Completed Projects

Development of the Core Values
As part of the implementation of the DBSH Action Plan, the first recommendation was developing the inaugural set of ACEM Core Values. These organisational core values were developed in mid-2019, for members, trainees and employees. The purpose of these values is to define the organisation’s guiding principles and underpin the way ACEM works in order to meet its vision and mission.
 
The ACEM core values include:

• Equity
• Respect
• Integrity
• Collaboration

 Find more information on the ACEM core values.
 
Core Values Module
The College’s DBSH Action Plan recommends the College develop a Core Values Online Training Module as a continuing professional development activity.
 
The training module features:

• An introduction to and history of the DBSH projects, and development of the ACEM Core Values.
• Scenarios and positive reflections on each ACEM core value, and their role in building a positive workplace culture.
• Relevant legislation and standards across both Australia and New Zealand.
• Relevant ACEM policies and processes relating to issues of DBSH.

As outlined in the DBSH Action Plan, the biennial membership wellbeing survey is undertaken every two years. The first inaugural survey was released in 2016 and results were used to capture data on the state and sustainability of the emergency medicine workforce.

In 2022, ACEM conducted a survey of its members and trainees in order to:

• Better understand the diversity of its membership,
• Improve understanding of members experiences in their workplaces, and
• Understand the membership’s views on how inclusive ACEM is.

The survey had strong engagement from members and trainees, with the number of respondents representing over 15% of ACEM’s membership. The results reflect a broad range of diversity within ACEM’s membership. They also highlight challenges that many members are currently facing within their workplaces, as well as some perceptions of ACEM’s inclusivity that will need to be addressed.

In 2023, the first 2022 Membership and Trainee Diversity Survey Report was released, presenting findings from the survey. 

Read more about the 2022 Membership and Trainee Diversity Survey and read the report here.

New in 2020, the ACEM Diversity and Inclusion Award (formerly ‘Diversity Award’) is part of the implementation of College’s Discrimination, Bullying and Sexual Harassment Action Plan. Find out more and see previous winneres.

Established in 2018, the ACEM Wellbeing Award celebrates  those who are proactively putting in place initiatives and strategies to encourage and promote the physical and mental health of emergency department staff. Find out more and see previous winners.

Following a recommendation in the Discrimination, Bullying and Sexual Harassment Action Plan, The ACEM Mentoring Program (known as Mentor Connect) was established. Mentor Connect aims to connect members and trainees with an emergency medicine colleague outside their immediate jurisdiction (workplace).

The ACEM Inclusion Committee has develop an online learning resource in understanding of sexual harassment in the contemporary Emergency Medicine workplace. The Recognising and Responding to Sexual Harassment in Emergency Departments online resource is now available for all Members and trainees.
 
This module is hoped to raise awareness to support, recognised and respond to someone who wishes to act in response to sexual harassment at work.

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As part of ACEM’s Discrimination, Bullying and Sexual Harassment (DBSH) Project and subsequent DBSH Action Plan, the College identified the need to ‘Increase diversity on College entities to reflect the demographic of the ACEM membership’ (Recommendation 2). As part of this, the College has committed to annual publication of a Governance Diversity Report, which will detail the composition of key ACEM governance entities. This reporting will ensure the College is both (i) held accountable for increasing diversity across entities and (ii) able to focus on areas where particular member-groups are under-represented.

This report therefore represents the College’s benchmark report in relation to gender equity, age, and cultural identity, specifically Aboriginal, Torres Strait Islander and Māori representation across ACEM governance and leadership activities.

The Governance and Leadership Diversity 2024 Report will be released soon.