Elements and Performance Criteria

Communication may be:
In writing
Verbal
Signage
Gestures
Gender

Cultural differences may include:
Interpersonal approach
Thinking/learning styles
Expectations
Responsibilities
Priority setting
Experience and working styles

Strategies to accommodate cultural differences in the workplace may include:
Workplace induction program
General guidelines and standards for approaching specific tasks and issues
Understanding own culture and history
Understanding similarities to identify common ground of cultural groups in the workplace
Contextualising given workplace (discussion needed here)
Code of practice at all levels of the organisation

Resources to facilitate effective service delivery in a cross cultural context may include:
People identified with appropriate cultural knowledge
Workplace design to accommodate cultural needs
Workplace policy
Reference groups

Communication strategies to ensure safe service deliver may include:
Common workplace strategies:
Identify the barriers to effective cross cultural communication and the causes of ineffective cross cultural communication
Visual/iconic strategies - diagrams, tables, graphs, pictures
Flow charts, video images
Use of computer technology and other media
Strategies for individuals:
Gestures and non-verbal techniques
Display of positive regard and respect
Non-judgemental approaches
On going personal/interpersonal skill development
Forming partnerships with all cultural groups to achieve particular work goals
Monitoring and reflecting on own actions to ensure cultural values are not imposed on others

Resources to facilitate effective communication may include:
Resources to support visual and iconic strategies
Health workers, liaison officers and other colleagues

Interpreters may be:
Registered
Other multilingual people not related to the person

Strategies for developing effective relationships may include:
Negotiation of roles and responsibilities in the workplace
Development, monitoring and review of safe cultural practices
Identification of key contact people like Aboriginal liaison officers
Display empathy appropriately
Be flexible
Develop the capacity to take turns - stand back wait for your turn

Strategies to resolve difficulties may include:
Negotiation of culturally appropriate guidelines
Identification of appropriate mediators
Negotiating a workplace code of practice

Strategies to increase participation in health service delivery may include:
Full participation in decision making processes at all levels (more discussion needed here)

Culturally appropriate practices may include:
Strategies for providing a service for women's and men's health issues
Allowances made for cultural obligations

Resources to promote effective partnerships may include:
Formation of appropriate reference groups
Policy/guidelines - memorandum of understanding
Two way flow of information and resources

Work practices may include but are not limited to the following functions or be in the following settings:
Hospital or other facility/services admission, entry and discharge processes
Referral protocols
Reception and enquiry services
Diagnostic services
Inpatient services
Non-inpatient and community services
Screening services
Health promotion
Public health
Non-government or agency
Urban, rural and remote community settings

Factors contributing to Aboriginal and Torres Strait Islander people's ill health include:
History of European/Aboriginal contact
Loss of culture, land, identity and Indigenous law
Loss of family links
Geographical remoteness
Lack of relevant and culturally appropriate education
Lack of meaningful employment or occupation
Lack of relevant health knowledge
Food and nutrition
Smoking
Alcohol and substance abuse
Mental stress
Poor maternal health
Feelings of isolation and vulnerability and being culturally unsafe
Violence
Environment health factors (housing, sewerage, water supply, hygiene)
Late presentation, diagnosis and treatment

Culturally appropriate work practices may recognise:
Food customs
Kin relationships
Lifestyle preferences
Gender
Language preferences

Critical aspects of assessment:
Assessment requires evidence of the following products to be collected:
Documentation on the development and implementation of strategies employed to address issues identified in relation to:
Cultural differences
Workplace communication
Workplace and professional relationships
Aboriginal and Torres Strait Islander participation, self-determination, and community control in relation to health care policies, programs and/or service delivery

Assessment requires evidence of the following processes to be provided:
How opportunities were provided for Aboriginal and Torres Strait Islander participation in the planning, delivery and evaluation of health care policies, programs or services
Why particular communication strategies and/or work practices were chosen or modified
How resources were identified and utilised to:
Facilitate service delivery in a cross cultural context
Facilitate effective communication within the workplace
Promote effective partnerships

Underpinning knowledge:
Understanding of past and present power relations and its impact on the workplace and communities
Basic understanding and awareness of the differences between cultures, particularly the cultures of Aboriginal and Torres Strait Islander people and others
Knowledge of availability of interpreter resources
Understanding of racism and discrimination, and laws pertaining to these issues
An understanding of aboriginal history, Torres Strait Islander history, the impact of European settlement, loss of land and culture, the importance of law and kinship
Appreciation of cultural shock and its impact on health and well being
Knowledge of factors which contribute to Aboriginal And Torres Strait Islander ill health and common diseases experienced by these groups of people
Legislation and policies which may include:
Commonwealth, and/or Territory/State legislation
Organisation's policies and practices
Community standards and regulations
Codes of practice
Understanding of own culture, western systems and structures and how this impacts on Aboriginal and Torres Strait Islander cultures
Ability to reflect on self and make changes to work in a cross cultural context
Understanding and awareness of the diversity of Aboriginal and Torres Strait Islander cultures
Understanding and awareness of the social, political and economic issues affecting aboriginal people

Underpinning skills:
Ability to sensitively and respectfully communicate in a cross cultural context
Ability to form effective relationships with a person from another culture
Ability to demonstrate respect for a person and their culture
Ability to participate in identifying and implementing culturally safe work practices
Ability to participate in developing and implementing strategies for sharing power and facilitating participation, self-determination and self-control by Aboriginal and Torres Strait Islander people and communities
Ability to reflect on actions and events to make and maintain cross cultural relationships
Ability to advocate for anti racism
Ability to use phc and cultural safety approaches
Ability to form mutual mentioning arrangements with Indigenous people

Resource implications:
Access to relevant workplace or appropriate teaching environment/s where assessment can take place
Training to be substantially delivered by a cross cultural team working in partnership and where practicable in a group setting
Some participants may be sensitive or resistant, and there may be a need to provide debriefing opportunities
Workplace learning strategies may include time in an Aboriginal or Torres Strait Islander community or organisation, but is not compulsory
Access to relevant organisational policies, guidelines and procedures is required

Consistency of performance:
Participants need to demonstrate performance on more than one occasion, one of which should be on the job

Context of assessment:
Assessment is undertaken both on and off the job
Aboriginal and Torres Strait Islander people should be involved in the assessment of the unit