2.5 building a diverse workforce · 2.2 making the business case – why diversity is good for...

Workbook2.5PersonCentredPracticeAcrossCultures

Buildingadiverseworkforce–practicalstrategiesJune2016

futures UPFRONT

ThisworkbookhasbeendevelopedforNationalDisabilityServicesby:BarbelWinter,ManagingDirector,futuresUpfrontandMariaKatrivesis,ConsultantandTrainerFirstpublished(July2016)©futuresUpfrontFormoreinformationandforpermissiontoreproducepleasecontact:futuresUpfrontemail:[email protected]:www.futuresupfront.com.au ProducedbyNDSNSWLevel18,1CastlereaghStSydney,NSW2000FundedbyNSWDepartmentofFamilyandCommunityServices.©ThispublicationiscopyrightAllrightsreserved.ExceptasprovidedintheCopyrightAct1968(Commonwealth),nouseofthiswork,whichiswithintheexclusiverightofthecopyrightowners,maybemade.ContactNDS0292563100ndsnsw@nds.org.auwww.nds.org.auAboutNationalDisabilityServicesNationalDisabilityServicesisthepeakbodyfornon-governmentdisabilityservices.Itspurposeistopromotequalityserviceprovisionandlifeopportunitiesforpeoplewithdisability.NDS’sAustralia-widemembershipincludesmorethan1000non-governmentorganisations,whichsupportpeoplewithallformsofdisability.NDSprovidesinformationandnetworkingopportunitiestoitsmembersandpolicyadvicetostate,territoryandfederalgovernments.

Table of Contents

1 Preface 21.1 Howtousethisworkbook?................................................................................................21.2 Whatisthisworkbookabout?...........................................................................................31.3 Outcomes:..........................................................................................................................31.4 Whoisthisworkbookfor?.................................................................................................31.5 Howlongwillittaketocomplete?.....................................................................................4

2 The Workbook 52.1 WhyrecruitpeoplefromCALDbackgrounds?...................................................................5

2.1.1 Determinethereasonsbehindtherecruitment:..............................................................62.2 RecruitingforDiversity:......................................................................................................7

3 Conclusion 15

Workbook2.5:Buildingadiverseworkforce

©futuresUpfront|2016|PersonCentredPracticeAcrossCultures

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1 Preface

ThisworkbookispartofaseriesofresourcesforthedisabilityservicessectordesignedbyfuturesUpfrontforNDSwithfundingprovidedbytheNSWDepartmentofFamilyandCommunityServices;Ageing,DisabilityandHomeCare.

1.IndividualPractices–workingwithpeoplefromCALDbackgroundswithdisability

1.1Empathy–apracticetoconnectacrosscultures

1.2Activelistening–unconditionalpositiveregardacrosscultures

1.3Choicemaking–cross-culturaldifferencesandwhatcanwelearnfromthem

1.4ReflectivePractice–whydifferentpointsofviewmatter

1.5Workingeffectivelywithinterpreters

2.OrganisationalPractices–buildingaculturallyresponsiveorganisation

2.1Terminologyanddata–aguidetounderstandingculturaldiversityanddisability

2.2Makingthebusinesscase–whydiversityisgoodforbusiness

2.3Aculturallyresponsivepersoncentredorganisation–keyelements

2.4Leadingtowardsculturalresponsiveness–apracticalguideformanagers,teamleadersandcoaches

2.5Buildingadiverseworkforce–practicalstrategies

2.6Valuingbilingualworkers–strategiestorecruit,trainandretain

3.CommunityEngagement–workingalongsidediversecommunities

3.11Community@atime–culturallyresponsivecommunityengagementprinciplesandelements

3.2MakingLinks–networkingwithCALDCommunities

3.3Cross-culturalstory-basedmarketing–1story@atime

Thisworkbookispartof“Organisationalpractices-buildingaculturallyresponsiveorganisation”series.

1.1 How to use this workbook? Thisworkbookcanbeusedinmanydifferentways,including:

´ Asaself-pacedlearningprogrambyanindividual



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´ Asaself-pacedlearningprogramforagroup

´ Aspartofformaltrainingorganisedbyanorganisation

´ Aspartofcoachingandmentoring.

Thisworkbookincludesexercisesandopportunitiesforreflections(whenworkingbyyourself)ordiscussions(whenworkingwithothers).

Thereisplentyofroominyourworkbooktotakenotesandmakecomments.

1.2 What is this workbook about? Thisworkbookisaboutgivingyousomepracticalstrategiesforrecruitingandretainingaculturallyandlinguisticallydiverseworkforce1.

Thisworkbookprovidesanoverviewonhowtorecruitaculturallydiverseworkforce.Itwillhelpyouidentifythingstoconsiderwhendevelopingarecruitmentstrategyforyourorganisation.

Thisworkbookcanaddvaluetoyourcurrentrecruitmentstrategiesandtoidentifygapsinyourpoliciesandprocedures.

Thisworkbookcontainslinkstoresources.Thereisalsoplentyofroomtotakenotes,reflectonyourorganisation’spracticesandmakecomments.

1.3 Outcomes: Attheendoftheworkbookyouwill:

´ Understandtheorganisationalbenefitsofrecruitingpeoplefromculturallyandlinguisticallydiversebackgrounds

´ Understandthebenefitsandvaluethatadiverseworkforcebringstoyourbusiness

´ BeabletoidentifypracticestrategiesforrecruitingdisabilitysupportworkersfromCALDcommunitiesforyourorganisation

1.4 Who is this workbook for? ´ AnyoneinvolvedinHumanResourcesortherecruitmentpracticesoftheir

organisation,

´ Anyonewhoisinterestedinbuildingadiverseworkforce.

1ThisworkbookisbasedpartlyonafactsheetdevelopedbyMariaKatrivesisforMDAA,RecruitingforDiversity:APracticalGuide.



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1.5 How long will it take to complete? Thisworkbookshouldtakeyou60minutestocomplete.Howeverworkthroughalloftheactionswilltakeyousignificantlylonger.



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2 The Workbook

2.1 Why recruit people from CALD backgrounds? Recruitingpeoplefromculturallyandlinguisticallydiversebackgroundshasmanyorganisationalbenefits,including:

´ BeingmoreattractiveasaproviderofchoicetopeoplefromCALDbackgoundswithdisability2

´ Abilitytoattractandretainstafffromawidertalentpool

´ Meetinggovernmentstandardsandlegislativerequirements3

´ Improvingthequalityofservicesbydeliveringbetteroutcomesforeveryoneregardlessofethnicity,disability,age,gender,sexuality,religion,;and

´ Newideasandfreshapproachesbeinggeneratedbypeoplefromdifferentbackgrounds,cultures,genders,agesandoutlooks

Anorganisationthatvaluesandunderstandsthebenefitsthatadiverseworkforcebringstoitsbusinessisonethat:

´ Knowsitscommunitywellandactivelyusesitscommunitycontactsandnetworkstomaximiseitsrecruitmentstrategies

´ Understandsthatdiversityandinclusionarecornerstonevaluesthatneedtobeembeddedinallpoliciesandpractices

´ Createsacultureofinclusionandcandemonstrateinclusivepracticesineverythingitdoes

Thefollowingsectionisdesignedtoassistyouinmovingtowardsamorediverseworkforce.ItwillhelpyoudeveloppracticalapproachesforrecruitingworkersfromCALDcommunities.Inadditionitwillprovideyouwithsomebroaderconsiderationsthatnotonlybenefittheorganisationbecauseoftheculturalandlinguisticdiversityfocus,butaninclusionagendathatencompassesdiversityinitsbroadersense.

2HavealookatWorkbooks2.1TerminologyandDataand2.2MakingtheBusinesscasetofullyunderstandyourlocalbusinesspotential3,includingFederalDisabilityDiscriminationAct1992,FederalRacialDiscriminationAct1975,NSWAntiDiscriminationAct1977,MulticulturalAmendmentAct2014,NSWDisabilityInclusionAct2014,andNationalandStateDisabilityServiceStandards;



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2.1.1 Determinethereasonsbehindtherecruitment:

Determiningthereasonsbehindyourrecruitmentwillenableyoutotargetyourrecruitmentstrategies.Someofthereasonswehaveheardfromorganisationsinclude:

´ Wewantmorestaffthatarelinguisticallyandculturallydiverse

´ Wewantastaffmemberfromaparticularculturalbackgroundforoneofpeoplewesupport

´ Wewantsomeonewhocanspeakaparticularlanguage/fromaparticularculturebecausewewanttoengagewiththatcommunity

´

Reflection:

What are the reasons you want to recruit staff from CALD backgrounds?

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Someconsiderationsandactionsareidentifiedinthetablebelow:

If: Then:

Youarelookingtomatchstafftoapersonyouaresupporting

´ WorkwiththepersonyouaresupportingtoIdentifytheattributes,qualities,interestsandskills(includingbilingual/biculturalskills)theyarelookingfor

´ Developjobdescriptionandselectioncriteriabasedontheseattributesandskills–makethemcorecompetencies

Youarelookingforsomeonewithspecificlanguageorculturalskillsorattributes

´ Makethoselanguage/culturalskillsacorecompetencyinthejobdescription(Pleasenote,youmayneedtoseekexemptionunderSection9oftheNSWAntiDiscriminationAct1977)



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Youarelookingatdiversifyingyourworkforcesothatitbetterreflectslocalcommunitydiversity

´ Lookatyourcurrentworkforceandcompareittothelocalareademographics

´ Encouragepeoplewithbilingual/biculturalskillstoapply

´ Includedemonstratedabilitytoworkeffectivelywithcommunityandculturaldiversityasanessentialcriteriainallpositions

´ Includebilingual/biculturalskillsasadesirablecriteriainallpositions

YouarelookingatbuildingstrongerrelationshipswiththeCALDcommunitiesinyourareaandwanttoensurethatyourworkforcereflectsthatdiversity

´ UsedemographicsofcatchmentareatoidentifywhichCALDcommunitiesyouwanttotarget

´ Developarecruitmentstrategytotargetpeoplewiththebilingualorbiculturalskillsyouaretargeting

´ Useyourcommunitycontactsandnetworkstoadvertiseandpromoteposition

2.2 Recruiting for Diversity: Belowisa10stepguidetosuccessfullyrecruitandretainstafffromCALDbackgrounds.Itincludesthesequestions:

1) Whatdoesyourorganisationknowaboutthediversityofitsworkforce?

2) Howwelldoesyourorganisationknowitscatchmentareaandthediversityofthepeoplethatlivethere?

3) Howarepeopleyousupportinvolvedintherecruitmentprocess?

4) Howdoyouensuretheworkplaceandorganisationcansupportthediversityofitsemployees?

5) ConsultwithCALDcommunitycontactsandnetworks

6) Developjobdescriptionsthatreflectlinguistic/culturalcompetencyrequirements

7) Advertise

8) Interview

9) Inductionandorientation

10) HowtoretainstafffromCALDcommunities



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1. What does your organisation know about the diversity of its workforce?

Howtodoit: Considercollectingthefollowinginformation:

a) Keeparecordofthediversityrepresentedinyourworkforce.languageandbiculturalskills,attributesandinterestsofyourworkforce

b) Recordthewillingnesstousetheseskillswithpeoplesupported

´ Languageskills

´ Ethnicity

´ Culturalidentity

´ Attributes

´ Interestareas

´ Willingnesstousetheseskillstobenefitpeoplesupported

2. How well does your organisation know its catchment area and the diversity of the people that live there?

Howtodoit: Resourcestohelpyou:

c) UsedemographicsofcatchmentareatoidentifywhichCALDcommunitiesliveintheyourcatchmentareaandtodeterminewhichcommunities/languagegroupsyouwanttotarget

´ .idhasdeliveredsuburb-basedcommunityprofilestocouncilsacrossAustraliaandNewZealand.Thesearedeliveredinpublicwebsites,brandedprofile.id®,foranyonetoaccess.Goto:http://home.id.com.au

d) Talktorelevantethnicandothercommunityorganisationstohearandlearnabouttheissuesinthecommunityandstarttotailorrecruitmentprocessaccordingly(seebelowformore)

´ LocalCouncils'SocialandCommunityPlans(checkrelevantCouncil’swebsiteorcontactCouncil’ssocialplanning/communitydevelopmentsectiontoobtainacopy)

´ Talktopeopleyouknow,makelinkswithrelevantethnicandotherorganisations

´

Reflection:

Who in your organisation is currently involved in the recruitment process?

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3. How are people you support involved in the recruitment process?

Howtodoit: Consider:

a) Includepeoplefromthebeginningoftheprocess,i.e.whendeterminingtheattributesandskillsrequired,developingthejobdescriptionandselectioncriteriaandparticipationontheselectionpanel

b) Encouragepeopletoparticipateasmuchoraslittleastheywant

´ Thelanguageskills,interests,culturalbackgrounds,age,gender,religiousaffiliation,interests,likes,dislikesetc

´ UsingtheImportantto/Importantfortooltoseparatetheattributesorqualitiessoughtinapotentialworkerfromtheskillsrequired

´ Whatsupporthaveyouprovidedtothepersontoenablethemtoparticipateintherecruitmentprocess

4. How do you ensure your workplace and organisation can support employees from all cultural backgrounds?

How: Considerreviewingthefollowingpolicies:

a) Revieworganisationalpoliciesandprocedurestoensurethecontentandlanguagereflectsprinciplesofinclusion,diversity,personcentredpracticeandculturalcompetenceandtoremoveanybarrierstoparticipationofdiversegroups(women,peoplewithdisability,CALDpeople,Indigenouspeople,age)

´ Vision/purpose

´ Codeofconduct

´ Anypoliciesandproceduresthatidentifyhowtheorganisationworksandwhatprinciples,lawsandwaysofthinkingtheorganisationfollows

b) Ensurethatrecruitmentandselectionprocessesareaccessibleandapplicantfriendlytopeoplefromdiverseculturalandlinguisticbackgrounds

´ ReviewallHRpoliciesandprocedures,includingflexibleworkpractices

c) Providestaffwithtrainingonculturalcompetencyandworkingeffectivelywithculturaldiversity.

´ LookonNDS’websitefortrainingopportunitieshttps://www.nds.org.au/events-and-training

´ SeealsoMDAA’sculturalabilitiestrainingcalendaravailableat:http://www.mdaa.org.au/training.htmlorcontactthemon:(02)98916400



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5. Consult with CALD community contacts and networks

How: Resourcestohelpyou:

a) Identifycommunityleaders,keycommunityorganisations,communityworkersandreligiousleaders

b) Makecontactanddiscussideasfortheadvertisingcontentandpromotion,languageofthejobdescription,andinterviewprocess;and

c) GatherculturalinformationandfeedbackonhowtodeveloppracticalapproachestorecruitingpeoplefromthelocalCALDcommunities.

´ LocalInformationNetworkforCommunityServices-ThisdatabaseisusedbyLocalCouncilstocreateandupdatecommunityinformationdirectories.Itisavailableat:http://www.datadiction.com.au/lincs/default.htm

´ Directoryoforganisationsworkinginyourlocalgovernmentarea(LGA).Youcanobtainacopybycontactingtherelevantcouncilorbydownloadingitfromtheirwebsitewhereavailable.

´ MigrantResourceCentres:AlistofMRCsisavailableat:https://sites.google.com/site/smcstestsite/links/nsw-migrant-resource-centres

6. Develop a job description that reflects cultural competence requirements


a) Keepjobdescriptionssimpleandspecificanduseplainlanguage.

´ TheLawandJusticeFoundationofNSWhaveanumberof‘howto’guidesforwritinginplainlanguageontheirwebsite.Goto:http://www.lawfoundation.net.au/information/writing

b) Selectioncriteriashouldincludedemonstratedskillsandknowledgeforrespectingandworkingwiththeculturalandlinguisticdiversityofthecommunity.Thisshouldincludethefollowing:

´ Anexpectationthatstaffwillrespectandpromoteculturaldiversity;

´ Anexpectationthattheapplicanthasthecapacitytoworkeffectivelywithpeopleofdiverseculturalbackgrounds.

´ MDAA’sCulturalCompetenceWorks!Amanualtoputitintopractice.Toobtainacopycontact:MulticulturalDisabilityAdvocacyAssociationPh:0298916400E-mail:[email protected]



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Reflection:

What are some of the selection criteria to increase cultural diversity that might be specific to your organisation?

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7. Advertise the position


a) Developacontact/e-mail/mailinglistforadvertisementdistributionthroughethno-specificnewsletters,radioand/ororganisations,MigrantResourceCentresandotherlocalcommunityorganisations.

´ Directoryoforganisationsworkinginyourlocalgovernmentarea(LGA).Youcanobtainacopybycontactingtherelevantcouncilorbydownloadingitfromtheirwebsitewhereavailable.

´ MigrantResourceCentres:ForalistofMigrantResourceCentresinyourarea:https://sites.google.com/site/smcstestsite/links/nsw-migrant-resource-centres

´ NationalEthnicandMulticulturalBroadcastersCouncil’swebsitelistsbroadcastersbystateandprogramsbylanguage,availableat:http://www.nembc.org.au

b) Identifyinteragencynetworksandmeetingsthatmaybeusefultoadvertiseforrecruitment.

´ EthnicCommunities'Council(ECC)ofNSW’skeepsalistofNSWwidemulticulturalinteragencies.Clickonthelinkbelowanddownloadit:http://www.eccnsw.org.au/News/October-2013/GSMI-Interagency-Directory-Now-Available.aspx

c) Getfeedbackfromcommunityworkersre:othercontacts,bestwaystopromotejobstotargetcommunities.



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d) AdaptyourrecruitmentprocedurestoensureapplicantsofCALDbackgroundsarenotdisadvantagedandareencouragedtoapply.Thiscouldbedoneby:

´ Providinginformationtopotentialapplicantsonhowtoanswerselectioncriteria;and

´ Providingassistancetoapplicantsthroughouttherecruitmentprocedure.

8. Conduct the Interview


a) Ensurethatallselectionpanelmembersreflectthediversityofthosereceivingservicesandthecommunityinwhichtheseservicesoperate.

b) Checkthatalltheselectionpanelmembersaretrainedinculturallycompetentrecruitmentandselectionprocesses,includingtheirrolesandresponsibilitiesasselectionpanelmembers.

´ MDAA’sRTOculturalabilitiescanassistyouwithtraininginculturallyresponsiverecruitmentpractices.Checkoutthewebpagebeloworcontact:(02)[email protected]://www.mdaa.org.au/training2/84-cultural-abilities

c) Ensurethatallinterviewprocessesincludequestionsaimedatdeterminingapplicants’understandingofworkingeffectivelywithpeoplefromculturallydiversebackgrounds.

´ MDAA’sCulturalCompetenceWorks!Amanualtoputitintopractice.Toobtainacopycontact:MulticulturalDisabilityAdvocacyAssociationPOBox884GranvilleNSW2142Ph:(02)98916400Email:[email protected]

d) Identifytheculturalbackgroundsofpotentialstaff.

Onceyouhavebeenthroughtherecruitmentprocess,youwillalsoneedtothinkaboutwhat’snext.Thenexttwostepsprovidesometipstohelpyoutrainandretainstaff.



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9 Provide staff with induction and orientation


a) ProvidenewstaffwithorientationtrainingandinductionmanualwritteninPlainEnglish.Thisshouldinclude:

´ Organisationalpolicy,proceduresandstructure;

´ Relevantgoverningbodiesandlegislation;

´ Alistofexternalorganisationalnetworks,servicesandprogramsusedbyyourservice(includingCALDspecificnetworksandservices);and

´ demographicsoflocalcatchmentareaandclientprofile.

TheLawandJusticeFoundationofNSWhaveanumberof‘howto’guidesforwritinginplainlanguageontheirwebsite.Goto:http://www.lawfoundation.net.au/information/writing

b) Includetrainingonworkingwithinterpretersandculturalcompetencyaspartoftheinductionprocessforallstaffmembers.

´ SeeWorkbook1.5:WorkingeffectivelywithInterpreters

c) Providenewstaffmemberswithopportunitiesforongoingskillsdevelopmentandskills-sharing,includingopportunitiesfornewstafftoshareexistingskillsandknowledgeofworkingwithcultural,linguisticandreligiousdiversity.

10 Retaining employees from CALD communities


a) Provideallstaffwithtrainingonculturalcompetencyandworkingeffectivelywithculturaldiversity.

´ SeeMDAA’sculturalabilitiestrainingcalendar,whichisavailableat:http://www.mdaa.org.au/training2/84-cultural-abilities

b) ObtainfeedbackfromCALDemployeesabouttheeffectivenessoforganisationalpoliciesandproceduresinrespondingtoculturaldiversityandseektheirinputregardingsuggestionsforimprovement.



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c) Provideemployeeswithopportunitiestouseexistingknowledge,skillsandexperienceofcultural,linguisticandreligiousdiversityinorganisationaldevelopment.

d) Facilitateaninclusiveworkingenvironmentbylearningaboutandsupportingtheculturaland/orreligiouscustoms,beliefsandpracticesofallstaffmembers.Thismayinclude:

• Allowingstafftohavetimeoffonculturallyand/orreligiouslysignificanteventsorholydays;

• Providingaquietplaceforprayerormeditation.

´ AcalendarofsignificantreligiousandculturaleventsisavailablefromDSSwebsite:https://www.dss.gov.au/our-responsibilities/settlement-and-multicultural-affairs/programs-policy/a-multicultural-australia/government-building-social-cohesion/calendar-of-cultural-and-religious-dates

e) Supportindividualprofessionaldevelopmentrequirementsofemployees.ThismayincludetrainingtodevelopEnglishlanguageand/orliteracyskills.

f) Networkwithotherorganisationswhichhavediverseworkforcestosharebestpractice

Toaccessadatabaseofservicesinyourlocalareagotohttp://www.datadiction.com.au/lincs/default.htm

Localdirectoriesarealsoavailablefrom:

´ Locallibraries

´ Localcouncils

´ MigrantResourceCentres

´ EthnicCommunitiesCouncil(DirectoryofEthnicOrganisations)



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3 Conclusion

Theissuesidentifiedabovewillassistyouinbuildingamorediverseworkforce.Wehaveprovidedyouwitha10Stepsguidetoassistyourrecruitmentprocesses.WearealsoveryinterestedinthelastpointaboutretainingstafffromCALDcommunitiesandwestronglyrecommendthatyouhavealookatsomeoftheotherworkbooks,especiallythoseintheThisworkbookispartof“Organisationalpractices-buildingaculturallyresponsiveorganisation”series

Reflection

The next steps I need to take in my organisation are:

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The barriers are:

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The people I need to include/consider are:

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2.5 building a diverse workforce · 2.2 making the business case – why diversity is good for...

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