AMAV VICDOC SUMMER 2023 - Magazine - Page 66
3. MENTAL HEALTH
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We remain committed to re-asserting
the importance of the medical model in
mental health reform and to advocacy to
address Victoria’s mental health system
crisis. The overall trajectory of mental
health reform warrants improvement, and
implementation of the Royal Commission’s
recommendations has at times been
characterised by substandard consultation
and process, and lack of meaningful
medical input.
We continue to advocate for the reform
of structural and governance issues within
the Department of Health’s Mental Health
and Wellbeing Division, particularly the
absence of clinician executive authority.
We also maintain and aim to draw the
Government’s attention to the fact that the
'lived experience' perspective from certain
external advocacy groups can, at times, be
overrepresented and unrepresentative of
the sector. Nevertheless, we acknowledge
the essential role of lived experience input
in Victoria’s mental health system reform.
Victoria lags behind the OECD in mental
health beds per capita and significant
resourcing issues exist despite recent
expenditure increases. We firmly believe
that better resourcing of the mental
health system, including funding for early
intervention and primary care, could have
prevented the crisis we currently face.
While we recognise that the
implementation and application of the
Mental Health and Wellbeing Act 2022
is complex and evolving, we remain
concerned about the rushed nature of
the implementation processes to date.
As we have consistently communicated
to the Department and Government,
without adequate resourcing and training,
the mental health workforce will not be
able to implement the intricacies of the
Act, nor ensure its aspirations become
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reality. Indeed, without adequate resourcing
and training there is a significant risk
of increased occupational violence to
healthcare workers.
As 31 March 2024 approaches and Act’s
application expands, AMA Victoria remains
committed to working with relevant
Government departments to provide
further clarification on the Act, and to
enhance communication surrounding
the Act’s detail and intent, as well as
the related regulations and guidelines.
In the context of increasing occupational
violence and the Government’s aspiration
to eliminate restrictive interventions
(seclusion and restraint) by 2032, we
will also be continuing to ensure that
the Government has at the forefront
of its mind the safety and wellbeing of
the healthcare workforce. This requires
acknowledging the inherent conflict
between the elimination of seclusion/
restraint (Mental Health and Wellbeing Act
2022) and the elimination of risks to the
health, safety, and welfare of employees
(Occupational Health and Safety Act 2014).
When coupled with the proposal to
eliminate of restrictive interventions,
continued inadequate resourcing and
staffing compounds risks to the safety,
wellbeing and morale of healthcare
workers. A blind focus on eliminating
seclusion and restraint will lead to
healthcare worker resignations, and
increased violence towards healthcare
workers and those providing care to
individuals with severe mental ill health.
The Department must ensure that mental
healthcare workers are supported and
protected if we are to retain the existing
workforce, let alone grow the workforce.
Staff shortages remain the biggest
stumbling block to fulfilling mental health
reforms, and significant work is needed
to address existing mental health
workforce shortages.