We are passionate about embracing and celebrating the diversity of everybody in the Peter Mac community
At Peter MacCallum Cancer Centre, our people are integral to everything we do. We celebrate our differences as we know that diversity of ideas leads to excellent cancer care.
Our diversity and inclusion efforts are ever changing, reflecting the needs of our staff.
As a Peter Mac employee you will have numerous opportunities to contribute your voice to our organisation, as well as grow and develop your knowledge and skills.
We are proud members of the Diversity Council of Australia, the independent not-for-profit peak body for workplace diversity and inclusion.
Peter Mac Pride at the Midsumma Pride March, 2023
Hear from staff who were featured in our 2023 International Women’s Day exhibition, Embracing Equity:
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Dr Michelle Yong, Infectious Diseases Specialist & ResearcherLeadership and inspiration come in all forms – surround yourself with people with qualities you admire. That’s why I think it’s important that we need to visibly see different forms of leadership – you can’t be what you can’t see.
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Reena Simon, IT Support AnalystIf I could give my younger self advice, I would first tell her that we are blessed and have so many opportunities. You should always step out of your comfort zone to learn and explore, and know that even if you make mistakes, it’s more important that you learn from them. Be positive and work smart. Be kind and help others when you can.
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Dr Renu Eapen, UrologistConfidence is something that many women struggle with – a lot of us suffer from imposter syndrome. At the end of the day, the things we can depend on are our skill, knowledge, and compassion.
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Marc Diocera, Nurse ConsultantI try to surround myself with good people that can nurture my personal and professional growth. It’s their support and encouragement that makes me want to be better every day – for myself, my work and my patients. My advice to my younger self is that it is OK to ask for help. You don’t have to be everything for everyone all of the time.
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Dr Elizabeth Christie, Research Group leaderI think of leadership as the management of a team that results in the accomplishment of a shared goal. A successful and effective leader is someone who can utilise different leadership styles, show empathy towards others, and who is an active mentor or sponsor.
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Brent Fullerton, Senior Animal Core ManagerIf I could speak to a younger version of myself I would tell them to be true to yourself and live your most authentic life.
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Dr Anna Trigos, Computational BiologistI have grown more resilient over my career by keeping sight of the bigger picture. Sometimes to feel more confident in my decisions, I just have to do something as small as remember that the challenges of today will likely become a long-forgotten memory.
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A/Prof Alicia Martin, Director of Allied HealthLeaders should be kind, compassionate, curious, and facilitate good career progression and job satisfaction for their team members.
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Dr Gretchen Poortinga, Program Operations Director, CoE in Cellular ImmunotherapyLeadership is always underscored by strong confidence, but should be balanced by compassion, authenticity and the bravery to face challenges and admit to mistakes. These are all traits that engender trust and loyalty.
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Professor Alicia Oshlack, Head, Computational Biology ProgramLeadership is about ensuring the people in your team are successful and fulfilled. Leaders need to be adaptable and understand that different approaches work for different people.
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Mariana Corales, Research Lab ManagerI had a phenomenal mentor and friend tell me I had potential, which improved my confidence and highlighted how we can build momentum within others by recognising their value. With time I have adopted a stronger mind-set for growth, but advice that has helped build resilience is to ignore the naysayers.
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Nick Walton, Associate Nurse Unit ManagerLeadership starts with modelling the behaviour you want to see, not asking or expecting others to do things you would not do yourself. People should always feel comfortable coming to you when they have made an error, or need help, knowing they won’t be judged.
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Melanie Harper, General CounselLeadership is not a role – it’s about how you act in your role. Confidence and resilience come from asking questions. Once you’re OK admitting that you don’t know something, half the battle is over (and most people are usually waiting for someone else to ask). If I could give a younger me some advice I would tell her that mistakes are OK and an important way to learn, it’s dwelling on mistakes that is the problem.
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Anastasia Casagrande, Internal Communications and Events ManagerNobody will judge you poorly for saying yes to opportunities or trying new things. Don’t be afraid to ask questions. I’ve found that people and things seem far more imposing from the outside and have been fortunate enough to have had extremely generous female mentors who supported me to build knowledge and expertise.
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Dr Laura Forrest, Genetic Counsellor & ResearcherPeople who embody good leadership are those with great interpersonal and communication skills, who exemplify good cultural practices for the organisation, bring expertise to their role, and recognise and work to address deficits that create inequity and inequality.
Our approach to diversity and inclusion is driven by our staff and community. Read more about our approach below.
Diversity and Inclusion Consultants
In 2022 Peter Mac created two new Diversity and Inclusion Consultant roles to support improvements in many areas. They advise on organisational direction, support other teams with the resources they need to develop, and collaborate across Peter Mac to ensure that progress is regularly reported on.
Inclusive and accessible workspaces
We strive to provide an accessible and inclusive workplace for all our staff. This includes rooms for nursing parents, flexible and remote work options, paid parental leave subsidies for researchers, family violence leave, gender affirmation leave, and floating public holidays.
Data-driven
We are dedicated to measuring and reporting on our diversity and inclusion work. Our annual People Matter Survey provides insight into our staff experience and guides our next steps. Regular analysis of our recruitment and employee data highlights areas for future focus.
Leadership & development
We are committed to developing a diverse group of healthcare leaders. Peter Mac has an extensive catalogue of in-house leadership development and mentoring programs, each promoting an understanding of diversity and inclusion. Staff are encouraged to join and take an active role in diversity-focused initiatives, such as the Research Gender Equity and Diversity Committee.
Employee Resource Groups
These groups allow staff to join forces around a common identity or life experience. They inform Peter Mac’s strategic direction and help foster a greater sense of belonging, connection, and support. Groups include Peter Mac Pride and the Aboriginal and Torres Strait Islander Staff Network. In 2023 we are establishing a network for staff with a disability.
Journey to Reconciliation
Peter Mac values and acknowledges Aboriginal and Torres Strait Islander Peoples. We regularly consult with Peter Mac’s Aboriginal and Torres Strait Islander Advisory Committee, and have an active Reconciliation Action Plan Working Group. In 2023, we worked together with the Aboriginal Health Unit to develop our inaugural First Nations Employment Strategy.
Gender Equality Action Plan (GEAP)
Our GEAP reflect Peter Mac’s plan to build a safe, equitable, and inclusive workplace that is free from gendered discrimination. We want to create real change, so that gender equity is consistently reflected in the fabric of Peter Mac.
Disability Action Plan (DAP)
Our DAP priority areas are:
- Reducing barriers to access and employment
- Promoting inclusion and participation in the Peter Mac community
- Achieving real change in attitudes and practices which discriminate against people with a disability
Reconciliation Action Plan (RAP)
Our vision is to build a culture that values, acknowledges and deepens our understanding of, and commitment to, Aboriginal and Torres Strait Islander peoples. Our Innovate RAP guides us towards Reconciliation through relationship building, fostering respect and creating opportunities.
First Nations Employment Strategy 2024-2026 (FNES)
The First Nations Employment Strategy sets out our goals to promote First Nations leadership and self-determination across Peter Mac, increase employment participation of First Nations people, and provide culturally safe supports. In addition, it outlines the actions we plan to take to increase cultural competency amongst our non-Indigenous staff.
Read the FNES pdf or FNES word version
Smoking Ceremony, Reconciliation Week 2022