Aboriginal Cultural Safety Standard Checklist
Service Standard, Requirements, Evidence and Comments pertaining to Cultural Safety and Awareness in working with Aboriginal and Torres Strait Islander communities and people.
|Standard on Cultural Safety and Awareness in working with Aboriginal and Torres Strait Islander communities and people: The organisation is culturally safe for staff and clients, is well connected to local |
|Aboriginal and Torres Strait Islander communities and responds to the identified needs of Aboriginal and Torres Strait Islander people. The organisation is accessible to Aboriginal and Torres Strait Islander|
|communities and people and provides services in a culturally safe and appropriate manner. |
|Documented Procedures |Evidence Indicators |Demonstrated Compliance |
|1 |Documented procedures to ensure cultural safety |Reconciliation Action Plan. | |
| |across all services & activities and at all levels |Cultural Safety Policy. | |
| |of the organization. |Aboriginal Employment Strategy. | |
| | |Cultural Environment Policy. | |
|2 |Processes to identify, understand and monitor |Centre has access to Aboriginal Advisory Committee. | |
| |existing and emerging legal and social needs of |Centre undertakes legal needs analysis. | |
| |Indigenous communities within the catchment area. |Centre understands the demographics within catchment area. | |
| | |Centre has formal and informal based relationships with community members and attends relevant meetings | |
| | |where appropriate. | |
| | |Monitoring service delivery trends – Centre monitors trends (statistics) in service delivery to Indigenous| |
| | |clients periodically and sets appropriate targets for the delivery of advice, casework and CLE to this | |
| | |client group, informed by strategic planning. | |
|3 |The organisation is connected to the local |Outreach – it is important for Centres to consider outreach options to Indigenous communities as part of | |
| |Aboriginal and Torres Strait Islander communities, |strategic planning and service delivery, specifically to Indigenous Agencies (e.g. Land Councils/AMS | |
| |families and people, with formal consultation |etc.). | |
| |processes functioning to inform strategic planning |CLE to Aboriginal & Torres Strait Islander communities needs to be considered as part of a Centre’s | |
| |and service delivery activities such as outreach, |overall CLE strategy and ideally followed-up with advice wherever possible (this will help in identifying | |
| |CLE & Advice, and participation in Indigenous |emerging legal need in communities). | |
| |community-building events. |Centre participates in culturally specific events. For example; NAIDOC and Reconciliation weeks. | |
| | |Centres Aboriginal Advisory Committee is involved in Strategic Planning | |
| | |Strategies to create and strengths connections to Communities. | |
| | |The Centre knows and works with the Aboriginal Elders in the community. | |
| | |MOUs and ‘Statements of Cooperation’ with Aboriginal Organisations are supported by relationships with key| |
| | |Aboriginal organisation contacts. | |
|4 |Centres to consider capacity to employ Aboriginal |Aboriginal Employment Strategy: Employment and retention strategies for Aboriginal members of staff |NB: With regards to ‘*Consultation in |
| |legal access officer staffing to engage with their |Centre implements Aboriginal Employment Strategy. |relevant law reform inquires’. This |
| |communities wherever funding permits and seek |Mentoring program |‘evidence’ has the additional benefit |
| |alternate sources of funding for such roles |Support to participate in NACLC conference. |of assisting people to feel ‘heard’, |
| | |Consultation in relevant law reform inquires. |which has a positive effect on |
| | |Advertising for non-identified positions in Aboriginal media. |retention. |
| | |Professional Development Plans that include pathways for employees (at any level) to move through the | |
| | |organisation. | |
| | |Study leave support | |
| | |Inclusion strategy | |
|5 |Annual Cultural awareness/cultural competency |Annual Aboriginal Cultural Awareness Training (ACAT) – Centre undertakes ACAT periodically either | |
| |training for all Management Committee members, staff|internally or through an external arrangement (noting Legal Aid NSW as a potential partner). | |
| |and volunteers. |Progress and completion of CLCNSW Cultural Safety Workbook. | |
| | |Participation in relevant training opportunities as they arise. | |
|6 |The internal areas of the centre, and the outside of|Policy concerning the Cultural Safety of environments. | |
| |the building and surrounds where possible, are |Flag and mural outside. | |
| |welcoming, culturally sensitive, and create |Posters, artwork, flag, maps, events calendar and subscriptions inside. | |
| |culturally safe environments for clients and staff. |Staff engaging in outreach activities, like CLE and advice, are trained to work in a culturally safe | |
| | |manner. This may, for example, involve ensuring the venue is appropriate by checking with local | |
| | |communities. | |
| | |Policy for office space staff (for example; reception and finance staff) to ensure office cultures are | |
| | |culturally safe. | |
|7 |Evaluation, monitoring and continual development of |Client Satisfaction Surveys – Centres should seek to get an adequate proportion of survey responses from | |
| |cultural safety and responsiveness strategies. |Indigenous clients in order to get informed feedback about the appropriateness of services. | |
| | |Client feedback – if there are complaints from clients or staff about the cultural safety of the service, | |
| | |then response mechanisms include the centre having resilient relationships with an Aboriginal Advisory | |
| | |Committee, or Elders Group. | |
| | |Report to Reconciliation Australia on Reconciliation Action Plan progress. | |
| | |Report to CLC Board. | |
| | |Report to Legal Aid NSW. | |
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