Assessing Diversity in Healthcare: CHCDIV001 and CHCDIV002 Case Study

This case study examines diversity within a healthcare context, addressing cultural safety, legal and ethical responsibilities, and practical workplace scenarios. The assignment explores the understanding of diversity in healthcare, including strategies to address issues like nurse shortages and promote equal employment opportunities. It delves into the author's personal cultural background and biases, emphasizing the importance of cultural competence, awareness, and safety in creating a supportive work environment. The study further analyzes relevant legislation, such as the Racial Discrimination Act and anti-discrimination acts, and their impact on protecting individuals from discrimination based on age, disability, and race. It also discusses the legal and ethical responsibilities of employers, available resources for employees facing discrimination, and strategies for promoting diversity in the workplace, including effective communication methods and cultural sensitivity training. The case study concludes by addressing communication strategies and support systems for patients, including the use of interpreters and visual aids, to ensure they receive comprehensive and understandable information. It covers the role of verbal and nonverbal communication, and strategies to foster a safe and supportive environment for patients and colleagues, highlighting the impact of social and cultural diversity in various scenarios.

Running Head: DIVERSITY 1
Diversity
Student’s Name
Institution Affiliation
Tutor
Submission Date

DIVERSITY 2
(1a) Understanding about diversity in relation to health care
Dealing away with all forms of inequality and discrimination and hence putting up
strategies which can be emulated to deal away with the problems experienced in the health
care is called diversity. An example is the issue of nurse’s shortage. According to WA, it
ensures that cultural diversity is emulated, providing employment opportunities in the
workforce and ensuring equal employment opportunities in all the health centres. It is
important to have diversity in the workforce because it enables a good service delivery in
the health sector, the workplace culture is emulated, enhances effective work being
performed. ("Equity and Diversity", 2019)
(1b) Discuss your own cultural background, social and cultural perspectives
and biases.
According to my cultural background, am from Malaysia but grew up in Australia.
I was eleven years old. Both of my bread weaners were also born in Malaysia. On the
religion perspective am a Muslim. I have visited different geographical regions of Australia
which includes Brisbane to Townsville, I was also going to Brisbane then settled in Gold
coast. I attended four different schools, I faced a challenge of making friends due to fear
and I was also shy. But on the other hand, I was very hardworking hence good in
education. In these have interacted with very many people of different cultures. Diversity
has provided a great opportunity for personal growth and also has enabled to get diverse
skills. Through the cultural diversity have been taught to be kind, respectful and always
show appreciation in every concept.

DIVERSITY 3
(2a) Discuss how training in cultural competence encourages a safe working
environment. Include cultural safety and cultural awareness.
Cultural competency can be defined as the set values of the organization that allows
individuals to demonstrate their behaviors and provides policies which enable the
individuals to work effectively cross-culturally. It improves the disparities experienced in
health care and also makes sure the care given to the individual is effective. On the
organization competency, it makes sure that every individual has an equal workforce.
Hence this means that the development of the indigenous staff will be enhanced. The
barriers include the language barriers, patient dissatisfaction and through this, they are
involved in decision making in the health systems. There is the clinical cultural
competence which ensures a good clinical care ("3.08 Cultural competencies | Aboriginal
and Torres Strait Islander Health Performance Framework 2014 Report", 2019)
Cultural safety can be defined as the situation where there is safe care and also the
recipient of the care can attest that in his own dimension. It is good to create cultural safety
in the health care systems and also it provides good supervision for the nurses. To promote
cultural safety is a good thing because it involves awareness of an individual and also
others. Cultural awareness is the ability of every individual to understand different cultural
values and perceptions (Wepa, 2015).
(2b) Outline one piece of legislation that has promoted aboriginal and Torres
Strait Islander cultural safety.
An implemented system to eliminate all forms of racial discrimination in Australia
is racial discrimination act. It entered the force in 1969. Its main aim was to apply the

DIVERSITY 4
relevant powers so that they make laws which will respect people of any race and also
respect the people who migrate to their countries. The act also is applied to the
Commonwealth countries. The act is deemed to provide equality to all individuals. Hence
any individual should not be discriminated due to colour or ethnicity. This law has
provided cultural safety to the non-indigenous Australians ("Racial Discrimination Act
1975", 2019)
(3a) Discuss the employers legal and ethical responsibility in this scenario.
All work station managers must respect employee’s decision. This is because in the
scenario when Kieron availability didn’t change the amounts of sifts that he was given
didn’t change. Moreover, it is wrong for the employer to offer a favour to another
employee because he or she is expecting some act eventually. For the employers, there are
supposed to face discrimination cost, for example, the employer of kerion. This is because
there is a lot of discrimination in the organization. the employer should understand that
they should understand the responsibilities and rights of their employees. The human
resource department must ensure that the rights of the employees are well considered in the
organization. This is through giving them the required shifts, getting holiday leaves, paying
their salaries at the right time and preventing discrimination and promoting cultural
competence in the organization ("For employers", 2019)
(3b) Describe the legislation that protects people from discrimination and the
possible consequence for the employers the legislation has been breached.
The act that plays the role of protecting people of different age in the organization
regarding employment issues is called antidiscrimination act. Moreover, it serves to protect

DIVERSITY 5
the employees from sexual harassments and hence when this is applied it applies the law to
punish the employer. ("A quick guide to Australian discrimination laws | Australian
Human Rights Commission", 2019)
Another act which serves to promote humans’ rights in the organization is the
human rights bill 2008. They achieve their objectives by giving fines to the employees who
go contract to human rights. It defines the rights to life and the freedom from forced work.
In that, it stands with employees that they should not be forced to any work they are not
willing to do. Moreover, there is the antidiscrimination QLD which is a legislative act that
helps to solve the complains made by the individuals. The act allows individuals to make
complaints concerning sexual harassment, discrimination, and victimization. According to
Kerion case, he was supposed to make his complaint to this act so that his employer could
face the consequences ("View - Queensland Legislation - Queensland Government", 2019)
(3c). Explain how age, disability, and racial elements are subject to legal and
ethical considerations within the workplace.
Age discrimination in work places prevents the old people from being employed, getting
good housing and also health care. Due to their age, discrimination act is used to help the
old people in the organization to meet their legal responsibilities. In these, the employers
face consequences of not giving them the rights they require. An employer who practices
disability discrimination may face consequences which are according to the discrimination
act applied in Australia. This acts protects the individuals from getting jobs and also
punishes the employers who discriminate them. it is evident if an individual with a

DIVERSITY 6
disability can meet all the requirements needed in a job he or she should be offered an
equal opportunity in the job. Another diversity factor is race and this is the case on any
complaint the racial discrimination acts provides protection to the individuals. It ensures
that human rights in the workplace are well considered and also gives penalties to the
employers who practice the action ("Welcome to the Fair Work Ombudsman website",
2019).
(4a) Discuss what resources may be available to Kieron to support him at this
time.
Apply GP networks which plays a primary role in the common conditions that he is
receiving. He will get this support from a specialist. Moreover, one can get help from
social clubs, having peer networks. Moreover, kerion can get support from beyond the
blue. These helps an individual in some ways on how to intervene in the problem he or she
is passing through. This helps to make complaint hence the issue being dealt with and also
they offer advises to people who are facing many problems in all aspects ("beyond blue",
2019) Moreover kerion can go to EAP which serves as the employee assistance program
and this will help him solve the issue.

DIVERSITY 7
(4b) There is a lot of diversity in Australia. In regards to Kieron’s situation
choose from one of the following and discuss how his diversity may impact his work
and personal life
Openness through the workmates helped him. This is because the made sure that
he has informed his employer on his social; state of being homosexual. In Australia this
practice is allowed and hence applying the responsive act he will have the responsibility to
have freedom. On realizing this the company will have mandated to treat him well so that
his gender and sexuality will not be discriminated ("A definitive timeline of LGBT+ rights
in Australia", 2019)
(5a) What could the organization do to encourage the staff to embrace
diversity in regards to culture, race, ethnicity, gender, and sexual orientation and how
to become more aware of their own culture?
Members of staff must emulate respect of every individual culture in all aspects and
these can be achieved through cultural competence training. In these, the members of the
staff will understand each other cultural diversity and learn to respect their views.
Moreover, in regard to the disability people they should be provided with better working
conditions like offering a wheelchair to them, in the organization individuals are supposed
to understand multiple languages for the essence of understanding each other in
communication. Moreover, they should learn to treat others well. To promote diversity in

DIVERSITY 8
the working this concept should be embraced so that understanding can be built (Kellett
and Fitton, 2017).
(6). What services might you offer Mr. Li to make sure that he understands all
the information that he will receive and how would you access them, include in your
discussion the method of imagery
His investigations, the information about medications, discussions on what he will do next after
the medication, the discharge referrals and him he takes an admission by the use of interpreter
tool. And also the patients will be attending his diabetic clinics. the relevant language will be
used so that the patient will get the relevant report addressed to him by the use of ward
communication tool. Moreover, the use of the images can be used to guide him by providing
pictures about the medication ("Multicultural - links | Queensland Health", 2019)
(7) What verbal and nonverbal communication approach would Anthony use
when talking to his client?
To be conversant with verbal and nonverbal he could use when attending to the
patient. Moreover, to communicate with the patient he should use body posture so that he
can understand the whole information about the aboriginal patient. moreover, he could use
written communication so that they can communicate appropriately. Moreover, the doctor
should maintain his eye contact so that he cannot be passed with the information being
communicated by the patient.
(8) What would you do next? Your answer should also include the impact of
social and cultural diversity for this situation

DIVERSITY 9
Am supposed to create a cool environment. Then move in a settled area so that we
can settle and talk with the patient. To solve the conflict which the patient has good care
approach must be used so that the person will be calm and open up. In these, the patient
will offer structured communication and eventually we will make a central decision
(Garneau and Pepin, 2015).
(8b) What body language would you display in this situation?
By applying gestures is more involving. This triggers the patient to be cool and
hence she will communicate her desires in a calm way. When she is explaining maintaining
eye contact, active listening is essential so that she can notice my empathetic nature.
Moreover, opening hands and holding her will definitely reflect in her mind that I will
offer all the support she needs (Yang and Luo, 2017).
(8c) Outline 3 strategies you would use to communicate in the most efficient
way
Make sure message being delivered has a purpose. This means that to understand
the message it must be clear and also convey the information being passed. this is because
when the message is not clear it can even worsen the situation when communicating.
Another strategy is by use of body language. Using body language is essential as the
person being communicated to will understand the message easily. Moreover, improving
tone is also important because the message will be heard clearly hence being
communicated in the most efficient way (Quirke, 2017).

DIVERSITY 10
(8d) In regards to the issues in this case study question, as the EN, who could
you go to for assistance in dealing with this situation?
Informing nursing unit manager because they are trained in conflict resolution and
negotiation be would be essential in first phase. Then I could present the issue to the
medical doctor so that he will formulate ways and means to deal with culture, language and
also offer treatment to the patient ("Multicultural nutrition resources | Metro South Health",
2019)
(9a) How have Aboriginal and/or Torres Strait Islander people been
culturally, politically, socially and economically disadvantaged in the past?
These group of people has been disadvantaged since the past in many perspectives.
They have experienced disparity in health because high death rates have been recorded in
the total Australian population. The causes of death include accidents, assault from
indigenous Australians, respiratory diseases, poor nutrition, and diabetes. After the
European settled in that are they were forced to migrate and live like immigrants in the
country. This forced many of them to die due to poor housing they had in the country, they
were also disadvantaged in the education sector because less number of them were
identified attending schools. In the sector of employment and income, those who got
chance to be employed faced forced Labour and much of the workload was directed to
them. Many of them on the had faced unemployment because the job opportunities chances
were given to the indigenous people ("Stolen Generations - Healing - Australian
Indigenous HealthInfoNet", 2019)

DIVERSITY 11
Also, they lost their land to Europeans where they were forced to migrate so that
they could settle in the area. They faced racial discrimination in many areas, this can be
seen in the health sector where it is evident that they never got good health care. In the
criminal justice system, many of them were imprisoned and in the year 2002, most of them
were imprisoned due to minor cases while the Australian people being favored. It is
evident in the past the aboriginal lacked the economic power in Australian society. most of
the resources were being controlled by foreign-based corporations. On the political issues,
the issue was being held by the on –aboriginal people. moreover, even the religious issues
lied on the religious dogma and they had no power over it ("Be You", 2019)
(9b) Discuss how the impacts in question 9a. may have affected their
engagement with health and community systems in the past and also in the present –
outline 2 changes or influences in practice towards Aboriginal and/or Torres Strait
Islander people that have occurred in Australia in the past 10 years.
How these individuals were disadvantaged have brought positive impact in the
present day. The government has pioneered an act that treats all types of people in the
health systems. This means they are well taken off in the health sector. One of the change
is that the gap between aboriginal has been closed. This has ensured equality in the health
care system. Another change which has taken place is that the health plan for the non-
indigenous Australians created so that they can be linked to the commonwealth health
activities and this will enable them to improve their health ("Close the Gap: Indigenous
Health Campaign | Australian Human Rights Commission", 2019)
(9c) Briefly discuss what law and kinship mean to the Aboriginal and/or
Torres Strait Islander people.

DIVERSITY 12
They believe kinship ties are what that guides and bind them together. They are
believed to provide the emotional and psychological support to people. Other Australians
view the aboriginal point of view on the family structures as acting in a nepotism way. The
rights in the aboriginal are extended to all the family structures. On the other hand, the law
and the lore are evident to be pioneered by British law in Australia. Traditional law was set
but not all aboriginal was using in Australia. Moreover, traditional lore is the same as the
biblical commandments.
(10) Outline the issues that contribute to Aboriginal and/or Torres Strait
Islander ill health and outline the common diseases experienced by these groups of
people
Environment which these group of people lives is faced with a lot of problems and that’s
why they are at risk of many diseases. They don’t live in areas where water is treated,
access to healthy food is hard to them, poor sewage disposal and there is no dust control.
Moreover, another factor is social and economic determinants in that they do not have
enough funds to get treated in the health care facilities. Furthermore, the culturally
competent staff are not evident in the health care that’s why there is the health gap in the
health facilities. The common diseases evidence to these type of group includes mental
health, cardiovascular diseases, diabetes, and renal disease.
(11a) Australian human rights commission act 1986

DIVERSITY 13
It documents that anything focused in religion, sex, mental health, a relationship
like marital status, sexual harassment, disability, nationality and race is defined as
discrimination.
(11b) From your readings, https://www.simplypsychology.org/maslow.html in regards to
“Maslow’s hierarchy of needs” and “human rights” outline your views on the relationship
between human needs and human rights
Moscow documents that there some human needs which are basic than others. The
most basic human needs are physical survival where an individual has food, clothes, and
shelter. Other needs which are evident are safety needs in which ban in individual gets
security, there is love belongs need and esteem needs. Likewise, human rights are universal
this means that human rights are respected globally so that an individual can meet his or
her needs (Mcleod, 2019).

DIVERSITY 14
References
3.08 Cultural competency | Aboriginal and Torres Strait Islander Health Performance Framework
2014 Report. (2019). Retrieved from
https://www.pmc.gov.au/sites/default/files/publications/indigenous/Health-Performance-
Framework-2014/tier-3-health-system-performance/308-cultural-competency.html
A definitive timeline of LGBT+ rights in Australia. (2019). Retrieved from
https://www.sbs.com.au/topics/sexuality/agenda/article/2016/08/12/definitive-timeline-
lgbt-rights-australia
A quick guide to Australian discrimination laws | Australian Human Rights Commission. (2019).
Retrieved from https://www.humanrights.gov.au/employers/good-practice-good-business-
factsheets/quick-guide-australian-discrimination-laws
For employers. (2019). Retrieved from http://www.adcq.qld.gov.au/resources/for-employers
Beyondblue. (2019). Retrieved from https://www.beyondblue.org.au/who-does-it-affect/the-
invisible-discriminator?sekw=34629437722

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Close the Gap: Indigenous Health Campaign | Australian Human Rights Commission. (2019). Retrieved
from https://www.humanrights.gov.au/our-work/aboriginal-and-torres-strait-islander-social-
justice/projects/close-gap-indigenous-health
Equity and Diversity. (2019). Retrieved from http://www.health.wa.gov.au/worklifebalance/home/
Garneau, A. B., & Pepin, J. (2015). Cultural competence: A constructivist definition. Journal of
Transcultural Nursing, 26(1), 9-15.
Kellett, P., & Fitton, C. (2017). Supporting transvisibility and gender diversity in nursing practice
and education: embracing cultural safety. Nursing inquiry, 24(1), e12146.
Mcleod, S. (2019). Maslow's Hierarchy of Needs. Retrieved from
https://www.simplypsychology.org/maslow.html
Multicultural - links | Queensland Health. (2019). Retrieved from
https://www.health.qld.gov.au/multicultural/links/links
Quirke, B. (2017). Making the connections: using internal communication to turn strategy into
action. Routledge.
Racial Discrimination Act 1975. (2019). Retrieved from
https://www.legislation.gov.au/Details/C2014C00014
Stolen Generations - Healing - Australian Indigenous HealthInfoNet. (2019). Retrieved from
https://healthinfonet.ecu.edu.au/learn/health-topics/healing/stolen-generations/
View - Queensland Legislation - Queensland Government. (2019). Retrieved from
https://www.legislation.qld.gov.au/view/whole/html/bill.first/bill-2018-076

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Welcome to the Fair Work Ombudsman website. (2019). Retrieved from
https://www.fairwork.gov.au/how-we-will-help/templates-and-guides/fact-sheets/rights-
and-obligations/workplace-discrimination
Wepa, D. (Ed.). (2015). Cultural safety in Aotearoa New Zealand. Cambridge University Press.
Yang, Z., & Luo, J. (2017, September). Personalized pose estimation for body language
understanding. In 2017 IEEE International Conference on Image Processing (ICIP) (pp.
126-130). IEEE.