1 00:00:00,560 --> 00:00:04,080 Speaker 1: Already and this is the Daily This is the Daily 2 00:00:04,160 --> 00:00:16,320 Speaker 1: ohs oh, now it makes sense. Good morning and welcome 3 00:00:16,400 --> 00:00:19,160 Speaker 1: to the Daily OS. It's Monday, the second of June. 4 00:00:19,320 --> 00:00:20,560 Speaker 1: I'm Emma Gillespie. 5 00:00:20,640 --> 00:00:21,680 Speaker 2: I'm Zara Seidler. 6 00:00:21,960 --> 00:00:25,400 Speaker 1: Last week, TDA hosted a Good News Bruise event where 7 00:00:25,680 --> 00:00:29,040 Speaker 1: hundreds of our readers and listeners came together to share 8 00:00:29,040 --> 00:00:32,919 Speaker 1: in some brightness, some positivity around the good news that 9 00:00:32,960 --> 00:00:36,559 Speaker 1: we don't often always get time to pause and reflect on, 10 00:00:36,640 --> 00:00:38,559 Speaker 1: but it is something that's important to us here at 11 00:00:38,560 --> 00:00:40,680 Speaker 1: the Daily OS and it served us a good reminder 12 00:00:40,720 --> 00:00:43,600 Speaker 1: that there are so many amazing stories out there of 13 00:00:43,640 --> 00:00:45,320 Speaker 1: people doing wonderful things. 14 00:00:45,479 --> 00:00:47,920 Speaker 2: And that's why today we wanted to start your week 15 00:00:48,000 --> 00:00:51,080 Speaker 2: with a good news story from a fellow young person. 16 00:00:51,720 --> 00:00:54,800 Speaker 2: In today's deep dive, we're going to speak to Bianka Stern, 17 00:00:55,000 --> 00:00:58,440 Speaker 2: the general manager and the founding member of All Things Equal. 18 00:00:58,840 --> 00:00:59,040 Speaker 3: Now. 19 00:00:59,080 --> 00:01:02,920 Speaker 2: All Things Equal is a Melbourne based social enterprise empowering 20 00:01:02,960 --> 00:01:06,920 Speaker 2: people with disability through award wage employment, purposeful training and 21 00:01:07,000 --> 00:01:09,600 Speaker 2: pathways through rewarding careers in hospitality. 22 00:01:12,680 --> 00:01:16,480 Speaker 1: The organization recently put out an Equal Opportunity white paper, 23 00:01:16,520 --> 00:01:20,800 Speaker 1: which it calls a blueprint for disability employment in hospitality 24 00:01:21,160 --> 00:01:23,679 Speaker 1: and this report is basically a call to action for 25 00:01:23,880 --> 00:01:27,399 Speaker 1: the entire hospitality sector, which it says is at a 26 00:01:27,480 --> 00:01:31,000 Speaker 1: turning point. The paper says, quote, we can continue to 27 00:01:31,040 --> 00:01:34,320 Speaker 1: complain about staff shortages, or we can widen our hiring 28 00:01:34,400 --> 00:01:37,920 Speaker 1: lens and future proof our industry. To talk us through 29 00:01:38,000 --> 00:01:41,720 Speaker 1: inclusive employment in hospitality and how All Things Equal is 30 00:01:41,800 --> 00:01:44,560 Speaker 1: paving the way for the rest of the industry. We 31 00:01:44,640 --> 00:01:48,120 Speaker 1: are joined by their GM Bianker Stern Bianka. Welcome to 32 00:01:48,200 --> 00:01:48,919 Speaker 1: the podcast. 33 00:01:49,200 --> 00:01:50,320 Speaker 3: Hello, thanks for having me. 34 00:01:50,480 --> 00:01:52,720 Speaker 1: We are so happy to be chatting to you today. 35 00:01:53,000 --> 00:01:55,840 Speaker 1: But for those listening who might not be as familiar 36 00:01:56,080 --> 00:01:58,680 Speaker 1: with All Things Equal, what do we need to know 37 00:01:58,720 --> 00:02:01,160 Speaker 1: about the organization? How would you describe it? 38 00:02:01,360 --> 00:02:04,400 Speaker 3: Yeah? So All Things Equal is a hospitality based social 39 00:02:04,520 --> 00:02:08,639 Speaker 3: enterprise based in Balaclava in Melbourne. We provide training and 40 00:02:08,760 --> 00:02:13,200 Speaker 3: award wage employment for people with disability in the hospitality sector. 41 00:02:13,400 --> 00:02:16,160 Speaker 1: So what inspired you to get involved? Where did All 42 00:02:16,240 --> 00:02:19,160 Speaker 1: Things Equal come from? And how did we end up 43 00:02:19,280 --> 00:02:20,760 Speaker 1: with you leading this mission? 44 00:02:21,360 --> 00:02:24,440 Speaker 3: So I have to preface I'm not the only person 45 00:02:24,440 --> 00:02:27,040 Speaker 3: that's leading this. We've got an amazing team of people 46 00:02:27,080 --> 00:02:30,320 Speaker 3: that we work with. But essentially there are a bunch 47 00:02:30,320 --> 00:02:33,359 Speaker 3: of different ways that this all came together. Our founder, 48 00:02:33,560 --> 00:02:37,160 Speaker 3: his name's Jonathan. Jonathan's got a daughter called Tully who 49 00:02:37,240 --> 00:02:41,320 Speaker 3: was finishing school at a beautiful special school called Giant Steps, 50 00:02:41,520 --> 00:02:45,919 Speaker 3: and naturally he was concerned about what the employment landscape 51 00:02:45,919 --> 00:02:48,320 Speaker 3: could look like for Tully. But he knew that the 52 00:02:48,520 --> 00:02:52,000 Speaker 3: kitchen was the perfect environment where Tully absolutely thrived and 53 00:02:52,120 --> 00:02:55,240 Speaker 3: continues to thrive today. So he had this concept of 54 00:02:55,280 --> 00:02:57,000 Speaker 3: all things Equal. He knew that if he wanted a 55 00:02:57,000 --> 00:02:59,120 Speaker 3: place for Tality to thrive, he had to create an 56 00:02:59,200 --> 00:03:02,919 Speaker 3: environment that was totally tailored to her and individuals like her. 57 00:03:03,240 --> 00:03:05,960 Speaker 3: So at the same time as that, I was working 58 00:03:06,200 --> 00:03:10,040 Speaker 3: on a pilot project helping individuals with disability to get 59 00:03:10,040 --> 00:03:12,720 Speaker 3: into employment in local businesses, and then when I heard 60 00:03:12,720 --> 00:03:14,480 Speaker 3: about All Things Equal, it was just something that I 61 00:03:14,520 --> 00:03:15,720 Speaker 3: absolutely had to be part of. 62 00:03:15,840 --> 00:03:18,239 Speaker 1: Just aligned with your passions and what you were working 63 00:03:18,280 --> 00:03:21,320 Speaker 1: on very much. Can you talk me through for a 64 00:03:21,600 --> 00:03:25,000 Speaker 1: person with a disability who might engage with All Things 65 00:03:25,040 --> 00:03:28,600 Speaker 1: Equal or for their families, how does the whole process 66 00:03:28,639 --> 00:03:31,600 Speaker 1: work from someone finding out about the organization to actually 67 00:03:31,639 --> 00:03:34,480 Speaker 1: being a part of it to their future employment. Tell 68 00:03:34,560 --> 00:03:35,720 Speaker 1: us a bit about that process. 69 00:03:36,280 --> 00:03:40,560 Speaker 3: So we have an employment pathway model where individuals with 70 00:03:40,600 --> 00:03:43,440 Speaker 3: disability over the age of eighteen and to our pre 71 00:03:43,520 --> 00:03:48,520 Speaker 3: employment program, which is a twelvemonth work training program, so 72 00:03:48,600 --> 00:03:52,800 Speaker 3: that's unpaid training where we're learning the foundational skills of 73 00:03:53,200 --> 00:03:56,440 Speaker 3: being ready to work and the hospitality sector so transferable 74 00:03:56,480 --> 00:04:02,280 Speaker 3: skills like punctuality, organization, professional presentation, giving and receiving feedback. 75 00:04:02,600 --> 00:04:06,200 Speaker 3: Within that, we've got a cooking school, a footy club, canteen, 76 00:04:06,640 --> 00:04:09,760 Speaker 3: and front of house training. And then when the individual 77 00:04:09,920 --> 00:04:13,920 Speaker 3: successfully completes the program, they then enter employment in our 78 00:04:14,160 --> 00:04:16,800 Speaker 3: cafe and that is a sort of around twelve to 79 00:04:16,839 --> 00:04:20,120 Speaker 3: eighteen month long program where a trainee is supported by 80 00:04:20,160 --> 00:04:23,159 Speaker 3: a hospitality trainer and they work either front of house 81 00:04:23,240 --> 00:04:26,400 Speaker 3: or back of house, so either serving customers or food 82 00:04:26,400 --> 00:04:30,680 Speaker 3: preparation for our cafe and catering services. And then when 83 00:04:30,720 --> 00:04:34,040 Speaker 3: we work alongside the individual to work out that they 84 00:04:34,080 --> 00:04:36,719 Speaker 3: are ready to move on from our supportive environment, we 85 00:04:36,760 --> 00:04:40,880 Speaker 3: support them to gain employment in other mainstream workplaces, so 86 00:04:41,279 --> 00:04:46,240 Speaker 3: for example, hotels or large restaurants, catering companies, places like 87 00:04:46,279 --> 00:04:49,480 Speaker 3: that that just genuinely want to have more inclusive workplaces 88 00:04:49,480 --> 00:04:52,279 Speaker 3: and know that all things equal, has a really great 89 00:04:52,360 --> 00:04:53,040 Speaker 3: training program. 90 00:04:53,160 --> 00:04:57,960 Speaker 1: Essentially, I'm interested in the sort of demand for these opportunities, 91 00:04:58,000 --> 00:05:02,360 Speaker 1: the why of why this all came about. Normally, when 92 00:05:02,360 --> 00:05:05,560 Speaker 1: we see these organizations thriving, it speaks to a bit 93 00:05:05,600 --> 00:05:08,920 Speaker 1: of a lack in other parts of society or a 94 00:05:09,000 --> 00:05:12,599 Speaker 1: lack of other similar organizations. Can you tell me a 95 00:05:12,640 --> 00:05:15,599 Speaker 1: bit about the infrastructure that may or may not be 96 00:05:15,839 --> 00:05:16,800 Speaker 1: in place around that. 97 00:05:17,240 --> 00:05:20,360 Speaker 3: Yeah, So we've got over one hundred people with disability 98 00:05:20,400 --> 00:05:22,479 Speaker 3: on our wait list, which tells us from the start 99 00:05:22,480 --> 00:05:25,800 Speaker 3: that we're dealing with the systemic problem. Right. So we 100 00:05:26,680 --> 00:05:29,000 Speaker 3: know that there are initiatives that do exist and have 101 00:05:29,080 --> 00:05:32,400 Speaker 3: existed for many, many years to support people with disability 102 00:05:32,480 --> 00:05:36,680 Speaker 3: and neurodivergent people to get into employment. But yet the statistic, 103 00:05:36,920 --> 00:05:39,840 Speaker 3: the unemployment statistic hasn't changed in over thirty years, so 104 00:05:40,040 --> 00:05:42,720 Speaker 3: we're dealing with something quite significant. There are over two 105 00:05:42,760 --> 00:05:46,400 Speaker 3: point two million people with disability in Australia and more 106 00:05:46,440 --> 00:05:50,240 Speaker 3: than half of those individuals are unemployed or underemployed. We 107 00:05:50,279 --> 00:05:53,719 Speaker 3: know that people with disability want to be in jobs 108 00:05:53,839 --> 00:05:56,720 Speaker 3: and careers just like anybody does, but it's the first 109 00:05:56,760 --> 00:05:58,680 Speaker 3: foot in the door that is always the challenge. We 110 00:05:58,760 --> 00:06:03,800 Speaker 3: see cycles of people with disability going through programs, volunteering programs, 111 00:06:03,839 --> 00:06:07,560 Speaker 3: work experience programs, where really the goal is that they 112 00:06:07,560 --> 00:06:10,839 Speaker 3: want to get a paid job, an award wage paying 113 00:06:10,920 --> 00:06:13,720 Speaker 3: job and a career. But when we don't see that 114 00:06:13,760 --> 00:06:17,320 Speaker 3: transition into award wage, paid employment, that individual just goes 115 00:06:17,360 --> 00:06:18,280 Speaker 3: back into the cycle. 116 00:06:18,560 --> 00:06:20,880 Speaker 1: Yeah, and is that the feedback that you have heard 117 00:06:20,960 --> 00:06:24,320 Speaker 1: from the people who participate in these programs that this 118 00:06:24,440 --> 00:06:27,680 Speaker 1: is the first time they've had access to these opportunities. 119 00:06:27,880 --> 00:06:30,280 Speaker 3: Very much so. So in Australia, you can get a 120 00:06:30,360 --> 00:06:32,599 Speaker 3: job at the age of fourteen or nine months, but 121 00:06:32,720 --> 00:06:35,360 Speaker 3: yet most of the individuals that we support and we 122 00:06:35,400 --> 00:06:37,480 Speaker 3: work alongside, and the individuals that are on our wait 123 00:06:37,520 --> 00:06:40,040 Speaker 3: list are from sort of around the age of twenty above. 124 00:06:40,360 --> 00:06:42,800 Speaker 3: And almost every single trainee that has gone through our 125 00:06:42,839 --> 00:06:45,320 Speaker 3: program has never ever had a paid job before. So 126 00:06:46,160 --> 00:06:48,839 Speaker 3: this is someone's first ever foot in the door, which 127 00:06:48,880 --> 00:06:50,800 Speaker 3: means that they are already there is the inequity of 128 00:06:50,839 --> 00:06:54,120 Speaker 3: already being behind by at least five six years. 129 00:06:54,360 --> 00:06:57,560 Speaker 1: So obviously there are broad skills that are being learned 130 00:06:57,600 --> 00:06:59,680 Speaker 1: by the people with disability who are part of all 131 00:06:59,680 --> 00:07:03,440 Speaker 1: things equal from front of house to back of house. Cooking, catering, 132 00:07:03,920 --> 00:07:07,440 Speaker 1: business and admin skills. What are some of the strengths 133 00:07:07,480 --> 00:07:12,880 Speaker 1: that people with disability and neurodivergent people bring to those roles. 134 00:07:12,880 --> 00:07:15,760 Speaker 1: Have you been surprised or learned anything from them. 135 00:07:15,920 --> 00:07:18,720 Speaker 3: I'm not surprised whatsoever, because I know that when someone 136 00:07:18,800 --> 00:07:21,160 Speaker 3: is given the platform and the right support, the right 137 00:07:21,200 --> 00:07:24,960 Speaker 3: workplace accommodations are put in place for the individual, every 138 00:07:25,000 --> 00:07:29,000 Speaker 3: single person can thrive. And so we see our trainees 139 00:07:29,280 --> 00:07:34,120 Speaker 3: excel in so many areas that I just wish more 140 00:07:34,160 --> 00:07:38,160 Speaker 3: people in our society could see. You think about about 141 00:07:38,160 --> 00:07:41,600 Speaker 3: things like workplace culture and how much time and money 142 00:07:41,680 --> 00:07:44,240 Speaker 3: these workplaces put in to try build this culture. We 143 00:07:44,320 --> 00:07:46,120 Speaker 3: just have it when you walk through the door instantly 144 00:07:46,280 --> 00:07:50,240 Speaker 3: because the unique personalities and interests of our trainees are 145 00:07:50,240 --> 00:07:52,600 Speaker 3: there from the forefront. You know, you walk into our 146 00:07:52,640 --> 00:07:54,640 Speaker 3: space and it's literally like getting a warm hug. You 147 00:07:54,960 --> 00:07:57,320 Speaker 3: don't get that anywhere. I know that in past jobs. 148 00:07:57,320 --> 00:08:02,320 Speaker 3: I've never had that experience. We see incredible interpersonal skills. 149 00:08:02,680 --> 00:08:06,800 Speaker 3: All of our trainees have fantastic work ethics, and really 150 00:08:06,840 --> 00:08:08,840 Speaker 3: the reason why I think that might be the case 151 00:08:09,400 --> 00:08:12,760 Speaker 3: and why I often believe that our trainees make better 152 00:08:12,800 --> 00:08:15,680 Speaker 3: employees than a lot of other people I know, is 153 00:08:15,720 --> 00:08:18,120 Speaker 3: that they have worked so hard to get to the 154 00:08:18,120 --> 00:08:22,000 Speaker 3: point where they are deemed being capable of getting a job, 155 00:08:22,120 --> 00:08:25,119 Speaker 3: and they've already had to self advocate so incredibly hard 156 00:08:25,640 --> 00:08:28,360 Speaker 3: that when they finally have been put into a position 157 00:08:28,760 --> 00:08:32,240 Speaker 3: like getting a job, at all things equal, they are 158 00:08:32,280 --> 00:08:34,760 Speaker 3: grateful to be in a job. And to be honest, 159 00:08:35,040 --> 00:08:38,160 Speaker 3: it's a pretty sad thing to be thinking about that 160 00:08:38,200 --> 00:08:39,880 Speaker 3: someone has to feel grateful to be in a job, 161 00:08:39,920 --> 00:08:42,440 Speaker 3: when really it should just be a human right. But 162 00:08:42,840 --> 00:08:45,960 Speaker 3: when you think about what can change someone's life, you 163 00:08:46,000 --> 00:08:48,200 Speaker 3: don't think about a job being part of it. What 164 00:08:48,280 --> 00:08:50,360 Speaker 3: we don't realize is when someone's in a job, and 165 00:08:50,360 --> 00:08:52,839 Speaker 3: when someone's in a job where they are genuinely valued 166 00:08:52,880 --> 00:08:56,280 Speaker 3: and being compensated appropriately for their work, you've got a 167 00:08:56,280 --> 00:08:58,200 Speaker 3: reason to get up in the morning. You know that 168 00:08:58,240 --> 00:09:01,199 Speaker 3: you get to be part of a community where individuals 169 00:09:01,320 --> 00:09:04,480 Speaker 3: genuinely respect you and accept you and want to see 170 00:09:04,520 --> 00:09:07,240 Speaker 3: you thrive. People just take that for granted, but yet 171 00:09:07,240 --> 00:09:09,880 Speaker 3: our trainees have had to work so hard to get 172 00:09:09,920 --> 00:09:10,520 Speaker 3: to that point. 173 00:09:11,200 --> 00:09:13,600 Speaker 2: We'll be back with the rest of today's chat after 174 00:09:13,640 --> 00:09:15,480 Speaker 2: a quick note from our sponsor. 175 00:09:18,520 --> 00:09:21,280 Speaker 1: It's so beautiful to hear you talk about it, and 176 00:09:21,320 --> 00:09:24,120 Speaker 1: I can see and feel the passion and joy that 177 00:09:24,280 --> 00:09:26,960 Speaker 1: it brings you and that you have for this role. 178 00:09:27,480 --> 00:09:31,880 Speaker 1: You mentioned one of the founders, Jonathan, who was inspired 179 00:09:31,920 --> 00:09:35,560 Speaker 1: to kind of create a better future for his daughter, 180 00:09:35,720 --> 00:09:38,560 Speaker 1: to ensure that there were opportunities for her when she 181 00:09:38,960 --> 00:09:42,160 Speaker 1: grew up. What kind of feedback have you gotten from 182 00:09:42,400 --> 00:09:45,280 Speaker 1: the families and the loved ones of people involved in 183 00:09:45,440 --> 00:09:49,040 Speaker 1: these programs. This sense of community that you describe sounds 184 00:09:49,360 --> 00:09:52,680 Speaker 1: so precious and special, but like it is maybe the 185 00:09:52,679 --> 00:09:54,840 Speaker 1: first time a lot of these people have felt like 186 00:09:54,920 --> 00:09:55,839 Speaker 1: part of a community. 187 00:09:56,000 --> 00:09:57,960 Speaker 3: We get told. The feedback that we get told is 188 00:09:57,960 --> 00:10:01,840 Speaker 3: that we are changing people's lives. Our trainees feel more 189 00:10:01,880 --> 00:10:04,559 Speaker 3: connected to their family. You know, they feel confident to 190 00:10:04,760 --> 00:10:07,160 Speaker 3: make dinner and set the table and want to be 191 00:10:07,200 --> 00:10:10,360 Speaker 3: part of the dinner conversation. And when mom or dad 192 00:10:10,440 --> 00:10:12,720 Speaker 3: or whoever it is is talking about their work that 193 00:10:12,800 --> 00:10:14,960 Speaker 3: day and what they got up to at work and 194 00:10:15,000 --> 00:10:16,880 Speaker 3: the good things and the challenging things in their job, 195 00:10:17,040 --> 00:10:19,280 Speaker 3: our trainees actually get to participate in that conversation. 196 00:10:19,760 --> 00:10:21,920 Speaker 1: Given all of that, I do want to ask you 197 00:10:22,120 --> 00:10:25,520 Speaker 1: about barriers, the kinds of barriers that people with disability 198 00:10:25,559 --> 00:10:30,480 Speaker 1: are facing in those traditional workplaces and traditional employment environments. 199 00:10:31,000 --> 00:10:35,360 Speaker 1: What needs to change in that broader landscape, especially in hospitality. 200 00:10:35,400 --> 00:10:39,080 Speaker 1: We're talking about the hospitality sector. When we're talking about 201 00:10:39,120 --> 00:10:42,520 Speaker 1: all things equal, what kind of reform are you pushing for? 202 00:10:42,800 --> 00:10:45,360 Speaker 3: So we have a goal at all things equal of 203 00:10:45,800 --> 00:10:48,959 Speaker 3: being part of the solution of having ONEY one hundred 204 00:10:49,160 --> 00:10:52,520 Speaker 3: people with disability into hospitality jobs by twenty thirty five, 205 00:10:53,280 --> 00:10:55,840 Speaker 3: we need to see a top down approach from government 206 00:10:56,080 --> 00:10:57,880 Speaker 3: as to how we're going to make that happen. And 207 00:10:58,280 --> 00:11:00,640 Speaker 3: Oney one hundred is so minimal, we can do so 208 00:11:00,720 --> 00:11:03,840 Speaker 3: much better then that. That's just all things equals goal. 209 00:11:04,360 --> 00:11:08,640 Speaker 3: We see the challenges and the barriers start when someone's 210 00:11:08,720 --> 00:11:11,400 Speaker 3: even trying to apply for a job somewhere else. It's 211 00:11:11,480 --> 00:11:13,960 Speaker 3: the fact that if someone's never had had a job, well, 212 00:11:13,960 --> 00:11:15,719 Speaker 3: then what are they putting on their resume. It's the 213 00:11:15,760 --> 00:11:17,480 Speaker 3: fact that when someone says that they might need an 214 00:11:17,480 --> 00:11:21,080 Speaker 3: accommodation within the recruitment process, they're straightaway deemed to be 215 00:11:21,200 --> 00:11:26,040 Speaker 3: too difficult. In inverted commas, we're seeing people who might 216 00:11:26,120 --> 00:11:29,160 Speaker 3: be much better at showcasing who they are and what 217 00:11:29,160 --> 00:11:32,000 Speaker 3: they're capable of verbally or in a video. But yet 218 00:11:32,000 --> 00:11:34,840 Speaker 3: the recruitment process says this is the way to do it, 219 00:11:34,880 --> 00:11:37,040 Speaker 3: and there is no room for negotiation with this. So 220 00:11:37,520 --> 00:11:39,800 Speaker 3: we're seeing barriers from the actual start. Then when the 221 00:11:39,840 --> 00:11:43,040 Speaker 3: person gets into work, if they actually get the opportunity 222 00:11:43,120 --> 00:11:46,720 Speaker 3: to go into an interview, you've already got people there 223 00:11:47,000 --> 00:11:50,040 Speaker 3: that are deeming that person to not be a good fit. 224 00:11:50,200 --> 00:11:52,480 Speaker 3: In Australia, you don't have to technically disclose if you've 225 00:11:52,480 --> 00:11:57,040 Speaker 3: got a disability. But really what workplaces don't already realize 226 00:11:57,160 --> 00:11:59,880 Speaker 3: is that you already, statistically you already have a per 227 00:12:00,200 --> 00:12:03,479 Speaker 3: with disability or a person who identifies as being neurodivergent 228 00:12:03,559 --> 00:12:05,560 Speaker 3: in your workplace. And if you don't think that you do, 229 00:12:06,040 --> 00:12:08,760 Speaker 3: you do. They just haven't felt safe enough to communicate 230 00:12:08,760 --> 00:12:11,640 Speaker 3: that with you. So that's telling us as well about 231 00:12:11,640 --> 00:12:15,120 Speaker 3: what we are doing and what we are not already doing. 232 00:12:15,360 --> 00:12:19,880 Speaker 3: You know, we see barriers around resources and how can 233 00:12:19,920 --> 00:12:24,120 Speaker 3: we turn written expectations in our case or in the 234 00:12:24,120 --> 00:12:27,480 Speaker 3: hospitality world like recipes all Things Equal, has all our 235 00:12:27,480 --> 00:12:29,959 Speaker 3: recipes in visual form, How can we do that because 236 00:12:30,000 --> 00:12:34,200 Speaker 3: really that's supporting an individual with disability, but actually that 237 00:12:34,280 --> 00:12:37,319 Speaker 3: might be supporting every person in the workplace, whether it's English, 238 00:12:37,400 --> 00:12:39,560 Speaker 3: is a second language, whatever it might be, it could 239 00:12:39,559 --> 00:12:42,960 Speaker 3: potentially make any person's role easier. 240 00:12:42,600 --> 00:12:44,600 Speaker 1: And ultimately the business outcomes better. 241 00:12:44,760 --> 00:12:48,240 Speaker 3: The business outcomes better. And also this doesn't technically answer 242 00:12:48,280 --> 00:12:51,280 Speaker 3: your question, but in the hospitality world, it's a very 243 00:12:51,320 --> 00:12:55,200 Speaker 3: transient workforce. You've got people who are going through university 244 00:12:55,240 --> 00:12:57,679 Speaker 3: that are looking at at hospitality as sort of just 245 00:12:57,720 --> 00:13:01,400 Speaker 3: a short term job before they they might may want 246 00:13:01,440 --> 00:13:03,760 Speaker 3: to have a different career path. We've got people who 247 00:13:04,040 --> 00:13:08,840 Speaker 3: genuinely believe that hospitality and customer service is a career 248 00:13:08,880 --> 00:13:11,640 Speaker 3: for them. When you're employing a person with disability, you 249 00:13:11,720 --> 00:13:16,240 Speaker 3: are gaining so much more than you realize. And if 250 00:13:16,240 --> 00:13:17,960 Speaker 3: we don't have the right setup in place, and we 251 00:13:18,000 --> 00:13:20,160 Speaker 3: don't have the right top down approach and bottom up 252 00:13:20,160 --> 00:13:23,320 Speaker 3: approach from the employees, we aren't going to be able 253 00:13:23,360 --> 00:13:23,840 Speaker 3: to get there. 254 00:13:23,960 --> 00:13:27,400 Speaker 1: So, in terms of pushing for that reform, you've mentioned 255 00:13:27,520 --> 00:13:31,360 Speaker 1: that there needs to be government action. Policy is shifting. 256 00:13:32,000 --> 00:13:34,439 Speaker 1: Can you tell me about this white paper that All 257 00:13:34,440 --> 00:13:36,119 Speaker 1: Things Equal has submitted. 258 00:13:36,800 --> 00:13:40,640 Speaker 3: Yeah, So, All Things Equal has put together what we 259 00:13:40,720 --> 00:13:43,920 Speaker 3: are calling our Equal Opportunity Report, which is our industry 260 00:13:43,960 --> 00:13:47,120 Speaker 3: white paper our call out to the hospitality industry and 261 00:13:47,160 --> 00:13:50,120 Speaker 3: the workforce at large to say, hey, you know, we 262 00:13:50,160 --> 00:13:52,200 Speaker 3: can actually do better at this, and we could do 263 00:13:52,240 --> 00:13:54,960 Speaker 3: this together. Our approach is that we're not talking about 264 00:13:54,960 --> 00:13:57,360 Speaker 3: all the things that aren't already working. We're saying we 265 00:13:57,400 --> 00:14:00,079 Speaker 3: acknowledge it that there's barriers, and there have been barriers 266 00:14:00,120 --> 00:14:03,360 Speaker 3: to a person with disability being able to participate in society, 267 00:14:03,679 --> 00:14:07,000 Speaker 3: but we now have a solution to this, and we 268 00:14:07,600 --> 00:14:10,880 Speaker 3: as an industry and as a sector can actually actually 269 00:14:10,920 --> 00:14:15,160 Speaker 3: do better together. So our white paper has heard the 270 00:14:15,240 --> 00:14:19,320 Speaker 3: voices of individuals with lived experience, whether that's our trainees, 271 00:14:19,360 --> 00:14:25,440 Speaker 3: to disability leaders, to people who run incredibly successful businesses 272 00:14:25,480 --> 00:14:28,360 Speaker 3: who also happen to have a disability, and we have 273 00:14:28,440 --> 00:14:30,240 Speaker 3: heard their voices and what they want to know and 274 00:14:30,280 --> 00:14:33,280 Speaker 3: what they want to see. And we believe that when 275 00:14:33,280 --> 00:14:36,080 Speaker 3: we have the right people open to these conversations, we 276 00:14:36,160 --> 00:14:40,000 Speaker 3: can really get somewhere. And from our white paper so far, 277 00:14:40,200 --> 00:14:43,600 Speaker 3: we have sparked some pretty interesting conversations with some really 278 00:14:43,720 --> 00:14:47,840 Speaker 3: great businesses who we know genuinely want to be part 279 00:14:47,880 --> 00:14:50,280 Speaker 3: of the solution but just needed that little bit of 280 00:14:50,280 --> 00:14:51,560 Speaker 3: a push to be able to do that. 281 00:14:52,040 --> 00:14:54,400 Speaker 1: I have Kevji for long enough Today, Yankee, you have 282 00:14:54,480 --> 00:14:57,280 Speaker 1: plenty of important work to go and do, but thank 283 00:14:57,320 --> 00:14:59,560 Speaker 1: you for everything that you do. Thank you to the 284 00:14:59,600 --> 00:15:03,000 Speaker 1: whole and everyone who's part of All Things Equal. It's 285 00:15:03,000 --> 00:15:06,040 Speaker 1: been so wonderful to hear more about the organization what 286 00:15:06,160 --> 00:15:08,400 Speaker 1: you guys are doing. And thank you for coming in 287 00:15:08,600 --> 00:15:09,840 Speaker 1: sharing your story with us. 288 00:15:10,000 --> 00:15:12,320 Speaker 3: Yeah, thanks so much for the opportunity. And if you're 289 00:15:12,320 --> 00:15:13,880 Speaker 3: in Melbourne, come say hello and of. 290 00:15:13,800 --> 00:15:15,600 Speaker 1: Course we will pop some links in the show notes 291 00:15:15,640 --> 00:15:17,880 Speaker 1: the episode description. If you want to learn more about 292 00:15:17,880 --> 00:15:20,360 Speaker 1: All Things Equal, or get involved or go and visit 293 00:15:20,400 --> 00:15:22,240 Speaker 1: the cafe, please check it out. 294 00:15:22,760 --> 00:15:25,720 Speaker 2: That chat just serves as another reminder as to why 295 00:15:25,800 --> 00:15:28,280 Speaker 2: we do good news here and why it's so valuable 296 00:15:28,320 --> 00:15:31,880 Speaker 2: to highlight young people doing incredible things out in the community. 297 00:15:31,920 --> 00:15:35,000 Speaker 2: So thanks to m and Bianca for that chat. Thank 298 00:15:35,040 --> 00:15:37,800 Speaker 2: you for joining us for our Monday episode of The 299 00:15:37,880 --> 00:15:40,880 Speaker 2: Daily Os. We will be back with the headlines later today, 300 00:15:41,200 --> 00:15:47,960 Speaker 2: but until then, enjoy your day. My name is Lily 301 00:15:48,000 --> 00:15:51,120 Speaker 2: Madden and I'm a proud Arunda bunge lung Chalcotin woman 302 00:15:51,240 --> 00:15:52,280 Speaker 2: from Gadigl Country. 303 00:15:53,120 --> 00:15:56,280 Speaker 3: The Daily OS acknowledges that this podcast is recorded on 304 00:15:56,280 --> 00:15:58,800 Speaker 3: the lands of the Gadighl people and pays respect to 305 00:15:58,840 --> 00:16:01,520 Speaker 3: all Aboriginal and torrest rate island and nations. 306 00:16:01,840 --> 00:16:04,760 Speaker 2: We pay our respects to the first peoples of these countries, 307 00:16:04,880 --> 00:16:06,080 Speaker 2: both past and present.