Our Research
Below you will find some of our research with links to accessible summaries and full-length academic texts
Research is organised into key categories. Scroll down to find the category you are interested in or click on the heading box buttons below to be taken to the section.
Planning for the Lived-Living Experience Workforce
including:
Lived-Living Experience Professional Development, Supervision and Role Clarity, and HR Policies
A Model for Understanding Lived Expertise to Support Effective Recruitment of Peer Roles (2025)
This paper explores views on the essential knowledge and skills derived from lived experience to inform the design of peer roles and support effective recruitment.
Employing people who have “been there, experienced that” to inform innovative HRM responses to workforce mental health issues: practice insights from industry (2024)
This paper explores the innovative HR practice of employing Mental Health Advocate roles at Energy Queensland.
Differences and Similarities between Consumer – and Caregiver – or Family Informed Peer Roles in Mental Health (2023)
An examination of the differences between Family/Carer/Supporter and Consumer Roles.
Developing inclusive and healthy organizations by employing designated lived-experience roles: Learning from human resource management innovation in the mental health sector (2022)
This paper explores the benefits that employing designated-lived experience roles can bring to colleagues and organisations in addition to service users.
Effective peer employment with multidisciplinary organisational model for best practice (2021)
This paper discusses a best practice model for the effective employment of Lived Experience workers
Skin in the Game: The professionalisation of Lived Experience roles in mental health (2021)
This study aimed to explore the arguments for and against professionalization are explored to understand the risks and benefits for the Lived Experience workforce.
How much ‘Lived Experience’ is enough? Understanding mental health Lived Experience work from a management perspective (2020)
This research aimed to explore management understanding of the lived experience required for designated lived experience or peer roles within mental health.
A role for Lived Experience mental health leadership in the age of Covid-19 (2020)
This paper discusses the role for lived experience mental health leadership in the age of Covid-19.
‘You Don’t Know What you Don’t Know.’ The essential role of management exposure, understanding and commitment in peer workforce development (2019)
Effective peer employment with multidisciplinary organisational model for best practice
This study aimed to explore management understanding and attitudes towards Lived Experience workforce. The paper also aimed to explore workplace culture considerations that impact on Lived Experience roles and how management is contributing to it.
Role titles and descriptions. Mental health Lived Experience workforce (2019)
An examination of example roles, specialisations, job titles and position descriptions for the Lived Experience workforce.
Take a gamble for high rewards? Management perspectives on the value of mental health peer workers (2018)
This study aimed to better understand the views of management on Lived Experience work and it’s value.
Identifying barriers to change: The Lived Experience worker as a valued member of the team (2017)
This paper explores the views of executives and senior managers, and why some organisations employ more Lived Experience workers than others.
The stigma of identifying as having a Lived Experience runs before me: Challenges for Lived Experience roles (2016)
This research aimed to better understand the experiences of Lived Experience workers in Australia and the challenges and the challenges they face.
Lived Experience practitioners and the medical model: World’s colliding? (2016)
This paper explores the perspectives of individuals working in lived experience roles to understand their experiences in these roles.
Recovery as a Lived Experience discipline: A grounded theory study (2015)
This paper explores the potential of Lived Experience workers in contributing to the implementations of recovery based service delivery within the Australian mental health sector.
Workplace Culture to Embed Lived-Living Experience
A Model for Understanding Lived Expertise to Support Effective Recruitment of Peer Roles (2025)
This paper explores view on the essential knowledge and skills derived from lived experience to inform the design of peer roles and support effective recruitment.
Developing inclusive and healthy organizations by employing designated lived-experience roles: Learning from human resource management innovation in the mental health sector (2022)
This paper explores the benefits that employing designated-lived experience roles can bring to colleagues and organisations in addition to service users.
To disclose or not disclose? Peer workers impact on a culture of safe disclosure for mental health professionals with Lived Experience (2022)
This paper explores the impact of the Lived Experience workforce on the disclosure of lived experience by mental health professionals to their colleagues in their workplace and strategies that encourage disclosure.
Effective peer employment with multidisciplinary organisational model for best practice (2021)
This paper discusses a best practice model for the effective employment of Lived Experience workers
Skin in the Game: The professionalisation of Lived Experience roles in mental health (2021)
This study aimed to explore the arguments for and against professionalization are explored to understand the risks and benefits for the Lived Experience workforce.
How much ‘Lived Experience’ is enough? Understanding mental health Lived Experience work from a management perspective (2020)
This research aimed to explore management understanding of the lived experience required for designated lived experience or peer roles within mental health.
A role for Lived Experience mental health leadership in the age of Covid-19 (2020)
This paper discusses the role for lived experience mental health leadership in the age of Covid-19.
‘You Don’t Know What you Don’t Know.’ The essential role of management exposure, understanding and commitment in peer workforce development (2019)
Effective peer employment with multidisciplinary organisational model for best practice
This study aimed to explore management understanding and attitudes towards Lived Experience workforce. The paper also aimed to explore workplace culture considerations that impact on Lived Experience roles and how management is contributing to it.
The global need for Lived Experience leadership (2018)
This study aimed to examine global research, literature and professional experience to identify common challenges and experiences of the Lived Experience workforce, as well as future needs.
The stigma of identifying as having a Lived Experience runs before me: Challenges for Lived Experience roles (2016)
This research aimed to better understand the experiences of Lived Experience workers in Australia and the challenges and the challenges they face.
Take a gamble for high rewards? Management perspectives on the value of mental health peer workers (2018)
This study aimed to better understand the views of management on Lived Experience work and it’s value.
Lived Experience practitioners and the medical model: World’s colliding? (2016)
This paper explores the perspectives of individuals working in lived experience roles to understand their experiences in these roles.
Lived-Living Experience Benefits for Organisations
A Model for Understanding Lived Expertise to Support Effective Recruitment of Peer Roles (2025)
This paper explores views on the essential knowledge and skills derived from lived experience to inform the design of peer roles and support effective recruitment.
Employing people who have “been there, experienced that” to inform innovative HRM responses to workforce mental health issues: practice insights from industry (2024)
This paper explores the innovative HR practice of employing Mental Health Advocate roles at Energy Queensland.
To disclose or not disclose? Peer workers impact on a culture of safe disclosure for mental health professionals with Lived Experience (2022)
This paper explores the impact of the Lived Experience workforce on the disclosure of lived experience by mental health professionals to their colleagues in their workplace and strategies that encourage disclosure.
How much ‘Lived Experience’ is enough? Understanding mental health Lived Experience work from a management perspective (2020)
This research aimed to explore management understanding of the lived experience required for designated lived experience or peer roles within mental health.
The global need for Lived Experience leadership (2018)
This study aimed to examine global research, literature and professional experience to identify common challenges and experiences of the Lived Experience workforce, as well as future needs.
Recovery as a Lived Experience discipline: A grounded theory study (2015)
This paper explores the potential of Lived Experience workers in contributing to the implementations of recovery based service delivery within the Australian mental health sector.
Organisational Commitment
including:
Allyship
A Model for Understanding Lived Expertise to Support Effective Recruitment of Peer Roles (2025)
This paper explores views on the essential knowledge and skills derived from lived experience to inform the design of peer roles and support effective recruitment.
Employing people who have “been there, experienced that” to inform innovative HRM responses to workforce mental health issues: practice insights from industry (2024)
This paper explores the innovative HR practice of employing Mental Health Advocate roles at Energy Queensland.
Developing inclusive and healthy organizations by employing designated lived-experience roles: Learning from human resource management innovation in the mental health sector (2022)
This paper explores the benefits that employing designated-lived experience roles can bring to colleagues and organisations in addition to service users.
Effective peer employment with multidisciplinary organisational model for best practice (2021)
This paper discusses a best practice model for the effective employment of Lived Experience workers
How much ‘Lived Experience’ is enough? Understanding mental health Lived Experience work from a management perspective (2020)
This research aimed to explore management understanding of the lived experience required for designated lived experience or peer roles within mental health.
A role for Lived Experience mental health leadership in the age of Covid-19 (2020)
This paper discusses the role for lived experience mental health leadership in the age of Covid-19.
‘You Don’t Know What you Don’t Know.’ The essential role of management exposure, understanding and commitment in peer workforce development (2019)
Effective peer employment with multidisciplinary organisational model for best practice
This study aimed to explore management understanding and attitudes towards Lived Experience workforce. The paper also aimed to explore workplace culture considerations that impact on Lived Experience roles and how management is contributing to it.
Take a gamble for high rewards? Management perspectives on the value of mental health peer workers (2018)
This study aimed to better understand the views of management on Lived Experience work and it’s value.
The stigma of identifying as having a Lived Experience runs before me: Challenges for Lived Experience roles (2016)
This research aimed to better understand the experiences of Lived Experience workers in Australia and the challenges and the challenges they face.
Identifying barriers to change: The Lived Experience worker as a valued member of the team (2017)
This paper explores the views of executives and senior managers, and why some organisations employ more Lived Experience workers than others.
Lived-Living Experience Ways of Thinking
A Model for Understanding Lived Expertise to Support Effective Recruitment of Peer Roles (2025)
This paper explores views on the essential knowledge and skills derived from lived experience to inform the design of peer roles and support effective recruitment.
Differences and Similarities between Consumer – and Caregiver – or Family Informed Peer Roles in Mental Health (2023)
An examination of the differences between Family/Carer/Supporter and Consumer Roles.
To disclose or not disclose? Peer workers impact on a culture of safe disclosure for mental health professionals with Lived Experience (2022)
This paper explores the impact of the Lived Experience workforce on the disclosure of lived experience by mental health professionals to their colleagues in their workplace and strategies that encourage disclosure.
How much ‘Lived Experience’ is enough? Understanding mental health Lived Experience work from a management perspective (2020)
This research aimed to explore management understanding of the lived experience required for designated lived experience or peer roles within mental health.
Role titles and descriptions. Mental health Lived Experience workforce (2019)
An examination of example roles, specialisations, job titles and position descriptions for the Lived Experience workforce.
Lived Experience practitioners and the medical model: World’s colliding? (2016)
This paper explores the perspectives of individuals working in lived experience roles to understand their experiences in these roles.
Inclusion and Diversity
Exploring issues of culture in peer work – A qualitative study (2026)
This paper examines the experiences of CARM peer workers in behavioural health settings, focusing on the systemic barriers they encounter and the implications for improving equity, inclusion, and cultural responsiveness within peer workforces and organisations.
Developing inclusive and healthy organizations by employing designated lived-experience roles: Learning from human resource management innovation in the mental health sector (2022)
This paper explores the benefits that employing designated-lived experience roles can bring to colleagues and organisations in addition to service users.
Role titles and descriptions. Mental health Lived Experience workforce (2019)
An examination of example roles, specialisations, job titles and position descriptions for the Lived Experience workforce.
The stigma of identifying as having a Lived Experience runs before me: Challenges for Lived Experience roles (2016)
This research aimed to better understand the experiences of Lived Experience workers in Australia and the challenges and the challenges they face.
Differences between the Family/Carer/Supporter and Consumer Roles
Differences and Similarities between Consumer – and Caregiver – or Family Informed Peer Roles in Mental Health (2023)
An examination of the differences between Family/Carer/Supporter and Consumer Roles.
Role titles and descriptions. Mental health Lived Experience workforce (2019)
An examination of example roles, specialisations, job titles and position descriptions for the Lived Experience workforce.
Challenges for Lived-Living Experience Roles
Exploring issues of culture in peer work – A qualitative study (2026)
This paper examines the experiences of CARM peer workers in behavioural health settings, focusing on the systemic barriers they encounter and the implications for improving equity, inclusion, and cultural responsiveness within peer workforces and organisations.
Developing inclusive and healthy organizations by employing designated lived-experience roles: Learning from human resource management innovation in the mental health sector (2022)
This paper explores the benefits that employing designated-lived experience roles can bring to colleagues and organisations in addition to service users.
A role for Lived Experience mental health leadership in the age of Covid-19 (2020)
This paper discusses the role for lived experience mental health leadership in the age of Covid-19.
Take a gamble for high rewards? Management perspectives on the value of mental health peer workers (2018)
This study aimed to better understand the views of management on Lived Experience work and it’s value.
Identifying barriers to change: The Lived Experience worker as a valued member of the team (2017)
This paper explores the views of executives and senior managers, and why some organisations employ more Lived Experience workers than others.
The stigma of identifying as having a Lived Experience runs before me: Challenges for Lived Experience roles (2016)
This research aimed to better understand the experiences of Lived Experience workers in Australia and the challenges and the challenges they face.
Lived Experience practitioners and the medical model: World’s colliding? (2016)
This paper explores the perspectives of individuals working in lived experience roles to understand their experiences in these roles.
Promoting Lived-Living Experience Leadership
Effective peer employment with multidisciplinary organisational model for best practice (2021)
This paper discusses a best practice model for the effective employment of Lived Experience workers
Skin in the Game: The professionalisation of Lived Experience roles in mental health (2021)
This study aimed to explore the arguments for and against professionalization are explored to understand the risks and benefits for the Lived Experience workforce.
A role for Lived Experience mental health leadership in the age of Covid-19 (2020)
This paper discusses the role for lived experience mental health leadership in the age of Covid-19.
‘You Don’t Know What you Don’t Know.’ The essential role of management exposure, understanding and commitment in peer workforce development (2019)
Effective peer employment with multidisciplinary organisational model for best practice
This study aimed to explore management understanding and attitudes towards Lived Experience workforce. The paper also aimed to explore workplace culture considerations that impact on Lived Experience roles and how management is contributing to it.
Role titles and descriptions. Mental health Lived Experience workforce (2019)
An examination of example roles, specialisations, job titles and position descriptions for the Lived Experience workforce.
The global need for Lived Experience leadership (2018)
This study aimed to examine global research, literature and professional experience to identify common challenges and experiences of the Lived Experience workforce, as well as future needs.
The stigma of identifying as having a Lived Experience runs before me: Challenges for Lived Experience roles (2016)
This research aimed to better understand the experiences of Lived Experience workers in Australia and the challenges and the challenges they face.
Take a gamble for high rewards? Management perspectives on the value of mental health peer workers (2018)
This study aimed to better understand the views of management on Lived Experience work and it’s value.
Developing inclusive and healthy organizations by employing designated lived-experience roles: Learning from human resource management innovation in the mental health sector (2022)
This paper explores the benefits that employing designated-lived experience roles can bring to colleagues and organisations in addition to service users.
Summary: National Lived Experience (Peer) Workforce Development Guidelines (2025)
What’s in the National Lived Experience (Peer) Workforce Development Guidelines and Where to Find What You’re Looking For (2022)
Chapman, M., Byrne, L.
National Lived Experience (Peer) Workforce Development Guidelines (2021)
Byrne, L., Wang, L., Roennfeldt, H., Chapman, M., Darwin, L., Castles, C., Craze, L., Saunders, M.
Lived Experience Training
Check out our website with courses to embed the research findings and build strong understanding of Lived and Living Experience workforces and practice.