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CHCDIV001 Work With Diverse People01

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  • Course Code: CHCDIV001
  • University: Victoria University
  • Country: Australia

Question:

What are the likely communication barriers you would have with Marguerite? How could you overcome these barriers in your communication with her?

Who can she get help for interpreting? What service could help her when using a telephone?

How could appropriate imagery and visual prompts be used to make Marguerite feel like your service is an Aboriginal friendly zone?

How could the facilitator have managed this situation more respectfully?

Who could Adrian address these difficulties with, beyond having a conversation with the facilitator?

What strategies could you put in place to prevent any further misunderstandings in situations like this?

What statutory body could Adrian appeal to if he is not satisfied that the issue has been resolved?

 

Answer:

Introduction

The chief barrier that will be faced by me while communicating with Margaret is be lack of understanding. Considering the fact that Marguerite has severe hearing difficulties, she may not be able to hear my statements or  instructions during a conversation. It will be difficult for me explain things to her and I may end up repeating the same thing again and again. Besides that, due to her hearing problem, she may end up hearing inappropriate or unethical statements, which have not been said to her.  As a result a major communication gap may develop between her and other employees in the workplace.

In order to deal with these barriers, an efficient interpreter is needed who will be able to interpret things to Marguerite. Marguerite should be taught sign language so that she can communicate with the interpreter. Apart from that, visual prompts like black boards, power point presentations and other visual means of communication should be used.

 


Marguerite can get help from a professional interpreter who will be recruited by the employer of my organization. The Equal Employment Opportunity Commission (EEOC) states that an employer must provide sign language interpreters along with other reasonable accommodations in order to ensure that all disabled employees like Marguerite get equal opportunities to participate in various activities in the workplace (Van et al. 2012).

In order to ensure that Marguerite can use telephone, the employer must use telephone amplification and clarity technology. Apart from that hearing aid compatible headset and amplified noise cancelling headset should be given to Marguerite.

In order to make Marguerite feel that our workplace provides aboriginal friendly services,  the following imagery and visual prompts should be used:

  1. The employer should implement visual alarming system, so that Aboriginal employees with hearing issues like Marguerite can be alerted in case of any emergency situation.
  2. Apart from the alarm systems, other equipments in the workplace which only have sound sources must be modified by adding light sources to them.
  3. During meetings, the management must use various imagery prompts like power point representations or blackboards instead of verbal communication so that marguerite can understand the topic and necessary  points of the meeting effectively.

Who could Marguerite’s friend go to?

Since the organization have denied access of Marguerite’s friends in the office instead of helping her with her visual impairment, this lady should lodge his complaint to the Australian Commission. Considering the fact that Marguerite’s friend is visually impaired, she needs a helper who will provide guidance with direction to her in the workplace (humanrights.gov.au 2018). Since the employer is not allowing her to bring his guide dog in the office, she must be provided a helper in place of his guide dog who will help her with direction.

Case study 2: Adrian

Instead of suggesting other employees to carry Adrian and his chair to the training room, the facilitator should recruit a helper specially to assist Adrian with his disability.  Since the room was changed by the training management team without stating Adrian priory about the change, it is their responsibly to ensure that Adrian does not face any issues due to his disability. Other measures that could be taken by the facilitator is implementing special stair chairs for Adrian, so that he can climb the stairs by himself without depending on his co-workers.       

Adrian could address his difficulties directly to the manager or managers of the organization who had organized the training session. If no effective help was obtained from the managers, Adrian could address his concern to the board of directors of the organization.

In order to avoid such situations in future, the training team must ensure that no employee or trainees should face any inconvenience related to accommodation and facilities. During the planning period of the training session, detailed information about all the disabled employees and type of their disabilities should be gathered. While booking room, it must be checked that if the organization would be able to provide support equipments to the disabled employees so that they can attend the training without getting dependent on their co-workers (humanrights.gov.au 2018). Facilitators should be trained by the management for proper communication skills to deal with situations like the above mentioned situation in a more respectful way (Harpur 2012).

In case, if Adrian is not satisfied with the resolution provided by our organization, he can directly appeal to the Australian Human Rights commission. He can also approach the commission through an advocate or a solicitor. The whole process of lodging a complaint to the above mentioned statutory body is free of cost (humanrights.gov.au 2018). Adrian can lodge the complaint either online in the official website of Australian Human Rights Commission or offline by filling up a complaint form and posting it to the AHRC office.

 

Reference List:

Harpur, P., 2012. Embracing the new disability rights paradigm: the importance of the Convention on the Rights of Persons with Disabilities. Disability & Society, 27(1), pp.1-14.

humanrights.gov.au 2018. Complaints under the Disability Discrimination Act | Australian Human Rights Commission. [online] Humanrights.gov.au. Available at: https://www.humanrights.gov.au/complaints/complaint-guides/what-you-can-complain-about/complaints-under-disability-discrimination [Accessed 2 Mar. 2018].

humanrights.gov.au 2018. The Right to a Discrimination-Free Workplace | Australian Human Rights Commission. [online] Humanrights.gov.au. Available at: https://www.humanrights.gov.au/publications/right-discrimination-free-workplace [Accessed 2 Mar. 2018].

Van Wel, F., Knijn, T., Abma, R. and Peeters-Bijlsma, M., 2012. Partially disabled employees: Dealing with a double role in the Netherlands. European Journal of Social Security, 14(2), pp.86-110.

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