How’s it going?

Has your focus changed?

How have your meetings with your organizations gone?

Lessons from your mentors to share?

Do you need anything from us?

• When you hear disability justice, what principles come to mind (e.g., collective access, intersectionality, interdependence, leadership of those most impacted)? Which ones feel most urgent in your org context, and why?
• When you think about the access practices in your org, do they follow disability rights (/legislative compliance) or disability justice frameworks? Eg how is disability identified/reported, how are access needs controlled/policed, who is responsible for accessibility, etc.?
• How are power and resources organized to centre people most impacted (paid roles, decision authority over timelines/budgets, accountability to community)? What would shift if disability justice rather than compliance set the bar for decision-making and evaluation?

• What makes cultural accessibility different from generic “inclusion” or “accommodations upon request” in arts/culture settings?
• Whose risks (harms, losses, liability, etc) are centred in your org’s current access decisions (audience, artists, staff, funders, landlords)? Where do those priorities show up in writing?
• Whose access needs are centred in your org’s current access decisions? Where do those priorities show up in writing?

• Whose body‑mind is centred? What assumptions about spoons/stamina, ability to be in public spaces (public transit, maskless spaces, etc.) access needs, and care responsibilities are baked in?
• Where are burdens placed? Identify disclosure/documentation demands; power concentration (manager discretion); vague language like “reasonable” and “excessive” accommodation.
• What risks are prioritized? Continuity of show vs community health; productivity optics vs sustainable workplaces/paces.
• What’s missing? Communicable illness guidance; mask/ventilation norms; remote hand‑off; role‑based flexibility; privacy safeguards.
• Equity check: How could this differentially harm Deaf/disabled/mad/neurodivergent, immunocompromised, precariously employed, or low‑income staff?

• Hiring policies
• Work from home policies
• Sick day policies
• Public health policies
• Workplace accommodation policies
• Accessibility policies
• Policies around developing partnership
• Any others?

• Name the barrier: Clearly identifying the barriers created by policies, e.g., “Requiring a doctor’s note for sick days creates a cost barrier…”

• Explain the impact on people most affected and on org risk “…requiring people to come into work on a set number of days a week rather than when they are required to for an event reduces people’s capacity for in person work.”

• Offer a better practice aligned with disability justice, e.g., “Adopt trust‑based sick time up to seven days over requiring documentation.”

• Add implementation details (roles, timelines, budget, privacy) e.g., “HR updates policy by Jan 31; add paid COVID leave; mask mandatory rehearsals; supervisors trained; template hand‑off scripts, etc.

• State purpose and who it’s for (artists, staff, audiences).
• List specific supports offered by default (ASL/CART schedule, relaxed shows, low-stim rooms, sensory info, companion tickets).
• Make supports findable (links to maps and access guides, seat measurements, door widths, elevator/bathroom info, routes). You might not have this info, but your org can fill it in.
• Provide multiple contact options (text/phone/email/DM) and a response timeframe.

• Shift the burden to the organization (proactive offers, not “accommodations upon request” only).
• Minimize documentation (state when it’s not required; if ever needed, explain why and how data is protected and deleted).
• Name roles/owners (e.g., Access Producer/FOH lead) and the access budget or funding source.
• Include COVID-conscious basics where relevant (mask-positive practices, ventilation/HEPA, stay-home norms).
• Use plain language and avoid euphemisms; provide alt text and readable formatting.
• Offer choices and alternatives (multiple ways to attend/participate; remote/low-stim options).
• Explain how to request something else and what the process looks like (simple steps, timelines).
• Build feedback and accountability (anonymous form, contact for concerns, how decisions get made, public change-log).
• Commit to review cadence (e.g., quarterly) with paid input from Deaf/disabled/mad/neurodivergent community members.
• Address affordability and ticketing (companion tickets, sliding scale, fee-free access lines).
• Signal a justice-based stance (collective access, commitment to community, interdependence, leadership of those most impacted) rather than compliance optics.

• What is this page for and who is it written to (artists, staff, audiences)? Is that explicit in the first sentence?
• Does it name concrete supports (ASL/CART schedules, relaxed shows, low-stim room, sensory map), or just say “inclusive/accessible”?
• Can a first-time disabled visitor decide if they can attend from this page alone (maps, door widths, elevators, seat details, routes, photos/audio tours)?
• Are there multiple contact options (text/phone/email/DM) and a guaranteed response time? Who replies?
• Who is doing the planning labor: the org or the person? Is “accommodations upon request” the only pathway?
• If you need something not listed, are the steps simple (2–3 steps) with clear timelines and what happens next?
• Are companion tickets/sliding scale/fee-free booking clearly explained?

• State the purpose in plain language: keep people safe and events running without sacrificing health.
• Name stay-home norms for symptoms, positive tests, and known exposures, with paid isolation where applicable.
• Specify mask-positive expectations for close-contact work, rehearsals, backstage, and crowded indoor settings; say when/where masks are expected and provided.
• Describe ventilation measures: HEPA units, outdoor/door-open practices, and how often filters are changed.
• Outline testing practices: when rapid tests are used (e.g., close-contact work, outbreaks) and how they’re provided.
• Offer alternatives: remote or reassigned tasks, flexible deadlines, and easy hand-off protocols.
• Centre high-risk people: name how immunocompromised and disabled workers’ needs shape decisions.
• Provide clear contact channels (text/phone/email/DM) and response times for health/access questions.
• Define roles and ownership (e.g., Access Producer and Production Manager), and where the budget lives.
• Include privacy limits for any health data collected: what, why, who sees it, retention, deletion.
• State audience-facing practices (if relevant): masking guidance, CO₂/ventilation notes, late entry/low-stim options.
• Commit to material supports: free high-quality masks, rapid tests, HEPA units, outdoor options when feasible.
• Add non-retaliation language for using sick/isolation days or raising safety concerns.
• Set measurable targets: availability of masks/tests, ventilation benchmarks, outbreak response timelines.
• Include a feedback loop (anonymous OK) and a public change-log of updates.
• Specify review process and triggers (e.g., quarterly or when case trends/outbreaks change).
• Use accessible formatting and plain language; avoid medical gatekeeping or punitive tone.