The Mental Health Commission (Commission) is proud to be developing our Lived Experience Inclusion Plan (LEIP), a key initiative of the Joint Leadership Group (JLG) and an important component of system-wide transformation. Together with JLG member agencies, including the Department of Health and Health Service Providers, this work reflects a shared commitment to organisational culture change for these agencies.

Find out more about the JLG Statement of Commitment

Our Approach

The LEIP will be implemented progressively over time, with Annual Snapshot Reporting undertaken with the JLG. Supporting phase one, the Commission’s Organisational Readiness Project will follow an approach aligned with the National Lived Experience (Peer) Workforce Development Guidelines:

• Phase 1: Preparation – Clarify

Establish shared understanding, identify priorities, and clarify objectives.

• Phase 2: Preparation – Commit

Secure leadership commitment and allocate resources for change.

• Phase 3: Implementation – Co-produce

Develop and implement strategies collaboratively with lived experience input.

• Phase 4: Transformation – Continuously Learn

Embed practices, monitor progress and adapt through ongoing learning.

The first phase involves targeted training, education and practical tools to prepare the Commission, ensuring conditions are created for Lived Experience workforces to thrive.

Focus areas across the phases include:

• Building Literacy: Increasing awareness, deepening understanding, and strengthening skills to raise awareness of the role and value of lived experience.
• Leadership and Culture: Cultivation of strong leadership and a collaborative culture by encouraging commitment, sharing learnings, and maintaining support across all levels of the organisation.
• Policy and Planning: Reviewing and refining policies to embed lived experience principles and support Lived Experience workforces.

Progress So Far

• Conducting a Commission-wide survey to understand current knowledge, attitudes and level of readiness.
• Identifying internal champions to foster allyship and drive cultural change.
• Developing criteria and process for a comprehensive policy review. 
• Undertaking gap analysis to inform further education and capability building.

Next Steps

• Strengthening staff commitment to embedding a culture of collaboration and inclusion.
• Delivering bespoke training tailored to the Western Australian Lived Experience Workforces context.
• Reviewing and refining policies, including tools and resources that support meaningful engagement.
• Creating guidance to support inclusive and principles-aligned recruitment practices.
• Building structural capacity to embed Lived Experience resources across the organisation.
• Establishing ongoing processes for learning, reflection, and continuous improvement.