The State Government has engaged the Centre for Transformative Work Design (CTWD) at Curtin University to design and implement a research and evaluation project on mental health, awareness, respect and safety - the MARS Landmark Study in the mining industry. MARS Landmark Study The Mental Awareness, Respect and Safety (MARS) Landmark Study is a research project focused on improving the health, safety and wellbeing of workers across Western Australia’s mining industry. MARS Landmark Study: Have your say and help shape the future of WA's mining industry As part of the first Mental Awareness, Respect and Safety (MARS) Landmark Study in 2023, the research team received input from over 2500 mining workers, who provided insight into their experiences and perceptions of work in the WA mining industry. It is now time to conduct a follow up study, to understand how workers’ experiences have changed, where progress has been made and where more work remains. Your feedback will help the research team to make evidence-based recommendations to the State Government to help create and sustain positive work in this critical industry. Participation is open until Sunday 18 October 2026 JUMP TO Key findings Our approach Publications Contact us RELATED RESEARCH Previous study (2018) How can I take part? Complete an online survey Time commitment: 30 minutes Share your views on mental health, safety and respect in WA's mining industry via a confidential survey. Prefer a paper survey? You can request a paper copy to be mailed to you by contacting marslandmarkstudy@curtin.edu.au . Complete the survey Register your interest for an interview Time commitment: 60 minutes Share about your experiences further with a member of the research team. Due to the broad scope of the Landmark Study, we will be running two interview streams, focusing on: Mental awareness and safety Respect in mining Register your interest Learn more about the follow-up study About this research The Mental Awareness, Respect and Safety (MARS) Program is a WA Government initiative that aims to improve the health, safety and wellbeing of workers and others in the mining industry. The Landmark Study is one of the many initiatives under the MARS Program . The Landmark Study was commissioned by the Western Australian Government to design and implement a research and evaluation project focused on the mining industry, regarding three focus areas: Creating mentally healthy workplaces By managing psychosocial hazards and promoting positive practices at work that support mental health and wellbeing Building a culture of safety and respect With healthy, safe, gender-equitable, respectful and inclusive workplaces Preparing workplace safety in the future mine Addressing emerging risks and fostering innovation in safety by design, automation and artificial intelligence The Landmark Study will be completed over a four year period, including: A mapping and scoping exercise of initiatives currently undertaken by the Australian mining industry, and initiatives that are applicable to the mining industry A literature review to summarise the existing research A workplace policy and practices survey to understand the initiatives related to mental health, respect, and safety that WA mining companies currently undertake One-on-one, confidential listening sessions with workers and contractors An employee survey of workers and contractors to better understand perceptions of mental health, respect and safety LATEST RESEARCH Mental Awareness, Respect and Safety (MARS) Program Landmark Study Report: Insights from the worker survey and interviews The Insights from the Worker Survey and Interviews report surveyed 2,550 WA mine workers to understand their perceptions of mental health awareness, respect and safety. Sixty further workers were interviewed one-on-one. Read Ministerial Statement Full report Infographic Summary Report launch slides Key findings Safety remains a strength of the industry Most WA mining workers reported high levels of safety behaviours such as safety compliance and safety participation 4 in 10 workers Reported experiencing positive aspects of mental health at work Levels of bullying are high while preliminary indicators suggest that rates of bullying have decreased since 2018, 16% of workers reported experiencing bullying at least 2-3 times per month in the last 6 months. Underreporting of notifiable safety incidents and near misses While low continue to exist in the industry Nearly 4 in 10 workers Reported feeling burnt out at work Covert forms of sexual harassment (e.g., sexism, misogyny, sexual remarks) are far more prevalent in the mining industry compared to overt forms of sexual harassment Our Approach Our advisory groups Industry Panel We have invited representatives from peak bodies, unions, government and public health to join the MARS Industry Expert Panel. The Industry Expert Panel includes representatives from organisations, associations and bodies who are committed to contributing to meaningful change in the mining industry. A key aim of the Industry Expert Panel is to maximise the impact of the MARS Landmark Study by ensuring that the research is guided not only by scientific evidence, but also that findings and recommendations are contextualised for the current Australian mining context and resonates with practices in the mental health sector. The industry expert members of this panel will advise the project team on the unique challenges and issues of the mining industry, to provide feedback at each stage of the project, to connect the project team to organisations in the mining industry, to contextualise findings, and assist with disseminating findings and recommendations. Academic Panel We have a team of senior academics who are subject matter experts who are established and well-respected in their fields. Members of this panel include senior academics from Curtin University (School of Population Health), Bankwest Curtin Economics Centre and the University of Western Australia (School of Psychological Science). The academic members of this panel will provide technical oversight of the methodology, contribute to selection of reliable and valid survey measures and provide advise on data analysis approaches, and review key reports. Publications Mental Awareness, Respect and Safety (MARS) Program Landmark Study Report: Insights from the worker survey and interviews This report establishes a baseline of current practices and experiences, through: a workplace policy and practices survey that assesses the initiatives that mining companies engage in to support employee well-being; an employee survey that assesses employees’ experiences in regard to the three focus areas; employee interviews to understand the lived experiences of employees in relation to the three focus areas. Access the report Mental Awareness, Respect and Safety in the mining industry – MARS Program Landmark Study: Workplace policy and practice survey This report establishes as baseline of current pracitces and experiences, through a workplace policy and practice survey. The survey asked than 100 human resources and related experts about the initiatives engaged in by their current companies. Access the report Mental Awareness, Respect and Safety in the mining industry – The Landmark Study: A review and synthesis of the literature This report provides a literature review which provides an overview and synthesis of the current literatureconcerning the three focus areas: Creating mentally healthy workplaces Building a culture of safety and respect Preparing for workplace safety in the future mine Access the report Towards a healthy and safe workforce in the mining industry: A review and mapping of current practice This report provides an assessment of employee well-being in the mining sector and develops an innovative approach to construct measures of employers’ prioritisation of three dimensions of well-being: mental health and well-being, physical health and safety, and workplace culture that protects against sexual harassment. Access the report Impact of FIFO work arrangements on the mental health and wellbeing of FIFO workers Report produced for the WA Mental Health Commission (September 2018) Access the report Learn more about our original study on FIFO mental health In 2018 extensive research was conducted by expert researchers from Curtin University and the University of Western Australia on the impact of fly-in-fly-out (FIFO) arrangements on the mental health and well-being of workers. More than 3000 FIFO workers and partners were surveyed or interviewed. See our research Sign up for updates To receive invitations to the workshops and survey For any enquiries for the MARS Landmark Study, please email marslandmarkstudy@curtin.edu.au. First name Last name Email Position I currently work in the WA mining industry Subscribe to the MARS Landmark Study mailing list (Required) Submit Thank you.

Innovative Research.Informed Decision-Makers. Inspired Workers.The Centre for Transformative Work Design is led by Sharon Parker and based in Western Australia Have your say and help inform the future of the WA mining industry! WA mining workers are invited to share their experiences as part of the follow-up Mental Awareness, Respect and Safety (MARS) Landmark Study. Participation is open until 18 October 2026. Learn more The Centre for Transformative Work Design is a Research Centre where passionate organisational psychology researchers and professionals are working together to transform work under the directorship of Australian Research Council Laureate Fellow, Professor Sharon K. Parker . We conduct high-quality, independent and innovative research to understand the role of work design in generating healthy and productive work. Want to learn more about creating a healthy work environment? We produce resources about work design for educators, researchers, managers, workers, and the community. See our resources Cutting-edge research publications Explore our wide range of high-quality research, including journal articles, expertly written book publications, reports, and more. Learn about our research MARS Landmark Study in the mining industry The MARS Program Landmark Study was commissioned by the Western Australian Government to design and implement a project assessing the mining industry, regarding three focus areas: 1) mental health and well-being, 2) sexual harassment, assault, and a respectful culture, and 3) the future of work in mining. Learn more Latest news

The State Government has engaged the Centre for Transformative Work Design (CTWD) at Curtin University to design and implement a research and evaluation project on mental health, awareness, respect and safety - the MARS Landmark Study in the mining industry. MARS Landmark Study Worker Survey Have your say and help shape the health, safety and wellbeing of workers across Western Australia’s mining industry. MARS Landmark Study: Have your say and help shape the future of WA's mining industry As part of the first Mental Awareness, Respect and Safety (MARS) Landmark Study in 2023, the research team received input from over 2500 mining workers, who provided insight into their experiences and perceptions of work in the WA mining industry. It is now time to conduct a follow up study, to understand how workers’ experiences have changed, where progress has been made and where more work remains. Your feedback will help the research team to make evidence-based recommendations to the State Government to help create and sustain positive work in this critical industry. Participation is open until Sunday 18 October 2026 How can I take part? Complete an online survey Time commitment: 30 minutes Share your views on mental health, safety and respect in WA's mining industry via a confidential survey. Prefer a paper survey? You can request a paper copy to be mailed to you by contacting marslandmarkstudy@curtin.edu.au . Complete the survey Register your interest for an interview Time commitment: 60 minutes Share about your experiences further with a member of the research team. Due to the broad scope of the Landmark Study, we will be running two interview streams, focusing on: Mental awareness and safety Respect in mining Register your interest Frequently asked questions What is the aim of the research? The Mental Awareness, Respect and Safety in the Future Mine (MARS) Landmark Study is a large-scale research and evaluation project focused on the future of safety, wellbeing and work in the mining industry, led independently by the Centre for Transformative Work Design at Curtin University.The study focuses on three key areas:creating mentally healthy workplaces, by managing psychosocial hazards and promoting positive workplace practices that support mental health and wellbeingbuilding a culture of safety and respect, by supporting safe, gender-equitable, respectful and inclusive workplacespreparing for safety in the future mine, by addressing emerging risks and fostering innovation in safety by design, automation and artificial intelligence Why are you doing the study again? Who is doing the research? Why does this research matter? Who can take part? Why am I being asked to take part? What will I have to do? Are there any benefits to being in the research project? Are there any risks, side-effects, discomforts or inconveniences from being in the research project? Who will have access to my information? What happens to the data collected? Do I have to take part in the research project? Who can I contact about the research?

FIFO Worker Mental Health and Wellbeing: The impact of COVID-19 Summary of Findings 'No end in sight': Border closures take mental toll on Mandurah FIFO workers Mandurah Mail Article WA's tough border policy has been credited with keeping virus numbers low in the state, but for those separated from their loved ones it is coming at a cost. For FIFO worker Kyle, who has not been able to return to WA for seven weeks, the isolation has left him struggling with a sense of perpetual uncertainty. More media articles: Study Tackles Mental Health Impacts of FIFO Work During COVID-19 (myosh ) Fly in, fly out mine workers: adapting for a post-Covid-19 world (MiningTechnology ) FIFO rosters taking toll on miners (Australian Mine Safety Journal ) Coronavirus pandemic sees psychological distress soar to 40 per cent among WA FIFO workers (The West , Albany Advertiser , Narrogin Observer ) COVID-19 lessons to inform workplace safety strategies (OHS Alert ) Key messages from the research Results show mental health is worse in 2020 Support is still a key protective factor for mental health and wellbeing Flexibility with workload models (work from home, time off, flexible rosters) is appreciated by workers Communication with home is really important to workers, and having flexibility to contact home when needed Workers recognise and appreciate social connections on-site COVID-19 rules limit people’s freedoms, but also make workers feel safe. Balancing these rules is important to maintain social connection. What is important to consider right now? Regularly checking in on workers’ mental health Providing support Flexibility with workload, and work models Make accommodations for work-life balance as needed Facilitate social connections: with home and on-site Survey: FIFO work during COVID-19 In 2018 more than 3000 FIFO workers participated in a project on FIFO workers' experiences and wellbeing . Many important recommendations emerged from the report which were disseminated widely with health professionals, consultants and representatives from the resources industry . Thank you if you participated in that research. Since then, much has changed for many FIFO workers, and we are seeking to understand those changes and the impact on your lives. COVID-19 has changed many aspects of our lives and how FIFO work operates is no exception. It is important that we understand the impacts of the current COVID-19 situations on workers. You are invited to complete this survey on FIFO (fly-in-fly-out) work and wellbeing. The research is being conducted by a team of experts from Curtin University and University of Western Australia led by Professor Sharon Parker and Dr Jess Gilbert at the Centre for Transformative Work Design. Curtin University Human Research Ethics Committee (HREC) has approved this study (HRE2018-0449) Click here to read summary As part of this study, we offered all participants to enter in a prize draw for a chance to win one of 10 x $150 vouchers. All winners have been contacted. Frequently Asked Questions What is the aim of the research? The research investigates mental health and wellbeing in FIFO workers during COVID-19 and aims to identify the attributes of FIFO workplaces that contribute to mental health. Who is funding the study? This research is being funded by the Australian Research Council; which is the major funding body for research in Australia. This research is independent from any specific interests of unions, companies, industry bodies, or other stakeholders. The research has been granted approval from Curtin University’s Human Research Ethics Committee. Who can participate? Employees working in a FIFO role in the resources industry in Australia. What happens to the data collected? The data you provide will be used for research purposes only and results will be made publicly available here as the study progresses. What would I be asked to do if I took part? Taking part will involve completing a survey. In the survey, you will be asked to consider a number of statements about your workplace and your well-being and mental health in the context of changes that have occurred due to COVID-19. We will also ask you for some basic demographic information. If you are happy to be involved in continuing to contribute to this study, we would like to invite you to also complete two shorter surveys about your wellbeing over the next 2 months. We would also invite you to chat with us about your experience during COVID-19 in an interview. How is confidentiality maintained? All information you provide will be kept confidential. None of your individual responses will be passed on to any person outside the research team. De-identified individual level data may be shared with other researchers. All data will be stored within the university. What happens if I do not want to take part or if I change my mind? It is up to you to decide whether or not to take part. If you decide to take part you are still free to withdraw at any time without giving a reason and without detriment to yourself. Will I be paid for participating in the research? There is no payment for taking part. However, you can enter your details into a prize draw for one of ten $150 vouchers. What is the duration of the research? Completing the questionnaire should take approximately 30 minutes. What if something goes wrong? If there are any issues regarding this research, or you need help or advice after completing the questionnaire, please contact: Dr Jess Gilbert Jess.Gilbert@curtin.edu.au Will the outcomes of the research be published? We expect that the results of this study will be published in academic journals and communicated to stake holders and government bodies. This will only include summary data and no information from individual surveys will be passed on. We will provide updates on the findings here on the website, with special attention to organisational strategies that have been helpful in supporting workers during COVID-19. Dr Laura Fruhen Laura.Fruhen@uwa.edu.au Professor Sharon Parker S.Parker@curtin.edu.au Check out the findings from our previous research on FIFO workers' mental health and wellbeing (conducted in 2018) Full report Executive Summary Highlights

FOR TEAMS Teams are ideal for problem solving Tips to foster problem solving in virtual teams: - Review what kind of tasks your team/s are working on to ensure that sufficient levels of problem-solving are involved. - Maximise the advantages of the virtual setting and encourage team brainstorming to be carried out using email or text-based chat. - If you manage a hybrid team, identify which tasks are better suited to be carried out virtually vs face-to-face, keeping in mind that face-to-face communication is superior for tasks that involve negotiation and/or require high interdependence among team members. Find more flexible work resources for managers: Download Back to main page

SMART Work enables Mastery About the model The second letter in the SMART work framework stands for 'Mastery'. Mastery consists of three different components which are, role clarity, feedback and task identity. Role clarity describes your understanding of role, the expectations required and your responsibilities. This is achieved through constructive feedback, this refers to the information your are provided on your performance in the role, Finally, task identity is the degree to which your job allows you to take a task from beginning to end. JUMP TO Stimulating Agency Relational Tolerable demands RELATED RESEARCH SMART Design for Care Watch this animated explainer video on Mastery Qualities of work with a high degree of Mastery Work that enables mastery is work in which: you are clear on what to do and why you receive feedback and recognition from supervisors and peers in addition to feedback on performance from the job itself you can complete a whole piece of work with identifiable outcomes "Even though you feel tired, you get emails and stars to tell you thanks." "Regular appraisals help you to improve or to give you feedback if you did well." - Aged Care Worker “It’s challenging to accept that your staff are not going to tell you when you’ve done something well. You’re a business owner – you don’t get feedback.” - Café owner Qualities of jobs with a low degree of Mastery In contrast, jobs with a low degree of mastery involve: excessive ambiguity about your role and responsibilities irregular or no feedback including a lack of recognition for good performance working on fragmented 'bits' of a process allowing no big picture perspective What are the risks of low Mastery jobs? The research is clear when it comes to work that doesn’t support mastery. For individuals, it can lead to job stress, poor well-being, job dissatisfaction, turnover, and even a failure to learn [1] [2]. For organisations, it can mean impaired performance, inefficiency, and a lack of agility [3] [4]. While this is important to note, encouragingly, there are things that you can do to increase your own, or your teams, sense of mastery and improve the overall experience at work. Research spotlight Far-reaching occupational changes have occurred in recent years. Work hours and environments have become more flexible, and organisations have had to overcome numerous transformations, such as restructuring, downsizing, and outsourcing. A systematic review of 33 studies, comprised of 19,926 individuals, explored a number of role stressors at work and found that a lack of role clarity was a significant predictor of depression. This research is in line with other findings that show that work that doesn’t support mastery can lead to job stress and impaired performance. [5] Strategies to increase Mastery We know that good work is productive work. If you find yourself or your employees in a role that provides little opportunity for mastery, there are a number of strategies you may find beneficial. Strategies for Employees Strategies for Managers Strategies for Organisations Below are some practical strategies to help boost the degree of mastery you receive in your job: Be the first to give and ask for formal and informal feedback. Check if the any of the tasks you complete can offer immediate feedback. Meet with your manager and ask for more clarity about the tasks you have been assigned and why. You may like to ask for clear performance criteria. To learn more strategies, check out our training opportunities. Explore opportunities Guiding your team towards experiencing mastery can lead to a number of positive outcomes. Show employees where to look for feedback in their tasks. Reorganise work by combining tasks done by different people, so one employee completes a process. Where possible, combine interdependent tasks into a job. To learn more strategies, check out our training opportunities. Explore opportunities To learn more strategies, check out our training opportunities. Explore opportunities Further resources References [1] Abramis, D. J. (1994). Work role ambiguity, job satisfaction, and job performance: Meta-analyses and review. Psychological reports, 75(3_suppl), 1411-1433. [2] Damanpour, F. (1991). Organizational innovation: A meta-analysis of effects of determinants and moderators. Academy of management journal, 34(3), 555-590. [3] Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features: a meta-analytic summary and theoretical extension of the work design literature. Journal of applied psychology, 92(5), 1332. [4] Parker, S. K. (2014). Beyond motivation: Job and work design for development, health, ambidexterity, and more. Annual Review of Psychology, 65, 661-691. [5] Schmidt, S., et al. (2014). "Uncertainty in the workplace: Examining role ambiguity and role conflict, and their link to depression—a meta-analysis." European Journal of Work and Organizational Psychology 23(1): 91-106.

PARTNER WITH US We seek to foster high-quality jobs through rigorous and relevant research on work design. With a strong focus on research relevance, CTWD is committed to partnering with industry across all sectors in fostering good work design. Example topics include: team work, job autonomy, ageing workers, innovation, skill development, agile teams, and flexible working. If good work design, and evidence-based practice or policy, matters to you, we invite you to partner with us today. Contact us RESEARCH PARTNERS The Centre is part of the Future of Work Institute collaborates with other research partners in order to fulfill its vision of transforming society through the implementation of good work design principles. Work Science Center CEPAR The ARC Centre of Excellence in Population Ageing Research (CEPAR) produces world class research on population ageing. The Centre is a unique collaboration bringing together academia, government and industry to address one of the major social challenges of the twenty first century. CIAO Centre of Expertise Inclusive Organisations Research Partners Industry Partners INDUSTRY PARTNERS The Centre works with industry partners across the private, public and not-for-profit sectors. CORPORATE CONSULTANCY GOVERNMENT NOT-FOR-PROFIT SOCIETIES AND INTEREST GROUPS RESEARCH COMMUNITY The Centre collaborates with researchers based in Australia and overseas. Meet Our Collaborators

FOR INDIVIDUALS Basic psychological needs According to Self-determination theory (SDT), there are three universal psychological needs: autonomy; competence; and relatedness, and SDT suggests that the satisfaction of these three basic psychological needs is essential for individuals to thrive at work. SDT focuses on the degree to which individuals experience need satisfaction in different contexts, as such, it is recommended that: (1) You understand your need for autonomy, relatedness and competence at work; (2) Whether these needs are likely to be satisfied in a flexible work arrangement, and; (3) Any strategies to increase your needs satisfaction in a flexible work arrangement. Find more resources for workers: Download Back to main page

Work design has over 100 years of research and multiple theories have been developed. Despite all of that work, gaps in our understanding remain, in part, because work itself is dynamic. Top of Page Work Design with Cognitive Resources in Mind Project Brief Work design has over 100 years of research and multiple theories have been developed. Despite all of that work, gaps in our understanding remain, in part, because work itself is dynamic. Work is changing to be more cognitively intensive, technical, and data-driven. This means that designing work that helps our brains function at a high-level in a sustainable way may become the next defining feature of good work. Thus, the main research question for this project is: how do you design work to replenish and potentially grow cognitive resources? Contact for more information: MK Ward Faculty MK Ward Sharon Parker and Assistant Professor Sebastianno Massaro More information https://www.theonelab.org/about Other Projects on Future Work

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You further indemnify Curtin University, its employees, agents, contactors and sub-contractors against, and agree to make good, any action, suits, proceedings, claims, demands, costs and expenses (including legal costs, professional costs and other expenses on a full indemnity basis), incurred in connection with these conditions. Any such amount is a debt due and payable within 30 business days of request. Force Majeure Curtin University shall not be liable for any loss caused by the cancellation of all or part of the 2024 CTWD Conference where such cancellation is due to Force Majeure. The organisers will use all reasonable efforts to conduct the conference despite the intervention or occurrence of any such cause. In this clause, Force Majeure means circumstances which are beyond the reasonable control of Curtin University and which are reasonably likely to affect Curtin University’s successful delivery of the 2024 CTWD Conference or would make it inadvisable, impracticable, illegal, or impossible to perform its obligations as originally contracted under this Agreement, including: fire, flood, earthquake, extreme adverse weather conditions, failure of electric power, gas, water, or other utility service, collapse of building structures, widespread disease or other public health emergency (including pandemic or epidemic), strike or other industrial action, the outbreak or declaration of war, act of terrorism, revolution or government orders or action (including the declaration of a State of Emergency). If, as a result of Force Majeure, Curtin University cancel the Event/s, Curtin University shall use reasonable commercial endeavours to reschedule the conference. General Curtin University reserves the right to amend these conditions from time to time. Unless notified to you, the terms governing your attendance at an event will be those in force at the time of your registration for that event or attendance if you do not need to register (as applicable). The failure, delay, relaxation or indulgence on the part of Curtin University in exercising, in part or whole, any power, right or remedy conferred upon that party by these conditions do not operate as a waiver of that power, right or remedy. If any provision of these conditions is invalid or not enforceable by a court of competent jurisdiction, the relevant term is to be read down and shall otherwise be capable of being severed to the extent of the invalidity or unenforceability without affecting the remaining provisions of these conditions. These conditions are governed by the laws exercised by the courts in the State of Western Australia, Australia. Each party irrevocably submits to the non-exclusive jurisdiction of the courts of that State. Insurance Registration fees do not include insurance of any kind. It is strongly recommended that at the time you register for the conference and book your travel that you take out an insurance policy of your choice. The policy should include loss of fees/deposit through cancellation of your participation in the conference, or through cancellation of the conference, loss of international/domestic airfares through cancellation for any reason, loss of monies through cancellation for any reason including airline or related service strikes within Australia, failure to utilise tours or pre-booked arrangements due to airline delay, Force Majeure or any other reason, medical expenses (including sickness and accident cover), loss or damage to personal property, additional expenses and repatriation should travel arrangements have to be altered. Curtin University cannot take any responsibility for any participant failing to arrange their own insurance. This insurance is to be purchased in your country of origin. Intention to photograph/record By registering to attend this event you grant Curtin University permission to photograph/video record you during this activity to support promotion, publicity and reporting of this event, and future Curtin University activities. If you have any objection to being photographed or filmed, please speak to Curtin University representative at this event. Please be advised that all presentations will be recorded (video and audio) and made available for purchase. We reserve the right to use these recordings for educational, promotional, and commercial purposes. The recorded material may be edited, duplicated , distributed, reproduced, broadcasted, and/or reformatted in any form and manner without the need of additional consent from the participants. Participants understand and agree that the recordings may be made available for purchase by individuals or entities at the discretion of Curtin University. The pricing, distribution, and access to these recordings will be determined by Curtin University and may be subject to change without notice. Curtin University holds all rights, titles, and interest in and to the recordings, including the copyright thereof, under all applicable laws, and regulations. Privacy statement Protecting your privacy and your personal information is an important aspect of the way Curtin University conducts its activities, online and offline. By registering to attend this event you are acknowledging that you have read and understood the Curtin University Privacy Statement which sets out how we collect, use, manage and store your personal information. The full Curtin University Privacy Statement can be viewed here: https://informationmanagement.curtin.edu.au/privacy/ Event code of conduct The Code of Conduct (Code) establishes the behavioural standards to be observed by Curtin University’s staff and event attendees, contractors, volunteers and suppliers in connection with the Event. It aims to ensure that high levels of safety and professional conduct are maintained from and towards all personnel attending such Curtin University supported activities, during and outside of official activity hours. The standards set out in the Code apply to any activity or communication that occurs face to face, as well as on any virtual event platform. Standard of profess ional behaviour All personnel must behave professionally at all times in connection with the Event. The standards of professional behaviour to be observed include (without limitation): Show respect towards others at all times, including being considerate, cooperative and collaborative; Present and behave in an appropriate professional manner including in dress code, communications, actions etc; Take all reasonable steps to ensure own safety, including in relation to the responsible consumption of alcohol; Follow the reasonable rules, policies, directions and other practices required by Curtin University or any venue hosting the Event; and Alert security personnel or Curtin University staff if a potentially unsafe situation is observed or suspected. Prohibited behaviour includes any behaviour that is unacceptable or unwelcome, and includes without limitation: Harassment whether direct or indirect (words or actions directed at a person that annoys, alarms or causes substantial emotional distress); Discrimination whether direct or indirect (treating someone unfairly because of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family responsibilities, pregnancy, religion, political opinion, national extraction or social origin); Sexual harassment (unwelcome, uninvited conduct that is offensive from the view of the person harassed, regardless of intent; unwelcome sexual advances, unwelcome request for sexual favours, any other unwelcome conduct of a sexual nature); Physical abuse and uninvited physical contact; • Intimidation, threats (implied or real) of any form whatsoever, as well as verbal abuse including any unwelcome or discriminatory comments in relation to an individual; Defamatory comments of any nature; Displaying, sharing, sending or discussing inappropriate material e.g. offensive words, images or media in any form whatsoever, suggestive comments or jokes of a sexual nature; Disruptive or anti-social behaviour; Unexplained absences from commitments; Consumption or possession of illicit drugs; Inability or unwillingness to conduct oneself professionally, including as a result of drunken behaviour; Any unlawful behaviour of whatsoever nature; Any damage to property of whatsoever nature. Should any prohibited behaviour be observed, anticipated, suspected or reported, Curtin University may take any reasonable measure that it deems necessary to ensure the safety of others, and/or the maintenance of a professional environment. Such action may include refusal of entry to, or removal of one or more individuals from the Event, and any future activities undertaken by Curtin University, at its sole discretion. Any prohibited, unwelcome or unprofessional behaviour that is witnessed or suspected, should be reported immediately to a Curtin University representative immediately. Confidentiality of the reporting individual will be maintained where it is practical to do so. Reports will be treated seriously and investigated. Appropriate action will follow. Contact That's a wrap! To learn more about accessing conference recordings, visit the link below Purchase access to session recordings Click to view the conference booklet For further information see the terms and conditions . For enquires please email CTWD-conference@curtin.edu.au .

Sketching Work Design in Perth Artist in residence Lynne Chapman About the project The Centre for Transformative Work Design in 2018 worked with Lynne Chapman, a talented illustrator and urban sketcher, over a two-month Artist-in- Residence period. During this period Lynne (accompanied by one of our researchers) was immersed in workplaces across Perth and in rural and remote WA. QUICK LINKS The stories Competition outcome All competition entries Lynne Chapman As sketching allows images to be captured quickly, the sketches enabled us to illustrate real people in real work places, which when combined with narratives, provided a powerful way to communicate with the community about the importance of good work design and how it can be achieved. The Artist-in-Residence program was completed with an exhibition showcasing of the sketches and narratives. The Artist-in-Residence program will enabled the Centre to: Engage and communicate with the community – art is a powerful communication tool. We think it will be particularly useful in explaining abstract concepts such as the characteristics your work needs to have to be motivating and less stressful. Educate the community – when looking at the art, we want managers and employees to have “aha” moments about the effects of good and bad work design. We hope they apply this knowledge back at their workplaces. Foster inspiration for research – for example, by collecting people’s comments and narratives. Work Design Sketches and Stories Read our stories of good and bad work design brought to life by Lynne's insightful sketches. The Sketches About the Artist Lynne Chapman is a reportage artist, an award-winning children's illustrator with over 30 books, and UK correspondent for the international sketching organisation, Urban Sketchers. Lynne creates sketched-paintings live, on site, recording her immediate observations often at a fast and furious pace. She is interested in drawings which not only capture, but interpret or comment on the subject, telling the story of a situation or period of time. Lynne is based in Sheffield (UK). She is passionate about drawing and is founder of Urban Sketchers Yorkshire, encouraging others to draw out on-location. Her book “Sketching People” was published by Search Press and Barrons in 2016. See more of Lynne's work Sketching Competition As part of the residency project, we hosted a work design sketching competition. We were delighted by the number and qualities of the entries. Who won? View all entries

In the Media Written Press releases 2024 World first conference reveals key to happy and productive workplaces 2023 Curtin research and engagement stars recognised | Curtin University Summit to help drive cultural change across mining sector | Western Australian Government McGowan Government continues to tackle sexual harassment in mining industry | Western Australian Government SMART solutions needed for stressed care workforce, report shows | Curtin University | University of Sydney 2022 Mining companies are shifting their focus to supporting employee well-being | Curtin University 2021 Curtin team behind subm ariner endurance research named Eureka finalist | Curtin University Exceptional staff awarded Curtin’s highest academic honour | Curtin University 2020 Curtin research finds being proactive reduces sense of job insecurity | Curtin University Curtin COVID-19 Expert Index | Curtin University Making team briefings happen in operating theatres | University of Western Australia 2019 Seven Curtin researchers recognised among the world’s best | Curtin University Don’t just survive the work day – thrive at work | Curtin University 2018 New Curtin research hub to shape Australia’s jobs of the future | Curtin University Online and Print International BBC Worklife The toll of job insecurity in turbulent economic times Harvard Business Review Remote Managers Are Having Trust Issues When to Take Initiative at Work, and When Not To Why Managers Design Jobs to Be More Boring Than They Need to Be MIT Sloan Management Review How Well-Designed Work Makes Us Smarter The Conversation 3 ways ‘algorithmic management’ makes work more stressful and less satisfying More neurotic, less a greeable, less conscientious: how job insecurity shapes your personality National ABC Online WA mining industry 'ready to change' ahead of conference designed to drive cultural reform Resort-style FIFO camp plans for Onslow divide opinion as Mineral Resources pushes ahead Australian Financial Review Older workers are more adaptable than you think Australia lags as the world tries to figure out AI boundaries The Australian How to beat the great resignation These 40 researchers are lifetime achievers in their fields The West Australian Coronavirus pandemic sees psychological distress soar to 40 per cent among WA FIFO workers New WA workplace culture summit launched in wake of resources sector sex scandal The Age and the Sydney Morning Herald Busy after work? It could help you in the office the next day Companies just like a resort remote mining camps go from Spartan to luxe Blogs SMAR T WORK DESIGN: A PREVENTATIVE APPROACH TO MENTAL HEALTH AT WORK There is a SMART solution to worker burnout | Sydney Business Insig hts Podcast appearances The Future Of: Mining Culture | The Future Of Podcast by Curtin University Work Design in the Hard Reality of Remote Work | Science of Business by Valueships Podcast SIOP Conversation Series | Episode 22: A Conversation with Sharon Parker WorkSafe QLD | Smart work design: now and into the future Lean Mean Marketing Teams with Ty Hayes |10. How to use SMART Work Design to help your team thrive in the Future of Work with Prof. Sharon Parker Redesigning Post-Pandemic Work Life with Dr Sharon ParkerThe Leadium Podcast: Nourishing Busy Leaders with Expert Insights This Working Life | The rise of insecure work Remote Management in the Covid Era (w/ Sharon Parker) Demystifying Organizations The Future of Podcast | The Future of Work Seriously Social | Working from home: blessing or curse? Ep 38 | Effective remote workingThe Coaching Academic | theory to practice Demystifying Organizations with Jeff Schatten | Remote Management in the Covid Era (w/ Sharon Parker) SBS Podcast | Older workers feel excluded from the workforce Radio and Television Who cares for our healthcare workers? Interview with Professor Sharon Parker, | RTRFM 92.1 More care needed as healthcare workers risk burnout | The Wire, 2SER Sydney 107.3FM & Radio 4EB WA’s mining industry on notice to address toxic FIFO workplace culture | ABC Radio ABC News (TV), Michael Rowland and Lisa Millar (2 August 2023). What's the future of 'work from home'? - ABC Listen The Great Resignation | ABC Radio Perth Murray, Paul. Interview with Dannielle Rix, FIFO wife, Nicole Harvey, FIFO wife and Professor Sharon Parker. Sky News Live, January 11, 2021. Do we truly value experienced workers in Australia? ABC Listen Virtual Team Research. Interview with Sharon Parker | RTRFM 92.1 - MONDAY 12TH AUGUST / PRESENTED BY JEFF BULLEN Bad Managers? Interview with Dr Caroline Knight, | TUESDAY 8TH OCTOBER / PRESENTED BY TOM REYNOLDS A SHIFT FROM WORK CULTURE TO WORK FROM HOME CULTURE? Wednesday 27th of May, 2020 Flying into clouds - ABC Listen | Broadcast Tue 11 Dec 2018 at 10:00am Public lectures/forums Transformative Change in the Future of Work | Public Lecture hosted by the PSC Global Observatory, Centre for Workplace Excellence and Justice and Society, UniSA, Australia Unveiling the unintended: Navigating human-technology interactions | Annual Symposium, 'Digital Society: Social science perspectives for a better future', Academy of the Social Sciences in Australia How to improve wellbeing and productivity at work: On the Couch with Professor Sharon K. Parker | Institute of Public Administration Australia (IpAA) South Australia Dystopia or Utopia: What Sort of Work Future is Ahead and How Can Work Design Make a Difference? | Foenander Public Lecturer Series, University of Melbourne, Australia From smart workers to smart work | The Prescott Family Lecture Series, Monash University, Australia