Case Studies: Working with Diverse People - CHCDIV001

This assignment presents a case study analysis focusing on effective communication strategies and addressing potential barriers when working with individuals from diverse backgrounds, including those with disabilities and from different cultural backgrounds. The student examines two case studies: one involving an Aboriginal woman with hearing difficulties and another concerning an individual with a physical disability. The assignment explores potential communication barriers, such as language differences, hearing impairments, and accessibility issues, and proposes solutions like using interpreters, visual aids, and assistive technologies. It also addresses the importance of creating an inclusive and respectful work environment, including providing reasonable accommodations and adhering to anti-discrimination laws. The student also suggests strategies to prevent misunderstandings and outlines avenues for addressing grievances related to discrimination or lack of accommodation. The analysis emphasizes the significance of cultural sensitivity, clear communication, and adherence to legal and ethical guidelines in fostering a positive and inclusive workplace.

Running head: WORKING WITH DIVERSE PEOPLE
Working with Diverse People
Name of the Student
Name of the University
Author Note

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WORKING WITH DIVERSE PEOPLE
Case study 1: Marguerite
What are the likely communication barriers you would have with Marguerite? How could
you overcome these barriers in your communication with her?
The chief barrier that will be faced by me while communicating with Margaret is be lack
of understanding. Considering the fact that Marguerite has severe hearing difficulties, she may
not be able to hear my statements or instructions during a conversation. It will be difficult for
me explain things to her and I may end up repeating the same thing again and again. Besides
that, due to her hearing problem, she may end up hearing inappropriate or unethical statements,
which have not been said to her. As a result a major communication gap may develop between
her and other employees in the workplace.
In order to deal with these barriers, an efficient interpreter is needed who will be able to
interpret things to Marguerite. Marguerite should be taught sign language so that she can
communicate with the interpreter. Apart from that, visual prompts like black boards, power point
presentations and other visual means of communication should be used.
Who can she get help for interpreting? What service could help her when using a
telephone?
Marguerite can get help from a professional interpreter who will be recruited by the
employer of my organization. The Equal Employment Opportunity Commission (EEOC) states
that an employer must provide sign language interpreters along with other reasonable
accommodations in order to ensure that all disabled employees like Marguerite get equal
opportunities to participate in various activities in the workplace (Van et al. 2012).

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WORKING WITH DIVERSE PEOPLE
In order to ensure that Marguerite can use telephone, the employer must use telephone
amplification and clarity technology. Apart from that hearing aid compatible headset and
amplified noise cancelling headset should be given to Marguerite.
How could appropriate imagery and visual prompts be used to make Marguerite feel like
your service is an Aboriginal friendly zone?
In order to make Marguerite feel that our workplace provides aboriginal friendly services,
the following imagery and visual prompts should be used:
1. The employer should implement visual alarming system, so that Aboriginal employees
with hearing issues like Marguerite can be alerted in case of any emergency situation.
2. Apart from the alarm systems, other equipments in the workplace which only have sound
sources must be modified by adding light sources to them.
3. During meetings, the management must use various imagery prompts like power point
representations or blackboards instead of verbal communication so that marguerite can
understand the topic and necessary points of the meeting effectively.
Who could Marguerite’s friend go to?
Since the organization have denied access of Marguerite’s friends in the office instead of
helping her with her visual impairment, this lady should lodge his complaint to the Australian
Commission. Considering the fact that Marguerite’s friend is visually impaired, she needs a
helper who will provide guidance with direction to her in the workplace (humanrights.gov.au
2018). Since the employer is not allowing her to bring his guide dog in the office, she must be
provided a helper in place of his guide dog who will help her with direction.

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Case study 2: Adrian
How could the facilitator have managed this situation more respectfully?
Instead of suggesting other employees to carry Adrian and his chair to the training room,
the facilitator should recruit a helper specially to assist Adrian with his disability. Since the
room was changed by the training management team without stating Adrian priory about the
change, it is their responsibly to ensure that Adrian does not face any issues due to his disability.
Other measures that could be taken by the facilitator is implementing special stair chairs for
Adrian, so that he can climb the stairs by himself without depending on his co-workers.
Who could Adrian address these difficulties with, beyond having a conversation with the
facilitator?
Adrian could address his difficulties directly to the manager or managers of the
organization who had organized the training session. If no effective help was obtained from the
managers, Adrian could address his concern to the board of directors of the organization.
What strategies could you put in place to prevent any further misunderstandings in
situations like this?
In order to avoid such situations in future, the training team must ensure that no employee
or trainees should face any inconvenience related to accommodation and facilities. During the
planning period of the training session, detailed information about all the disabled employees and
type of their disabilities should be gathered. While booking room, it must be checked that if the
organization would be able to provide support equipments to the disabled employees so that they
can attend the training without getting dependent on their co-workers (humanrights.gov.au

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WORKING WITH DIVERSE PEOPLE
2018). Facilitators should be trained by the management for proper communication skills to deal
with situations like the above mentioned situation in a more respectful way (Harpur 2012).
What statutory body could Adrian appeal to if he is not satisfied that the issue has been
resolved?
In case, if Adrian is not satisfied with the resolution provided by our organization, he can
directly appeal to the Australian Human Rights commission. He can also approach the
commission through an advocate or a solicitor. The whole process of lodging a complaint to the
above mentioned statutory body is free of cost (humanrights.gov.au 2018). Adrian can lodge the
complaint either online in the official website of Australian Human Rights Commission or
offline by filling up a complaint form and posting it to the AHRC office.

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Reference List:
Harpur, P., 2012. Embracing the new disability rights paradigm: the importance of the
Convention on the Rights of Persons with Disabilities. Disability & Society, 27(1), pp.1-14.
humanrights.gov.au 2018. Complaints under the Disability Discrimination Act | Australian
Human Rights Commission. [online] Humanrights.gov.au. Available at:
https://www.humanrights.gov.au/complaints/complaint-guides/what-you-can-complain-about/
complaints-under-disability-discrimination [Accessed 2 Mar. 2018].
humanrights.gov.au 2018. The Right to a Discrimination-Free Workplace | Australian Human
Rights Commission. [online] Humanrights.gov.au. Available at:
https://www.humanrights.gov.au/publications/right-discrimination-free-workplace [Accessed 2
Mar. 2018].
Van Wel, F., Knijn, T., Abma, R. and Peeters-Bijlsma, M., 2012. Partially disabled employees:
Dealing with a double role in the Netherlands. European Journal of Social Security, 14(2),
pp.86-110.