The term “cultural safety” originated in the 1990s from the health sector of New Zealand. It is used to properly understand individual patients’ healthcare needs in contexts like inequality and racism. However, as per the Australian context, the term is most probably used to look after the healthcare needs of the Torres Strait Islanders and Aboriginals.

It expands beyond the core concepts of cultural sensitivity and cultural awareness. In the days, the particular was developed to help the health service providers make adequate decisions regarding cultural identity. And recognise the fact that if their own cultural identity is impacting the professional practice in any way.

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Modern-time cultural safety is all about protecting the rights of the indigenous population and the aboriginal beings within the workplace and educational institution.

Organizations are more into investing in the well-being of their employees and students with special backgrounds. Thus, eradicating biasness, if any.

While organisations make their employees go through various workshops and training sessions, normalising the tribal cultures.

The educational institutions, on the other hand, make tribal studies and ethnic culture a part of their curriculum. Students are made to do homework on the same and get a clear overview of the things to do.

When dealing with too many deadlines, they seek professional help for the right type of assessment answers.

Questions that you need to keep in mind while dealing with cultural safety

By now, we are sure that cultural safety is a non-negotiable factor when dealing with people from different ethnic backgrounds and regional minorities.

Organizations come up with specific norms to make sure that the ethnic individuals part of them are entirely sound and safe.

However, the factors deciding on the safety part do not come easy, and various deciding elements need to be kept in mind. Let’s have a look at those.

  • Reasons behind initiating cultural safety in an organization.
  • Stating the facts nice and clear, making it easy for the aboriginals/indigenous to gain the right kind of support from their workplace or educational institution.
  • How to take care of the special needs without making them feel left out.
  • Vouching for a healthy way to combat biases and come up with productive ideas balancing the differences between the traditional and non-traditional folks.

The five principles of cultural safety

Now it’s time to have a look at the five principles of cultural safety:

1. Protocols

Here all you have to do is find out the various forms of cultural engagement and pay adequate respect to those.

2. Partnerships

It is all about promoting collaborative practice. Here, those seeking help and providing the right solution are welcomed with the same level of importance.

3. Process

The initiators keep on checking the proposed ideas and initiated frameworks from time to time. All they want is to ensure that the aboriginals receive the right help.

4. Positive purpose

Make sure that the service recipient (aboriginals) are thoroughly informed of the benefits they are about to receive and that the intention behind it is positive.

5. Personal knowledge

Here, aboriginals/indigenous individuals are encouraged to understand their community guidelines more deeply. They are also made to go through the common beliefs regarding wellness, health and optimal development. Thus making it easy for everyone to mix without entertaining unintended bias.

To develop a culturally tolerant environment and bias-free attitude, the modern educational system makes its students go through the cultural history of the aboriginals. This is done in the form of case studies & real-time homework, and students often seek professional help online to get the right assignment answers.

 What is the ideal definition of a culturally safe workplace?

List of characteristics that define a culturally safe workplace:

  • Open, clear, and respectful communication between employees.
  • An area of mutual trust between the workers and the supervisors.
  • Avoiding stereotypical barriers and recognizing discrepancies.
  • Everyone is open to feedback and suggestions from the managers/subordinates.

What is the ideal definition of a culturally safe educational institution?

List of characteristics that define a culturally safe educational institution:

  • Actively take care of racist comments from staff and students coming from non-racist backgrounds.
  • Provide proper training to the staff, making them aware of the cultural safety protocols and relevant ideals.
  • Also, schools can start extra classes defining the rich history of the aboriginals and individuals from ethnic backgrounds. This way, those who are from non-ethnic backgrounds will get a thorough understanding of the key concepts and never entertain business.

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Generic protocols toward an environment that is culturally safe

  • Showing appropriate respect for knowledge, culture, obligations and experiences.
  • Not intending to assault or bring harm to a person’s identity in any way.
  • Clients with special backgrounds are to be treated with absolute dignity.
  • Delivery of services and protocols that are culturally appropriate.
  • Following a clearly defined pathway towards self-determination and empowerment.
  • Offering basic rights – housing, education, employment, medical services and healthcare benefits.
  • Also, the indigenous community is allowed to promote, generate and monitor their institutional structure.
  • Allowance to participate in the dominant population’s religious, social and cultural norms. It comprises fields like communication skills, cultural safety, having an equal share of financial resources, employment and political decision-making.
  • Moreover, the non-traditional beings are made to realise that not all within the indigenous community are the same, and it’s high time that one must stop generalising.
  • Making it easy for people to have their own opinions without facing biasness.
  • While coming up with new services, the following points need to be kept in mind:
    • What are the intended outcomes?
    • Relevant strategies to achieve stipulated goals.
  • The right to communicate co-operatively.
  • Come up with long-term plans.
  • Identify factors that support joint decision-making backed by the right kind of promotional ideas.
  • Helping the indigenous tribe continue with their pre-acquired skills and pass them on to the next generation.
  • Companies must come with strict guidelines clarifying the job description of their indigenous staff. Thus prohibiting any type of discrepancies and biases within the working field.

Final Thoughts

True cultural safety comes with time and a lot of effort. Both the indigenous and non-traditional people need to come together and work towards achieving a common goal which is wholistic as well.

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