Better Backstages: Accessibility Toolkit For Music and Arts Spaces
Section 4: Human Capacity
4A. Human Capacity Audit Companion
This section includes two parts:
4A. Human Capacity Audit Companion and 4B. Human Capacity Audit Tool.
Use the link above to access the audit checklist as you explore ways to build healthier, safer, and more accessible workplaces.
4A. Human Capacity Audit Companion and 4B. Human Capacity Audit Tool.
Use the link above to access the audit checklist as you explore ways to build healthier, safer, and more accessible workplaces.
Human Capacity, Internal Operations and Workplaces Cultures
Accessibility involves the physical, Built Environment, the Adaptive Environment, and Human Capacity. Human Capacity includes things like adequate staffing, training, workplace safety, staff supports, and service knowledge.
A healthy workplace culture is foundational to providing support to patrons and staff in service and nightlife industries. Dangerous work environments, alcohol consumption, burnout, high staff turnover, and limited onboarding hinder accessibility efforts.
Investing in staff well-being and fair compensation creates a stable and productive workforce, which benefits the business in the long term. Employees who feel supported and valued are more likely to remain loyal, motivated, and committed to delivering excellent service.
This saves money on hiring and training new staff and helps the venue build a good reputation. A happy team also makes it easier to meet accessibility needs and keep things running smoothly.
Reviewing staffing levels, training, and skill sets makes sure that staff can handle accommodations like temporary ramp installations or assistive listening devices (ALDs). Employees should feel that they can voice limitations or ask for accommodation needs without the fear of penalty or exclusion. Employees should have access to the same accessibility measures that artists are offered.
The Human Capacity Audit Tool is designed for music and arts spaces to evaluate workplace well-being and inclusivity. It assesses fair wages and benefits, opportunities for growth, and mental health support. It also covers policies and training related to violence prevention and harm reduction. The tool addresses the needs of marginalized groups, including those with intersecting identities, by:
Here we invite music and arts spaces to take a closer look at how their workplace supports fairness, safety, and well-being. By answering “yes,” “no,” or “partial” to a series of questions, venues can uncover gaps in their policies and discover ways to improve.
- Are staff trained in using assistive tech?
- Is there enough staff to handle accommodations effectively?
- Are staff themselves working in a supportive, healthy workplace?
A healthy workplace culture is foundational to providing support to patrons and staff in service and nightlife industries. Dangerous work environments, alcohol consumption, burnout, high staff turnover, and limited onboarding hinder accessibility efforts.
Investing in staff well-being and fair compensation creates a stable and productive workforce, which benefits the business in the long term. Employees who feel supported and valued are more likely to remain loyal, motivated, and committed to delivering excellent service.
This saves money on hiring and training new staff and helps the venue build a good reputation. A happy team also makes it easier to meet accessibility needs and keep things running smoothly.
Reviewing staffing levels, training, and skill sets makes sure that staff can handle accommodations like temporary ramp installations or assistive listening devices (ALDs). Employees should feel that they can voice limitations or ask for accommodation needs without the fear of penalty or exclusion. Employees should have access to the same accessibility measures that artists are offered.
The Human Capacity Audit Tool is designed for music and arts spaces to evaluate workplace well-being and inclusivity. It assesses fair wages and benefits, opportunities for growth, and mental health support. It also covers policies and training related to violence prevention and harm reduction. The tool addresses the needs of marginalized groups, including those with intersecting identities, by:
- Promoting equitable practices and building a safe environment for all staff and patrons.
- Implementing policies and procedures to prevent harm and promote well-being before incidents occur.
- Clear communication and making policies visible and accessible to all staff, performers, and patrons.
- Regular reviews and improvement to continuously evaluate and adapt policies and practices based on feedback and incident reports.
- Collaboration and partnerships with community organizations and experts.
Here we invite music and arts spaces to take a closer look at how their workplace supports fairness, safety, and well-being. By answering “yes,” “no,” or “partial” to a series of questions, venues can uncover gaps in their policies and discover ways to improve.
[Photo credit: HolLynn D’Lil. Brad Lomax, center, next to activist Judy Heumann at a rally in 1977 at Lafayette Square in Washington.]
Brad Lomax, a Black Panther Party member and disability activist who helped lead the “504 Sit In” to demand the federal government provide accessibility in a federal buildings and institutions.
