One Health Podcast

In this episode of our Family Violence Prevention Month series, Namidja McKenzie, Chief People Officer at the Department of Health, speaks with Bree Klerck, the inaugural CEO of the Tasmanian Family and Sexual Violence Alliance.
In their conversation, Namidja and Bree spoke about the behaviours that constitute family violence, its prevalence and impact in the Tasmanian community, and what we can each do to prevent it. We also spoke about the role and vision of the newly formed Alliance.
If you would like to become a member of the Tasmanian Family and Sexual Violence Alliance, visit TFSVA.org.au/membership for more information.
Sources:
Over 95,000 women in Tasmania have experienced physical and/or sexual violence since the age of 15. That is 43% of the women in Tasmania. -  Our Watch Data Snapshot: Primary Prevention of violence against women in Tasmania
95% of people who have experienced physical or sexual violence name a man as the perpetrator of at least one incident of violence, and around 4 in 5 family and domestic violence offenders are men - Department of Social Services.
Support:
If this episode has raised any concerns for you, you can call 1800 RESPECT, that’s 1800 737 732, to talk to a counsellor from the national sexual assault and domestic violence hotline.
Alternatively, you could call Tasmania’s Family Violence Counselling and Support Service on 1800 608 122.
If you have concerns about your safety or that of someone else, please contact police or call 000 for emergency help.

This panel discussion was recorded at the Department of Health’s LGBTIQA+ Champion Day in September 2025. 
On the panel, host Dorian Broomhall – Culture and Wellbeing, Department of Health, was joined by:
Rose Boccalatte, Pharmacy Technician - Launceston General Hospital
Rodney Croome, advocate and spokesperson - Equality Tasmania 
Dr Ruby Grant, Senior Research Fellow - La Trobe University
Ellie Hickey, Policy and Project Support Officer - Public Health Services
Olivia Hogarth, CEO - Working It Out
Katie Kelly, Project Manager Sex and Gender Reform - Public Health Services
In this candid discussion, the panellists explore the behavioural shifts that must occur alongside shifts in policy and systems. The panel discusses when it is and isn't constructive to challenge antiquated opinions. The panel also share personal stories, both heartfelt and humourous.

Boundaryless careers embrace flexibility and mobility across different roles, sectors, or professions. These careers require adaptability and the ability to apply skills in diverse contexts. Individuals with boundaryless careers may move between organisations or roles, applying their expertise in new and varied environments. This model often overlaps with protean careers, as both value flexibility, but boundaryless careers place greater emphasis on external movement and varied experiences. Success is measured by adaptability, diverse experiences and skill transferability, including the ability to thrive in different roles, industries and sectors.
We explore this model though interviews with:
Duncan McKenzie, Director Pharmacy Projects - Statewide Hospital Pharmacy
Giovanni Mandarano - Deputy Chief Medical Imaging Technologist, Hospitals South
Michaela Young - Senior Clinical Psychologist Continuing Care Stream - Mental Health Services South
Rod Manning, former Chief Radiographer - Hospitals South 
Find more information about all of the career models we discuss in this series by visiting the Allied Health Workforce Development Framework SharePoint. There you’ll find practical advice for each model, as well as a quiz that can help you match your own career with one of the five models.

Kaleidoscope careers represent a flexible approach to balancing evolving life and work priorities, empowering individuals to shift focus as personal and professional circumstances change. Success is measured by fulfillment, well-being and flexibility. This model embraces adaptability and alignment with personal values, whether one seeks new challenges, work-life balance, or broader impact. Unlike a fixed career path, a kaleidoscope career can involve growth within a current role or transitions to new opportunities, all while adjusting to life's changing demands.
We explore this model though interviews with:
Joanne Gross, Senior Specialist Pharmacist, Quality Use of Medicines – Clinical Quality, Regulation and Accreditation.
Vanessa Bakker, Senior Psychologist - Launceston General Hospita;
Find more information about all of the career models we discuss in this series by visiting the Allied Health Workforce Development Framework SharePoint. There you’ll find practical advice for each model, as well as a quiz that can help you match your own career with one of the five models.

Career development doesn’t always require changing jobs or titles. A career in place focuses on growth within your current role or organisation. Here, progress is about evolving how you approach your work - expanding responsibilities, enhancing skills, and continuously improving within your existing job. Success is measured by personal growth and how you can innovate and contribute meaningfully in your current role. This model often overlaps with traditional careers, particularly for those who seek to become specialists or leaders without necessarily seeking promotion or new titles.
We explore this model though interviews with:
Amber Paske, Senior Occupational Therapist - Mersey Community Hospital
Indigo Bates, Senior Occupational Therapist - Launceston General Hospital
Find more information about all of the career models we discuss in this series by visiting the Allied Health Workforce Development Framework SharePoint. There you’ll find practical advice for each model, as well as a quiz that can help you match your own career with one of the five models.