Cultural Diversity, Te Tiriti o Waitangi, and Healthcare Practices

This report delves into the complexities of cultural diversity within healthcare settings, examining three distinct cultural groups: Maori, Pakeha, and Chinese New Zealanders, highlighting their unique languages, traditional roles, and the potential impact on healthcare interactions. It addresses the negative impacts of cultural differences, such as language barriers and stigma, and proposes strategies to support cultural diversity in the workplace, including communication techniques, language considerations, and contributions to a culturally diverse environment. The report further explores the application of Te Tiriti o Waitangi principles (partnership, participation, and protection) within the healthcare context, analyzing how these principles are implemented through organizational policies and procedures. Additionally, it discusses Māori values and their relationship to the articles of Te Tiriti o Waitangi, as well as the practical application of these values in the workplace to foster culturally safe environments and improve service delivery.

Running head: CULTURAL DIVERSITY 1
CUTURAL DIVERSITY
Students’ name
Lecturer’s name
Institution of affiliation

CULTURAL DIVERSITY 2
Assessment 1
Q1.The three different cultural groups are
1) Maori
2) Paheka
3) Chinese New Zealanders
The cultural groups have different cultural languages. The Maori group speaks Te Reo Maori
while the Paheka speak English as the Chinese New Zealanders speak the Chinese language.
Traditionally the Maori women used to be house wives and farm keepers while Maoris men used
to be the heads of the family and the providers (Liu, & Sibley, 2006). In Peheka there were no
defined roles for any specific gender, this mean women wereall rounded on the roles to play just
as men. This has encroached into Maori’s culture today since there is no role played by any
specific gender currently in the community. In Chinese group family was the basic unit of the
society. Women main role was taking care of the household and raising the children. They were
charged with the responsibility of upholding morals of the society. Men in Chinese group were
the heads of the family.
Employees from different culture may analyze matters at hand in different ways. This help in
providing the organization with vast knowledge.
A negative impact of the cultural diversity is brought about by different languages. People
speaking the same language tend to group themselves together while isolating others (Banks,
2015). This will affect the productivity of the organization negatively. For example someone
speaking Te Reo Maori may not feel free to open up to a health care officer speaking English.

CULTURAL DIVERSITY 3
Q2 stigma and discrimination
Discrimination and stigma happen to different persons for different reasons. These have diverse
effects on the person undergoing the health care treatment. The following are the effects of
cultural stigma and discrimination:
 Person not feeling comfortable with communicating openly and honestly about
themselves, their situation, their health, and their support needs.
 Individual getting little support from family and friends.
 Person feeling more likely to receive abuse or poor treatment.
 Person not being able to earn a living.
When a person does not have enough knowledge of a culture in the community, he or she may
feel discriminated or stigmatized hence not be comfortable communicating openly and honestly.
For instance a person suffering from HIV and Aids will not be free to share these information so
as to receive quality services from the health care personnel. This leads to the person not
receiving services or receiving the wrong services.
A foreigner who has not learnt the tradition of a community may not have many people to share
with. This makes them lonely and feel left out in the community. It may affect negatively on the
service delivery of a health care personnel trying to give a lot of attention and support to an
individual the he or she lacks from the family and friends.
Task 2
Q1 strategies to support cultural diversity and maintain culturally safe environment in the
workplace
There are different strategies which can be employed to support cultural diversity in the work
place, among them is communication strategy, language used and the contributing to the cultural
diversity.
a) Communication strategy. Communication is an important way to pass information. In a
multicultural society the communication of ideas is vital to the support to cultural
diversity because different persons are brought up differently in different cultural
backgrounds and are taught to present ideas differently. In a work place one should learn

CULTURAL DIVERSITY 4
to practice active listening, to maintain personal touch, watch the nonverbal
communication, keep open mind and have knowledge of other people’s cultural
background. This can be achieved by asking relevant questions that will help one
understand what things are important to a person? How the family operates? And how a
person feels about certain issues?
b) Language that is used. In a multi-cultural society, different persons have different cultural
origins, some with different mother language. There should be a common language of
communication that is understood by almost everybody in an organization (Ward,
&Masgoret, 2008). This will help in the promotion of understanding among individuals
and hence promote cultural diversity in a multi-cultural work place.
A health care officer should use the appropriate language when dealing with a client. This
can be employed by avoiding abusive language that may view a person from the angle of
being a burden to the society. The health officer should avoid referring the client by the
nature of the diseases they are suffering from.
c) Contributing to the cultural diversity at ones work place. In a multi-cultural society each
individual has unique cultural background. When cultural backgrounds are shared they
impact positively on promoting the cultural diversity. One should be a role model to the
colleagues by contributing positively towards the organization culture. For example,
sharing simple things such as traditional practices is interesting and attract others to open
up and share their individual cultural experiences hence promoting the cultural diversity.
A health officer who shares cultural experiences with a client makes the client to open up
more information hence delivering quality services.
Q2
i) How did the strategy establish and maintain a cultural safe environment and support
cultural diversity.
a) Communication strategy. Communication helped in exchanging information hence
enabling people share wonderful cultural experiences. This ensured that there is
equality in the service delivery to people from different cultural backgrounds.

CULTURAL DIVERSITY 5
b) Language used. Language helped people pass information. It exposed employees to
the beauty of diversity. Using a common language that is understood by every
member of the organization, helped individuals share their cultural experiences
without feeling stigmatized or discriminated (Yang et al., 2007). A client was able
to feel part of the community because there was avoidance of abusive language.
c) Contributing to the cultural diversity of one’s workplace. Contributing to the
cultural diversity acted as a tool to make patients open up and share information
freely with the health officers.
ii) What worked really well when you used these strategies?
a) Communication strategy: this strategy helped patients to feel important and valued
in the community hence improving the efficiency of the service delivery.
b) Use of appropriate language helped the health care officers to create a bond with the
clients making services more appropriate.
c) Giving people the chance to share their cultural experiences helped the organization
to build up on a culturally diverse environment for all the communities to feel free and
comfortable when sharing their challenges with health officers.
iii) What were the challenges you faced when you used this strategy?
a) Some clients were not ready to share the information inquired by the officers.
b) Some people were ignorant to continue using inappropriate and abusive language
when referring to the patient.
c) Several individuals were not ready to share their cultural experiences.
iv) What will you do differently next time you use this strategy?
a) I will give clarification on the information presented to minimize many
interpretation based on the cultural approach.
b) I will give more emphasis on the need of using an appropriate language.
c) I will encourage the patients to feel free and comfortable to share their cultural
experiences making them open up.

CULTURAL DIVERSITY 6
v) When and how will you review this strategy in your workplace?
I will review these strategies before the next assessment.
a)I will give clarification by expounding the information and allowing a room for
questions by the patients.
b) I will do my best using the appropriate language that can be understood by
everybody positively.
c) I will help them understand that there is no culture that is superior or inferior to
another will help the patients to open up.

CULTURAL DIVERSITY 7
Assessment 2
Part 1: Partnership and TeTiriti o Waitangi
1. Which of the three articles best align with the principle of partnership?
The article that best aligns to the principle of partnership is the Article 1: Kawanatanga
(governance).
2. In your role, describe how you would apply the principle of partnership to your work
with the persons you support?
Partnership is about working with other people by sharing skills and power, and treating them
equally. I would achieve this by respecting the values of these people, showing empathy to them,
sharing knowledge and power with them and sharing the decision making process with them.
3. Describe which of your organization’s policies and procedures best demonstrates how the
principle of partnership is applied in your workplace.
Organizations policies and procedures aims at ensuring that services are provided in an
atmosphere that respects the values applied in decision making. This is facilitated by working
together and alongside the person supported, their family and whanau, and including them all as
equal in the society.
4. Describe one function your organization performs to embed the principle of partnership
into the support you provide.
Working together and alongside the persons supported, their families and whanau and including
all of them as equals in the society.

CULTURAL DIVERSITY 8
Task 2: Participation and TeTiriti o Waitangi
1. Which of the three articles best aligns with the principle of participation?
The article that best aligns to the principle of participation is the Article 2 of Tetiriti o Waitangi
which is the Tinorangatiratanga (sovereignty and self-determination).
2. In your role, describe how you apply the principle of participation to your work with the
person(s) you support.
Participation is about letting individuals, their families and whanau, upu and iwi to take part in
decision making about their needs. I achieve the principle of participation by open decision
making and genuine consultations, operating in good faith and supporting individuals to share
ideas and be supported by others.
3. Describe which of your organization’s policies and procedures best demonstrates how the
principle of participation is applied in your workplace.
The organization ensures individuals being supported and their family and whanau access
activities and services in the community. This enables the people and their families to have an
opportunity in decision making.
4. Describe one function your organization performs to embed the principle of participation
into the support you provide.
Ensuring that people have access to support by making sure that the services can be reached with
transport available to them, can be used, is critically responsive and that the person can afford the
services.

CULTURAL DIVERSITY 9
Part 3: Protection and TeTiriti o Waitangi
1. Which of the three articles best aligns with the principle of protection?
Protection relates to article 3 of TeTiriti o Waitangi: oritetanga.
2. In your role, describe how you apply the principle of protection to your work with the
person(s) you support.
Protection is ensuring that people are supported and protected from inequality in the health
system, ensuring that they have access to services that meet their daily needs and protecting their
processions. This principle is applied by ensuring advocacy and honesty, protecting things that
are important to them and promoting knowledge and awareness.
3. Describe which of your organization’s policies and procedures best demonstrates how the
principle of protection is applied in your workplace.
Ensuring the support for workers to meet the requirement of relevant health and safety
regulations and the New Zealand standard to protect the health and safety and well being of
people supported, their families and whanau.
4. Describe one function your organization performs to embed the principle of protection
into your work.
Ensuring the support provided is spiritually, culturally, emotionally and physically appropriate
and safe for them to work efficiently.

CULTURAL DIVERSITY 10
Task 2: Describe the application of culturally safe Māori operating principles and values
Part 1: Māori values and the articles of TeTiriti o Waitangi
1. Select two Māori values from the following list and describe how they relate to the
articles of TeTiriti ō Waitangi.
 Whanaungatanga- this is relationship, kinship and a sense of family connection.
This facilitate the people sharing experiences and working together hence
promoting relationship
 Rangatiratanga- this is displaying Rangita’s quality including generosity, bravery,
humanity, respect, and commitment to community.
Part 2: Describe the application of Māori values to the workplace
1. In your role, describe how you apply the value to your work with the person(s) you
support.
I will focus on a work together relationship and making of decisions for collective good of the
society instead of one or some individuals. This will ensure people are treated equally without
favoring ones kinsmen.
2. Describe which of your organization’s policies and procedures best demonstrates how
this value is applied in your workplace.
Ensuring that the decision made for the benefit of an individual do not undermine the well-being
of other people.
3. What function does your organization perform to embed this value into your work
Creating forums that allows time for all persons involved to participate by allowing appropriate
time for discussion.
Part 3: Describe the application of Māori values to the workplace
1. In your role, describe how you apply the value to your work with the person(s) you
support.
Displaying the leadership qualities as role model for the community by presenting issues using
facts and honesty.
2. Describe which of your organization’s policies and procedures best demonstrates how
this value is applied in your workplace.

CULTURAL DIVERSITY 11
Ensuring there is recognition, respect, and valuing the person’s cultural identity always.
3. What function does your organization perform to embed this value into your work?
Creating forums that include all parties involved in decision making.

CULTURAL DIVERSITY 12
References
Banks, J. A. (2015). Cultural diversity and education. Routledge.
Liu, J. H., & Sibley, C. G. (2006). Differential effects of societal anchoring and attitude certainty
in determining support or opposition to (bi) cultural diversity in New Zealand. Papers
on Social Representations, 15.
Ward, C., &Masgoret, A. M. (2008). Attitudes toward immigrants, immigration, and
multiculturalism in New Zealand: A social psychological analysis. International
Migration Review, 42(1), 227-248.
Yang, L. H., Kleinman, A., Link, B. G., Phelan, J. C., Lee, S., & Good, B. (2007). Culture and
stigma: adding moral experience to stigma theory. Social science & medicine, 64(7),
1524-1535.
Hayward, J., &Wheen, N. (Eds.). (2016). The Waitangi Tribunal: TeRoopuWhakamanaiteTiriti o
Waitangi. Bridget Williams Books.
Rankine, J., Nairn, R., Barnes, A. M., Gregory, A., Kaiwai, H., Borell, B., &McCreanor, T.
(2008). Media and tetiriti o Waitangi 2007.
Macfarlane, A., Glynn, T., Cavanagh, T., & Bateman, S. (2007). Creating culturally-safe schools
for Māori students. The Australian Journal of Indigenous Education, 36, 65-76.
Warriner, V. (2007). The importance of traditional Maori values for necessity and opportunity:
Maori entrepreneurs-iwi-based and individually owned. International handbook of
research on indigenous entrepreneurship, 558-564.