Clinical Operations Coordinator - Sydney based

  • Make a difference everyday
  • Combine your leadership and clinical capabilities
  • CBD based

AccessEAP partners with organisations to promote positive organisational behaviour, enhance employee well-being and improve workplace productivity. As an Australian owned not for profit Employee Assistance Programme (EAP) provider, our emphasis is on understanding the unique needs of our customers and tailoring our services to support and prevent mental health issues in the workplace. Due to continued growth we are expanding the clinical services team and need a passionate and committed professional to help ensure the provision of best practice counselling and ancillary services that meet or exceed customer and client expectations.

Your role will be to manage, provide guidance and support to our substantial Associate pool of counsellors nationally. You will provide resourcing recommendations to meet changing business needs and be responsible for resourcing against all clinical service needs across our offices nationally. You will manage the after hours roster and team of counsellors as well as the operational aspects of the emergency after hours service. You will review and develop all Clinical Services policies, procedures and forms to ensure best practice is maintained and practices are consistent.

With a degree in Psychology or Social Work and professionally registered your track record of success will reflect your strong planning and organising capabilities.  You will be adept at engaging with a broad range of people, comfortable working autonomously, and respond well under pressure to balance multiple priorities

Your key skills will include your Leadership, analysis, judgement and outstanding interpersonal skills. Most importantly you will enjoy working in a team environment that is driven by respect, collaboration  and accomplishment. AccessEAP take the health of employees seriously and you will be working in an environment that genuinely cares about the wellbeing of all employees.

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Dream Teams- Your May Wellbeing Topic!

Are you a valuable team member? Let’s explore what you need to do to work collaboratively to achieve a common goal with respect, dignity and understanding. Successful teams are not only rewarding to be apart of but help members to grow and develop through shared skills and knowledge.

 Below are AccessEAP’s top ten tips for Effective Teamwork. More tips and articles to follow in the May edition of the AccessEAP In FocusNewsletter.

For more information or assistance, contact AccessEAP on 1800 818 728. AccessEAP can assist when personal, family or work related concerns are impacting on your health or quality of life and also when you need guidance on professional or personal goals or effective communication skills.

1. Objectives and Goals

Successful teams have clear objectives that all team members are aware of and working toward. There is a clear vision and shared values. Team members are committed to the goal and live the values.

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How to develop and increase empathy to create an inclusive workplace

Published in Human Resources Director New Zealand on 30th March, 2019.

Many people believe empathy is something reserved for home and family life, but the reality is it’s vital in business too, according to Marcela Slepica, Clinical Director at AccessEAP. Empathetic leaders often display increased emotional intelligence and are better at creating a more inclusive workplace.

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April Public Holiday Hours

With the Easter Long Weekend (Friday 19th until Monday 22nd) coming up, followed by Anzac Day on Thursday the 25th, there are a lot of April Public Holidays.

Please be assured our counselling and onsite services are available 24/7, 365 days a year however our other business functions observe the Australian National public holidays.

 
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Building Resilience

Resilience refers to the process of adapting while facing adversity, trauma, tragedy, threats or other sources of stress. Resilience is not a trait people are born with, rather it involves behaviours, thoughts and actions which can be learned and enhanced.

10 Tips for Resilience:

1. Make and maintain connections

2. Remember that some things are beyond your control

3. Accept change is a part of life

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Parent Resources

We understand that work and family challenges impact each other. Here are some resources to help navigate the ever changing landscapes of parenthood.

iParent- Where you can learn about the digital environment and how to help your child have safe and enjoyable online experiences.

Reachout- Helping parents support their teenagers through everyday issues and tough times.

AccessEAP offers a Supporting Working Parents Workshop specifically designed to assist participants to address the challenges and benefits of being a working parent, understand the impact of high stress levels on parenting and to identify practical strategies and skills to manage these competing roles. The workshop can be organised by contacting your Relationship Manager and is ideal for up to 15 participants.

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Stress Busters- Your April Wellbeing Topic!

It’s time to get on top of this stress! Learn awareness around key stressors and identify possible coping mechanisms to improve general wellbeing and functioning. Build resilience as a way to manage stress in the workplace.

Below are AccessEAP’s top ten tips for handling stress. More tips and articles to follow in the April edition of the AccessEAP In Focus Newsletter.

For more information or assistance, contact AccessEAP on 1800 818 728. AccessEAP can assist when personal, family or work related concerns are impacting on your health or quality of life and also when you need guidance on professional or personal goals or effective communication skills.

 

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De-stress exercises

Work place stress can present in physical symptoms and manifest as fatigue, headaches, indigestion, insomnia and anxiety. Managing stress can be a key factor in feeling more productive and enjoying your work. A helpful technique that can easily be used is defusing thoughts that can lead to exasperating stress.

Research has shown that quietening the mind requires repetition and practice of various techniques to change thinking patterns. Negative or obsessive thoughts can increase stress and be unhelpful or destructive to an individual’s well-being. The exercises can use methods of visualisation, and thought awareness to assist being present. This can help to recharge energy, taking time out or simply to feel refreshed. Taking a few big deep breaths can be useful to relax the mind. Here are some simple exercises that can be incorporated into everyday life for a number of minutes from 3 to 30 minutes depending on the time possible.

  • Thought patterns

Practice changing negative thinking into positive by saying to yourself “in this moment if everything was going to feel perfect exactly the way it is, how would that feel, how would I see things at the moment and what would I be telling myself ?” “what would happen if I imagined that exactly what is happening at the moment is something that I planned” ie. Instead of saying to yourself “I don’t want this to happen, why is this happening”, etc imagine you are in control and it is actually your choice the way things are happening.

Stress can be exaggerated when we think about things that will probably never happen. Ask yourself “how in this moment can I focus on what is happening in the here & now, because it is unlikely that any of the thoughts I am having will ever happen. Perhaps I can trust myself that I can deal with whatever it is when the time is needed”.

  • Taste exercise

Sit at a desk with a cup of tea, coffee or juice initially smelling the aroma or scent as you take big breaths and then look at the colour of the beverage. Take a sip as if it is the first time in your life that you are tasting the beverage. Allow your thoughts to concentrate on the experience making it as pleasurable as possible. This exercise can easily be used in the same capacity when you eat.

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Tips to Save Time

We've put together a list of some ways to save time in our everyday lives. Not all will suit everyone but you may find one or two that can make a difference!

1. Don’t procrastinate when it comes to tasks that can be done in under 5 minutes, just get up and do it.

2. Make important decisions early in the day when you are fresh rather than trying to do this at the end of the day.

3. Play an up tempo playlist to get you moving and up the pace. It can reduce boredom and add some fun.

4. Keep distractions at bay – if you need to focus on a task turn off your sound notifications and put your phone out of sight.

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Providing support, reassurance and caring

This month’s newsletter theme focuses on stress and how to manage it. However, in light of recent tragic events in Christchurch, my attention is lamentably drawn to how we manage stress and grief relating to events far beyond our control.

On behalf of everyone here at AccessEAP, I would like to extend our sympathies to everyone affected by the tragic events that took place in Christchurch on Friday, 15th March. 

Later that Friday afternoon, when the enormity of what was happening in Christchurch became evident, my team went to work establishing what was happening on the ground and getting support to our customers as soon as possible/practical (due to lockdown). Our aim was to remind our customer’s that we are here to support their workplace wellbeing every day but especially when devastating events such as this challenge all involved. We were able to provide an outline of what would be happening over the next few days and also provide guidance on how to support employees initially and over time.

The messages are becoming more familiar to us all as we partner with our customers through drought, floods and bushfires as well as man-made traumatic events. Everyone processes trauma differently and even if we consider that we know each other well there are still events that will trigger unexpected responses. The guidelines we provide are intended to give room for all such responses. Within the AccessEAP team, we have New Zealander's and those with very strong ties with New Zealand and particularly Christchurch, a city that has had more than its fair share of adversity in the last few years. Their grief and sadness is very real and they are being supported now and will continue to be – there isn’t an expiry or end date to all this – it does, however, get better. What we are looking to do is to create the environment to proactively support employees and encourage them to process and work through the trauma to aid in recovery.

Often people will not want to speak to a counsellor in the initial days or weeks as they support each other. It is in the longer term when people need support from a counsellor or their Employee Assistance Program. Here are a few messages I would like to recap from our recent communications:

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Psychologist/Social Worker - Sydney based

 

- Intake/Triage focus

- Apply and Further Develop your Skills

- Make a Difference Everyday

At AccessEAP our mission is to create thriving workplaces. We partner with each customer to promote, positive organisational behaviour, enhance employee well-being, improve workplace productivity  and effectively manage the mental health of every employee. As an Australian owned not for profit Employee Assistance Programme (EAP) provider, our emphasis is on understanding the unique needs of our customers and tailoring our services to support and prevent mental health issues in the workplace. Due to continued growth we are expanding the clinical services team and seeking  a passionate and committed professional  to help achieve our goals and continue our ambitious journey.

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Organisation Development Practitioner - Melbourne based

  • Apply your EAP and OD skills
  • Help make a difference every day
  • Strong team environment

At AccessEAP our mission is to create thriving workplaces. We partner with each customer to promote, positive organisational behaviour, enhance employee wellbeing, improve workplace productivity  and effectively manage the mental health of every employee. As an Australian owned not for profit Employee Assistance Programme (EAP) provider, our emphasis is on understanding the unique needs of our customers and tailoring our services to support and prevent mental health issues in the workplace. Due to continued growth and an expanding service offering we need to  recruit a passionate and consultative Organisation Development practitioner to help achieve our goals and continue our ambitious journey.

Your role will be to develop strong relationships with key customers to understand their needs and work on tailored solutions to solve specific or complex people issues. You will provide clinical information and support to the customer experience teamand provide a range of clinical services including: conflict management, training, manager support, and organisational consultancy.

With a degree in clinical or organisational psychology your track record of success will be matched by your desire to make a genuine difference and your ability to engage with a broad range of Managers and Executives. Your key strengths will include your influencing, negotiation and planning and organisation skills. Most importantly you will enjoy working in a team environment that is driven by respect, collaboration  and accomplishment and where expressing your ideas and opinions is truly valued

For more information call David Williams on 0414 551 795 or to apply send your resume to dwilliams@kurtispaige.com.au

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Support for customers impacted by the tragic events in Christchurch

Traumatic events such as the mass shootings in Christchurch disrupt lives physically and psychologically, creating intense emotional distress for individuals, families and whole communities. Organisations play a vital and valuable role in assisting and supporting their employees and their families in the immediate aftermath and in the days, weeks and months following this tragic event.

The immediate focus is to ensure that your employees and their loved ones are safe. At this present time, particularly with intense media coverage and access to information on the internet, it’s important to acknowledge that this is a heightened state of emotion for everyone involved. It’s important to be aware that everyone will respond differently and everyone’s needs will be different, initially and over time.  Being prepared to provide initial and long term support for people will enhance and promote their own personal coping strategies and resilience.

What your people will need right now is (download pdf version here):

  • If needed, allow additional time at home to spend time with family and friends - this helps them to feel safe and connected, and reassure others of their safety
  • Make sure your employees or students have access to support information and numbers - specifically the EAP and any other services you may have in place.
  • Give people assurance that affected families will be supported in some form or another.

The people of Christchurch have recently experienced and lived through the trauma of the earthquake. Many people are still dealing with the aftermath. This tragedy will have the potential to re-trigger feelings of trauma and loss and memories will surface. Over the coming weeks, it is important to reassure, support and connect with each other. Patience is required as everyone will feel and respond differently. People will need time, to acknowledge their responses and to process.

Over the coming days, and in time, what your people will need is for you to provide simple and accurate information on how to access services, specifically encourage, and make it easy for, employees/students to speak with a professional counsellor. Most people will not want to speak to a counsellor in the initial days or weeks as they support each other. It is in the longer term when people need support from a counsellor or their Employee Assistance Program.

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Business Development Manager - Sydney based

- Market Leader enjoying significant growth

- Make a difference every day

- Strong team environment

At AccessEAP our mission is to create thriving workplaces. We partner with businesses to promote positive organisational behaviour, enhance employee wellbeing, improve workplace productivity and effectively manage the mental health of every employee. An Australian owned profit-for-purpose Employee Assistance Programme (EAP) provider, our emphasis is on understanding the unique needs of our customers and tailoring our services to support organisations engage and manage their human capital to its full potential. We live by our values and put ‘People in Focus’. Our surplus profits are distributed to our community programs to support vulnerable children and families.

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It's Time to be Curious

One of our values at AccessEAP is curiosity, this is particularly relevant when it comes to good relationships, mental health and diversity in workplaces. It’s easy to make quick judgements about people based on stereotypes. Psychologists say that its common for people to jump to conclusions about others, as it provides a short-cut for our thinking processes and means we can focus our mental efforts on other things.

There are many ways that mental health issues can manifest in a workplace, and some of these behaviours can be very challenging. This can create misunderstandings, assumptions and even conflict between people. For instance, someone who is frequently absent from work or irritable when they are at work, will most certainly have an impact on their team and the people responsible for managing them. It’s easy to become frustrated with this type of behaviour and label a person as “difficult” or “hard work”.

The challenge for all of us is to stop and ask questions, to be curious about the behaviour. It takes time and effort to look below the surface of someone’s behaviour. An analogy which psychologists commonly use to encourage us to better understand one another is the iceberg. Often we only see that which is above the water surface, the proverbial tip of the iceberg. We don’t see what lies beneath, and we certainly won’t understand what is under the surface if we don’t ask questions. This is where an attitude of curiosity becomes important.

If someone in your workplace is behaving in a way that bothers, frustrates or concerns you, take a pause to try to understand what’s going on. Remember our tendency to take short-cuts in thinking. Next time you find yourself doing this, pause and ask if there could be alternative explanations. Our own biases tend to come into our interpretations and assumptions. The only way to really understand why someone is behaving a certain way is to ask.

Look around at the people in your work environment and try to name three things that you know about them based on conversation or questions you have asked. What do you know and understand about them as a person? Recently we used a technique during Feel Good February. All employees were invited to use G.L.A.D as a guide to write something anonymously to another employee. G -what am I grateful for about the other person? L- what have I learned from this person? A - what do I appreciate? and D, what delights me about the person or their behaviour. Employees could write something about one or all of these. This exercise was rewarding especially because it was anonymous and a great way to inspire curiosity and to focus on the positive in each other. For more information see our G.L.A.D. blog post here.

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Tips on Managing Diversity

Businesses can maximise the productivity and efficiency of their diverse workforce through:

 1. Developing an understanding of employees and embracing difference

 Seek first to understand before being understood - get to know what really makes your team tick. Ask respectful questions with the intention to better understand someone. Recognise and appreciate team members by knowing and using their full range of skills and talents and remove obstacles to their effective participation.

 2. Building cohesive teams through open communication

 Recognising that we all have biases shaped through our own life experiences which affect our perception of others. As leaders, it is important to raise awareness of these biases to help build tolerance, understanding and acceptance amongst employees. Understand that we have to adapt our communication to meet individual team members' needs. Culture informs our communication - facilitate a respectful and curious discussion about this in your workplace.

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Celebrating Harmony

Harmony Day is about inclusiveness, respect and belonging for all Australians, regardless of cultural or linguistic background, united by a set of core Australian values. Held every year on 21 March. The Day coincides with the United Nations International Day for the Elimination of Racial Discrimination.

For more information, please check out the Harmony Day Website which has so many resources for you to host your very own event.

At AccessEAP we hold a Harmony Day Lunch where everyone brings a dish and shares the background behind it. It is such a wonderful opportunity to learn something new about your colleagues and of course try some amazing food!

Don't forgot to check out our Tips on Managing Diversity.

 

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Creating a thriving workplace this Feel Good February – Sally Kirkright, CEO AccessEAP

 At AccessEAP we love curiosity, being curious is one of our values and can really help to create a thriving workplace. This morning I received a card (like the one below) with an anonymous, personal message from one of my colleagues. Themed GLAD it highlighted four positive things about me. I must admit it not only made me feel good - it made me feel happy, proud, humble and overwhelmed – it brought a tear to my eye. It was a deeply emotional experience. Around our state offices these cards were being opened and experienced by all our people. I have included some of the reactions below and pictured are some smiling members of our Client Services Team!

This Feel Good February initiative was the work of our Wellbeing Champions. Informed by feedback from our Employee Engagement Surveys and as part of our internal wellbeing strategy we have recruited a team of Wellbeing Champions. These champions represent each of our divisions so bring a wealth of clinical, marketing, service, financial and management experience to the table. There brief is to implement initiatives which are valued and enhance the wellbeing of our people.

Each month the Wellbeing Champions work with their teams, creating initiatives to remind us to focus on our own mental health and wellbeing. Not every initiative will hit the mark and that’s OK but when they do they have a powerful, positive impact on mental health and workplace wellbeing. We will share these gems with our customers via our Wellbeing In Focus Calendar.

Initiatives such as these increase engagement and satisfaction related to recognition for work accomplishments; relationships with coworkers and supervisors. Organisations that are the best in engaging their employees achieve earnings-per-share growth that is more than four times that of their competitors. Compared with business units in the bottom quartile, those in the top quartile of engagement realise substantially better customer engagement, higher productivity, better retention, fewer accidents, and 21% higher profitability. Engaged workers also report better health outcomes.1.

1.Gallup Employee Engagement Poll. These findings are based on a random sample of 30,628 full- and part-time U.S. employees working for an employer from January to June 2018.

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AccessEAP Case Study: The Bourke Street Incident - Risk, Response and Recovery

It’s just before 1.45pm on Friday 20th January, 2017. Lunches are still being enjoyed as school holidays bring extra children to the city on what is a pretty normal work day in Melbourne CBD. The city is the workplace of some 387 000 people, 15 000 businesses. It’s pretty typical for 177 000 visitors from nearby suburbs and another 80 000 visitors from interstate and overseas to swell the streets of this buzzing city. In an instant it all changes from the familiar hustle bustle of a pedestrian shopping mall to the mayhem caused when people know they are in danger but can’t quite understand why. Just a short while later, five people are dead, another fatally injured – two of those lost are young children. Thirty one people are hospitalised and countless others will bear the scars of the trauma for some time to come.

This tragedy happened to shoppers, visitors, and workers. It happened right outside the workplaces of many retail workers, some were not allowed to leave their workplaces due to emergency services processes and police investigations. Frontline managers had to react and in-act the procedures they had in place to handle a crisis such as this. People were suffering, albeit in different ways, and they needed help.
 
Unfortunately these incidents are becoming a more common occurrence in our lives and will inevitably affect the people organisations and leaders are responsible for in our organisations. Most leaders take this responsibility very seriously and put measures in place to look after employees should a crisis occur and reduce the associated risks for the business such as having a Critical Incident Management Plan (CIMP), Training key employees/leaders in Critical Incident Management and a Business Continuity Plan (BCP).

In this particular incident the first responders were the public and then emergency services. AccessEAP received a large number of calls from our customers in and around the Bourke Street Mall. We initiated Critical Incident Response and Management processes to deploy counsellors to help workers onsite and over the phone. A few of our customers were right in the centre of the incident and their internal processes in responding to the incident meant that AccessEAP were able to fully support the employees and provide onsite mental health first aid within half an hour of the request for assistance.

Robust Risk Management is essential for business leaders and ensuring the risks are identified, managed and mitigated where possible is essential. In regard to critical incidents having a well thought out CIMP or BCP, including managing for a situation where there is a lock down, i.e. inaccessibility due to emergency services closures, is the first step to manage the risk associated with a critical incident. Secondly, the timely provision of support makes a great difference to the long term outcomes for the individuals affected. Support and education are essential to managing the risk associated with critical incidents. Unfortunately given the unpredictability of these incidents we cannot transfer or mitigate the total risk. We can however plan and manage through a crisis. Here are some quick thoughts to assist:
  • Educate managers on how to respond appropriately to different reactions
  • Group and individual sessions through your EAP, within a few days post event, allows people to share their experience, to be heard and hear others and to promote a culture of support and understanding
  • Onsite sessions help to minimise the disruption to the workplace and promote organisational sense of wellbeing
  • Educate managers and employees on how to identify changes in workplace behaviours that might signify a lack of coping in self or in other staff
  • Encourage employees to support one another throughout the working day as people resume their normal activities
  • Encourage communication between staff whilst acknowledging the difference in styles – some people want to talk, others may not 
  • Reinforce the importance of support networks outside the workplace
    Do not expect normal productivity as people process the incident and accommodate changes to workload, work routines, access to leave
  • Symbolic gestures to acknowledge the event, such as setting up a donation fund to support the victims, good to consult employees what they would like
  • Provide training/education forums around trauma to normalise experiences and highlight the availability of support structures
  • Revisit the impact three to six months after the event through training and information sessions
  • Promote physical activity and healthy eating habits in the workplace. Encourage ongoing professional assistance for those individuals in need.
Finally, as leaders our self-care is fundamental to being able to support our employees. Ask yourself what are you doing to cope? Who can support me? Am I looking after myself? Take a moment to consider how you can be at your best to support your people during these unpredictable and traumatic events.
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Information to help organisations during the cyclone crisis

At a time such as we are now experiencing, support for our clients and their employees is paramount. Over the coming days situations will change dramatically and people will feel the need for support at different times. Some may not feel the need for support at all.

We have provided the information below to assist organisations. We have also put together some information to assist your employees which you may find useful to distribute to as many people as possible. Please also remember to remind people that if they need counselling services to call 1800 81 87 28 where someone will be on hand to help.

Natural disasters like cyclones, disrupt lives physically and psychologically, creating intense emotional distress for individuals, families and whole communities. Organisations play a vital and valuable role in assisting and supporting their employees in the immediate aftermath and in the days, weeks and months following a disaster.

It’s important to be aware that everyone will respond differently and everyone’s need s will be different, initially and over time. Being prepared to provide initial and long term support for your employees will enhance and promote their own personal coping strategies and resilience.

  • If needed, allow additional time at home to tend to family matters.
  • Establish an open door policy that allows employees to seek the appropriate care when needed.
  • Create an environment that allows employees to talk amongst themselves about fears and hopes related to the disaster. Openly sharing with others has been known to promote personal recovery.
  • Be mindful and respectful of individual needs. Some employees may feel uncomfortable sharing their feelings. Remember that there is no right or wrong way to feel.
  • Encourage employees to communicate their needs, rather than assume you know what their needs may be.
  • Promote self-efficacy by engaging people in meeting their own needs by helping them regain their confidence and ability to manage their current and future situations.
  • Maintain communication if an employee is away from the workplace for any length of time.
  • Give employees assurance that affected families will be supported in some form or another. A disaster such as the floods has the power to entirely consume everyone involved, especially when it has an impact on one’s family.
  • If possible and when appropriate try to establish normal routines as soon as possible. This aids recovery by providing employees with an opportunity to be active and return to a sense of normalcy.
  • Provide simple and accurate information on how to access services, specifically encourage, and make it easy for, employees to speak with a professional counsellor from their Employee Assistance Program. 

How to access the Organisational Support services

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indig_flags.jpg

AccessEAP acknowledges the traditional custodians of the land we work on and their continuing connection to land, culture and community. We pay our respects to Elders past, present and future. 
Aboriginal and Torres Strait Islander Peoples using this content are advised that it may contain images, names or voices of people who have passed away
.

indig_flags.jpg

AccessEAP acknowledges the traditional custodians of the land we work on and their continuing connection to land, culture and community. We pay our respects to Elders past, present and future. 
Aboriginal and Torres Strait Islander Peoples using this content are advised that it may contain images, names or voices of people who have passed away.