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Video: Using the AccessMyEAP App

Presented by: Heaven Campbell & Anthony Bui
Duration: 4 minutes 40 seconds

Embedding Link: https://vimeo.com/686533938

Media Coverage: Regional mental health

Published in The Canberra Times May 13 2022

Letter to the Editor - Melita Griffin, Director Newport & Wildman

Regional mental health

Melissa Meehan's article on the struggling mental health system in regional Australia ("Regional post-COVID mental health crisis", canberratimes.com.au, May 4) raises a troubling trend that is prevalent on a national scale. As demand for mental health support outstrips supply, companies are well-placed to support the system with early intervention.

The Australian Counselling Association reports waiting times of four to six weeks for a quarter of those living in rural and regional areas, but this is just the tip of a deep iceberg. As one of Australia's largest Employee Assistance Programs (EAPs), we've had countless reports of waiting times as long as nine months.

With more than two thirds of regional Australians experiencing depression and anxiety over the past two years, it's never been more important for mental health and wellbeing providers to work together to support those in need. No one should have to suffer in silence. 

I've been encouraged in recent months that many who reach out to us have done so following a recommendation by their general practitioner. It's an important reminder that EAPs work alongside private practitioners with the same goal: to support as many people in need, as quickly as possible.

By offering counselling services through an EAP, mental health care wait times can be drastically reduced - helping to provide interim support for those in need.

This shows that while workplaces don't provide long-term medical assistance, they do have a vital role to play. Early intervention and support is critical in combating the mental health crisis and the work leaders do in their own organisations to foster employee wellbeing is an invaluable tool in providing holistic care.

In the coming months as we ease into life post-lockdowns, I hope to see even more organisations, particularly in regional areas, leading the charge for workplace wellbeing.

Melita Griffin, Director, Newport & Wildman

 

The Canberra Times Website Link

Leadership Series – Manage Change

Samantha Dounis, Learning and Development Advisor

“There is nothing permanent except change.” - Heraclitus, Greek philosopher

In the workplace and indeed in life, change is a constant! Change interrupts the flow, up-ends the status quo and very often leads to conflicts. Effective leaders embrace change, recognise diversity, and manage it well by encouraging inclusion and helping the individual, team, and organisation to thrive. 

Organisations are impacted by changes from various sources - external factors we have no control over, including globalisation, changes in legislation or the economy, as well as internal factors like technological improvements, operational efficiencies or changes in products and services. Resistance to change is natural and should not be discouraged, but rather discussed and understood, bringing in diverse voices to work through the issues.

There are various models that can be successful for managing change in the workplace. John Kotter, a professor at Harvard Business School and world-renowned change expert, laid out an eight-step change process.

Change Management Checklist

  • Create a sense of urgency
    • Establish change as a priority across all populations; everyone should feel the need for change – opportunities and benefits
  • Build a guiding coalition
    • Find a diverse group who will support the change. This may include a sponsor, a senior guiding team and a field team on the ground
  • Form a strategic vision
    • Develop a strategy to drive change, align it to organisational vision, include input from employees, keep it simple and easy to understand
  • Enlist a volunteer army
    • Communicate vision, be inclusive, and welcome input from many
  • Enable action by removing barriers
    • Empower others to act and implement change, include all levels of your guiding coalition
  • Generate short term wins
    • Introduce achievable short terms goals to generate momentum. Visible quick wins should be unambiguous and related to the change initiative
  • Sustain acceleration
    • Capitalise on early wins to drive momentum and keep moving forward
  • Institute change
    • Incorporate changes so they are sustainable and able to be replicated – make them stick

“The secret of change is to focus all of your energy not on fighting the old, but on building the new” – Socrates, Greek philosopher

 

Samantha Dounis is a Learning and Development Advisor who consults with customers to help them manage their learning and development needs. Sam has a strong background in account management and client services and is passionate about workplace mental health. Having completed a Bachelor of Science (BSc) focused in Psychology at UNSW Australia, Samantha brings a wealth of experience in critical thinking, communication, project management, leadership, and research.

The Great Resignation - Is it real?

NW TGR Social 2

The Great Resignation is a label first coined in the United States to describe the way that people were reassessing their priorities and looking for purpose after the new experience of working from home and being faced with the challenges of the global pandemic. This reassessment often resulted in people leaving their current job for another one or choosing a completely different path. Although we may not be seeing the same trend in Australia, there are certainly indications that workplaces are facing pressure from their people to provide more in terms of flexibility, benefits and remuneration.  This pressure is due to three main reasons:

  1. Burnout and Languishing. Burnout is characterised by chronic depletion, and energy depletion resulting in the inability to function. Languishing is characterised by “feeling less”. Less motivated, less productive, less engaged, less enjoyable overall. A general absence of wellbeing.
  2. What is referred to as mortality reality. When faced with a global health crisis we question what is important and why we do what we do. Most often we look for purpose and meaning.
  3. Flexibility and agency. A taste of greater control over the workday was achieved due to the work from home experience and consequently people want more flexibility.

Not all workplaces have the same challenges

Some industries are comprised of a mix of essential workers who have remained in their workplaces while other roles have moved to work from home or a hybrid of the two. Back in 2018, there was a buzz around “flexible work”. However, there was a fear amongst managers and leaders that productivity would decline, and people may take advantage. The worldwide pandemic put the theory to the test with overwhelmingly positive experiences. People were trusted to work from home and by and large rose to the task, exceeding expectations and maintaining productive working remotely. Of course, over time variations in productivity based on several factors may emerge.

Hybrid is now the buzzword

 Almost 75% of people want to be in the workplace some of the time but most wanted a hybrid of work from home and work in the workplace.

Work from home benefits:

  1. More productive, more motivated, more likely to stay and little impact on inter-team relationships
  2. Autonomy to choose how and when they work, can live further from work, save time on commute and money on travel etc
  3. Trust leads to people working longer hours and taking fewer breaks than in an office environment.
  4. Gains in inclusion with fewer microaggressions related to in-person interactions. 

Benefits of working from office:

  1. Motivation from changing environments and people providing stimulus.
  2. Collaboration and culture, important people skills and ability to work in the office together.
  3. Opportunities for learning and incidental interactions which can have high value/impact.

Intergenerational expectations around work

Research shows that there isn’t much difference. People tend to have four top priorities regardless of generation. Differences in approach are more about age and life stage than about generational differences. Here are the priorities in order of importance:

  1. Meaning and purpose
  2. Money to support chosen lifestyle
  3. Community
  4. Leisure time or wellbeing initiatives

Where to now?

Our customers are telling us that their people are wanting more discussion, they want to be heard and have their experiences validated and acknowledged. They do not want to be “preached” to or converted to someone else’s way of thinking. At Newport & Wildman, we bring the discussion to organisations and their people via onsites, debriefing sessions and professional supervision. Our clinicians and coaches integrate with and understand your work environment.

If you need some support, please reach out to us here at Newport & Wildman on 1800 650 204.

Video: 2022 Wellbeing in Focus Calendar - Quarterly Themes

Embedding link: https://vimeo.com/690370409

Video: 2022 Wellbeing in Focus Calendar - How-to

Embedding link: https://vimeo.com/690370536

Video: Burnout - The Butterfly Hug

Newport & Wildman is proudly part of AccessEAP and has collaborated to create a video series.

In The Moment Video Series: Burnout - The Butterfly Hug

Presented by: Julie Chalmers & Annie Panow
Duration: 4 mins 50 secs

 

Embedding Link: https://vimeo.com/692037647

Video: Manager & Leader Hotline

AccessEAP Video Series: Manager & Leader Hotline

Presented by: James Austen
Duration: 3 mins 11 secs

Embedding Link: https://vimeo.com/685331252

Support through a natural disaster

Australia is no stranger to natural disasters, e.g. bushfires, droughts, cyclones and floods. These events impact entire communities, including organisations, their employees and families. The disruption to daily life can be significant. People may be forced to evacuate their homes and workplaces leaving cherished possessions behind as they turn their focus to survival. It is common to experience a range of intense emotions following a traumatic event like a natural disaster. The immediate loss of control and personal safety is frightening and can lead to severe or acute shock, distress and anxiety. People who have faced potential loss, injury, or even death from natural disasters will experience a range of feelings immediately, weeks and even months later. The memories and associated fear that a similar event will reoccur can be long lasting.

For individuals, see our tips and strategies (download pdf here).

As a manager, there are a few things you can do to support your employees (download pdf here):

1. Normalise reactions: Accept that people will experience a range of emotions and that it is normal. Once the event is over it doesn't mean people's feelings go away. Acknowledge their feelings and reassure people that their intense feelings are normal given the disaster.

2. Try to keep calm and lift spirits through community involvement: Provide reassurance that "we will get through this together" and focus on the things that were managed well, e.g. the brave responses of emergency services. People feel united in the shared experience and can support and comfort each other. This connection and sense of helping is critical to coping.

3. Ask how you can help: Ask if there's anything that you can do to assist employees or if there is anything they need? e.g. flexible hours, transport or belongings.

4. Do not catastrophise: It is common to reflect on the "what ifs" or "what might have been". Do not speculate on how much worse it could have been. Avoid comparison of stories as each person has a right to their feelings.

5. Encourage people to talk about their experience because keeping it inside isn't helpful - avoid reassurances such as "it could have been worse". It's common for people to want to escape their reality, they may deny or withdraw. They may need to delay their emotional response while they focus on survival or practical things so check in regularly and gently.

6. Avoid probing questions: Curiosity is part of human nature. Asking people for the details of a traumatic experience may bring it back or trigger other emotions, wait until they are ready to share their story.

7. Encourage a familiar routine: Routine and normal day to day activities provide a sense of control and security, which is reassuring when a natural disaster has a significant effect on their lives.

8. Returning to work: Having a sense of purpose and connection is essential to recovery and often work provides this. Facilitate this process by offering options such as flexible hours. The recovery process takes time, and there are often ups and downs so plan for people to have setbacks. Each individual will be different and recover at their own pace.

As a trusted partner your EAP is here to help: Remind your employees about their confidential EAP service and let us help you support your people. For further guidance call our Manager Support Hotline on 1800 650 204.

LGBTIQ+ Support Line

NW LGBTIQ Support Line Flyer

What can you expect?

Our counselling services are conducted in an inclusive and non-judgemental space utilising the specialisations of our counsellors, psychologists, and social workers to the very best advantage. Our LGBTIQ+ Support Line is answered by trained and supportive consultants. We will be using pronouns to identify ourselves and we’ll be asking our clients how they would like to be addressed. We go a step further as Newport & Wildman will also provide ACON’s Pride in Health + Wellbeing Program training and support for all of our people, to ensure that communications, policy, documents and procedures are in line with best practice.

Those calling the Support Line will be offered counsellors that we have verified as being trained and/or have experience working with the LGBTIQ+ community, not only for issues related to gender and sexuality but also a broad understanding of the barriers, obstacles and generally different issues that LGBTIQ+ community experiences. Please feel free to make specific requests in order for us to find the most suitable counsellor. Our Client Services consultants will work hard to use culturally appropriate language and we welcome feedback to continually learn and improve our service.

We want people to feel they can be who they are and feel they belong.

Call the LGBTIQ+ Support Line on 1300 349 950.

AccessEAP LGBTIQ Support Line Flyer Icons

Get to know your AccessMyEAP App

It's free to download via Google Play and the App Store. We’re making it easy for you to access your own EAP and wellbeing services with our intuitive and dynamic app.

  • Put yourself in control of your mental health and wellbeing.
  • Make a booking to speak with one of our counsellors.
  • Read tips, strategies and new ways to support your mental health and wellbeing journey.
  • Choose your own wellbeing tools and resources based on your preferences, goals and interests.
  • Take your Wellbeing Check regularly. The questions are based on the positive psychology PERMAH model. 
  • Monitor your results with your personal Wellbeing Tracker.

This free service is provided to you by your employer as part of your EAP services. 

We’re here to help you be your best at life and work. Get started today. 

Google Play App Store.

Please find FAQs regarding the download and use of the AccessMyEAP App, via the AccessEAP website - here.

 

 

 

Self-care in the festive season

As we reach the end of 2021 there has been an increase in cases in some parts of Australia. We appreciate that for many people this may be a time of heightened emotions, particularly as festive celebrations commence and for some, plans will need to change. We, as always, are here to support you through this. Tools and resources can be accessed via our website to support your mental health and wellbeing through the Employee and Employer login areas. Additional resources, including our Wellbeing Check, are also available on our app, AccessMyEAP.

It is important to remember that feeling anxious, fearful, stressed, angry or irritable are common and normal feelings during uncertain times like these. It is important to monitor your own physical and mental health during these times. Download our Self-care and Managing Stress Postcard for signs to watch out for and self-care strategies. 

If you do need support, reach out to us here at Newport & Wildman on 1800 650 204. As always, our people are here to help support you and your people be their best in life and work.

Newport Wildman Wellbeing Postcard Self Care COVID 19 2

 

 

Fulfilling our social purpose - supporting the H.O.P.E. Program

Newport & Wildman is proudly part of AccessEAP. See below the latest update from AccessEAP about fulfilling our social purpose.

The H.O.P.E. Program continues to be the main recipient of our charitable funding for vulnerable families and children. At AccessEAP, we are very proud of the donation of more than $1,000,000 for HOPE and programs to support vulnerable families, which was announced last month. Our contribution has been able to grow substantially each year, and AccessEAP would like to recognise the support of our customers in making this donation. Through partnering with AccessEAP, you not only support your employees’ wellbeing but you also directly contribute to our chosen welfare programs in Australia.

Renee's Story

"My name is Renee, I'm 24 years old and I’m a single mum to my baby boy Rory. The H.O.P.E. program has been so wonderful for me. It has given me such great support and has helped me to be a better mum to Rory. They set me up in a house to help me get on my feet, helped me with budgeting, food planning and set me and my mum up with counselling to help our relationship."

Read more about the H.O.P.E Program and Renee's story here.

We are pleased and proud to report that over the past 12 months, the H.O.P.E. Program and other vital support programs continued to exceed targets, and these are very special targets because they are about helping more mums, bubs and families. 

HOPE infographic

New AccessEAP CEO appointed

Newport & Wildman is proudly part of AccessEAP. AccessEAP is delighted to announce the appointment of Fiona Mackenzie as CEO, commencing 1st February 2022

We are pleased to announce that Fiona Mackenzie has been appointed the new CEO of AccessEAP and Newport & Wildman. An experienced business leader, Fiona will succeed Sally Kirkright and assume responsibilities on the 1st of February 2022. After 11 years as CEO, and successfully leading the growth of AccessEAP and Newport & Wildman to become a leading EAP provider in Australia and New Zealand, Sally has decided to take a sabbatical and will be relocating to country Victoria.

Fiona brings more than 20 years senior leadership experience across multiple industry sectors including Financial Services, Aged Care, Human Services and Business Consulting. This experience includes her current role with Anglicare, a respected for-purpose business, where she is currently Executive General, Manager Customer Strategy and Retirement living.

AccessEAP Chairman Greg Mackay said that Fiona was chosen after an extensive and thorough search and recruitment process. “Fiona is an outstanding choice, bringing experience from financial services, consulting and for-purpose organisations and is well-positioned to help us continue our current strategic journey and be aligned to the culture and values of our business” he said.

While at Anglicare, Fiona re-engineered Retirement Living sales capability to be more agile, professional, data-driven and technology-enabled. “Fiona will bring proven abilities to deliver transformational change in response to changing business environments. Our mission, to help create mentally healthy thriving workplaces and communities, is more important than ever before as we continue to support organisations manage the people challenges of the COVID-19 pandemic.”

Fiona holds an MBA (Exec) and Graduate Certificate in Change Management from AGSM, a Bachelor of Economics from Macquarie University and is a member of the Australian Institute of Company Directors.

Southern Tasmania Lockdown - Support for your people

As you are probably aware, Southern Tasmania is going into lockdown from 6pm Friday 15 October. The lockdown will last for 3 days. As a result of this notice, we have already implemented our business continuity plan to ensure we continue to provide support for our customers and their people.

Face to face appointments in the region will be rescheduled and alternative arrangements will be provided. Telephone or Video Chat Counselling options are still available. Critical incidents and onsite support will be assessed based on an individual basis to determine the best mode of support. 

We would like to take a moment to acknowledge the impact that organisations and people may be experiencing after today’s announcement. We appreciate that for many people this may be a time of heightened emotions and that plans will need to change. We, as always, are here to support you through this. Tools and resources can be accessed via our website to support your mental health and wellbeing through the Employee and Employer login areas. Additional resources, including our Wellbeing Check, are also available on our app, AccessMyEAP.

Reach out to us here at Newport & Wildman on 1800 650 204. As always, our people are here to help support you and your people be their best in life and work.

Financial Check-Up

There is no doubt that COVID-19 has had a wide-ranging impact on all of us. We know that one thing that Australians often worry about is their financial situation. Many of us may experience financial stress as a result of physical distancing requirements and the impact this has had on employers and jobs. It is perfectly normal to worry about our financial situation, even in the best of times, as we try and provide a good life for ourselves and our loved ones. With so much uncertainty across a number of industries and employers, and if our partners or loved ones have lost their jobs, financial related stress may be a key concern for many.

Employers can play a role in helping their employees cope with financial related stress by recognising the impact it can have on different groups in the workplace. It is important to recognise that there are many varied reasons for financial stress. For example, our aging workforce is facing many challenges, including their fear of entering retirement, paying for their children’s higher education and moving their parents into nursing homes. On the other hand, millennials are facing economic instability, crushing student debt, stagnant wages and looming uncertainty about the future.

How individual employees handle financial stress varies greatly. Employers should aim to reduce the impact that this type of stress can have at work in the form of presenteeism. Breaking down and understanding the underlying issues can be the key to helping employees become more resilient.

Here are some basic tips on reducing finance-related stress:

1) Learn to budget: If your financial situation is causing you stress, it’s vital to create a budget. Record all income and expenditure and know exactly what you spend on non-essential items. Be critical of what you are spending and cut down on any unessential items if necessary.

2) Pay off debt: Review and consolidate loans to help get them under control. Pay off your credit card debt and remember to start with the credit card with the highest interest rate.

3) Review fees: It’s important to review your bank and bank products as your life circumstances change. Compare and contrast bank fees and ensure you have the best products for your individual situation. Your bank manager can help talk you through the best options.

4) Save for a rainy day: Having an emergency or ‘rainy day’ fund can help alleviate financial stress knowing you have something in reserve. Start putting money away every month – even if it’s just a small amount, it all adds up.

5) De-stress: It’s normal to feel worried or anxious when times are hard but consider the impact financial stress is having on your life. Take time to relax and de-stress. Taking the right steps towards getting your finances in control will help ease stress.

 To find out more about our Financial Coaching services, call us on 1800 650 204.

White Ribbon Accreditation

Newport & Wildman is proudly part of AccessEAP which is why we are proud to announce that AccessEAP has successfully completed the White Ribbon Australia Workplace Accreditation Program.

The program, facilitated by community service organisation Communicare, involves a whole of organisation commitment to address issues of gendered violence and sexual harassment against women.

It’s a great honour to be a White Ribbon Australia Workplace and to play our part in responding to and ending violence against women. We took part in the accreditation process because we wanted to equip our staff with the knowledge and resources to better understand what gendered violence is, how to identify it and what they can do to prevent it. Whether in the workplace, or broader community, we all have a responsibility to stand up and speak out against behaviours that contribute to gendered violence, support women affected by it, and hold perpetrators accountable.

At AccessEAP and Newport & Wildman, we strive for an inclusive and safe working environment for staff at all levels of our organisation. The White Ribbon Australia accreditation process has strengthened that internal culture.

To achieve accreditation, we had to meet 15 criteria under three standards to create a safer and more respectful workplace which is taking active steps to stop violence against women. The program is internationally recognised and to date has reached more than 600,000 employees nationally. As explained by White Ribbon Australia Executive Director Brad Chilcott, “Violence against women impacts on the health and safety of employees, their wellbeing and their productivity. It also has a negative impact on workplace culture, organisational reputation and bottom-line profit and loss."

At AccessEAP and Newport & Wildman, we are proud to join more than 240 Australian workplaces who have achieved accreditation. We stand by White Ribbon Australia who urges all Australian workplaces to undertake the accreditation process and demonstrate a culture of zero tolerance of violence against women. White Ribbon Australia is a part of a global social movement working to eliminate gendered violence, striving for an Australian society where all women and children are safe, including in our workplaces.

To find out more information, contact us on 1800 650 204.

Welcome to the Aboriginal and Torres Strait Islander Peoples Dedicated Support Line

Welcome to the Aboriginal and Torres Strait Islander Peoples Dedicated Support Line: part of your EAP, provided by your employer and delivered by Newport & Wildman.

Facilitating a culturally safe experience for Aboriginal and Torres Strait Islander People is the purpose of this dedicated Support Line. We recognise a need to offer the opportunity to speak with an Aboriginal or Torres Strait Islander Counsellor or a Culturally Sensitive Counsellor who has experience with individual, families and community and who understand the challenges you may face. By working together we aim to find the most appropriate support for you. Referral to other Aboriginal and Torres Strait Islander services can also be arranged.

Support when you need it: 24/7 365 days.

Our Client Services Team members are available to speak with you. Please call to make an appointment between EST 8am - 6pm Monday to Friday or outside these hours for urgent requests.

At Newport & Wildman our Cultural Wellbeing Team includes both Aboriginal and Torres Strait Islander Counsellors and Culturally Sensitive Counsellors. If appropriate our Cultural Co-Ordinator is able to assess and understand any individual circumstances and will work with you to identify the most culturally safe options for you or your organisation.

Together we find ways to provide culturally appropriate support that works for you, sharing knowledge in a respectful, confidential and safe space. Having a chat can help with the day to day challenges at home or in the workplace such as;

  • Stress
  • Anxiety
  • Trauma
  • Grief and Loss
  • Dependency Issues
  • Financial
  • Diet
  • Family/relationships

"keeping the spirit strong through strengthening social and emotional wellbeing"

This dedicated Support Line provides a culturally sensitive way for Aboriginal and Torres Strait Islander Peoples to access mental health and wellbeing support.

How to contact Newport & Wildman
Whatever the nature of your concern please feel free to call the Aboriginal and Torres Strait Islander Peoples Dedicated Support Line on: 1800 861 085

Newport & Wildman employees begin their journey to cultural competency by completing Arrilla Cultural Competency Training. We are committed to ensuring the best experience for all our clients.

Australian Aboriginal Flag     Flag of the Torres Strait Islanders

Newport & Wildman 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.

Navigating Conflict

It’s tough to always be your best. Now more than ever the challenge to constantly be our best as leaders, lead with kindness, empathy and respect and respond in ways that support others can tax even the most resilient of us. It’s easy when emotions are heightened to react in ways we usually wouldn’t, as we have a million different things running around our heads. It’s easy to say something that might be misinterpreted or rub someone up the wrong way. It’s equally as easy to interpret something in a way that wasn’t intended. Conflict is a normal part of life, and very often a catalyst for positive change. It is also part of being human.

This week we’re turning our spotlight onto conflict.

How can we harness conflict and foster positive outcomes? Our clinical data shows an increase in conflict – at home, at work and in the community. It’s completely understandable as many people across Australia and New Zealand have had their lives and workspaces closed, changed completely or even remain open serving the public throughout the pandemic. Some people report feeling burnt out or struggling to keep their emotional balance. Some of us desperately want our lives or daily routine back to return to normal. Conflict can often be found during times of change.

How can you harness conflict in positive ways? How we, as leaders, respond to conflict is critical to supporting your people and their responses to conflict. We've created new Tips and Tools on Navigating Conflict. Find our wide range of Leader Tools and Personal Tools, in the Employer and Employee Login Areas of our website.

Navigating conflict can be challenging. We are here to support you through this. Reach out to here at Newport & Wildman. As always, our people are here to help support you and your people be their best in life and work.

Let's talk R U OK? Day

RUOK Banner Web 2

Learn how a conversation can change a life

Thursday, 10th September is R U OK? Day and Newport & Wildman would like to support you and your people to feel confident asking “R U OK?”. 2020 has been a challenging year for everyone, and this year we are focused on helping people have these conversations and feel confident to respond if someone says they are not OK.

A common theme for many people this year has been isolation. It’s unfortunate that one of our best weapons against COVID-19 is something that can negatively impact on mental health and wellbeing. This year we would encourage you to consider the benefits of bringing people together for R U OK? Day. Examples could include our virtual group training session, a virtual morning tea or a lunch and learn session using our Webinar.

R U OK? Day is often the busiest day of the year for us here at Newport & Wildman! Given the challenges we are facing, we expect this year to be the same. Reach out today to discuss how we can support you and your people.


R U OK? inspire and empower everyone to meaningfully connect with the people around them and start a conversation with anyone who may be struggling with life.
For more information about R U OK? visit their website ruok.org.au.

indig_flags.jpg

Newport & Wildman 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

Newport & Wildman 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.