Feature in the 2021 Program

How Are You Contributing To Employee Wellbeing?

Help to Create Happier, Healthier Workplaces

2021 Symposium Theme  

Maximising Workplace Mental Health & Wellbeing for Small to Large Enterprises; What Do They Really Need?

Become a Presenter

Authors or organisations are invited to submit an abstract of no more than 300 words.  All submissions are reviewed by the Program Committee.

Successful presentations will be selected based on their relevance to the symposium topics and suitability to the 2021 program.

All successful authors and organisations are required to accept or decline their position and purchase their registration at the discounted presenter rate of $859 + GST (3 day).

Important Dates

Presenter applications close: 10am Friday 21 May

Notification to authors: Tuesday 25 May

Acceptance and registration due: Monday 31 May

Program available: Thursday 3 June

Early bird closing: Friday 30 July

Presenter Applications Are Now Closed.

Presentation Types

Oral, workshop, panel, table top and poster

Oral Presentation

Oral presentations run for 30 minutes, including 10 minutes Q&A time with the audience.

Workshop Presentation

Workshop presentations run for 90 minutes and are designed in an interactive format to facilitate active learning.

Panel Presentation

Panel presentations bring together views from a group of presenters into a discussion of innovative ideas, current topics, and relevant issues. Each panel session will run for 90 minutes.

Table Top Presentation

Keep attendees alert with short, sharp bursts of information every 14 minutes. Each speaker will present for 14 minutes to a small group approx. 6 times. It is intimate, fast and is a great way to connect to your audience.

Poster Presentation

Poster presentations combine text and graphics, highlighting one or more of the symposium topics. These will be displayed in catering areas for the duration of the symposium.

Symposium Topics

Submit a presentation in one of these areas to be considered

  • Organisational factors: Recognition and reward, organisational changes, justice, psychosocial safety climate, physical environment, normalisation of flexible work, gender equality, overcoming stigma
  • Conflicting work demands and significant life events, such as family and domestic violence
  • Individual factors
  • Managing suicide in the workplace
  • Job design such as demand, autonomy, employee participation, empowerment, resources and management, job characteristics and exposure to trauma
  • Workplace support from colleagues, interpersonal relationships
  • Leadership from management
  • Supporting vulnerable groups including indigenous, LGBTIQ, CALD, disabilities etc
  • Cross examination and comparison of large, medium and small sized EAP providers
  • Promoting resilience and facilitating early help-seeking – creating workplace wellbeing action plans, normalising flexible work, ensuring gender equality, co-design of policies, inclusion and respect, education and information
  • Preventing workplace stress and toxicity – creating agile work options, investing in support and training such as mental health first aid, job design, environment, training for management, culture and leadership
  • Responding quickly, and early interventions in response to psychological distress – strategies, training, policies and assistance to protect vulnerable staff and their families with support services, financial and otherwise
  • Impact of leadership styles in creating mentally healthy workplaces
  • Barriers to implement mental health initiatives and solutions, including behaviour change
  • Return on investment for employer initiatives and cost of presenteeism and absenteeism
  • Progress on codes of practice and duty of care on psychosocial risk management
  • Performance metrics for psychological health and safety at work
  • Workers compensation arrangements and workplace mental health
  • Return-to-work arrangements and support services
  • Employee obligations and adaptation to virtual environments
  • Stage 1: Strategising a business case; HR data, internal metrics and investment
  • Stage 2: Designing and co-design – incorporating lived experience and developing communication plans
  • Stage 3: Implementation; a whole business approach
  • Stage 4: Evaluating and measuring effectiveness
  • Stage 5: Evolve and improve
  • Overcoming budgetary constraints in creating a sustainable wellness process
  • Demonstration of return on investment (ROI)
  • Collecting and analysing data, evidence-based research and applying into the workplace
  • Benefits and challenges of flexible working, such as loneliness and social disconnection
  • Research and learnings from COVID-19 and natural disasters
  • Applications of technology and innovation, including digital mental health, telehealth and artificial intelligence
  • Supply chains and mental health