10th Psychological Health and Wellbeing in the Workplace Congress

 

24-25 July 2024, Sydney

 

Conference Day One – Wednesday 24 July

8.30       Registration

 

9.00       Opening remarks from the chair

 

9.10       Developing a psychologically safe culture thoughtfully and effectively

  • Assessing your existing organisational culture to target key areas for improvement
  • Pinpointing the key actions and strategies for effective cultural change
  • Developing active participation and ownership of organisational culture by all employees
  • Improving your organisational culture continuously

Col. Jacqueline Costello, Command Psychologist, Forces Command, Australian Army

 

9.55       Highlighting leaders as a driver to organisational mental health

  • Providing psychological support teams through their leaders
  • Setting organisational expectations through leadership actions
  • Equipping leaders with people skills in addition to operational expertise
  • Ensuring leaders across your organisation are conscious of their obligations

Marc McLaren, Safety Director, John Holland

 

10.40    Morning Coffee

 

11.10    Ensuring line managers engage in constructive conversations around mental health

  • Normalising mental health topics for leaders, managers, and peer support officers
  • Promoting a person-centric approach to conversations between line leaders and employees
  • Ensuring direct supervisors consider psychosocial hazards within and beyond the workplace
  • Promoting respectful and constructive conversations

Anji Head, Senior Manager Health and Wellbeing, The University of Sydney

 

11.55    Designing effective long-term psychological wellbeing training programs

  • Targeting key areas of the business for effective wellbeing training
  • Evaluating the indicators of a successful psychological safety training program
  • Assessing the advantages and weaknesses of working with third-party training providers
  • Maximising the effectiveness of wellbeing training with efficient and regular sessions

Ann-Maree Hartley, Principal Psychologist, NSW Ambulance

 

12.40    Lunch

 

13.40    Approaching diversity and inclusion as a psychological wellbeing tool

  • Evaluating the benefits of inclusive organisational culture for psychological wellbeing
  • Collaborating with diversity and inclusion experts to improve your mental health programs
  • Ensuring providers and third-party consultants are engaged constructively
  • Reframing wellbeing relating to diversity and inclusion within a ‘capability approach’
  • Motivating organisational changes around diversity and inclusion which promote wellbeing

Chris White, former APS Operations officer and Senior Executive, Health and Wellbeing

 

14.25  Collaborating across the corporate structure in the new psychological safety paradigm

  • Addressing the increasing overlap of business functions in health and wellbeing strategies
  • Navigating internal communication between radically different organisational branches
  • Identifying the respective regulatory requirements of each function in psychological safety
  • Ensuring relevant functions can operate effectively under a guiding logic

Tiffany Auvaa, Manager WHS Projects, Department of Planning, Housing, and Infrastructure

 

15.10    Afternoon Tea

 

15.40    Considering risks of sexual misconduct in your preventative psychological safety strategies

  • Ensuring the risk of misconduct within your workplace is taken seriously
  • Embedding standards from new Respect@Work legislation in your safety strategy
  • Approaching sexual misconduct as both a psychological safety and an HR issue
  • Producing a psychologically safe culture where victims and survivors can voice concerns
  • Protecting your WHS professionals from vicarious trauma in misconduct incidences

Gina Bass, Director Inclusion, Diversity, and Wellbeing, Transport for NSW

 

16.20  Measuring psychological health and wellbeing within your workplace

  • Determining reliable indicators of wellbeing in your workplace
  • Accessing varied sources and kinds of available information on workplace wellbeing
  • Designing your measurement of wellbeing around critical privacy concerns
  • Ensuring traditional forms of measurement such as surveys are conducted effectively
  • Utilising measurements of overall wellbeing to produce more effective safety interventions

Audrey McGibbon, Co-Founder, EEK & SENSE

 

17.00    End of Conference Day One

 

 

Conference Day Two – Thursday 25 July

8.30       Registration

 

9.00       Opening remarks from the chair

 

9.10     Considering current regulatory constraints and conditions within psychological safety law

  • Understanding key developments in psychosocial safety regulations and cases
  • Identifying relevant regulatory agencies and supportive services in psychological safety
  • Designing an approach to new safety regulations that transcends compliance requirements
  • Ensuring officers and leaders are aware of their obligations and potential penalties

Carlie Holt, Partner, Pinsent Masons

 

9.55       Prioritising sustainable and continuous improvement of your mental health and wellbeing strategy

  • Identifying key vulnerabilities and indicators of successful wellbeing intervention
  • Designing realistic timelines for effective improvement of organisational mental health
  • Ensuring your health and wellbeing policy documents complement your ongoing actions
  • Achieving whole-of-organisation buy-in to continuously improve health outcomes as a team

Paul Willingham, Group Manager Risk and Safety, City of Parramatta

 

10.40    Morning Coffee

 

11.10    Providing constructive solutions to minimise occupational violence and aggression

  • Ensuring that employee safety is the highest priority at every level of the organisation
  • Providing resources and support to staff at high risk of psychological injury
  • Developing incident management systems and practices to minimise escalation
  • Training employees to manage violence and aggression safely

 

 

11.55    Protecting your safety and wellbeing teams from trauma risks

  • Providing specialised and preventative care to high risk WHS teams
  • Mitigating the additional risks of vicarious trauma in your team
  • Understanding the importance of retention and peer support for long-term staff wellbeing
  • Providing preventative support and check-ins for your health and safety teams

Dianne Van Berlo, Executive Director Health, Safety and Staff Wellbeing, NSW Department of Education

 

12.40    Lunch

 

13.40    Improving work design throughout your organisation for psychological health and wellbeing

  • Mitigating underlying operational risks of psychological injury across all business units
  • Integrating work design considerations into your overall health and wellbeing strategy
  • Collaborating between key business functions for effective and safe work design
  • Ensuring job design continues to adapt to new wellbeing challenges in every team

David Burroughs, Principal Psychologist, Australian Psychological Services, and Chief Mental Health Officer, Westpac

 

14.25    Mitigating the risks of overwork with thoughtful job design

  • Navigating psychosocial hazards around overwork in high performance teams
  • Anticipating indicators of potential overwork in your organisation
  • Making a business case for reduction of workloads and responsibilities
  • Encouraging employees to share their challenges in a safe environment

Chris Doyle, Group Head of EH&S and Assurance, Lendlease

 

15.10    Afternoon Tea

 

15.40    Centring health and wellbeing in the process of Return to Work from psychological injuries

  • Ensuring your workplace is safe and welcoming for injured employees
  • Developing your RTW strategy around the qualities of your workplace
  • Accounting for secondary psychological injury after physical incidents
  • Complementing your RTW approach with best-practice prevention and wellbeing

Taylor Kirkwood, Return to Work Advisor, Rehab and Retraining Officer, Fire and Rescue New South Wales

 

16.20  Mitigating the psychosocial risks of potential bullying and harassment

  • Identifying potential high-risk areas of bullying and harassment in your organisation
  • Transforming your organisational culture to encourage positive professional behaviour
  • Ensuring your approach to inappropriate behaviour extends beyond regulatory minimums
  • Managing all stakeholders in realised instances of workplace bullying and harassment

 Alistair Schubach, Chief Executive Officer, Aframes Safety

 

17.00    End of Conference Day Two