WEBVTT - A blueprint for disability employment 0:00:00.560 --> 0:00:04.080 Already and this is the Daily This is the Daily 0:00:04.160 --> 0:00:16.320 ohs oh, now it makes sense. Good morning and welcome 0:00:16.400 --> 0:00:19.160 to the Daily OS. It's Monday, the second of June. 0:00:19.320 --> 0:00:20.560 I'm Emma Gillespie. 0:00:20.640 --> 0:00:21.680 I'm Zara Seidler. 0:00:21.960 --> 0:00:25.400 Last week, TDA hosted a Good News Bruise event where 0:00:25.680 --> 0:00:29.040 hundreds of our readers and listeners came together to share 0:00:29.040 --> 0:00:32.919 in some brightness, some positivity around the good news that 0:00:32.960 --> 0:00:36.559 we don't often always get time to pause and reflect on, 0:00:36.640 --> 0:00:38.559 but it is something that's important to us here at 0:00:38.560 --> 0:00:40.680 the Daily OS and it served us a good reminder 0:00:40.720 --> 0:00:43.600 that there are so many amazing stories out there of 0:00:43.640 --> 0:00:45.320 people doing wonderful things. 0:00:45.479 --> 0:00:47.920 And that's why today we wanted to start your week 0:00:48.000 --> 0:00:51.080 with a good news story from a fellow young person. 0:00:51.720 --> 0:00:54.800 In today's deep dive, we're going to speak to Bianka Stern, 0:00:55.000 --> 0:00:58.440 the general manager and the founding member of All Things Equal. 0:00:58.840 --> 0:00:59.040 Now. 0:00:59.080 --> 0:01:02.920 All Things Equal is a Melbourne based social enterprise empowering 0:01:02.960 --> 0:01:06.920 people with disability through award wage employment, purposeful training and 0:01:07.000 --> 0:01:09.600 pathways through rewarding careers in hospitality. 0:01:12.680 --> 0:01:16.480 The organization recently put out an Equal Opportunity white paper, 0:01:16.520 --> 0:01:20.800 which it calls a blueprint for disability employment in hospitality 0:01:21.160 --> 0:01:23.679 and this report is basically a call to action for 0:01:23.880 --> 0:01:27.399 the entire hospitality sector, which it says is at a 0:01:27.480 --> 0:01:31.000 turning point. The paper says, quote, we can continue to 0:01:31.040 --> 0:01:34.320 complain about staff shortages, or we can widen our hiring 0:01:34.400 --> 0:01:37.920 lens and future proof our industry. To talk us through 0:01:38.000 --> 0:01:41.720 inclusive employment in hospitality and how All Things Equal is 0:01:41.800 --> 0:01:44.560 paving the way for the rest of the industry. We 0:01:44.640 --> 0:01:48.120 are joined by their GM Bianker Stern Bianka. Welcome to 0:01:48.200 --> 0:01:48.919 the podcast. 0:01:49.200 --> 0:01:50.320 Hello, thanks for having me. 0:01:50.480 --> 0:01:52.720 We are so happy to be chatting to you today. 0:01:53.000 --> 0:01:55.840 But for those listening who might not be as familiar 0:01:56.080 --> 0:01:58.680 with All Things Equal, what do we need to know 0:01:58.720 --> 0:02:01.160 about the organization? How would you describe it? 0:02:01.360 --> 0:02:04.400 Yeah? So All Things Equal is a hospitality based social 0:02:04.520 --> 0:02:08.639 enterprise based in Balaclava in Melbourne. We provide training and 0:02:08.760 --> 0:02:13.200 award wage employment for people with disability in the hospitality sector. 0:02:13.400 --> 0:02:16.160 So what inspired you to get involved? Where did All 0:02:16.240 --> 0:02:19.160 Things Equal come from? And how did we end up 0:02:19.280 --> 0:02:20.760 with you leading this mission? 0:02:21.360 --> 0:02:24.440 So I have to preface I'm not the only person 0:02:24.440 --> 0:02:27.040 that's leading this. We've got an amazing team of people 0:02:27.080 --> 0:02:30.320 that we work with. But essentially there are a bunch 0:02:30.320 --> 0:02:33.359 of different ways that this all came together. Our founder, 0:02:33.560 --> 0:02:37.160 his name's Jonathan. Jonathan's got a daughter called Tully who 0:02:37.240 --> 0:02:41.320 was finishing school at a beautiful special school called Giant Steps, 0:02:41.520 --> 0:02:45.919 and naturally he was concerned about what the employment landscape 0:02:45.919 --> 0:02:48.320 could look like for Tully. But he knew that the 0:02:48.520 --> 0:02:52.000 kitchen was the perfect environment where Tully absolutely thrived and 0:02:52.120 --> 0:02:55.240 continues to thrive today. So he had this concept of 0:02:55.280 --> 0:02:57.000 all things Equal. He knew that if he wanted a 0:02:57.000 --> 0:02:59.120 place for Tality to thrive, he had to create an 0:02:59.200 --> 0:03:02.919 environment that was totally tailored to her and individuals like her. 0:03:03.240 --> 0:03:05.960 So at the same time as that, I was working 0:03:06.200 --> 0:03:10.040 on a pilot project helping individuals with disability to get 0:03:10.040 --> 0:03:12.720 into employment in local businesses, and then when I heard 0:03:12.720 --> 0:03:14.480 about All Things Equal, it was just something that I 0:03:14.520 --> 0:03:15.720 absolutely had to be part of. 0:03:15.840 --> 0:03:18.239 Just aligned with your passions and what you were working 0:03:18.280 --> 0:03:21.320 on very much. Can you talk me through for a 0:03:21.600 --> 0:03:25.000 person with a disability who might engage with All Things 0:03:25.040 --> 0:03:28.600 Equal or for their families, how does the whole process 0:03:28.639 --> 0:03:31.600 work from someone finding out about the organization to actually 0:03:31.639 --> 0:03:34.480 being a part of it to their future employment. Tell 0:03:34.560 --> 0:03:35.720 us a bit about that process. 0:03:36.280 --> 0:03:40.560 So we have an employment pathway model where individuals with 0:03:40.600 --> 0:03:43.440 disability over the age of eighteen and to our pre 0:03:43.520 --> 0:03:48.520 employment program, which is a twelvemonth work training program, so 0:03:48.600 --> 0:03:52.800 that's unpaid training where we're learning the foundational skills of 0:03:53.200 --> 0:03:56.440 being ready to work and the hospitality sector so transferable 0:03:56.480 --> 0:04:02.280 skills like punctuality, organization, professional presentation, giving and receiving feedback. 0:04:02.600 --> 0:04:06.200 Within that, we've got a cooking school, a footy club, canteen, 0:04:06.640 --> 0:04:09.760 and front of house training. And then when the individual 0:04:09.920 --> 0:04:13.920 successfully completes the program, they then enter employment in our 0:04:14.160 --> 0:04:16.800 cafe and that is a sort of around twelve to 0:04:16.839 --> 0:04:20.120 eighteen month long program where a trainee is supported by 0:04:20.160 --> 0:04:23.159 a hospitality trainer and they work either front of house 0:04:23.240 --> 0:04:26.400 or back of house, so either serving customers or food 0:04:26.400 --> 0:04:30.680 preparation for our cafe and catering services. And then when 0:04:30.720 --> 0:04:34.040 we work alongside the individual to work out that they 0:04:34.080 --> 0:04:36.719 are ready to move on from our supportive environment, we 0:04:36.760 --> 0:04:40.880 support them to gain employment in other mainstream workplaces, so 0:04:41.279 --> 0:04:46.240 for example, hotels or large restaurants, catering companies, places like 0:04:46.279 --> 0:04:49.480 that that just genuinely want to have more inclusive workplaces 0:04:49.480 --> 0:04:52.279 and know that all things equal, has a really great 0:04:52.360 --> 0:04:53.040 training program. 0:04:53.160 --> 0:04:57.960 Essentially, I'm interested in the sort of demand for these opportunities, 0:04:58.000 --> 0:05:02.360 the why of why this all came about. Normally, when 0:05:02.360 --> 0:05:05.560 we see these organizations thriving, it speaks to a bit 0:05:05.600 --> 0:05:08.920 of a lack in other parts of society or a 0:05:09.000 --> 0:05:12.599 lack of other similar organizations. Can you tell me a 0:05:12.640 --> 0:05:15.599 bit about the infrastructure that may or may not be 0:05:15.839 --> 0:05:16.800 in place around that. 0:05:17.240 --> 0:05:20.360 Yeah, So we've got over one hundred people with disability 0:05:20.400 --> 0:05:22.479 on our wait list, which tells us from the start 0:05:22.480 --> 0:05:25.800 that we're dealing with the systemic problem. Right. So we 0:05:26.680 --> 0:05:29.000 know that there are initiatives that do exist and have 0:05:29.080 --> 0:05:32.400 existed for many, many years to support people with disability 0:05:32.480 --> 0:05:36.680 and neurodivergent people to get into employment. But yet the statistic, 0:05:36.920 --> 0:05:39.840 the unemployment statistic hasn't changed in over thirty years, so 0:05:40.040 --> 0:05:42.720 we're dealing with something quite significant. There are over two 0:05:42.760 --> 0:05:46.400 point two million people with disability in Australia and more 0:05:46.440 --> 0:05:50.240 than half of those individuals are unemployed or underemployed. We 0:05:50.279 --> 0:05:53.719 know that people with disability want to be in jobs 0:05:53.839 --> 0:05:56.720 and careers just like anybody does, but it's the first 0:05:56.760 --> 0:05:58.680 foot in the door that is always the challenge. We 0:05:58.760 --> 0:06:03.800 see cycles of people with disability going through programs, volunteering programs, 0:06:03.839 --> 0:06:07.560 work experience programs, where really the goal is that they 0:06:07.560 --> 0:06:10.839 want to get a paid job, an award wage paying 0:06:10.920 --> 0:06:13.720 job and a career. But when we don't see that 0:06:13.760 --> 0:06:17.320 transition into award wage, paid employment, that individual just goes 0:06:17.360 --> 0:06:18.280 back into the cycle. 0:06:18.560 --> 0:06:20.880 Yeah, and is that the feedback that you have heard 0:06:20.960 --> 0:06:24.320 from the people who participate in these programs that this 0:06:24.440 --> 0:06:27.680 is the first time they've had access to these opportunities. 0:06:27.880 --> 0:06:30.280 Very much so. So in Australia, you can get a 0:06:30.360 --> 0:06:32.599 job at the age of fourteen or nine months, but 0:06:32.720 --> 0:06:35.360 yet most of the individuals that we support and we 0:06:35.400 --> 0:06:37.480 work alongside, and the individuals that are on our wait 0:06:37.520 --> 0:06:40.040 list are from sort of around the age of twenty above. 0:06:40.360 --> 0:06:42.800 And almost every single trainee that has gone through our 0:06:42.839 --> 0:06:45.320 program has never ever had a paid job before. So 0:06:46.160 --> 0:06:48.839 this is someone's first ever foot in the door, which 0:06:48.880 --> 0:06:50.800 means that they are already there is the inequity of 0:06:50.839 --> 0:06:54.120 already being behind by at least five six years. 0:06:54.360 --> 0:06:57.560 So obviously there are broad skills that are being learned 0:06:57.600 --> 0:06:59.680 by the people with disability who are part of all 0:06:59.680 --> 0:07:03.440 things equal from front of house to back of house. Cooking, catering, 0:07:03.920 --> 0:07:07.440 business and admin skills. What are some of the strengths 0:07:07.480 --> 0:07:12.880 that people with disability and neurodivergent people bring to those roles. 0:07:12.880 --> 0:07:15.760 Have you been surprised or learned anything from them. 0:07:15.920 --> 0:07:18.720 I'm not surprised whatsoever, because I know that when someone 0:07:18.800 --> 0:07:21.160 is given the platform and the right support, the right 0:07:21.200 --> 0:07:24.960 workplace accommodations are put in place for the individual, every 0:07:25.000 --> 0:07:29.000 single person can thrive. And so we see our trainees 0:07:29.280 --> 0:07:34.120 excel in so many areas that I just wish more 0:07:34.160 --> 0:07:38.160 people in our society could see. You think about about 0:07:38.160 --> 0:07:41.600 things like workplace culture and how much time and money 0:07:41.680 --> 0:07:44.240 these workplaces put in to try build this culture. We 0:07:44.320 --> 0:07:46.120 just have it when you walk through the door instantly 0:07:46.280 --> 0:07:50.240 because the unique personalities and interests of our trainees are 0:07:50.240 --> 0:07:52.600 there from the forefront. You know, you walk into our 0:07:52.640 --> 0:07:54.640 space and it's literally like getting a warm hug. You 0:07:54.960 --> 0:07:57.320 don't get that anywhere. I know that in past jobs. 0:07:57.320 --> 0:08:02.320 I've never had that experience. We see incredible interpersonal skills. 0:08:02.680 --> 0:08:06.800 All of our trainees have fantastic work ethics, and really 0:08:06.840 --> 0:08:08.840 the reason why I think that might be the case 0:08:09.400 --> 0:08:12.760 and why I often believe that our trainees make better 0:08:12.800 --> 0:08:15.680 employees than a lot of other people I know, is 0:08:15.720 --> 0:08:18.120 that they have worked so hard to get to the 0:08:18.120 --> 0:08:22.000 point where they are deemed being capable of getting a job, 0:08:22.120 --> 0:08:25.119 and they've already had to self advocate so incredibly hard 0:08:25.640 --> 0:08:28.360 that when they finally have been put into a position 0:08:28.760 --> 0:08:32.240 like getting a job, at all things equal, they are 0:08:32.280 --> 0:08:34.760 grateful to be in a job. And to be honest, 0:08:35.040 --> 0:08:38.160 it's a pretty sad thing to be thinking about that 0:08:38.200 --> 0:08:39.880 someone has to feel grateful to be in a job, 0:08:39.920 --> 0:08:42.440 when really it should just be a human right. But 0:08:42.840 --> 0:08:45.960 when you think about what can change someone's life, you 0:08:46.000 --> 0:08:48.200 don't think about a job being part of it. What 0:08:48.280 --> 0:08:50.360 we don't realize is when someone's in a job, and 0:08:50.360 --> 0:08:52.839 when someone's in a job where they are genuinely valued 0:08:52.880 --> 0:08:56.280 and being compensated appropriately for their work, you've got a 0:08:56.280 --> 0:08:58.200 reason to get up in the morning. You know that 0:08:58.240 --> 0:09:01.199 you get to be part of a community where individuals 0:09:01.320 --> 0:09:04.480 genuinely respect you and accept you and want to see 0:09:04.520 --> 0:09:07.240 you thrive. People just take that for granted, but yet 0:09:07.240 --> 0:09:09.880 our trainees have had to work so hard to get 0:09:09.920 --> 0:09:10.520 to that point. 0:09:11.200 --> 0:09:13.600 We'll be back with the rest of today's chat after 0:09:13.640 --> 0:09:15.480 a quick note from our sponsor. 0:09:18.520 --> 0:09:21.280 It's so beautiful to hear you talk about it, and 0:09:21.320 --> 0:09:24.120 I can see and feel the passion and joy that 0:09:24.280 --> 0:09:26.960 it brings you and that you have for this role. 0:09:27.480 --> 0:09:31.880 You mentioned one of the founders, Jonathan, who was inspired 0:09:31.920 --> 0:09:35.560 to kind of create a better future for his daughter, 0:09:35.720 --> 0:09:38.560 to ensure that there were opportunities for her when she 0:09:38.960 --> 0:09:42.160 grew up. What kind of feedback have you gotten from 0:09:42.400 --> 0:09:45.280 the families and the loved ones of people involved in 0:09:45.440 --> 0:09:49.040 these programs. This sense of community that you describe sounds 0:09:49.360 --> 0:09:52.680 so precious and special, but like it is maybe the 0:09:52.679 --> 0:09:54.840 first time a lot of these people have felt like 0:09:54.920 --> 0:09:55.839 part of a community. 0:09:56.000 --> 0:09:57.960 We get told. The feedback that we get told is 0:09:57.960 --> 0:10:01.840 that we are changing people's lives. Our trainees feel more 0:10:01.880 --> 0:10:04.559 connected to their family. You know, they feel confident to 0:10:04.760 --> 0:10:07.160 make dinner and set the table and want to be 0:10:07.200 --> 0:10:10.360 part of the dinner conversation. And when mom or dad 0:10:10.440 --> 0:10:12.720 or whoever it is is talking about their work that 0:10:12.800 --> 0:10:14.960 day and what they got up to at work and 0:10:15.000 --> 0:10:16.880 the good things and the challenging things in their job, 0:10:17.040 --> 0:10:19.280 our trainees actually get to participate in that conversation. 0:10:19.760 --> 0:10:21.920 Given all of that, I do want to ask you 0:10:22.120 --> 0:10:25.520 about barriers, the kinds of barriers that people with disability 0:10:25.559 --> 0:10:30.480 are facing in those traditional workplaces and traditional employment environments. 0:10:31.000 --> 0:10:35.360 What needs to change in that broader landscape, especially in hospitality. 0:10:35.400 --> 0:10:39.080 We're talking about the hospitality sector. When we're talking about 0:10:39.120 --> 0:10:42.520 all things equal, what kind of reform are you pushing for? 0:10:42.800 --> 0:10:45.360 So we have a goal at all things equal of 0:10:45.800 --> 0:10:48.959 being part of the solution of having ONEY one hundred 0:10:49.160 --> 0:10:52.520 people with disability into hospitality jobs by twenty thirty five, 0:10:53.280 --> 0:10:55.840 we need to see a top down approach from government 0:10:56.080 --> 0:10:57.880 as to how we're going to make that happen. And 0:10:58.280 --> 0:11:00.640 Oney one hundred is so minimal, we can do so 0:11:00.720 --> 0:11:03.840 much better then that. That's just all things equals goal. 0:11:04.360 --> 0:11:08.640 We see the challenges and the barriers start when someone's 0:11:08.720 --> 0:11:11.400 even trying to apply for a job somewhere else. It's 0:11:11.480 --> 0:11:13.960 the fact that if someone's never had had a job, well, 0:11:13.960 --> 0:11:15.719 then what are they putting on their resume. It's the 0:11:15.760 --> 0:11:17.480 fact that when someone says that they might need an 0:11:17.480 --> 0:11:21.080 accommodation within the recruitment process, they're straightaway deemed to be 0:11:21.200 --> 0:11:26.040 too difficult. In inverted commas, we're seeing people who might 0:11:26.120 --> 0:11:29.160 be much better at showcasing who they are and what 0:11:29.160 --> 0:11:32.000 they're capable of verbally or in a video. But yet 0:11:32.000 --> 0:11:34.840 the recruitment process says this is the way to do it, 0:11:34.880 --> 0:11:37.040 and there is no room for negotiation with this. So 0:11:37.520 --> 0:11:39.800 we're seeing barriers from the actual start. Then when the 0:11:39.840 --> 0:11:43.040 person gets into work, if they actually get the opportunity 0:11:43.120 --> 0:11:46.720 to go into an interview, you've already got people there 0:11:47.000 --> 0:11:50.040 that are deeming that person to not be a good fit. 0:11:50.200 --> 0:11:52.480 In Australia, you don't have to technically disclose if you've 0:11:52.480 --> 0:11:57.040 got a disability. But really what workplaces don't already realize 0:11:57.160 --> 0:11:59.880 is that you already, statistically you already have a per 0:12:00.200 --> 0:12:03.479 with disability or a person who identifies as being neurodivergent 0:12:03.559 --> 0:12:05.560 in your workplace. And if you don't think that you do, 0:12:06.040 --> 0:12:08.760 you do. They just haven't felt safe enough to communicate 0:12:08.760 --> 0:12:11.640 that with you. So that's telling us as well about 0:12:11.640 --> 0:12:15.120 what we are doing and what we are not already doing. 0:12:15.360 --> 0:12:19.880 You know, we see barriers around resources and how can 0:12:19.920 --> 0:12:24.120 we turn written expectations in our case or in the 0:12:24.120 --> 0:12:27.480 hospitality world like recipes all Things Equal, has all our 0:12:27.480 --> 0:12:29.959 recipes in visual form, How can we do that because 0:12:30.000 --> 0:12:34.200 really that's supporting an individual with disability, but actually that 0:12:34.280 --> 0:12:37.319 might be supporting every person in the workplace, whether it's English, 0:12:37.400 --> 0:12:39.560 is a second language, whatever it might be, it could 0:12:39.559 --> 0:12:42.960 potentially make any person's role easier. 0:12:42.600 --> 0:12:44.600 And ultimately the business outcomes better. 0:12:44.760 --> 0:12:48.240 The business outcomes better. And also this doesn't technically answer 0:12:48.280 --> 0:12:51.280 your question, but in the hospitality world, it's a very 0:12:51.320 --> 0:12:55.200 transient workforce. You've got people who are going through university 0:12:55.240 --> 0:12:57.679 that are looking at at hospitality as sort of just 0:12:57.720 --> 0:13:01.400 a short term job before they they might may want 0:13:01.440 --> 0:13:03.760 to have a different career path. We've got people who 0:13:04.040 --> 0:13:08.840 genuinely believe that hospitality and customer service is a career 0:13:08.880 --> 0:13:11.640 for them. When you're employing a person with disability, you 0:13:11.720 --> 0:13:16.240 are gaining so much more than you realize. And if 0:13:16.240 --> 0:13:17.960 we don't have the right setup in place, and we 0:13:18.000 --> 0:13:20.160 don't have the right top down approach and bottom up 0:13:20.160 --> 0:13:23.320 approach from the employees, we aren't going to be able 0:13:23.360 --> 0:13:23.840 to get there. 0:13:23.960 --> 0:13:27.400 So, in terms of pushing for that reform, you've mentioned 0:13:27.520 --> 0:13:31.360 that there needs to be government action. Policy is shifting. 0:13:32.000 --> 0:13:34.439 Can you tell me about this white paper that All 0:13:34.440 --> 0:13:36.119 Things Equal has submitted. 0:13:36.800 --> 0:13:40.640 Yeah, So, All Things Equal has put together what we 0:13:40.720 --> 0:13:43.920 are calling our Equal Opportunity Report, which is our industry 0:13:43.960 --> 0:13:47.120 white paper our call out to the hospitality industry and 0:13:47.160 --> 0:13:50.120 the workforce at large to say, hey, you know, we 0:13:50.160 --> 0:13:52.200 can actually do better at this, and we could do 0:13:52.240 --> 0:13:54.960 this together. Our approach is that we're not talking about 0:13:54.960 --> 0:13:57.360 all the things that aren't already working. We're saying we 0:13:57.400 --> 0:14:00.079 acknowledge it that there's barriers, and there have been barriers 0:14:00.120 --> 0:14:03.360 to a person with disability being able to participate in society, 0:14:03.679 --> 0:14:07.000 but we now have a solution to this, and we 0:14:07.600 --> 0:14:10.880 as an industry and as a sector can actually actually 0:14:10.920 --> 0:14:15.160 do better together. So our white paper has heard the 0:14:15.240 --> 0:14:19.320 voices of individuals with lived experience, whether that's our trainees, 0:14:19.360 --> 0:14:25.440 to disability leaders, to people who run incredibly successful businesses 0:14:25.480 --> 0:14:28.360 who also happen to have a disability, and we have 0:14:28.440 --> 0:14:30.240 heard their voices and what they want to know and 0:14:30.280 --> 0:14:33.280 what they want to see. And we believe that when 0:14:33.280 --> 0:14:36.080 we have the right people open to these conversations, we 0:14:36.160 --> 0:14:40.000 can really get somewhere. And from our white paper so far, 0:14:40.200 --> 0:14:43.600 we have sparked some pretty interesting conversations with some really 0:14:43.720 --> 0:14:47.840 great businesses who we know genuinely want to be part 0:14:47.880 --> 0:14:50.280 of the solution but just needed that little bit of 0:14:50.280 --> 0:14:51.560 a push to be able to do that. 0:14:52.040 --> 0:14:54.400 I have Kevji for long enough Today, Yankee, you have 0:14:54.480 --> 0:14:57.280 plenty of important work to go and do, but thank 0:14:57.320 --> 0:14:59.560 you for everything that you do. Thank you to the 0:14:59.600 --> 0:15:03.000 whole and everyone who's part of All Things Equal. It's 0:15:03.000 --> 0:15:06.040 been so wonderful to hear more about the organization what 0:15:06.160 --> 0:15:08.400 you guys are doing. And thank you for coming in 0:15:08.600 --> 0:15:09.840 sharing your story with us. 0:15:10.000 --> 0:15:12.320 Yeah, thanks so much for the opportunity. And if you're 0:15:12.320 --> 0:15:13.880 in Melbourne, come say hello and of. 0:15:13.800 --> 0:15:15.600 Course we will pop some links in the show notes 0:15:15.640 --> 0:15:17.880 the episode description. If you want to learn more about 0:15:17.880 --> 0:15:20.360 All Things Equal, or get involved or go and visit 0:15:20.400 --> 0:15:22.240 the cafe, please check it out. 0:15:22.760 --> 0:15:25.720 That chat just serves as another reminder as to why 0:15:25.800 --> 0:15:28.280 we do good news here and why it's so valuable 0:15:28.320 --> 0:15:31.880 to highlight young people doing incredible things out in the community. 0:15:31.920 --> 0:15:35.000 So thanks to m and Bianca for that chat. Thank 0:15:35.040 --> 0:15:37.800 you for joining us for our Monday episode of The 0:15:37.880 --> 0:15:40.880 Daily Os. We will be back with the headlines later today, 0:15:41.200 --> 0:15:47.960 but until then, enjoy your day. My name is Lily 0:15:48.000 --> 0:15:51.120 Madden and I'm a proud Arunda bunge lung Chalcotin woman 0:15:51.240 --> 0:15:52.280 from Gadigl Country. 0:15:53.120 --> 0:15:56.280 The Daily OS acknowledges that this podcast is recorded on 0:15:56.280 --> 0:15:58.800 the lands of the Gadighl people and pays respect to 0:15:58.840 --> 0:16:01.520 all Aboriginal and torrest rate island and nations. 0:16:01.840 --> 0:16:04.760 We pay our respects to the first peoples of these countries, 0:16:04.880 --> 0:16:06.080 both past and present.