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Building Organisational Cultural Competency

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CALLIPPACultural CompetencyTraining
Working with Aboriginal & Torres Strait Islander People & CommunityChristina Fletcher 2014
Acknowledgement of Country
I would like to Acknowledge the Traditional People of all of the lands we are gathered on today.I would like to acknowledge the Elders of these lands, past, present & future.Acknowledgement of CountryAn Acknowledgement of Country is undertaken where there is no Elder or Traditional Owner available for Welcome to Country.Welcome to CountryWelcome to Country is undertaken by local Elders or Traditional Owners. Always ask for Elders or Traditional Owners to do ‘Welcome to Country’ at Events/Functions.
Webinar aims to assist you to:
Reflect on what you are doing now– Is it working? What can you do better/differently?Improve your service quality/delivery to Aboriginal & Torres Strait Islander People and Community.To engage positively with and build working relationships with Aboriginal & Torres Strait Islander People & Community.Build Equity of Access within your organisation.Support the ‘Closing The Gap’ Initiative across the Human Services Sector.
What is Cultural Competency?
Importantly,for Individuals, Cultural Competence requires more than becoming culturally aware or practising tolerance.It can be defined as the ability to identify and challenge one’s own cultural assumptions, ones values and beliefs. It is about developing empathy and connected knowledge, the ability to see the world through another’s eyes, or at the very least to recognise that others may view the world through a different cultural lens.(Ref: Fitzgerald, 2000 cited in Stewart, 2006.)
Essential Elements of Cultural Competency
Policy and ProcedureService Delivery that is Culturally Safe, Appropriate and ApplicableEducation & EngagementValues & Attitudes
Policy and Practice
Set Policy that drives the Initiative, policy that supports Equity of Access and provides Inclusive ServicesSet Policy that will acknowledge and pay respects to the Elders/Traditional Custodians of the land, past, present & futureSet Policy that will invite local Aboriginal & Torres Strait Islander Elders to give a ‘Welcome to Country’ at major Events & FunctionsDevelop a RAP – Reconciliation Action PlanIntake/Registration process - Language?
Recruit Aboriginal and Torres Strait Islander Staff – Set in PolicyNominate key workers in your organisation – Set in PolicyProvide Mentoring, guidance, advice and support to staff when working with Aboriginal & Torres Strait Islander Peoples and CommunitiesEngage a Cultural Consultant to guide you through the processDevelop Culturally Safe models of practice
Source Culturally relevant supports, programs and servicesIdentify and consider organisational and operational barriers to equity of accessAcknowledge & Utilise protocolsIdentify Aboriginal & Torres Strait Islander clients correctly on your recordsOperate an Outreach Service where possible
Service Delivery that isCulturally Safe
Clear 2008 makes the point:-“while culturally safe practice focuses on ‘effective clinical practice’ for a person from another culture, ‘unsafe cultural practice’ diminishes, demeans or disempowers the cultural identity and wellbeing of an individual.”
Cultural Safety respects, supports and empowers the Cultural Identity and wellbeing of an IndividualCultural Yarn - Have the YarnFear of Govt Systems & ServicesReassure Clients that confidentiality is protected and privacy is respected
Effective communication is crucialSpeak clearly and simplyBe aware of body language and non verbal behaviourAsk people how they would like to be addressedCreate an open and trusting environmentBe prepared to share your own personal information – Cultural Yarn
Recogniseeach client’s meaning of familyBe prepared to take the time to Relationship BuildSource relevant supportsProvide a holistic approach to provision of services and supportsService is delivered by Aboriginal & Torres Strait Islander Staff or Key Workers
Education & Engagement
Organisational commitment needs to be driven from the top downEncourage and support clients to attend appointments with a family member and/or support personConsult Community about who to yarn to regarding your businessBe aware of Cultural Issues that may affect engagementeg: Women’sBusiness is Women’s Business; Men’s Business is Men’s BusinessOngoing Cultural Competency Training for all StaffSupport Aboriginal ownership and control
Recognise the diversity across the Aboriginal & Torres Strait Islander CommunitiesSupport Family Structures and Kinship SystemsAccept Culture as a Core Component of all InteractionEncourage Staff to attend & participate in local Community eventsAdvertise local Community Events on your noticeboard and in your NewslettersDo your Staff know the local Aboriginal & Torres Strait Islander workers?
Visual Inclusion
A significant toolDisplay Aboriginal & Torres Strait Islander Flags in your Reception AreaDisplay Indigenous Artwork (sourced locally if possible)Use appropriate Aboriginal & Torres Strait Islander ResourcesRecruit Aboriginal & Torres Strait Islander StaffHave Aboriginal & Torres Strait Islander Representation on your Board
Values & Attitudes
Show RespectResearch & Understand the impacts of past policies and practiseCreate a Welcoming & Friendly Environment – SmileKnow that Aboriginal & Torres Strait Islander People have a Spiritual Connection with the Land and all of its InhabitantsUphold and respect Family and Kinship obligationsKnow that for A&TSI People – Family always comes firstBe aware of and reflect on our own personal values, beliefs and attitudes.
Callippa Cultural CompetencyTraining
QuestionsChristina FletcherJuly 2014

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Building Organisational Cultural Competency