Simon Ives, MBA

Government Grant funding between $80,000 and $400,000 to support projects which prevent technology facilitated abuse of women. Projects should be focussed on the prevention of online harm and enhanced safety for women and children. For example projects may: - Aim to change community attitudes and behaviours, - Focus on the perpetrators of technology-facilitated abuse, or - Seek to protect and support women and children. Up to $600,000 of the total funding is allocated to organisations delivering projects that focus on prevention of tech-based abused of First Nations women. Eligible applicants must: - Hold an ABN. - Be registered for GST. - Have an Australian bank account. - Be a legal entity. - Be a non-government organisation, NFP or charitable organisation registered with the Australian Charities and Not-for-Profit commission. - Be financially viable. Eligible applicants for priority funding as a First Nations focussed project must: - Be an Aboriginal Controlled Community Organisation (ACCO), or - Be an organisation that is primarily focussed on achieving outcomes for First Nations communities, or - Be an organisation that is partnering with one of these eligible entities. Applications must be submitted by rpm (ACT local time) on 16th December 2024. For more information and to access the online application form follow the link below. If you need assistance with your application or an independent review to increase your potential for success please contact GrantSmart vie direct message.

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Being able to navigate complex conversations will be an increasingly critical skill for HR practitioners. By approaching them with curiosity and making your intentions clear from the outset, you can address issues more constructively and maintain harmonious working relationships.

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People working in aged care should have access to the same legal rights as people working in other settings. One concern I have with the new Aged Care Act is that it creates broad powers for the Commissioner, Complaints Commissioner, or System Governor to compel people (not just registered providers or aged care employees) to produce information or answer questions, including compelling them to take an oath or affirmation [Ch6 Part 10 Div 3]. The threshold for applying this power is very low. As far as I can see the Commissioner just needs to believe the person has information relevant to whether a provider is complying, not that there is non-compliance; the Complaints Commissioner and System Governor just need to believe the person has information relevant to their functions [clause 488-489]. Standard legal protections are narrowed in relation to this power to exclude protection from a person making themselves liable for a penalty and legal professional privilege [compare s17 & s47 of the Reg Powers Act with clause 496 of the Bill]. The Bill already provides substantial monitoring and investigation powers under Ch 6 Part 2 – Part 5, which are broadly consistent with the Reg Powers Act but also allow warrantless entry where the Commissioner believes there is immediate and severe risk of harm to an older person [Ch6 Part 5]. The powers created under Ch6 Part 10 Div therefore, in my view, represent an extreme impingement on individual rights by the state without explanation or precedent being given. The Bill is supposed to be about human rights, but core element of human rights is protection from coercion by the state. This is mostly a matter of principle. A good provider will pretty much always be happy to answer questions from the regulator. And a good regulator won't misuse this power. However, we shouldn't design laws that rely on everyone being a good person. There are bad apples in business. And there are bad apples in government too. And lots of harm has been done in service to good intentions. Realistically providers will be well advised enough to make responses that protect their interests. E.g. That they are unsure. Can't remember. Need time to check their records and will come back with a written response. Individual workers are the people most likely to go into this process without representation and fall victim to misuse of this power. #agedcare

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This week I was able to attend the 2024 NSW Health Workforce Forum this week alongside colleagues from the HNE Recruitment, People & Culture Team. Discussions focused on critical topics such as the megatrends shaping the healthcare industry, AI's influence on trustworthiness in healthcare to the governance of emerging existential risks. We explored how research translation roles at CSIRO pave the way for innovative solutions that resonate beyond tomorrow (this one blew my mind, with how cool the presenter was and how amazing her thought processes got to be) In health, a highly regulated environment, the mantra of “move fast and break things” while executing may require some level of recalibration. A clip of Pastor Michael Duckett's insights reminded us to guide and shape, to enhance the gifts within each individual, not cutting against the grain or removing the knots that make up the core of our staff. Emphasis was placed on - good looks different every day, and the absolute importance of people and culture in workforce dynamics. As NSW and therefore HNE strive to navigate the complexities of workforce and industrial relations, I’m pumped that in NSW health and in particular in HNE Health (yes I’m biased) we have such incredible people to guide us through the opportunities that lie ahead. I really do believe that together, we can shape a brighter future for healthcare, balancing innovation and governance. #HealthcareInnovation #AIInHealthcare #WorkforceDevelopment #CulturalTransformation #Governance #HNEHealth #WellbeingInWorkplace

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Employment and Disability in Australia: Improving employment outcomes for people with disability’ report offers recommendations aimed at fostering a more inclusive workforce, including implementation of a ‘work first’ approach, enhancing public sector employment initiatives, promoting employer leadership in disability inclusion and improving education-to-work transitions. The report also recommends the establishment of a National Disability Employment Agency to improve coordination across welfare and disability support agencies and state and federal governments, undertake evaluation and identify best practice, and to provide information and support to businesses seeking to broaden access to meaningful employment for people with disability.

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Storytelling is the thread that weaves First Nations people with our Old People, Ancestors, Country and kin. Stories connect us with each other, our allies and ourselves. Storytelling is also a proven way to shift pervasive and harmful narratives, change behaviours and mobilise people to take action. This is why changing systems has to start with storytelling. Focusing on both the stories we tell ourselves and the stories we share with others. We’re inviting you to our first-ever webinar: Changing Systems Through Storytelling. After five years of operating, we’re adopting a new strategy based on our learnings and yarns over the years. We have a BIG vision and we want to share it with you! Join us on Wednesday 26 June at 12.30-2PM AEST to learn about how we’re amplifying First Nations voices, strengthening the storytelling ecosystem and building accountability now and into the future. Everyone has a role to play. We’re inviting all mob, allies, organisations and people to attend our webinar and learn how you can join forces with us to create future systems that centre First Nations people, Country and truth-telling in everything. To register for our free webinar, click the link below. #Webinar #Strategy #FreeEvent #RSVP #SystemsChange #Storytelling

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I've just received an AHRCF Micro-credential through AHRI, verifying my capability in Workforce Effectiveness (Workforce Planning, Industrial Relations, Organisational Design, Work Design). View my verified AHRCF Micro-Credential here.

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💻 People and Culture Advisory Board Webinar – Managing psychosocial risks 🗓 Date: 28th August ⏰ Time: 10am – 11:30am 🎟 Price: Free for individual members, $50 for non-members and local government subscribers Managing workplace mental health and psychosocial risks isn't just the right thing to do—it's the ethical thing to do and essential for productivity, it's also a legal requirement under the Work Health and Safety Act 2020. 💼⚖️ Join us as we dive into this crucial topic, focusing on how to manage psychosocial risks particularly with the lens of performance management. Hear from industry experts: 🌟 Adam Watts (Partner, McLeods Lawyers) - Legal perspective 🌟 Noor T. (Senior People Experience Business Partner, City of Cockburn) - HR Practitioner perspective 🌟 Monica Taylor (Deputy Commissioner Operations, Mental Health Commission of Western Australia) - Management of Workplace Psychosocial Risks Plus, engage in virtual breakout rooms where you can connect with peers, ask questions, and share your own experiences! 🤝 And don't worry if you can't make it live—the session will be recorded and available to individual members afterward. 📽️ 👉 Register now and secure your spot! https://lnkd.in/dQdxFrtw #Webinar #localgovernment #peopleandculture #performancemanagement #psychsocialrisk #workhealthandsafety

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💻 People and Culture Advisory Board Webinar – Managing psychosocial risks 🗓 Date: 28th August ⏰ Time: 10am – 11:30am 🎟 Price: Free for individual members, $50 for non-members and local government subscribers Managing workplace mental health and psychosocial risks isn't just the right thing to do—it's the ethical thing to do and essential for productivity, it's also a legal requirement under the Work Health and Safety Act 2020. 💼⚖️ Join us as we dive into this crucial topic, focusing on how to manage psychosocial risks particularly with the lens of performance management. Hear from industry experts: 🌟 Adam Watts (Partner, McLeods Lawyers) - Legal perspective 🌟 Noor Talpur (MHRM,CAHRI) (Senior People Experience Business Partner, City of Cockburn) - HR Practitioner perspective 🌟 Monica Taylor (Deputy Commissioner Operations, Mental Health Commission of Western Australia) - Management of Workplace Psychosocial Risks Plus, engage in virtual breakout rooms where you can connect with peers, ask questions, and share your own experiences! 🤝 And don't worry if you can't make it live—the session will be recorded and available to individual members afterward. 📽️ 👉 Register now and secure your spot! https://lnkd.in/dQdxFrtw #Webinar #localgovernment #peopleandculture #performancemanagement #psychsocialrisk #workhealthandsafety

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A big thank you to Michael at Evolve WA for the Trauma Informed Practice workshop. The vast majority of people in the world have been impacted by trauma in some way and this presents itself in so many ways. Kate Page and I attended and loved exploring how a trauma-informed approach applies to our workplace investigations and psychosocial safety in the workplace. We also explored boundaries - we need to keep ourselves safe so we can create a safe space for others. The top two takeaways are 💡 1️⃣ People need to feel physically and psychosocially safe to heal and be at their best 2️⃣ Decisions in the workplace are best made with transparency and the goal of building and maintaining trust The latter one is often tricky for People & Culture functions as confidentiality is often a complicating factor - how do you respect the rights of the individual, the law, organisational policy and the need for knowledge, openness and transparency within a team? (A tricky balance as these are often diametrically opposed) ⚖️ Other core principles of a trauma-informed approach are 🔵 Peer support 🔵 Collaboration 🔵 Empowerment 🔵 Humility & responsiveness We are both looking forward to applying these principles in current and future workplace investigations. #workplaceinvestigations #psychosocialsafety #CPD #traumainformed #peopleandculture #HRinPerth

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Fabulous research findings here by CEDA. Workplace training improves: - organisational productivity - employee engagement - the economic environment When unemployment remains at near crisis levels (4.1%), the ROI for investment in development programs has never been clearer. Great work CEDA! Excellent research, clear findings, easy to read report. And if you'd like to discuss how to maximise investment in your senior leaders, please DM me...

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10 years on and still such an important simple well articulated message:

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My colleague Jodie Fox's tips on how to get started with your Positive Duty Action Plans. Are you meeting your duty of care requirements? Thanks to HRD Australia for publishing. #positiveduty #hrd #hcamag #hr #whs #employees #risk #riskmanagement

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Transform Your NDIS Operations with Expert Audits Internal audits are crucial for maintaining high standards and compliance. Let AssistHub guide you through the process, ensuring your policies and practices meet NDIS requirements. #NDIS#AuditExperts#OperationalExcellence#AssistHub

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Psychosocial hazards are gaining a great deal of attention in the Board room which is great to see. Many organisations jump to the mitigation of these hazards before actually understanding the risks. What types of psychosocial hazards are your workers more prone to? Is it fatigue, bullying, work load related stress? Similarly, the hazards faced by workers on the shop floor will be different to the Executive team. A proper risk assessment, which is role based, will ensure a more thorough understanding of the issues and in turn more effective risk control. https://lnkd.in/gCXE9QKt

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Updated workforce engagement and OECD data - 2024 | For the research we've been doing for the TFN pitch presentation, we have updated data about disability workforce engagement in Australia and an updated OECD insight. Only 48% of Australians with disability are engaged in the workforce. This is a reduction from 53% as it was in 2010. It seems the OECD has also had a reduction, so despite our reduced engagement, our standing against the OECD has increased from 22nd place to around 15. What is notable is that the number of Australians with a disability who live on or near the poverty line has increased from 40% in 2010 to 45% in 2024. Whereas 13% of the Australian population as a whole live in poverty. 45% for Australians with disability compares to 20% as the average for the OECD. Over the last 30+ years, a succession of Australian governments (of both major parties) have spent over a billion dollars trying to improve the level of disability workforce engagement. However, they have only improved the rate by a pathetic 8% overall and a 7% decrease since 2010! The decreased workforce participation (48% down from 53%) and the increased rate of poverty (45% up from 40%) highlights the degree to which the typical disability job is not permitting Australians with disability to live a full life in dignity. This problem was also highlighted by the recent Royal Commission on Disability in Australia. We believe supporting Australians with disability should create their own job is the best and most constructive way to address these problems. We are a disability led and guided not-for-profit disability service. We believe supporting Australians with disability should create their own job is the best and most constructive way to address these problems. we are a registered charity with the ACNC (and have been awarded DGR status by the ATO) to help them do that. Do you know an Australian with a disability who wants to explore establishing their own venture, generating a bit more money, or increasing their social engagement? Please encourage them to complete the short form below. If they have any questions, they can contact us at [email protected] or 0436 480 769. #Enabled_vip #disability #incubator #gigster #hobbyists #volunteer #ndisprovider

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The Hon Jason Clare MP, Minister for Education, has just delivered the Universities Accord (National Student Ombudsman) Bill 2024 Summing up speech. It reads in part: Deputy Speaker – this Bill is long overdue. This Bill amends the Ombudsman Act 1976 to establish a National Student Ombudsman. This is a first. A dedicated, national body to handle student complaints within our higher education system. The National Student Ombudsman will have the powers: •           To investigate complaints about a broad range of issues; •           To bring parties together to resolve those issues, including offering restorative engagement processes and alternative dispute resolution where appropriate; •           To make findings and recommendations on what actions universities should take; and •           To monitor the implementation of those recommendations. It will also have strong investigative powers, similar to those of a Royal Commission, they include: •           To require a person or university to provide information, documents or other records relevant to an investigation; •           To enter premise of a university as part of an investigation; and •           To require a person to attend and answer questions before the Ombudsman. The Ombudsman is another recommendation of the Universities Accord which the Government is turning into a reality. As I said when I introduced this Bill, the Ombudsman will be independent, impartial and will provide a vastly improved complaints mechanism. And it will go further than addressing gender-based violence in universities. It will be able to consider and address a broad range of complaints made by students about the actions of their university. For example, complaints about a university’s handling of a student safety and welfare matter, where a student is subjected to homophobia, antisemitism, Islamophobia or other forms of racism or discrimination on campus. Can I thank all Members who’ve contributed to this debate ….

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