Example: Disability Action Plan

Example: Disability Action Plan

By Australian Centre for the Moving Image (ACMI)


The Australian Centre for the Moving Image (ACMI) shares their ACMI 2019-2022 Disability Action Plan.  It was created in the spirit of their organisational values which capture their commitment to inclusion and diversity. It calls upon ACMI to confront unconscious biases and exclusionary practices through embracing ambitious goals and exploring new ways of working in our pursuit of equality.

CEO’s Message

Film, TV, videogames, digital culture and art. Unique in the museum landscape in Australia, the Australian Centre for the Moving Image (ACMI) celebrates the moving image and its profound impact over the last 120 years as it transports, challenges and entertains people of all ages and backgrounds, right across the globe.

As ACMI embarks on a visionary redevelopment that will transform our institution for our visitor I am pleased to introduce the ACMI 2019-2022 Disability Action Plan. This plan has been created in the spirit of our organisational Values which capture our commitment to inclusion and diversity. It strives to create space for and welcome people with disabilities into our organisation. It calls upon ACMI to confront unconscious biases and exclusionary practices through embracing ambitious goals and exploring new ways of working in our pursuit of equality.

ACMIs vision is to be the leading global museum of the moving image. We aim to connect makers, thinkers, viewers and players in a vibrant physical and digital space; embracing the future, understanding the past and unlocking new types of creativity. We strive to enable dynamic access to our collections, resources and stories, fostering participation and collaboration for both the creative industries and the public at large. We work to empower our communities to become creative and critical consumers and producers of the moving image.

For ACMI to achieve this vision we need to identify and remove the barriers that prevent people with disability engaging with our rich cultural offer. We want ACMI to be recognised as a public space that invites and welcomes everyone. The ACMI 2019-2022 Disability Action Plan is our call to action for our newly imagined museum. I look forward to working with our Board, staff, stakeholders and partners to bring it to fruition.

Situated at the very heart of Melbourne in Federation Square, ACMI explores the rapid evolution and astonishing creativity of the moving image with a vibrant, multi-layered program of exhibitions, screenings, installations and commissions, festivals, and public, industry & education programs. ACMI is the most successful museum of its kind in the world. It plays a vital part in establishing Melbourne as a global cultural destination. In 2017/18, ACMI attracted 1.55 million visitors to its Federation Square site, and 556,000 visitors to its national and international exhibition touring program.

Katrina Sedgwick
CEO & Director


This plan outlines the activities that ACMI will undertake towards constantly improving accessibility.

This plan has been developed in line with the Disability Discrimination Act 1992 (Cth) (DDA) and the Victorian Disability Act 2006 (Vic) (VDA). The DDA strives to eliminate, as far as possible, discrimination against people with disabilities in a range of areas, including access to employment, access to education, access to premises, and access to the provision of goods and services. The DDA also applies to family, support workers and other associates of any person with a disability. Section 38 of the VDA requires Victorian public-sector bodies to
prepare disability action plans.

The principles behind this plan originate from the Social Model of Disability which proposes that people are not disabled by a medical condition but by physical, attitudinal, communication and social barriers. At ACMI we believe it is everyone’s responsibility to help break down these barriers. This plan focuses on the action ACMI is taking to identify and remove barriers in relation to:

  1. Access
  2. Employment Opportunities
  3. Inclusion and Participation
  4. Attitudes and Behaviours

Against each of these principles ACMI has articulated a goal and series of actions, identified responsibilities, measures, progress and a timeline for achieving those goals.

1. Access

Goal: Identify and reduce barriers for people living with a disability accessing our physical and digital space, our Collection, programs and our services

Action  Responsibility  Measure  Timeframe 
1.1  Increase accessible wayfinding and signage within our venue. Deputy CEO CEO Renewal Project incorporates
improved wayfinding and signage.
October 2019
1.2 Exhibition design plans are reviewed by ACMI Universal Access Committee in the design phase for each exhibition. Director of Exhibitions and Touring/Head of People & Culture Access requirements are built into the design and build of ACMI’s exhibition. June 2020
1.3 Provide descriptive and dialogue
captions for the permanent and
temporary exhibitions for visitors who
are deaf or hard of hearing via their
own smartphone.
Chief Experience
Technology is created and
Dec 2021
1.4 Provide on-screen dialogue captions
on video content for the permanent
exhibition and future temporary
exhibitions (excepting for specific
Chief Experience
of Exhibitions
& Touring
Dialogue captions are
provided in permanent
Dec 2020
1.5 Review ACMI’s Collection to
identify captioned content. Include
Accessibility in ACMI’s Collection
Strategy to ensure enhanced access
to content by people with a disability.
Investigate how to make the existing
disability-related collection material
available online.
Head of
Collections and
Collection accessibility is
comprehensively addressed
in Collection strategy. Caption
Collection Review is completed
and approved by the Executive
Dec 2020
1.6 Ensure that accessibility is clearly
communicated across ACMI owned
and earned communication channels.
Review and update the accessibility
page on our website to promote
disability access services using
disability access symbols.
Head of
Disability access services
information is available on the
website. Printed media details
disability access services.
Dec 2019
1.7 Include access information on our
automated phone system.
Head of Visitor
Access information is
provided on recorded phone
Dec 2020


2. Employment

Goal: Reduce barriers for people living with a disability obtaining and maintaining employment

Action  Responsibility  Measure Timeframe
2.1 Communicate ACMI’s commitment
to disability access as part of
employee induction.
Head of People
& Culture
Induction program updated
to include disability access
commitment statement.
Dec 2019
2.2 Work with disability recruitment
specialists to identify and remove
barriers for people with disabilities
applying for roles at ACMI.
Head of People
& Culture
Recruitment process is
updated to remove barriers.
Disability recruitment
specialist networks are
established and utilised
as part of our recruitment
Jun 2020
2.3 Record staff access requirements so
they can be built into staff plans.
Head of People
& Culture/Volunteer
Program Manager
Access requirements
are recorded.
Oct 2019


3. Inclusion and participation

Goal: Invite and welcome people with disabilities to ACMI

Action Responsibility  Measure  Timeframe 
3.1 Develop and deliver an annual offer
of programs to support engagement
of audiences with disabilities with
Senior Curator/
Director of Public
Education and
Industry Programs/
Director of Film/
Festival and Events
Team Leader
Commit to regular
seasonal offer of accessible
and supported tours
and programs. Grow
accessibility programming
by minimum 10% year
on year.
Jan 2021
3.2 Promote our disability access
facilities to commercial hirers.
Head of Commercial
& Visitor Services
Disability Guideline created
for commercial hirers.
Jun 2020
3.3 Engage an accessibility consultant
to assess our website and its content.
Chief Experience
Action Plan developed
for meeting accessibility
Jun 2020
3.4 Engage an accessibility mystery
shopper to review audience access.
Head of Visitor
Mystery shopper is
engaged, and findings are
integrated into current and
future Disability Action Plans
from Jul
3.5 Advocate for a person with a
disability to be invited to join
the ACMI Board.
Board Person with a disability
is asked to join the ACMI
Dec 2021
3.6 Improve ACMI’s connection
with people with disabilities
through regular consultation
and engagement.
Head of Visitor
of Communications
ACMI advertises all
accessible events on
Choose Art. Consultation
with people from the
disability community and
engagement with AAV and
other stakeholders occurs.
Dec 2019
3.7 Investigate Industry and
Government funding opportunities
and strategic partnerships to
develop a program that creates
opportunities in the screen
industries for people with
disabilities in Victoria.
Chief Curator/Head
of ACMI X & Public
Head of Education/
Director of Film/
Festival and Events
Opportunities and partnerships identified. Dec 2021


4. Attitudes and behaviours

Goal: Develop positive attitudes through increasing awareness and revising policy and practice

Action  Responsibility Measure  Timeframe 
4.1 Communicate outcomes from the
Disability Action Plan and celebrate
successes at All Staff & VS meetings
Head of People
& Culture
Biannual communications Sep & Mar
each year
4.2 Review and acknowledge the
Disability Action Plan as part of
ACMI’s strategic planning
CEO/Deputy CEO Disability Action Plan
outcomes included in annual
Business Plan
Sep 2019
4.3 Review ACMI policies and
procedures to ensure they are in line
with the vision of this plan
Head of People
& Culture
Policies are reviewed and
amended as needed
Dec 2019
4.4 Include Access costs in
ACMI budgets
Deputy CEO/
Specific budget line for access
costs included in budgets.
Dec 2020
4.5 Implement a review program to
ensure the actions covered by the
Disability Action Plan are reviewed
by the ACMI Board annually
Head of People
& Culture
The ACMI Board understands
the requirements of the
Disability Discrimination
Legislation and how ACMI
is tracking
Sep 2019
4.6 Run staff and volunteer
awareness training
Head of People &
Culture/Head of
Visitor Experience
Volunteer Program
Staff awareness training
is held annually
Dec 2020


Managing this plan

The Head of People & Culture is accountable for the overall delivery of the Disability Action Plan. Responsibility for individual actions rests with the nominated manager. The Plan will be referenced in the Business Plan, Department Plans, and individual performance plans as appropriate and will be considered as part of ACMI’s budgetary planning.

ACMI’s commitment to Disability Action is shared by all its staff and volunteers. To support this ACMI has established a Universal Access Steering Group, chaired by the Head of People & Culture. This is a staff committee comprising representatives of ACMI’s key business areas charged with bringing the Disability Action Plan to life across all areas of our work and undertaking status and progress reporting against the objectives and goals of this plan. The Universal Access Steering Group will undertake a half-yearly and end of year status report of progress to the objectives and goals of the Plan which will be presented to the ACMI Executive and the Board.

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Resource type: Case studies | Published: 2022