We have all experienced compliance training at work. The process consists of watching a brief slideshow, signing off on some document and returning to our desks with nothing having been altered. However, to foster a culture of true recognition and respect, such box-ticking is definitely not sufficient. True belonging goes far beyond any diversity policies. True indigenous cultural awareness training involves going beyond mere cultural facts and establishing cultural safety on a daily basis.
It
provides the skills to help the team understand the shared history of Australia
and overcome any biases to create a safe space for Indigenous employees.
1. Fostering
Understanding of Australia's Shared History
Culture
within an organisation does not change in isolation. Organisational change
starts with employees having an appreciation of the collective history of
Australia. Understanding of important events in history, the experience of
dispossession, and the effects of grief and trauma is essential context that
most people have not learned in their schooling years. It becomes clear how
this historical knowledge allows for an empathic response rather than
defensiveness. Once employees understand how the attitudes of the past
influence today's workplace environment, they will engage with others more
respectfully.
2. Uncovering
and Addressing Unconscious Bias in Daily Operations
Unconscious
bias and systemic racism tend to continue within organisations simply because
employees do not understand how they occur within the workplace setting.
Through structured cultural training programs, employees get the chance to
reflect on biases that arise in their decisions, communications, and even their
assumptions in the workplace. Instead of avoiding awkward moments or being
silent due to the fear of saying something wrong, employees get the ability to
tackle false assumptions in an informed manner. Such actions turn what would
have been tolerance into real peer support.
3. Improving
First Nations Employee Retention and Career Sustainability
Employment
of Indigenous workers is just the start of a culturally inclusive workplace;
retaining them involves creating a workplace that truly is culturally
inclusive. While many organisations devote considerable effort to recruiting
campaigns, they still have high staff turnover due to an organisational culture
that does not feel culturally inclusive. Conducting cultural
safety training helps to overcome
the systemic obstacles that exist for First Nations workers within the
organisation. Through training, organisations can help their existing staff
develop ways to effectively support their First Nations counterparts.
4. Enhancing
Cross-Cultural Communication and Collaboration
Miscommunication
in mixed teams is usually caused by the absence of cultural knowledge and not
the ill will of team members. The provision of real tools of communication,
negotiation, and mediation helps teams feel comfortable while discussing
difficult topics. It is not necessary to guess what approach should be used to
solve problems; team members acquire practical experience of working together
in cross-cultural conditions. This approach minimises cross-cultural tensions
and resolves workplace disputes in advance, thus fostering mutual trust in all
departments.
5. Empowering
Leadership to Embed Safety in Management Routines
Change
within culture must not be dependent on grassroots initiative only but needs
the involvement of the top decision-makers themselves. With indigenous cultural awareness training, top
executives, managers and team leaders can equip themselves with necessary
practical knowledge that will help them lead from the front. Leadership teams
get to know how to implement organisational inclusion policies in their
day-to-day leadership activities. With active enforcement of safety standards
by leaders, organisational values are no longer just words in a manual.
6. Translating
Reconciliation Action Plan (RAP) Commitments into Action
Many
Australian organisations have established a Reconciliation Action Plan (RAP);
however, the process of translating the strategic goals into concrete workplace
results continues to pose difficulties. The educational programs act as the
means through which the policy goal can be translated into concrete outcomes.
Training will link the overall framework of reconciliation to the individual
behaviour of the employees such that they can achieve their RAP objectives with
integrity. This ensures accountability of the organisation to First Nations
peoples.
7. Evaluating
and Aligning Workplace Policies for Long-Term Safety
Policies
in the employee handbook have no value if they do not work to protect workers
in reality. Reviewing the internal framework policies in-depth can reveal any
weaknesses or risks within the organisation’s culture that may affect
Indigenous staff members. Matching the practices, e-learning programs, and HR
processes with new cultural safety guidelines will ensure that the policies in
place within the organisation work towards equality. This review process makes
sure that the workplace policies continue to support Indigenous employees.
Conclusion:
