6th Annual Psychological Injury Management in the Workplace Congress agenda

Conference Day One – Wednesday 22 May 2019

8.30 Registration
9.00 Opening remarks from the chair

International keynote address:

Mission to Mars: Identifying and Reducing Adverse Behavioural Conditions in Unique Environments

  • Assessing risks to behavioural health and performance
  • Training and supporting crew members for long-duration missions
  • Monitoring behavioural health and managing risks
  • Ensuring adequate responses for psychologically injured staff and team members

Dr Tom Williams, Element Scientist, Human Factors and Behavioural Performance, NASA


A Holistic Approach to Mental Health in First Responders

  • Recognising the individual and organisational challenges to mental health
  • Developing a health and wellbeing strategy for challenging and dynamic environments
  • Practical initiatives to support mental health in your organisation

Dr Katrina Sanders, Chief Medical Officer, Australian Federal Police

10.55 Morning Coffee

Reducing the number of psychological injuries in the workplace through proactive prevention

  • Identifying and assessing risks to mental health in the workplace
  • Engaging with employees in the development of risk assessments
  • Reducing stress factors to a practicable level
  • Turning health risk assessments into an effective preventative wellbeing programme

Kevin Clancy, Psychologist, Ernst & Young


Developing an effective early intervention programme

  • Monitoring and limiting employee exposure to known stressors
  • Building systems that enable early recognition of reduced mental health
  • Identifying and enacting appropriate responses in a timely manner
  • Working with the employee to reduce risk of repeat events

Alison Donohoe, Director Work Health & Safety, Fire & Rescue NSW

12.45 Lunch

Developing mental health literacy in your organisation to enable workers to respond supportively to an injured colleague

  • Educating workers to recognise symptoms of poor mental health and appropriate responses
  • Building capability of mental health first aiders to provide initial support and knowledge of when to refer colleagues to escalated treatment
  • Establishing a clear reporting and treatment pathway
  • Embedding a peer support programme within a holistic organisational mental health strategy

Erin Noordeloos, Manager, Trauma & Psychosocial Risk, Australian Broadcasting Corporation


Improving workplace culture and reducing stigma through increasing mental health awareness

  • Delivering effective messaging to increase mental health awareness throughout your organisation
  • Improving awareness of responsibilities towards co-workers
  • Engaging with managers and supervisors to build a positive and supportive workplace culture
  • Training managers on appropriate responses to employee disclosures of poor mental health

 Chris Smith, Pilot Wellness Manager, Jetstar Airways

15.00 Afternoon tea

Gaining executive support to enact cultural change and wellbeing programmes through effective messaging

  • Developing your message from a business perspective
  • Communicating the benefits of an organisational wellbeing programme to executive management
  • Obtaining active support in the form of management leadership for initiatives
  • Demonstrating outcomes to the boardroom

Wade Needham, Head of Safety, Environment and Wellbeing, Serco


Removing barriers to self-reporting of psychological difficulties

  • Providing an environment in which workers feel safe to disclose
  • Removing the fear of repercussions to career due to reporting of issues
  • Encouraging self-reporting using messaging targeted at self-stigmatisation
  • Normalising discussion of mental health in the workplace

Lana Hogno, Director Health, Safety & Wellbeing, Northern Sydney Local Health District

17.10 Closing remarks from the Chair and end of conference day one

Conference Day Two – Thursday 23 May 2019

9.00 Opening remarks from the chair

Assessing the effectiveness of wellbeing and psychological injury management programmes

  • Assessing employee mental health and wellbeing in your organisation
  • Monitoring changes in culture and wellbeing within your organisation throughout the implementation of your programme
  • Quantifying the impact of your wellbeing and resilience programmes
  • Reporting effectiveness of programme to executive management and highlighting areas for improvement

Fiona Andrew, National EAP Manager, Australia Post


Building and enacting the right wellbeing programme for your organisation

  • Determining organisational cultural and wellbeing issues that impact psychological health
  • Setting up measurable goals for your wellbeing programme and assessing outcomes based on these benchmarks
  • Planning and enacting strategies for improving employee mental health and resilience
  • Using innovative approaches to maximise outcomes from available resources

Peter Pollnitz, Program Manager Workfit & Wellbeing, SA Health

10.30 Morning tea

Building resilience in employees at risk of repeat or prolonged traumas

  • Identifying roles with high risk of repeated or prolonged traumas
  • Forming an evidence-based resilience training programme
  • Strengthening resilience through stress handling and coping mechanisms
  • Recruiting a support network to bolster organisational and individual resilience

Kate Meyer, Psychologist, Defence Force Recruiting


Reducing the risk of serious conflict in performance management to prevent resulting psychological injury claims

  • Clearly defining expectations regarding employee performance and management behaviour
  • Focusing interventions on performance outcomes relative to clearly stated benchmarks
  • Identifying additional stressors that may affect worker perception of performance management
  • Resolving conflict resulting from performance management

 Andrew Douglas, Managing Principal, FCW Lawyers

12.30 Lunch

Mitigating the risk of secondary psychological injury post physical injury

  • Maintaining an open line of communication with employee during recovery
  • Managing expectations regarding return to work timeframes and duties
  • Providing alternate duties to begin an earlier, gradual return to work based on treatment provider recommendations
  • Minimising risks of secondary injury during the claims process

Felicity Evans, National Health & Wellbeing Manager, Weir Minerals


Supporting workers through return to work processes

  • Engaging with workers to develop and implement a personalised return to work plan
  • Managing stakeholder expectations regarding time frames for return
  • Enlisting colleagues to enable a smooth return to the workplace
  • Identifying other potential duties and roles upon return
  • Monitoring employee mental health post-return

Daniel Palmer, Manager Health & Wellbeing, NSW Department of Education


Afternoon tea


Understanding psychological injury management from the psychiatrist’s   perspective

  • Diagnosing mental health and determining causes of injury
  • Developing treatment and rehabilitation plans for injured parties
  • Determining when a worker is fit to return to work
  • Collaboration between employer, employee, and treatment provider to ensure workers return to a safe working environment

 Dr Katie Dimarco, Consultant Psychiatrist & Psychotherapist, Level 8 Practice


Untangling multiple internal and external factors to better manage complex cases

  • Identifying causal factors of poor mental health in the work place
  • Understanding a worker’s personal issues and the impact they may have on performance and perception of workplace stressors
  • Separating private and workplace issues to determine what issues can be addressed by your organisation
  • Developing a personalised response plan for injured personnel

Alison De Araugo, Manager Health, Wellbeing and Ethical Behaviour, VicRoads


Closing remarks from the chair and end of conference



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