Enaam Ahmed: F3 driver says motorsport diversity ’20 years behind other sports’

Ahmed preparing to race in Austria this weekend

Britain’s Formula 3 driver Enaam Ahmed says the “levels of diversity” in motorsport are “20 years behind other sports”.

“I don’t think it’s a racist sport, but it’s undiverse,” the Carlin Buzz Racing driver, 20, told BBC Asian Network. “It doesn’t feel representative.”

Formula 1 is setting up a foundation to fund apprenticeships and scholarships to increase diversity in the sport.

World motorsport governing body the FIA is contributingexternal-link 1m euros to this fund.

Six-time F1 world champion Lewis Hamilton has also announced plans to set up a commission to increase diversity in motorsport.

“Racing is an elitist sport,” said Ahmed, whose parents sold their family home to support his career.

“F1 has only been a sport for the rich and wealthy, so that’s a factor. Now with the new campaigns which Formula 1 and Lewis Hamilton are establishing it will hopefully change – mechanics and engineers, for example.

“Hopefully there is a wider appeal and scope to attract people to take up those careers. Hopefully there are more chances for them too – but it’s not been the case so far.

“It does not seem like it’s a sport which is accessible to minorities. The faces are not there so it doesn’t feel representative.

“We need visible role models, so if we get to the top like Lewis it shakes up the establishment and attracts younger people.”

Ahmed, who began racing on the same Rye House track in Hertfordshire as Hamilton, believes he may have been the victim of unconscious bias in the initial stages of his motorsport career, which saw him become junior world karting champion in 2014.

“When I started out in karting I did feel it at times, but less so as I went up the levels,” he says.

Hamilton has been outspoken on the subject of race and diversity in the wake of the global Black Lives Matter protests that followed the death of George Floyd in police custody in Minneapolis last month.

On Sunday, before the opening F1 grand prix of the season in Austria, the FIA said of its financial contribution: “Priority will be placed on promoting a diverse driver talent pipeline by identifying and systematically eliminating barriers to entry from grassroots karting to Formula 1.”

Ahmed, who finished third in the Japan F3 Championship last year, is now fully fit after contracting coronavirus. He competed in the opening races of the revised Formula 3 Championship in Austria on Saturday and Sunday.

“It was the worst illness – similar to when I got pneumonia in 2018,” he says.

“Even after I got better I was weak for another month after that. I think I had it for two to three weeks. I lost weight as I could not eat, I was getting tired quickly and I couldn’t open my eyes. It was scary.”

The former British Formula 3 champion adds: “I am fighting for the top five positions then I am sure I will get into Formula 2. The aim is to win the championship convincingly so then I have the super licence points to possibly get to F1.

“Comparisons with Lewis have been flattering and are a compliment but I want to be the new Enaam.”

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is SBS failing its own diversity test?

Is SBS’ employees diversity staying reflected at the most senior ranges of the broadcaster?

SBS managing director James Taylor (Image: AAP/Mick Tsikas)

A lengthy overdue conversation about racial and cultural variety is slowly but surely washing via the Australian media.

And SBS, the multicultural broadcaster, where diversity is baked into the charter, is the most up-to-date information organisation to seemingly are unsuccessful the take a look at.

Yesterday, various non-white journalists recounted experiences of racism and microaggressions at the broadcaster. An impression, which distribute like wildfire over social media, suggested an overwhelmingly white management group, a lot more proof that the country’s multicultural broadcaster may perhaps have a actual range challenge.

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How a lack of diversity undermined Victoria’s coronavirus response

Suitable-wing media is blaming a COVID-19 spike in Victoria on multiculturalism, but a deficiency of diversity is the much more possible culprit.

(Graphic: AAP/Daniel Pockett)

Just when factors seemed to be returning to normal, an alarming spike in coronavirus instances has hit Victoria.

With group transmission spreading via protection guards, GP clinics and massive family gatherings, the state is scrambling to get points back again less than manage. 

Why did Victoria, a condition which locked down harder and much more cautiously than any other, get strike by a new spike? The reply could be down to shifting conduct as constraints loosened, or sheer lousy luck. 

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CEO Update: Stand with us on cultural diversity and respect

We often talk about the social determinants that lead to mental ill-health and mental illness, but seldom drill down further to call them out, and acknowledge how we must improve them as a community.

Today, in 2020, people in our community are still marginalized, treated poorly or discriminated against because of race, gender, disability, age or sexuality. These are social determinants and such discrimination is clearly detrimental to one’s mental health.

So as the world debates, and protests, over the divide between racism and respect, Mental Health Australia has this week publicised our position on cultural diversity.

It is a statement outlining our values as an organisation, and the way in which we define the concept of basic human kindness to others in our community.

To give you an idea, at Mental Health Australia we undertake to:

  • maintain a work culture where there is no place for racism, by calling out any form of racism displayed by staff or our Board, enforced through our Code of Conduct
  • pursue deliberate efforts to ensure our organisation is a place where people from all backgrounds are able to participate fully, through implementing the specific actions outlined in our Equity, Diversity and Inclusion Strategy
  • seek to partner with and amplify the voices of First Nations peoples and multicultural communities, and align with organisations who do the same
  • actively challenge and respond to systemic racism and discrimination in our national policy and advocacy work, and stand in solidarity with those voicing opposition to all forms of racism 
  • promote First Nations and multicultural perspectives on mental health and wellbeing

Earlier today we had to opportunity to actively live some of these values at our Mini Members Policy Forum online with Federation of Ethnic Communities’ Councils of Australia Chief Executive Officer, Mohammad Al-Khafaji.

Discussing racism and mental health with more than 40 members and stakeholders, including hearing from the Embrace Multicultural Mental Health Consumer and Carer Group. And it showed just how far we still have to go to create equality and reduce alienation.

A special thanks to those who kindly, and safely, shared their personal stories today, and helped us all connect with the hurt, stigma and perceived shame that is racism.

As we’ve said in our statement, contemporary Australia is extremely culturally diverse, with around half of us either born overseas or have a parent born overseas.

An important point to remember as we celebrate Refugee Week this week, where the ultimate aim is to ‘create better understanding between different communities and to encourage successful integration enabling refugees to live in safety, and to continue to make a valuable contribution to Australia’.

At Mental Health Australia we welcome people from diverse backgrounds and the ideal of granting everyone the opportunity to contribute their skills, experience and perspectives as a core part of our national identity and strength. 

You can read our full statement here.

Join us in continuing to advocate for respect and recognition for all around cultural diversity and inclusion, be it race, gender, disability, age or sexuality.

Have a good weekend.

Leanne Beagley

Mental Health Australia is pleased to be working with the National Disability Insurance Agency (NDIA) to implement a component of the National Community Connector Program (NCCP). 

This outreach program will focus on connecting people with psychosocial disability with the National Disability Insurance Scheme (NDIS). The program will have a particular focus on people who are homeless or at risk of homelessness in the areas of Brisbane, Toowoomba, Sydney, Blacktown, Stirling, Wanneroo and Darwin.

Mental Health Australia will undertake a selective commissioning process to provide a limited number of grants to experienced organisations to deliver these services. Successful organisations will employ new staff or utilise existing staff time. In total, up to 12 FTE staff will operate across seven identified Local Government Areas where participation levels in the NDIS are low.

These “Community Connector” staff will receive training and resources to support people with psychosocial disability to navigate the NDIS registration and plan development process. Services will be delivered by organisations with strong local understanding, psychosocial service expertise and connections with housing/homelessness services.

This project is a result of significant advocacy by Mental Health Australia and other disability sector advocates, for increased resourcing to support people with additional barriers to participate in the NDIS.

If your organisation is supporting people with psychosocial disability in any of the above locations and is interested in being involved in the NDIS Psychosocial Community Connectors Program, please view this webpage for further information and to submit an Expression of Interest.

Initial Expressions of Interest should be sent to Mental Health Australia by Friday 3 July.

To discuss further, please contact Harry Lovelock, Director Policy and Projects at Harry.Lovelock@mhaustralia.org.  

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The Framework for Mental Health in Multicultural Australia (the Framework) is a free, nationally available online resource which allows organisations and individual practitioners to evaluate and enhance their cultural responsiveness. It has been mapped against national standards to help you meet your existing requirements, with access to a wide range of support and resources. 

Watch this space for updates on further workshops and webinars for 2020.

Migration Council Australia has co-developed a multilingual mobile app for Australia’s CALD communities about COVID-19, its impact and available support. The MyAus COVID-19 pp allows users to browse articles, search for topics, view short animations with helpful summaries, and find useful tips and contacts to help adjusting during COVID-19. MyAus COVID-19 is free and available in 25 languages.

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The Royal Commission into Violence, Abuse, Neglect and Exploitation of People with Disability have released a new issues paper seeking information about the experiences of First Nations people with disability. 

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Minister for Health, Greg Hunt, says the Morrison Government will invest almost $35 million in 42 key research projects in areas such as ending avoidable indigenous deafness, ending avoidable indigenous blindness, and helping to eradicate chronic kidney disease.

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The Morrison Government is investing $550,000 over two years to support children and young people who have a parent or guardian with a mental illness.

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Optus is continuing its relationship with Australia’s first text-based counselling service Virtualpsychologist to highlight the wellbeing and mental health support services available to customers in rural and remote parts of the country during these challenging times.

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New research released this week from headspace National Youth Mental Health Foundation shows young Australians are fearful and uncertain for their future as a result of COVID-19. 

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Another 130 institutions have signed up to the National Redress Scheme including three named in the Royal Commission into Institutional Responses to Child Sexual Abuse. 

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The Morrison Government is investing $300,000 to update clinical guidelines to help general practitioners to better recognise and respond to family and domestic violence. 

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A new study by Australia’s national science agency, CSIRO, has found that weight and emotional wellbeing has suffered throughout the COVID-19 lockdown, with Australians also feeling concerned about how long it will take for life to return to “normal”. 

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Dementia Australia has welcomed the introduction of a Serious Incident Response Scheme by the federal government to protect vulnerable and senior Australians from abuse and neglect. 

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I have more Member discussions scheduled this coming week – thank you for these, they are incredibly helpful.

Also, on Monday, the Mental Health Australia Board will be meeting via videoconference.

On Wednesday I am looking forward to a briefing from SANE on their National Report Card, and to meeting with the Board of MIFA.

On Thursday, I will be participating in the Vision 2030 special interest meeting on funding models via videoconference. Harry Lovelock, Director of Policy and Projects will be participating in the National Peak Bodies Bushfire Recovery Coordinators Forum via teleconference.

On Friday, I will be a Guest Speaker at the virtual launch of the Mental Health Edition of Parity Magazine, for the Council to Homeless Persons. Harry Lovelock will be participating in the Vision 2030 special interest meeting on a multidisciplinary workforce via videoconference.

Established in 1987, the Queensland Centre for Mental Health Research (QCMHR) is Queensland’s premier mental health research facility. Based at The Park Centre for Mental Health at Wacol, QCMHR is hosted by the West Moreton Hospital and Health Service and has close links with The University of Queensland’s Queensland Brain Institute and School of Public Health, the Royal Brisbane and Women’s Hospital, and Brisbane Diamantina Health Partners. The work conducted at QCMHR aims to reduce the level of disability associated with mental illness. This is achieved by providing internationally recognised research that leads to more effective mental health services and interventions, the identification and reduction of risk factors, and the development of researchers in the field of mental health.
Website www.qcmhr.uq.edu.au Facebook www.facebook.com/QCMHR Twitter www.twitter.com/qcmhr

Black Swan Health was established in 2014 as an independent not-for-profit company limited by guarantee. Its primary focus is the provision of high quality primary and mental health services that achieve positive health outcomes for the community. Black Swan Health emerged from changes in the funding and service delivery model for primary health care and in 2015, acquired all direct service delivery programs previously provided by Panorama Health Network (formerly known as Perth North Metro Medicare Local, Osborne GP Network and Osborne Division of General Practice). In 2016 Black Swan Health also acquired One Healthy Community (formerly operating as Fremantle Medicare Local). Black Swan Health and its related entities has operated primarily in the health, community and mental health sectors since 1993, developing a considerable body of knowledge in the delivery and evaluation of programs and services. As a registered provider of disability services, Black Swan Health has also embedded the principles of person centred practice into its day to day service delivery and has well established outcome based reporting and measurement systems in place across all areas.
Website www.blackswanhealth.com.au Facebook www.facebook.com/BlackSwanHealth Twitter www.twitter.com/BlackSwanHealth

With so much happening in the world lately, this event will give Forum members the opportunity to connect with one another, focusing on strategies to help keep their personal-world’s positive and safe during this tricky time. The 1.5 hour event kicks off at 7pm AEST on Tuesday 30th June with a wonderful SANE Moderator and two Community Guides as co-hosts! 

Details: Comfort in Chaos: Looking after yourself and others in challenging times – Tuesday 30th June 7pm – 8.30pm AEST // Lived Experience Forum.

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Please join on 2 July 2020 at 11:00 AM AEST for a one-hour live webinar. Join this webinar to learn about two key NDIS Practice Standards for psychosocial disability service providers: Provision of Supports and the Provision of Supports Environment. This FREE webinar will feature three speakers each providing a unique and complementary perspective: 

  • Debbie Hamilton, Mental Health Advocate
  • Penny Halpin, Program Leader, HDAA Australia – an approved Quality Auditor
  • Peter Orr, Chief Customer Services Officer, New Horizons

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Now offering face to face and virtual connections. Engage with delegates and e-delegates over meal breaks and via the virtual exhibition portal.

Details: Monday 26 -Wednesday 28 October 2020 National Convention Centre Canberra.

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The Australian Mental Health Prize is awarded annually to an Australian who has made outstanding contributions to either the promotion of mental health, or the prevention or treatment of mental illness. This year’s Prize is more important than ever, as we are experiencing firsthand the social and economic impacts of the COVID-19 pandemic,  which affects our mental health and wellbeing. Now, more than ever, we must recognise the vital and ground-breaking work that many Australians are doing in the area of mental health.

Nominations close Sunday 30 August 2020. The finalists will be announced Monday 26 October 2020. 

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Loneliness and Mental Health – Tuesday 30 June 2020, 5.30 – 6.45pm AEST. The second in the Frontiers in Mental Health series this webinar will feature: 

  • Prof Sonia Johnson, Professor of Social and Community Psychiatry, UCL Institute of Mental Health and Director of the NIHR Mental Health Policy Research Unit for England.
  • with commentary from Hugh Mackay AO, Social psychologist, Researcher and Bestselling author.

The event is a collaboration between the Office for Mental Health and Wellbeing and the ANU Centre for Mental Health Research, and will be facilitated by: 

  • Dr Elizabeth Moore, Co-ordinator-General, Office for Mental Health and Wellbeing, and 
  • Prof Luis Salvador-Carulla, Head, ANU Centre for Mental Health Research.

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In May 2020, the Australian Federation of Disability Organisations (AFDO) held an online information session called Getting the Most Out of Your NDIS Plan. This webinar was recorded and is now available to view on AFDO’s YouTube channel. AFDO have also put together a set of useful handouts in an information pack that gives you more details on the topics that are covered in the information session. You may like to download some or all of these handouts to refer to as needed.

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Infant and child psychologists and psychiatrists from the Queensland Centre for Perinatal and Infant Mental Health, Children’s Health Queensland Hospital and Health Service and researchers from several Australian universities, have launched a research survey called COVID19 Unmasked. 

The purpose of this online research questionnaire is to help build a picture of how COVID-19 and other recent disruptive events have affected young children, their parents, and family life.

Your responses will help develop evidence based resources in the future that will help parents, educators, health services and other professionals respond more effectively when events like this happen.

The group are needing as many caregivers of children aged 1-5 years as possible throughout Australia to complete an anonymous online survey 4 times over the next year. Each survey only takes about 20 minutes to complete. 

Participation is completely voluntary and participants can choose to stop at any time. 

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BBC will spend £100m of its TV budget over three years to increase diversity

BBC will spend £100m over three years to ensure 20% of its off-screen workforce is from minority or under-privileged groups and create ‘inclusive’ content

  • Twenty per cent of BBC off-screen talent to be from under-represented groups
  • This will include disabled, BAME workers and people from poor backgrounds
  • The BBC’s pledge comes in the wake of a wave of Black Lives Matter protests 

The BBC has announced that it will spend £100 million of its TV budget to increase diversity and produce inclusive content over the next three years. 

It has vowed that 20 per cent of all its off-screen talent for its new commissions will come from under-represented groups.

This will include people with a disability, those who are black and minority ethnic and individuals from a disadvantaged socio-economic background.

The BBC’s pledge comes in the wake of a wave of Black Lives Matter protests in the UK and across the world following the killing of George Floyd in the US. 

Director general Tony Hall described the move, which will apply from April 2021, as a ‘big leap’.

He said: ‘The senseless killing of George Floyd – and what it tells us about the stain of systemic racism – has had a profound impact on all of us.

Director general Tony Hall described the move, which will apply from April 2021, as a ‘big leap’

‘It’s made us question ourselves about what more we can do to help tackle racism – and drive inclusion within our organisation and in society as a whole.

‘This is our response – it’s going to drive change in what we make and who makes it. It’s a big leap forward – and we’ll have more to announce in the coming weeks.’

Under the plan, 20 per cent of off-screen talent, which may mean crew, writers, producers or directors, on all new network commissions has to be diverse.

All new BBC commissions will also need to meet two of three criteria. 

They are: Diverse stories and portrayal on-screen, diverse production teams and talent, and diverse-led production companies. 

The BBC will be setting out further plans in other production areas in the coming weeks. 

In October last year, TV presenter and campaigner June Sarpong was appointed as director of creative diversity by the BBC, after it pledged to ensure 50 per cent of on-air roles will go to women by 2020.

It also set targets of 15 per cent on-air roles to be for BAME groups, eight per cent for disabled people and eight per cent for LGBT staff. 

According to the 2011 Census, 13 per cent of the UK population is BAME, while one in five are disabled while around six per cent are LGBT.

The BBC's pledge comes in the wake of a wave of Black Lives Matter protests in the UK and across the world

The BBC’s pledge comes in the wake of a wave of Black Lives Matter protests in the UK and across the world 

Director Tony Hall said: 'The senseless killing of George Floyd - and what it tells us about the stain of systemic racism - has had a profound impact on all of us'

Director Tony Hall said: ‘The senseless killing of George Floyd – and what it tells us about the stain of systemic racism – has had a profound impact on all of us’

Commenting on the new initiative, Ms Sarpong said: ‘I came to the BBC as an outsider. Before joining I had an idea of this being an organisation that did not want to change. 

‘What I found was something different: an organisation that had ambitious goals for diversity and inclusion but didn’t know how to reach them. 

‘This commitment will help to drive real change that will be felt by all audiences. It will also create a strong framework to help diverse storytellers succeed at all levels of the industry.

‘As Director of Creative Diversity, I’m pleased that we’re announcing this fund as the first of a series of bold steps that will help make the BBC an instrument of real change. 

‘As a black woman, I feel and share in the pain that so many are feeling worldwide. It makes it all the more important that we show up now not just with words but with meaningful action.’

The cash injection will support diversity and inclusion across all genres of the BBC’s TV content, including children’s, education and current affairs. 

The corporations claims it is ‘the biggest financial investment to on-air inclusion in the industry’, adding that ‘the media industry is not changing fast enough’.

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Apple diversity head Christie Smith exits as company commits to fighting racism

Apple Inc.’s head of diversity and inclusion Christie Smith is leaving the iPhone company.

Last week, Chief Executive Officer Tim Cook said Apple is launching a $100 million Racial Equity and Justice Initiative, adding to the company’s response to the police killing of George Floyd last month. Earlier this month, Cook wrote in a letter to employees and customers that society needs to do more to push equality, particularly for Black people.

“To create change, we have to reexamine our own views and actions in light of a pain that is deeply felt but too often ignored. Issues of human dignity will not abide standing on the sidelines,” Cook wrote in the letter.

Smith joined Apple in 2017 after 16 years at consultancy Deloitte. Unlike her predecessor, who reported directly to CEO Tim Cook, Smith reported to Apple’s Senior Vice President of Retail and People Deirdre O’Brien.

“Inclusion and diversity are core Apple values and we deeply believe the most diverse teams are the most innovative teams,” Apple said in an emailed statement confirming the news. “Christie Smith will be leaving Apple to spend more time with her family and we wish her well. Our Inclusion and Diversity team continues to report directly to Deirdre O’Brien on the Executive Team.”

Apple said the move was planned two months ago, though a person familiar with the matter said Smith’s last day was Tuesday.

More on the most powerful women in business from Fortune:

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Jan Fran: Former The Feed host on diversity, fashion and sustainability

Jan Fran is a self-confessed criminal. The crime? Stealing clothes from her friends and family. Case in point: the turtleneck she’s wearing when she sits down to speak with Stellar. It turns out she has pinched it from her sister.

Of course, Fran says her sister doesn’t actually mind, since the decision to wear it aligns with a “no new clothes in 2020” policy the TV presenter has proudly adopted. It’s a sustainability-driven approach that has its roots in her time working as co-host of SBS Viceland’s The Feed, when she realised how much clothing her wardrobe had amassed.

“I didn’t just want to wear something once on television and then that’s it,” Fran, 35, says. “I thought, ‘Surely there’s got to be another way of doing this.’ That’s when we came up with this plan of not buying new clothes anymore. I wanted to wear outfits that no-one else has. I wanted to experiment and get creative.”

The decision to adopt a “no new clothes in 2020” policy the TV presenter has proudly adopted. (Picture: Steven Chee for Stellar)
media_cameraThe decision to adopt a “no new clothes in 2020” policy the TV presenter has proudly adopted. (Picture: Steven Chee for Stellar)
“I didn’t just want to wear something once on television and then that’s it.” (Picture: Steven Chee for Stellar)
media_camera“I didn’t just want to wear something once on television and then that’s it.” (Picture: Steven Chee for Stellar)

The inventive approach to getting dressed every day helped Fran become something of a fashion icon on Instagram – “That might be a bit of an exaggerated label, but I will accept it,” she laughs – and even after leaving SBS in July of last year, Fran continued with her experiment.

She says she has yet to buy a new item of clothing since. It’s a policy she’ll keep up for the rest of this year, and likely continue well into the future. “When I think of the amount of textiles and clothing we consume so quickly… there has to be a shift in consciousness.”

Fran acknowledges it’s far easier for her to follow the no-new-clothing rule because her “average size” affords her the luxury of finding items at vintage stores, and the nature of her job lets her wear what she wants – most of the time, that is.

“I had to do a corporate conference last year and I didn’t have regular clothes to wear,” she says with a laugh. “Everything was outrageous; really bright colours.”

Jan Fran with The Feed’s co-host Marc Fennell in 2018. (Picture: Richard Dobson)
media_cameraJan Fran with The Feed’s co-host Marc Fennell in 2018. (Picture: Richard Dobson)
“I had to do a corporate conference last year and I didn’t have regular clothes to wear. Everything was outrageous; really bright colours.” (Picture: Steven Chee for Stellar)
media_camera“I had to do a corporate conference last year and I didn’t have regular clothes to wear. Everything was outrageous; really bright colours.” (Picture: Steven Chee for Stellar)

Which makes her the perfect muse to execute Stellar’s vision of a post-quarantine fashion shoot, dressing up in statement pieces with playful silhouettes. And if Fran had fun mugging for the camera, she admits it wasn’t a novel experience. She plays dress-ups at home, too.

“I have this long velvet dress I really don’t need, with these excessive sleeves,” she explains. “I wore it on my balcony.”

All joking aside, Fran has spent much of the past months on serious matters, such as an upcoming memoir that covers growing up Lebanese in Sydney, particularly in the years leading up to the 2005 Cronulla riots.

For Fran, who makes regular appearances on panel shows including The Project, Q&A and Lateline, the book offers another chance to touch on and share her views around diversity, in both the industry she works in and Australia as a whole.


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“I would love to get to the point where I’m not talking about ‘brown people on TV’, [but] where brown people on TV is normalised,” Fran says. “But to have that normalised, we have to have brown people on TV, and to have brown people on TV, you have to agitate. It doesn’t just happen.

“These are things people have been talking about and lobbying about for a long time. I think now we are starting to see it pay off. It’s a good step in the right direction and it’s credit to the people who have been pushing for this for decades. But we still have a long way to go.”

Jan Fran features in this Sunday’s Stellar.
media_cameraJan Fran features in this Sunday’s Stellar.

In late April, Fran joined co-hosts Tom Tilley, Annika Smethurst and Jamila Rizvi on The Briefing, a daily news podcast that takes a look at three to four big stories from the previous 24 hours.

“It’s about picking stories we think are important and what our audience will relate to,” Fran says. “We’re across the news of the week because we’re newshounds and we’d be doing that even if we were unemployed.”

There’s just one catch. Because it drops at 6am, Fran has to be ready to fire away with analysis and a fresh take. And as such, her weekday alarm now rings at 4am – which is not her ideal.

“I’m an afternoon person, so I’m doing it for the people of Australia,” she says, laughing. “I’m doing it with a lot of thoughts and prayers… for myself. I’m going to have a snooze now.”

The Briefing is available weekday mornings on PodcastOne Australia.


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Sport has the power to change the world: Sachin Tendulkar shares ICC’s video on diversity | Cricket News

NEW DELHI: Legendary batsman and former Indian cricketer Sachin Tendulkar on Saturday shared former South Africa president Nelson Mandela‘s quote on how sport has the power to change the world.
Tendulkar’s post came following the ‘Black Lives Matter’ protests, which are taking place throughout the US after a police officer, identified as Derek Chauvin, pressed his knee into George Floyd‘s neck, leading to the latter’s death.
Tendulkar along with the quote also shared a video posted by International Cricket Council. The short video is from the 2019 men’s ODI World Cup final, which was won by England.
“Without diversity, cricket is nothing. Without diversity, you don’t get the full picture,” ICC had captioned the video.

The ICC had used the excerpt from the 2019 World Cup final between England and New Zealand at Lord’s.
“Nelson Mandela once said, “Sport has the power to change the world. It has the power to unite the world in a way that little else does.” Wise words,” Sachin tweeted.

In the video, Jofra Archer can be seen delivering the last ball of the tournament which handed the maiden title to England.
Archer is a Barbadian-born who made his debut in May 2019 and got selected for England’s World Cup squad. He impressed the world with his pace in quadrennial tournament and the home Ashes.
Earlier, former West Indies skipper Daren Sammy had made an appeal to the ICC and other cricket boards to support the fight against social injustice and racism.

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What will the end of community TV stations such as Channel 31 mean for diversity?

On Friday nights, Lance DeBoyle turns on the lights at his home television studio and provides a platform for voices from regional Victoria’s LGBT community.

Lance TV is produced in Ballarat and screened on Channel 31 in Melbourne, which has been broadcasting for more than 25 years.

But its broadcasting licence will expire at the end of June.

Mr DeBoyle said taking the station off air would be a blow for the representation of minority and multicultural groups.

“[If you] look at many of the regular TV stations, you’re not going to see very many people of colour, you’re not going to see very many gay people, you’re not going to see a broader representation,” he said.

Mr DeBoyle said being a part of the community television station extended the visibility of rural LGBT communities.

“Having a space that allows voices like ours is so key … we provide another view of the world,” he said.

Lance DeBoyle said the C31 provided a platform for voices from regional LGBTQIA communities.(Supplied: Lance TV)

Replaced by ‘white noise’

In 2014 the Federal Government informed community television stations they would need to move to an online model.

The decision was made to open up space in the broadcast spectrum to test new technologies.

Channel 31 general manager Shane Dunlop said in the six years since, the station had received five short-term and ad-hoc extensions.

“Along the way we’ve lost three of our sister stations in Brisbane, Sydney and Perth,” he said.

“When Brisbane and Sydney stations vacated almost four years ago they used those markets to test those broadcast technologies that Malcom Turnbull had wanted to remove the entire sector for.

“In 2018 [the testing was done] and those commercial networks decided … they didn’t want to use that technology.” Mr Dunlop said.

A photo of a man being interviewed
The General Manager of C31 Shane Dunlop is calling for an extension to their broadcasting licence to navigate the coronavirus pandemic.(Supplied: Shane Dunlop)

Audience levels spike during pandemic

Since the coronavirus pandemic began, Channel 31 said its viewership had in increased by 23 per cent, to 660,000 views in April.

Mr Dunlop said while the audience had increased, securing digital revenue streams to move the station online had become more difficult.

“Any of the digital revenue streams that we had developed over the last six years have ceased overnight with the impacts of the coronavirus pandemic,” he said.

“We’re in a position that the only revenue that is keeping the station afloat is linked to traditional free-to-air advertising and sponsorship.

“There seems to be zero empathy for community TV stations during this time, and the Minister seems to want to stick to that deadline [June 30] regardless of the clear impacts that we’re suffering at the moment,” Mr Dunlop said.

Channel 31 has called for an extension of the licence to ensure the station has a chance at survival.

“Community TV should be allowed to stay on our broadcast spectrum until there is an alternative use planned,” he said.

“If we need to talk about a length of time, we would need at least a year to navigate through the pandemic, to see through to a future where things start to return to normal and those digital business models we had developed are able to resume,” Mr Dunlop said.

In a statement a spokesperson for the Minister for Communications, Cyber Safety and the Arts, Paul Fletcher, said the community-television sector had long been aware of the Government’s policy.

“Community television has received significant government funding in 2015 and again [in] 2019 for a transition to online platforms,” it said.

“Community television is already reaching a broader audience on YouTube and the remaining community television stations have had significant time to enable them to transition by 30 June 2020 – and this important task now rests in the hands of management.”


Drowned out on social media

Mr DeBoyle said Lance TV would continue to stream online if the station was forced to close.

However he said it would mean the program reached less people.

“Older LGBT people may not be on Facebook or social-media networks, TV for them is what’s accessible,” he said.

Mr DeBoyle said the television platform had given the show a sense of credibility.

“Channel 31 is a great platform for people to get their feet, but if it ends up in a digital space, it will get drowned out by the bigger fish,” he said.

Lance TV viewer Antony McManus said the show provided a sense of belonging.

“They interview such diverse people from our community,” he said.

“I think seeing that representation for people who are isolated, and we’re all feeling quite isolated at the moment, is really important because it lets you know that you’re not the only gay in the village — the village is now expanded.”

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Remote work may exacerbate diversity and inclusion problems for companies

As more companies shift to remote work following the coronavirus pandemic, management may have to work harder to ensure that all employees are included and have equal opportunity. It’s a problem most companies grapple with even in a normal in-person office environment, but the issue can quickly intensify with distance.

“If you are a member of a group that’s marginalized or underrepresented, it’s already hard to be visible,” said Evelyn Carter, director at diversity and inclusion consulting firm Paradigm. “It’s especially exacerbated right now.”

Carter joined Paradigm CEO Joelle Emerson and Laszlo Bock, a former Google human resources executive who currently runs the HR software company Humu, for a virtual panel earlier this week. The three discussed how the new working environment may affect diversity, equity, and inclusion efforts and offered suggestions for companies to even the playing field, along with advice for marginalized employees, who may have to take extra steps to stay visible while working from home.

The panel comes as many companies, both big and small, have shifted to more remote work, helping employees stay safe during the outbreak. The pandemic is also expected to fundamentally change how companies view remote work in the future. Tech giants including Facebook, Twitter, and Square already have rolled out plans to allow some of their employees to work from home permanently.  

But having an isolated workforce also creates a set of new challenges including developing and maintaining a company culture, building relationships, and making sure all employees are equally heard. Carter said distance reinforces people’s tendency to favor people who are similar to them. It also eliminates the opportunity for spontaneous conversations between different people who may be nearby or passing through. 

A remote workforce ideally creates a new opportunity for companies to intentionally spread opportunities across the board. But Paradigm’s leaders said they’re not seeing many businesses take advantage of that. “We could be leveraging this moment in time to close those gaps,” Emerson said. “But instead, most people are taking shortcuts and exacerbating it.”

The panel offered some suggestions: Managers should be cognizant of who’s getting assignments and aim to even the distribution. They also should think about being more flexible with schedules, as many people are parents or caregivers who now have additional responsibilities during the workday, Carter added.

Employers also need to be aware that not all employees have the same resources at home, Carter said. Some may struggle with stable Wi-Fi connections or have less access to high-quality screens or software, tools that may be essential to doing their jobs from home.

But above all, employers need to have empathy and understanding during a time that may be especially difficult for marginalized groups, the panelists agreed. Anti-Asian racism is running rampant following the outbreak, and the virus is taking an especially big toll on black and Latino communities.

“Think about ways to be intentional, and evaluate the impact of it,” Carter said.

Meanwhile, marginalized employees can also use this opportunity to make sure they’re on the company’s radar, regardless of what their employers do. That means being proactive like regularly checking in, asking for feedback, and raising questions.

“What I worry about is a lot of times during economic downturns or times of challenge, people from marginalized groups get left behind,” Emerson said. “I don’t think this is the time to sit out.”

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