# data[].attributes.custom_properties.HkaeGs78
A comment - don't 'play the game' or 'stroke egos' as many people advise - especially those who are not facing job insecurity. Be frank and upfront and call out bad behaviour publicly- may not be for everyone but with what Veronica is saying being polite is how we got to where we are now

# data[].attributes.custom_properties.HkaeGs78
Young person comment, I disagree with the 2 year tenure comment, I think the reality is many young emerging workers are put on fixed term contracts. We are not the "future" we are just like any other worker.

# data[].attributes.custom_properties.HkaeGs78
As a worker how can you approach this without leadership endorsement?

# data[].attributes.custom_properties.HkaeGs78
How do you convince people that understanding, acknowledgement and apology is less risky than taking a ‘legally’ safe line and allowing circumstances to escalate?

# data[].attributes.custom_properties.HkaeGs78
How do we encourage organisations / managers / individuals to follow the model of repair when they are fearful of (legal) accountability

# data[].attributes.custom_properties.HkaeGs78
I endured a failed mediation in local government. The process required my boss to mediate. It failed as the other party walked out. Nothing was resolved and I needed to endure aggressive and manipulative behaviour for another year and a half. Yes, an entirely broken system. No genuine commitment to repair. Just a desire to sort out ‘a problem’. 

# data[].attributes.custom_properties.HkaeGs78
The model of repair reflects that workplaces need to facilitate a space where harm is acknowledged as part of the process of reparation. Yet with the legal recognition of psychosocial harm, do you think that workplaces (and individuals) will be even more leery of admitting to causing psychosocial harm, rather than participating in this new model? How could we address this? 

# data[].attributes.custom_properties.HkaeGs78
After an occupational violence incident that occurred to my staff member, i requested a restorative justice process and was told "we don’t do that" and "they are adults, they need to get on with their jobs". How can i begin to challenge this organisational approach? 

# data[].attributes.custom_properties.HkaeGs78
Other than FWC what other regulatory bodies / authorities can intervene and enforce fair and just processes when organisations fail to uphold these values? Right now there is a lot of "we investigated ourselves and found nothing wrong" when you go to HR 

# data[].attributes.custom_properties.HkaeGs78
I would say - organisations love to have our diversity until we show up and actually be different to them. 

# data[].attributes.custom_properties.HkaeGs78
Do you have tactics/resources for having a difficult conversation? Or for how to get a difficult conversation started?

# data[].attributes.custom_properties.HkaeGs78
I guess a key issue is authenticity - in all its forms. How do you open yourself up to being authentic when it requires you to be vulnerable. And how is that even trickier when you have power differentials/dynamics in the situation (even if it is just in people’s perception rather than playing out in behaviours)?

# data[].attributes.custom_properties.HkaeGs78
How do you get less performative wellbeing from organisations as a worker not in management.

# data[].attributes.custom_properties.HkaeGs78
Note so much a question, but when you are surrounded by people with unsustainable workloads who are doing overtime and going above and beyond (especially managers) it can be hard to reach out for help without feeling like you're letting the team down.

# data[].attributes.custom_properties.HkaeGs78
Do you feel that younger people have a better handle on these issues rather than older generations who seem to be a bit more resistant to mental health and wellbeing 

# data[].attributes.custom_properties.HkaeGs78
What is radical empathy- it came up in an earlier session? 

# data[].attributes.custom_properties.HkaeGs78
Can you comment on the inadequate approach many orgs take in managing conflict, including abusive customers. The fall back is often EAP and training for the staff member who often continues to be pushed into stressful and dangerous situations. 

# data[].attributes.custom_properties.HkaeGs78
do any of you engage organisations with risk language and is that helpful?

# data[].attributes.custom_properties.HkaeGs78
Were people open to the traffic light check in at first or did you find resistance?

# data[].attributes.custom_properties.HkaeGs78
Hiw do you cut through cynicism on your team about wellbeing etc? 

# data[].attributes.custom_properties.HkaeGs78
From Allison: Public perception of GLAM workplaces can often be very different to the realities, the amount of times I have heard “oh you work in a library, that must be very relaxing “!

# data[].attributes.custom_properties.HkaeGs78
I wonder if anyone has experiences to share related to creating structural change needed to support psychosocial safety through unions? 

# data[].attributes.custom_properties.HkaeGs78
Libraries are quite a bit behind with reckoning with trauma informed services and collections. What’s one thing we could bring back to our orgs to bring this to the forefront?

# data[].attributes.custom_properties.HkaeGs78
I have been advocating in my local government organisation for a more responsive approach to banning serial offenders who visit various facilities and show repeated patterns of aggressive behaviour. The organisation cites the Victorian Human Rights Charter as limiting rolling bans. I would like to see rolling bans with the onus on the offender to give cause for a ban to be lifted. Are they wrong in emphasising the rights of the offender over their duty of care to staff? Will the new legislation encourage a rethink of this approach?

# data[].attributes.custom_properties.HkaeGs78
We heard from Kylie about balancing artists works with audiences’ needs but isn’t it incumbent on institutions to show truth telling and revealing difficult truths?

# data[].attributes.custom_properties.HkaeGs78
I feel compelled to send out into this chat and the sector a big hug from my Clever Kooka wings. It is exhausting to hold all of these spaces and all of the care that you do. 

# data[].attributes.custom_properties.HkaeGs78
From Allison: How do you feel about trigger warnings? Do you think they can inform people’s reactions to works/exhibitions? 

# data[].attributes.custom_properties.HkaeGs78
From Allison: How can we create balance between consultation without creating a cultural load?

# data[].attributes.custom_properties.HkaeGs78
From Allison: When working with students as authors/artists, how do/could you prepare them for potential public backlash/critique (for want of a better word!)

# data[].attributes.custom_properties.HkaeGs78
How do we proceed when the most obstructive structures in the workplace are the leaders themselves who are shielded by boards and HR?  When there is multitudes of evidence of poor behaviour where do we draw the line and say training on 'effective leadership'is  is not enough and we simply need to remove the rot from the system? Seeing executives get basically slaps on the wrist (if that) for abhorrent behaviour discourages others from speaking up

# data[].attributes.custom_properties.HkaeGs78
Given that volunteering is essentially mandatory for getting a job in the sector, and that volunteering privileges people who can afford to give up their time for free, how do we make more opportunities available  for those who cannot afford to undertake free labour such as First Nations People, lower socio-economic groups, and people generally struggling in today's economy?

Does the sector have an over reliance on unpaid labour and has this made it lazy/unwilling to create and support paid positions?

# data[].attributes.custom_properties.HkaeGs78
Caroline's presentation also brings to mind the silencing of artists/staff speaking out against the genocide in Palestine (especially with the zionist funding behind many cultural institutions) - there is no trust that these public organisations will be truthful or support communities to tell their truths when they are beholden to the whims of funders

# data[].attributes.custom_properties.HkaeGs78
In a workplace context where an employee strongly resists performance management, denies accountability, and asserts they are being targeted by management, how can leaders effectively distinguish between a genuine psychosocial hazard and a reaction to reasonable performance expectations? What strategies can be used to uphold both procedural fairness and psychological safety in such complex situations?

# data[].attributes.custom_properties.HkaeGs78
What can staff do when problematic behaviour originates from People & Culture and senior staff? 

# data[].attributes.custom_properties.HkaeGs78
Can you speak about how artists are treated and worked with in a safe workplace for staff compared to poor safety 

# data[].attributes.custom_properties.HkaeGs78
In your slides training is listed under leadership. Do you not think that opening g up wellbeing and trauma informed leadership models / learning across all levels of staff raises the profile and importance of wellbeing more holistically across and organisation? 

# data[].attributes.custom_properties.HkaeGs78
We have new psychosocial laws coming into place. Have you seen these kind of legal changes have a significant impact on cultural change in GLAM institutions internationally? 

# data[].attributes.custom_properties.HkaeGs78
Where does people and culture fit in these wellbeing, joyful and restful initiatives? With trust in human resources fluctuating throughout significant changes within an organisation, are people and culture best to lead or to support (staff led networks)?

# data[].attributes.custom_properties.HkaeGs78
Sharing new public program now offered weekly at Heide MOMA~ Join qualified art therapist Tanis Douglas in Heide’s beautiful sculpture park and galleries for life-enhancing activities designed for people living with dementia and their carers- ‘This is a window to another world’

# data[].attributes.wish_content.attachment_props.question
In your experience, has psychosocial stress led to sick leave or reduced productivity?

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Yes, significant time off or ongoing capacity issues

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Yes, occasional absences or noticeable productivity drop

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Minor impact on attendance or work output

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
No measurable impact on work or attendance

# data[].attributes.wish_content.attachment_props.question
In your experience, which aspect of GLAM work poses the greatest psychosocial risk?

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Public-facing stress and difficult visitor interactions

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Toxic workplace culture or poor management

# data[].attributes.wish_content.attachment_props.question
In your opinion, what's the biggest missing piece in your workplace's approach to psychosocial safety?

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Mental health support and counseling resources

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Staff training on trauma-informed practices

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In your opinion, what does good leadership look like?

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Guided by Veronica's keynote, what does a fair or better mediation process look like to you?

# data[].attributes.wish_content.attachment_props.question
What would make the biggest immediate difference to wellbeing in your workplace?

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Better management training and leadership development

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Peer support programs and team debriefing

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Professional mental health resources and EAP

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Clear policies and safe reporting mechanisms

# data[].attributes.body
You can participate without creating an account!

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Choose your identity:

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# data[].attributes.body
You can participate without creating an account!

Click the + sign and select the relevant keynote/panel Q&A section for which you wish to post your question

Skip account creation when prompted, simply ignore this step

Choose your identity:

Remain anonymous: Leave the "What should we call you?" field blank

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Just be yourself: Enter your name

Submit your question and it will appear in the discussion board

Vote for/prioritise questions by clicking on the thumbs up button

# data[].attributes.body
You can participate without creating an account!

Click the + sign and select the relevant keynote/panel Q&A section for which you wish to post your question

Skip account creation when prompted, simply ignore this step

Choose your identity:

Remain anonymous: Leave the "What should we call you?" field blank

Have fun with a pseudonym: Enter any made-up name you prefer...as long as it is workplace appropriate

Just be yourself: Enter your name

Submit your question and it will appear in the discussion board

Vote for/prioritise questions by clicking on the thumbs up button

# data[].attributes.body
You can participate without creating an account!

Click the + sign and select the relevant keynote/panel Q&A section for which you wish to post your question

Skip account creation when prompted, simply ignore this step

Choose your identity:

Remain anonymous: Leave the "What should we call you?" field blank

Have fun with a pseudonym: Enter any made-up name you prefer...as long as it is workplace appropriate

Just be yourself: Enter your name

Submit your question and it will appear in the discussion board

Vote for/prioritise questions by clicking on the thumbs up button

# data[].attributes.wish_content.attachment_props.question
Does your organisation have psychosocial policies or resources available to you?

# data[].attributes.wish_content.attachment_props.question
How has poor psychosocial safety affected your work performance or career decisions?

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Changed jobs or considering leaving the sector

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Significantly reduced work quality or engagement

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Little to no impact on performance/career

# data[].attributes.wish_content.attachment_props.question
If you've ever decided not to report a workplace incident or behaviour, what was the main reason?

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Fear of retaliation or negative consequences

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Didn't believe it would be taken seriously or lead to change

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
Wasn't sure if it qualified as reportable or who to tell

# data[].attributes.wish_content.attachment_props.question
If you've ever reported a workplace incident or concerning behaviour, what was the outcome?

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
It was addressed effectively and resolved

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
It was acknowledged but not fully resolved

# data[].attributes.wish_content.attachment_props.poll_choices[].choice_text
I haven't reported an incident (or prefer not to answer)

# data[].attributes.body
If you feel comfortable sharing more, please leave a comment below.

# data[].attributes.wish_content.attachment_props.question
Do you or have you encountered psychosocial hazards in the workplace?

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What would you like to see as an outcome of this symposium?

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If there are further details that you would like for us to record, please leave a comment here.

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If 'other,' please specify below.

# data[].attributes.wish_content.attachment_props.question
Which of these workplace wellbeing factors is most important to you?

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If not listed above, please share below.

# data[].attributes.wish_content.attachment_props.question
In your experience, what's the biggest barrier to psychosocial safety in your current or previous workplace?

# data[].attributes.wish_content.attachment_props.question
In your experience, how comfortable do you feel speaking up about concerns at work?

# data[].attributes.wish_content.attachment_props.question
How would you rate your current workplace's psychosocial safety protocols and procedures?

# data[].attributes.body
A psychosocial hazard is anything that could cause psychological harm (e.g. someone's mental health) and sometimes harm to their physical health. These may include but are not limited to, working with traumatic subject matter, bullying, harassment, job uncertainty, and cultural safety.