Volume 34, Issue 3 pp. 312-322
ORIGINAL PAPER

Who are the New South Wales Aboriginal drug and alcohol workforce? A first description

Steve Ella

Corresponding Author

Steve Ella

Drug and Alcohol Services, Central Coast Local Health District, Gosford, Australia

Correspondence to Mr Steve Ella, Drug and Alcohol Services, Central Coast Local Health District, 58 Showground Road, Gosford, NSW 2250, Australia. Tel: +61 2 43 203 057; Fax: 02 4320 2423; E-mail: [email protected]Search for more papers by this author
KS Kylie Lee

KS Kylie Lee

Discipline of Addiction Medicine, Sydney Medical School, University of Sydney, Sydney, Australia

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Steve Childs

Steve Childs

Drug and Alcohol Services, Central Coast Local Health District, Gosford, Australia

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Katherine M. Conigrave

Katherine M. Conigrave

Discipline of Addiction Medicine, Sydney Medical School, University of Sydney, Sydney, Australia

Drug Health Services, Royal Prince Alfred Hospital, Sydney, Australia

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First published: 01 October 2014
Citations: 12
Steve Ella MPhil GradDipIndigHProm, New South Wales Aboriginal Drug and Alcohol Traineeship Coordinator, KS Kylie Lee PhD BMus(Hons), NHMRC Postdoctoral Fellow in Aboriginal and Torres Strait Health, Steve Childs MAppPsych LLB BA (MAPS), Service Manager, Katherine M. Conigrave FAChAM FAFPHM PhD, Addiction Medicine Specialist and Professor.

Abstract

Introduction and Aims

Historically, Aboriginal alcohol and other drug (AOD) workers had little formal training, but this situation has changed rapidly in recent years. To understand how to better support and develop the workforce, we present the most detailed profile yet published of Aboriginal AOD workers in Australia.

Design and Methods

Workers were identified through the Aboriginal Drug and Alcohol Network, New South Wales. Participants completed a modified version of the Work Practice Questionnaire by pen-and-paper or interview in 2009.

Results

Fifty-one workers were identified, representing 85% of the known New South Wales workforce at the time. Two in three (62.7%) were male, and over half (56.9%) were aged 30–49. More workers were employed in non-government than government (60.8% vs. 39.2%) workplaces. Workers were employed under more than four different awards and with approximately eight position titles, spanning prevention and early intervention, clinical care and workforce development. Nearly all (n = 49/51, 96.1%) felt they had the necessary experience to respond to AOD issues. However, over half (n = 27/51, 52.9%) felt too much was expected of them. Just under a third (n = 15/51, 29.4%) reported no formal supervision, with fewer non-government workers compared with government receiving supervision (P = 0.02). Over half (n = 27/40, 67.5%%) earned AUD ≤ $50 000 annually, with government (vs. non-government) employment and female gender predicting a salary of >$50 000.

Discussion and Conclusions

To improve worker retention and encourage professional skills development, discrepancies in salary and award conditions need addressing. Clarifying position descriptions and improving access to formal supervision are important to maximise workforce potential and reduce stress. [Ella S, Lee KSK,Childs S, Conigrave KM. Who are the New South Wales Aboriginal drug and alcohol workforce? A first description. Drug Alcohol Rev 2014]

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