Working with Aboriginal and Torres Strait Islander People in Workplace

This report delves into the significant impact of cultural factors on Aboriginal and Torres Strait Islander peoples within the workplace, highlighting the importance of understanding these factors to foster effective interactions. The main body of the report examines the potential impact of cultural factors on Aboriginal and Torres Strait Islander clients, addressing issues such as health disparities, the importance of family in healthcare settings, and the barriers to accessing screening services. It then explores strategies to address and understand cultural realities, emphasizing the need for awareness of cultural biases and respect for Indigenous elders and community structures. Practical strategies for accommodating cultural differences are outlined, including cultural awareness training and the use of resources to facilitate effective service delivery. The report also emphasizes the importance of adapting work practices to a cross-cultural context, focusing on effective communication and avoiding misunderstandings. The conclusion reinforces the critical need to understand cultural factors to ensure full participation and the effective application of cross-cultural work practices. The report is based on research from various books and journals.

Work effectively with
aboriginal Torres
Strait islander people
in the workplace

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Potential impact of cultural factors on the practice of aboriginal or Torres’s strait islander
clients...........................................................................................................................................3
Address and understand the cultural realities for having the full participation of aboriginal or
Torres’s strait islander clients......................................................................................................4
Strategies to effectively accommodate cultural differences in workplace..................................4
Utilise resources to facilitate effective service delivery in the cross cultural..............................5
Ensure work practices used in cross cultural context..................................................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Many Aboriginal and Torres Strait Islander people are afraid to seek medical help or guidance
from specialists. Perhaps this is due to Indigenous Australians’ holistic approach to health.
Individuals and communities’ physical, spiritual, social, emotional, and cultural well-being are
all considered in a holistic approach (Roche and et. al., 2021). When it comes to interpreting
health difficulties, Aboriginal and/or Torres Strait Islander relationships within the community,
as well as their spiritual connection to the land and their ancestors, are frequently mentioned.
MAIN BODY
Potential impact of cultural factors on the practice of aboriginal or Torres’s strait islander clients
Getting Aboriginal or potentially Torres Strait Islander societies can help non-native laborers
destroy customary force uneven characters between Indigenous individuals and non-Indigenous
partners. Wellbeing incongruities among Indigenous and non-Indigenous people groups keep on
existing in Australia. Native individuals partake in wellbeing hazard practices at a higher rate
than non-Indigenous individuals, as per study, and this conduct significantly affects wellbeing
results (Hobbs, 2018). Although this suggests that lowering health-risk behaviour may improve
health outcomes, the elements that drive Indigenous health behaviour remain little understood.
Impatient services: The Aboriginal or Torres Strait Islander kinship system emphasises that
everyone is related to one another, hence the entire community participates in most Indigenous
events, such as sickness, death, and ceremonies. The presence of extended family members may
aid in a person’s healing and well-being. If they work in a hospital, visiting regulations may need
to be flexible in order to accommodate the numerous relatives of the sick person who may visit
at various hours.
Screening services: Personal barriers may make it difficult for Aboriginal or Torres Strait
Islander persons to engage in screening services such as breast, cervical, bowel, or prostate scans
and tests (Kinchin and et. al., 2017). Many Indigenous Australians, especially women, dislike
removing their clothing in front of carers or workers.
Address and understand the cultural realities for having the full participation of aboriginal or
Torres’s strait islander clients
Arranging and conveying administrations to Aboriginal and Torres Strait Islander kids, families,
and networks can be trying for specialists and government officials. Because social issues are

frequently entrenched, they must be tackled with historical, societal, community, family, and
individual considerations in mind (Angelo and et. al., 2019). Negative stereotyping and prejudice
are the result of cultural bias. Some non-Indigenous individuals, for example, believe that
Indigenous Australians are violent and do not heed to their elders. It is not always clear how a
person’s own culture influences how they think, feel, and act. They can get closer to providing
an effective and culturally safe work environment for Indigenous Australians by becoming more
aware of our cultural prejudices.
Indigenous older person
 Has complete obligation for handing down traditions to future generations.
 Younger family members and community people admire and appreciate him.
 Is in charge of making decisions in the family and community, such as discipline,
punishment, and resolving conflicts.
 Is a rites and rituals leader (for example, initiation of young boys and girls)?
 Is a child's career and a young person’s advisor.
Strategies to effectively accommodate cultural differences in workplace
Learn about different cultures
Encouraging proficient connections can be pretty much as straightforward as getting some
information about one other's societies and showing an ability to find out about assorted social
foundations. It is basic to cultivate a culture of request in which posing inquiries, just as being
patient and comprehension of various societies’ convictions and standards, revolting against
work environment separation, and proceeding to find out about evolving societies, are altogether
successful approaches to make working environments more comprehensive.
Work towards accommodating cultural difference
Brains make extraordinarily quick judgments and assessments of people and events without our
recognising it, which is known as implicit or unconscious bias (Munns and et. al., 2017).
Perceiving oblivious predisposition is the best way to oblige social contrasts. For instance,
people can acknowledge social contrasts by being mindful to different societies, and associations
can oblige social contrasts by regarding distinctive strict customs or encouraging ethnic festivals.
Employ diversity training
Another methodology to take out social hindrances is to guarantee that people from all social
foundations are addressed in the working environment. Coaching in racial awareness can foster a

positive work culture through empowering comprehensive work culture, empowering
collaboration and administration, and setting out new open doors. This preparation will help
workers in understanding and tolerating their associates' social contrasts, just as in tolerating
each other.
Utilise resources to facilitate effective service delivery in the cross cultural
Many service delivery initiatives emphasise community participation in decision-making, with a
focus on self-determination. Other cultural distinctions you may encounter while serving
Indigenous Australians may necessitate a change in your service delivery method.
Interpersonal approach
When working with more seasoned Indigenous Australians, support laborers should remember
the Elders' part in their general public just as the essentials of speaking with Aboriginal or
potentially Torres Strait Islander individuals (Tubex, Rynne and Blagg, 2020). Laborers should
know about the verbal and nonverbal social standards of the people to whom they are conveying
administrations, as well as making affinity, showing compassion, and receiving a nonjudgmental
mentality. Individual must also account for any potential gender hurdles that your coworkers
may face.
Thinking and learning styles
Indigenous Australians have a different way of thinking and learning than non-Indigenous
Australians. They do a lot of their teaching and learning via stories and art. Indigenous
Australians and non-Indigenous Australians may have differing perspectives on time and family
(Briggs and et. al., 2019). Coordinators and support workers must consider such issues and be
flexible in meeting people's sense of time as well as the importance of extended families in the
treatment and well-being of Aboriginal and Torres Strait Islander people.
Expectations
Indigenous and non-Indigenous Australians have distinct expectations when it comes to
community services. Non-Indigenous Australians are typically aware that community and health
services are based on systems and processes, and that they must follow a set of steps to gain
access to them. Indigenous Australians’ health and well-being, on the other hand, is a family and
community matter (Schultz and et. al., 2018). Indigenous Australians want service providers to
work in partnership with the community to discover needs rather than focusing on preset
concerns or solutions.

Ensure work practices used in cross cultural context
When it comes to face-to-face conversations, every culture has its own set of implicit
assumptions and tendencies, making it difficult to get your point over successfully.
Maintain proper politeness
Numerous societies have their own arrangement of rules for how they convey. Examination the
objective culture before the gathering, or direct some multifaceted preparing if time permits.
Numerous societies, for instance, expect a specific degree of custom at the start of relational
correspondence (Cavanagh and et. al., 2017). For instance, each culture has its own way of
communicating custom: 'Herr' and 'Frau' in Germany, switching family and given names in
China, and the utilization of 'San' for people in Japan.
Avoid slang
Indeed, even the most taught non-local English speaker will battle to understand English slang,
colloquialisms, and idioms (Clark, Augoustinos and Malin, 2017). They may get a handle on the
words you expressed exclusively, yet not the unique circumstance or significance. Subsequently,
you risk confusing or, more regrettable, disturbing them.
CONCLUSION
From the preceding discussion, it has been shown that cultural factors have a significant impact
on aboriginal or Torres Strait Islander clients, causing them to engage in a variety of behaviours.
It is critical to comprehend cultural realities in order to understand effective participation. In
addition, valuable tools and successful tactics are explored in order to ensure that appropriate
cross-cultural work practises are employed.

REFERENCES
Books and Journals