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Chccs405 A Work Effectively With Culturally Diverse Clients &
 

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Cultural Diversity

Cultural Diversity

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  • Our cultural background lays a foundation of values and perspectives that give meaning to the world around us and help define who we are. Culture influences our physical world – the way we look, use language, eat, dress, build shelter, sing, dance and spend our leisure time. It can be argues that culture is everythig that makes up life The way we do things Our attitudes, thoughts, expectations and values.
  • It is reflected in the implicit (hidden) guidelines we use for living; we learn culture from a variety of ways with the foundation of learning in the family.Other significant contributing factors are: Friends Education The wider community Social activites Media Social institutions we interact with as we go through life
  • Cross Cultural Knowledge activity – P4-5
  • Culture is not always determined or reflective of a person’s race or ethnicity Another aspect, factor or characteristic of a person’s life might be more dominant in their cultural identity Cultural identity may derive or evolve as a result of sharing similar characteristics, life experiences or choices/preferences facing similar discrimination eg sexual preference, disability, being a detained asylum seeker, being a survivor of the Bali bomb, playing AFL football, being a Christian, Jew or Muslim, being a teenager etc. There are often sub-cultures within cultures and not all groups that experience a similar characteristic, experience or life choice will identify or assume the dominant vulture of that group eg youth cultures. Some young people will not see their identity as primarily being determined by their youth and their peers, but rather by the sporting club they belong to, or political party etc. Emos HANDOUT – Being different
  • Born in Australia Naturalised Aboriginal or Torres Strait Islander HANDOUT – A brief history of Diversity in Australia
  • Insight into one’s own culture and awareness of its influence is essential for being open to learning about other cultures. On this foundation can be built culturally sensitive and responsive communication and cooperation with families and co-workers of diverse cultures.
  • Cultural awareness iceberg activity Brislan (1994) used the iceberg as a metsphor for discovering the layers or levels of cultures. Only the tip of the iceberg is visible but the largest part of its strength, mass and driving force lies submerged and hidden. It is important for community workers to have an understanding of cultural frameworks and how they influence behaviour They provide insight and opportunities for understanding their own behaviour and the behaviour of others. Before you begin to examine the iceberg and levels of culture, what signs or aspects of culture do you think may be represented.
  • Productive diversity identifies that cultural and linguistic diversity is a benefit to creative thinking and problem solving in business
  • Productive diversity Cultural & linguistic diversity is a benefit to creative thinking & problem-solving in business When harnessed it allows all to contribute to organisational success, reflecting in the provision of services that are appropriate for all the Australian public. Class exercise 2 Case study
  • ‘ The basic needs of security and & safety need to be adequately provided in order for the individual to participate in the community & gain a sense of belonging’. Maslow Self-esteem & identity then emerge as priorities
  • Stress arises when people cannot meet their everyday needs as they would in their own culture. They cannot communicate, cannot make themselves understood. The familiar ways of behaving learned during socialisation do not work in the new culture. As a result they experience a sense of loss & a sense of shock When we feel protected in our familiar environment it is easy to overlook the psychological & sovio-cultural adjustments difficulties that others may be having/ To begin to appreciate these difficulties we must either experience them for ourselves or take the time to think reflectively about them. Somira’s story – Read P26
  • Stages of acculturation handout
  • Group exercise
  • ATSIC – Abiriginal & Torres Strait Islander Commission CAHMA – Community Access Mental Health Alliance CALD – Culturally & linguistically diverse
  • Cultural diversity can, however, present many challenged at a micro and a macro level. Living together peacefully in a diverse world is of urgent global importance & will not happen by itself simply if people of diverse backgrounds live next to each other.
  • QUIZ!!!!!!!

Chccs405 A Work Effectively With Culturally Diverse Clients & Chccs405 A Work Effectively With Culturally Diverse Clients & Presentation Transcript

  • HLTHIR403B Work effectively with culturally diverse clients & co-workers
  • Apply an awareness of culture as factor in all human behaviour
    • Work practices followed are culturally appropriate
    • Work practices followed create a culturally & psychologically safe environment for all persons
    • Work practices are reviewed and modified in conjunction with persons from diverse backgrounds
  • What is culture?
    • It can be argued that culture is everything that makes up life
      • The way we do things
      • Our attitudes, thoughts expectations and values
    • Family
    • Friends
    • Education
    • The wider community
    • Social activities
    • Media
    • Social institutions we interact with as we go through life
    How do we ‘learn’ culture?
  • Bonds
    • Strongest bonds are:
      • Feeling or sense of belonging
      • Acknowledgement
      • Acceptance
      • Inclusion by group of the individual as member
    • Bond may even transcend other common indicators such as:
      • History
      • Traditions
      • Language
      • religion
  • Culture does not stay the same Changing, responds to time, technology, movement & continuing adaption of group 1 st , 2 nd & 3 rd generations of ethnic group may have differing customs from country of origin Family practices, friendships, outside influences intermarrying of two cultures etc CULTURE DYNAMIC Will develop differently when moved to a new country Contains individual differences
  • Difference
    • Culture is not always determined or reflective of a person’s race or ethnicity
    • Another aspect, factor or characteristic of a person’s life might be more dominant in their cultural identity
    • Cultural identity may derive or evolve as a result of sharing similar characteristics, life experiences or choices/preferences facing similar discrimination.
    • There are often sub-cultures within cultures and not all groups that experience a similar characteristic, experience or life choice will identify or assume the dominant culture of that group eg youth cultures (EMOS)
  • We can be a powerful & influential educator of:
    • The local community
    • Other workers
    • Clients accessing
    • our services
  • What defines an Australian?
    • Does it have anything to do with:
    • the colour of a person’s skin?
    • The language they speak?
    • What they wear?
    • Their religion?
    • Their gender?
    • Their sexual preference?
    • Any disability they may have?
    • What they earn?
    • “ Australians of all backgrounds will be proud before the world to say in whatever accents ‘I am Australian’”
    • Al Grassby 1973
    Multiculturalism
  • What do we mean by ‘Multiculturalism’
    • Multiculturalism recognises the positive contribution of ethnic diversity to Australia, the value of its indigenous heritage & the recognition that all people belong to the community regardless of cultural and linguistic background
  • All Australians have the right to:
    • Participate fully in society
    • Have equal access to services and resources
    • To have choices
  • Justice and equity
    • The values of justice and equality are deeply embedded into how we see Australia as a ‘fair and lucky country’.
  • Our responsibilities as community workers and Australians
    • To provide an inclusive environment
    • To be powerful mentors and role models to others in showing respectful ways to deal with diversity
  • CHALLENGES
    • To gain deeper awareness of culture and move beyond the obvious by:
    • Gaining a deeper understanding of our own culture
    • Gaining a deeper understanding of the cultures with whom we come into contact
  • Awareness of own culture
    • Insight into one’s own culture and awareness of its influence and history is essential to being open to learning about other cultures
    • On this foundation can be built culturally sensitive and responsive communication & cooperation with families & co-workers of diverse cultures
    First Fleet White Australia Policy Penal colony Early explorers Mabo – land rights Tampa Stolen generation Detention centres Religious intolerance
  • Layers of culture
    • International Legislation
    • Federal Legislation
    • State Legislation
  • Interesting statistics
    • Almost I in 4 of Australia’s 19 million people were born overseas (DIMA)
    • Of these, approx 25% were born in a country where English is not the main language
  • Productive Diversity
    • Aust govt recognises benefits of diversity for business in its
    • New agenda for multicultural Australia statement 2003
    ‘ In the knowledge based economy where people are the key to the nation’s productivity & competitiveness, Australia’s multiculturalism is a most valuable resource. It encourages diversity in ways of thinking and stimulates innovation & creativity. It helps us to forge links with the rest of the world that can deliver increased trade & investment through the expansion of markets & development of diverse goods & services. The govt is committed to promoting economic benefits that can be delivered in both domestic & international markets by capitalising on Australia’s wealth of cultural & linguistic skills & on the social & business networks of Australia’s migrants. This is pursued by the Productive Diversity Program.’
  • Productive Diversity
    • Cultural & linguistic diversity is a benefit to creative thinking & problem-solving in business
    • It allows all to contribute to organisational success, reflecting in the provision of services that are appropriate for all the Australian public.
  • Creating a culturally & psychologically safe environment
    • ‘ The basic needs of security and & safety need to be adequately provided in order for the individual to participate in the community & gain a sense of belonging’.
    • (Maslow, 1970)
  • Maslow’s hierarchy of needs Food, shelter, sex Air, water, sleep Home and family Neighbourhood Groups, clubs, workgroups, friends Need to feel loved & accepted by family & others Self-esteem Attention & recognition by others Seek knowledge, inner peace aesthetic experience, self-fulfilment
  • Psychological & socio-cultural adjustment in crossing cultures
    • Stress arises when people cannot meet their everyday needs as they would in their own culture. They cannot communicate, cannot make themselves understood. The familiar ways of behaving learned during socialisation do not work in the new culture. As a result they experience a sense of loss & a sense of shock
  • Stages of acculturation
  • How can we ensure that we are constantly responsive to diversity in the workplace?
    • Truly inclusive WORK environments require a vision for inclusion of diversity that is not merely a cliché but a set of practices that take place daily, weekly, monthly etc
  • Did you include these?
    • Consultations with
      • clients/client groups/client support groups
      • State departments of multicultural affairs
      • Government support programs such as various disability services, refugee support services, ATSIC, CAHMA etc
      • Community based networks from CALD groups or service providers such as migrant issue networks, multicultural forums, health and community service networks
  • Some thoughts to finish with…
    • The positive sharing and acceptance of diversity is one of humanity’s greatest riches
    • Diversity is not a problem but an opportunity
  • Thank you!!