In this video, Katie Kelly shares insights on disclosing disability in the workplace, and how organisations can create a culture which empowers people to disclose.
Visual and Audio description are provided below.
Audio and Visual Descriptions
The video includes Katie sitting on a high stool chair by herself, in a beige jacket. It is being filmed in a film studio and throughout the video Katie is talking and facing the camera as she shares insights on disclosing disability. At times there is soft gentle music in the background. There are no other sound effects.
The video starts with Katie talking and throughout shares footage of people in an office, talking and some with have wheelchairs as their mobility means. Other footage includes Katie walking along a beach and talking in an ABC Radio studio. The footage then cuts back to Katie talking. As Katie talks about of the importance of creating inclusive culture.
The video ends with an image that includes the text Katie Kelly OAM PLY, Disability and Inclusion Advocate and 2 x Paralympian, with the website www.katiekelly.com.au The image includes at Katie Kelly logo which has the letters KK, and it is on a navy background with white font.
Transcription
Something that rings true to me is experiencing discrimination in theworkplace as a person with disability. And I've had some really goodexperiences in terms of inclusive workplace culture and not so good experiences.
The good experience was, I remember I had a role, and a couple of weeksin the role, the CEO called me into their office and he simply asked aquestion, Katie, how are you going and how you settling into your role?
And, I wasn't sure if he knew that I had usher syndrome and that I, hadhard of hearing. but he simply asked that question.
Is there any support you need? And if there is, let us know, because wecan make any adjustments as you need.
So the conversation was more about myself as an employee. What supportdid I need?
So you really met me where I was in terms of a new starter and checkingin, which was a great conversation.
And then on the other side of that, in a similar scenario, a new starterin a role, rather than that sort of question, is there any support you need? Iwas asked, what is your condition? We need medical documentation. We need toensure that your condition doesn't impact the health and wellbeing of others.
There's a real difference there in the way that you can have thatconversation. And I think it's important that, in a respectful, meaningful wayand have the conversation is, what support do you need and how can we supportyou better in your role?
It's the importance of humanity in the workplace. And we just need tohave conversations with people.
It's not the disability that's the problem. It's the workplace. Thatneeds to ensure that I can support the person so they can do their job.
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