Centre For Work Wellbeing

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Centre for Work WellbeingA Strategic Research Centreof Edith Cowan UniversityANNUAL REPORT 2021

ContentsMessage from the Chair3Director’s Report4Centre ProjectsFunded Projects Completed in 20215New projects commenced in 20218OngoingCentre for Work Wellbeing Events12Engagement Activities13Centre for Work Wellbeing In the Media15Awards21016Keynote and Invited addresses17Meet the members – Leadership Team18Meet the members – Early career researchers20Centre for Work Wellbeing Team& Advisory Board23Publication List 202124Looking Forward – 2022 Plans27Centre for Work Wellbeing Annual Report 2021

Message from the ChairIt has been a great privilegeto chair the Advisory Boardof the ECU Centre for Work Wellbeing over the past 12months. Wellbeing at work hasbeen a very topical interest areaover the past decade, only tobe further expressly highlightedby the global pandemic whichleft most employers scramblingfor answers, certainty and resources to manage suchan evolving beast of a situation. I am immenselyproud of the work done by the wonderful team at theCentre for Work Wellbeing during this time to supportemployers across Australia and beyond, not only witha high level of academic rigour, but most importantly,practical real-world application to support workplacesin understanding issues such as leader burnout,resilience, talent management and acquisition as well aspandemic response.As part of the ECU School of Business and Law, whichwas recently recognised as one of the top 250 businessschools in the world, research done by the Centre forWork Wellbeing focuses on issues that are importantto businesses and professionals in workplaces.From multinational conglomerates, to the public sector,to those who operate within the gig economy, theCentre strives to produce research and resources thathave meaningful impact to workplaces to enhancewellbeing and business outcomes. I would like tospecially acknowledge and thank Professor Tim Bentley– the Director of the Centre, for his leadership andguidance. I would also like thank my fellow AdvisoryBoard Members for their impactful contribution and inputwhich they generously provided to help shape the workdone by the Centre.Whilst no one can be certain what 2022 will bring,the Centre will continue with work with organisationsand industry stakeholders to ensure you benefit from thework we do.Candy Choo GAICD,Chair, Advisory Board, Centre for Work WellbeingChief Executive Officer, Local Government ProfessionalsAustralia - WACentre for Work Wellbeing Annual Report 20213

Director’s Report2021 has been our establishmentyear as a fledgling strategicresearch centre of Edith CowanUniversity, yet it seems we havemade so much progress alreadytowards our mission of havingimpact in the work and wellbeingfield. Indeed, much of whatwe have achieved through ourresearch as a team, alongsideour academic and industry collaborators, has beenimpactful on our stakeholders, including government andindustry partners. Of course, we were fortunate to havehit the ground running at the beginning of 2021, with somuch high-quality research already under our collectivebelts and many new government and industry-fundedprojects underway.We draw inspiration and valuable industry knowledgefrom our wonderful Centre for Work WellbeingAdvisory Board. Led ably by our Chair, Candy Choo,the Centre’s Advisory Board has ensured we havestayed focused on what really matters to industry at thistime. Importantly, given the current crisis, this includesevidence-based guidance for organisations to managewellbeing effectively, and findings that inform bestpractice. As one would expect in the current times, muchof this research has been concerned with organisationalresponses to the COVID-19 challenge, and in particularthe related concerns of employee wellbeing and the needto shift work to flexible mode.During 2021, the Centre’s research has taken a particularinterest in the role of the leader in creating healthywork and in the promotion of employee wellbeingduring the pandemic. This research culminated in twoguidance resources (available on our Centre website),and is currently being developed into a more generalintervention program for enhancing relational leadershipcompetencies; a much-needed development in supportof Australian organisations.4Centre for Work Wellbeing Annual Report 2021Our other government-funded research, undertakenin partnership with the University of New SouthWales and the Centre for Work Health and Safety,NSW Government, has focused on two main areas:managing psychosocial risks within organisations andmanaging an ageing workforce. Both topics are provingto be real challenges for our industry stakeholders andour intervention-focused research will help provideevidence-based solutions to assist organisations inadopting best practice.The Centre is blessed with a fabulous team of scholarsand you will be able to read a little about the great workthey have been doing, much of which is both novel andimpactful on end-users and organisations. This year wehave had a focus on establishing the high-performanceresearch culture necessary to grow the quality andinfluence of our research, and I have been reallyimpressed with how the team has got behind our vision,with each member driving their own impactful researchagenda, alongside supporting the wider Centre projects.My great thanks to our team and our amazing AdvisoryBoard on behalf of the Centre leadership team, ProfessorMaryam Omari, Associate Professor Ben Farr-Whartonand myself.We look forward to working with our wonderful industrypartners in 2022, and to creating new and fruitfulrelationships with our WA and national stakeholders!Professor Tim BentleyDirector, ECU Centre for Work WellbeingSchool of Business and LawEdith Cowan University, Perth

Centre ProjectsFunded Projects Completed in 2021Flexible work and psychological safety: best practice to advance psychologically safework from alternate locationsThis was a three-phase project involving researchcollaborators from the University of New South Walesand Southern Cross University, Queensland.Phase 1 – SurveyIn this phase, 1318 NSW-based workers were surveyedconcerning the psychological risks a worker can beexposed to in the workplace, including job demandsand job resources, wellbeing-related outcomes, andengagement with workplace health and safety.Phase 2 – InterviewsThe research team interviewed 33 flexible workersand 19 managers of flexible workers across multipleindustries in NSW, for a deeper dive into key facilitatorsand barriers that can affect successful and safe flexibleand remote work.Phase 3 – Focus groupsFocus groups were conducted with a variety ofstakeholders: regulators, WHS specialists, managers,workers, and human resources professionals, in order toco-design a toolkit to assist managers in the new workingenvironment.FunderCentre for Work Health and Safety,NSW Government.Amount funded 135,157 Understanding the Changing World ofWork (Tender), 2020‑2021.Project teamChief Investigators: Professor Tim Bentley andAssociate Professor Ben Farr-Wharton.Co-Investigators: Professor Maryam Omari,Associate Professor Carlo Caponnechia (UNSW),Dr Alexis Vassiley, Dr Leigh-ann Onnis, Dr AzadehShafaei, Dr Mehran Nejati, Professor Julie-AnnPooley, Associate Professor Amanda Divine,and Dr Abilio de Almeida Neto (CWHS, NSW Govt).Outputs of this research were a report for each of thephases, culminating in the production of a best practiceguide and toolkit for managers.(See below – ‘Engagement activities: Policy impact’).This Best Practice Guide is publicly available on theCWHS website me-arrangementsCentre for Work Wellbeing Annual Report 20215

Centre Projects – Funded Projects Completed in 2021 (continued)Enhancing workplace mental health during and post-COVID-19This two-phase project was designed and conductedexclusively by members of the Centre.In Phase one, surveys were conducted with respondentsfrom Western Australia (all industries) and nationwide(public sector employees). There were two wavesof data collection with over 1000 respondents.Surveys concerned perceptions of organisational workconditions, work-family conflicts, quantitative, emotionaland mental home demands, and work-life balance duringthe pandemic, as well as mental health and well-beingoutcomes in the second survey.In Phase two, 40 interviews were conducted with remoteworkers and managers across a wide range of industries,both private and public sector. Interviewees were askedabout work, wellbeing/mental health and organisationaland supervisor support during various phases of theCOVID-19 pandemic; extended lockdowns, snaplockdowns, and ‘normal’ work, which may be a hybridmodel or entirely at the office.This culminated in an 82-page report covering Phaseone and Phase two findings https://www.ecu.edu.au/ data/assets/pdf ental-health-during-and-postCOVID-19 0909211.pdfThe practical output was a short best practice guidefor managers and employees on how best to workfrom home.This Best Practice Guide is publicly available on theCentre for Work Wellbeing website https://www.ecu.edu.au/ data/assets/pdf being Report 12pp-A4FNL.pdf6Centre for Work Wellbeing Annual Report 2021FunderDepartment of Jobs, Tourism, Science andInnovation, WA government.Amount funded 100,000 COVID-19 Research Fund, 2020-2022.Project teamChief Investigators: Professor Tim Bentley andProfessor Stephen Teo.Co-Investigators: Dr Uma Jogulu, Dr EsmeFranken, Dr Diep Nguyen, Dr Leigh-ann Onnis,and Dr Alexis Vassiley.

Centre Projects – Funded Projects Completed in 2021 (continued)Ready For Response Program EvaluationThis project evaluated the ‘Ready for Response’ (R4R)program, a 12-week nutrition and fitness initiative,provided by DPFEM and AT offering employees accessto a program that supports healthy lifestyle choices.Considered frontline workers, frontline police, firefighters,paramedics, and emergency service workers have anincreased exposure to trauma and risk. The aim of R4Rwas therefore to provide participants with an emotionaland physical tool kit to draw on to remain resilient andengaged at work.To evaluate the program’s impact and effectiveness184 surveys were collected from employees acrossDPFEM and AT who had participated in R4R, as wellemployees who had not taken part. The survey containedpsychometric questions to gain an insight into employeewellbeing, psychological distress and psychosocial safetyclimate. In addition, 16 semi-structured interviews wereconducted with R4R participants to gain more in-depthdata about personal experiences with the R4R program.FunderDepartment of Police, Fire and EmergencyManagement (DPFEM) Tasmania andAmbulance Tasmania (AT).Amount funded 38,976Project teamChief Investigators: Associate Professor BenFarr-Wharton.Co-Investigators: Dr Fleur Sharafizad.The findings of this research supported a continuation ofthe R4R program through the identification of significantpositive individual and organisational outcomes.Outputs of this research were a report and presentationto the funders, including nine pragmatic steps to furtherimprove the impact and effectiveness of R4R.Photo credit: ‘Fitness Center Icarian Strength Machine at Colonnade Boston Hotel’ by colonnade is licensedunder CC BY-NC-ND 2.0Centre for Work Wellbeing Annual Report 20217

Centre ProjectsNew projects commenced in 2021The Healthy Older Worker (HOW) Toolkit: A participatory organisational interventionThis four-phase, 18-month project is led by the Centrefor Work Wellbeing. In collaboration with researchersfrom University of New South Wales and Southern CrossUniversity, the study investigates how organisations cancreate a healthy, safe and sustainable workplace forolder workers.FunderNSW Government, Centre for Work Healthand Safety.Amount fundedIn Australian businesses, the most frequent and costlywork-related harms are attributed to musculoskeletaldisorders and psychological injuries. 186,808This research focuses on the design of work healthand safety (WHS) systems to prevent injury in olderworkers. The Healthy Older Worker (HOW) Toolkit will bedesigned to facilitate the identification and assessmentof the impact of an ageing workforce on WHS systems,and to guide the design of healthy, safe and sustainablework for older workers, applicable across a wide rangeof workplaces.Chief Investigator: Professor Tim Bentley.Project teamCo-Investigators: Associate ProfessorCarlo Caponecchia, Associate Professor BenFarr-Wharton, Dr Sharon O’Neill, Ms CatherineAndrew, Dr Leigh-ann Onnis, Dr Alexis Vassiley,Dr Abilio Neto.The approach has a strong participatory element toensure the engagement of end-users in the design andevaluation of the HOW Toolkit.Researchers will create a Healthy Older Worker (HOW)Toolkit, which will be developed and evaluated withmultiple organisations across a range of industriesto ensure wide applicability. This will be developed infour phases.Phase 1 – Systematic literature reviewTo understand what is already available.Phase 2 – Quantitative studyTwo sets of surveys to understand the nature of injuries inolder workers, and their contributing factors.Phase 3 – Intervention designThe design of an organisational resource (the HOWToolkit) that identifies and assesses the impact of theageing workforce on WHS systems and processes.This will be used for the design and redesign of work thatpromotes healthy outcomes for older workers and theprevention of WMSD and psychosocial risks.Phase 4 – Intervention evaluationEvaluate the efficacy of the HOW Toolkit to effectivelyanalyse the impact of the ageing workforce onorganisational WHS systems, processes, and the designor redesign of jobs for older workers.8Centre for Work Wellbeing Annual Report 2021Photo credit: ‘older worker’ by hnnbz is licensedunder CC BY 2.0

Centre Projects – New Projects Commenced in 2021 (continued)Mentally Healthy WorkplacesThis project, led out of the University of New SouthWales, undertaken in collaboration with the Centrefor Work Wellbeing, was concerned with developingcompetencies for the management of psychosocialrisks. The project has three stages. The first involved asystematic literature review focusing on interventionsfor psychosocial hazards. The second involved aninterview survey to determine barriers and facilitators topsychosocial hazard and risk management. The thirdstage involves the development of a psychosocial riskmanagement competencies, with a focus on work design.FunderNSW Government, Centre for Work Healthand Safety.Amount funded 65,000Project teamProject leads: Associate Professor CarloCaponnechia (UNSW), Professor Tim Bentley.Leading the Way: an evidence-based framework for a sustainable futureCWW’s Professor Maryam Omari and AssociateProfessor Ben Farr-Wharton lead a project whereECU’s School of Business and Law (SBL) is partneringwith Local Government Professionals (LGP) toadvance the capability of LGP members and theLocal Government Agencies (LGAs) that they service.This bespoke project will investigate and address theunique challenges, and significant external threats,such as the COVID-19 pandemic and a changingclimate, LGAs face. These stressors compound moreentrenched issues related to resource constraints,an aging population and workforce, and transformationaltechnological change.The primary aim of this project is to undertake a needsanalysis with LGP, their members, and the LGAs that theysupport. The result will be an evidence-based framework,detailed in a final report, that outlines a sustainablefuture by building staff capability for LGP members andtheir associated LGAs. The framework will provide anenvironmental scan regarding the specific challengesthat LGP members face, as well as the supportmechanisms they presently have access to, or will needinto the future, to address these challenges.Centre for Work Wellbeing Annual Report 20219

Centre ProjectsOngoingWellbeing Evaluation Tender Proposal2021 represented the second full year this projecthas been running. During the year, the researchteam engaged with the partner in several evaluationendeavours, including two large-scale survey campaigns.FunderDepartment of Police, Fire and EmergencyManagement, Tasmanian Government.Amount funded 200,867Project teamChief Investigator: Associate Professor BenFarr-Wharton.Marginalized workers in the Australianplatform-economyEquity implications of non-ATARpathways: Participation, academicoutcomes and work-readinessFunderNational Centre for Student Equity inHigher Education.Amount funded 36,700Project teamInvestigator: Professor Denise Jackson.Exploring the impact of COVID-19 onsubjective well-being among UK studentsProject teamInvestigator: Professor Denise Jackson.Funding schemeUniversity of Sydney Business School IndustryPartnership Grant.The career experiences and aspirations ofpersonal carers in AustraliaAmount funded 35,000Project teamCo-Investigator: Dr Tom Barratt.FunderAustralian Medical Association.Amount funded 13,591Influence of WIL on employability andemployment outcomes (national projectfunded by Australian CollaborativeEducation Network)Project teamInvestigator: Professor Denise Jackson.Project teamChief Investigator: Dr Uma Jogulu.Investigator: Dr Esme Franken.Influence of parents on secondary schoolchildren’s’ career decision-makingProject teamInvestigator: Professor Denise Jackson.10Centre for Work Wellbeing Annual Report 2021

Centre Projects – Ongoing (continued)The gender gap: women and leadershipin the sport industryFunderECU Society and Culture Small Grants Scheme.Amount funded 4,435Project teamChief Investigator: Dr Ashlee Morgan.Investigator: Dr Esme Franken.Building people up:Growth oriented leadershipProject teamChief Investigator Dr Esme FrankenHow do work environments shape women’sidentity perceptions and displays?Project teamChief Investigators: Dr Esme Franken andDr Fleur Sharafizad.The role of recovery experiences infacilitating a semblance of balancebetween work and non-work domainsDr Jennifer Lajom is researching the role of recoveryexperiences in facilitating a semblance of balancebetween work and non-work domains and the processinto translating this in work and non-work domainperformance. This is funded by a seed grand fromECU School of Business and Law.Contextual determinants of job passionDr Jennifer Lajom is researching contextualdeterminants of job passion, which can inform howworkplaces can nurture passionate employees towardsoptimum performance at work.Development of data visualisation tocommunicate forecasting of injury riskProject teamInvestigator: Dr Marcus Cattani.Benchmarking fatality risk in the miningand resources sectorProject teamInvestigator: Dr Marcus Cattani.Comparison of real time andother workplace exposuremonitoring techniquesProject teamInvestigator: Dr Marcus Cattani.Development of risk communicationtraining for Western Australian industryProject teamInvestigator: Dr Marcus Cattani.Investigating psychological wellness oftelephone call centre operatorsProject teamCo-Investigator: Dr Marcus Cattani (with Coall, D.and Boylan, J.)Centre for Work Wellbeing Annual Report 202111

Centre for Work WellbeingeventsThe Centre for Work Wellbeing held its launch eventon 24 March at Fraser Suites in Perth’s CBD. Chair ofthe Centre’s Advisory Board, Cady Choo, presented anindustry perspective on industry challenges associatedwith the pandemic. Centre Director Professor Tim Bentleyspoke on key lessons for organisations from theCOVID-19 pandemic. The event was attended by anindustry and academic audience.The Centre held regular member meetings to discusscurrent projects, plan new projects, and receivemini-presentations from Centre members abouttheir research.Centre for Work and Wellbeing researchers at awriting retreat at Joondalup Resort, November.Photo credit: supplied.12Centre for Work Wellbeing Annual Report 2021The Centre held two, 2-day writing retreats at JoondalupResort. Members found them very productive,writing thousands of words for journal articles and grantapplications. We also held shorter weekly writing groups(1.5 hours long) in the second half of the year.Our Centre Advisory Board met three times, with thefinal Advisory Board meeting of the year open to theentire Centre membership, with a networking sundownerfollowing the meeting.

EngagementactivitiesPolicy impactProduction of guidance for working duringthe crisisMuch of our policy impact this year has centred aroundhelping provide organisations, managers and individuals,as well as government and regulators, with the tools theyneed to facilitate safe work in a COVID-environment.The Centre produced two sets of guidance material.Firstly, ‘A Best Practice Guide for flexible andwork-from-home arrangements’, commissionedby the NSW government’s Centre for Work Healthand Safety me-arrangementsThis comprehensive guide takes the reader through theseven elements of a psychologically safe and productive(work) environment, from senior leadership throughto tailored work design. It provides advice specificto line managers and flexible workers, as well as anOrganisational Maturity Assessment, A psychosocialsafety capability maturity action planner, real life casestudies and links to further resources.Secondly, we designed the 12-page guide ‘Supportingmental health and wellbeing wherever people work:A best practice guide for organisations to managepsychosocial risk and promote wellbeing in theCOVID-19 era’. It features:Submissions on the gig economyDr Tom Barratt has contributed to ParliamentaryInquiries, including giving invited expert oral evidence tothe Select Committee on the impact of technological andother change on the future of work and workers in NewSouth Wales. He also has been involved in the SenateSelect Committee Into Job Security providing both awritten submission and invited expert oral evidence.His work informed the Committee’s First interimreport: on-demand platform work in Australia, whichcited his evidence and published media contributionsa total of 21 times. He was also asked, based on hisexpertise, to provide comment on the interim report’srecommendations, which he did in the form of a separatesubmission, accepted by the committee.He has also been a participant in Menulog Pty Ltd’sApplication for a Modern Award in the On DemandDelivery Services before the Fair Work Commission.Based on his peer reviewed and policy-facingresearch, Dr Barratt has assisted the Fair WorkCommission through two submissions and a noterequesting clarification.1. An Organisational Blueprint.2. Manager Guidance.3. Employee Tips.https://www.ecu.edu.au/ or-Work-andWellbeing Report 12pp-A4 FNL.pdfCentre members (led by Dr Judy Lundy and ProfessorTim Bentley) authored ‘FACTBase Bulletin 76 – The Roleof Leadership in Maintaining Employee Wellbeing andPerformance under COVID-19 Restrictions June 2021’,published by the Committee for -covid-19-restrictions-june-2021A gig economy worker. Photo credit: ‘milano, gig economy’by luiginter is licensed with CC BY-NC-SA 2.0.Finally, we are producing a short training module which willeducate both employees and managers on some of therisks of remote work and best practice to mitigate them.Centre for Work Wellbeing Annual Report 202113

Engagement Activities (continued)Public consultation submission on the draftCode of Practice on Psychosocial hazards inthe workplaceThe centre made a submission, prepared by Dr AlexisVassiley and Professor Tim Bentley, on the draft codeof practice on psychosocial hazards, developed by theCommission for Occupational Safety and Health underWestern Australia’s Occupational Safety and HealthAct 1984.The submission centred around, firstly, ensuring thecode was future-proofed by paying more attention tonew psychosocial hazards generated by working-fromhome/remote work, as well as related to the introductionof automation, robotics, algorithmic managementand technology-facilitated surveillance, secondly,recommending more practical ‘how to’ content, andthirdly, greater integration of psychosocial hazardsrelated to insecure work such as casual work, labour hire,and the gig economy.Occupational health and safetyDr Marcus Cattani has used his research andexperience in occupational health and safety to educateleaders of organisations in injury and incident riskmanagement, ahead of WA’s new occupational healthand safety legislation, due in 2022.He has organised, facilitated and spoken on a number ofpanels and symposia on the legislation and is working witha state government agency on training regarding the laws.He is also developing a series of short courses onrisk management to assist industry implement thenew legislation.Underpayment of wagesDr Tom Barratt sat on the steering committee for thepayrights.com.au project, run by UnionsWA and fundedby a State Government grant. The project was aimed atinforming and suggesting avenues for recourse for workersin Western Australia who are experiencing systemicunderpayment of wages, often called “Wage Theft”.Dr Marcus Cattani (2nd from left) on an industry panel. Photo credit: Provided.14Centre for Work Wellbeing Annual Report 2021

Centre for Work WellbeingIn the mediaCentre members have appeared in the ABC, the Conversation, the Herald-Sun, Business News, MBA news and muchmore discussing their research and its practical implications on topics such as working from home, the gig economy,mental health in the workplace, and gender and careers.Authored media articles Tom Barratt, Alex Veen and Caleb Goods. A new dealfor Uber drivers in UK, but Australia’s ‘gig workers’must wait. The Conversation, 21 March (readershipover 13 000). 157597 Ben Farr-Wharton, Matthew Xerri and YvonneBrunetto. Paid on par with cleaners: the broader issueaffecting the quality of aged care. The Conversation25 February. care-155753 Tom Barratt, Alex Veen and Caleb Goods.Did somebody say workers’ rights? Three bigquestions about Menulog’s employment plan.The Conversation, 15 April (readership over 9 ployment-plan-158942 Jennifer Lajom. How do you react when your bosssends messages after office hours? Channel NewsAsia 20 October. 966 Alex Veen, Caleb Goods, Rick Sullivan and TomBarratt. An employee, not a contractor: unfairdismissal ruling against Deliveroo is a big deal forAustralia’s gig workers. The Conversation, 19 May(readership over 8 000). -a-big-deal-for-australias-gigworkers-161173 Tim Bentley. The ‘new normal’ - New ways of workingrequire new ways of leading. Business News. 16 ading Fleur Sharafizad, Kerry Brown, Maryam Omari,and Uma Jogulu. Women’s academic careersare in a ‘holding pattern’ while men enjoy a‘tailwind’. The Conversation, 1 November. d-168840 Erin Smith Perth’s 5-day ‘circuit-breaker’ lockdownisn’t an overreaction to a single case — it’s basiccommon sense. The Conversation. 31 inglecase-its-basic-common-sense-154348 (readershipover 18,000)Centre for Work Wellbeing Annual Report 202115

Centre for Work Wellbeing in the Media (continued)Media Engagement Professor Tim Bentley was interviewed by ABC radioSydney on the health of older workers and changingthe idea of retirement, December. Professor Tim Bentley was quoted extensively inAustralian Mining on gradual retirement to ease skillsshortages, December. Professor Maryam Omari was quoted in the WestAustralian, outlining how ECU’s ATO-funded tax clinicwould mean supervised students could provide taxadvice to individuals, small businesses, charities andnot for profits unable pay for services, November. Professor Tim Bentley made expert comment onmental health days, and why they aren’t a silver bullet,for the ABC (online), September 00414384 Professor Maryam Omari spoke to Business Newson how ECU’s business and economics disciplineinto Times Higher Education’s top 250 list of providersfor the first time this year, October. for-ECUsbusiness-courses Dr Tom Barratt appeared on Radio National’s‘The Money’ discussing Menulog’s trial engagementof food-delivery couriers as employees, rather thanindependent contractors. He also appeared on RadioNational’s ‘Weekend Extra’ discussing the Applicationbefore the Fair Work Commission for the creation ofan On Demand Delivery Services Award. ayextra/regulating-the-gig-economy/13669384 Professor Maryam Omari was interviewed byUnibank, on ‘What will universities look like in apost-pandemic world?’ https://www.unibank.com.a

Centre for Work Wellbeing In the Media 15 Awards16 Keynote and Invited addresses 17 Meet the members - Leadership Team 18 Meet the members - Early career researchers 20 Centre for Work Wellbeing Team & Advisory Board 23 Publication List 2021 24 Looking Forward - 2022 Plans 27 2 Centre for Work Wellbeing Annual Report 2021

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