Our inaugural Minimum Standards for a Mentally Healthy Music Industry have been developed in consultation with representatives from the music industry and regulatory authorities in line with the actions proposed in the National Mental Health Commission’s National Workplace Initiative.
They seek to encourage action to protect, respond, and promote the positive aspects of work that contribute to good mental health.
This includes a commitment to provide workplaces that are psychologically safe, and which take proactive measures to address safety at work issues including bullying, harassment, discrimination, sexual misconduct, racism, ageism, homophobia and transphobia.
READ THE STANDARDS
SIGN THE STANDARDS
Signing the Standards is your opportunity to make a statement and show your people and the industry your commitment:
Maggie Collins, Executive Director:
“We have been involved in consulting with Support Act in the creation of this brilliant initiative. It is in all our best interests that we progress as an industry to improve the lives of ALL of our workers. Our Managers believe in integrity, respect and providing healthy partnerships via our own Code of Conduct. It’s with this motivation that we welcome these Minimum Standards, and thank Support Act for putting in the work to develop them.”
Dean Ormston, CEO:
“APRA AMCOS welcomes and endorses Support Act’s Minimum Standards for a Mentally Healthy Music Industry. We value the opportunity to contribute with colleagues across our industry to the co-creation of these Minimum Standards. We are committed to creating and sustaining a positive, safe and inclusive workplace culture and recognise and accept that this requires constant and diligent focus and effort from all of us. We believe the aims of these Minimum Standards are appropriately reflected in our policies and procedures for employees and our practices in the industry.”
Simone Schinkel, CEO:
“With a Victorian State election just around the corner, creating a safer music industry is a top priority for us. We are so grateful to have our own in house mental health clinician (accessible to all members for free in person sessions), and to have been part of the process for developing these standards that can side alongside our own Code of Conduct.”
Roger Field, President APAC:
“We currently have the following procedures and policies in place – Code of Conduct; Anti Harassment, Bullying and Discrimination Policy; Flexible Work Guidelines; Safety and Wellbeing Policy. We will be building on our staff programs in 2023 and will have a strong focus on developing our leaders’ confidence to assist team members with mental health challenges, aiming for all leaders to be MHFA trained by end of Q1 2023.”
Justin Boschetti, CEO:
“Our staff have undertaken Mental First Aid training, Diversity and Inclusion training; we have initiated a Diversity and Equity committee; our staff-led People & Culture committee discuss mental health and wellbeing; we are members of the Arts Wellbeing Collective, have a formal Employee Assistance Program, have prepared and review a psychological hazard risk assessment, regularly discuss mental health and wellbeing, and have a Wellbeing Day leave system for up to five additional days of leave per annum. We actively participate in mental health initiatives such as R U Ok? and Ausmusic T-shirt Day, and promote Support Act in the workplace.”
Rob Carroll, Managing Director:
“We regularly encourage participation in mental health initiatives (including those run by Support Act), have conversations about mental health, provide helpful resources and information to staff, offer time out/off if staff are struggling, have ample recreational facilities in our office and often engage in team building/social activities during work hours.”
Elly Walker, Operations:
“We currently have an Employee Assistance Program ‘The Mind Room’; an Anti-Bullying, Harassment and Discrimination Policy; biannual workshops with a psychologist; and a wellbeing handbook.”
Nat Edwards, Operations Manager:
“We have a heads-up (beyond blue) mental health and wellbeing policy and additional information regarding health and wellbeing and support displayed and easily accessible to all staff downloaded from the Lifeline and Support Act websites.
Along with our Management Team obtaining their Mental Health First Aid, we are understanding and accomodating to those who require time off, or need to lessen their workloads. We also take pride in being a safe space, with an open door and without judgment. We practice mindfulness and show kindness and understanding with our words and actions in the workplace.“
Mark Smith, CEO:
“MusicNT views mental health and safety as a key priority to a robust and healthy music scene, from providing counselling access to all staff to ensuring that those working on the frontline in delivering outcomes for musicians across the region are supported.
Alongside our “All Good” program working with venues and festivals to be safe spaces for all people to enjoy live music, we are committed to playing our role in supporting and caring for all involved in the sector.“
Geoff Jones, Group CEO:
“TEG is fully supportive and proud to endorse Support Act’s Minimum Standards for a Mentally Healthy Music Industry. We’re committed to our values of Balance, Belonging and Advocacy, and live these everyday by creating a safe, diverse and inclusive workspace to enable our people to thrive and bring their best selves to work.
We have an Employee Assistance Program (EAP) in place which we regularly encourage our people to engage with, have created an anonymous forum for anyone to raise issues/voice concerns/ask questions, are a WGEA Employer of Choice for Gender Equality Citation Holder, have a Wellbeing Program which has continued to evolve as we have come out of the Pandemic, and are implementing other initiatives including paid (additional) leave for people who are caring for or are experiencing domestic violence, and paid volunteer days so our team can contribute to causes that matter to them.“
Paul Stix, Founder:
“We understand that mental health and the wellbeing of our staff is integral to everything we do as a business. One initiative we’ve been running for a while is both good for the mind and the body, with weekly gym sessions during office hours to encourage a healthier lifestyle and mindset.“
Shauna Upton, Founder:
“We promote support services such a Support Act, Regional Creatives Wellbeing Program and All Good Project. We work to promote diverse voices, have an accessible website and social content to include those with differing needs, and encourage work/life balance with the artists we work with, giving them access to a shared calendar where they can block out mental health days and family days, no questions asked. Mental and physical safety are at the forefront of decisions made. Unsafe venues wont be engaged, studios and rehearsal spaces are selected with input from all personnel involved to ensure they feel safe and cared for. We also have a Code of Conduct signed by all artist we engage either through management partnerships or programming events.“
Sean Warner, President and CEO:
“We believe we have a responsibility and accountability to our people, our artists and our business partners to adhere by these principles and are already doing most of what is expected already. We are committed to working with Support Act in regards rolling out further and ongoing education, training and support initiatives and look forward to continuing our close relationship.”
Andrew McManus, CEO:
“Mental Health, especially amongst crews and the lower level musicians (on pay scale), is a massive issue with concerns around how they are going to feed their families, let alone rent, school fees, fuel for the car etc. As an industry, we need to support each other, and we at One World Entertainment maintain a vigilant watch over those crews that have been working with us for years and have in the past advanced against future projects, spoken to land lords on behalf of our faithful and done what ever we can whilst maintaining our own permanent staff and their security and stability.”
Vanessa Picken, Chair and CEO:
“We wholeheartedly welcome and endorse Support Act’s Minimum Standards for a Mentally Healthy Music Industry. We are committed to fostering a safe and positive working environment and strive for this to be the norm across the industry. Our Artist Assistance Program is a broad global effort aimed at promoting the wellbeing of signed talent and providing them with relevant information and key resources for their careers. Additionally, our Employee Assistance Program helps ensure staff,and their loved ones have the resources they need to thrive both at work and at home, and we provide free unlimited access to the Unmind app, which offers staff confidential access to tools, training and exercises to support their mental wellbeing. We recognise that safe working environments require continual work and we look forward to working closely with Support Act and our peers to achieve this change.”
Jesse O’Malley, People and Culture Director:
“Being employed as Cyclus Chief Happiness Officer, my mission is to “Make Cyclus the happiest place to work” I endeavour to offer high levels of support to our crew.
We have implemented an Employee Assistance Program, We engage in volunteering to help grow a sense of community within our team, And our workplace offers our crew maximum flexibility allowing them to work as much or as little as they like.“
Stamatina / Radio Goo Goo / Vary Us / AAA Crewing Services / Terry Blamey Management / Savage Studios / No Samples Records / WRB / Stealth Crewing / Canberra Institute of Technology / Rainbow Productions Australia / Melody Management / Vyva Entertainment / The Corner Hotel / Kee’ahn Music / Dinosaur City Records
Tessa Heath / Ryan Scoble / Heath McLean / Fiamma Kitching / Scott Groom / Ian Stevens