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.

The why What the Medical Training Survey Found

40,802 Doctors in training invited to the survey in 2022, 56.6% responded to the survey.

34% of trainees experienced or witnessed bullying, discrimination, racism or harassment
70% of those who experienced or witnessed BDRH did not report the incidents
20% of Aboriginal and Torres Strait Islanders trainees directly experienced racism in the workplace; 30% of them witnessed it
20% of respondents said they were considering a future outside of medicine

The what A symbol of change

about individual “Resilience” and “Wellbeing”
focused around a Doctors Health Program (but if successful will have profound effects on health, resilience and wellbeing)
emphasis placed on the traditional perceived locus of control
emphasis on occupational health and safety, especially psychological safety
emphasis on drivers, enablers and perpetuators of adverse workplace cultures
emphasis on organisational responsibilities
emphasis on hard levers
collaboration with non-health partners eg the 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

The project is governed by two main bodies; the RACMA board that is responsible for corporate governance and the Advisory Board responsible for content governance. The Advisory Board comprises representation from Colleges, peak health bodies, and subject matter experts in workplace culture, discrimination and harassment. The project also has 12 reference groups and 5 working groups. The reference groups act as vital consultation bodies, offering grassroots-level information to support the working groups and project team. Currently we have 12 reference groups with 151 members across all. The Working Groups supports the Advisory Board via the provision of content expertise and implementation support across the system

Rectangle 152

The next steps A clear pathway forward

Phase One of our project successfully concluded, and we are excited to progress into Phase Two. After consultation with key organisations and grassroots stakeholders the Advisory Board has endorsed the work program. Phase Two will deliver an overarching national strategic approach for change, with 3 thematic focus areas:

  1. Setting expectations for workplace behaviour
  2. Career-long learning and development
  3. Measurement and action

The reference groups were a critical part of development of the Phase 2 work plan and will continue to have key influence during Phase Two. There are 5 working groups who will consult with the reference groups as they build their outputs.