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  • 49: Beyond the Mirror: Understanding the Connection Between Body Image and Disordered Eating with Dr Zali Yager

    49: Beyond the Mirror: Understanding the Connection Between Body Image and Disordered Eating with Dr Zali Yager
    2026/10/06
    From social media to diet and gym culture, messages about our bodies and the pressure to look a certain way are everywhere. Over time, these influences can shape how we see ourselves, how we eat and exercise, and even the messages we pass on to the next generation.

    In today’s webinar, we break down why body dissatisfaction is so common, where it comes from, and its connection with self-esteem, mental health and disordered eating.

    We will explore when seemingly healthy behaviours can become restrictive or obsessive, and the signs that someone may be struggling with an eating disorder. We’ll also look at how parents, schools and sporting communities can help young people develop a healthier relationship with food and their bodies and determine which prevention programs work, and which don’t.

    Dr Zali's Biography:

    Our guest today is Dr Zali Yager. An internationally recognised body image researcher with two decades of expertise in body image, eating disorder prevention and health education. She is an author and Co-Executive Director of The Embrace Collective, which she co-founded alongside 2023 Australian of the Year Taryn Brumfitt.

    Dr Yager has helped develop and deliver evidence-based body image programs and resources reaching more than one million Australian children. She has taken her mission to prime ministers, professors and presidents, from Parliament House in Australia to the White House in the USA and has advised organisations including the AFL.

    00:00 – Introduction
    02:30 – Why Zali became a body image researcher
    03:30 – Examples of disordered eating behaviours
    04:10 – What body image means
    05:45 – When healthy habits become compulsive or rigid behaviours
    08:15 – What healthy eating actually means
    09:30 – How someone develops a negative body image
    10:55 – How children as young as three learn what the ‘right’ body looks like
    11:55 – When children begin comparing their bodies with others
    12:15 – Body dissatisfaction in boys and men
    13:20 – How men and women experience body image pressures differently
    14:10 – The origins of the body positivity movement
    15:30 – Why weight-focused health promotion has backfired
    16:50 – Body appreciation vs body positivity
    17:20 – Why strength-based health promotion is more effective than fear or shame
    18:40 – The factors that influence our eating habits beyond personal choice
    19:00 – What an eating disorder-safe approach means
    19:50 – Why choosing food and movement based on enjoyment can be more sustainable
    20:35 – The difference between eating disorders and disordered eating
    21:55 – Signs you may need additional support for disordered eating behaviours
    23:50 – What to do when your child tells you they are fat
    25:10 – What children are really asking when they ask if they are fat
    27:20 – Why saying ‘you’re not fat’ may not be the best response – and what to say instead
    29:00 – Supporting your child when you have your own body image struggles
    30:10 – Why returning to work can be a particularly difficult time for new mothers’ body image
    32:40 – The role of workplaces in eating disorder prevention
    35:00 – Practical things employers can do to support positive body image
    37:40 – Can appearance-based compliments in the workplace do more harm than good?
    41:25 – Should we raise concerns about someone’s weight with them?
    43:50 – Why teaching BMI in schools doesn’t prevent eating disorders
    45:25 – Which school-based prevention programs do work?
    46:15 – The genetic component of eating disorders
    48:00 – Counteracting the impact of social media on eating disorder risk
    51:35 – Why educating young people about eating disorders isn’t enough to prevent them
    53:50 – Where to find evidence-based eating disorder prevention resources in Australia
    55:40 – Where to get help if you think you may have an eating disorder
    57:30 – How body dissatisfaction can lead to negative health outcomes
    59:35 – Zali’s personal wellbeing practice

    Learn more about Dr Yager
    https://www.bodyimagemovement.com/changemaker/dr-zali-yager/

    Learn more about Clearhead
    https://www.myclearhead.com/
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    1 時間 1 分
  • 48: First Nations Perspective on Social, Emotional and Mental Wellbeing with Professor Pat Dudgeon

    48: First Nations Perspective on Social, Emotional and Mental Wellbeing with Professor Pat Dudgeon
    2026/09/08
    Clearhead acknowledges the Traditional Owners of Country throughout Australia and acknowledges their continuing connection to land, waters and community. We pay our respects to the people, the cultures and the Elders past and present.

    Suicide rates among Aboriginal and Torres Strait Islander peoples are more than three times those of non-Indigenous Australians. In this episode, we will explore First Nations approaches to developing indigenous models of psychology and suicide prevention projects and how they differ from Western models. We learn the importance of empowering communities to develop solutions that reflect their own strengths, knowledge, and lived experience, which includes the impact of colonisation, trauma and racism.

    Pat’s biography:
    Our guest today is Professor Pat Dudgeon AM, a Bardi woman from Western Australia. She is a professor at the School of Indigenous Studies at The University of Western Australia. She is also the Director of the Centre of Best Practice in Aboriginal and Torres Strait Islander Suicide Prevention, the lead Chief Investigator for the national Transforming Indigenous Mental Health and Wellbeing research project. Finally, she was also part of a group of Indigenous psychologists who developed the widely used Social and Emotional Wellbeing model.
    In this episode, we dive deep into answering the following thorny questions.

    00:00 – Introduction
    02:15 – Why Pat became an Indigenous psychologist
    06:20 – The emergence of Indigenous psychology
    07:25 – The Australian Indigenous Psychology Education Project
    10:00 – The Australian Psychological Society’s apology to Indigenous people
    11:55 – The impact of colonisation on Indigenous mental health
    13:35 – Findings from Indigenous suicide prevention research
    15:15 – How Indigenous psychology differs from Western models
    17:35 – The Social and Emotional Wellbeing model and its determinants
    24:00 – How Indigenous-led models are used in clinical practice
    28:45 – What clinicians need to deliver culturally responsive mental health care
    30:15 – Creating inclusive workplaces for Aboriginal and Torres Strait Islander employees
    32:55 – The impact of racism on Indigenous suicide rates
    35:30 – The impact of the 2023 Voice referendum on Indigenous people
    37:20 – Programs that strengthen cultural identity and combat racism
    40:55 – Why cultural identity can be a protective factor
    43:40 – What happened to Indigenous populations following colonisation
    45:20 – The power of truth-telling in reconciliation
    47:15 – Co-design and upholding Indigenous self-determination
    50:20 – Indigenous suicide prevention projects that have worked
    52:50 – Learning from projects that have failed
    58:00 – Pat’s personal wellbeing practice

    Learn more about Professor Pat Dudgeon and her work:
    https://boorn.org.au/
    https://timhwb.org.au/
    https://indigenouspsyched.org.au/

    Learn more about Clearhead
    https://www.myclearhead.com/
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    1 時間
  • 47: Nutrition and the Gut-Brain Connection with Alice Fitzgerald

    47: Nutrition and the Gut-Brain Connection with Alice Fitzgerald
    2026/08/11
    In this episode, we explore the growing evidence connecting gut health, nutrition, mental health and men’s physical wellbeing, including how everyday lifestyle factors can influence long-term gut health outcomes. We’ll look at how diet can support mood, energy, sleep and the gut–brain connection, as well as simple, practical changes men can make to support both their physical and mental wellbeing.

    Alice’s biography:
    Alice Fitzgerald is the CEO of The Gut Foundation, a national health charity focused on research and education, helping people understand their gut health and take action to protect it. She’s a keynote speaker, strategist and storyteller who believes humour, honesty and the occasional swear word are powerful tools for prevention… and she’s not afraid to talk about poo if it helps people live longer.

    0:00 – Introduction
    2:05 – How did Alice get involved with the Gut Foundation?
    4:22 – What is the purpose of the Gut Foundation?
    6:15 – Why excess sugar consumption has contributed to bowel cancer in young people
    9:45 – Why telling people to stop eating certain foods is unhelpful
    11:00 – What can you add to your diet to improve your gut health?
    13:35 – How to have effective conversations with men about changing their diet
    16:05 – What is the microbiome?
    18:00 – What is gut health?
    20:00 – How to eat 30 different plants a day
    22:30 – The impact of nutrition on the gut-brain connection
    25:40 – Should you take probiotic supplements, or is fermented food best?
    29:00 – How to use the stool chart to check for signs of bowel cancer
    32:45 – What age should people start screening for bowel cancer?
    35:45 – What are the common misconceptions about gut health?
    37:50 – Should you only buy organic vegetables?
    39:30 – Why is there stigma around talking about digestive issues?
    42:30 – The role of workplaces in improving gut health
    45:20 – The impact of gut health on physical health and sleep
    46:35 – How eating kiwifruit provides a triple benefit
    48:10 – Why exercise is important for gut health
    48:50 – The negative impact of restrictive diet culture on gut health
    51:30 – Steps to avoid feeling overwhelmed when changing your diet
    54:40 – How your next meal can immediately improve your mental health
    57:30 – How exercise improves the diversity of the gut microbiome
    1:00:00 – Alice’s one wellbeing practice

    Learn more about Alice & The Gut Foundation
    https://www.linkedin.com/in/alice-fitzgerald-a0211226/
    https://www.thegut.org.nz/

    Learn more about Clearhead
    https://www.myclearhead.com/
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    1 時間 2 分
  • 46: Why Bullying Persists and How Workplaces Can Tackle It with Professor Michelle Tuckey

    46: Why Bullying Persists and How Workplaces Can Tackle It with Professor Michelle Tuckey
    2026/06/29
    Bullying can leave lasting impacts on mental health and feel very personal to the victim, it shapes how people then cope, connect, and work throughout their lives. In this episode, we’ll explore how bullying show up in workplaces, and what truly prevents bullying at a organisational level in the workplace.

    Michelle’s biography:
    Professor Michelle Tuckey is the Professor of Work and Organisational Psychology at Adelaide University. She is a leading researcher whose work has reframed bullying as a structural issue and not just an individual’s bad behaviour. Michelle investigates how workplace systems and environments drive bullying and harassment, and how to redesign them to prevent interpersonal harm. This work underpins an award-winning prevention program reaching nearly 10,000 employees, and has shaped national policy through bodies including Safe Work Australia and the Australian and Queensland Human Rights Commissions.

    In this episode, we dive deep into answering the following thorny questions:

    0:00 – Introduction
    2:10 – How Michelle started specialising in bullying
    2:55 – Defining bullying
    4:15 – A real-world example of bullying at work
    6:05 – How a power imbalance can exist in peer bullying
    7:15 – Can managers be bullied?
    8:05 – What are common misconceptions about workplace bullying?
    9:35 – What conditions make bullying more prevalent in certain industries?
    13:25 – Why rebuilding relational fabric is the key solution to reducing bullying and improving workplace culture
    16:00 – How to create psychological safety in an organisation that lacks it
    20:10 – How to end toxic cultures that promote bullying
    21:05 – Early intervention and peer feedback as a way to reduce bullying
    22:05 – How to align organisational systems with company values to reduce bullying
    23:45 – How grassroots interventions can drive small culture change even without senior leadership buy-in
    25:45 – Types of harm caused by workplace bullying
    28:15 – Gaslighting through a network of silence
    29:20 – Why you should see bullying as a systems issue rather than taking it personally
    29:50 – How to take back power when you are being bullied
    30:45 – Are there gender-specific types of bullying?
    33:15 – Toxic culture, role clarity and leadership as organisational red flags
    34:55 – Why the number one risk factor in bullying complaints is how leaders give constructive performance feedback
    36:25 – The benefit of strong workplace relationships when giving constructive feedback
    38:15 – Examples of how leaders can build a relational foundation with their direct reports
    41:55 – Values alignment as the number one thing organisations can do to reduce bullying
    43:15 – What are the early warning signs before bullying occurs in an organisation?
    45:35 – What should individuals do if they are being bullied?
    48:45 – Why bullying persists even when interventions have been introduced
    53:05 – Why bullies do not see themselves as bullies and may feel they are bullied themselves
    54:15 – How a country's culture can contribute to a bullying culture
    56:30 – Why proactive intervention is key in bullying prevention policies
    58:20 – Is moving the target away from the perpetrator enough to deal with bullying?
    59:50 – Why HR and Health and Safety need to work together to reduce bullying
    1:01:40 – Michelle's one wellbeing practice

    Learn more about Michelle
    https://www.linkedin.com/in/prof-michelle-tuckey/

    Learn more about Clearhead
    https://www.myclearhead.com/
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    1 時間 4 分
  • 45: Closing the Leadership Gender Gap with Dr. Amanda Sterling

    45: Closing the Leadership Gender Gap with Dr. Amanda Sterling
    2026/06/02
    Women continue to face unique pressures, balancing professional, family, and social expectations while carrying the often-invisible mental and emotional load. In this webinar, we’ll explore the experiences of women in leadership roles and what organisations can do better to support women into senior roles and maintain their wellbeing.

    In this episode, we sit down with leadership coach and consultant, Dr. Amanda Sterling, to delve into questions on gender equity in the workplace and closing the gender representation gap. Dr. Amanda will share insights from both her research findings on women in leadership and her own experiences in the field.

    Amanda's Biography:
    Dr Amanda Sterling is an award-winning consultant who partners with organisations to remove barriers for women into leadership and create inclusive workplaces where people and businesses thrive.

    Amanda combines her decades of experience working in corporate leadership development and culture change, as well as deep expertise on leadership, gender, and inclusion, to help organisations attract and retain more women in leadership and close their gender pay gaps.
    Amanda’s groundbreaking PhD research (completed in 2023) revealed critical insights into what is still holding women back from leadership roles and the opportunities to address this. Her research has been featured in multiple media channels such as RNZ, and was highlighted by Global Women and the University of Auckland.

    Amanda is originally from the Kaipara region but has called Tāmaki Makaurau | Auckland home for the last 20 years. She is also a proud parent to one son.


    0:00 – Introduction
    2:20 – Why Amanda decided to research women's leadership
    4:35 – What barriers prevent women from becoming leaders?
    6:05 – What assumptions perpetuate these barriers?
    7:55 – How can we challenge societal assumptions about mothers in leadership roles?
    9:30 – Why men are key to increasing leadership opportunities for women
    11:00 – How can we help men feel comfortable being part of the solution?
    14:05 – How can women influence men in the workplace to change the status quo?
    16:50 – Why women's leadership development programmes alone are not enough
    17:55 – Why representation does not equal inclusion
    20:00 – How to develop the measures needed to drive organisational change
    21:15 – The case for men's leadership development programmes
    22:20 – What are the benefits of having more diverse teams?
    23:55 – Why women leaders leave leadership positions
    25:45 – The false assumptions behind the belief that women are less confident than men
    28:05 – Are organisations acknowledging the additional emotional burden women face?
    30:00 – The four-factor framework for increasing women in leadership roles
    31:55 – Factor 1: Flexible work
    32:19 – Factor 2: Partner support
    33:10 – Factor 3: Manager support
    33:35 – Factor 4: Women's leadership development programmes
    34:40 – How workplaces can shift gender expectations around parental leave
    37:00 – When is there a place for women-only safe spaces?
    39:15 – What can workplaces do to create more supportive managers?
    42:45 – How the four factors change across career stages
    44:33 – Making the case for change in the workplace
    46:15 – Case study: Z Energy
    49:20 – What are the long-term measures for assessing the impact of inclusive teams?
    50:04 – What is one thing organisations can do to create change?
    51:00 – Amanda's one wellbeing practice

    Learn more about Amanda
    https://dramandasterling.com/

    Learn more about Clearhead
    https://www.myclearhead.com/
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    52 分
  • 44 - What Drives Motivation? Psychology, Leadership and Actively Caring for People with E. Scott Geller

    44 - What Drives Motivation? Psychology, Leadership and Actively Caring for People with E. Scott Geller
    2026/04/30
    Bringing out the best in ourselves and others is something many of us strive for - but how do we realistically work towards it, especially in the workplace? In this episode, behavioural psychologist Dr. Scott Geller explores how motivation, Actively Caring for People (AC4P), and evidence-based behaviour-change strategies can support personal wellbeing, leadership, and more connected, high-functioning teams. This episode highlights the role of community and coaching in empowering both ourselves and those around us.

    Scott’s biography:
    Professor Scott Geller is Professor Emeritus of Psychology at Virginia Tech and the former Director of the Center for Applied Behavior Systems. He has authored 55 books and more than 300 research articles looking at behavior-based interventions to improve human welfare on a large scale. His talent is well-recognised and he has received multiple awards for his work.

    In this episode, we dive deep into answering the following thorny questions.
    00:00 – Introduction
    02:10 – Why Scott became a behavioural psychologis?
    03:35 – What is the definition of motivation?
    05:00 – The three factors that drive self‑motivation.
    08:15 – Applying the 3C framework to motivate yourself to go to the gym.
    10:30 – The importance of learning and social support when trying something new.
    13:00 – How to stay motivated to help others when you’re struggling.
    14:30 – Self‑transcendence and the top of Maslow’s hierarchy.
    18:00 – What is the Actively Caring for People (AC4P) framework?
    20:50 – How to give corrective feedback with empathy.
    21:40 – The COACH framework for inspiring people to care at work.
    24:50 – The role of leaders in creating a safety culture.
    26:55 – How to build interdependent communities where everyone benefits.
    7:45 – Three steps to empowering employees to try something new.
    31:05 – How to get teams to actively care.
    32:25 – The role of leaders in encouraging active caring.
    34:35 – How to sustain choice, competence, and community in an organisation.
    36:35 – Example: eliminating bullying in a school using caring principles.
    38:00 – Summary and final reflections.

    Learn more about Scott: https://www.linkedin.com/in/scott-geller-3045211/
    Learn more about Clearhead https://www.myclearhead.com/
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    40 分
  • 43- How Māori Experience Mental Health: Identity, Tikanga, and Access to Support

    43- How Māori Experience Mental Health: Identity, Tikanga, and Access to Support
    2026/04/07
    The representation and inclusion of indigenous models of hauora (health) in mainstream medicine is vital to ensuring culturally-safe health services. In this episode, we delve into Māori mental health specifically from the lens of Ngāti Whātua Ōrākei. We discuss the importance of whakapapa; knowing who you are, where you come from and your sense of belonging to hauora and ways that services can shift to a preventive care model for whānau, hapū and iwi.

    Our guest speaker, Tūrakawa Bartlett, addresses common narratives about Māori wellbeing and offers insights on how te ao Māori (Māori worldview) is beneficial for everyone, not just Māori. Together, we discuss what signs to look out for when someone you know may be struggling or how to know when you are struggling yourself.

    In this episode, we dive deep into answering the following thorny questions:
    00:00 – Introduction
    03:05 – Framing today’s session from a Ngāti Whātua Ōrākei iwi lens
    06:00 – Mental health from a Māori worldview
    12:40 – Barriers preventing Māori from connecting with their true identity
    19:00 – What help is available for Māori experiencing mental health challenges
    22:50 – How support services can make it easier for Māori to reach out
    25:00 – Signs to look for when checking in on someone who may be struggling
    27:50 – Internal signs that you might be struggling yourself
    30:50 – What non‑Māori can do to create culturally safe support spaces
    39:00 – Definitions of kawa and tikanga
    42:35 – Differences in how Māori and non‑Māori experience health services
    46:50 – Why a bicultural Māori and non‑Māori health model is essential
    49:30 – Signs someone may need professional help
    52:30 – Rose, Letica, and Turaukawa’s personal wellbeing practices

    Leticia, from Ngāti Whātua Ōrākei and Kaipara, has completed her training as an Intern Clinical Psychologist and is currently working on research. Her approach to psychological well-being and oranga is shaped by clinical expertise and lived experience, with a strong focus on Māori mental well-being and previous experience in community alcohol and drug (AOD) services.

    Tūraukawa, from Ngāti Whātua ki Tāmaki, is the CEO and Director of MANAVATION, a kaupapa Māori hauora service supporting Tangata Whenua and Tangata Tiriti in achieving their wellbeing goals through cultural and language revitalisation. Tūraukawa has received numerous recognitions, including the Bob Henare Award for Individual Excellence in Māori Mental Health and DAPAANZ Best Newcomer to the Addictions Sector. He also facilitates reo Māori wellbeing retreats to enhance cultural foundations and promote holistic wellbeing.

    Rose, a graduate Enrolled Nurse from Ngāti-Whātua Ōrākei and Ngāti Kahu ki Whangāora, draws from her lived experience of losing two siblings to suicide, which drives her commitment to providing compassionate care.
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    54 分
  • 42 - Psychosocial Risk Management: How to Identify and Control Workplace Hazards with Dana Carver

    42 - Psychosocial Risk Management: How to Identify and Control Workplace Hazards with Dana Carver
    2026/03/30
    Psychosocial hazards are now recognised as one of the most significant and complex risks facing modern workplaces, but what do they actually look like in practice, and how can organisations address them in meaningful, effective ways? In this webinar, we unpack real-world case studies and discuss how factors such as workload, role clarity, leadership, culture, and organisational change can affect mental health, wellbeing, and performance at work. We will discuss what good practice really looks like, where organisations commonly get stuck, and how to move beyond a compliance mindset.

    Dana’s biography:
    Dana Carver is a Principal at the research and evaluation firm, Scarlatti. She has over 25 years’ experience in social research, organisational design and wellbeing. For the past 5 years, her focus has been on helping organisations identify, assess and mitigate psychosocial risks. Dana is also the co-creator and Chair of the Good Programmes Trust, home of the award-winning GoodYarn, https://www.goodyarn.org/, program, which has seen over 20,000 people educated in mental health literacy.

    In this episode, we dive deep into answering the following thorny questions:
    00:00 - Intro
    02:05 - How did Dana become interested in psychosocial risk management?
    03:00 - What are psychosocial hazards?
    03:45 - How many psychosocial hazards are there?
    04:40 - What are the most common psychosocial hazards?
    05:25 - What is the framework used to prioritse hazards based on frequency and intensity?
    07:00 - What is the definition of psychosocial risk?
    08:45 - Should you eliminate or mitigate risk?
    10:05 - What is an example of a control that eliminated the risk?
    11:15 - Is psychosocial risk management a part of the Health and Safety legislation?
    12:50 - What are the obligations of the employer?
    13:55 - What are the 4 stages of psychosocial risk management?
    14:30 - What are the warning signs you need to assess your psychosocial risks?
    16:00 - What is the framework for identifying and assessing risks?
    18:00 - Poor pay as a hazard vs personal life choices.
    20:10 - What are some misconceptions about psychosocial risk management?
    21:50 - How do you get management to buy in?
    23:30 - How do you assess buy in up front?
    25:00 - What is the definition and some examples of controls?
    27:05 - Should employees be able to see the risk assessment results?
    28:30 - How do you know the controls are effective?
    30:05 - How long does it take to see impact?
    32:05 - Are there differences depending on the size of the organisation?
    33:00 - Dana’s top tips for psychosocial risk management.
    34:00 - What are lead and lag indicators of success?
    34:35 - How do you know if you have the right outcome measures?
    35:25 - How often should you do a risk assessment?
    37:25 - How do you get organisational buy in?
    38:45 - Do you need to measure employee mental health to measure reduction in harm?
    39:55 - What is the definition of psychological safety?
    40:35 - The shift away from fruit bowls to systemic change.

    Learn more about Dana (https://www.linkedin.com/in/dana-carver-a35553b1/)
    Learn more about Clearhead https://www.myclearhead.com/

    psychosocial hazards explained • workplace mental health risks • how to assess psychosocial risk • psychosocial risk management framework • employer obligations psychosocial risk
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    43 分