Better Backstages: Accessibility Toolkit For Music and Arts Spaces

Human Capacity

The Human Capacity Audit is a tool for nightlife and performance spaces to evaluate how well they support workplace well-being, safety, and inclusivity. It covers areas like fair pay, career opportunities, and mental health resources while addressing key issues such as violence prevention, harm reduction, and mental health crisis response. Through a series of leading questions, venues can begin to identify gaps and work towards creating safer, more supportive environments for staff, patrons and guest performers.

Linked here is a printer-friendly checklist version of the following 4B. Human Capacity Audit Tool in a Google Doc.

Stay Connected

Each audit section of the Better Backstages toolkit includes an optional Google Form. If you would like to share your responses, you can submit your completed questionnaire through the form, either with your name or anonymously. The google forms require a gmail account to use.

This is not part of any formal study. Submissions help us get a general sense of how the toolkit is being used, where people are located, and what kinds of barriers venues are working on. Over time, this may help us share updates, workshops, and ways to connect venues and artists working on similar goals.

Link to: docs.google.com/forms/d/1m0Evd5Z740OI4YpRek26d7DIj5nOJC8AWY6l1OpubOI/

4B. Human Capacity Audit Tool

1.0 Psychological Safety and Wellbeing in The Workplace

Does your workplace offer fair wages that meet or exceed a living wage, making sure that all staff can afford basic needs like housing, food, and healthcare?
Does your workplace offer meaningful support for staff facing food or housing insecurity, like living wages, rent assistance, benefits, or partnerships with community resources?
Are contract-based workers, like consultants, touring musicians, and collaborators paid fairly and on time, with transparent agreements and access to necessary workplace supports?
Does your workplace provide fair opportunities for career growth, like training, promotions, or mentorship, that are accessible to all employees, including those from marginalized groups?
Does your workplace regularly review wages and benefits, so they stay competitive and fair for all employees?
Does your workplace have clear policies on mental health and wellness, including resources for counseling, peer support, or stress management?
Are staff trained to recognize and address systemic discrimination (e.g., racism, homophobia, transphobia, and ableism) within the workplace?
Are workplace policies designed to recognize and address compounding barriers faced by individuals with intersecting identities, such as racialized 2SLGBTQIA+ employees or disabled women?
Do marginalized groups, including racialized, 2SLGBTQIA+, or disabled employees, feel represented in leadership roles or decision-making processes?
Does leadership actively promote an inclusive workplace culture, including zero-tolerance policies for microaggressions and clear consequences for violations?
Do you have a confidential process for reporting events and concerns, particularly for staff who are part of marginalized communities who may face unique challenges or fear retaliation?
Does your organization support employees in understanding how their work contributes to the organization’s success and set clear expectations of their roles and how to achieve them?
Do staff feel comfortable expressing concerns about workload, accessibility needs, or interpersonal dynamics without fear of retaliation or financial loss?
Are flexible work options, like remote work or adjusted hours, available to support employees with caregiving or other personal responsibilities?
Are disabled employees supported through individualized accommodations, like flexible work arrangements or assistive technologies?
Does your workplace provide mentorship or leadership development opportunities specifically for disabled employees in addition to meeting their accommodation needs?
Are built-environment accessibility audits conducted regularly to identify and address physical barriers in the workplace?
Are adaptive-environment accessibility audits conducted regularly to identify and address attitudinal and psychological health barriers in the workplace?
Are mental health accommodations available and normalized, like time off for therapy or wellness days?
Are onboarding processes designed to help new employees feel safe, welcomed, and informed about workplace policies on mental well-being and accessibility?
Does your workplace offer regular training on anti-oppression, conflict resolution, de-escalation, active listening, and empathy for staff members?
Are employee surveys and feedback mechanisms used to gather anonymous feedback on psychological safety, and are action steps taken based on the results?
Are trauma-informed practices embedded into daily operations, like addressing burnout, debriefing staff after a stressful event, or providing access to support resources?
Does your workplace have systems in place to address interpersonal conflicts or crises, including trauma-informed debriefs and resources for affected employees?

2.0 Sexual, Workplace, and Gender-Based Violence Risk Assessments

Does your venue conduct regular risk assessments to identify and address potential violence risks, like physical safety issues, high-risk areas, or patterns of harmful behavior?
Does your venue have clear and accessible written policies addressing all types of violence, including sexual violence, gender-based violence, and non-sexual workplace violence, with detailed steps for reporting and responding to incidents?
Do the policies address behaviors like harassment, stalking, drink tampering, or other forms of sexual violence?
Do the policies explicitly name, and address discrimination based on sexual orientation, gender identity, race, disability, or other intersecting identities, including homophobia, transphobia, and systemic inequities?
Do the policies outline protocols for managing physical aggression or verbal abuse in the workplace?
Are policies on violence prevention and response visible to staff, performers, and patrons, including online and within the venue?
Does your workplace provide staff with regular training on de-escalation, bystander intervention, and trauma-informed responses?
Does your venue have a confidential and accessible reporting system for violence or harassment, such as text lines, private forms, or designated staff members?
Are incident reports reviewed regularly to identify patterns, address recurring issues, and improve safety measures?

3.0 Harm Reduction Protocols

Does your venue have a plan to respond to drug overdoses, including naloxone kits and clear steps for staff?
Are staff trained to spot overdose signs, use naloxone, and call 911?
Does your venue provide harm reduction tools like sharps bins, fentanyl test strips, or information for staff and patrons?
Does your venue work with local groups or pharmacies to provide free naloxone kits, training, or other support?
Are sharps disposal bins placed in easy-to-reach locations like bathrooms, and emptied safely?

4.0 Responding to Mental Health Crises and Alternatives to Police Intervention

Does your venue have a plan for mental health crises that includes crisis teams, hotlines, and other community-based supports, while addressing the risks for marginalized groups?
Are staff trained to assess safety during a mental health crisis, understand risks for Black, Indigenous, and marginalized groups, and decide when police intervention is necessary?
Does your venue provide information about local crisis services, including resources for racialized and disabled communities?
Are staff trained in de-escalation and trauma-informed care, with a focus on supporting racialized and disabled people?
Does your venue work with community organizations that support racialized, disabled, or marginalized groups to improve mental health crisis responses?

YOUR CART