It was once agenda-setting, appointment viewing. What went wrong for Q+A?
'When management moved Q+A to Thursdays [in 2021], before shifting it back to Mondays, it disrupted what's meant to be a habit-based show,' says one high-profile ABC presenter. 'Cutting the number of episodes and putting the show on hiatus in the middle of the year only made things worse. It's hard enough to attract viewers as it is, without expecting them to chase you across different time slots or come back to you after a mid-year break that makes no sense.'
One producer notes that Q+A led the way in terms of social media innovation, running a live feed of Twitter comments from viewers before archiving its account on the platform, now called X.
'Before Twitter became a sewer, it was a huge asset to the show,' the producer says. 'But by 2020, when Hamish [Macdonald] took over as host, it became so bad that he had to leave the platform. Stan Grant [who was appointed Q+A host in 2022] copped the most horrible, racist abuse, and you can imagine all the vile comments directed at the female presenters.'
Peter Meakin – who spent five decades leading news and current affairs coverage at the Seven, Nine and Ten networks – suspects social media made some politicians more cautious (and therefore, more likely to bore viewers).
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'It used to be a sport for them to go on air and spar with each other,' Meakin says. 'You might get a few letters saying, 'That was disgraceful', but not the instant groundswell of hatred you get now. They're more scared of putting a foot wrong.'
In a statement, ABC news director Justin Stevens said, 'Discontinuing the program at this point is no reflection on anyone on the show. We always need to keep innovating and renewing.'
Stevens said the ABC would produce more news documentaries, and would make its Your Say election initiative – which allows audiences to suggest questions for politicians – a permanent feature.
ABC managing director Hugh Marks later announced around 40 redundancies and 10 contract positions that would end early. He also flagged changes to the audio division, separating the sport and capital city network teams into a simpler structure. The ABC's content division will be renamed ABC Screen, led by content director Jennifer Collins.
But McEvoy insists the national broadcaster must do more to fill the void created by Q+A's cancellation.
'The ABC always needs to be trying new things, but I don't think an online survey can really give Australian citizens the chance to question decision-makers and politicians – or hold them to account,' he says. 'Engaging Australian citizens in a moderated but open discussion on national issues is a core part of the ABC's obligations as a public service broadcaster … the toxicity of platforms like X that encourage outrage makes the role of a moderated forum like Q+A even more important.'
Former prime minister Malcolm Turnbull, who was once a frequent guest on the program, believes Q+A was at its most compelling when it resembled a dinner party.
'It was all about having the right mixture of guests,' he says. 'In its heyday, if you were interested in Australian politics and you didn't watch it, you were concerned you might miss out on something.'
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Since Jones left Q+A in 2019, the program has had several hosts including Macdonald, David Speers, Virginia Trioli, Stan Grant and Karvelas.
'All formats, after a time, start to feel a little tired,' says Trioli, who now hosts the ABC's Creative Types arts program. 'But I'm a huge fan of the Q+A format. It was a mighty program and one of the most important in terms of news, current affairs and public discussion in this country.
'People say they want accountability and they like to feel that issues are being put directly to politicians, but I think sometimes the audience can struggle with the reality of that,' she adds. 'You will get arguments, or politicians spinning their wheels and avoiding the question, while the host is trying to get them to answer – and that can make things awkward, uncomfortable or combative. It's a crapshoot every time, but the producers worked their guts out to do an amazing job.'
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Perth Now
an hour ago
- Perth Now
State's teachers' first strike in 16 years
More than 50,000 state school teachers across Queensland will strike on Wednesday over serious issues in state schools that the union says has led to a chronic teacher shortage and pay dispute. It will be the first time in 16 years Queensland Teachers Union members stop work in response to claims the Crisafulli government has failed to acknowledge the 'urgency of serious issues' affecting schools across the state. The government says schools will remain open and students would be supervised. QTU president Cresta Richardson said chronic teacher shortages had led to increased workloads and other serious issues, such as violence in schools, that required statewide attention. Queensland Teachers' Union president Cresta Richardson said a pay offer from the state government would put teachers at the bottom end of the Australian pay scale. Credit: Supplied 'Our members have voted unanimously to send this government a clear message,' she said. 'We are united and dedicated to turning around the exodus of burnt-out teachers and school leaders from our schools. Our students and school communities need the government to do its job.' The union has been negotiating with the state government for better pay and rejected an offer to increase wages by 8 per cent over the next three years. The union boss said the offer would put Queensland teachers at the bottom end of the Australian pay scale. 'We can't let more teachers and school leaders walk out the door,' Ms Richardson said. 'We have to attract and retain our educators. Today is a day to remind everyone how important our state schools are.' The union prepared a detailed case for the Industrial Relations Commission highlighting issues occurring in Queensland schools to start conciliation with the government. 'Our claims are reasonable and genuine, and we believe the independent commissioner will see that,' Ms Richardson said. 'We understand our communities and we understand the pressure parents and caregivers are under, but we need to make sure public education is protected and students receive the teacher numbers and resources their parents enjoyed. 'All Queensland children and their families deserve access to quality, free public education, and our members deserve respect and a living salary for providing it.' Education Minister John-Paul Langbroek said Queenslanders had seen the state government continue to negotiate with the QTU in good faith. Education Minister John-Paul Langbroek said the government has held 18 formal meetings with the teachers union over the past five months. NewsWire / John Gass Credit: News Corp Australia 'We have held 18 formal meetings over the past five months and remain at the table to finalise an agreement that supports and values our teachers,' he said. 'Principals will be communicating with school communities about any impacts, however, schools remain open and students will be safely supervised.' QTU's strike over pay and working conditions has been supported by the independent Education Union. While its members cannot participate in Wednesday's stop work action, Independent Education Union Queensland and NT branch secretary Terry Burke said its members shared QTU's commitment to ensure teacher's received professional wages and recognition. Mr Burke said state sector wages affected the entire education profession and its members from 1200 non-government schools across the state passed a resolution in support of the strike action. The Education Department has been contacted for comment.
The Advertiser
2 hours ago
- The Advertiser
The solution to Australia's skills shortage hiding in plain sight
In Australia today, like the proverbial chameleon in the crowd, there is an issue and its solution hiding in plain sight. Migrants and refugees are struggling to get jobs that befit their skills and experience. At the same time, we have a critical skills shortage. Migrants and refugees face barriers, including a lack of local experience and networks, English language proficiency or pronunciation and a lack of familiarity with Australian workplace culture and the job market. There are also difficulties and barriers, including exorbitant costs, in getting overseas qualifications recognised in Australia. These structural barriers inhibit positive migrant and refugee career outcomes. Also, employers can be reticent or unsure about hiring migrants and refugees, and mainstream employment services often are either not accessible or unsuited to migrants and refugees. Easily available statistics and research paint a picture of the effect of this situation. Migrants from non-English-speaking countries suffer persistent wage gaps, and overseas-educated migrants earn less than similarly qualified Australians, particularly those from culturally diverse backgrounds. Poor English can affect employment, with 44 per cent of migrants and refugees working below their skill level, even though 57 per cent of them hold university qualifications. And strong accents or a lack of knowledge of local industry jargon exacerbates the problem. At the same time, we know there are critical workforce shortages across a plethora of sectors. The current shortfall of GPs in Australia will rise to 3900 in 2028 and to more than 8900 in 2028; and the undersupply of nurses will rise to almost 80,000 by 2035. Engineers Australia has reported that the nation's engineering skills and labour shortage are at their highest level in a decade. And Master Builders Australia says 130,000 extra tradies will be needed by 2029 to meet the growing demand for new housing. The Commonwealth government's Jobs and Skills Australia agency has estimated that 67 occupations covered by the Technicians and Trades Workers category are in chronic and long-term shortage, representing about one-third of all skills shortages across the country. These shortages are pushing up construction costs and are worse in rural and regional areas, many of which are vulnerable to natural disasters. The boom in renewable energy, data centres to support AI and major infrastructure projects as well as our aging populations and increased demand in care sectors mean these shortages are neither short term nor geographically limited. Making matters worse is global competition for skilled migrants, competition between states within Australia for workers with critical skills and the leakage of skilled workers from regional areas to the cities. But this situation is also an economic opportunity for Australia. Better harnessing the skills and experience of migrants would deliver economic dividends through addressing professional workforce shortages, boosting productivity and reducing the overall cost of creating the professional workforce we need. This is evidenced in some simple numbers. It costs Australia anywhere from $180,000 to $500,000 - including Commonwealth Place Supported funding - to produce a registered doctor. For overseas trained medicos, that figure is around $28,500 - and it could be lower with more streamlined qualifications recognition. Better utilising migrant and refugee skills would also deliver a social dividend through the better integration of newcomers into the community, thus bolstering social cohesion and further supporting disadvantaged cohorts of migrants and refugees. To do this, we need to address the three pillars of the problem: providing access to gap training and qualification recognition; preparing people for Australia's workplace culture and environment; and addressing employer attitudes and bias toward international skills. Practically, this provides a collective approach to reduce the cost and simplify the processes for requalification and qualification, with clearly communicated pathways. We need to support employers to be more confident about overseas-trained staff through incentives and programs to address discrimination. This includes our looking at our recruitment practices and critically assessing whether they are a barrier to accessing migrant talent. We need to support migrants and refugees with job readiness training initiatives, such as the Skilled Professional Migrant Program delivered by my organisation, AMES Australia. Recently, we commissioned an economist to run the numbers on the effect of a national rollout of the program, a scheme that has a proven record of supporting migrants and refugees into jobs commensurate with their skills and qualifications. The paper, produced by Dr Ian Pringle, found utilising the skills and experience migrants and refugees bring with them could benefit Australia's economy by as much as $10 billion over five years. It found that supporting new arrivals to re-establish their professional careers in Australia could generate more than $2.5 billion in extra tax receipts as well as an extra $8 billion in earnings circulating in the economy over five years. What's more is that the extra access to skills could also produce a 10 per cent spike in productivity. The skills gap is an issue that has evolved again and again over time. Historically, Australia's response has been a siloed approach when what we have is an economic problem that needs a systemic all-of-the-economy response. It's a problem that we have identified but failed to properly pin down and solve over decades. That's the reason why Australia needs a national and integrated initiative to harness the skills of migrants and refugees, while reaping the economic and social benefits that it would bring before that chameleon changes its colour and disappears into the crowd again. In Australia today, like the proverbial chameleon in the crowd, there is an issue and its solution hiding in plain sight. Migrants and refugees are struggling to get jobs that befit their skills and experience. At the same time, we have a critical skills shortage. Migrants and refugees face barriers, including a lack of local experience and networks, English language proficiency or pronunciation and a lack of familiarity with Australian workplace culture and the job market. There are also difficulties and barriers, including exorbitant costs, in getting overseas qualifications recognised in Australia. These structural barriers inhibit positive migrant and refugee career outcomes. Also, employers can be reticent or unsure about hiring migrants and refugees, and mainstream employment services often are either not accessible or unsuited to migrants and refugees. Easily available statistics and research paint a picture of the effect of this situation. Migrants from non-English-speaking countries suffer persistent wage gaps, and overseas-educated migrants earn less than similarly qualified Australians, particularly those from culturally diverse backgrounds. Poor English can affect employment, with 44 per cent of migrants and refugees working below their skill level, even though 57 per cent of them hold university qualifications. And strong accents or a lack of knowledge of local industry jargon exacerbates the problem. At the same time, we know there are critical workforce shortages across a plethora of sectors. The current shortfall of GPs in Australia will rise to 3900 in 2028 and to more than 8900 in 2028; and the undersupply of nurses will rise to almost 80,000 by 2035. Engineers Australia has reported that the nation's engineering skills and labour shortage are at their highest level in a decade. And Master Builders Australia says 130,000 extra tradies will be needed by 2029 to meet the growing demand for new housing. The Commonwealth government's Jobs and Skills Australia agency has estimated that 67 occupations covered by the Technicians and Trades Workers category are in chronic and long-term shortage, representing about one-third of all skills shortages across the country. These shortages are pushing up construction costs and are worse in rural and regional areas, many of which are vulnerable to natural disasters. The boom in renewable energy, data centres to support AI and major infrastructure projects as well as our aging populations and increased demand in care sectors mean these shortages are neither short term nor geographically limited. Making matters worse is global competition for skilled migrants, competition between states within Australia for workers with critical skills and the leakage of skilled workers from regional areas to the cities. But this situation is also an economic opportunity for Australia. Better harnessing the skills and experience of migrants would deliver economic dividends through addressing professional workforce shortages, boosting productivity and reducing the overall cost of creating the professional workforce we need. This is evidenced in some simple numbers. It costs Australia anywhere from $180,000 to $500,000 - including Commonwealth Place Supported funding - to produce a registered doctor. For overseas trained medicos, that figure is around $28,500 - and it could be lower with more streamlined qualifications recognition. Better utilising migrant and refugee skills would also deliver a social dividend through the better integration of newcomers into the community, thus bolstering social cohesion and further supporting disadvantaged cohorts of migrants and refugees. To do this, we need to address the three pillars of the problem: providing access to gap training and qualification recognition; preparing people for Australia's workplace culture and environment; and addressing employer attitudes and bias toward international skills. Practically, this provides a collective approach to reduce the cost and simplify the processes for requalification and qualification, with clearly communicated pathways. We need to support employers to be more confident about overseas-trained staff through incentives and programs to address discrimination. This includes our looking at our recruitment practices and critically assessing whether they are a barrier to accessing migrant talent. We need to support migrants and refugees with job readiness training initiatives, such as the Skilled Professional Migrant Program delivered by my organisation, AMES Australia. Recently, we commissioned an economist to run the numbers on the effect of a national rollout of the program, a scheme that has a proven record of supporting migrants and refugees into jobs commensurate with their skills and qualifications. The paper, produced by Dr Ian Pringle, found utilising the skills and experience migrants and refugees bring with them could benefit Australia's economy by as much as $10 billion over five years. It found that supporting new arrivals to re-establish their professional careers in Australia could generate more than $2.5 billion in extra tax receipts as well as an extra $8 billion in earnings circulating in the economy over five years. What's more is that the extra access to skills could also produce a 10 per cent spike in productivity. The skills gap is an issue that has evolved again and again over time. Historically, Australia's response has been a siloed approach when what we have is an economic problem that needs a systemic all-of-the-economy response. It's a problem that we have identified but failed to properly pin down and solve over decades. That's the reason why Australia needs a national and integrated initiative to harness the skills of migrants and refugees, while reaping the economic and social benefits that it would bring before that chameleon changes its colour and disappears into the crowd again. In Australia today, like the proverbial chameleon in the crowd, there is an issue and its solution hiding in plain sight. Migrants and refugees are struggling to get jobs that befit their skills and experience. At the same time, we have a critical skills shortage. Migrants and refugees face barriers, including a lack of local experience and networks, English language proficiency or pronunciation and a lack of familiarity with Australian workplace culture and the job market. There are also difficulties and barriers, including exorbitant costs, in getting overseas qualifications recognised in Australia. These structural barriers inhibit positive migrant and refugee career outcomes. Also, employers can be reticent or unsure about hiring migrants and refugees, and mainstream employment services often are either not accessible or unsuited to migrants and refugees. Easily available statistics and research paint a picture of the effect of this situation. Migrants from non-English-speaking countries suffer persistent wage gaps, and overseas-educated migrants earn less than similarly qualified Australians, particularly those from culturally diverse backgrounds. Poor English can affect employment, with 44 per cent of migrants and refugees working below their skill level, even though 57 per cent of them hold university qualifications. And strong accents or a lack of knowledge of local industry jargon exacerbates the problem. At the same time, we know there are critical workforce shortages across a plethora of sectors. The current shortfall of GPs in Australia will rise to 3900 in 2028 and to more than 8900 in 2028; and the undersupply of nurses will rise to almost 80,000 by 2035. Engineers Australia has reported that the nation's engineering skills and labour shortage are at their highest level in a decade. And Master Builders Australia says 130,000 extra tradies will be needed by 2029 to meet the growing demand for new housing. The Commonwealth government's Jobs and Skills Australia agency has estimated that 67 occupations covered by the Technicians and Trades Workers category are in chronic and long-term shortage, representing about one-third of all skills shortages across the country. These shortages are pushing up construction costs and are worse in rural and regional areas, many of which are vulnerable to natural disasters. The boom in renewable energy, data centres to support AI and major infrastructure projects as well as our aging populations and increased demand in care sectors mean these shortages are neither short term nor geographically limited. Making matters worse is global competition for skilled migrants, competition between states within Australia for workers with critical skills and the leakage of skilled workers from regional areas to the cities. But this situation is also an economic opportunity for Australia. Better harnessing the skills and experience of migrants would deliver economic dividends through addressing professional workforce shortages, boosting productivity and reducing the overall cost of creating the professional workforce we need. This is evidenced in some simple numbers. It costs Australia anywhere from $180,000 to $500,000 - including Commonwealth Place Supported funding - to produce a registered doctor. For overseas trained medicos, that figure is around $28,500 - and it could be lower with more streamlined qualifications recognition. Better utilising migrant and refugee skills would also deliver a social dividend through the better integration of newcomers into the community, thus bolstering social cohesion and further supporting disadvantaged cohorts of migrants and refugees. To do this, we need to address the three pillars of the problem: providing access to gap training and qualification recognition; preparing people for Australia's workplace culture and environment; and addressing employer attitudes and bias toward international skills. Practically, this provides a collective approach to reduce the cost and simplify the processes for requalification and qualification, with clearly communicated pathways. We need to support employers to be more confident about overseas-trained staff through incentives and programs to address discrimination. This includes our looking at our recruitment practices and critically assessing whether they are a barrier to accessing migrant talent. We need to support migrants and refugees with job readiness training initiatives, such as the Skilled Professional Migrant Program delivered by my organisation, AMES Australia. Recently, we commissioned an economist to run the numbers on the effect of a national rollout of the program, a scheme that has a proven record of supporting migrants and refugees into jobs commensurate with their skills and qualifications. The paper, produced by Dr Ian Pringle, found utilising the skills and experience migrants and refugees bring with them could benefit Australia's economy by as much as $10 billion over five years. It found that supporting new arrivals to re-establish their professional careers in Australia could generate more than $2.5 billion in extra tax receipts as well as an extra $8 billion in earnings circulating in the economy over five years. What's more is that the extra access to skills could also produce a 10 per cent spike in productivity. The skills gap is an issue that has evolved again and again over time. Historically, Australia's response has been a siloed approach when what we have is an economic problem that needs a systemic all-of-the-economy response. It's a problem that we have identified but failed to properly pin down and solve over decades. That's the reason why Australia needs a national and integrated initiative to harness the skills of migrants and refugees, while reaping the economic and social benefits that it would bring before that chameleon changes its colour and disappears into the crowd again. In Australia today, like the proverbial chameleon in the crowd, there is an issue and its solution hiding in plain sight. Migrants and refugees are struggling to get jobs that befit their skills and experience. At the same time, we have a critical skills shortage. Migrants and refugees face barriers, including a lack of local experience and networks, English language proficiency or pronunciation and a lack of familiarity with Australian workplace culture and the job market. There are also difficulties and barriers, including exorbitant costs, in getting overseas qualifications recognised in Australia. These structural barriers inhibit positive migrant and refugee career outcomes. Also, employers can be reticent or unsure about hiring migrants and refugees, and mainstream employment services often are either not accessible or unsuited to migrants and refugees. Easily available statistics and research paint a picture of the effect of this situation. Migrants from non-English-speaking countries suffer persistent wage gaps, and overseas-educated migrants earn less than similarly qualified Australians, particularly those from culturally diverse backgrounds. Poor English can affect employment, with 44 per cent of migrants and refugees working below their skill level, even though 57 per cent of them hold university qualifications. And strong accents or a lack of knowledge of local industry jargon exacerbates the problem. At the same time, we know there are critical workforce shortages across a plethora of sectors. The current shortfall of GPs in Australia will rise to 3900 in 2028 and to more than 8900 in 2028; and the undersupply of nurses will rise to almost 80,000 by 2035. Engineers Australia has reported that the nation's engineering skills and labour shortage are at their highest level in a decade. And Master Builders Australia says 130,000 extra tradies will be needed by 2029 to meet the growing demand for new housing. The Commonwealth government's Jobs and Skills Australia agency has estimated that 67 occupations covered by the Technicians and Trades Workers category are in chronic and long-term shortage, representing about one-third of all skills shortages across the country. These shortages are pushing up construction costs and are worse in rural and regional areas, many of which are vulnerable to natural disasters. The boom in renewable energy, data centres to support AI and major infrastructure projects as well as our aging populations and increased demand in care sectors mean these shortages are neither short term nor geographically limited. Making matters worse is global competition for skilled migrants, competition between states within Australia for workers with critical skills and the leakage of skilled workers from regional areas to the cities. But this situation is also an economic opportunity for Australia. Better harnessing the skills and experience of migrants would deliver economic dividends through addressing professional workforce shortages, boosting productivity and reducing the overall cost of creating the professional workforce we need. This is evidenced in some simple numbers. It costs Australia anywhere from $180,000 to $500,000 - including Commonwealth Place Supported funding - to produce a registered doctor. For overseas trained medicos, that figure is around $28,500 - and it could be lower with more streamlined qualifications recognition. Better utilising migrant and refugee skills would also deliver a social dividend through the better integration of newcomers into the community, thus bolstering social cohesion and further supporting disadvantaged cohorts of migrants and refugees. To do this, we need to address the three pillars of the problem: providing access to gap training and qualification recognition; preparing people for Australia's workplace culture and environment; and addressing employer attitudes and bias toward international skills. Practically, this provides a collective approach to reduce the cost and simplify the processes for requalification and qualification, with clearly communicated pathways. We need to support employers to be more confident about overseas-trained staff through incentives and programs to address discrimination. This includes our looking at our recruitment practices and critically assessing whether they are a barrier to accessing migrant talent. We need to support migrants and refugees with job readiness training initiatives, such as the Skilled Professional Migrant Program delivered by my organisation, AMES Australia. Recently, we commissioned an economist to run the numbers on the effect of a national rollout of the program, a scheme that has a proven record of supporting migrants and refugees into jobs commensurate with their skills and qualifications. The paper, produced by Dr Ian Pringle, found utilising the skills and experience migrants and refugees bring with them could benefit Australia's economy by as much as $10 billion over five years. It found that supporting new arrivals to re-establish their professional careers in Australia could generate more than $2.5 billion in extra tax receipts as well as an extra $8 billion in earnings circulating in the economy over five years. What's more is that the extra access to skills could also produce a 10 per cent spike in productivity. The skills gap is an issue that has evolved again and again over time. Historically, Australia's response has been a siloed approach when what we have is an economic problem that needs a systemic all-of-the-economy response. It's a problem that we have identified but failed to properly pin down and solve over decades. That's the reason why Australia needs a national and integrated initiative to harness the skills of migrants and refugees, while reaping the economic and social benefits that it would bring before that chameleon changes its colour and disappears into the crowd again.
Sydney Morning Herald
2 hours ago
- Sydney Morning Herald
These daring artists shocked the world. A new show reveals why
When Annie Leibovitz shot a naked, heavily pregnant Demi Moore for the cover of Vanity Fair in 1991, it caused an uproar. Some retailers in the United States, including supermarket chains Giant and Safeway, refused to stock the magazine, while others wrapped it in brown paper. 'We are a family-oriented business,' huffed a spokesperson for Giant in the Washington Post at the time. 'Very young children go to the magazine section while waiting for their parents to finish shopping. We did what we thought was right.' Supporters, though, saw the image as a refreshingly empowering depiction of pregnancy; the magazine's sales and subscriptions rose in the aftermath. Remarkably, more than 50 years earlier, Australian photographer Max Dupain had taken a similarly provocative photograph in Sydney. His 1939 Birth of Venus features the silhouette of a naked pregnant woman flanked by two sculptures, all reminiscent of Botticelli's Venus. It's a stunning image, says Emmanuelle de l'Ecotais, co-curator of Man Ray and Max Dupain, a new show at Heide Museum of Modern Art that, for the first time, pairs the pioneering photographers who worked on opposite sides of the world. The show includes more than 200 photographs, many of which are vintage prints. They speak to each artist's willingness to reject tradition, convention and expectation, while celebrating beauty and the female body. De l'Ecotais says the pairing – the brainchild of Heide's artistic director Lesley Harding – is inspired. Twenty years older than Dupain, the American photographer shared a fascination for depicting beauty, the body and pleasure. 'There's something about beauty and the beauty of women, and the body, that is an ongoing thing for Man Ray,' she says. Dupain, she adds, shared this fascination; the exhibition 'is all about beauty and pleasure'. Both artists were also deliberately provocative, de l'Ecotais says. 'For me, it's really obvious that they are looking to push the limits all the time. Being controversial is really important.' Another Dupain image in the show – Nude 1934 – would have courted similar controversy to that of his pregnant subject, says Harding. 'She's a bride, but she's inverted, so she's a negative,' she says, adding that the photograph is mesmerising. 'The deliberate inversion of time and the way that he's doing what Man Ray liked to do, being disruptive, presenting a woman in a veil with no clothes on ...' Dupain, born in New South Wales in 1911, received his first camera at 13, and, like Man Ray, was swept up in the global movements that upended art in the early 20th century. Both adopted pioneering techniques that helped shift perceptions of photography away from mere documentary record and into the realm of art. De l'Ecotais has made a study of Man Ray's work since she was an intern specialising in photography at the Pompidou Centre in Paris. In 1994, when the gallery received the work that remained in Man Ray's studio after his death in 1976 – some 12,000 negatives and 5000 prints – she was given the task of cataloguing it. Her efforts became the basis for the landmark show Man Ray: Photography Inside Out in 1998. Born Emmanuel Radnitsky in Philadelphia in 1890, Man Ray moved to Paris in 1921 (his Jewish-Russian family changed their name to Ray in 1912 in response to antisemitism in the US). He arrived in Paris at a time when Surrealism and Dadaism were in full swing. His portraits include a who's who of the art world: Andre Breton, Gertrude Stein, Salvador Dali and Virginia Woolf. Marcel Duchamp, one of his closest friends, was an inspiration for Man Ray, who embraced 'an approach [that says] all methods and all mediums are interesting: the point is not the technique, it's what you want to say, what you want to express,' says de l'Ecotais. The same was true for Dupain, who is best known for Sunbaker, the iconic image of a swimmer fresh from the ocean, lying on the sand. Taken in 1937, it came to represent an idealised vision of the sun-bronzed Aussie, and remains Australia's most recognisable image. (Ironically, the subject is actually a Brit, Harold Salvage.) But Dupain's lesser-known early work is remarkable and pioneering, says Harding, co-curator of the current show. She says that, like Man Ray, Dupain played with technique and used innovations such as solarisation and superimposition, as well as cropping, framing and playing with angles and subject matter. 'The idea of them being contemporaries is probably not immediately apparent, but they were both at the peak of their powers in the 1930s,' says Harding. 'They both had this capacity to synthesise things, to take them back to their essential element ... [they saw] this enlightened or more inventive possibility.' Dupain's interest in Man Ray was already evident in 1935 when, aged just 24, he showed insight and maturity in his review of the book Man Ray Photographs 1920-1934 for The Home magazine. Embracing what he learnt about his Paris-based counterpart and other international photographers, the Sydneysider adapted some of their techniques and made them his own, as well as carving out his own approach. 'Man Ray appealed to me because he was radical,' Dupain later told his biographer, Helen Ennis. 'He didn't give a stuff for his contemporaries or his peers … he went ahead and did what he wanted to do.' Clearly, Dupain recognised a kindred spirit. Loading Both artists worked with women who were artists and photographers in their own right: Lee Miller worked with Man Ray in Paris and also became his lover, and Olive Cotton met Dupain at photography school and went on to work with him; the pair later married. Stunning images of and by both women are showcased in the exhibition in a section called 'Collaborators'. Another synergy was that the work of both men featured in fashion magazines, which was often how they made a living. Dupain's photographs, influenced by Hollywood and modernism, appeared in advertisements for David Jones and in several publications, particularly The Home. Man Ray worked for French Vogue from 1924, as well as for Coco Chanel and Elsa Schiaparelli, but started developing his reputation through images published in Harper's Bazaar. His photographs of Parisienne women were more about people than fashion, says de l'Ecotais. In the 1930s, his use of solarisation and superimposition made his name. 'It's only a few years of success but it's a big success,' she says. The pairing of their work celebrates not only the impact they had in their lifetimes, but also the legacy of their innovations. '[Both artists'] work feels incredibly fresh, it feels thoughtful and it has this energy about it,' says Harding. De l'Ecotais says the legacy of both artists is ongoing and very significant. 'When you look at these images, they are very modern and contemporary; they haven't aged at all.'
