deprived of equal opportunity by stereotype, prejudice or misconception, or by unnecessary barriers or restrictions. The Act requires that a persons disability should be taken into account only where it is relevant and fair to do so. (See DDA Section 3) 3.3. DDA Definition of Disability The DDA definition of disability is broad and includes the categories of physical, sensory, intellectual, learning and psychiatric disability. The definition also defines disability as: total or partial loss of bodily or mental functions; loss of body parts; presence of organisms capable of causing disease or illness including HIV / AIDS; malfunction, malformation or disfigurement of the body; disorders or malfunctions which result in a person learning differently; or disorders illnesses or diseases which affect a persons thought processes, reality perceptions, emotions, judgements, or which result in disturbed behaviour. The DDA disability definition also includes disability that exists, previously existed, may exist in the future, or is imputed to a person. (see DDA Section 4) 3.4. DDA Discrimination The Act covers potential as well as actual, and direct as well as indirect discrimination. An example of direct discrimination would be treating a person with a disability less favourably than others. Indirect discrimination occurs if a service provider set particular conditions on users with disabilities, which were more onerous than for others. (See DDA Sections 5 & 6) 3.5. DDA Complaints Although a conciliatory approach is taken in the resolution of complaints, the Human Rights and Equal Opportunity Commission (HREOC) has the authority to order compensation. Where an organisation has developed and lodged a DDA Action Plan with HREOC, that Plan will be taken into account when dealing with a complaint. (See DDA Sections 60 & 61) 3.6. DDA Standards Section 31 of the Act enables the Minister to formulate standards. The purpose of disability standards is to clarify the rights and obligations of the members of the community to facilitate compliance with the DDA. Standards are issued by HREOC in the form of Advisory Notes. Although these Advisory Notes provide guidance to best practice, compliance does not guarantee against a complaint. In January 2000 Advisory Notes had been issued on Education, Access to Premises, Employment, Access to the World Wide Web, Insurance and Superannuation. The Australian Building Codes Board (ABCB) has undertaken a project to upgrade and amend the BCA to better reflect equitable and dignified access to new buildings and clarify matters for authorising bodies. 3.7. ABS Disability Demographics The ABS 1998 Disability, Ageing and Carers; Summary of Findings states that 22.4% of the South Australian population are people with disability, which is higher than the general Australian population of 19.3%. ABS found that 78% of all people with a disability, have a physical disability as their main condition. Of these people, 29% have a profound disability requiring supported assistance for most functional activity. When families, carers and associates are added to disability data, the impact of disability within South Australia is even more widely felt. Section 4: Building Review Vitalstatistix Production Manager, Andrea OShea, has conducted an assessment of Waterside Hall, informed by the Building Review check-list provided at the Arts SA DDA training workshop. Below is a summary of her findings and recommendations. Areas: Front entrance Nile St Access to Waterside Hall is gained by contacting office staff via an intercom system. At present this intercom is fixed to the front door, and accessed by ascending three steps from ground level. An alternative, wheel chair accessible entrance to the building is to the west, through the Driveway/Outside area. Options for Action: another intercom station purchased and fixed into front wall at 1000 mm height from ground level; existing intercom moved and inserted into front wall of building; a closed circuit video camera purchased so staff are visually prompted when a visitor needs access to the building. The existing intercom system needs to be more clearly signed, and can be used without the bell to communicate with visitors on the footpath. Recommendation: that Option c) is pursued in the short term, and Options a) and b) are investigated for implementation in the longer term. Priority: High. Date for Completion: July, 2003 Foyer An old tiled floor, uneven in places and some tiles damaged. Foyer leads to two entrances to the main hall, one on either side of a flight of stairs to the offices. These stairs are the only access to the offices, which presents accessibility and safety problems for staff and visitors. See Offices. Mezzanine Use: Drinks and food consumed. Description: A large area in front of and including bar areas/serveries, with a good polished pine board floor. Safety rails are in place where it drops 320mm down to the Main Hall floor. There are two steps which lead down onto the Main Hall floor. There is a ramp, 1560mm wide, with a 1:6 gradient. Handrails are at 860mm. Bar areas/Serveries Use: Drinks and Food served. Description: Damaged floor coverings and confined space for staff behind the bar. Washing up facilities are awkwardly situated under counters. Recommendation: floor coverings repaired. Any re-plumbing would be prohibitively expensive at present. Priority: Low. Main Hall Floor Use: Rehearsals/Performances/Functions. Description: Approximately 20m x 16m. Polished jarrah floorboards in need of repair, with some sloping on the eastern side where the wall has settled. There are 4 emergency crash doors (1640 mm wide) leading out from the main hall which are operated by crash bars at 1050mm. The 2 eastern doors lead onto a narrow uneven footpath on Wells St, with a step down, of 125mm from the south-eastern door. The 2 western doors lead out into a covered driveway area, which is used as an outdoor area for patrons. These doors provide wheelchair access to the Main Hall. Stage Limited Access Use: Rehearsals/Performance. Description: A Proscenium Arch stage, with polished wood floor in good condition. 7.6m wide x 7.6m deep, plus wings. Access to the stage is gained via two flights of 8 narrow steps from the main floor, one on either side of the stage. There is a room on either side of the stage. The western side contains a functioning but shabby toilet (not wheelchair accessible) and hand basin. The eastern room in currently used for storage. Floors are rough and paint is peeling off walls. Recommendation: Some thought needs to be given to alternative access to the stage, via a ramp, or more easily negotiated temporary stairs as and when need arises. This is a low use area. Therefore any rectification or repairs are low priority. Supper Room Limited Access Use: Dressing Room/Rehearsals. Description: The Supper Room is located underneath the stage. Access is gained via two doors (830mm wide) at either side of the stage in the Main Hall, then down flights of 9 narrow steps. There is another entrance/exit at the back of the building from the car park, through a door in the northern wall, leading down 11 steps to another door into the Supper Room. The floor is polished jarrah in good condition. Recommendation: It may be possible to redesign the entrance/exit from the car park. However, again, this is a low use area. To address the impediments to access effectively would require extensive redesign of entrances, and is beyond this companys resources in the foreseeable future. Production Office Use: Production Managers Office. Description: A small office on the S-E corner of the building. One 35mm step up from the footpath. 2 metres inside the door, there are 3mm metal joining strips on the vinyl floor covering. Keyed door lock, height: 1300mm. Recommendation: This office could be converted into a wheelchair accessible work place for a full time or part time employee without prohibitive expense. Priority: As need presents. Driveway/Outside area Use: Driveway access to Main Hall, outside area for patrons. Description: The driveway on the western side of the building is paved and generally in good repair. There is wheelchair access to the Hall via this driveway and through the western fire doors. Gate width: 2500mm. Inside handle height: 1250mm. Recommendation: Handle on inside gate needs to be lowered. Priority: Medium. Upstairs Offices Limited Access Use: Administrative offices. Description: Three areas used as offices. The Eastern and Western office are accessed via doorways at the top of two branches of stairs from the main foyer, the centre office is accessed internally. The offices are only accessible via the stairs in the foyer. This presents accessibility and safety problems. Recommendation: Addressing the impediments to access would require almost complete redesign of the office spaces. This would be prohibitively expensive. Vitalstatistix makes alternative, accessible meeting or work space available where and when need arises. This system has worked well to date, however, this problem should remain on the Board Meeting agenda, so the company remains alert to changing circumstances which may render this arrangement unsatisfactory. Public and Staff Toilets At present Waterside has no Unisex Accessible toilet. Mens and Womens toilets are located in the Foyer. The Mens toilet has an old fashioned metal urinal and 2 cubicles, with two hand basins, at appropriate heights. The Womens toilet has 5 cubicles and 3 hand basins. In each toilet room one cubicle accords with Wheelchair accessibility standard sizes and provisions (grab rail, transfer space, pan height, etc). There are signs that indicate that these cubicles are Wheelchair Accessible. However, both toilets are accessed through one door from the Foyer, and then one further internal door. All three of these doors are smaller than required. Recommendation: it would be possible to convert the Wheelchair Accessible cubicle in the Womens toilet into a separate Unisex Accessible toilet by creating another door through the Foyer wall, and blocking the cubicle off from the Womens toilet room with an internal wall. This course of action should be investigated and costed, and funding sources for the building work should be ascertained. Priority: Medium to High. Time line: December, 2003. Parking There is an adjoining car park on the western side of the building, for the neighbouring TAFE, which our patrons also use. There is one disability parking bay near the S-W corner of our building (painted ground symbol) and 4 at the western side of the car park approx 50 metres from the building (raised pole signs plus painted ground symbol). There is also on street parking. Recommendation: to lobby council to cause a raised pole sign to be fixed near our building. Priority: Low. 5. Vitalstatistix Activities 5.1 Access for Full Time Employees of Vitalstatistix Administration: Vitalstatistix employment policy is inclusive. Because Vitalstatistix charter is to support the work of women in the theatre, our recruitment campaigns are targeted primarily at women. However we do and will continue to employ men in many areas of the companys endeavours. We have a long history of working with and for a diverse range of communities such as the Lesbian and Gay communities, women, youth theatre, workshops and mentoring, religious groups, the health sector and members of the broader local community. We have day-to-day contact and alliances with individuals and groups. 'Embracing diversity' is one of the values that formulate the basis of our day-to-day operations as well as the foundation of the company. Our offices present some impediments to access, which we are able to address by setting up meeting spaces or temporary office facilities in the main hall. This is not satisfactory in the long term, or if a person with physical disabilities joins our full time staff. See Section 4 for recommendations. 5.2 Employment of Artistic and Technical staff / personnel on a Project basis: Within the operations of its annual performance programme Vitalstatistix employs artists, technicians and others on casual or project-based contracts. These artists and others are selected according to the particular needs of each project. Vitalstatistix conducts open general auditions, from time to time, and specific disability resource organisations (eg, Arts in Action and the High Beam festival) are included in our contact lists for the purposes of making the auditions known to as many people as possible. Also, Vitalstatistix conducts a General Call for proposals by women theatre artists towards our annual programme. Recently Vitalstatistix produced, presented and toured Bananas, by Jane Muras and Pat Rix, the true story of a woman with Acquired Brain Injury. Our casting policy is that if a character is written with a disability, an actor with a similar disability should play that part. 5.3 Access to our program for audiences/general public Performances: When performances or events are held at Waterside, wheelchair access is provided through the side gate and fire doors in the western wall. In the past this has been by prior arrangement with the company. In future we intend to display signs indicating the wheelchair access points and procedure, and presence and location of accessible toilets at every performance in the Waterside Hall, and in other venues we may use. In those venues in which we are not able to display our own signage, we will encourage management of that venue to do so. It is company policy that, where it is appropriate for the particular performance, at least one Sign Language interpreted performance will be offered during the performance season. Further, access is a running agenda item for Board Meetings and Project Production Meetings, in which the details of each performance are planned. Low Price Tickets: Vitalstatistix seeks to make its performances accessible to as many people as possible by offering reasonable ticket prices, with low concession rates. Further, where a ticket purchaser requires attendance by a carer, that carer will be admitted to the performance free of charge, if the ticket purchaser so requests. Publicity/Published materials Vitalstatistix includes universal access symbols on our programs and publicity materials, we provide season information to identified Disability services and organizations, and we include access information in appropriate publications including our web site. Our web site will also contain a link to the HREOC website where this document can be accessed, and the State Equal Opportunity Commission. Section 6: Staff Training Vitalstatistix is committed to ensuring its staff body has adequate training in all areas that contribute to the effective management of the company and provision of its product to its identified specific and general markets. Professional development and training is managed in close consultation with each individual employee, and is provided within the constraints of the companys resource base. Section 7: Grievance Procedure Vitalstatistix commits itself to operating at all times in the spirit of cooperation and collaboration, with trust, reason and accessibility being the companys guiding principles. By making this commitment the company seeks to ensure that working for the company, or participating in the companys activities, is rewarding and satisfying, as well as challenging, for all employees, associates and members of the general public. However, matters or events may arise in the course of the companys business, in which an employee of the company, or a member of the general public may have a grievance against the company, or any of its employees as they are engaged in the companys business. In such an instance Vitalstatistix will manage the grievance according to the Grievance Policy and Procedure ratified by the Board of Management. In essence this Policy states that the General Manager or the Artistic Director are the appropriate first points of contact for any party with a grievance against the company. In the event that the General Manager or Artistic Director, or both, are implicated in the Grievance, and therefore not appropriate points of contact, the Board of Management has appointed two members as Grievance Officers. They can be contacted by mail, addressed to: The Grievance Officer, Board of Management, Vitalstatistix National Womens Theatre, PO Box 459, Port Adelaide, 5015. Vitalstatistix will endeavour to resolve any grievance a member of the public may have against the company or any of its employees, or that an employee of the company may have against the company or any of its other employees, as quickly as possible in a manner which is respectful, diligent and unprejudiced. All grievances will be treated as strictly confidential and will only be communicated to any other individual, even to the party to whom the matter relates, after the consent of the person with the grievance is sought and given. If the matter cannot be resolved through consultation with the people nominated above, the matter will be brought to the attention of the Board of Management. If the matter is still not able to be resolved, an external, impartial facilitator will be brought in to move the matter towards resolution. (This Grievance Policy is draft only, to be ratified at Vitalstatistix Board of Management Meeting on 25 March, 2003). Section 8: Evaluation strategies (of this plan and its implementation) We will evaluate the Disability Discrimination Action Plan at our annual Board/Staff Planning and Review. Access is a running agenda item for our bi-monthly Board meetings.  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