CHCDIV002 - Promote Aboriginal and/or Torres Strait Islander Cultural Safety Assessment 2

This assessment focuses on promoting cultural safety in a diverse workplace. It includes identifying cultures, languages, and disabilities, valuing diversity, resolving misunderstandings, and supporting Aboriginal and/or Torres Strait Islander cultures and people.

CHCDIV002 - Promote Aboriginal and/or Torres Strait Islander cultural safety
CHCDIV002 Assessment 2 Question 1
CHCDIV002 - Promote Aboriginal and/or Torres Strait
Islander cultural safety
Introduction to Assessment 2
Learner Instructions
Read the scenario given below. Select a setting between the community services, specify the type
of service, or at a school.
Expand on the scenario and create information as if you were working in a diverse
workplace. If you are working or have been on work placement in a suitably diverse workplace,
you can use information about that workplace.
If you use information about real workplace, always use a different name so the organisation
cannot be identified. This is extremely important, and it is called deidentifying the data.
Please use each of the following numbered points as subheadings within your project and write
your responses under each of these subheadings. Submit to your assessor.
Please make sure that you keep a copy of your assessment submissions.
Scenario:
You have been working within community service organisation or at a school, where
you have colleagues, families, and external support workers from a range of cultures
with varying language barriers and abilities. This diversity can create differences in
political, social, economic, and cultural values. However, your workplace follows
practices that support inclusive practices.

Question 1 A
Question
Scenario:
You have been working within community service organisation or at a school, where
you have colleagues, families, and external support workers from a range of cultures
with varying language barriers and abilities. This diversity can create differences in
political, social, economic, and cultural values. However, your workplace follows
practices that support inclusive practices.
Identify two (2) cultures that are different from yours, two (2) languages other than
standard Australian English, and two (2) disabilities that may be represented in this
workplace. You can do some research if required.
Answer
Two types of cultures are:
1. Aboriginal
2. Torres strait islander
Two languages other than Australian English are:
1. Italian
2. Mandarin
Two disabilities:
1. physical disabilities.
2. vision impairment.
Question 2 A
Question
For each of the above, briefly explain how the differences in cultures, languages, and disabilities can
be valued in the workplace.

Australia is a inclusive and tolerant society. It is a nation with people from various different
backgrounds. For an organisation to be culturally diversified it is important that it values
various different cultures and languages and disabilities so that there can be harmony in the
organisation (Bottema-Beutel and et.al., 2021). Showing respect for diversity in
communicating with people by using verbal and nonverbal means of communication will
result in creating value for diversity by maintaining and developing effective relationship.
This results in mutual trust and enhances confidence of the people. Also, to value disability in
the workplace, using various strategies that help in promoting disability and makes them feel
inclusively comfortable boosting their morale.
Question 3 A
Question
Reflect on your culture and give three (3) points on how your own culture may negatively influence
your ability to incorporate inclusive work practices into your daily tasks.
1. Dysfunctional conflicts,
2. lost productivity, and
3. difficulty to achieve harmony in group settings
with the lack of cultural diversification in the organisation has resulted in creating an
environment where there is lack of communication that is resulting in dysfunctional
adaptation if the behaviours of the employees (Shepherd and et.al., 2019). Also, the culture is
negatively influencing the efficiency and performance level of the employees well as the
organisation.
Question 4 A
Question
Discuss two (2) areas where you can improve your awareness of people from diverse
backgrounds in this workplace .
The two areas of improvement to create awareness of people from diverse backgrounds are:

1. with good communication skills- that is spending time with the diversified cultural
people will help in increasing awareness about the diversified background of
individuals from where they are coming and better understanding of it
2. recognising diversified culture: that recognising the different culture from where
employees are coming and acknowledging their culture by recognition of their
culture, festivals and traditions.
Question 5 A
Question
What are two (2) work practices that can be planned and implemented to show more value and
respect within the workplace?
Diversity is a legal and economic priority of every organisation. Individuals at all levels of an
organisation need to find ways to embrace respect and value diversity in their departments
and organisation as a whole (Lieberman, 2017). The two practices that are implemented to
show more value and respect in workplace are:
1. Bringing together as many diversified group innovation and creativity. That is inviting
various cultures and backgrounds that will increase the pace of creativity and
innovation. And this will not only help in showing respect and value at workplace by
involving diversified groups but also help in enhancing the growth of the
organisation.
2. Respecting every religion and avoiding using of language which demeans any religion
or culture and promoting individuals from all backgrounds results in increased respect
and value among the individual.
Question 6 A
Question
With an example, discuss how you can personally assist in implementing these plans to
strengthen diversity appreciation.
There are various strategies that can be used in personally assisting in appreciating diversity.
For example; Acknowledging differences, that is it is important to understand that people are
different from one another in various ways that is gender, race, religion etc. so by using
words, 'don't fell guilty, be thankful that you are aware so u can move forward, and minimise

the incident of discriminatory behaviour.” Also, by offering implicit bias training for
individuals helps in socialising and creating an environment which is safe and raises
awareness of unconscious biasness. It further teaches use of various tool in changing the
behaviours of individuals dynamically which further signifies diversity engagement. Also, I
would provide mentor ship that encourages participation and promotes growth and support
the individuals.
Question 7 A
Question
Explain how the implementation of these plans for increased inclusion make the workplace
environment safe for all.
A safe inclusive environment means an environment which is accessible to every individual
and where everyone can express there ideas and practice their beliefs freely (Adamovic,
2018). Creating inclusive and safe environment has always been a challenging task for
organisation. When individuals feel a sense of inclusion and a belongingness towards
organisations it will automatically lead to creating a safe inclusive environment. By creating
an environment where there are diversifies cultures and which respect and promotes diversity
by involving various cultures within their organisation. It will automatically lead to create a
safe environment where everybody is treated equally and respectfully. Also, by framing
policies and procedures that promotes cultural diversity by using of non-discriminatory
languages. It will help in creating an environment which values and respects every religion
will result in an environment which is safe for every individual.
Question 8 A
Question
Discuss how misunderstandings relating to cultural diversity may disrupt the workplace.
The are various misunderstanding that could occur due to the cultural diversity that is it may
lead to language barrier, personal belief, feeling paranoid due to assumption (Coleman,
2021). And this may lead to disruption in the workplace environment that is there are chances
that due to cultural differences, there are conflicts and personal biasness based on the culture
between individuals. It further leads to a negative workplace environment where there is no
trust and belongingness and individuals feel paranoid. Also, with the language barrier it may
lead to lack of communication between the individuals and affect the smooth flow of
communication in the organisation. And this may result in lack of motivation among the

individual and may lead to turnover of staffs that can affect the working environment of the
organisation and hinder the growth of the community services.
Question 9 A
Question
Explain the manner in which you could help resolve these misunderstandings including who could
you ask for help in this process .
There are various ways in which misunderstanding can be resolved in cultural diversity. The
most effective way is to creating a environment promoting diversified culture that is by
identifying the behaviours, feelings and expectations of individuals which helps in framing
policies and procedures that focuses on individuals behaviours and expectation regarding
culture and thus creating a positive environment. Also, by talking to the individuals between
whom the conflict has occurred and resolving the issue by maintaining the cultural diversity.
Also, by removing the language barrier so that individual can easily communicate with one
another. So that there is effective communication at the workplace leading to increased
motivation among individuals. Also, by inculcating values that respect every culture so that
there are less chances of personal biasness among individual. For resolving these
misunderstanding I could talk to the supervisors and the divisional head to frame policies and
procedures to regulate misunderstanding that has occurred due to cultural diversification.
Question 10 A
Question
Provide a list of resources and informed contacts or professionals from whom you can seek
assistance to support diversity in the workplace.
List of resources in supporting diversity in the workplace are:
1. Promoting pay equity.
2. Developing cultural diversity training program
3. Acknowledging holidays for all cultures
4. Being aware of the unconscious biasness and indirect discrimination
5. Explicit communication
6. Culture promoting inclusion and fairness
List of informed contacts and professionals in supporting diversity at workplace is
1. Human resource professionals
2. Top level management

3. Divisional heads
Question 11 A
Question
Discuss one strategy to support Australia’s Aboriginal and/or Torres Strait Islander cultures and
people with safety, health or educational issues.
Cultural safety is all about creating an environment which is safe for Torres strait islander
and aboriginal culture. That is an environment where there is no challenge, assault or denial
of their experiences and identity. Formulating strategy that promotes experience of working
together with shared respect and dignity with shared knowledge. Also, using strategic reforms
to remove the barriers that hinder the optimal wellbeing, health and safety of Torres strait
people, addresses unconscious racism, biasness and discrimination. It supports the aboriginal
people in self determination by ensuring that organisation does not negatively impact the
cultural values of Torres strait and aboriginal people. And creating an inclusive environment
that supports delivery of culturally appropriate, high standard quality health services.
Question 12 A
Question
Identify two (2) verbal strategies and two (2) nonverbal strategies that you can use to communicate
with children, colleagues and families from diverse backgrounds.
Non verbal strategies are:
1. Gestures, signal and movements
2. Body language and posture
For a culturally diversifies environment it is important to have non verbal communication in
the organisation because interpersonal communication is not only about just using words
explicitly but it includes implicit non verbal behaviours (Yuan and et.al.,2019). It includes the
tone, gestures, pitch of voice, body language. With using of these strategies it helps in
reinforcing the relationship between the colleges also helps in conveying their emotional state
of mind by regulating the flow of communication.
Verbal strategies are:
1. Focusing on the issue, not the individual

2. Being genuine than being manipulative
To promote cultural diversity in the organisation it is very important in creating an
environment there is free flow of communication. Rather than ignoring those children who
are culturally diversified, talking to them and make them feel belonged in the organisation by
focusing on the issue and not the person. And mainly for effective flow of communication it
is important to work with integrity and honesty and be genuine in your ways that promotes
cultural diversity.
References
Adamovic, M., 2018. An employee-focused human resource management perspective for the
management of global virtual teams. The International Journal of Human Resource
Management. 29(14). pp.2159-2187.
Baum, T., 2018. Sustainable human resource management as a driver in tourism policy and
planning: a serious sin of omission?. Journal of Sustainable Tourism. 26(6). pp.873-
889.
Bottema-Beutel and et.al., 2021. Avoiding ableist language: Suggestions for autism
researchers. Autism in Adulthood. 3(1). pp.18-29.
Coleman, R., Hartz, D. and Dahlen, H., 2021. The experiences of Aboriginal and Torres
Strait Islander Bachelor of Midwifery students: An integrative literature
review. Women and Birth. 34(1). pp.69-76.
Lieberman, L.J. and Houston-Wilson, C., 2017. Strategies for inclusion: Physical education
for everyone. Human Kinetics.
Shepherd and et.al., 2019. The challenge of cultural competence in the workplace:
perspectives of healthcare providers. BMC Health Services Research. 19(1). pp.1-
11.
Yuan and et.al.,2019. Recording communication in primary dental practice: an exploratory
study of interactions between dental health professionals, children and
parents. British dental journal. 227(10). pp.887-892.