Non-Aboriginal Staff: A Case Study

Strait Islander staff. Increase the number of non- Aboriginal/Torres Strait islander people Less report of incident/misunderstanding around cultural issue. Less retention of non-Aboriginal staff Improvements in cultural knowledge testing of all staff.

This is a submission research template conducted for a proposed new agency in the South Burnett Region. The template outlines a rationale for the services aims of being holistic and addressing social-emotional well-being and stakeholders that should be consulted in the design of the service delivery. The practice approach, model and theory that will inform the service delivery. Outlining the strategy culturally safety, to ensure cultural safe service delivery and personal and professional qualities to look for in staff. The responses have been informed by a review of the literature relating to social-emotional well-being of Aboriginal and Torres Strait Islander People and an internet search for possible

The ‘Stolen Generations’ is a term used to describe the actions of which Aboriginal and Torres Strait Islander people, mostly children, were taken away from their families between the 1890’s and the 1970’s (Korff, 2014). Children were taken to institutions or adopted by non-Indigenous families and most never saw their families again. In the early 1900’s the Australian public was persuaded into believing Aboriginal children were deprived, mistreated and at risk in their own communities. People believed that Aboriginal children would receive a better education, a more loving and caring family and a more civilised upbringing if adopted by white families or government institutions. In reality Aboriginal children were being removed so that they

The discussion of a hidden curriculum (Eisner, 1985; Jackson 1968) wherein students learn more in the public school system than what the direct or written curriculum intends - or intentionally leaves out - is oddly appropriate in the context of looking at the experience of the Aboriginal working-age populations in Canada. Bowles and Gintis (1976) suggest that schools maintain the dominant capitalist system of mainstream society due to particular social relations taking place in school communities. If public education in Canada is not correcting historical and social biases, it perpetuates prejudice and the placing of Aboriginal peoples at a lower social standing in Canada. How then are they expected to be successful in avenues like the

The Secretariat National Aboriginal and Islander Child Care (SNAICC) association was created to support children of an Indigenous background. The SNAICC shared mission statement is:

Aboriginal Hospital Liaison Officers (AHLOS) perform an important role of providing liaison services to the Aboriginal patients. They provide emotional and cultural support to the patients and their families and help them in getting access to the hospital services. They also perform the tasks of liaison and advocacy.

1) It can address the diversification of human resources needed to police Aboriginal groups with vastly diverse traditions.

To ensure cultural safety and professional relationships with Aboriginal and Torres Strait Islander people I will need to “create an environment that is physically, mentally, spiritually and emotionally safe for people” where they are not judged for whom they are or how they live (Cultural Safety, n.d). I need to ensure that professional relationships in the workplace are based on shared respect, shared knowledge and experience, tolerance of diversity and shared understanding of cultural safety. I need to have an open mind. I need to be knowledgeable and professional at all times. Respect has to be earned. I need to ensure that I respect and behave in a sensitive manner towards Aboriginal and Torres Strait Islander people, in order to get their

Great job on the discussion post. I am in agreement with you that in order to be culturally competent professionals; training, self-awareness of our own culture, as well as others is a necessity. O’Hare, (2016) writes that in order to be a culturally competent practitioner “a genuine awareness of one’s own cultural background…as well as learning about the client assimilation and acculturation challenges” (p.25).

This report is designed to outline and explain the benefits to both indigenous Australians and healthcare workers (specifically Radiographers) of providing culturally competent care. In radiography, like all healthcare settings culturally competent care is essential for patient comfort and experience. To provide culturally competent care one must first understand the history of the Indigenous Australians health and factors that have had an influence on it. Health care workers must be educated to have an understanding of the culture and beliefs of the indigenous Australians and Torres Strait islander population and how they may differ from European Australians. Understanding how to effectively communicate with Indigenous Australians and avoid unintentional offence creates ease and comfort for both the healthcare workers and Indigenous Australians.

Issues • Racial Discrimination against Aboriginals • Ignorance of City people – believed that racism didn’t exist in Australia • Segregation of public places in country towns – e.g. Moree, Walgett, Gulargambone, Kempsey, Bowraville • Poor living conditions for aboriginals in small towns Change and impact • Freedom Ride o Exposed racism and racial segregation in country towns o Some towns include Moree, Walgett, Gulargambone, Kempsey, Bowraville o Exposed racism and segregation o Made Australians aware o Brought the idea of activism • Used non-violent force (like Martin Luther King) • Secretary of the Department of Aboriginal Affairs • President of the Arrernte Council of Central Australia • First aboriginal male to get a university degree

I think it is important to realise that although people from another culture may do things differently to what you are

It is estimated by the World Health Organisation, that by the year 2050, there will be 1.5 billion people worldwide, who will be over the age of 65. Similar, escalation of statistics can be witnessed in Australia’s demographic, where it is expected that by 2050, 25% of the Australian population will be over the age of 65, which is a staggering jump from the 14.7% that was estimated in 2014. Thus, with the increase concentration in the Geriatric ward, hospitals have constructed assessments through which onset of cognitive and physical decline can be measured (Pachana et al., 2016). However, there has been considerable amount of criticism at the mainstream assessments offered at geriatric wards, especially when utilized towards Aboriginal

When analyzing the issues and deprived service that Aboriginal communities have so long been exposed to, it’s easy to understand the downward spiral they have been caught in. A lack of medical care, little education, high unemployment rates, decaying infrastructure, ineffective government programs and work exhaustion, are all factors that ensure the act of moving forward is made as hard as possible. But how did Aboriginal communities end up like this? What was the turning point that caused a 40,000 year long history to decay to some of the lowest communities in our society?

In this situation, better approach is the younger supervisor should be instructed to build up participatory approach rather than forceful leading of his senior generation. Young supervisor could show respect to team members. Further, getting a written documentation by all agreed workers before working as a team is important. Particularly, older people have more experiences than a younger person. Indigenous people have high respect on seniors and their tradition as well. In this case, when a young indigenous person supervises older workers might be a problem. But our responsibility is to provide best care service to patients. Therefore, when working as team we should let older indigenous workers to understand the ability