The culture of Australia is diverse. The diversity in culture recognizes each of us as unique. Just as the persons have different DNA fingerprints. There are individual differences in the traditions they enjoy, living circumstances, jobs, and family structures. Each person has its own cultural identity and biases that influence the cultural awareness. They are all influenced by the individual thoughts and belief (Moran, Abramson & Moran, 2014). The religious background may be same with another person but the person’s values and beliefs are the most important. The cultural identity of the person depends on the person’s own current beliefs and attitudes. This is under the influence of the family history or various aspects of the environment. The cultural awareness is thus governed by the concept of the cultural identity of the person (Robinson-Wood, 2016).
The cultural bias of the person refers to the misunderstanding in the person. It is when the person feels that their values and beliefs are not in line. The person feels discomfort when they are confronted with someone or something that gives different cultural values. The feel is wanted to be accepted or accept other (Gaertner & Dovidio, 2014).
A person if working in any childhood services, the strategies that can be implemented to eliminate the social and cultural bias includes (Larkin, Felitti & Anda, 2014)
Cultural safety includes the actions that will respect the cultural identity of others. Thus it totally depends on the individual actions. The individual actions reflect one’s own culture attitude and beliefs for other. Individual must have clear and respectful communication with others. The stereotypical barriers must be recognized and avoided (Vernon & Papps, 2015). The communication methods that can be used while addressing the person with another culture following few things need to be considered, that include their different ways of speaking, speech pattern, codes of behavior, clothing. This can be done through verbal communication, gestures, body language, facial expression, written through emails, text message, signs, sign language (Rochecouste, Oliver & Bennell, 2014).
In order to increase the cultural competence among the different work roles in the children’s services sector, the practitioner must gather all the information about the child-rearing practices of particular culture groups. Every person should be treated in individual basis. The work roles of the children services will center the account of the cultural differences, age differences and the needs of the individual. The team members will deliver the services in a cultural and flexible manner (Huey et al, 2015). This will include conducting services in the first language of the local people. There may be translators who can interpret the information in accessible English. In everyday activities, the artifacts of the cultures should be looked. The team members will increase their knowledge in a very culturally interesting ways. They can form forums, meetings, and workshops to make them know the strategies that they can take in order keep the cultural competence in the school. A clear guideline needs to be made in the way what type of behavior is expected. The team members must know to influence the children, educators and the parents to develop understanding and acceptance of diversity (Forehand & Kotchick, 2016).
Diversity is defined as the mixed workforce that gives wide varieties in a domain. They provide the wide range in abilities, experience, strength, background, ethnicity, religious beliefs and other attributes. This includes the compositions of different types of people that could be differences in races, cultures, qualities. Diversity is like onion peels. The main 4 layers in diversity will include the organizational dimension, external dimension , internal dimension and personality (Ang & Van Dyne, 2015).
The concept of diversity will include the acceptance and respect for all the other who are different. Taking into account the above definition of diversity, the concept of diversity will focus on the understanding that every person is unique. The concept will circulate in a wide spectrum of dimensions that include the race, ethnic groups, gender, sexual orientation. It is about mainly exploration of the individual differences in positive, safe and environment which is nurturing. The concept will help people respect and put value to the ideologies and the beliefs of all the people (Hays, 2016). Thus it will help in understanding each other and celebrate any common issue with rich dimension of diversity contained within each individual. There are benefits in diversity as it brings different individuals with several backgrounds together to interact and cultivate new ideas. The development of the organization will thus be maintained through diversity competence and awareness.
The individual culture including the community attitudes, language, policies and structures, has a huge impact on different people and groups. Sociologists and researchers have found out both the opportunities and the risks arise from such diversity. Multicultural towns have been found to act as the creativity house and breeding of magnets for the cultural and economic elites and ideas. The hurdles that could be created while interacting with wide group of people could be removed with by communicating in positive way. This includes paying respect to all the people equally (Naor et al, 2014). In Australia, many issues came up with the differences in cultural beliefs among the Indigenous Australian cultures. The best way to deal with the impact of the impact of the practices and experiences owing to the difference in individual beliefs is to recognize the sensitive nature of the issues. There is always impact in the quality and quantity of interactions among the people. There are places reported with the cities that have increased ethnic and migration based diversity experience lot of difficulties. There is choice of friends favored with the same culture groups in social networks. This breaches the concept of diversity explaining the respect for all the people (Kim & McLean, 2014).
The practices and experiences on personal behavior, interpersonal relationship, perceptions and social expectations of others can impact diversity. Different people have different ways of interactions, since they are culturally different. The practices and experiences are different among different people. This will have impact on diversity and affects the co-workers, children and families and caregivers.
The cultural expectations could affect the relationship between the clients and co-workers. There could be impact in the way the client relates to the service provider, the way the workers relate to clients and co-workers. There may be challenges in the professional behavior. The body language could be different among different people. There are significant differences between cultures and how people interpret facial expression. There are gender preferences that are different among various groups of people. Some cultures have could have particular rules in the interactions between males and females. Thus there should be considerations of the issue in gender preferences when planning services.
Among the children, there will also be huge impacts. Different students are from different backgrounds and have different cultures. There could be problem with the interactions among the students and teachers on interpreting the teachings.
Their families and the caregivers of the coworkers and students that have different cultures may affect the interpretations and communication. Often there can be chance of cultural and social bias.
Aboriginal and Torres Strait Islander people are found in most of the areas of Australia. There is diversity in language, culture and each indigenous group has the distinct lifestyles and religions and cultural conditions. There exists kinship made up of complex network of extended family ties. Aboriginal people believe in the custodial roles, rather than ownership in the land. The people here faces the current issues regarding the challenges with poorer health, less educational opportunities, lower employment and lower life expectancy (Andersen, Edwards & Wolfe, 2016). The most difficult issues that the Aboriginal and the Torres Strait islander face are with the western system and structures. The ancestral lands are also currently set on the basis of the western rules of ownership. These are the problems faced regarding the economic and political diversity. They are located in the remote areas for which the services and opportunities are also low.
Most of the land systems are made on the basis of western culture. This has brought up difficulty for the Aboriginal and Torres Strait Islanders. The availability of the Western medical skills, education and technology has increased the degree of difficulty among the Aboriginal and Torrens Strait people. Aborigines seeking education for their children find that the western education is ruining their traditional lifestyles and social cultures (Carey et al, 2016). The undermining in tradition goes deeper down with alcohol use. Thus with different surveys, it has been found that Aborigines which has probably the highest growth rate are worst in the health, housing, occupational, social and legal status.
If our own attitudes are limited with cultural barriers, then one must work inclusively to build knowledge of others and create an inclusive environment. The improvements can only occur if we are aware of the expectations of various cultures and work accordingly and respect every people point of views. The culturally sensitive attitude will be non-biased and openness with the acceptance of the other people values, cultural customs which must also satisfy their personal and social needs. While interacting with the co workers, students or families, all must show interest to encourage them and make them participate in the service environment. Every positive thing must be focused with the respect for the similarities and differences. As the children are taught with this value, they will also learn to respect other people. Educators can work individually with developing the skills and knowledge of the culture of all the pupils. The best anti-bias approach is the strategy that each individual people develop. This is done by investigating the differences and similarities while developing a strong sense of self. This will include understanding the diversity in the service community
Andersen, C., Edwards, A., & Wolfe, B. (2016). 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, 1-11.
Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence. Routledge.
Carey, T. A., Dudgeon, P., Hammond, S. W., Hirvonen, T., Kyrios, M., Roufeil, L., & Smith, P. (2017). The Australian Psychological Society's Apology to Aboriginal and Torres Strait Islander People. Australian Psychologist, 52(4), 261-267.
Forehand, R., & Kotchick, B. A. (2016). Cultural Diversity: A Wake-Up Call for Parent Training–Republished Article. Behavior therapy, 47(6), 981-992.
Gaertner, S. L., & Dovidio, J. F. (2014). Reducing intergroup bias: The common ingroup identity model. Psychology Press.
Hays, P. A. (2016). Addressing cultural complexities in practice: Assessment, diagnosis, and therapy.
Huey Jr, S. J., Tilley, J. L., Jones, E. O., & Smith, C. A. (2014). The contribution of cultural competence to evidence-based care for ethnically diverse populations. Annual Review of Clinical Psychology, 10, 305-338.
Kim, S., & McLean, G. N. (2014). The impact of national culture on informal learning in the workplace. Adult Education Quarterly, 64(1), 39-59.
Larkin, H., Felitti, V. J., & Anda, R. F. (2014). Social work and adverse childhood experiences research: Implications for practice and health policy. Social work in public health, 29(1), 1-16.
Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing cultural differences. Routledge.
Naor, M., Jones, J. S., Bernardes, E. S., Goldstein, S. M., & Schroeder, R. (2014). The culture-effectiveness link in a manufacturing context: A resource-based perspective. Journal of World Business, 49(3), 321-331.
Robinson-Wood, T. (2016). The convergence of race, ethnicity, and gender: Multiple identities in counseling. Sage Publications.
Rochecouste, J., Oliver, R., & Bennell, D. (2014). Is there cultural safety in Australian Universities?. International Journal of Higher Education, 3(2), 153.
Vernon, R., & Papps, E. (2015). Cultural safety and continuing competence. Cultural safety in Aotearoa New Zealand, 2.
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