Introduction

This is an essential toolkit to help Disability Service Providers develop their workforce with cultural and linguistic diversity (CALD) in mind. 

The tools are designed to be thought provoking and encourage your team’s discussion on how to:

  • Build support and a business case for workplace diversity
  • Get your organisation ready for cultural diversity
  • Hire and leverage your talent pipeline for diversity
  • Support your staff to build trust and rapport with CALD communities

This toolkit comprises 5 video presentations, set in a fictional disability service provider, supported by a series of guides and checklists.  


1. What is cultural and linguistic diversity?

Australia has a culturally and linguistically diverse (CALD) population, and we often work in culturally diverse settings. To successfully service the community, it is important to reflect community diversity and leverage the great talents of your team. 

This video introduces the concept of cultural and linguistic diversity, and how a recognition and respect for diversity ensures effective service delivery. 

You can download and refer to the Cultural and Linguistic Diversity guide for further information. 

Download the self-reflection tool to rate your familiarity with the culturally and linguistically diverse communities that are in your catchment/s.  This will help you to understand the CALD capability of your team, including identifying areas for further improvement.


2. Building support for workplace diversity

Understanding that you need to engage with CALD Communities is a step in the right direction.  However it can be difficult for your team to embrace diversity and inclusion without the support of business leaders and your management team. 

In this session we will look at how you can generate leadership support for workplace diversity by building a business case using the following 6 steps:

1. Define the need 
2. Think about your audience 
3. Gather data 
4. Present your data 
5. Build a support group 
6. Take action


3. Getting your organisation ready for cultural diversity

In this session we will look at how organisations can start building cultural capability. This might include setting up a Cultural Diversity Working Group; assessing where your organisation is at on your cultural journey; and developing a cultural diversity strategy.

“We thought about what culture and linguistic diversity really means and how it effects our service. It made me think about my culture too.  I didn’t realise that my background and who I am was shaping some of the assumptions that I make about other people and what they need.”

Refer to the Building Cultural Capability Guide to find out about how to recognise, respect and respond to diversity.

Download the CALD Community Awareness Planning Tool to help you research and understand your local CALD Communities. This includes resources and suggestions for further action.


4. Hiring and leveraging your talent pipeline for diversity

In this session we are going to explore the talent pipeline and how to access and leverage the diversity of your workforce. This will consider:

  • hiring for diversity
  • managing your talent pipeline 
  • cultural attitudes and approaches
  • training and support 

Use the Hiring for Diversity Guide and Checklist to minimise the potential or impact of unconscious bias when hiring new staff.

Download the Leveraging Diversity Self Reflection Tool to understand and leverage the diversity of your team.

 

5. Building rapport and trust with diverse communities

There is a lot to learn when working in cross-cultural environments.  The key is to ask questions, be willing to engage and be open to differences in norms and behaviours.  For example, when entering a client’s home, do you know what to expect?  Consider what might be culturally acceptable.

It is ok if you don’t know everything, but being prepared can be very beneficial.

This session will explore how support workers can engage with clients and their families. The Building Trust and Rapport Guide and associated checklist, will help you to think about what you consider ‘normal’ and how it may vary to your clients.