1. Training for Aboriginal & non-Aboriginal Australians about
living and interacting in two worlds or more.
Copyright © 2010 Gwen Crombie. All rights reserved.
Jack and Gwen Crombie
June 2013
Share the Journey
Crossing Cultures
Training
14 Moyle St Port Augusta SA. 5700
Phone: 088641 9500 Mobile 0457054901
Email: gwencrombie@yahoo.com.au

2. ‘Walkingthesameline’
Indigenous and
non-Indigenous
working together
‘
To make a profound and lasting
difference for Aboriginal people
and non-Aboriginal world living
and interacting in both worlds.

3. CrossinProvide Aboriginal people and non-Aboriginal people with a greater
awareness and
new perspectives of how to cross cultures.

Attendees become present to negotiations, responsibility and choices
through their communications with differing cultures.

To deliver learning and understanding that creates unique, profound
and lasting differences within personal and working lives that are both
measurable, and that can be maintained.

The program is foundation training that supports the success of
all other Aboriginal and non-Aboriginal training and program
implementations, particularly supporting implementation of
Government programs.
Indigenous Training Mission Statement:

4. Crossing Cultures Training - Overview
The Crossing Cultures
Training program is
designed for all
Australians. Aspects of
self, through to family,
community, culture -
and the involved
interactions between
them are covered.
This creates win-win
scenarios that extends
understanding and
brings forth choices.

5. Crossin
Note:
This training is a
‘mirror image’
of the
cultural training
course(s) done for
non-Aboriginal and
Aboriginal
Australians.
The above logo represents two types of cultural learning;
1. Non-Aboriginal person > viewing & learning Indigenous culture
2. Aboriginal person > viewing & learning Non-Aboriginal culture
The focus of this training is for Aboriginal people to understand how and why
non-Aboriginal people may act/react, and where cultural differences are
present within certain circumstances and vise versa.
The focus of this
training (Aboriginal learning
non-Aboriginal culture)
Conventional training
(Non-Aboriginal people,
learning Aboriginal culture)
Training Focus & Training Logo:

6. What ‘Crossing Cultures’ training is not:
• A way of telling people how they should live their lives,
who they should be, what they must do, or how they must
do it.
• Pushing Aboriginal Australians into living ‘like’ non-
Aboriginal Australians.

7. What ‘Crossing Cultures’ training is:
• Training for Aboriginal people living and working in a non-Aboriginal
environment and for non-Aboriginal people living and working in a
Aboriginal environment.
• A demonstration of cultural differences to alleviate cultural friction and
dysfunction and support employment.
• An exciting and new way to support all other Aboriginal Australian
programs delivery and success (Community Safety, Health,
Employment, Welfare Reform etc)
• Practical scenarios based on real-life experiences.
• A tool for creating new choices (which may not
have been clear or were previously unavailable).
• A curriculum designed by Aboriginal Australians.
• Delivered by Cross-Cultural translation consultant,
Aboriginal Elder and formal trainer.
• For every Aboriginal and non-Aboriginal Australian.
“The Family Unit”
Jack Crombie 2008

8. Crossing Cultures Course Content:
• Introduction of Program
• Participant Expectations and Goals
• Exploring Culture and Cultural Differences
• Looking at How Personal Values Impact on Individuals
• Community Values & Expectations
• Addressing Educational areas
• Cultural Relationships/Attitudes & Communication
• Differences in Aboriginal & Non-Aboriginal Cultural Values
• Identifying Elements for Positive Personal Development
• Cultural Stereotypes
• Communication Styles
• Workplace Standards and Requirements
• Occupational Health & Safety
• Conflict in the Workplace
• Employability Skills & Characteristics
• Working with Teams
• Personal Course Development Evaluation

9. What support training materials are used in
the Crossing Cultures Course?
The following documents form the basis of the training
material:
• Crossing Cultures Communication Painting
• Training Charter
• Training Timeline
• Course content
• Lesson Plan (Training presentation)
• Exercises (Role playing scenarios)
• Questionnaire (Trainee feedback)
• Workbook (Assessment)
• Certificate of attendance

10. Key areas of common difficulties:
(covered in the Crossing Cultures Training)
• Health
• Employment
• Law Enforcement
• Shopping
• Businesses
• Banks and Money
• Political Aspects
• Government Departments (Centrelink)
• Racism (stereotyping and non-Aboriginal families)
• Shame (face saving, insecurities, disempowerment,
embarrassment)

11. Why is ‘Crossing Cultures’ training
necessary?
• To improve understanding of communication breakdowns between
Aboriginal and non-Aboriginal, their effects, and how to create better
outcomes.
• To improve the effectiveness and benefits of other programs that are
being delivered to the Aboriginal community.
• To increase the chances of attendees understanding where frictions
may occur and why they may occur.
• To improve the chances of Aboriginal Australians obtaining and
retaining long-term employment.
• To assist Aboriginal Australians to better identify the ruling laws, their
effects and their outcomes.
• To assist support our Aboriginal Australians with western based ways
and bridge the gap between understandings.
• To assist non-Aboriginal people to work effectively with Aboriginal
people

12. Who can benefit from ‘Crossing Cultures’
training?
• Aboriginal people that may not be familiar with living and
working in a non-Aboriginal environment.
• Aboriginal people that may not have had ongoing
interactions with non-Aboriginal people.
• Aboriginal people who wish to obtain and hold down a job.
• Anyone interested in the
understanding of some non-
Aboriginal behaviours,
beliefs and values.

13. Who can benefit from ‘Crossing
Cultures’ training?
• Non-Aboriginal people that may not be familiar with living
and working in a Aboriginal environment.
• Non-Aboriginal people that may not have had ongoing
interactions with Aboriginal people.
• Non-Aboriginal people who wish to obtain and hold down
a job and work effectively with Aboriginal people.
• Anyone interested in the
understanding of some Aboriginal and non-
Aboriginal behaviours,
beliefs and values.

14. Outcomes from ‘Crossing Cultures’ training?
Research and experience has identified a gap of underpinning knowledge for
many Aboriginal people in regard to understanding of how non-Aboriginal
cultures work. This is also true of non-Aboriginal people who sometimes have
misinformation of how Aboriginal cultures work,
This training is a foundation to support all areas of Aboriginal life in a cross-
cultural environment. Some outcomes from the training are:
•Aboriginal people obtain (and retain) employment
•Non-Aboriginal people be able to work effectivately
•Increased awareness and enhancement of work performance
•Attendees have a better understanding of other programs and have less
barriers to education and cultural barriers
•Can choose alternatives to reach full potential in a cross cultural climate and
employment
•Assist Aboriginal people to be safe and understand non-Aboriginal laws and
enforcement
•Enhance community and family life
•Promote personal well-being
rossing
ultures

15. What will it cost to deliver the ‘Crossing
Cultures’ training?
• The marginal factor of costs are the time required for any
training, planning and training delivery.
• A slide showing the proposed training timeline is included
within this kit.
• To deliver to this proposed timeline the following slide
estimates the likely costs, including a review and reporting
of all results.

16. What does it cost to deliver the
‘Crossing Cultures’ Aboriginal training?
Notes:
1. Costs should consider the possibility that Government may be able to charge for training to companies.
This may more than balance out some of the costs to the point where the training would be self-funding
2. The cost estimate is based on the shared consulting rate for Gwen and Jack Crombie.
3. The training package can be designed to suit individual people and organisations eg. Subjects, duration and cost
which maybe funded by Red Cross when delivered in conjunction with Red Cross programs
Item Notes Est Time
Documentation Completed – Time required to customise to local requirements 1 Day
Training  7 communities @ 1 day each
 Some communities may be able to pay for training
7 Days
Travel Travel to complete the training may be conducted as part of the
normal requirement to travel to each community (if local)
0 Cost
Management
Reviews
Review results and data obtained from the training delivery 1 Day
Train the
Trainer
Delivery
It should be possible to charge for training to organisations. Some
organisations have already indicated they would be very interested. It
is likely that this course can make money when the training is
delivered
0 Cost
(If charging
for training)
Post Delivery
Data Analysis
Analysis of the final result's) and any requirement's) of training
expansion or re-training
1 Day
(E) TOTAL: 9 Days / $

17. Proposed Training Timeline – SA & NT
Australia
Schedule Notes:
Training Trial completed first - to ensure delivery works well and to report on results. Outcomes reviewed and training
rework completed if necessary. Training delivered to communities/school. Train the trainer documentation completed
and delivered. Training program adapted for both Aboriginal and non-Aboriginal
2010

18. Support for this training
The following is a formal letter of support from the Coober Pedy Elders from
whom Gwen received Cultural Training for many years.
18

19. Support for this training
The following is a formal letter of support from Mrs Sharon Morris, Community
Development Officer – Red Cross NT after reviewing the training documentation;
19

20. Support for this training
The following is a formal letter of support from Mrs Jeana Fowler, Shire Services
Manager, Central Desert Shire NT, after reviewing the training documentation;
20

21. Support for this training
• This training is also supported by the Kaltjiti
Community Council Fregon APY Lands.
• Feedback received from the contracting company
manager for the community housing project. Was
positive and affirming of benefits for the trainees
and contractors in work place practices and
relations.

22. Where assistance is required?
• Initial assistance is urgently required to secure a ‘Patron’
for the Aboriginal training program:
− This person could be from Government
− This person could represent the training program politically
− This person could support the training program if and when the
media become involved, or if something became controversial
− This person will be made aware of the above areas, and will need
to be passionate, and inspired, about the possibilities that this
training represents. They should also be inspired and committed to
making a practical difference in the lives of Aboriginal Australians
• Further documented support for the training from
leaders and others, particularly in Government
• Funding secured to continue the training plan and
schedule
• Assist planning for results communication/broadcasting 22

23. Jack Crombie ‘Katatjunti’ is a Yankunytjatjara man. A
Traditional Owner and Elder of the Fregon and Mimili APY
Lands SA area’s. He was born at Idia Well Kenmore Park
Station APY Lands SA, near the Northern Territory border.
Jack is an expert in Traditional Cultural practices, including
tracking skills which he has used to save many lives. He
has spent many years assisting Aboriginal aged and young
people. In his younger days he was a successful rodeo
rough rider. Jack has had his story published “Walkabout
Through the life of Jack Crombie” available;1-800-618-969
or online at www.Amazon.com.
Jack was a community policeman at Coober Pedy for nine
years, has been an Umoona Community Council member
and Native Title holder and Traditional Owner of Mount
Clarence Station Coober Pedy SA and APY Lands Jack
was a senior NT Australian of the year finalist in 2008.
Jack was also a Community Development Officer for Red
Cross in the APY Lands SA, he also worked as an
Aboriginal Liaison Officer with Red Cross in Central
Australia and with Alice Springs Night Patrol, he was a
consultant with Mission Australian on the Remote
Communities Safety Report. Jack is approximately eighty –
three years of age and is now retired but continues to do
volunteer work with Red Cross visiting prisoners at Port
Augusta prison and assisting Cross Boarders with their
Young Offenders training program.
Cultural Consultant & Interpreter

24. Gwen Crombie, a former nurse, moved into
Aboriginal aged care management at Coober Pedy
then onto Mutitjulu and Kaltukatjara (Docker River)
NT.
Gwen has also lived and worked on the Anangu
Pitjantjatjara Yankunytjatjara Lands, the
Ngaanyatjarra Lands and Central Desert
Communities NT.
Gwen also teaches ‘Crossing Cultures’ training and
has a great deal of experience in training and
mentoring Aboriginal staff and trainees.
Gwen’s experience in Culture comes from living for
over 20 years with a ‘foot in both worlds’. Gwen also
secured funding and set up the Elders Bush Camp
at Coober Pedy which become world known and
won a 10,000 dollar award for successfully
addressing violence. Gwen and Jack lived at the
Bush Camp with 30 Traditional Elders for 3 years
where Gwen received instruction in Culture from the
Elders and attended “Women’s Business” regularly
with the Senior Women. Gwen also holds a
Certificate lV in Training & Assessment and
Mentoring Indigenous Trainee’s.
Indigenous Trainer and Consultant
Gwen Crombie

25. Jack and Gwen spent two years working with Australian Red Cross in central Australia NT.

Gwen in the position of Senior Community Development Officer, and Jack as Indigenous Liaison Officer;
working in remote community development, capacity building, Training in nutrition, Cross Culture
Awareness and Aged Care, establishing nutrition and food security programs and supporting aged care
services.

Jack and Gwen created the possibility of this training ‘to make a profound and lasting difference for
Aboriginal people living and interacting in a non-Aboriginal world.’

They run a very successful pilot program as an initial trial, and then reporting/delivering the training as
consultants. Which commenced in March 2009 following Gwen and Jack’s move to Pukatja Ernabella SA
where Gwen took up the position of Administration Coordinator/Trainer
●
In November 2009 they returned to Australian Red Cross SA . Gwen as full-time Senior Community
Development Officer and Jack as part-time Community Development Officer on the APY Lands where
they also ran a Red Cross Office from Jack’s Homelands Aparawilintja south, west of Fregon Community
APY Lands SA.
●
They have delivered the Crossing Cultures training to Pukatja, Fregon, Mimili and Amata communities APY
Lands for over 60 Aboriginal people
●
May 2012 Gwen and Jack moved to Port Augusta where Gwen will continue to work for Red Cross as
Community Resource Officer for Davenport Community and Trainer with Red Cross Collage. Jack will return
to communities from time to time to work with Cross Boarders supporting their training for young offenders
Current Status