Cultural Safety in Employment for Indigenous Australians

This assignment analyzes the implementation of a cultural safety action plan for Myers, an organization aiming to create a culturally safe working environment for Aboriginal and Torres Strait Islander employees. The plan focuses on communication strategies, training programs, reconciliation actions, and evaluation metrics to measure success. It highlights the importance of recognizing and respecting Indigenous cultural credentials and obligations, fostering diversity in the workforce, and building strong connections with local Aboriginal communities.

Running Head: TORRES STRAIT ISLANDER CULTURAL SAFETY1
Torres Strait Islander Cultural Safety
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TORRES STRAIT ISLANDER CULTURAL SAFETY2
Key service area:
The service area which has been addressed in this report refers to the provision of
employment opportunities to members of the aboriginal community. The importance of this
service area could be anticipated in the form of the protection of the basic rights of the
members of the aboriginal communities(Andersen, Edwards & Wolfe, 2017).
The right to culture is a basic right of every individual which keeps them involved inherently
with the community, kin, identity and cultural practices. Furthermore, the protection of
cultural safety among the aboriginal people refers to the reduction of resilience among the
aboriginal people. The service area of providing equal employment opportunities for
members of the aboriginal community would be responsible for alignment of the
organizational practices with that of the indigenous community(Carey, et al., 2017).
Resources:
The resources which are required for addressing the gap identified in the service area of
providing employment opportunities could be gathered from the community organizations
related to protection of aboriginal people and communities(Chalmers, et al., 2014).
Employees could also be assumed as a promising resource for an organization and in
the case of Myers, it is essential to review the recruitment aspects of aboriginal people.
The factors to be reviewed include the locations from where Myers could hire
indigenous people as employees. Myers could be able to address the concerns of human
resources management through comprehensive references to the emphasis on the primary
data acquired from the local aboriginal people as well as communities and associations which
could provide a legible impression of the traditional practices, beliefs and norms of the
indigenous people. Hiring of aboriginal people could be ensured through the prospects of
reserving a particular share of the employment for them which would be indicative of
the consistent availability of jobs for indigenous people at the organization. Primarily,
Myers could be able to accomplish efficiency in its resource management through
advertising and communicating with associations responsible for facilitating the
employment of aborigines. The training of Aboriginal and Torres Strait Islander people
could be complicated aspect in the human resource management of Myers since the
indigenous roots of the people create potential gaps for interaction. These resources
could be formally influential on the perception of Myers as a culturally safe organization by
the Aboriginal and Torres Strait Islander people.

TORRES STRAIT ISLANDER CULTURAL SAFETY3
Consultation:
Some examples of sources from where these resources can be gathered include The National
Aboriginal and Torres Strait Islander Health Workers Association which facilitates a
comprehensive impression of the notable ethical concerns(Coffin & Green, 2016).
Theconcerned must be addressed within the context of the identified service area that leads to
formulation of effective frameworks for resolving the pitfalls related to cultural safety
experienced by the organization.
The strategies which could be used for addressing the concerns of Myers to implement a
culturally safe working environment for the Aboriginal and Torres Strait Islander People
would be largely associated with communication. The consultation with local aborigines,
local organizations and Aboriginal Community Controlled Organizations (ACCOs)
would allow the organization to frame effective reconciliation action plans and
aboriginal inclusive policies that could improve the cultural safety dimension in Myers
(Smith, et al., 2015). Thereafter the strategy must involve the integration of aboriginal culture
in distinct aspects of the organization which would help in facilitating a sense of identity to
the prospective employees from the aboriginal communities. Interactions with the elderly
individuals of the aboriginal population could also be assumed as viable sources of
consultation for Myers in order to anticipate the differences between general behaviour
of aborigines and settlers.
Evaluation:
The desired primary objective from the prospective action point identified in this report refers
to the induction of Myers’ image as a provider of culturally safe working environment. The
potential indicators which could be assumed for validating the outcome refer to the outcomes
of the cultural safety training programs, monitoring of the reconciliation action plan and
reduction of notable instances of cultural conflict(Townsend, et al., 2017). The measurement
of the success of the action plan to address the key service area could also be based on the
elements of formidable implications for recognition and respect for cultural credentials and
obligations alongside the awareness of the significance of verbal and non-verbal
communication styles followed by Aboriginal and Torres Strait Islander people.
Expected enhancement:

TORRES STRAIT ISLANDER CULTURAL SAFETY4
Myers would be able to ensure the employment of a culturally diverse workforce with the
employment of Aboriginal and Torres Strait Islander people. The advantages of the strategies
that are included in the action plan would be directed towards improving cultural safety in the
organization(Townsend, et al., 2017). One of the formidable highlights of the plan is directed
towards communication with the local people from Aboriginal communities as well as
associations. This factor would ensure a formidable connection between the organization and
community thereby leading to prolific opportunities for Myers to realize employment
concerns for the indigenous people effectively.
References
Andersen, C., Edwards, A. and Wolfe, B., 2017. Finding Space and Place: Using Narrative
and Imagery to Support Successful Outcomes for Aboriginal and Torres Strait Islander
People in Enabling Programs. The Australian Journal of Indigenous Education, 46(1), pp.1-
11.
Carey, T.A., Dudgeon, P., Hammond, S.W., Hirvonen, T., Kyrios, M., Roufeil, L. and Smith,
P., 2017.The Australian Psychological Society's Apology to Aboriginal and Torres Strait
Islander People. Australian Psychologist, 52(4), pp.261-267.
Chalmers, K.J., Bond, K.S., Jorm, A.F., Kelly, C.M., Kitchener, B.A. and Williams-Tchen,
A.J., 2014.Providing culturally appropriate mental health first aid to an Aboriginal or Torres
Strait Islander adolescent: development of expert consensus guidelines. International journal
of mental health systems, 8(1), p.6.
Coffin, J. and Green, C., 2016. THIS CHAPTER’S CENTRAL focus is to demonstrate how
Aboriginal constructs, such as the Coffin Cultural Security (CCS) Model and the Cultural
Security Continuum (Coffin 2007), offer culturally secure ways forward for Aboriginal and
Torres Strait Islander people engaged in and affected by community development processes.
We do this by focusing on two community development projects under-taken in the health
and local government sectors in rural and regional Western Australia. The motivation for
community .... Mia Mia Aboriginal Community Development: Fostering Cultural Security,
p.73.

TORRES STRAIT ISLANDER CULTURAL SAFETY5
Smith, J., Wolfe, C.L., Springer, S., Martin, M., Togno, J., Bramstedt, K.A., Sargeant, S. and
Murphy, B., 2015. Using cultural immersion as the platform for teaching Aboriginal and
Torres Strait Islander health in an undergraduate medical curriculum. Rural and remote
health, 15(3), p.1.
Townsend, C., White, P., Cullen, J., Wright, C.J. and Zeeman, H., 2017. Making every
Australian count: challenges for the National Disability Insurance Scheme (NDIS) and the
equal inclusion of homeless Aboriginal and Torres Strait Islander Peoples with
neurocognitive disability. Australian Health Review.