Elements and Performance Criteria

RANGE STATEMENT

The Range Statement relates to the unit of competency as a whole. It allows for different work environments and situations that may affect performance. Add any essential operating conditions that may be present with training and assessment depending on the work situation, needs of the candidate, accessibility of the item, and local industry and regional contexts.


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


Strategies to accommodate cultural differences in the workplace may include:
Workplace induction program
General guidelines and standards for approaching specific tasks and issues
Develop understanding of own culture and history
Develop awareness of key aspects and impacts of Aboriginal and/or Torres Strait Islander culture and history on current health issues
Understanding similarities to identify common ground of cultural groups in the workplace
Contextualising given workplace
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


Events and issues in Aboriginal and/or Torres Strait Islander history may include but are not limited to:
Pre- and post-colonisation history
Legislation
Stolen generations
Deaths in custody
Health
Land Rights
Maralinga
Mabo
Religion


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
Aboriginal and/or Torres Strait Islander 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 culturally safe work practices
Identification of and consultation with key contact people such as 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:
Consultation with community representatives
Community participation in decision making processes at all levels


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
Environmental 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

EVIDENCE GUIDE

The evidence guide provides advice on assessment and must be read in conjunction with the Performance Criteria, Required Skills and Knowledge, the Range Statement and the Assessment Guidelines for this Training Package.

Critical aspects for assessment and evidence required to demonstrate this competency unit:
The individual being assessed must provide evidence of specified essential knowledge as well as skills
This unit may be assessed both on and off job
In order to work with local Aboriginal and/or Torres Strait Islander communities, workers must demonstrate an understanding of Aboriginal and/or Torres Strait Islander culture and history, the local community and other communities
Assessment of this unit is recommended to involve a person who is Aboriginal or Torres Strait Islander or who has worked closely with Aboriginal and/or Torres Strait Islander people and communities
Assessment should be conducted on more than one occasion to cover a variety of circumstances to establish consistency
Holistic assessment of this competency unit is encouraged, to ensure application of these skills in conjunction with specific work functions in the health industry but the unit may be delivered and assessed independently


Access and equity considerations:
All workers in the health industry should be aware of access and equity issues in relation to their own area of work
All workers should develop their ability to work in a culturally diverse environment
In recognition of particular health issues facing Aboriginal and Torres Strait Islander communities, workers should be aware of cultural, historical and current issues impacting on health of Aboriginal and Torres Strait Islander people
Assessors and trainers must take into account relevant access and equity issues, in particular relating to factors impacting on health of Aboriginal and/or Torres Strait Islander clients and communities


Products that are required as evidence include:
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


Processes that are required as evidence include:
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