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Policy and Evaluation: Ethical Approach

IPS will determine whether or not a proposed research or evaluation project will require ethics approval based on guidelines including the National Statement on Ethical Conduct in Human Research (ARC, 2007 updated 2018) and Ethical Considerations in Quality Assurance and Evaluation Activities (Australian Government, 2014). Should ethics approval be required, we have extensive experience preparing and managing ethics for both research and evaluation projects.

Whether ethics approval is required or not, IPS will ensure that:

• Participants are afforded appropriate protection and respect: all participants will be fully informed of the project’s purpose, what their participation involves and that their participation is voluntary and confidential.
  
• Consent will be obtained from all participants, prior to their involvement.
• The research is undertaken to generate outcomes related to the scope of a project.
• IPS follow all relevant ethical principles, state, territory and Commonwealth legislation.

IPS adheres to all relevant Australian standards and guidelines related to the proposed research. Standards include but are not limited to:

• Australian Code for the Responsible Conduct of Research (Australian Research Council, 2007 and 2018)
• Guidelines for Ethical Research in Australian Indigenous Studies (AIATSIS, 2012)
• Indigenous Advancement Strategy Evaluation Framework (Department of the Prime Minister and Cabinet, 2018)
• National Statement on Ethical Conduct in Human Research (Australian Research Council, 2007 updated 2018)
• Privacy Act 1988

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Case Studies

• BAE Systems - Evaluation of Health and Wellbeing

  BAE Systems engaged IPS to conduct an evaluation of their employee health and wellbeing prior to a massive expansion after being awarded a major Defense contract to build submarines. The purpose of the evaluation was to capture current state, identify health and wellbeing hotspots and provide recommendations for the management of health and wellbeing with a growing workforce. IPS conducted a thorough review of all aspects relating to employee health and wellbeing. This included an analysis of employee data (mental health, absenteeism, annual leave etc.), a review of all health and wellbeing programs available to employees and provision of healthy food options and exercise programs. With a comprehensive overview, IPS then conducted one on one interviews with key staff and focus groups with all employees across the country. The evaluation provided key insights into employee health and wellbeing, which programs were providing value and hot spots requiring specific actions. This enabled BAE Systems to implement changes with a clear focus and informed health and wellbeing strategies for the next five years.

• Central Coast Local Health District NSW - Evaluation of Aboriginal Health

  ​The New South Wales Central Coast Local Health District (CCLHD) commissioned an evaluation of Aboriginal health to assess all existing Aboriginal health services, organisation structures and capacity to effectively optimise achievement of operational and strategic objectives within the District. The purpose of the evaluation was to propose options and recommendations on each health service offering, with due regard for incorporating inclusion of Aboriginal health into the District's core business. Over a three month time frame the scope included a review of: all existing Aboriginal structures, services, positions and how they link to Aboriginal Health; the District's organisation structure, including Aboriginal Health reporting lines, management structure, manager duties, grades and position titles, and where Aboriginal Health is currently positioned in the organisation structure; organisational processes and practices for Aboriginal health engagement and consultation; goals and strategic objectives of the District, State and Federal Governments' plans, including 'Closing the Gap'; organisational leadership and commitment to Aboriginal health; and existing organisational strategies for recruitment, career pathways, support and development of Aboriginal employees and leaders. In addition to the literature review, 22 people were interviewed face to face (one hour in length), these included senior executive management within the CCLHD, key personnel within Nunyara, Aboriginal health service providers, senior executives within other health districts and Aboriginal community members. All project deliverables were submitted on time and the final report was very well received by the CCLHD.

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ORGANISATIONAL DEVELOPMENT AND LEADERSHIP

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POLICY AND
​EVALUATION

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BUSINESS
​ADVISORY

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​INDIGENOUS
​ADVISORY

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