1 - Why is it important for managers, supervisors, and their staff to reflect on their own social and cultural perspectives and biases? (200–250 words)
Reflection and self-knowledge can help people develop their ability to work inclusively and to understand others—to acknowledge and accommodate both personal/ individual and cultural difference.
Recognition and acceptance of the different personal, cultural, experiential and social attributes of people will contribute to effective relationship building and to a workplace in which people feel comfortable and valued. This leads to increased productivity, better decision making and other benefits for the organisation and its employees
To provide a service that meets the needs of target groups, workers need to be aware of their personal values, social and cultural perspectives and their own biases. They must be prepared to adopt the professional values of the industry, and expect everyone to be that same as they are. They must learn to accept, value, and work with diversity.
Failure to suspend your own cultural assumptions can lead to misunderstandings, conflicts and prejudicial responses.
Different groups of people have distinctive world views, behaviour and belief patterns, languages and ways of existing and interacting with their environments. They might be diametrically opposed to your own world views. Yet they have as much right to hold those views as you do to hold your own views.
Therefore reflection and the development of self-knowledge and self-understanding can assist in identifying where problems (with your own work and attitudes) might arise and taking action to prevent this. Reflection will help you identify, and develop strategies for, improving your own self and social awareness.
2.) How can a person’s awareness of their own limitations s help them improve their own self and social awareness? List four things they might do.
Self and social awareness can be improved through:
1 - Explain what an inclusive workplace is and what characteristics an inclusive workplace culture would exhibit. (300–350 words)
In a workplace where inclusivity is actively encouraged and supported management and workers will:
Productivity and client service improves because the workforce is comfortable, motivated and aware of the benefits that inclusion can bring.
The organisation’s core values will relate to human rights principles of fairness, respect, equality, dignity and autonomy. This will be supported by policies, and practices.
An inclusive work culture encompasses a commitment to workplace diversity, and demonstrates a climate in which respect, equity, and positive recognition of differences are cultivated and the talents and skills of individuals and groups are valued.
There will be no silos, hierarchies or segregation within the workplace and clients’ personal and cultural needs will be acknowledged and accommodated—these include things like time for prayer or worship, family contact, privacy needs, pastoral care, food preferences, food taboos, significant holidays or celebrations etc.
2 - Each person in the workplace should contribute to the development of work and professional relationships that support workplace diversity. In approximately 350 words describe, in detail, a number of strategies that could be followed to encourage respect for diversity and inclusiveness.
Supervisors or Managers should initiate procedures that support appreciation of diversity and inclusiveness. They can ensure that legislation relating to equity, social justice and prevention of discrimination is understood by all employees and is complied with. Strategies used to eliminate bias and social justice in the workplace will be grounded in legislation.
Managers and supervisors should contribute to the development of policies and procedures and act as role models with regard to acceptance of diversity and accommodation of personal/ individual and cultural difference when interacting with staff, clients, clients’ families and other stakeholders.
Compliance requirements should be communicated to staff during induction, at various in-house training programs and at meetings.
Training provided to employees can support the development of:
1 - The workplace needs to be safe for all—managers, supervisors, workers, clients, clients’ families and visitors. Make a list of at least six things that must be taken into consideration regarding a client’s environmental safety in residential care or in-home care.
Things to consider in terms of environmental safety will include:
2 - The notion of safety does not only refer to physical safety, it also refers to cultural safety. In 80–100 words, explain cultural safety.
Cultural safety is about creating an environment where the Aboriginal or Torres Strait Islander person is not only treated well and in a culturally respectful manner. Cultural safety is an environment, which is safe for people; where there is no assault, challenge or denial of their identity, of who they are and what they need. It is about shared respect, shared meaning, shared knowledge and experience, of learning together with dignity, and truly listening. Cultural safety supports shared respect, shared meaning, shared knowledge and experience of learning together. Actions which recognise and respect the cultural identities of others, and safely meet their work needs, expectations and rights are encouraged.
1 - What verbal and non-verbal communication strategies can be used to show respect for diversity? List 10 strategies.
Showing respect for diversity in communication with all people involves:
2.) In the workplace it is necessary to develop and maintain trust based relationships, and to ensure that clients have confidence in you and the service you provide. In 100 words, explain how you might go about doing this.
Information might be based o similar to following:
Trust based relationships are developed through the use of:
This will be supported by:
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