This document discusses culturally diverse work environments in the healthcare field. It emphasizes that work practices should be culturally appropriate and create a psychologically safe environment for all. Culture is defined as everything that shapes our lives, including family, education, community and media. Culture is also dynamic and varies between individuals and generations. Healthcare workers should gain a deeper understanding of their own culture as well as those of clients in order to provide respectful and inclusive care. Diversity benefits workplaces by encouraging creative thinking, and all people should have equal access to services.

1. HLTHIR403B Work effectively with culturally diverse clients & co-workers

2. 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

3. 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

4. Family Friends Education The wider community Social activities Media Social institutions we interact with as we go through life How do we ‘learn’ culture?

5. 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

6. 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

7. 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)

8. We can be a powerful & influential educator of: The local community Other workers Clients accessing our services

9. 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?

10. “ Australians of all backgrounds will be proud before the world to say in whatever accents ‘I am Australian’” Al Grassby 1973 Multiculturalism

11. 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

12. All Australians have the right to: Participate fully in society Have equal access to services and resources To have choices

13. Justice and equity The values of justice and equality are deeply embedded into how we see Australia as a ‘fair and lucky country’.

14. 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

15. 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

16. 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

17. Layers of culture

18. International Legislation Federal Legislation State Legislation

19. 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

20. 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.’

21. 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.

22. 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)

23. 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

24. 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

25. Stages of acculturation

26. 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

27. 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

28. Some thoughts to finish with… The positive sharing and acceptance of diversity is one of humanity’s greatest riches

29. Diversity is not a problem but an opportunity

30. Thank you!!