C9.2
Tracks
Stream C
| Saturday, October 31, 2026 |
| 12:15 PM - 12:45 PM |
Overview
The State of Organisational Psychology in Australia: Workforce Insights and Future Capability Priorities | 30 mins
Presenter
Ms Jessica Strudwick
The University of Queensland | enscarp | SIOPA
The State of Organisational Psychology in Australia: Workforce Insights and Future Capability Priorities
12:15 PM - 12:45 PMAbstract
Background: The organisational psychology workforce plays an increasingly important role in helping organisations navigate technological change, artificial intelligence integration, psychosocial risk regulation, and evolving expectations around wellbeing. Understanding the composition and development needs of those working in organisational psychology is therefore key to empowering our profession to meet these organisational challenges.
Aim: In 2025, the Society for Industrial and Organisational Psychology Australia (SIOPA) conducted and published an inaugural survey of the organisational psychology workforce across Australia (Strudwick et al., 2025). This presentation aims to provide an overview of survey findings including educational pathways, employment, remuneration, areas of practice, and capabilities most relevant for the future of work. Following the presentation, the audience will have an opportunity to engage in facilitated small group discussion to reflect on the profession’s future direction and what building capability might look like in practice.
Content: Data from N = 235 professionals working in organisational psychology and related fields (not strictly registered psychologists) were analysed. The sample was predominantly early-to-mid career, with most holding postgraduate qualifications and a quarter being endorsed Organisational Psychologists. Employment outcomes were strong, with 96% currently employed, 80% able to work remotely at least part of the time, and half earning more than $120,001 per year excluding superannuation and bonuses. Respondents worked across more than 20 practice areas, with organisational development, health and safety, and workplace culture and employee engagement being most commonly reported. Looking ahead, technological literacy, data analytics capability, leadership influence, and wellbeing expertise were identified as key capabilities for future development. Further, a clear need to better articulate the profession’s value proposition and differentiate organisational psychology from adjacent disciplines was observed.
Contribution: Overall, this presentation offers a timely overview of the Australian organisational psychology workforce, with direct implications for ongoing professional development and workforce planning. Subsequent facilitated discussion ultimately seeks to translate this national data into practitioner led dialogue and ongoing advocacy efforts across the organisational psychology profession.
Aim: In 2025, the Society for Industrial and Organisational Psychology Australia (SIOPA) conducted and published an inaugural survey of the organisational psychology workforce across Australia (Strudwick et al., 2025). This presentation aims to provide an overview of survey findings including educational pathways, employment, remuneration, areas of practice, and capabilities most relevant for the future of work. Following the presentation, the audience will have an opportunity to engage in facilitated small group discussion to reflect on the profession’s future direction and what building capability might look like in practice.
Content: Data from N = 235 professionals working in organisational psychology and related fields (not strictly registered psychologists) were analysed. The sample was predominantly early-to-mid career, with most holding postgraduate qualifications and a quarter being endorsed Organisational Psychologists. Employment outcomes were strong, with 96% currently employed, 80% able to work remotely at least part of the time, and half earning more than $120,001 per year excluding superannuation and bonuses. Respondents worked across more than 20 practice areas, with organisational development, health and safety, and workplace culture and employee engagement being most commonly reported. Looking ahead, technological literacy, data analytics capability, leadership influence, and wellbeing expertise were identified as key capabilities for future development. Further, a clear need to better articulate the profession’s value proposition and differentiate organisational psychology from adjacent disciplines was observed.
Contribution: Overall, this presentation offers a timely overview of the Australian organisational psychology workforce, with direct implications for ongoing professional development and workforce planning. Subsequent facilitated discussion ultimately seeks to translate this national data into practitioner led dialogue and ongoing advocacy efforts across the organisational psychology profession.
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Jessica is a provisionally registered psychologist in the final year of her dual Master of Organisational Psychology and PhD at The University of Queensland. Her research examines how working hours impact mental health, with a focus on modelling long-term outcomes across Australia's working population. Her work has been published in journals including The Lancet, Occupational and Environmental Medicine, the Medical Journal of Australia, as well as contributing to the World Health Organization’s 2022 Guidelines on Mental Health at Work. Currently, Jessica consults at enscarp, holds a casual academic position at The University of Queensland, and serves as a volunteer committee member with SIOPA. Her career has been shaped by diverse experience including working as a consultant and expert reviewer for the World Health Organization and as a research officer at the Black Dog Institute, bringing both global policy experience and research expertise to her work in organisational psychology.
