What is our framework
The Queensland Framework for the Development of the Mental Health Lived Experience Workforce helps organisations understand the value and functions of Lived-Living Experience roles. It provides guidance on how to structure, support and strengthen the mental health Lived-Living Experience workforce across Queensland.
The framework is flexible and can be used across public, private and non-government sectors.
Read the Queensland Framework for the Development of the Mental Health Lived Experience Workforce: Summary for a brief overview of the framework.
Key focus areas
The framework outlines 7 focus areas that support effective Lived-Living Experience workforce development. These are:
- understanding and defining Lived-Living Experience roles
- organisational commitment
- workplace culture
- diversity and inclusion
- human resources policies and practices
- professional development and training
- ongoing development.
Together, these focus areas help improve outcomes for:
- Lived-Living Experience workers
- people accessing services
- organisations
- colleagues.
View the Lived Experience workforce framework poster for a summary of these key areas and supportive factors.
Designing Lived-Living Experience roles
The Role Titles and Descriptions for the Development of the Mental Health Lived Experience Workforce helps organisations to design meaningful Lived-Living Experience roles. It can be used alongside the framework.
How the framework was developed
The framework was developed through a co-design process. It was led by Lived Experience academic Dr Louise Byrne and RMIT University researchers. Lived-Living Experience workforce leaders were also involved.
The framework draws on findings from Identifying barriers to change: The Lived Experience worker as a valued member of the mental health team. This CQ University research studied the barriers and enablers to Lived Experience workforce growth in the mental health sector. It focused on the views of senior managers in public and non-government mental health services. We funded this research, and it was led by Dr Louise Byrne.
The Identifying barriers to change report highlighted 3 key issues for supporting the Peer workforce:
- organisational culture
- role clarity, support and supervision
- career pathways.
Read Identifying barriers to change: The Lived Experience worker as a valued member of the mental health team (Summary) for an overview of the report.
You can also read Barriers and enablers to lived experience workforce development, our summary of the report.