CULTURAL DIVERSITY

An understanding of a person’s cultural identity can lead to better connection with them. Cultural identity is as unique as each snowflake or leaf. What is true for one person may be different for another, even within the same cultural group.

Diversity is about the differences. Yet, when we look for things we have in common we gain understanding and learn to value other perspectives.

Due to bias, misunderstanding and fear people can feel unsafe to identify with their cultural group. Trauma or shame can create barriers.

We have the opportunity to discover the person’s social, cultural, language, religious, spiritual, psychological and medical preferences. Understanding this we can then support and celebrate what is meaningful to the individual.

In this module we will look at:

Understanding cultural identity
Working with cultural diversity
The effects of stereotypes and bias
How to embrace diversity

Strength lies in differences, not in similarities

– Stephen R. Covey

Standards Mapping

Click the coloured headings below to view how the content in this lesson correlates with the Aged Care and National Disability Service Standards:

Aged Care Standards

Standard 1: Consumer Dignity and Voice

Consumers feel accepted and valued whatever their needs, ability, gender, age, religion, spirituality, mental health status, ethnicity, background or sexual orientation
The workforce can describe how they recognise, respect and promote diversity and cultural awareness in their everyday practice

Standard 2: Ongoing Assessment and Planning with Consumers

Assessment and planning is based on ongoing partnership with the consumer and others that the consumer wishes to involve in assessment, planning and review of the consumer’s care and services

Standard 3: Personal Care and Clinical Care

Seeking similarities between workers and consumers enhances connections, promotes better outcomes and strengthens capacity while reducing barriers or harm
Information about the consumer’s needs and preferences is documented and communicated within the organisation, and with others where responsibility for care is shared

Standard 4: Services and Supports for Daily Living

Each consumer gets the services and supports for daily living that are important for their health and well-being and that enable them to do the things they want to do
Worker observes sacred, cultural and religious practices. They can also share days that are meaningful to their own culture or religion
Members of the workforce describe how they have supported the emotional, psychological and spiritual well-being of consumers

Standard 7: Human Resources

The workforce is recruited, trained, equipped and supported to deliver the outcomes required by these standards
Worker clarifying own culturally diverse experiences, values and beliefs promotes cultural safety of residents and other workers

For more information see the Aged Care Standards. You can also download the Aged Care Standards in languages other than English.

Disability Service Standards

Standard 1: Rights

Individuals are treated with dignity and respect
Individual freedom of expression is recognised and promoted free from discrimination

Standard 2: Participation and Inclusion

The service works together with individuals to connect to family, friends and their chosen communities
Staff understand, respect and facilitate individual interests and preferences, in relation to work, learning, social activities and community connection over time
The service uses strategies that promote community and cultural connection for Aboriginal and Torres Strait Islander people

Standard 3: Individual Outcomes

The service works together with an individual and, with consent, their family, friends, carer or advocate to identify their strengths, needs and life goals
Service planning and delivery is responsive to diversity including disability, age, gender, culture, heritage, language, faith, sexual identity, relationship status, and other relevant factors

Standard 6: Service Management

The service uses person-centred approaches including the active involvement of people with disability, families, friends, carers and advocates to review policies, practices, procedures and service provision

For more information see DACSSA’s page on the National Standards for Disability Services. You can also download the National Standards for Disability Services in languages other than English.

Cultural Identity

Cultural identity is made up of two key components – culture and identity.

Culture is the shared beliefs, behaviours, and traits of a group. It may be a large group like a country or a smaller group like a family. Culture can include shared attitudes, values, celebrations, rituals and practices. It is a way of life for a group of people.

Identity is the character of a person or individual. Our identity is often made up of experiences we have had including our childhood, education and travel. Identity may also include the roles we play in our families and communities – mother, daughter, uncle, grandfather, doctor or teacher.

Cultural identity is a combination of the cultures and identities we have. It is made up of the cultures we have been exposed to and the roles we play within them. Cultural identity might be seen through religious practices, beliefs, cuisine, social behaviours, art, literature and music.

A Moment of Reflection...

Think about your own cultural identity.

How has the country you grew up in influenced your beliefs, values and the way you interact with people?

When we think about culture it can be helpful to imagine an iceberg. The white part we see above the water makes up 10% of the culture. This is the part that we can see – the food people eat, the clothes they wear, their language. The other 90% under the water makes up the rest of the culture. These are the things that we cannot see – values, ideas of fairness or justice, religious beliefs.

While we cannot see the things under the water they influence the things we can see above the water. For example, the clothes we wear (visible) will reflect any beliefs we have about sex, class or age (invisible). The few things that are visible above the water can change over time but the things under the water are felt more deeply and are less likely to change. We are also unlikely to notice the things under the water in our own culture unless we are exposed to other cultures.

A Moment of Reflection...

Think about your own culture.

What are some of the visible parts of your culture?
What are some of the invisible parts?
How do the invisible parts influence the visible parts?

Diversity doesn’t look like anyone. It looks like everyone.

– Karen Draper

Cultural Diversity in Aged Care

It is important that we are aware of cultural identity for ourselves, our colleagues and the older people we work with. Being aware of other peoples’ cultural identity means being mindful of their beliefs and values and how we might need to act to be respectful.

The Aged Care Diversity Framework outlines six main reasons we need to embrace diversity in Aged Care. Click the headings below to explore more.

Access and Outcomes

Older people with diverse characteristics and life experiences need equitable access to information and services. These must also be appropriate for their needs, and consider individual preferences.

Empowerment

Older people with diverse characteristics and life experiences need to be respected and supported. They need access to information and support to make sure their care is best for them.

This respect and support must also be extended to their families, carers and advocates.

Inclusion

Older people with diverse characteristics and life experiences need to be included in the planning and delivery of supports. This includes evaluation of aged care policies and programs on an ongoing basis.

Their families, carers and representatives must also be involved where appropriate.

Quality

Older people with diverse characteristics and life experiences must be treated with dignity and respect. They must be supported to maintain their identity. They can make informed choices about their care and services and how these services support them to live the lives they choose.

Capacity Building

Older people and their communities need to be supported to have a say in their ageing and aged care needs. They need their their diverse characteristics and life experiences embraced. They must be treated as partners in the planning and implementation of services.

There must also be a workforce trained to meet their needs.

Responsive and Accountable

The aged care system must consider diverse characteristics and life experiences of all older people in all stages of support. This includes when planning, delivering, monitoring, and reporting on supports.

The aged care system is responsive and flexible in adapting to the current and emerging needs and expectations of older people, their families, carers and representatives, to ensure services are appropriate and inclusive.

Remember that differences in language and culture can be a barrier to communication as well. Important conversations can become difficult conversations if a topic is tricky to talk about, if there is a lack of understanding or if there are different perspectives. All of these are likely to happen if we are working with people from cultural backgrounds different to ours.

Cultures across the world have different views about illness and death. Being aware of these differences will make sure we are respectful of all perspectives. For example, Arabic cultures traditionally believe that dementia is God’s will while some Spanish-speaking cultures believe dementia is caused by stress. We would speak differently to people from these backgrounds and explain the symptoms and treatments in different ways.

It’s not just the important conversations that matter. It’s also the little things throughout the day – the food the person wants to eat, the clothes they want to wear and who they want to interact with. Understanding cultures and customs will help us to understand behaviour as well. For example, most Muslim cultures will avoid physical touch between men and women except in families. This means that women will not want to shake the hands of a male colleague they have just met. We can easily accommodate this by greeting each other in a different way, like with a smile or a wave.

By being aware of the cultural identity of our colleagues and the older people we work with we are: improving communication, reducing the likelihood of conflict, creating connections and valuable relationships.

Being aware of our own cultural identity also means that we are able to make sure we aren’t being biased.

Barriers to Diversity

One of the difficult parts of being human is how much we rely on our unconscious brain. Our unconscious brain makes quick decisions for us to help save time. But it doesn’t always get it right. Our unconscious brain is biased and makes assumptions.

Diversity is a benefit but our unconscious brain often disagrees. If we are not mindful we can give into stereotypes and blind spots. Our unconscious brain is also likely to be fearful of things or people that are different. This is something that we are all born to do, but through mindfulness we can learn to be curious instead. It does take practice! Watch the video below for more information.

Being aware of cultural background can also help us to begin understanding peoples’ experiences of trauma, war or discrimination. For example, Aboriginal and Torres Strait Islander People are still feeling the effects of intergenerational trauma caused by colonisation. This is a common story across many countries, not just Australia.

People in certain groups are also more likely to have experienced trauma. For example, Aboriginal and Torres Strait Islander People, people with a disability, people who have experienced homelessness, veterans. These people are also more likely to suffer from physical and mental health issues and experience discrimination.

The picture below from the Aged Care Diversity Framework includes many diversities we should be aware of within Aged Care.

Again, this awareness can help us to prepare for conversations, show respect and build positive relationships. It helps people to feel seen and understood.

Look at the people below with the knowledge you have about biases, stereotypes and blind spots. Before you flip the cards consider what their cultural background might be and what experiences they may have had. Once you have given some thought to who they might be, click on or hover over the card to find out more about them.

Grew up in a very remote part of India. He has always been poor and could not afford to send his children to school. He still feels guilty for this even though is daughter is now a nurse.

Is a veteran of the Vietnam War. He saw many of his friends die and was homeless when he returned to Australia. The sound of helicopters still frightens him.

Has struggled throughout her life with depression. She is a lesbian which is not widely accepted within her community. She has recently begun to develop dementia.

Grew up in Australia. Was removed from his parents at the age of 8 because of allegations of abuse. He did not get to say goodbye to his parents before they passed away.

A Moment of Reflection...

We cannot know a person’s story or preferences by looking at them.

How can you learn more about the story of a person you work with?

Meaningful Ageing Australia has developed a tool called ‘See Me. Know Me.’ You may have already heard of it before. It is a set of questions that older people can answer to help their carers understand them better. See the video below.

Embracing Diversity

Human beings are very unique. Even twins with the same genetics are completely different people. They will think and act differently. This is because our experiences also make us who we are and no two people have had the exact same experiences. We all have different strengths and weaknesses. This is one of the beautiful things about diversity – everyone is different, and everyone has something to contribute. Diversity doesn’t just mean embracing people’s cultural diversity. It also means embracing their whole identity regardless of gender, race, ability, age, religion, etc.

A Moment of Reflection...

What do you think are some of the strengths of your culture?

What do you contribute to the workplace?

What do you contribute to your community?

Australia has a very multicultural population! In 2016 the Census showed that 45% of Australians were either born overseas or had a parent who was. That’s a lot of different cultures, beliefs and strengths. Every year we celebrate Harmony Day as a way of raising awareness of these differences. Watch the video below for more information.

We don’t have to wait until Harmony Day to start building meaningful connections with the people around us. Take a look at the strategies below to start promoting inclusion today

Find Similarities

Build connections with people who are different to you. While there may be many differences between us and another person, there are always similarities. Perhaps the other person likes the music that comes from our country. Maybe we eat similar food or drive the same car. We can use these as points of connection to build a relationship.

Do Your Research

If we don’t know anything about a certain culture we might do some research online, visit a community centre or church. We can only use this information as a guide. We must also ask questions of the people we work with to see how we can best support them. We need to understand what parts of their culture are important to them. For example, there are specific Christmas traditions for Croatian people. One person with a Croatian background may engage in all of them while another only wants to engage in some. We can ask open questions like, “What does normal look like for you?”

Tell Stories

Use stories to connect. Tell stories about what normal looks like for you or the people you have met. Remember that sometimes older people will tell stories rather than directly answering a question. We need to think carefully about what it is that they are trying to communicate.

Do Not Judge

This means listening to others and understanding their thoughts, beliefs and actions without judging them. It is not fair for us to hold others to our own standards when their experience and culture is different.

Listen Actively

Listen actively to the people you work with. Listen to gain understanding rather than to respond.

Remember that active listening means paying attention, making eye contact if it is culturally appropriate, summarising and asking open questions.

When everyone is included, everyone wins.

– Jesse Jackson

Watch the video below about Amy. Amy moved to Australia with her parents when she was 18 years old. She has recently moved into an aged care facility due to early onset Alzheimer’s disease. Take note of how the staff chose to learn about and respond to Amy’s preferences.

A Moment of Reflection...

Imagine a new older person has moved into the care facility you work at. How might you gain some information on their cultural preferences?

What are some of the strengths of your culture? What do you contribute to the workplace?

CULTURAL DIVERSITY

An understanding of a person’s cultural identity can lead to better connection with them. Cultural identity is as unique as each snowflake or leaf. What is true for one person may be different for another, even within the same cultural group.

Diversity is about the differences. Yet, when we look for things we have in common we gain understanding and learn to value other perspectives.

Due to bias, misunderstanding and fear people can feel unsafe to identify with their cultural group. Trauma or shame can create barriers.

We have the opportunity to discover the person’s social, cultural, language, religious, spiritual, psychological and medical preferences. Understanding this we can then support and celebrate what is meaningful to the individual.

Standards Mapping

Aged Care Standards

Disability Service Standards

Cultural Identity

A Moment of Reflection...

A Moment of Reflection...

Cultural Diversity in Aged Care

Barriers to Diversity

A Moment of Reflection...

Embracing Diversity

A Moment of Reflection...

A Moment of Reflection...

Conclusion

Further Resources