We cannot repeat history again: a call to action to centre indigenous leadership as we prepare for the next pandemic.

Indigenous communities worldwide continue to disproportionately bear the burden during pandemics due to ongoing health inequities and systemic exclusion from pandemic decision-making processes. As the global community prepares for the next pandemic, it is critical to prioritise Indigenous leadership and governance within public health responses. This commentary highlights successful models of Indigenous-led pandemic responses during COVID-19 in Canada and Australia.

Adaptation in adversity: innovative approaches to food security amidst COVID-19 in a remote First Nations community in Canada.

The COVID-19 pandemic exacerbated food insecurity issues in geographically isolated communities, including Fort Albany First Nation (FAFN). This research examines FAFN's adaptive strategies to improve food security, highlighting community resilience and leadership. Data were gathered through semi-structured interviews with 20 community members who were involved in the pandemic response, either as members of the pandemic committee or as managers of community programs.

The acceptability of intimate partner violence screening and response among refugee women accessing Australian resettlement services.

Screening and response for intimate partner violence (IPV) is recommended for women in priority populations and is implemented in health services across diverse jurisdictions. Most women experiencing IPV strongly support screening, however this is untested with refugee women in resettlement contexts. Around one third of refugee women in Australia experience IPV and face multiple post-migration challenges.

Retaining peers in the behavioral health workforce: Factors associated with peer recovery support specialists intent to remain or leave current position.

Objective: Peer recovery support specialists (PRSS) are essential members of the behavioral health workforce. While factors contributing to PRSS job satisfaction and burnout have been examined, less is understood about why PRSS consider leaving or remaining in their roles. This study sought to identify personal, professional, and organizational factors related to PRSS' intentions to leave their current position.