This panel will explore how Australia can transition from a crisis-management mindset to a sustainable growth model. The panel will address how to integrate AI to reduce clinician burden, the implementation of “Single Employer Models” for rural doctors, and the shift from temporary staffing back to a stable, permanent workforce.

Healthcare teams now span multiple generations—each bringing different expectations, pressures, and priorities. This keynote moves beyond stereotypes to unpack how generational change influences work values and motivations, offering evidence‑based strategies for leading multigenerational teams and supporting wellbeing, engagement, and high‑quality care.

Hosted with National Health Workforce Summit in the pre-function area

How Bayside Health – Peninsula Care Group achieved an 80% decrease in staff assaults whilst reducing restrictive interventions and eliminated the use of seclusion.

• Restrictive interventions remain common in Australian public inpatient mental health care.
• Practices are traumatic, injury‑prone, and misaligned with trauma‑informed, rights‑based care.
• Previous 2 decades of national and state reform efforts failed to achieve sustained reduction.
• Peninsula Health achieved over four years of zero seclusion.
• Outcomes include 80% reduction on staff assaults, strong culture, staff safety, better experiences.

Hosted with Healthcare Workplace Safety Conference in the pre-function area

• Strategies, barriers and successes
• Programs in place
• What works and what doesn’t
• The Safe and Connected Operating Model
• Examples from the ‘coal face’

Hosted with Healthcare Workplace Safety Conference in the pre-function area

This session explores how healthcare organisations can embed neuroinclusion into workforce strategy to strengthen capability, improve psychosocial safety, and support retention. It focuses on practical, system-level approaches that move beyond awareness to create sustainable, measurable change across complex healthcare environments.

• What concrete operational change should organisation make to reduce occupational violence through proactive work design rather than traditional reactive incident management?
• How do we successfully shift leadership mindsets away from blaming individual resilience and toward holding the institution legally accountable for hazard mitigation?
• What specific strategy have you found most effective for rebuilding staff trust so frontline workers stop accepting occupational violence as “part of the job”?
• What specific leading indicators should executive boards track to accurately measure the success of a proactive psychological safety strategy?

Hosted with National Health Workforce Summit in the pre-function area