Media release: 30 March 2021

On World Bipolar Day, Tuesday March 30, SANE says maintaining healthy and meaningful relationships with carers, friends and family is vital for people living with bipolar disorder.

Bipolar disorder is a medical condition which affects the brain causing extreme mood changes. 

Some people mainly experience highs. Some experience mainly lows, and some experience both extremes. Bipolar disorder affects around one in 50 people at some time in their lives.

Of the 1,912 people living with complex mental health issues surveyed through SANE’s National Stigma Report Card, 95.6% said they had experienced stigma or discrimination in their relationships in the previous 12 months.

Issues included relationships with friends, family, intimate partners, or in their role as parents or caregivers.

Did you know 1.3% of Australians are living with bipolar disorder? 

Each year on World Bipolar Day, SANE celebrates the achievements and voices of people living with bipolar, encouraging everyone to learn more and reduce stigma for people with this diagnosis. 

Whether you're living with bipolar, or care about someone who is, take a look at the many ways you can join the discussion on World Bipolar Day 2021, taking place Tuesday 30 March. This year, we're putting the focus on bipolar disorder and relationships, providing resources, online discussions, Q&As, and hosting lived experience perspectives on this topic.

In October 2020, SANE collaborated with Mind Australia, Neami National and Wellways in responding to the Productivity Commission’s draft report on the social and economic benefits of improving mental health. Our four organisations have more than 120 years combined experience in supporting people affected by severe and complex mental health issues.

The joint submission presented a united view to assist the Productivity Commission in preparing a final report that best addresses the needs of all people affected by complex mental health issues, their carers, families and friends, and the workforce which supports them.

Download submission to the productivity commission

The Royal Commission into Victoria’s Mental Health System provides a watershed moment for Victoria to deliver much-needed mental health system reform.

In July 2019, SANE called on the Royal Commission to focus on providing accessible and appropriate care and support to all Victorians living with complex mental health issues, when they need it.

Download submission to the Royal Commission

Media Release: 15 March 2021

We care deeply about those who have experienced mental illness, trauma and distress and we feel it is important to make a statement regarding the article that appeared in The Australian newspaper on 13 March 2021 by Janet Albrechtsen and Peter Van Onselen titled ‘In her words: Kate’s dossier of tragedy’.

After suggesting that some have speculated that the complainant’s experience of Bipolar Disorder may have meant she imagined being raped, the piece in The Australian invites readers to ‘judge for themselves’ the veracity of the complainant’s account. 

The implication is that the complainant is not to be believed because they had experienced mental illness. 

This is highly stigmatising, harmful and offensive. 

This week I attended the historic joint sitting of the Victorian Parliament, as we witnessed the tabling of the Final Report of the Royal Commission into Victoria’s Mental Health System.

The mood in the room was one of hope, and expectations were high.

We met on the unceded lands of the Wurundjeri people of the Kulin nations, and hearing the Chair of the Commission, Penny Armytage AM, reflect on how we have much to learn from the holistic models of social and emotional wellbeing and healing held by Aboriginal and Torres Strait Islander communities was an important opening to the proceedings, and a view I strongly share. As I said in my video following the event, talk of healing in the mental health sector is something we rarely hear from Governments in relation to mental health. A welcome change.

Media Release: 3 March 2021

SANE welcomes the Final Report of the Royal Commission into Victoria’s Mental Health System, and says bipartisan support is vital if the report recommendations are to be implemented successfully and make a difference to people living with complex mental health needs.

With the spread of the internet and the decline in use of traditional media such as newspaper and radio, podcasts have exploded in popularity over the last few years.

The aim of this PhD study is to identify whether listening to a podcast can reduce stigmatising attitudes towards people living with complex mental health issues.

This project began in June 2020.

The study is funded by the National Stigma Report Card project, which is led by SANE in partnership with the Melbourne School of Psychological Sciences with the support of the Paul Ramsay Foundation.

Study 1: Podcasts and Mental Health Survey

The aim of this survey was to understand the behaviours, attitudes and preferences of podcast listeners regarding different types of podcasts, including podcasts on the topic of mental health. It was also designed to understand the relationship between listening to podcasts and different aspects of mental health.

This study is now complete. Read a summary of the findings here.

Study 2: Co-Design and Anti-Stigma Podcast Research (CASPR) Study

The aim of this co-design study was to bring key target audience members together to inform the development of a new podcast. This new podcast aims to reduce stigmatising attitudes towards people living with complex mental health issues.

The study is now complete. Read a summary of the findings here.

PODCAST PRODUCTION

After the co-design study, the team worked together to produce the new podcast. 

On the Same Wavelength is a new six-episode podcast focusing on how we can improve outcomes for people living with complex mental health conditions in Australia. Each episode, you will hear from SANE Peer Ambassadors, who share their stories – what goes right, and what goes wrong – helping us get on the same wavelength. Their stories are honest, confronting, but hopeful.

On the Same Wavelength was launched to the public on July 20, 2023. Listen here.

STUDY 3: THE WAVELENGTHS STUDY: RANDOMISED CONTROLLED TRIAL

This study explored whether listening to On the Same Wavelength influences listeners’ attitudes, discriminatory intentions, and degree of empathy towards people living with complex mental health issues.

The study is now complete. Read a summary of the findings, here.

Expected Outcomes

This study will generate new information about how podcasts can be used for stigma reduction initiatives.

Results will be published in a PhD thesis and may also be published in a peer-reviewed journal or presented at a conference.

Team Members

• Elise Carrotte
  PhD Candidate, University of Melbourne
  Senior Research and Evaluation Coordinator, SANE
• Professor Lisa Phillips
  Primary Supervisor
  Director Professional Programs, Associate Head of School, Melbourne School of Psychological Sciences, University of Melbourne
• Dr Michelle Blanchard
  Former Deputy CEO, SANE and Director, Anne Deveson Research Centre
  Special Adviser, National Mental Health Commission
  Honorary Senior Fellow, Melbourne School of Psychological Sciences, University of Melbourne
• Dr Christopher Groot
  Research Lead, National Stigma Report Card
  Director, Telehealth and Stigma Lab – Brain and Mental Health Hub, Melbourne School of Psychological Sciences, University of Melbourne
• Dr Fincina Hopgood
  Lecturer in Screen Studies - Faculty of Humanities, Arts, Social Sciences and Education; School of Humanities, Arts, and Social Sciences, University of New England

Further information

Contact This email address is being protected from spambots. You need JavaScript enabled to view it. for more information about the project.

Thanks for joining hundreds of others helping reduce stigma.

Back to StigmaWatch

1 Purpose

1. SANE (SANE) recognises the value in developing and fostering a culture of corporate compliance, ethical decision-making and protecting eligible whistleblowers who make protected disclosures from suffering detriment.
2. The purpose of this policy is to:
   1. prevent and detect disclosable matters;
   2. outline the process by which a protected disclosure may occur, including how and to whom a protected disclosure should be made;
   3. outline the process by which SANE will investigate protected disclosures;
   4. inform eligible whistleblowers who make protected disclosures about the protections from detriment; and
   5. outline the process for fair treatment of persons to whom a protected disclosure relates or mentions.

2 Scope

1. This policy applies to all employees, volunteers and officers of SANE.
2. This policy will be made available to all employees and officers of SANE via Employment Hero, SANE’s human resource system, and SANE’s website.

3 What is a protected disclosure?

A disclosure of information by an individual will be a protected disclosure for the purposes of this policy if:

1. the discloser is an eligible whistleblower; and
2. the disclosure is made to an eligible recipient (which could be done orally or in writing); and
3. the disclosure is of a disclosable matter.

4 Disclosable matters

4.1 What is a disclosable matter?

A disclosable matter is a disclosure of information by an eligible whistleblower:

1. where the eligible whistleblower has reasonable grounds to suspect that the information concerns misconduct or an improper state of affairs or circumstances (including but not limited to dishonest conduct, unlawful conduct, corruption or fraud) in relation to SANE or a related body corporate of SANE; or
2. where the eligible whistleblower has reasonable grounds to suspect that the information indicates that SANE, a related body corporate of SANE, or an officer or employee of SANE or a related body corporate of SANE, has engaged in conduct that:
   1. contravenes any provisions of the Corporations Act 2001, ASIC Act 2001, Banking Act 1959, Financial Sector (Collection of Data) Act 2001, Insurance Act 1973, Life Insurance Act 1995, National Consumer Credit Protection Act 2009, Superannuation Industry (Supervision) Act 1993 or an instrument or regulation made under any of those Acts; or
   2. contravenes any other law of the Commonwealth that is punishable by imprisonment for 12 months or more; or
   3. represents a danger to the public or the financial system; or
3. in relation to a disclosure about affairs of SANE or an associate of SANE (within the meaning of section 318 of the Income Tax Assessment Act 1936) (associate) relating to any tax imposed by or under, or assessed or collected under, a law administered by the Commissioner of Taxation (tax affairs):
   1. that is made to an eligible recipient referred to in clause 6(b), where the eligible whistleblower:
      1. has reasonable grounds to suspect that the information indicates misconduct, or an improper state of affairs or circumstances, in relation to the tax affairs of SANE or an associate; and
      2. considers that the information may assist the eligible recipient to perform functions or duties in relation to the tax affairs of SANE or an associate; or
   2. that is made to the Commissioner of Taxation, where the eligible whistleblower considers that the information may assist the Commissioner of Taxation to perform their functions or duties in relation to the tax affairs of SANE or an associate.

4.2 Personal work-related grievances

Personal work-related grievances of an eligible whistleblower:

1. are not disclosable matters, and are therefore not protected disclosures, except to the extent that they concern detriment to the eligible whistleblower in contravention, or alleged contravention, of clause 9.3;
2. arise where the information disclosed:
   1. concerns a grievance about any matter in relation to the eligible whistleblower’s employment, or former employment, having (or tending to have) implications for the eligible whistleblower For example, this includes, but is not limited to:
      1. interpersonal conflicts;
      2. decisions relating to the engagement, transfer or promotion of the eligible whistleblower;
      3. decisions relating to the terms and conditions of the eligible whistleblower’s engagement;
      4. decisions to suspend, discipline or dismiss the eligible whistleblower; or
      5. conduct (or alleged conduct) in respect of workplace bulling, harassment, sexual harassment or discrimination;
         
         and does not:
   2. have significant implications for SANE (or another organisation regulated by whistleblower protection laws) that are unrelated to the eligible whistleblower; and
   3. relate to conduct (or alleged conduct) set out in clauses 4.1(b)(i), 4.1(b)(ii) or 4.1(b)(iii).

Matters related to personal work-related grievances fall within SANE’s Workplace Grievance Policy, which is located in Employment Hero

5 Who is an eligible whistleblower?

An individual will be an eligible whistleblower if they are, or have been:

1. an officer of SANE;
2. an employee of SANE;
3. an individual who supplies services or goods to SANE (paid or unpaid);
4. an employee of a person that supplies services or goods to SANE (paid or unpaid);
5. an individual who is an associate of SANE (within the meaning of the Corporations Act 2001 (Cth)); or
6. a relative, dependant or spouse of an individual referred to in any of clauses 5(a) to 5(e).

6 Who is an eligible recipient?

1. For disclosable matters referred to in clauses 4.1(a) or 4.1(b), each of the following is an eligible recipient to whom an eligible whistleblower may make a protected disclosure:
   1. senior manager or an officer of SANE or of a related body corporate of SANE which, for the avoidance of doubt, includes SANE’s Board, Chief Executive Officer, Chief Operating Officer, Deputy CEO & Director of the Anne Deveson Research Centre, Director of the Dax Centre, Clinical Director, Services and Programs and Head of People & Culture. Up to date contact details for those individuals are set out on Box and the Human Resources system;
   2. an auditor, or a member of an audit team conducting an audit, of SANE or a related body corporate of SANE;
   3. an actuary of SANE or of a related body corporate of SANE;
   4. ASIC;
   5. APRA;
   6. a Commonwealth authority; or
   7. where the eligible whistleblower is disclosing for the purpose of obtaining legal advice or legal representation in relation to the operation of relevant whistleblower legislation - a legal practitioner.
2. For disclosable matters referred to in clause 1(c) (in relation to tax affairs), each of the following is an eligible recipient to whom an eligible whistleblower may make a protected disclosure:
   1. the eligible recipients listed in clauses 6(a)(i) and 6(a)(vii);
   2. an auditor, or a member of an audit team conducting an audit, of SANE;
   3. a registered tax agent or BAS agent who provides tax agent or BAS services to SANE;
   4. any other employee or officer of SANE who has functions or duties that relate to the tax affairs of SANE; or
   5. where the eligible whistleblower considers that the information may assist the Commissioner of Taxation to perform their functions or duties in relation to SANE’s tax affairs – the Commissioner of Taxation.
3. Before formally disclosing a disclosable matter to an eligible recipient, an eligible whistleblower may wish to seek additional information from the eligible recipient, or seek independent legal advice.

7 Emergency and public interest disclosure

Clause 7 does not apply to disclosable matters that relate to tax affairs.

7.1 Emergency disclosure

An eligible whistleblower may make an emergency disclosure to a Member of Parliament or a journalist where:

1. they have already made a protected disclosure to ASIC, APRA or a Commonwealth authority; and
2. they have reasonable grounds to believe that the information disclosed concerns a substantial and imminent danger to the health or safety of either:
   1. one or more persons; or
   2. to the natural environment; and
3. they have notified the entity to which they made the protected disclosure that they intend to make an emergency disclosure; and
4. the extent of the information disclosed in the emergency disclosure is no greater than necessary to inform the recipient of the substantial and imminent danger.

7.2 Public interest disclosure

An eligible whistleblower may make a public interest disclosure to a Member of Parliament or a journalist where:

1. they have already made a protected disclosure to ASIC, APRA or a Commonwealth authority;
2. at least 90 days have passed since making the protected disclosure;
3. they do not have reasonable grounds to believe that action has been or is being taken to address the matters to which the protected disclosure related;
4. they have reasonable grounds to believe that making the public interest disclosure in accordance with clause 7.2 would be in the public interest;
5. after the period referred to in clause 7.2(b), they have notified the entity to which they made the protected disclosure that they intend to make a public interest disclosure; and
6. the extent of the information disclosed in the public interest disclosure is no greater than necessary to inform the recipient of the disclosable matters.

8 Investigation of protected disclosures

8.1 Investigation of protected disclosures made to SANE

1. The investigation procedure set out in clause 8.1 applies where an eligible whistleblower discloses a disclosable matter to an eligible recipient listed in clause 6(a)(i).
2. In carrying out their obligations under clause 8.1, all persons must ensure they do not breach the confidentiality requirements in clause 9.1(b).
3. As soon as reasonably practicable after the eligible recipient receives a disclosable matter, the eligible recipient must:
   1. provide the eligible whistleblower with the protections set out in clause 9 on an interim basis until the investigation in clause 8.1(e)(i) is finalised; and
   2. ask the eligible whistleblower if they consent to the eligible recipient disclosing their identity, or information that may identify them, to:
      1. the individuals occupying the positions listed in clauses 8.1(d);
      2. the person(s) investigating the disclosable matter; and/or
      3. any other parties involved in the investigation of the disclosable matter, such as witnesses.
4. Within a reasonable period of receipt of the disclosable matter, the eligible recipient must inform an individual occupying one of the following positions of the nature and substance of the disclosable matter:
   1. Chief Operating Officer;
   2. Head of People & Culture; or
   3. Chair of Governance and Nominations Committee.
      
      If the disclosable matter involves information about an individual occupying one of the positions listed in clause 8.1(d), the eligible recipient is not to inform that individual of the disclosable matter.  In those circumstances, the eligible recipient may inform an alternative individual listed in clause 8.1(d).
5. The individual informed under clause 1(d) will take all necessary steps to facilitate an investigation into:
   1. whether the eligible whistleblower disclosed a disclosable matter to an eligible recipient; and
   2. whether the protected disclosure is substantiated, partly substantiated, or unsubstantiated.

1. An investigation under clause 8.1(e):
   1. may be undertaken internally or through the engagement of an external investigator. Where appropriate, the investigation may be undertaken under client legal privilege;
   2. will involve regular updates to the eligible whistleblower where practicable;
   3. will be undertaken with the purpose of gathering all relevant evidence and in accordance with the rules of natural justice; and
   4. will be undertaken in a confidential manner, including compliance with the confidentiality requirements in clause 9.1(b). Information about the disclosable matter will only be disclosed where necessary in order for an investigation to proceed effectively.
2. Where it is found under clause 8.1(e)(i) that the eligible whistleblower disclosed a disclosable matter to an eligible recipient, then a protected disclosure is made out and the eligible whistleblower will be afforded the protections in clause 9 on an ongoing basis.
3. If a protected disclosure is made and it relates to or mentions an employee or officer of SANE, SANE will ensure the fair treatment of the employee or officer by:
   1. to the extent possible given the requirements set out in clause 9.1(b), making the employee or officer aware of the nature of the allegations relating to or mentioning them and updating the employee or officer on the progress of the investigation;
   2. giving the employee or officer an opportunity to respond to the allegations relating to or mentioning them; and
   3. making the employee or officer aware of EAP services available to them.
4. Protected disclosures made anonymously can still be protected under the Corporations Act 2001 (Cth). However, If SANE is not able to contact the eligible whistleblower, its ability to conduct an investigation into the protected disclosure may be limited.

9 Protections for eligible whistleblowers who make protected disclosures

9.1 Protection of identity

1. An eligible whistleblower who makes a protected disclosure is not required to identify themselves to SANE or anyone else in order to be protected under this policy or the law.
2. If a person obtains information as a result of a protected disclosure that identifies or is likely to identify the eligible whistleblower, that person must not disclose that information to any person except:
   1. with the eligible whistleblower’s consent; or
   2. to a legal practitioner for the purpose of obtaining legal advice or legal representation in relation to the operation of relevant whistleblower protection legislation; or
   3. to ASIC, APRA or the AFP; or
   4. if the protected disclosure relates to tax affairs – to the Commissioner of Taxation; or
   5. to any government authority for the purpose of assisting the authority in the performance of its functions or duties, as long as it has also been disclosed to ASIC, APRA or the AFP (or, if the protected disclosure relates to tax affairs, the Commissioner of Taxation).
3. An eligible whistleblower’s identity may be protected by SANE redacting certain information, referring to the eligible whistleblower using language that does not identify their gender, age or role, and securely storing all materials relating to the protected disclosure.
4. However, a person may disclose information (other than the actual identity of the eligible whistleblower) if reasonably necessary for the purposes of investigating a matter that is relevant to the protected disclosure and if the person takes all reasonable steps to reduce the risk that the eligible whistleblower will be identified as a result.

9.2 Protection from certain liability

1. An eligible whistleblower will not be subject to any civil, criminal or administrative liability for making a protected disclosure.
2. However, this does not prevent an eligible whistleblower from being subject to any civil, criminal or administrative liability for conduct of the eligible whistleblower that is revealed by the protected disclosure.
3. SANE will not exercise any contractual right, or seek any contractual remedy, against an eligible whistleblower on the basis that the eligible whistleblower made the protected disclosure, including termination of contract.
4. If the protected disclosure is made to the Commissioner of Taxation, or is a public interest disclosure or an emergency disclosure, the information contained in the protected disclosure is not admissible in evidence against the person in criminal proceedings or in proceedings for the imposition of a penalty.

9.3 Protection from detriment

1. An eligible whistleblower must not suffer detriment or be otherwise disadvantaged in reprisal for making a protected disclosure.
2. Specifically, no one may cause or threaten to cause detriment to another person because they believe or suspect that any person may have made, proposes to make, or could make a protected disclosure.
3. Detriment includes (but is not limited to):
   1. dismissal of an employee;
   2. injury of an employee in their employment;
   3. alteration of an employee’s position or duties to their disadvantage;
   4. discrimination between an employee and other employees;
   5. harassment or intimidation of a person;
   6. harm or injury to a person, including psychological harm;
   7. damage to a person’s property;
   8. damage to a person’s reputation;
   9. damage to a person’s business or financial position; and
   10. any other damage to a person.
4. SANE will take all reasonable steps to protect eligible whistleblowers who make protected disclosures from suffering detriment including by:
   1. ensuring all individuals referred to in clause 6(a)(i) and 6(b)(iv) are trained to identify and report behaviour that causes detriment;
   2. ensuring that all employees and officers of SANE are made aware of this policy and the right to make a protected disclosure without suffering detriment; and
   3. enabling eligible whistleblowers to make a complaint to any of the individuals referred to in clause 6 if they believe they have suffered detriment.

9.4 Compliance with protections for eligible whistleblowers

1. civil liability to pay compensation, damages and/or a penalty; and/or
2. criminal liability to pay penalties and/or a maximum of two years’ imprisonment.

9.5 Availability of compensation

A person may seek compensation and other remedies through the courts if they suffer loss, damage or injury because of detriment arising from a belief or suspicion that any person made or could make a protected disclosure, and SANE failed to take reasonable precautions and exercise due diligence to prevent that detriment.

10 Malicious disclosures

This policy provides employees, volunteers and officers of SANE with an avenue to raise legitimate and serious concerns about disclosable matters.  It is unacceptable for SANE employees, volunteers and officers to make malicious and false disclosures, or to knowingly provide false and misleading information regarding a disclosure.  The making of a malicious or false disclosure or the provision of knowingly false or misleading information may be subject to disciplinary action up to and including termination of employment.

11 Training

SANE will carry out training for SANE employees to educate them on their rights and obligations under this policy and applicable whistleblower legislation.

SANE will carry out separate training for eligible recipients within SANE on how to respond to protected disclosures.

12 Review and amendment

This policy will be periodically reviewed (and, if necessary, amended) by SANE to ensure it is operating efficiently and complies with applicable legislation.