One of the gains of globalisation is its osmotic effect of equalisation motivating all the countries to reach their potential. Human resource especially, medical manpower, determines the health of the nation. Developing countries are becoming increasingly aware, of using their scarce resources to train a doctor, only to lose it to the Western world. The article highlights the exploitation, and possible wastage of highly qualified medical workforce who, are accommodated to suit the needs of the host country irrespective of their previous qualifications and experience. The article also makes suggestions to recover and retain the talents of the country.

Worldwide doctors have been migrating from low- and middle-income countries to high-income countries for decades. This contributes to dearth of doctors, especially psychiatrists, in low- and middle-income countries – often referred to as ‘brain drain’. Australia has a fair share of psychiatrists of Indian origin in its workforce. This article endeavours to re-formulate the migration phenomenon as ‘brain exchange’ through the experiential insight of the authors along with published literature and discusses the contribution of substantial number of psychiatrists of Indian origin to the Australian society. Furthermore, the article highlights the potential for the Royal Australian and New Zealand College of Psychiatrists to be a leader in this area by facilitating globally responsible practice by giving back to countries from which psychiatrists originate. The key observations and recommendations are transferrable to other similar countries and equally to other medical specialities.

Globally there is an increasing participation of women in the general workforce, but the healthcare workforce has always had a higher proportion of women. It is estimated that the majority of the 75% of women who constitute the global health workforce mostly occupy the lower ranks. Among doctors, women are under-represented in positions of power and influence.   This article aims to increase awareness of factors that impede the potential of women doctors, and considers initiatives that could be implemented in the healthcare sector to address the gender inequality, including a fair representation in positions of leadership and influence. Although this article will focus primarily on issues related to gender equality, the author recognises the impact of intersectionality of the factors that contribute to differential attainment.   Diverse workforces tend to perform better in productivity, innovation, balanced decision-making and job satisfaction. There is research suggesting that women doctors have better communication skills, spend more time with patients, adhere better to guidelines and may even have better outcomes in healthcare decision-making. Women tend to anchor their leadership in purpose and impact rather than personal ambitions or power; demonstrate emotional intelligence in inspiring their teams, and promote collaborative working in the interest of the organisations they lead.   There is an opportunity to learn from initiatives that promote women in leadership roles, as well as published reviews that encourage organisations to address gender disparity in pay and positions of influence. Now is the time to add the multiple dimensions of diversity and intersectionality to this initiative for gender equality and justice in the medical workforce.   Keywords: Equity, leadership, woman doctor

Although Australia is accustomed to bushfires on a regular basis the extremity of the latest episode was unprecedented causing worldwide concern for the people and ecosystems of the country. This article describes the causes of bushfires alongside the environmental impacts. It reflects on the heroic manner in which the Australian peoples rallied together to overcome their adversity, concluding on lessons to be learned for future generations.

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