“The absence of gender options and the ability to self-identify, creates a culture of non-disclosure and uncertainty from day one. It can be difficult to disclose as there are no easy locations to record your information. Story fatigue can develop when you have to come out again and again, correct your pronouns constantly and place yourself in vulnerable positions when disclosing.
When you are prevented from sharing this central part of who you are, it suggests that you have to hide, that your gender identity does not matter. It feels like this is a place and a system where you are not welcome.
In the absence of accurate data, people create stories to bridge the gaps. This can lead to inaccurate decision making, ineffective policy proposals and miseducation within healthcare. We need to start telling a truthful story." – Beatrix (they/them), NSW Health staff
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“My leadership journey... has been both inspiring and, at times, challenging. I've had the privilege of working in a setting that champions excellence in care, but like many women in healthcare, I've encountered the subtle and complex barriers that can accompany leadership. This has included experiences of tall poppy syndrome, witnessing male colleagues progress more rapidly, and facing bias when I advanced—simply because I am a woman. These experiences have only deepened my commitment to gender equity and highlighted the critical need for systems that not only support women's progression into leadership roles but also recognise and value their contributions at every level of the organisation.
I have found myself in multidisciplinary team (MDT) settings within the hospital where the dynamic is heavily male and medically dominated. In those moments, the power imbalance can feel significant, and at times, there appears to be a lack of awareness or sensitivity around the unique health needs of female patients. While progress is certainly being made, these experiences serve as a clear reminder that achieving true gender balance in healthcare and across the workforce remains an ongoing task. They continue to fuel my commitment to advocating for change and promoting gender-inclusive leadership structures that ensure diverse and equitable representation throughout the organisation." – Erin (she/her), NSW Health staff
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Justice Health Forensic Mental Health's Peer Support Program in the Towards Zero Suicides in Custody Initiative targets men's needs. Inmates provide peer to peer support through having conversations while doing an activity, like haircuts or exercise. This approach was introduced as it was identified that shoulder-to-shoulder conversations made men feel more comfortable than the traditional face-to-face arrangement.
“While in gaol, it can be difficult to feel like you are heard, and it can be hard to know who you can trust and open up to. The Peers offer support that is informal, non-official and less invasive. They have walked in my shoes and have an understanding of what it can be like in here which means they can provide genuine support." - Adam (he/him), patient
“It can feel awkward talking to people and landing in a new area, I feel comfortable talking to the boys and appreciate the ability to speak to someone on my level." - Robert (he/him), patient
“When leaders are proactive in setting the tone, it demonstrates to everyone that safety and inclusion matters. It creates a culture where people don't have to be afraid to share who they are, and in healthcare, that means better outcomes for staff wellbeing and patient care.
You don't have to know every detail about someone's identity or the exact language they use. What matters is being willing to listen, to learn, and to keep practicing. As a transgender woman myself, and even I make mistakes sometimes - but I correct myself and try again. It's not about being perfect, it's about being respectful and open. “ – Loc (she/they), NSW Health staff
The eHealth NSW Digital Academy Cloud Stream identified an opportunity to support gender diversity in technical roles, and encourage skills development in Cloud across NSW Health. CloudUp for Her is an 8-week, flexible learning program for all staff within NSW Health identifying as women. The program sought to provide a pathway for any woman, regardless of their digital literacy, wanting to re-skill or up-skill in Cloud computing and optionally attain a globally recognised Cloud Practitioner Certification.
CloudUp for Her achieved strong engagement and positive outcomes. Feedback from the post-program survey showed 92% of participants would recommend the program to colleagues, and the same proportion reported an improvement in their understanding of Cloud.
“I don't have an IT background, but the CloudUp for Her team gave me the confidence to complete all the learning modules and the AWS Cloud Practitioner exam in only five weeks." – Rina (she/her), NSW Health staff
“We found that men consistently have lower participation rates in bowel screening than women and are more likely to be diagnosed with and die from bowel cancer. Research we did with men showed a key factor limiting men's participation is an approach to health that is reactionary, rather than preventative, summed up by the commonly expressed attitude “If it's not broke, why fix it?". We have since developed a holistic 'Men's guide to preventing cancer and living healthy' – a simple checklist of preventative actions men can take to reduce their risk and find cancers early when they can be most successfully treated." – Tara (she/her), NSW Health staff
“I am often misgendered during care with a health service. It makes me feel uncomfortable, but don't quite feel like I have a moment or it's quite my place to correct the medical professionals, as I understand that they may just be referring to my sex as an [assigned female at birth person] and that has something to do with my care." - Sio (they/them), patient
“There is a massive lack of data on gender diverse identities, both in relation to our workforce and our patients. If we do not have this data, we do not truly understand the diversity of our workforce or our patients. This means we cannot effectively design systems, processes, policies or programs that fully meet the needs of gender diverse communities. We need this data to understand how a person's full intersectionality impacts their experience in the world, in the workforce, and how this influences their health outcomes. To lack this data is to act in the dark when it comes to creating a safe and affirming place of work for staff, and understanding how best to meet the health needs of our patients.
When there is a health disparity, targeted interventions and clinical practice must be used, grounded in the principles of health equity, to achieve the best outcomes for all. Without this data, we as a system cannot provide targeted, equitable health care to gender diverse people." – Ben (he/him), NSW Health staff
“Early in my career, I was lucky enough to have inspiring female leaders who were competent, knowledgeable, and well respected in the system. Just observing how they navigated the challenges of a male-dominated environment with confidence and resilience have really impacted my understanding of leadership. Those experience have shaped my professional development and also gave me opportunities to lead the team fostering a culture of diversity, inclusion and empowerment." – Elizabeth (she/her), NSW Health staff