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.

A traditional, linear career path is characterised by clear, upward progression through a series of roles within an organisation or profession. This path typically involves moving up the corporate ladder, with success measured by external markers such as promotions and new titles. For those who seek to become experts in their field, traditional careers offer a structured route to deepen knowledge, refine skills, and take on leadership roles. Stability and long-term commitment are key features of this model.

We explore this model though interviews with:

• Amy Turner, Senior Allied Health Stroke Coordinator and Deputy Manager Speech Pathology - North West Regional Hospital
• Emily Farquhar, Physiotherapy Clinical Lead and Outpatient Rehabilitation Team Leader - 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.

Protean careers are self-directed, driven by personal values and goals rather than external rewards. Success is internally defined, based on personal satisfaction and alignment with one’s values.

We explore this model though interviews with:

• Amelia Visintin, Breast Imaging Clinical Educator – BreastScreen Tasmania.
• Caitlin Cocker, Manager of Psychology Services – Hospitals North West.
• Tony Mendoza Diaz, Allied Health Research and Innovation Lead, and Clinical Psychologist – Child and Youth Mental Health Service

Find more information about all of the career models we discuss in this series by visiting the Allied Health Workforce Development Framework SharePoint (only accessible to Department of Health employees). 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.

Sleep is a fundamental part of looking after ourselves. When we sleep well, we can improve our overall wellbeing, mood, and cognitive function.

In this episode, Dorian Broomhall gets to know Samantha Bramich, a Paediatric Sleep Technician at the Launceston General Hospital.

Sam shares fascinating insights into how little is known about sleep, despite it being such a significant part of our lives. She walks us through the structure of our sleep cycles, the benefits each stage provides, and how these cycles are influenced by our biological clock.

Sam also explains the role of a Paediatric Sleep Technician and the types of conditions that can be identified through a sleep study. She also discusses the limitations of smart watches and sleep trackers.

Sam shares some practical steps we can take throughout the day to set ourselves up for a good night’s rest, including for those who struggle to fall asleep.

In this episode of the One Health Podcast, Dorian Broomhall from Culture & Wellbeing, gets to know Peter Boyles, the Acting Director of the Office of the Secretary.

During our conversation, Peter speaks about how he came to pursue a career in pharmacy and the path he took to become Chief Pharmacist.

Peter reflects on the challenging experience he had returning to Tasmania when the COVID-19 pandemic began, and on the work he was proud to be part of during this period.

Peter speaks about embracing the opportunities that have come his way. He speak about always saying yes to new challenges and how this led him into stints as Acting Chief Executive of Public Health Services, Acting Chief Risk Officer, and ultimately to his current position as the Acting Director of the Office of the Secretary.

He also talks about how we each develop skills we may not realise we have, and how these skills can be transferrable across many different domains.