Generic
Work with Diverse People
CHCDIV001 Work with diverse people
Clinical Education
Work with Diverse People
Health Training Package HLT
The learning material provided in this Study Guide has been developed to meet
the requirements of the Health Training Package HLT. Training packages are a
key feature of vocational education and training in Australia. They are developed
nationally by industry, for industry. Qualifications are recognised nationally.
Work with Diverse People Study Guide relates to the following national unit of
competency:
CHCDIV001 Work with diverse people
The Work with Diverse People Study Guide relates to the following National Safety
and Quality Health Service Standards:
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occurred accidentally the authors and publishers tender their apologies.
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Chief Executive Officer
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Published by SA Ambulance Service
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Clinical Education
Version: 1.0 161031
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Contents
Introduction
5
Cultural Diversity in Australia
6
Disability
8
Religious or Spiritual Beliefs
9
Gender
10
Transgender
11
Intersex
12
Generational
13
Sexual Orientation
14
Reflect on Own Perspectives
15
Diversity and Inclusiveness
19
Communicating with Diverse People
22
Promoting Understanding of Diversity
25
Influences and changing practices in Australia
27
Marginalised Groups
28
Glossary
29
Other Resources
30
References
31
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Introduction
The term diversity is used to describe identifiable differences of people in their cultural
backgrounds or lifestyles.
This includes differences in:
•
Race or ethnicity
•
Age
•
Gender
•
Religion
•
Philosophy
•
Physical abilities
•
Physical or mental health
•
Socioeconomic background
•
Sexual orientation
•
Gender identity
•
Genetic attributes
•
Behaviour.
The concept of diversity encompasses acceptance and respect.
It means
understanding that each individual is unique and recognising individual differences.
These can be along the dimensions of race, ethnicity, gender, sexual orientation,
socio-economic status, age, physical abilities, religious beliefs, political beliefs or
other ideologies. It is the exploration of these differences in a safe, positive and
nurturing environment. It is about understanding each other and moving beyond
simple tolerance to embracing and celebrating the rich dimensions of diversity
contained within each individual.
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Cultural Diversity in Australia
Australia has one of the most culturally and
linguistically diverse populations in the world. It
is estimated that about 40% of the Australian
population is made up of immigrants and their
children and that about 15% speak a language other
than English at home.
Today there are approximately 22 million Australians speaking almost 400 languages,
including Indigenous languages identifying with more than 270 ancestries and
observing a wide variety of cultural and religious traditions. Australia remains a
socially stable country, not despite its cultural diversity but because of the acceptance
of it and the firm belief that diversity is one of the country’s enduring strengths.
The Australian community
From Australia’s original Aboriginal and Torres Strait Islander clans, the Australian
society has emerged to become a diverse community embracing many cultures.
There are many reasons for the population of a country becoming diverse. One
common reason is hardship in the originating country of the immigrant. Such
hardships include famine, war and oppressive regimes. There are of course, people
who just wish to experience living in a new country or those who move here because
of their jobs.
Indigenous Australians
The Australian Indigenous population is made up of
Aboriginal and Torres Strait Island people.
Indigenous Australians often face issues related to:
•
Health
•
Social expectations
•
Cultural identity.
When working with Indigenous communities and other cultures, staff could draw on
significant events in their own family history that influence their current perspectives,
beliefs and values. It is possible these experiences could lead to an empathetic
understanding, so the impact of cultural or background differences are minimised.
> Aboriginal Cultural Awareness Training
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Migrants and refugees
The migrant population in Australia generally fit within one or two broad classifications:
1. Immigrant - those who chose to migrate to Australia voluntarily. Immigrants
choose when to leave their country, where they go and when they return.
2. People displaced from their home country, such as refugees because of
persecution on the basis of their race, religion, nationality, membership of a
particular social group or political opinion.
Immigrants and refugees from other cultures often face problems such as:
•
Recognition of professional qualifications and experience
•
Level of cultural difference between cultural origin and new host culture
•
Language barriers.
Refugees may also be affected by persecution in their home country, loss of family
and friends and trauma, during migration.
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Disability
Disability is seen as an umbrella term for any or all of the following components:
•
Impairments: problems in body function or structure
•
Activity limitations: difficulty in executing activities
•
Participation restrictions: problems an individual may experience in involvement in
life situations.
Disability in Australia
18.5% of the Australian population (approximately 4.2 million people) have severe or
profound disability.
The proportion of Indigenous people who need help with core activities is around
double that of non-indigenous Australians
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Religious or Spiritual Beliefs
Religions span national, geographic, cultural and
ethnic backgrounds and play an important role
in catering for people’s social, psychological and
cultural needs as well as their spiritual needs.
In the 2011 Census, Christians represented 61%
of the Australian population.
Non-Christians
represented approximately 8% of the population.
The Census recorded over 120 different religious
denominations, each with 250 or more followers.
Indigenous Australians have been affiliated with various religions. However, for
Aboriginal and Torres Strait Islander people, the concept of ‘spirituality’ refers
to a more holistic view of life, in particular, one’s link with the land, sea and air.
Consequently, this relation confirms one’s identify and place as an Indigenous
Australian.
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Gender
Gender diversity includes male, female and transgender individuals. Females make
up just over half (50.2%) of the Australian population. While women comprise roughly
46% of all employees in Australia, they take home on average $283.20 less than
men each week. The national gender ‘pay gap’ is 18.2% and it has remained stuck
between 15% and 18% for the past 2 decades. Australian women account for 92%
of primary carers for children with disabilities, 70% of primary carers for parents and
52% of primary carers for partners.
Barriers to gender equality include:
•
A quarter of women were sexually harassed in the workplace between 2007 and
2012 with the harasser most likely to be a co-worker (52%).
•
In 2014, one in two (49%) mothers reported experiencing discrimination in the
workplace at some point during pregnancy, parental leave or on return to work
and one in five mothers indicated that they were made redundant, restructured,
dismissed or that their contract was not renewed because of their pregnancy,
when they requested or took parental leave or when they returned to work.
•
One in three Australian women aged 15 years and over has experienced physical
violence and nearly one in five has experienced sexual assault.
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Transgender
The term transgender refers to an individual whose gender identity does not match
their assigned birth sex. For example, a transgender person may self-identify as a
woman but was born biologically male. Being transgender does not imply any specific
sexual orientation (attraction to people of a specific gender). Therefore, transgender
people may additionally identify as gay, lesbian, bisexual or heterosexual. In its
broadest sense, the term transgender can encompass anyone whose identity or
behaviour falls outside of stereotypical gender norms.
A person’s gender identity and expression encompasses multiple factors, including
genetic influences, brain chemistry, learned behaviours and personal choices. These
factors - shaped by culture, custom, social constraints and beliefs - affect us all.
There are currently no official statistics available on the number of transgender
individuals within Australia as previous Census data collection has only
accommodated male or female gender identification.
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Intersex
Intersex people are born with variations in physical sex characteristics that don’t fit
typical medical definitions of female or male. Intersex people have diverse bodies,
identities and life experiences.
The term intersex was first used by science in the early 20th Century; historically, the
term ‘hermaphrodite’ was used.
Intersex variations or traits are always congenital and can originate from genetic,
chromosomal or hormonal variations. Environmental influences, such as endocrinal
disruptors can also play a role in some intersex differences. The term is not
applicable to situations where individual’s voluntarily alter their own anatomical
characteristics.
Intersex is not about sexual orientation; people with intersex variations have as
diverse a range of sexual orientations as non-intersex people. Nor is it about
transition or gender identity.
There are no firm population figures for people in Australia with intersex variations.
The reasons for this lies in the lack of accurate reporting of data on intersex
diagnosis and ideology. Although figures vary, intersex people represent a significant
percentage of the population; estimates range from 1 in 1500 or 2000 births to 4%.
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Generational
While many have tried to define age boundaries,
these are ‘fuzzy’ and with beginnings and
endpoints being approximations. For example,
one text defined ‘baby boomers’ as individuals
born between 1940 to 1960, while another
text stated between the years 1946 to 1964.
However, a generation is a group of people
defined by age boundaries, those who were
born during a certain era. They share similar
experiences growing up and their values and attitudes tend to be similar based on
their shared experiences during their formative years.
In 2006, there were 5.3 million baby boomers in Australia (26% of the population);
generation X made up 21% of the population in Australia and approximately 20% were
considered to be generation Y.
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Sexual Orientation
Sexual orientation is defined as an inherent or immutable enduring emotional,
romantic or sexual attraction to other people. A person’s sexual orientation may be
described as heterosexual, lesbian, gay or bisexual.
Australians of diverse sexual orientation make up approximately 11% of the Australian
population. However, a large number of lesbian, gay and bisexual people hide
their sexuality when accessing services, at social and community events and in
the workplace. Lesbian, gay and bisexual young people report experiencing verbal
homophobic abuse (61%), physical homophobic abuse (18%) and other types of
homophobia (9%), including cyber bullying, graffiti, social exclusion and humiliation.
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Reflect on Own Perspectives
Health care providers often work with people who are vulnerable and/or who might
live a lifestyle that mainstream society views as being different or unacceptable.
In order to provide a service that meets the needs of target groups and help them to
feel empowered, we need to be aware of important things such as patient’s personal
values and social and cultural perspectives. Be prepared to adopt the professional
values of SAAS – and not impose personally bound ideas on the people you deal
with.
Values, social perspectives and biases
Values are traits or qualities that are considered
worthwhile. They represent a person’s highest priorities
and deeply held driving forces. Beliefs also tend to be
based on values. Values are principles, standards or
qualities that an individual or group of people hold in
high regard. These values guide the way people lead
their lives and the decisions that they make.
A value or perspective is commonly formed by a
particular belief that is related to the worth of an idea
or type of behaviour. Some people might see great value in lowering greenhouse
emissions by reducing the production of cars; however, a person who works in the
automobile production industry might not place the same value on the cause of
greenhouse emissions as the person campaigning to reduce them.
If someone strongly values responsibility, they might believe that people who do not
behave responsibly are less moral or decent. A person who has a family history of
financial and emotional stability might find it difficult to sympathise with seemingly
irresponsible behaviour from others.
Whereas a person who has struggled through life might be more understanding of
people who, due to deep feelings of hopelessness or frustration, indulge in behaviour
that could be labelled irresponsible, such as alcohol and other drug addiction or crime.
Values might include:
•
Determination to achieve
•
Credibility
•
Creativity
•
Love/friendship
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•
Loyalty to loved ones
•
Independence
•
Learning.
Significant events that can affect a person’s perspectives, value and beliefs can be
extensive and arise from areas that include:
•
Schooling and educational experiences
•
Workplace (work ethics, job roles)
•
Family
•
Peers (social influences)
•
Migration
•
Significant life events (death, divorce, losing jobs, major accident and trauma,
major health issues, significant financial losses and so on)
•
Housing arrangements
•
Music
•
Media / technology
•
Major historical events (world wars, economic depressions, etc.)
•
Religion.
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Influences
A person’s understanding of their own and others’ cultural identity develops from birth
and is shaped by the values and attitudes prevalent at home and in the surrounding
community.
Culture directs a person in making life satisfaction judgements that affects well-being
and appraisal of self. For example, educational opportunities can influence cultural
identity as these experiences could lead to greater prospects that also provide
individuals with structure to move forward in their lives.
Current forms of social communication processes all play a part in creating identity,
particularly:
•
Mainstream media, advertising, television and film
•
Family, friends, teachers
•
Political agendas, religion
•
Society’s rules
•
Personal perceptions, perspectives, interpretations and assumptions.
Sometimes these external factors are more of a subconscious influence in the
creation of a cultural identity.
Many choices that people make are determined more from their cultural background
than from individual beliefs. Being a member of a dominant cultural group can
influence cultural identity in a different way than being a member of a minority cultural
group that could suffer stigmatisation or racism.
Migration
To work effectively, it is critical for a health care provider to understand their own
perspectives, values, beliefs, limitations and to understand the importance of not
allowing them to affect the way in which they work with others.
Own limitations and self-awareness
Understanding and valuing ourselves is the first step
to valuing others. If we have a positive sense of
self, we are able to be more open and accepting of
diversity. By exploring personal identity and cultural
diversity, health care providers can learn about and
connect their own with those of others in different
times and places.
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Good mental health is based on the social, emotional and cultural well-being of the
whole community. An important task in healing for indigenous patients is to know who
they are and where they come from.
Cultural competence
Cultural competence is:
•
The capacity for people to increase their knowledge and understanding of cultural
differences
•
The ability to acknowledge cultural assumptions and biases
•
The willingness to make changes in thought and behaviour to address those
biases.
Culturally competent is characterised by:
•
Knowledge of or sensitivity to the first language of patients
•
Understanding of the cultural nuances of the patient population
•
Backgrounds similar to those of the patient population
•
Treatment methods that reflect the culture-specific values and treatment needs of
patients
•
Inclusion of the patient population in program policy making and decision making.
Providing culturally competent, sensitive care, through understanding and
appreciating a patient’s cultural background will expand treatment opportunities. You
are more likely to build a rapport with patients and therefore be able to provide better
care and/or elicit more information from them and their family regarding their
condition.
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Diversity and Inclusiveness
Cultural disconnect
Gaining experience of diverse communities enhances resilience by enriching
understandings about difference, therefore making it less threatening. However,
outsiders sometimes stereotype some cultural communities. This is particularly so
if they represent values that are different from and sometimes in opposition to the
values of outsiders.
Relationships
A health care provider builds rapport and relationships with patients. They make
certain their patients understand they are genuinely concerned with their welfare and
are willing to help.
Relationships are connections that exist between two or more people in order to
accomplish something – in the case of community service work, the accomplishment
must be high quality care for patients and their families.
Inclusiveness
Strategies used to eliminate bias and discrimination in the workplace is grounded in
legislation.
From this legislation, organisational policies and procedures are
developed. All staff must comply with these policies and procedures.
> Policy - Code of Ethics and Conduct for the South Australian Public Sector
Legislation
Equal Employment Opportunity (EEO) legislation states the principle of merit must be
applied fairly in the workplace.
Anti-discrimination legislation – discrimination refers to treating one person or group
less favourably than another, due to some personal characteristic.
Racial vilification, anti-harassment, anti-bullying and human rights legislation are also
related and relevant.
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Human Rights
Human Rights versus Human Needs/Dignity
The concept of human rights is to ensure that there is equality amongst all and that
humans are free from degrading behaviour, discrimination and prejudice views.
Human rights have been acknowledged globally through the Universal Declaration of
Human Rights.
The idea of human needs or dignity is different for each individual; however, a
common interpretation is the idea that one’s self-esteem, self-regard and self-respect
is preserved. When our dignity is interfered with, we can often feel degraded,
embarrassed and humiliated, however, our human rights are there as a protection and
preservation in order for this interference to be eliminated. Human dignity is not
something that can be measured and is not defined by the contributions we make to
others or to society, it is not based on our concrete lives in terms of personality,
religion or culture. It is something that cannot be replaced by money nor anything of
equal value, dignity is personal and irreplaceable.
Universal Declaration of Human Rights
The Universal Declaration of Human Rights is an
international document that states basic rights and
fundamental freedoms to which all human beings are
entitled. It recognises ‘the inherent dignity of all members
of the human family is the foundation of freedom, justice
and peace in the world’. It declares that human rights are
universal - to be enjoyed by all people, no matter who they
are or where they live. It includes civil and political rights,
like the right to life, liberty, free speech and privacy. It also
includes economic, social and cultural rights like the right to
social security, health and education.
The Universal Declaration of Human Rights is not a treaty so it does not directly
create legal obligations for countries. However, it is an expression of the fundamental
values which are shared by all members of the international community. It has had a
profound influence on the development of international human rights law.
Strategies
If you suspect or become aware of discriminatory practises, harassment or abuse in
the workplace (related either to patients or staff), you have an obligation and a duty
to support the person being discriminated against and to report the problem to a
manager or other senior staff member.
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In extreme cases, it might be necessary to report to the Equal Opportunity
Commission, an ombudsman or advocate who can take action, if they deem it
necessary, on behalf of that person.
> SA Health Guideline - Management of Disrespectful Behaviour
Culturally appropriate work practices
We like to know that our unique characteristics, qualities, cultural practices and needs
are recognised and respected. Being aware and respecting the person’s cultural
background and practices in turn means you can provide services that are most
beneficial. A person’s
cultural affiliations will influence their needs and goals and the ways in which they
would like to have these met. Recognising the individual and cultural differences of
people you are supporting is the first step in being able to tailor support and setting up
a culturally and psychologically safe environment.
Cultural safety
Cultural safety is commonly defined as being the provision
of an environment that is spiritually, socially and emotionally
safe, as well as physically safe for people; where there is
no assault challenge or denial of their identity, of who they
are and what they need. It is about shared respect, shared
meaning, shared knowledge and experience of learning
together.
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Communicating with Diverse People
Awareness of cultural difference includes realising that various cultural groups have
different rules for:
•
Use of humour and irony
•
Courtesies in speech, such as when to say please, thank you or excuse me
•
The meaning of yes and no
•
Rules of politeness – who can speak to whom and who can begin a conversation
•
Dress
•
Regard for others
•
Food preferences, choices and taboos
•
Drinking alcohol
•
Use or perceptions of time.
> Multicultural Health - Resources for Health Professionals
Non-verbal communication
When communicating with people from other cultures with a different language base
from your own, you must be even more aware of your body language. You must also
be aware that the gestures and the familiarities that you find acceptable might not be
acceptable to people from other countries.
In some cultures, hand gestures are used more extensively than in others - to support
and to clarify what is being said. Hand gestures that are associated with speech to
emphasise a point are commonly used.
The gestures you make must be congruent with the content of the communication.
You need to take care to understand your audience because in different cultures or
regions, specific hand gestures or signals can have different meanings.
Physical contact
You need to have at least some idea of the social norms that are acceptable to
other cultures, to use common sense and in many instances, take your cues from
the clients or co-workers with whom you are dealing. For example, hand shaking
is not a natural thing for Japanese people. However, many have adjusted to this
westernisation. If Japanese clients introduce themselves and offer to shake hands, by
all means do so. You should not, however, be the initiator.
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Other gestures such as eye contact and personal space also vary in cultures and
individuals. Therefore, it is important to look for situational cues and modify gestures
accordingly.
Tone of voice
Research indicates that voice characteristics are commonly associated with the
following feelings/meanings:
Para language
Probable feeling / meaning
Monotonal speech
Boredom, condescension
Slow speed, low pitch
Depression, thoughtfulness
High voice, emphatic speech
Enthusiasm, excitement
Ascending tone
Astonishment, fear
Abrupt speech
Defensiveness, impatience
Terse speech, loud tone
Anger, fear
High pitch, drawn-out speech
Disbelief
Linguistic competence
Linguistic competence is the capacity of an organisation and its staff to effectively
communicate with persons of limited English proficiency, those who have low literacy
skills or are not literate and individuals with disabilities.
Empathy
Being empathetic means you can put yourself
in the other person’s shoes and see problems,
concerns and issues from their point of view.
By doing this, you are trying to understand the
other person’s feelings, opinions and attitudes.
It shows that you have a genuine concern for
others.
To empathise does not necessarily mean you agree with the person (although you
might) or that you need to make their problems your own. It does, however, enable
more effective communication and a greater depth of understanding.
By trying to see problems from the other person’s point of view you put yourself
into a position where you are more willing to assist. This applies whether you are
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communicating over the telephone, in writing or face-to-face. Try to understand how
your patients or co-workers feel and address all issues from the point of view you are
willing to accept their right to be different and to both respect and accommodate that
difference.
Cultural misunderstandings can, in fact, be quite distressing and sometimes
quite traumatic for those involved. It will be necessary for you to identify the
misunderstanding, to investigate causes and to negotiate with the patient, colleague
or stakeholders involved, to find a solution.
Non-English speaking
Consideration should be given to the use of an interpreter when dealing with people
who do not speak English proficiently. Clients have the right to have information
clearly and concisely explained to them in a way that is suitable for them. While
this could be a family member, in most cases an accredited interpreter should be
accessed as they are bound by a strict code of ethics, therefore ensuring impartiality
and that accurate communication occurs.
For on-road staff, interpreting services can be accessed via the EOC. EOC staff have
direct access to the interpreter line.
Other resources that can be used instead of an interpreter include:
•
Using signage or gestures
•
Drawing diagrams or pictures.
SAAS has made available to staff the Multicultural Phrase Book to assist in the care
of people who are not able to speak English. This booklet contains basic questions in
15 languages. Copies of this booklet can be found in the glove box of all Ambulances.
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Promoting Understanding of Diversity
Key points about awareness and understanding
Some of the key points which will help you in developing the skills to work more
effectively with diverse people are:
1. Be aware of the fact that many people in the world are different from you. Do not
expect other people to automatically share your values
2. Be aware of the fact your own values influence your understanding of every part
of your day-to-day lives
3. Respect the fact that people are different and respect their right to do things
differently. Imagine your own feelings when others do not respect the values
which are vital in your own life
4. Accept the fact you will never fully understand a culture or lifestyle which is not
your own
5. Do not expect diversity awareness and understanding to come easily.
something we all have to work on all the time
It is
6. Be prepared to challenge your initial
reactions to diverse people. Be aware of
the fact your reactions are based on your
own values and experiences
7. Try to avoid stereotyping and labelling
people. Treat people as individuals.
A misunderstanding can result in complaints,
embarrassment and frustration, which can be
detrimental to providing quality patient service.
The key to successful problem solving is
to ensure the right people are involved and
necessary follow-up action is taken.
Conflict
Conflict related to different cultural background can arise when:
•
There is a verbal and non-verbal language barrier
•
Offensive jokes are made
•
Physical gestures are misinterpreted
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•
Eye contact and facial expressions are used inappropriately
•
Someone asserts that certain values or beliefs are wrong
•
Someone tries to impose their values or beliefs on others
•
Discrimination occurs.
For some staff, working with differences might be difficult either due to lack of
understanding or exposure to diversity. Cultural conflicts need to be handled
sensitively with a good understanding of the issues involved.
Yet, it is accurate to say, culture does not actually cause conflict. What it does is
shape perceptions, attitudes, behaviours, plus expected and actual outcomes. It
generates feelings, attitudes and expectations in people.
When people perceive these things to be endangered, slighted or interfered with, they
have such major influences on their actions and interactions that conflicts can result.
Working across cultures is complicated, however, interacting with a health care
provider is such a personal relationship that it is important the provider understands
the values and beliefs of their patient when determining quality care. If the health care
provider doesn’t have the cultural context of the patient, they are not going to be as
effective as they could be.
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Influences and changing practices in Australia
Australia is a product of a unique blend of established traditions and new influences.
Within the framework of Australia’s laws, all Australians have the right to express
their culture and beliefs and to participate freely in Australia’s national life. Given
the diverse nature of today’s Australia, there is the question as to whether there is a
‘typical’ Australian. There is of course no shortage of popular stereotypes, many of
which have some truth to them, with most Australians conforming to at least some
of them. But Australians, like people everywhere, cannot be so easily stereotyped.
They’re ‘typical’ Australians, but they are not all the same!
Australia has changed tremendously in the last 50 years as it has hosted migrants
from overseas, speaking different languages and valuing different traditions. Australia
like all countries has its own identity and culture which reflect the ongoing activities
in daily life like sporting events, art, music, economic developments etc. The many
waves of migrants from different backgrounds have enriched almost every aspect
of our national identity from business to the arts, from cooking to comedy and from
science to sport.
What we believe is ‘normal’ occurs through socialisation which includes:
•
Our parents or primary caregiver’s
beliefs and how they lived their life
•
Our friends and peers
•
Institutions such as schools and
churches
•
Our profession, or the type of work
we do
•
Social groups we belong to
•
The media (TV,
advertising radio)
•
Our own personal experiences.
print
media,
Our concept of ‘normal’ changes significantly over time. Some behaviours that would
have been considered quite normal 20 years ago (e.g. smoking in the office, smoking
whilst pregnant), today are considered unacceptable.
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Marginalised Groups
Marginalisation describes a state in which individuals are living on the fringes of
society because of their compromised or severely limited access to the resources
and opportunities needed to fully participate in society and to live a decent life.
Marginalised people experience a complex, mutually reinforcing mix of economic,
social, health and early-life disadvantage, as well as stigma.
The experience of multiple disadvantages can have a compounding and persistent
effect, reinforcing barriers to getting ahead, and increasing the likelihood of other
related problems later in life. Around 5% of the working age population, or 640,000
people, experience multiple and complex disadvantage, which may affect their ability
to fully participate in society.
‘Social inclusion’ is the provision of certain rights to all individuals and groups in
society such as employment, adequate housing, healthcare, education and training.
Much government and community effort has gone into creating a South Australia
where everyone’s basic needs are met and they are able to participate in all aspects
of our society.
Some individuals and groups in our society experience particular disadvantage due
to factors such as low socio-economic status, race, disability, culture or language
background, location or gender. A combination of these factors sets up a complex
reinforcing cycle which is the cause of multiple disadvantages for some people.
The South Australian Government has developed Universal Access and Inclusion
Guidelines with the aim to:
•
Reduce disadvantage
•
Increase economic and social participation
•
Give people a greater voice in decision making combined with greater
responsibility.
In order to advance social inclusion, services need to cater for all members of the
South Australian community.
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Glossary
Term
Cultural diversity
Culture
Discrimination
Ethnicity
Health Care
Provider
Prejudice
Race
Definition
Differences in race, ethnicity, nationality, religion, gender,
sexual identity, socioeconomic status, physical ability, language,
beliefs, behaviour patterns or customs among groups within a
community, organisation or nation.
Social norms and responses that condition the behaviour of a
group of people that answer life’s basic status, physical ability,
language beliefs, behaviour patterns or customs among various
groups within a community, organisation or nation.
The art of treating a person, issue or behaviour unjustly or
inequitably as a result of prejudices, a showing or partiality
or prejudice in treatment, specific actions or policies directed
against the welfare of minority groups.
The beliefs, values, customs, or practices of a specific group
(e.g. its characteristics, language, common history or national
origin). Every race has a variety of ethnic groups.
Those involved in direct client care (i.e. Ambulance Officer) and/
or indirect patient care (i.e EMDSO)
Preconceived judgements, opinions or assumptions formed
without knowledge or examination of the facts about individuals,
groups of people, behaviours or issues. These judgements or
opinions usually are unfavourably and are marked by suspicion,
fear or hatred.
The categorising of major groups of people based solely on
physical features that distinguish certain groups from others.
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Other Resources
•
Federation of Ethnic Community Councils of Australia
−− The peak national body representing Australians from culturally and
linguistically diverse backgrounds
•
Multicultural Mental Health Australia (MMHA)
−− Promotes mental health and well-being of Australia’s diverse communities
•
Australian Government Human Services Finder
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References
•
Equal Opportunity Commission
•
Australian Human Rights Commission
•
Intersex Human Rights Australia
•
The Multicultural Advantage
•
Performance Drivers
•
Human Rights Campaign
•
Australian Institute of Health and Welfare
•
Racism. No Way
•
Gender Diversity
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Produced by:
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