Thursday, December 12, 2019

Torres Strait Islander Cultural Safety-

Question: Discuss about theTorres Strait Islander Cultural Safety. Answer: Key Service Area: The service area which has been addressed in this report refers to the provision of employment opportunities to members of the aboriginal community. The importance of this service area could be anticipated in the form of the protection of the basic rights of the members of the aboriginal communities(Andersen, Edwards Wolfe, 2017). The right to culture is a basic right of every individual which keeps them involved inherently with the community, kin, identity and cultural practices. Furthermore, the protection of cultural safety among the aboriginal people refers to the reduction of resilience among the aboriginal people. The service area of providing equal employment opportunities for members of the aboriginal community would be responsible for alignment of the organizational practices with that of the indigenous community(Carey, et al., 2017). Resources: The resources which are required for addressing the gap identified in the service area of providing employment opportunities could be gathered from the community organizations related to protection of aboriginal people and communities(Chalmers, et al., 2014). Employees could also be assumed as a promising resource for an organization and in the case of Myers, it is essential to review the recruitment aspects of aboriginal people. The factors to be reviewed include the locations from where Myers could hire indigenous people as employees. Myers could be able to address the concerns of human resources management through comprehensive references to the emphasis on the primary data acquired from the local aboriginal people as well as communities and associations which could provide a legible impression of the traditional practices, beliefs and norms of the indigenous people. Hiring of aboriginal people could be ensured through the prospects of reserving a particular share of the employmen t for them which would be indicative of the consistent availability of jobs for indigenous people at the organization. Primarily, Myers could be able to accomplish efficiency in its resource management through advertising and communicating with associations responsible for facilitating the employment of aborigines. The training of Aboriginal and Torres Strait Islander people could be complicated aspect in the human resource management of Myers since the indigenous roots of the people create potential gaps for interaction. These resources could be formally influential on the perception of Myers as a culturally safe organization by the Aboriginal and Torres Strait Islander people. Consultation: Some examples of sources from where these resources can be gathered include The National Aboriginal and Torres Strait Islander Health Workers Association which facilitates a comprehensive impression of the notable ethical concerns(Coffin Green, 2016). Theconcerned must be addressed within the context of the identified service area that leads to formulation of effective frameworks for resolving the pitfalls related to cultural safety experienced by the organization. The strategies which could be used for addressing the concerns of Myers to implement a culturally safe working environment for the Aboriginal and Torres Strait Islander People would be largely associated with communication. The consultation with local aborigines, local organizations and Aboriginal Community Controlled Organizations (ACCOs) would allow the organization to frame effective reconciliation action plans and aboriginal inclusive policies that could improve the cultural safety dimension in Myers (Smith, et al., 2015). Thereafter the strategy must involve the integration of aboriginal culture in distinct aspects of the organization which would help in facilitating a sense of identity to the prospective employees from the aboriginal communities. Interactions with the elderly individuals of the aboriginal population could also be assumed as viable sources of consultation for Myers in order to anticipate the differences between general behaviour of aborigines and settlers. Evaluation: The desired primary objective from the prospective action point identified in this report refers to the induction of Myers image as a provider of culturally safe working environment. The potential indicators which could be assumed for validating the outcome refer to the outcomes of the cultural safety training programs, monitoring of the reconciliation action plan and reduction of notable instances of cultural conflict(Townsend, et al., 2017). The measurement of the success of the action plan to address the key service area could also be based on the elements of formidable implications for recognition and respect for cultural credentials and obligations alongside the awareness of the significance of verbal and non-verbal communication styles followed by Aboriginal and Torres Strait Islander people. Expected Enhancement: Myers would be able to ensure the employment of a culturally diverse workforce with the employment of Aboriginal and Torres Strait Islander people. The advantages of the strategies that are included in the action plan would be directed towards improving cultural safety in the organization(Townsend, et al., 2017). One of the formidable highlights of the plan is directed towards communication with the local people from Aboriginal communities as well as associations. This factor would ensure a formidable connection between the organization and community thereby leading to prolific opportunities for Myers to realize employment concerns for the indigenous people effectively. References Andersen, C., Edwards, A. and Wolfe, B., 2017. Finding Space and Place: Using Narrative and Imagery to Support Successful Outcomes for Aboriginal and Torres Strait Islander People in Enabling Programs.The Australian Journal of Indigenous Education,46(1), pp.1-11. Carey, T.A., Dudgeon, P., Hammond, S.W., Hirvonen, T., Kyrios, M., Roufeil, L. and Smith, P., 2017.The Australian Psychological Society's Apology to Aboriginal and Torres Strait Islander People.Australian Psychologist,52(4), pp.261-267. Chalmers, K.J., Bond, K.S., Jorm, A.F., Kelly, C.M., Kitchener, B.A. and Williams-Tchen, A.J., 2014.Providing culturally appropriate mental health first aid to an Aboriginal or Torres Strait Islander adolescent: development of expert consensus guidelines.International journal of mental health systems,8(1), p.6. Coffin, J. and Green, C., 2016. THIS CHAPTERS CENTRAL focus is to demonstrate how Aboriginal constructs, such as the Coffin Cultural Security (CCS) Model and the Cultural Security Continuum (Coffin 2007), offer culturally secure ways forward for Aboriginal and Torres Strait Islander people engaged in and affected by community development processes. We do this by focusing on two community development projects under-taken in the health and local government sectors in rural and regional Western Australia. The motivation for community ....Mia Mia Aboriginal Community Development: Fostering Cultural Security, p.73. Smith, J., Wolfe, C.L., Springer, S., Martin, M., Togno, J., Bramstedt, K.A., Sargeant, S. and Murphy, B., 2015. Using cultural immersion as the platform for teaching Aboriginal and Torres Strait Islander health in an undergraduate medical curriculum.Rural and remote health,15(3), p.1. Townsend, C., White, P., Cullen, J., Wright, C.J. and Zeeman, H., 2017. Making every Australian count: challenges for the National Disability Insurance Scheme (NDIS) and the equal inclusion of homeless Aboriginal and Torres Strait Islander Peoples with neurocognitive disability.Australian Health Review.

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