Working with Diverse and Aboriginal Australians

This article discusses working with diverse and Aboriginal Australians in healthcare. It covers topics such as cultural competency, discrimination, and government regulations. The article provides answers to various questions related to these topics. The subject is healthcare, and the course code, name, and college/university are not mentioned.

Running head: WORKING WITH DIVERSE AND ABORIGINAL AUSTRALIANS
Working with Diverse and Aboriginal Australians
Name of the student
Name of the university
Author note

1WORKING WITH DIVERSE AND ABORIGINAL AUSTRALIANS
Table of Contents
Response to Question 1..............................................................................................................2
Response to Question 2..............................................................................................................2
Response to Question 3..............................................................................................................3
Response to Question 4..............................................................................................................4
Response to Question 5..............................................................................................................4
Response to Question 6..............................................................................................................5
Response to Question 7..............................................................................................................5
Response to Question 8..............................................................................................................6
Response to Question 9..............................................................................................................7
References..................................................................................................................................8

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Response to Question 1.
Answer 1a.
The term diversity holds in itself an array of distinctiveness. Diversity is found in
people belonging from different socio-economic backgrounds, their cultural as well as
personal beliefs, languages, social structures, religions, sexual orientation, gender and
everything. In terms of healthcare, diversity in workplace needs to be addressed by the
professionals according to an individual’s requirements.
Answer 1b.
I belong to the traditional Australian community. I am a Christian by religion. But my
religious views have not made me orthodox about other people’s religions. I have been taught
to respect people coming from any social or religious background, and judge them only by
their actions not by their beliefs. I have been blessed to have been able to observe various
cultural differences around my neighbourhood. It consists of people who have various beliefs
regarding cultural and religious practices as well as health practices. Moral understanding of
diverse social and cultural groups will help me to know about other people’s health beliefs
and practices.
Response to Question 2.
If the healthcare professionals are trained about cultural competence they will gain a
better knowledge regarding cultural safety and cultural awareness. Cultural competency
teaches the professionals about respecting the various health beliefs and practices of different
populations (Truong, Paradies & Priest, 2014). With cultural competency, healthcare service
providers can handle major health issues across culturally diverse populations and tend to

3WORKING WITH DIVERSE AND ABORIGINAL AUSTRALIANS
their versatile linguistic requirements as well. The patient’s ethnicity, disability, sexual
orientation all must be taken care of to ensure a safe and caring environment (Betancourt,
2016).
Response to Question 3.
Answer 3a.
The human resource department must handle Kieron’s situation with proper care.
Human rights is the public policy that entails us to respect every individual’s inherent dignity.
They must look into the matter so that Kieron does not experience further discrimination at
workplace for his sexual orientation.
Answer 3b.
The Sex Discrimination Act 1984 protects people belonging to the LGBTIQ
community from any discrimination or unfavourable treatment because of their sexual
orientation. This act safeguards homosexual, transgender or intersex people in many phases
of public life including employment, education or any services due to the individual’s
appearance, mannerisms or gender-related identity (Grol et al, 2013). If the organization is
found responsible for breaching the law, then Kieron can take legislative steps against them.
Answer 3c.
The Human Rights and Equal Opportunity Commission (HREOC) of Australia resolves
discriminations regarding age, disability or race, with different laws:
 Age discrimination acts 2004
 Disability discrimination act 1992
 Race discrimination act 1975

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The commission administers any breaches of these laws.
Response to Question 4.
Answer 4a.
Kieron can discuss about his feelings to his family, friends and colleagues. The more
he will be open about the situation, the more people will acknowledge his situation and come
forward to support him.
Answer 4b.
It has been a month since Kieron has opened up about his sexuality. It is not
absolutely unchallenging to come forward about one’s inherent identity. Because society has
not yet come out of its orthodox ideas (Thornton, 2013). For similar reasons Kieron faced
several negative consequences at work, which made him traumatised and exhausted, and he
ended up being insomniac. He is anxious about his future endeavours.
Response to Question 5.
Answer 5a.
Diversity is the inherent identity of all living beings. The ethical values on embracing
distinctiveness among people, based on their cultural beliefs, nationality, ethnic background,
gender or even sexual orientation, are something the people should realize on their own, it
cannot be taught by imposing those beliefs on someone (Walton, 2015). Although, under
such circumstances the employer organization should make sure that none of its employees
are being discriminated regarding any of these non-justifiable parameters. They must
regularly reach out to the employees, ask them for feedback and ensure that everyone is being
able to work safely without any judgement or discrimination.

5WORKING WITH DIVERSE AND ABORIGINAL AUSTRALIANS
Answer 5b.
Key area of diversity Characteristic
Disability People with mental or physical
impairment, must be more gracefully
accepted in the community.
Transgender This refers to an individual’s sexual
identity or expression that is different
from the set norms of any particular sex
according to society or culture.
Intersex People who are born with a combination
of sexual traits that do not fit the set
binary norms of gender identity.
Response to Question 6.
When Mr Li comes to the outpatient’s department, I will ask someone to attend to him
all the while he stays in the clinic, since he is a senior citizen. I will try to communicate with
him as lucidly as possible, make sure he is understanding all the instructions given to him. I
will try gesturing if verbal communication does not suffice it. In any way, by using diagrams
or models, I will ensure that he is being aware of the whole treatment and further
medications.

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Response to Question 7.
Since the client is from aboriginal origin she may not be fluent in English, or use a
dialect that is unfamiliar for Anthony. Therefore, while talking to her Anthony must avoid
using complex words or jargons, use images to describe instructions in a better way. He
should clarify if the patient is understanding the meanings of everything. If difficulty occurs
he should try nonverbal methods like gesturing as well, to describe the methods.
Response to Question 8.
Answer 8a.
I would try gesturing apologetically to calm her down and then speak very softly and
slowly to describe her that her mother has not been neglected, this was simply an accident
and bear the responsibility of not letting her know immediately.
Answer 8b.
I would make sure that my body language does not show any negative traits. I will
focus on her obligations and try to be apologetic about the whole incident.
Answer 8c.
My strategies for communication would include:
 Slow and steady way of interaction addressing to make her less troubled
 I would avoid using any medical terms or difficult words, so that she understands
what I say
 I would try gesturing as much as possible.
Answer 8d.

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To deal with this situation properly I could seek help from other staffs, see if anyone
completely understands her language. If the matter does not improve, I could go the higher
authorities for justification.
Response to Question 9.
Answer 9a.
In the past Aboriginal and Torres Strait Islander people have been disadvantaged greatly.
 Impact of European settlement: The impact of forced resettlement is quite evident
even in present life of these people. Different diverse groups came together in the
same place, which created more tensions among the Aboriginals (Short, 2016).
 Loss of land and culture: Loss of cultural resources and loss of land to reside have
imposed a huge negative impact on the aboriginal and Torres Strait Islander people
who suffer from it till now (McFarland & Wehbe-Alamah, 2014). Availability of
Western medicine and technology has not entirely been beneficial for them. Also
alcohol tend to pose a devastating effect on them.
 Racism and discrimination: Racism and discrimination due to ethnic background,
decreases the chances of people to access basic human rights like education,
healthcare or employment.
 Past and present power relations: Inequity in the past and present condition of these
people leaves them mentally unstable at times, resulting in development of anxiety or
depression.
Answer 9b.
In the past years, the Australian government has implemented several regulations to
encourage health and well-being of Aboriginal and Torres Strait Islander community. The

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government is committed to close the gap between indigenous people and the wider
Australian population (Newman, Proctor & Dudley, 2016). They have introduced several
health plans and policies to achieve broader outcomes. The Australian council tries to
continue to provide a culturally safe and sound environment for these indigenous community.

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References
Betancourt, J. R., Green, A. R., Carrillo, J. E., & Owusu Ananeh-Firempong, I. I. (2016).
Defining cultural competence: a practical framework for addressing racial/ethnic
disparities in health and health care. Public health reports.
Grol, R., Wensing, M., Eccles, M., & Davis, D. (Eds.). (2013). Improving patient care: the
implementation of change in health care. John Wiley & Sons.
McFarland, M. R., & Wehbe-Alamah, H. B. (2014). Leininger's culture care diversity and
universality. Jones & Bartlett Publishers.
Newman, L., Proctor, N., & Dudley, M. (2013). Seeking asylum in Australia: immigration
detention, human rights and mental health care. Australasian Psychiatry, 21(4), 315-
320.
Short, D. (2016). Reconciliation and colonial power: Indigenous rights in Australia.
Routledge.
Thornton, M. (2013). Sex Discrimination in uncertain times (p. 379). ANU Press.
Truong, M., Paradies, Y., & Priest, N. (2014). Interventions to improve cultural competency
in healthcare: a systematic review of reviews. BMC health services research, 14(1),
99.
Walton, M. M. (2015). Sexual equality, discrimination and harassment in medicine: it’s time
to act. Addiction, 165(24), 76.