FDFOP2005A
Work in a socially diverse environment
Contents
Introduction and Unit Details ………….………………………………………...... 4
Element 1: Communicate with people from diverse backgrounds ………
7
Legislation
8
….………………………………………………………….………..
Cultural Awareness ….…………………..……………….…………..…………...
13
Race / ethnicity ………………………………………..……………….…..…
14
Religion………………………………………………..………..……….…....
18
Gender and marital status …………………………………..………..…….
23
Sexual preference …………………………………………………………..
26
Disability …………………………………………………....……………..
27
Age ……………………………………………………………………...…..
28
Family responsibility ……………………………………………………….
28
Personality type …………………………………………………………….
28
Elements of cultural diversity ………………………………………..…………..….
29
Communication …………………………………………………………………….
30
Language and race ……………………………………………………….
30
Language and religion ……………………………………………………..
35
Language and gender ……………….……………………..……..………..…
35
Language and sexual preference …………………………………………
38
Language and disability ………………………………………….........…..
38
Language and age ………………………………………………………….
39
Language and personality type ………………..………………….……..
39
Assistance …………………………………………………………………………
40
Contribute to working in a socially diverse environment ……………………..
44
Element 2: Respond to cross-cultural misunderstandings ..…………..…
45
Misunderstanding and cultural bias ……...………………………….……….…
46
Issues that cause conflict …………….…………………………….………….…
52
Preventing conflict situations and managing workplace diversity ………….….
54
Cross cultural conflict resolution …….…………………………………………..…
56
Activity Answers……………………………………………….…………………….
58
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FDFOP2005A
Work in a socially diverse environment
Legislation
Companies and all employees are responsible for ensuring the work environment is free
from discrimination and harassment and promotes equality of employment opportunity.
The Commonwealth and state laws that make provision for equal employment
opportunity, anti-discrimination and workplace and sexual harassment are listed below.
Commonwealth laws: http://www.comlaw.gov.au/Home

Disability Discrimination Act 1992

Racial Discrimination Act 1975
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Sex Discrimination Act 1984
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Age Discrimination Act 2004

Human Rights and Equal Opportunity Commission Act 1986

Disability Discrimination and Other Human Rights Legislation Amendment Act
2009
New South Wales laws: http://www.legislation.nsw.gov.au

Anti-Discrimination Act 1977

Industrial Relations Act 1996
Queensland laws www.legislation.qld.gov.au
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Anti-Discrimination Act 1991
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Equal Opportunity in Public Employment Act 1992
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Industrial Relations Act 1999 - includes parental, carers and cultural leave.

Crime and Misconduct Act 2001
Victorian laws www.legislation.vic.gov.au
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
Equal Opportunity Act 2010 - the act includes discrimination, sexual harassment
and victimisation.

Commonwealth Powers (Industrial Relations) Act 2001
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4.Sexual orientation / preference
Sexual orientation is an enduring personal
quality that inclines people to feel sexual
attraction to the same, opposite or both sexes
or genders. These attractions are generally
included under heterosexuality, homosexuality,
and bisexuality. Asexuality (the lack of romantic
or sexual attraction to others) is sometimes
identified as a fourth category.
According to the American Psychological Association, sexual orientation "also
refers to a person's sense of identity based on those attractions, related
behaviors, and membership in a community of others who share those
attractions". Psychologists do not consider sexual orientation to be a conscious
choice (i.e. voluntarily), however people can choose whether to act on the
feelings.
The term sexual preference largely overlaps with sexual orientation, but is
generally differentiated in psychological research. A person who identifies as
bisexual, for example, may sexually prefer one sex over the other. Sexual
preference may also suggest a degree of voluntary choice, whereas the
scientific consensus is that sexual orientation is not a choice. There is no
consensus among scientists about why a person develops a particular sexual
orientation; however, biologically-based theories for the cause of sexual
orientation are favoured by experts. There is no substantive evidence which
suggests parenting or early childhood experiences play a role when it comes to
sexual orientation. Research over several decades has demonstrated that
sexual orientation ranges along a continuum, from exclusive attraction to the
opposite sex to exclusive attraction to the same sex.1
1
(Wikipedia Foundation Inc, 2014)
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Communication
The best method of removing major barriers that prevent people from diverse cultures
from working together and to develop better understanding is to practise better
communication. The following communication techniques can be used:
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Learn to listen. Listen for what is really being said, not what you want to hear.
Invite others to be a part of the discussion.
Learn to communicate clearly and fairly.
Do not misjudge people because of accent or grammar.
Test for understanding. Ask questions to be certain you know what is being said.
Adapt your communication style to fit the situation. The telephone causes
problems in understanding between cultures. Be unambiguous. Individuals from
different cultures may react differently. Know who you are communicating with.
Use language that fosters trust and alliance.
When conflicts arise, the problem may result from style rather than content.
Review, revise and revisit your main objective to be certain the content is clear.
The way you say something may be more important than what you say. 2
1. Language and race
The translation into all words from and to English is not always possible and the
ability of a person to speak English does not necessarily mean they are able to
read English.
Language also plays a major role in expressing group relations and group
conflicts. Ethnic and racial labels, names and expressions are created and used
to portray certain groups as inferior or superior to others. Non-discriminatory
language in relation to race and ethnicity aims to recognise and present the
diversity of Australia’s population in positive ways.
Some of the major forms of racist language include:

2
Undue emphasis on racial and ethnic differences — the language used
to describe the majority group in Australia — people of Anglo-Celtic
descent — establishes this group as the norm against which other groups,
minority or out groups, are judged. Consequently, the racial or ethnic
features of Australians of Anglo-Celtic descent are seldom mentioned,
whereas those of other groups are stressed, often to the exclusion of
other, more relevant features. In general, it is not appropriate to refer to the
ethnic or racial background of a person or group.
(Australian Council of Social Services, 2013)
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Work in a socially diverse environment
Contribute to working in a socially diverse
environment
Getting to know other team members is a great place to start. Asking about some of
their customs and not judging their behaviour will make for a happier workplace and they
may be happy to have someone who will explain some of the ways that things are done
in your workplace. Sometimes just holding out hand of friendship can bridge any cultural
differences.
Your own behaviour in the workplace is a role model to others. People will notice how
you make contributions to working with others of different cultural backgrounds by:

Using the appropriate workplace behaviour with regard to diversity and the
workplace code of ethics.
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Being aware of cultural differences and treating these differences with respect and
sensitivity
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Using strategies to try to communicate where language is a barrier to communication

Trying to assist colleagues who speak other languages than English and who have a
disability, to perform their work role safely and effectively

Taking the time to appreciate others points of view and the cultural values behind
those views
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Trying to deal with issues and problems that might arise in the workplace that have
some link to differences in culture
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Reporting issues that arise and seeking assistance of team leaders, trainers,
managers, and specialists in the workplace (HR manager, etc) to deal with these
issues
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Invite speakers into the workplace to talk about relevant issues
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Arrange a special event that honours other cultures and their peoples
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Locate resources that might be useful in the workplace to support others and for
educating team members
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Take a stand against racism, sexism and other objectionable practices
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Make suggestions about translating information for the use of colleagues
People must recognize the values that they share with people of other cultures, in
order to understand the values of those cultures that differ from their own.
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Misunderstanding and cultural bias
Culture is far more than the food we eat and the language we speak. Those learned
patters we call culture have very deep roots in what we think and believe. It can be
compared with an iceberg: with the behaviour (ie what is done) as readily visible for
others to see while values (what is good or bad), beliefs (what is true) and the worldview as more hidden or private. 3
Identifying causes of conflict will help us to better manage conflict. Understanding the
underlying reasons for the conflict (differences) will assist us, and this understanding
must include an awareness of and willingness to address our own attitudes, prejudices
and misconceptions about our colleagues and customers. A failure to manage conflict
can make for an unpleasant work environment, create tension, negatively impact on
teamwork, reduce productivity and potentially result in loss of valuable employees. The
following are some potential causes or situations in which conflicts or misunderstandings
can happen:
 cultural ignorance and insensitivity. There is a tendency to fall into the trap of
ethnocentrism by applying your behavioural standards to co-workers. Intolerance
and prejudice is often a result of a poor understanding of the other culture.
 lack of awareness of different societal lifestyle practices
 differences in cultural practice. People will not automatically discuss their
differences in cultural practice, but they might become visible due to
misunderstandings or conflicts regarding particular matters such as not accepting
food, due to a cultural dietary practice. Therefore, it is important for you not just to
focus on the issue itself but to investigate the root cause of these
misunderstandings or conflicts.
 miscommunication and misinterpretation often resulting from a poor
communication style.
3
Adapted from (Culbertson, 2010) citing Kwast’s culture model.
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