There’s a fact that looms large in healthcare. An inconvenient truth we have ignored - the less bullying, harassment, racism and discrimination in our workplaces, the better the culture AND the better the health outcomes for staff and patients.

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Surgeons looking at an xray

The why What the Medical Training Survey Found

23,298 doctors in training completed the survey, representing a 54.5% response rate.

35% of trainees experienced and/or witnessed bullying, harassment, discrimination and/or racism. 54% of Aboriginal and Torres Strait Islander trainees did.
68% of those who experienced these behaviours did not report the incidents, and 75% of those who witnessed did not report.
21% of Aboriginal and Torres Strait Islanders directly experienced racism in the workplace, 32% of them witnessed it.
19% of respondents said they were considering a future outside of medicine, with 28% of Aboriginal and Torres Strait islander trainees considering leaving.

The what A symbol of change

Not about individual “Resilience” and “Wellbeing”
Not a Doctors Health Program (but if successful will have profound effects on health, resilience and wellbeing)
Challenge traditional perceived locus of control
More Emphasis on occupational health and safety, especially psychological safety
More emphasis on drivers, enablers and perpetuators of adverse workplace cultures
More emphasis on organisational responsibilities
More emphasis on hard levers
More collaboration with non-health partners eg Race Discrimination Commissioner, SafeWork Australia, Respect@Work

The what Our Values

Inclusive: We welcome all healthcare workers.
Collective: Multidisciplinary input is required, always.
Positive: We believe change will happen.
Respectful: Only equals can share respect. We are all equals.

The how Engagement Structure

Ultimately accountable to Commonwealth, who are the funders. RACMA is the hosting entity and responsible for financial governance. The Advisory Board oversee the project with suitable expertise and representation. Working groups, reporting to the Advisory Board, will be the engine room of design and collaboration. A number of Reference Groups, reflecting intersectional diversity, will have representation on the Working Groups and inform the Working Groups' decisions and outputs. Initial two year funding will allow for a set of Key deliverable. This period is about Engagement and uniting to define a clear pathway forward.

Reference groups

Working groups

Each Reference Group will have representation on the Working Groups

Aboriginal & Torres Strait Islander
Culturally, Ethnically and Linguistically Diverse
Disability & Neurodiversity
International Graduate
Senior Doctors/Healthcare Workers
Students and Early Career (PGY1-3)
Women in Healthcare

How it works

Advisory Board
Working Groups
Reference Groups
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The next steps A clear pathway forward

Register your interest

The A Better Culture Project is seeking expressions of interest from those working in medical, nursing/midwifery, and allied health workforces to join the Membership of its Reference Groups. Please note that some groups (Supervisors, International Graduate, and Students and Early Career Doctors) have specific Membership requirements.

100 people have signed up
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