Workplace design to accommodate cultural needs
This means designing the workplace with specific adaptations/facilities that will accommodate the
specific cultural needs of those people using it.
Their cultural needs may refer to things like:
Places of worship – having designated places or allowing them time for prayer.
Dietary requirements.
Workplace policy
Policies may need to be adapted to accommodate cultural differences; these policies may
include:
Workplace dress – allowing them to wear religiously required clothing.
Socially appropriate behaviour
Relationships in the workplace
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Ethical behaviour
Verbal behaviour
Non-verbal behaviour.
These policies can be used as guidance to behaviour in the workplace.
Reference groups
Having a group of experts as a liaison between your organisation and Aboriginal and Torres Strait
Islander community is a good way to identify which resources are required to meet their needs. This
group of experts will also likely contain Elders, who speak for and are respected by Aboriginal and Torres
Strait Islander people.
Developing effective relationships
Professional relationships between Aboriginal and/or Torres strait
Islander co-workers/clients and the rest of the workforce need to be
worked at and specific strategies should be employed in order
develop and maintain them.
Strategies for developing effective relationships may
include:
Negotiation of roles and responsibilities in the workplace
Development, monitoring and review of culturally safe work practices
Identification of and consultation with key contact people such as Aboriginal liaison
officers
Display empathy appropriately
Be flexible
Develop the capacity to take turns – stand back wait for your turn.
Negotiation of roles and responsibilities in the workplace
Having clearly defined roles and responsibilities allows people to be accountable for their actions and
limits the potential for arguments. People know what is expected of them and what to expect from
others. This also ensures that people don't overstep their boundaries and makes it easier for teams to
work cohesively.
From the clients' perspective, it makes it easier for them to identify who they need to communicate and
to have their needs met.
Development, monitoring and review of culturally safe work practices
As previously mentioned, work practices must be developed to be culturally safe – they then need to be
monitored and reviewed on a regular basis.
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To recap, culturally safe practices must not diminish, demean or disempower the cultural identity and
wellbeing of an individual. You must look at all required practices in the workplace and check that they
meet the cultural needs and requirements of Aboriginal and Torres Strait Islander people.
