NSW Aboriginal Mental Health and Wellbeing Workforce Forum Workshop

1. NSW Aboriginal Mental Health and Wellbeing Workforce Forum Workshop Hunter Valley, June 2016 “Building Tomorrow’s Aboriginal Mental Health Leaders, Today” Tom Brideson Donna Stanley Laura Ross Kristen Ella Steve Stanton*

2. Why this workshop? Leaders are being produced Leaders are important in the system Leaders are critical across wellbeing Examples exist

3. Introduction of Topic • Setting the scene: • Briefly introducing Leadership • What do we know • What do we want

4. Workshop Purpose to ensure the broad theme of Aboriginal Mental Health Leadership is an important aspect to focus on to utilise yours/our individual and collective experience and knowledge as Aboriginal people along with the audience participation to highlight these issues

5. Introduction of Speakers • Speakers • Donna Stanley • Kristen Ella • Laura Ross • Steve Stanton* (an apology) • Some professional journeys

6. Speakers: Common elements All Aboriginal leaders in your own right and embarked on your own pathways Each are in different areas of work yet similar spaces Each share a common educational platform – the Djirruwang Program

7. Format Each speaker share some of their journey Highlight key elements, attributes Conversation with the audience Main discussion points added to presentation Summary and close workshop

8. Speaker Questions provided What was your motivation for a career in Mental Health and Wellbeing? How valuable was education to your career and the way it was delivered? What two things are you most proud of in your careers? Why? What advice would you share for others thinking of Mental Health and Wellbeing as a career?

9. Discussion Questions: Future Work Where are the gaps? What can fill these gaps?

10. Summary of Discussion(30 minute discussion) • Education as a platform – stepping stone • Need more workers and opportunities • Self care is critical • People to support - work, community, friends • Technology as a tool for personal/collective support • Developing cultural safety in workplace • Workplace issues stated many times • Ignorance to Aboriginal issues across the nation • Need to be mindful of pitfalls of leadership • More leaders needed, much more work needed

11. Defining Leadership "The function of leadership is to produce more leaders, not more followers." Ralph Nadar "The growth and development of people is the highest calling of leadership. " Harvey S. Firestone "As we look ahead into the next century, leaders will be those who empower others." Bill Gates Leadership by Scholars

12. Are these useful Coaching Mentoring Confidence building Role models

13. Leadership Theory A range of theories of leadership have emerged over centuries in both Eastern and Western contexts These theories have been articulated, debated and expanded throughout this time Leadership in a cultural context has been around for thousands of years as well Understanding and making sense all of these areas is important in a ‘contemporary’ society in order to ensure concepts and contexts are informed

14. Leadership purposes Leadership as Influence Leadership as Change Leadership as Service Leadership as Character Leadership as Development

15. Leadership styles Autocratic or authoritarian Participative or democratic Laissez-faire or Free-rein Task-oriented and relationship-oriented Gender differences

16. A Framework of Indigenous Health Leadership Wharerata Declaration

17. Take home questions: Current work What do you do now? What do you do well? How do you make it better? What can others learn? How can this be promoted?

18. Example 1: GayaaDhuwi (Proud Spirit) Declaration Support from Aboriginal people High level and organisational support Articulated need, Aboriginal people central Themes with descriptions Responsibilities identified Best of both worlds approach Aboriginal people visible and valued Challenging to the status quo

20. Theme 1 Aboriginal and Torres Strait Islander concepts of social and emotional wellbeing, mental health and healing should be recognised across all parts of the Australian mental health system, and in some circumstances support specialised areas of practice.

21. Theme 2 Aboriginal and Torres Strait Islander concepts of social and emotional wellbeing, mental health and healing combined with clinical perspectives will make the greatest contribution to the achievement of the highest attainable standard of mental health and suicide prevention outcomes for Aboriginal and Torres Strait Islander peoples. 

22. Theme 3 Aboriginal and Torres Strait Islander values-based social and emotional wellbeing and mental health outcome measures in combination with clinical outcome measures should guide the assessment of mental health and suicide prevention services and programs for Aboriginal and Torres Strait Islander peoples. 

23. Theme 4 Aboriginal and Torres Strait Islander presence and leadership is required across all parts of the Australian mental health system for it to adapt to, and to be accountable to, Aboriginal and Torres Strait Islander peoples for the achievement of the highest attainable standard of mental health and suicide prevention outcomes. 

24. Theme 5 Aboriginal and Torres Strait Islander leaders should be supported and valued to be visible and influential across all parts of the Australian mental health system.

25. Example 2: Building Leadership from an Aboriginal MH Workforce Program • Building blocks to AMH Leadership • Build numbers of skilled workforce • Ensure Appropriate Award structures • A valued workforce in the system • A valued workforce in the community • Develop Career Pathways and Opportunities • Support for Growth and Development required • Leadership will emerge today & tomorrow

26. Objectives: Aboriginal Mental Health Workforce Program Increase the Aboriginal mental health workforce; Increase the quality of the workforce; Increase the accessibility, responsiveness and effectiveness of mental health services; Increase the number of Aboriginal people accessing mental health services; and, Improve treatment outcomes for Aboriginal people who have mental health problems.

27. Program Description‘At a Glance’ Mental Health Teams Recruit and Develop their own Trainees “Growing Our Own Locally” Workforce Program Model (Identified positions) Trainees are employees permanent full time staff in NSW LHD’s: First 3 years all Trainees undergo On The Job Training (under supervision) Mandatory Undertake a University Degree – PRG agreed 2006 & 2014 course of study BHSc (MH) at CSU, Wagga Wagga Mandatory Clinical Placements as part of the Degree Compulsory Residential School attendance 3 times per year National Practice Standards for the Mental Health Workforce, 2002 & 2013

28. Program Description‘At a Glance’ Trainees employed under an Award structure When completed Trainees transfer to Graduate HP Award (Workplace Relations Advice, 2014) Ongoing Employment Implementation Resource: Practice Based Evidence Practical Guide agreed/outlines Program all roles/responsibilities 2012 Qualification recognition (as members) by Indigenous Allied Health Australia (IAHA)

29. Trainee Position Locations(Since 2007 Attrition = 75% / Completed = 63 / Current = 27) Bega Goulburn Moruya Queanbeyan Deniliquin Griffith Albury Wagga Young Tumut Pambula Broken Hill Dareton Tamworth Taree Armidale Narrabri Blacktown Penrith Mt Druitt Moree Lithgow Orange Cowra Bathurst Parkes Dubbo Bourke Lightning Ridge Ryde Wyong Justice Health Kempsey Coffs Harbour Lismore Camperdown Liverpool Sutherland Wollongong Batemans Bay Temora St George Macksville Campbelltown Nowra

30. http://www.health.nsw.gov.au/mhdao/workforcedev/Pages/aborig-mh-wrkforce-prog.aspxhttp://www.health.nsw.gov.au/mhdao/workforcedev/Pages/aborig-mh-wrkforce-prog.aspx