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Introduction : Work Legally and Ethically
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Question 1
Identify two (2) cultures that are different from yours, two (2) languages other than standard Australian English, and two (2) disabilities that may be represented in this workplace. You can do some research if required.
Different ages and race people have created two different cultures in the workplace that are different from mine.
Vietnamese and Italian are the two languages other than standard Australian English.
The two types of disabilities in the workplace are found Specific Learning Disabilities and Intellectual Disability.
Question 2
For each of the above, briefly explain how the differences in cultures, languages, and disabilities can be valued in the workplace.
It is considered that different types of languages and cultures in a workplace can attract as well as include the best talent from different areas. Different cultures have different skills that help to allow the workplace to deliver a wider and adaptable range of services and products (Figueroa et al. 2019). Diversity in the group can increase the performance level and productivity as well. On the other hand, disabilities such as Specific Learning Disabilities and Intellectual Disability can reduce the acceptance level of different cultures and languages of that person. Therefore, it can create an issue in the acceptance of different cultural environments.
Question 3
Reflect on your culture and give three (3) points on how your own culture can influence your ability to work inclusively.
Reflecting on the own culture helps to create an identity and allows the person to have a more significant understanding of others in the workplace. This helps to increase own values, cultural identity and also beliefs (Jacobson, and Mustafa, 2019). On the other hand, this can help to reflect the social and cultural views as well as biases in the workplace which helps to create a great bonding with different types of people.
Question 4
Discuss two (2) areas where you can improve your awareness of people from diverse backgrounds in this workplace.
There are multiple areas that are found in the workplace and need to be improved. Some people cannot understand other people's language so they always want to keep a certain distance from other people. On the other hand, some people in the workplace do not give proper respect to other cultural people. They judge them according to their age, gender and even race. These create a diversity gap in the work culture and are not good for a community service organisation.
Question 5
What are two (2) work practices that can be planned and implemented to show more value and respect within the workplace?
People in the workplace need to show their gratitude by appreciating their good performance and even in their actions. So that this can develop values in the group and improve the work culture (Widarko and Anwarodin, 2022). Other practices might be not being judgemental to other people of their culture, language, ethnicity, and race. These small habits of people can change the environment of the workplace.
Question 6
With an example, discuss how you can personally assist in implementing these plans to strengthen diversity appreciation.
I personally acknowledge the differences that help to admit people of different gender, race, age, and even religion. Therefore this also helps to encourage personal evaluation. In the workplace, Tim is the person that joins the organization recently. This person has some language barrier and also under black people, so some people do not want to make friends. My acknowledgement of the differences helps me to make friends and create a bond with that person.
Question 7
Explain how the implementation of these plans for increased inclusion makes the workplace environment safe for all.
Those plans help to interact with different types of people and create a bonding by performing better in the workplace. Managers can connect with the employees appropriately that can help to make better decisions. Managers need to listen to the issues and problems that the employees face in the workplace (Kang and Kaplan, 2019). On the other hand, people in the workplace can celebrate different cultural festivals that increase the value of diversity. Therefore, this can allow for investment in the diversity training of the employees in the organization.
Question 8
Discuss how misunderstandings relating to cultural diversity may disrupt the workplace.
Misunderstandings can increase at the time people are coming from different cultural backgrounds. Therefore, it can lead to misunderstandings and increase conflict among them. This can hamper the relationship between the employees and managers and impact receiving and giving feedback (Miminoshvili and ?erne, 2022). Hence this might build a consensus in decision-making and affect performance.
Question 9
Explain the way you could help resolve these misunderstandings, including who could you ask for help in this process.
In the beginning, need to find the source of misunderstandings that create issues among the employees. Thereafter, require correcting the issues by discussing them individually (Van Ginkel et al. 2020). Ask the people questions and need to hear the answers that can help to reduce the problems. Cultural programs in the workplace can help to reduce the differences in a certain level.
Question 10
- a) Provide a list of resources to support diversity in this workplace.
- Asking problems
- Acknowledge cultural differences
- Give value to all the diversity
- Help them to encourage personal evaluation
b) Provide a list of support from informed contacts or professionals to support diversity in this workplace.
- Increase and improve transparency as well as accountability in communication
- Develop skills of effective leadership
- Provide training and make groups with the people
- Pay attention to people's action
Question 11
Discuss one strategy to support Australia’s Aboriginal and Torres Strait Islander people with safety, health or educational issues.
Avoiding and recognizing the stereotypical barriers that other people create to the Aboriginal and Torres Strait Islander people helps to reduce the issue (McCalman et al. 2020). This also increases the trust of other people by showing open, clear, and respectful communication.
Question 12
Identify two (2) verbal strategies and two (2) nonverbal strategies that you can use to communicate with colleagues, and clients from diverse backgrounds.
Verbal strategies include the way of talking to others, selecting the words during communication, stress-free talking and also inflexions by expressing emotions (Chrysos.org.uk, 2022). On the other hand, non-verbal strategies might include personal space, body language, facial expressions, eye contact, and gesture. These can help to improve the trust level and feel safe in the workplace.
References
Chrysos.org.uk (2022). Top Ten Tips for... Effective Cross-Cultural Communication. Available from: https://www.chrysos.org.uk/blog/top-ten-tips-for-effective-cross-cultural-communi. Accessed on: 13.12.22.
Figueroa, C.A., Harrison, R., Chauhan, A. and Meyer, L., 2019. Priorities and challenges for health leadership and workforce management globally: a rapid review. BMC health services research, 19(1), pp.1-11.
Jacobson, D. and Mustafa, N., 2019. Social identity map: A reflexivity tool for practicing explicit positionality in critical qualitative research. International Journal of Qualitative Methods, 18, p.1609406919870075.
Kang, S.K. and Kaplan, S., 2019. Working toward gender diversity and inclusion in medicine: myths and solutions. The Lancet, 393(10171), pp.579-586.
McCalman, J., Benveniste, T., Wenitong, M., Saunders, V. and Hunter, E., 2020. “It’s all about relationships”: The place of boarding schools in promoting and managing health and wellbeing of Aboriginal and Torres Strait Islander secondary school students. Children and Youth Services Review, 113, p.104954.
Miminoshvili, M. and ?erne, M., 2022. Workplace inclusion–exclusion and knowledge-hiding behaviour of minority members. Knowledge Management Research & Practice, 20(3), pp.422-435.
Van Ginkel, J.R., Linting, M., Rippe, R.C. and van der Voort, A., 2020. Rebutting existing misconceptions about multiple imputation as a method for handling missing data. Journal of personality assessment, 102(3), pp.297-308.
Widarko, A. and Anwarodin, M.K., 2022. Work Motivation and Organizational Culture on Work Performance: Organizational Citizenship Behavior (OCB) as Mediating Variable. Golden Ratio of Human Resource Management, 2(2), pp.123-138.
