CALD Communities in Australia: Training, Policies, and Violence Review

This report provides a critical review of Culturally and Linguistically Diverse (CALD) communities in Australia, examining training programs, policies, and domestic violence. It begins with an overview of training initiatives by the Queensland government and local agencies, including interpreter accreditation and anti-racism training. The report then analyzes five policy and practice documents from various Australian states, such as the Victorian Department of Health and Victoria Police protocol, the Office of Police Integrity, and the ANZPAA. It also discusses the Queensland multicultural policy and a South Australian approach to domestic violence, highlighting the importance of cultural competence, mental health support, and addressing domestic violence within CALD communities through training and policy implementation. The report references relevant books, journals, and online resources to support its analysis.

Critical review on cald communities

Table of Contents
Overview.....................................................................................................................................1
Cald Training in Australia...........................................................................................................1
Policy and Practice Documents...................................................................................................1
REFERENCES................................................................................................................................4

Overview
The present study is based upon the critical review of culturally and linguistically
diversified community (CALD) in which different training programs organised by Australian
government will be discussed. Further, the study also describe five different policy and practice
documents which are introduce by different state of Australia in order to response the domestic
and family violence among CALD communities.
Cald Training in Australia
Queensland government recognize that a significant number of people do not speak
English at all and that is why, different agencies are hired for interpreting the situation. For that
trained and qualified interpreter are accredited by national Accreditation Authority for
Translators and Interpreter who are working under code of ethics (Cross- cultural training for
CALD communities, 2020). Moreover, training session are also provided by local government
and they have commissioned to deliver different modules to their local community groups such
that complying with cultural safety under DHHS Child Safe Standards and increasing or being
more inclusive of CALD communities. In addition to this, there are some volunteers hired who
plays a significant role in supporting families during settlement journey and provide tips on
navigation challenges. As a result, this type of training provides a facilities in order to working
with individuals and young people to aware with outer environment.
Hence, it is clearly analyzed that with the help of different training programs offered by
government, CALD communities aware with regards to issues which they faced. Along with
this, anti-racism training is also provided which in turn leads to creates common understanding
of both their own and others' behavior through staff members (Wamwayi, Cope and Murray,
2019). Hence, these training are effective and also clarifies that people and government
implement cultural safety and also provides an experimental understanding of bias and different
forms of racism.
Policy and Practice Documents
Victorian Department of Health and Victoria Police 2010
This is significant in clarifying the responsibilities, roles and key procedures for
interaction between the mental health clinicians and the police. This practice document is also
useful in giving people with mental illness, carers and families confidence and certainty in better
response of mental health clinicians and police (Wohler and Dantas, 2017). This protocol does
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not alter any set of existing set of policy guidelines and internal agency legislative. Providing the
best possible therapeutic outcomes and helps in the promotion of the recovery and effective
participation within the culturally and linguistically diverse community role. In case of
occurrence of any threatening event, it is of key relevance importance to briefly tell the police
about the incident (Department of Health and Human Services–Victoria Police protocol for
mental health, 2020). The mental health clinicians are highly responsible for assisting police and
also ensuring compliance with the requirement of act.
Office of Police Integrity 2010
It is of key relevance importance that police departments must effectively create a system
related with balances and internal checks which helps in ensuring that officers has been carrying
out their duty with utmost degree of accuracy and relevance. This office of police integrity helps
in managing the key conflicts associated with the interest within Victoria police. However,
effectively covering up the mistakes and rise in the conflict of interest tends to heightens the
deliberate perception of wrongdoing (Managing conflict of interest in Victoria Police, 2020).
However, it is of key relevance importance to effectively deal with the conflict of interest.
ANZPAA 2014
The Australia New Zealand Policing Advisory Agency (ANZPAA) is useful in providing
effective set of dedicated strategy, secretariat services and policy advice associated with the
ANZPAA board. It is highly significant in enhancing the safety and security of the community
(Cyril and et.al., 2017). This policy is significant in attaining excellence in New Zealand and
Australian policing. It is useful in creating an environment which tends to effectively assist in
the information sharing and also pooling of knowledge across the jurisdictions. ANZPAA helps
in the better creation of all forums and helps in setting strategic direction.
Queensland multicultural policy
It is highly significant in effectively dealing with the multicultural future. It is useful in
improving the cultural competence within the Queensland government department. It is
significant in monitoring the trends and is useful in delivering the initiatives in order to support
the various multicultural plans (Adusei-Asante and Adibi, 2018). This is useful in effectively
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improving the key cultural competence of the staff and improving the communication with the
culturally and linguistically diverse communities. This procedure is also highly significant in
effectively improving the retention strategies and recruitment strategies for the staff who belong
to culturally and linguistically diverse communities. It helps in the strengthening of statutory
recognition and also helps in driving the multicultural policy implementation.
However, on critically note it is also analyzed that South Australia is also released
another approach to response domestic violence i.e. 'Taking a Stand Responding to Domestic
Violence Policy' (South Australian Multicultural and Ethnic Affairs Commission Report on
Domestic Violence in CALD Communities, 2018). This policy also state that one in six
Australian women among CALD community has experience physical and sexual violence. Also,
in every week one women is killed by a male partner and that is why, in 2016 this policy is
introduced because around 8500 cases are reported for domestic violence in SA and 80% of
them were female. This policy also describe clear procedure to file a case and also protect the
confidentiality of victim and this approach is also based upon our element i.e. prevention,
service provision, protection and performance. Also, many women among CALD communities
are not enough educate and that is why, through the policy South Australian government try to
lead the community by an example in order to change their behavior. Hence, proper workshops
are deliver for culturally and linguistically diverse men on preventing gender based violence in
new or emerging communities. This, shows that effective training are deliver to the CALD
communities in order to response from domestic violence and support the families which help to
meet the difficulties.
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REFERENCES
Books and Journals
Adusei-Asante, K. and Adibi, H., 2018. The'Culturally And Linguistically Diverse'(CALD)
label: A critique using African migrants as exemplar. Australasian Review of African
Studies, The. 39(2). p.74.
Cyril, S and et.al., 2017. Barriers and facilitators to childhood obesity prevention among
culturally and linguistically diverse (CALD) communities in Victoria,
Australia. Australian and New Zealand journal of public health.41(3). pp.287-293.
Wamwayi, M.O., Cope, V. and Murray, M., 2019. Service gaps related to culturally appropriate
mental health care for African immigrants. International journal of mental health
nursing.28(5). pp.1113-1121.
Wohler, Y. and Dantas, J.A., 2017. Barriers accessing mental health services among culturally
and linguistically diverse (CALD) immigrant women in Australia: policy
implications. Journal of immigrant and minority health.19(3). pp.697-701.
Online
Cross- cultural training for CALD communities. 2020. [Online]. Available through:
<https://www.bsl.org.au/services/consulting-and-training/cross-cultural-training/>.
Department of Health and Human Services–Victoria Police protocol for mental health. 2020.
[Online]. Available through: <file:///home/user/Downloads/Protocol%20for%20mental
%20health%20(1).pdf>
Managing conflict of interest in Victoria Police. 2020. [Online]. Available through:
<https://www.ibac.vic.gov.au/docs/default-source/reports/opi-report/managing-conflict-
of-interest-in-victoria-police---oct-2010.pdf?sfvrsn=d0586175_8>
South Australian Multicultural and Ethnic Affairs Commission Report on Domestic Violence in
CALD Communities. 2018. [Online]. Available through:
<https://www.dpc.sa.gov.au/__data/assets/pdf_file/0017/43064/SAMEAC-CALD-
Domestic-Violence-Report-Dec-2016.pdf>.
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