Assessing organisational commitment and readiness through the DANMM project: a mixed-methods study.

BACKGROUND

Low representation and retention of Aboriginal and Torres Strait Islander nurses and midwives remain a persistent challenge for Australian health systems, constraining delivery of culturally safe, person-centred care. Building and sustaining this workforce is essential to addressing entrenched systemic health inequity.

AIM: This study evaluated the impact of implementing the Deadly Aboriginal Nursing and Midwifery Mentoring (DANMM) programme on health leaders' perceptions of organisational capability at individual and organisational levels.

DESIGN

An exploratory, mixed-methods study

SETTING

Senior health leaders across four local health districts in New South Wales

METHODS

Using snowball recruitment, the Organisational Commitment and Health Professional Program Readiness Assessment Compass (OCHPPRAC) was administered before and after DANMM implementation, alongside qualitative yarns. Quantitative data were analysed using SPSS, while qualitative data were examined inductively using Braun and Clarke's thematic analysis framework.

OUTCOME MEASURES: The primary outcome was change in OCHPPRAC organisational success factors pre and post implementation. Secondary outcomes included leaders' qualitative reflections on mentoring, relationships and cultural safety. Leaders from two local health districts participated.

RESULTS

Eight participants completed the OCHPPRAC. No statistically significant differences were identified across organisational success factors between pre and post implementation. Qualitative findings from five participants generated three themes: mentoring confidence and engagement; building enduring connections to support programme success; and fostering cultural safety.

CONCLUSIONS

This exploratory study examined the influence of the DANMM programme on perceptions of organisational cultural capability within participating local health districts. While quantitative findings demonstrated no significant organisational level change, qualitative insights revealed meaningful shifts in leadership attitudes, relationships and culturally safe practice. These findings suggest culturally informed mentoring programmes can strengthen relational leadership dimensions supporting Aboriginal and Torres Strait Islander nursing and midwifery workforce sustainability. Longer term implementation and evaluation are required to demonstrate measurable organisational change across diverse health service contexts nationally settings.