Maturn’s Post

Looking forward to connecting this week at GFOA. Join us Thursday morning as we explore the rising cost of disability in the workplace. We’ll share practical strategies, data-informed insights, and actionable approaches to help build healthier, more sustainable workplaces, along with a clearer understanding of the role leaders can play in driving positive outcomes. #UBCM #GFOABC2026

At the 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗔𝗴𝗲𝗶𝗻𝗴 𝗦𝘂𝗺𝗺𝗶𝘁 𝗶𝗻 𝗔𝗱𝗲𝗹𝗮𝗶𝗱𝗲 hosted by Australian Ageing Agenda, we’re focused on what helps the workforce put reablement into practice. Powered by iLA, Keep Able supports community aged care teams, coordinators and support workers , with free, evidence‑based resources that help make wellness and reablement achievable in everyday work. That’s why the Summit’s focus on independence and person‑centred care matters - it reflects what the workforce is already trying to deliver on the ground. 🎤  𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆 𝟮𝟬 𝗠𝗮𝘆 Hilary O'Connell will present: LiveUp and Keep Able: Two platforms – One Purpose. Enabling Older Australians To Live and Age Well. The session will explore how workforce‑focused tools and community‑facing initiatives can work together to support better outcomes for older people. 📍 Adelaide | 📅 20–21 May 𝗖𝗼𝗺𝗲 𝗮𝗻𝗱 𝘁𝗮𝗹𝗸 𝘄𝗶𝘁𝗵 𝘂𝘀 𝗮𝘁 𝗯𝗼𝗼𝘁𝗵 #𝟮 𝗶𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗳𝗼𝗰𝘂𝘀𝗲𝗱 𝗼𝗻: ✅ strengthening reablement capability ✅ supporting teams through change ✅ turning evidence into practical action #PositiveAgeingSummit2026 #HealthyAgeing #Reablement #LiveAndAgeWell

It’s day three of #MentalHealthAwarenessWeek and we’re highlighting the importance of wellbeing within our own team 🧡 Making space to pause, reflect and reconnect helps us show up in our work and give young people and youth workers the support they deserve. From creative activities to reflective practice, hear from Sarah, our Learning, Workforce Development & Equality Manager, on how these sessions have become a core part of our culture in the video below 📽️ ⬇️ The National Youth Strategy emphasises the need for a supported, confident workforce, and we’re proud to take action to model that in our own organisation. We’re always looking for new ideas for these sessions. How does your team prioritise wellbeing in your organisation? 🤔 #MHAW2026 #YouthSector #NationalYouthStrategy

Over the past several weeks, I’ve been reflecting on workforce systems within social care, particularly around professional referencing, workforce mobility, and the administrative pressures that can slow practice down. Those conversations have highlighted something important: There is a growing appetite across the sector to explore how systems can better support professionals, organisations, and ultimately the children and families who rely on them. With an operational MVP now developed, the next phase will focus on: • Raising awareness • Listening to sector perspectives • Building conversations with professionals and organisations • Exploring opportunities for collaboration and pilot engagement This stage is less about “launching technology” and more about understanding how innovation can responsibly support a safeguarding-led workforce. Over the coming weeks, I’ll continue sharing insights, reflections, and learning from these conversations as this next phase develops. 💬 If you work within social care, fostering, safeguarding, workforce development, or HR, I’d be interested to hear your perspectives on where workforce systems most need strengthening. #SocialCare #ChildrensServices #Safeguarding #WorkforceDevelopment #SocialWork #DigitalTransformation #PublicSectorInnovation #ClearCheck

What would society look like if our systems were designed to connect generations instead of separating them? Our new report, Past, Present and Future Generations, explores exactly that. Drawing on international case studies and research, the report highlights how intergenerational approaches can: ✔️ Reduce loneliness ✔️ Improve wellbeing ✔️ Strengthen communities ✔️ Support workforce resilience ✔️ Tackle age-based stereotypes This is not just about programmes but about rethinking policy, infrastructure and how we design society across the life course. Read the report today: https://lnkd.in/euktu_e7 #IntergenerationalEngland #FutureGenerations #SocialImpact

What would society look like if our systems were designed to connect generations instead of separating them? Our new report, Past, Present and Future Generations, explores exactly that. Drawing on international case studies and research, the report highlights how intergenerational approaches can: ✔️ Reduce loneliness ✔️ Improve wellbeing ✔️ Strengthen communities ✔️ Support workforce resilience ✔️ Tackle age-based stereotypes This is not just about programmes but about rethinking policy, infrastructure and how we design society across the life course. Read the report today: https://lnkd.in/euktu_e7 #IntergenerationalEngland #FutureGenerations #SocialImpact Intergenerational England

Women’s Health Awareness Month is an important reminder that health is not separate from leadership, work, or community, it affects all of it. Too often, women delay care while balancing careers, caregiving, leadership responsibilities, and the needs of everyone around them. As leaders, we should be asking: Are we creating environments where women feel supported in prioritizing their health, physically and mentally? Because healthier teams create stronger organizations. 👉 What’s one thing workplaces can do better to support women’s health and well-being? #WomensHealthAwareness #LeadershipMatters #HealthcareLeadership #WomenInLeadership #WorkplaceCulture

I was at the Women's Health at Work Forum presented by the Wellness Council of Indiana and Indiana Chamber of Commerce in partnership with Indiana Department of Health and Alzheimer's Association® yesterday and left extremely energized. The speakers echoed the same messages we are telling HR leaders and business owners every single day. Women don’t need to be “fixed.” Women need better systems. We need better culture, operationally and structurally. Look at your benefits stack through a Quality-of-Life lens, not just as a cost or ROI line item. Employers must lead: proactively show postpartum employees or their spouses the systems in place for them. Don’t make them come begging for answers, tell them who to talk to and how it works. That clarity changes the entire experience, shifts how she views her workplace, and builds lasting engagement and loyalty. Fight for her, don’t fight with her! 400,000 mothers of children under 5 years old have left the workforce, this is the largest demographic exiting right now and that is scary. These mothers didn’t want to leave their careers; they felt they had no other choice. You can fix this. Start with systems, culture, and benefits designed for real life.

Work is dignity. Work is survival. Work is contribution. But when systems are designed to extract uninterrupted labor without regard for health, safety, or humanity, it stops being empowerment and becomes exploitation. We often celebrate progress at the top—women in leadership, representation in STEM, diversity in boardrooms. These milestones matter. Yet empowerment cannot be complete if the everyday worker is forced to sacrifice health or well-being just to remain employable. True empowerment means:- > Choice without compulsion — decisions shaped by opportunity, not desperation. > Structures that respect health — workplaces where taking care of oneself doesn’t mean risking livelihood. > Dignity across the spectrum — from daily-wage earners to corporate leaders. Because empowerment is not only about participation. It is about the conditions under which participation happens. #MayDay2026 #Labor #Empowerment #Dignity #Health #Wellbeing

Reasonable adjustments are not a favour. They are not “special treatment”. They are not generosity. They are not something disabled and neurodivergent staff should have to feel grateful for. They are a legal duty, and more importantly, they are a basic test of whether an organisation is serious about removing barriers. Too often, the process itself becomes another barrier: People do not know where to ask. Managers are unsure what to do. Support takes too long. Employees feel awkward, exposed or like they are asking for too much. That is not inclusion. That is a system making people carry the cost of poor design. The question is not simply: “Do we have a reasonable adjustments policy?” The better question is: Can people actually use it without stress, stigma or delay? At Pathways to Equity, we help organisations review their adjustments processes, strengthen manager confidence and build more accessible, dignified workplace practice. Read the full blog here: https://lnkd.in/eeZ_s8pc #ReasonableAdjustments #DisabilityInclusion #NeurodiversityAtWork #EDI #Accessibility #InclusiveWorkplaces #PathwaysToEquity