CHCDIV002 Promote Aboriginal and/or Torres Strait Islander cultural safety

Case study-A

Question 1


Identify and summarise 3 potential cultural safety issues (50-100 words) Rate the impact Suggest at least one way that you can improve the practice (50-100 words)
1. Cultural issues such as cultural identities and practices of the aboriginal people are diminishing with time. This is because they are not properly meshed into the educational systems.  (Jackomos, 2015) viewed the cultures of the people are quite distinct and complex in nature. There is a huge challenge in learning about these cultures from their beliefs, history, and traditions



      5 Providing knowledge about aboriginals to indigenous and non –indigenous children to make them embrace cultural differences. According to (Jackomos, 2015), this can be meshed into the education system to ensure that relevant knowledge about the non-indigenous people is provided to the public. This will make the people more aware and proud of their culture.


2. The past of forced resettlement on reserves, where thousands of children were placed in institutions and the loss of land are apparent in the disadvantages still experienced by many Aboriginal people today. This placed Aboriginal people at a disadvantage which in effect created distrust. The bitter past is still embedded in their memories (Jackomos, 2015).



     4 The land development agreements can play a vital role in helping Aboriginal people determine the course of their future. In the past, the people lost their land and were resettled to other areas. This made them have identity issues since they had no background to fall back on (Jackomos, 2015).


3. Kinship is an intricate system that determines relations between people and their obligations, roles, and responsibilities in relation to each another as well as land and ceremonial dealings. According to (Jackomos, 2015), it also determines issues regarding marriage, ceremonial relationships, funeral tasks and behavior model with other kin members (Jackomos, 2015). 1 Increasing educational knowledge regarding indigenous people shows the importance of different cultures hence validating knowledge about them. Embracing different cultures that exist in the society helps individuals not to conform to just one cultural practice but rather merge several to act as guidance for relationships between indigenous and non-indigenous people (Jackomos, 2015).



Case Study – B

Question 2 Part A















Part B




Question 3

Part A










Part B













Question 4

(a) A potentially useful communication technique There should be careful consideration of the language used when communicating with Aboriginal People. Respecting some of their cultural practices is paramount. Practices such as the use of silence should not be interpreted as a sign of misunderstanding a subject matter. Frequent consultation of the indigenous people in case of doubt regarding what is being communicated. It is paramount to foster relationships with the local community and learn appropriate and generally accepted words. Open-mindedness when dealing with the community is necessary. Any negative perception such as child neglect should be wiped out (Frankland, 2010).




(b) A potentially useful work practice  Certain customs and practices of indigenous culture are executed separately by men and women. They are frequently referred to as Men’s Business and Women’s Business. These traditional practices encompass very stringent regulations and penalties if rules are broken. Members of staff should keep in mind that there might also be concerns that are more appropriate for Indigenous staff to communicate, if they opt to do so, with a person of the same gender. This should not be considered as personal or offensive but a respect for the culture which has been passed on all the way through generations (Jackomos, 2015).


Question 5

Part A











Part B




Case Study – C

Question 6


1. Build effective partnerships between Gurung’s staff and all Aboriginal and/or Torres strait Islander people. Engaging them to aid in the welcoming of the family and to work closely beside the family and fellow professionals. I would make the most of this staff member as the cultural broker from the initial introduction if the staff member felt at ease. According to (Haysom, 2009), respectfully working with those of other cultures can help us to build efficient partnerships.
2. Identify and utilize resources to promote partnerships with the Aboriginal and/or Torres Strait Islander local community. By attending local cultural events and engaging the local health care agencies and services. To have triumphant partnerships we require being culturally knowledgeable. This cultural knowledge helps in the respecting of each other and the cultural practices. Knowledge also fosters togetherness and trust since no person feels undermined or undervalued.(Jackomos, 2005).


3. Device and document ways to support the delivery of services and programs that are ‘culturally safe’ and encourage increased participation in them. Talking with a Traditional Owner Group known within Gurung in order to seek relevant information supporting culturally safe service delivery. This can provide relevant widespread knowledge which can be employed in various sectors. The information can be documented, this information can also be used in fostering concerns on cultural safety issues (Frankland, 2012).
4. Integrate strategies that encourage self- determination and community control at Gurung by Aboriginal and/or Torres Strait Islander peoples. Leaders can encourage the younger generation by sponsoring them to attend conferences. The more knowledge that is available the easier it become to accept their culture. This in effect makes them have a sense of belonging as well as proud of their cultural heritage. Investment strategies should look after both the present and future needs of the Aboriginal people (Frankland, 2012).


Case Study – D

Question 7

1. The protocol is a cultural safety outcome that could be measured. It involves showing respect by requesting permission/informed consent, seeking cultural knowledge by asking questions, understanding that learning goes both ways, and locating friends, and mentors in the community of practice.


2. The positive purpose is an outcome of cultural safety which builds on strengths, guarantees confidentiality and accountability, avoids negative labeling and ensures real benefits.


3. The building of partnerships is a cultural safety outcome employs relational practice based on authentic encounters and shared knowledge. It also employs collaborative problem solving and strengthens mutual capacity (Frankland, 2012).


Question 8


Question 9

1. One way of evaluation of cultural safety against desired outcomes is by advancing the level of engagement of the significant indigenous people. Ensuring that all their contributions are considered upon consultation is paramount. Giving indigenous individuals the opportunity to be more involved in the decision-making processes. Another way is the improvement of relations with their families (Frankland, 2012).






2. Another way of evaluation is ensuring that all people accept and accord the necessary respect for cross-cultural individuals’ diversity, as well as proper understanding of cultural safety, should also be considered. Treatment of all people with dignity and courtesy is also key. All cultures, knowledge, religions, beliefs, and languages should be respected by all members regardless of background (Frankland, 2012).



Question 10

Cultural, health, racial and welfare concerns can have a negative impact on the workplace and professional relationships with co-workers of Aboriginal and/or Torres Strait Islander origin such as services often being solely or mostly staffed by non-indigenous people. This can damage relationships especially if Indigenous people have had past negatives experiences with other community services. The end result of this could be a lack of trust which can lead to a breakdown in communication and possible misunderstandings. Non- indigenous staff might have trite images that may be noticeable in their communications (Haysom, 2009).





Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.

Frankland, R., Bamblett, M., Lewis, P., & Trotter, R. (2010). This is „Forever Business: A Framework for Maintaining and Restoring Cultural Safety in Aboriginal Victoria. Victoria, Australia: Victorian Aboriginal Child Care Agency Co-Op, Ltd.

Haysom, L., Williams, R., Hodson, E., Lopez-Vargas, P., Roy, L. P., Lyle, D., & Craig, J. C. (2009). Risk of CKD in Australian indigenous and non indigenous children: a population-based cohort study. American Journal of Kidney Diseases, 53(2), 229-237.

Jackomos, A. (2015). International human rights day oration: Linking our past with our future: How cultural rights can help shape identity and build resilience in Koori kids. Indigenous Law Bulletin, 8(17), 20.

Pink, B., & Allbon, P. (2008). The health and welfare of Australia’s Aboriginal and Torres Strait Islander peoples. Canberra: Commonwealth of Australia.

Waldram, J. B., Herring, A., & Young, T. K. (2006). Aboriginal health in Canada: Historical, cultural, and epidemiological perspectives. University of Toronto Press.


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