Psychological Injury Management in the Workplace Congress agenda

7th annual Psychological Injury Management in the Workplace Congress

The Arts Centre, Melbourne, 19-20 May 2021

	Conference day one – Wednesday 19 May 2021
08.30	Registration
09.00	Opening remarks from the chair
09.10	Managing employee health, safety and wellbeing – through COVID and beyond
	Implementing psychologically beneficial employee outreach programmes Identifying the importance of outreach programmes within your overall WHS strategy Improving employee wellbeing using available data and programme outcomes Responding effectively to unprecedented WHS challenges such as COVID-19
	Nathan Hannigan, a/g Chief Operating Officer, Department of Industry, Science, Energy, and Resources
09.55	Creating the workplace culture that supports psychological health and wellbeing
	Identifying psychosocial risks within your workplace culture Implementing successful cultural changes in your working environment Addressing the stigma of psychological injury Managing bullying and conflict through supportive leadership culture Establishing your workplace as a ‘safe space’ for your employees
	Clare Lawley, General Manager People and Wellness, Snowy Hydro Limited
10.40	Morning Tea
11.10	Panel Discussion: Promoting constructive communication between treating doctors and employers in psychological injury management
	Addressing the gaps of understanding between employers and treating doctors for more effective psychological treatment Building a constructive, collaborative relationship for successful return to work outcomes Understanding the differences between the objectives and perspectives of each contributor to the rehabilitation process Working cooperatively to the mutual benefit of employers, treating doctor(s), and the injured person
	Peter Gould, Service Manager, Workplace Health, Safety, and Wellbeing, Redland City Council Dr Caroline Johnson, General Practitioner, Surrey Hills Medical Centre Dr Arthur Stabolidis, Clinical Psychologist, The Psychology Suite
11.55	Case Study: Building trusting and honest relationships with employees in the psychological injury return to work process
	Understanding the importance of constructing relationships with employees for a successful return to work from psychological injury Recognising the importance of building trust over time for increasing engagement in mental health rehabilitation programs Designing your return to work strategy around the qualities of your workplace Developing healthy peer support networks for a sustainable return to work
	Peter Gould,Head of Innovative Solutions, The People Protection Enterprise
12.40	Lunch
13.40	Implementing successful early intervention and prevention programs for psychological injury
	Targeting early warning signs for psychological injury Knowing when early intervention is necessary for the prevention of psychological injury Integrating services to improve outcomes Using data and information to inform service and program improvements
	Erin Baker, Director, People and Culture, Tasmania Department of Police, Fire, and Emergency Management Matthew Richman, Manager, Wellbeing Support, Tasmania Department of Police, Fire, and Emergency Management
14.25	Providing line managers with the skills and support to engage in psychological injury management
	Skilling managers to implement wellbeing and psychological health programs Communicating the importance of line manager proactivity Minimising the discomfort of mental health conversations on the coal-face Assisting line managers in understanding their role in psychological injury management
	Carolyn Haybittle, Principal Health Advisor, Newcrest Mining
15.10	Afternoon Tea
15.40	Developing effective wellbeing programs to prevent psychological injury
	Identifying the characteristics of successful wellbeing programs Measuring the success of wellbeing for psychological injury management Ensuring wellbeing programs are successfully implemented Encouraging workers to engage with wellbeing programs Accounting for technological innovations in contemporary wellbeing programs
	Irina Tchernitskaia, Employee Assistance Coordinator, Metropolitan Fire Brigade
16.20	Centring the individual in treatment of psychological injury
	Designing a care plan with the employee’s specific condition and support network in mind Accounting for the internal and external factors which will affect your employee’s recovery Promoting the active participation of the injured person in the rehabilitation process Learning how to adapt your plan to sudden changes
	Rebecca Hodges, Executive Director, People and Culture, Ambulance Victoria
17.00	End of conference day one and networking drinks

	Conference day two – Thursday 20 May 2021
9.00	Opening remarks from the chair
09.10	Understanding liability in psychological injury claims
	Understanding the law of psychological claims Meeting the expectations of care within psychological injury prevention Identifying the appropriate time to intervene to minimise psychological claims Comprehending your responsibilities during and following the psychological claims process
	Andrew Douglas, Managing Principal, FCW Lawyers
09.55	Minimising the risk of psychological injury through effective peer support networks
	Identifying the positive advantages of a well-designed peer assistance program Equipping your employees with the skills to provide mutual mental health support Constructing your peer support strategy to complement existing wellness programs Promoting empathy and engagement in your peer support program
	Chris Smith, Pilot Wellbeing Manager, Jetstar, Lecturer, University of Queensland
10.40	Morning Tea
11.10	Mitigating psychosocial stressors in change management
	Balancing changing workloads with psychological health Promoting psychological flexibility and resilience in your changing workforce Constructing healthy and honest relationships with employees to reduce the impact of organisational change Constructively guiding your employees through the change process
	Kim Grady, Head of Group Safety, Wellbeing, and Governance, Australia Post
11.55	Improving injury management outcomes through conversations about mental health in the workplace
	Identifying the qualities of a successful awareness campaign Bringing in workplace communication to engage workplace culture and comprehension of mental illness Team-building through effective personal and group discussion
	Simone Wright, Vice President Human Resources (Asia Pacific), Pearson
12.40	Lunch
13.40	Reducing the risk of psychological injury within performance management
	Understanding the limits on performance management in the context of psychological injury Using transparency and expectation-setting to alleviate the psychological risks of intervention Focusing performance management to achieve outcomes without risking psychosocial stress Resolving interpersonal conflict which may grow from performance management
	Seemali Shukla, Country HR Manager Australia and NZ, HP
14.25	Utilising resilience training to reduce the effect of psychosocial stressors on staff
	Using resilience training as a preventative mental health strategy Identifying the usefulness of resilience training for extended or repeat trauma Implementing useful psychological tools to bolster resilience in employees Building internal and external support networks to reinforce resilience strategies
	COL Neanne Bennett, Director Mental Health and Strategy, and Head of Corps Army Psychology, Department of Defence
15.10	Afternoon tea
15.40	Ensuring management buy-in for psychological wellbeing programs
	Communicating the benefits of wellbeing programs for the business to management Using internal data effectively to demonstrate the benefits of a wellbeing program Negotiating the best internal policy for effective wellbeing programs
	Stephanie Black, Head of Health, Safety, and Wellbeing, Galactic Cooperative
16.25	Closing remarks from the Chair and end of conference