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

42748 Doctors in training were invited to complete the survey in 2023, 54.5% responded to the survey.

22% of trainees experienced bullying, discrimination, racism or harassment
68% of those who experienced BDRH did not report the incidents
54% of Aboriginal and Torres Strait Islanders trainees experienced or witnessed bullying, harassment, discrimination and/or racism in the workplace
19% of trainees 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

1
Inclusive: We welcome all healthcare workers.
2
Collective: Multidisciplinary input is required, always.
3
Positive: We believe change will happen.
4
Respectful: Only equals can share respect. We are all equals.

The how Engagement Structure

Ultimately accountable to the 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. The 5 Working groups, reporting to the Advisory Board, will be the engine room of design and collaboration. The 12 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 allows for unity and engagement in order to define a clear pathway forward.

Reference groups

Working groups

1.
Aboriginal & Torres Strait Islander
2.
Culturally, Ethnically and Linguistically Diverse
3.
Disability & Neurodiversity
4.
International Medical Graduate
5.
LGBTIQ+SB
6.
Non-Hospital
7.
Rural
8.
Senior Doctors and Healthcare Workers
9.
Students and Early Career (PGY1-3)
10.
Supervisors and Educators
11.
Trainees
12.
Women in Healthcare

How it works

Advisory Board
Working Groups
Reference Groups
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.