CHC52015 Diploma of Community services

Assessment 3 -Observation of performance

skills

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 1 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
 CHC52015 Diploma of Community services

Pre-assessment Checklist
Student name: Assessor name:

Date: Location:
CHCDIV002 - Promote Aboriginal and/or Torres Strait Islander Cultural Safety

Checklist for Conducting the Assessment 

Student confirms readiness to be assessed.

Time and date of the assessment was diarised and agreed to by the Student
Date: Time: Location:
Criteria against which the student’s performance will be assessed are explained to the student.

Student has read the Assessment guidelines document where assessment methods, processes
and documentation about assessment have been explained to student.

Has student any special requirements? Please list special requirements:

Confidentiality of assessment outcome has been explained.

Right to appeal assessment decision has been explained to the student.

All hygiene, Work, Health and Safety requirements have been met as per orientation pack.

Instructions to the Students

 Should you not answer the questions correctly, you will be given feedback on the results and your gaps in
knowledge. You will be given another opportunity to demonstrate your knowledge and skills to be
deemed competent for this unit of competency.
 If you are not sure about any aspect of this assessment, please ask for clarification from your trainer.
 Please refer to the College student handbook for more information.
 If you have questions and other concerns that may affect your performance in the assessment please
inform the assessor immediately.

In signing this form, the student acknowledges that s/he is ready for assessment and that the assessment
process has been fully explained. The assessment information gathered (including student name, but no other
personal details) will be used by the training organisation for specific record keeping purposes

Student’s Signature:

Assessor’s Signature:

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 2 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

Assessment 3- Observation of Performance Skills

Instruction to Students:
 Demonstrate the following performance skills in Task 1 and 2 under the observation of
workplace assessor.
 If you are deemed not yet competent on your 1 st attempt you will be given feedback on
your performance and a new time for a 2 nd attempt assessment will be organised.
 Dependent on your performance feedback you may be requested to attend additional
training prior to your 2nd attempt.
 If you are deemed not yet competent after your 2 nd attempt you will be provided with
additional research skills training until your assessor feels you are ready for your 3 rd
attempt assessment.

Assessment Activity 27: Promote Aboriginal and/or

Torres Strait Islander cultural safety in the workplace
General instructions

You will discuss Assessment Activity 27 with the facilitators towards the end of the workshop. You may
also have an opportunity to participate in roles plays to start practising how you would respond. Writing
up your personal response takes place after the workshop and must be submitted via email to your
Assessor in the Student Assessment Document.

Write your responses to Part 1 and Part 2 as if you are writing a report for your workplace Supervisor
on events that occurred in your workplace. Follow this outline:

Start by briefly describing the situation and events.

Next, identify:

1. What are possible cultural factors that may impact on service delivery to Aboriginal and/or Torres
Strait Islander clients?

 Interpersonal approach: When dealing with older Indigenous Australians, support workers need
to be mindful of the place of Elders in their community as well as the communication
fundamentals of interacting with Aboriginal and/or Torres Strait Islander people. In addition to
building rapport, showing empathy and taking a non-judgmental approach, workers need to be
mindful of the verbal and nonverbal cultural norms of the people they are providing services to.
You also need to allow for potential gender barriers confronting the people you are working
with.

 Thinking and learning styles Indigenous Australians often think and learn differently to non-
Indigenous Australians. Much of their teaching and learning occurs through story and art.
Likewise, Indigenous Australians may have different concepts of time and family to non-
Indigenous Australians. Coordinators and support workers need to take factors such as these
Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 3 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

into account and be flexible in accommodating people’s sense of time and the role of extended
families in the treatment and wellness of Aboriginal and/or Torres Strait Islander people.

 Expectations Non-Indigenous Australians and Indigenous Australians have different expectations

about community services. Non-Indigenous Australians generally understand that community
and health services are built on systems and processes, and they must follow a procedure to
access these services. On the other hand, the health and wellbeing of Indigenous Australians is a
family and community affair. Indigenous Australians tend to prefer that service providers work
collaboratively with the community to identify needs and not focus on predetermined issues or
solutions. They expect their culture is to be taken seriously and that community and health
services acknowledge that their needs may not be the same as other people in receipt of your
services.

2. What are critical issues that influence relationships, communication and key aspects of cultural
safety for Aboriginal and/or Torres Strait Islander people?

 Discrimination – you must be culturally safe and treat them as equals. Positive or negative
discrimination will only serve to alter the harmony on the work environment.
 Confidentiality/privacy – they have a right to keep their sacred and ritual knowledge secret. This
means you cannot publish it. Their personal affairs must also be respected and they should be
consulted with before any person information is released about them. Gender-specific images
should only be seen by initiated men and women, and may not be published without
permission. Saying the name or using the image of a deceased person is considered culturally
offensive, without prior consultation with the related family.
 Communication protocols – use communication protocols that don't offend Aboriginal and
Torres Strait Islander people
 Respect – they must be treated with mutual respect regarding their cultural heritage and
interests.
 Integrity – they must be recognised as the primary guardians and interpreters of their cultures.
They should be accurately represented and it should reflect their cultural values, customs and
laws. The images and text that you use to portray them should consider their confidentiality and
privacy, and ensure that it doesn't reinforce stereotypes.
 Attribution – they should be given proper credit and acknowledgement for their achievements,
contribution and roles in the work environment. Encourage them to share their perspective
regarding issues, to offer a wider perspective. Ask them how they wish to be identified in
published materials, if applicable.
 Legal recognition and protection – Australian laws and policies exist to protect the rights of
Indigenous people. You must comply with these and make sure that their cultural and
intellectual property is protected.

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 4 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

3. Finally, evaluate the extent to which cultural safety can be integrated, or better integrated, in
your own work and workplace. Recommend changes for your work and your workplace, drawing
on the Oz Principle.

Throughout this, ensure you reflect on these three aspects and address them in your written response:

 your awareness of your own and other cultures in work practices

 how you involve Aboriginal and/or Torres Strait Islander Australians in service delivery
 and how you identify and respond to racism at individual and systemic levels.

Answer: Integrating cultural safety in your own work and workplace

Our own workplace may or may not be a culturally safe place. Therefore, we need to evaluate the extent
to which it implements culturally safe practices.

Is the workforce educated on different cultures, and are there policies and procedures in place to
prevent discrimination? We should take the opportunity to find out all of the different cultures involved
in our work and workplace. We should look at the day-to-day practices in the workplace and determine
whether you consider these cultures, and if any behaviours are offensive or demeaning to them.
Consider the following aspects of culture:

 Age
 Gender
 Sexual orientation
 Occupation
 Religious beliefs
 Disabilities.

Culturally safe and appropriate work practices Health care, services and programs need to reflect
culturally safe and appropriate practices. This means taking into account the differences of other
cultures (Aboriginal and Torres Strait Islander people in particular) and respecting their rights to
adhere to cultural practices within the industry. Culturally appropriate work practices may
recognise:

 Food customs

 Kin relationships

 Lifestyle preferences

 Gender

 Language preferences.

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 5 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

Part 1 – Responding to racism with colleagues to promote cultural safety

 Step 1: The new Code of Conduct for Nurses came into operation in March 2018. 1 Download and
read this document (you may need to do this for other units in your Diploma). CATSINaM
provided the description of cultural safety that the NMBA used in the Glossary of this document.

 Step 2: Now read Luke Pearson’s article “The Truth Behind the Nursing Code of Conduct Lie”. 2

 Step 3: Read Janine Mohamed’s article “Cultural safety matters – the conversation we need to
keep having”.3

 Step 4: Working in small groups in a simulated work environment, prepare a role play where one
nurse appears to be only informed by the inaccurate media story that “According to how the
code is written, the white nurse should come in and say, ‘before I deal with you, I have to
acknowledge to you that I have certain privileges that you don’t have’”.

 Step 5: Demonstrate how you can respond to this situation as a colleague using the OZ Principle.

 Step 6: Write your analysis of the situation and how you responded as if you are writing a report
for your workplace supervisor on events that occurred in your workplace and for which you
must provide recommendations.

 Step 7: Follow the outline described in the general instructions above.

Narrator: On March 1st, 2018, Nursing and Midwifery Board of Australia developed new codes and
advice that cultural safety should be recognized as an integral part of ethical and competent
professional practice. Under this code, the nurse and midwives must take responsibility for improving
the cultural safety of health services and system of indigenous clients. They are required to provide care
that is holistic, free from bias and racism. [But media releases wrong claims that the codes would force
white nurses to apologize to indigenous client to being white. Such claims create complication among
aboriginal people and non-aboriginal people.]

In AHIC Hospital, ward 08, Rehabilitation Centre, an Aboriginal patient named David was admitted for
the hip replacement. The patient was continuously pressing the buzzer, but the nurse in-charge named
Christina for the patient was ignorant towards this patient. The NUM attends the pt. and visits the nurse
Christina.

NUM: Nurse, Can I have a chat with you?

Nurse: Sure! NUM: Your pt. David from ward 08 has been buzzing for a long period of time. Is there any
specific reason for you not attending the buzzer?

1
The NMBA Code of Conduct for Nurses, date of effect 1st March 2018 can be downloaded at:
<http://www.nursingmidwiferyboard.gov.au/Codes-Guidelines-Statements/Professional-standards.aspx>
2
https://indigenousx.com.au/the-truth-behind-the-nursing-code-of-conduct-lie
3
https://indigenousx.com.au/janine-mohamed-cultural-safety-matters
Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 6 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

Nurse: This Aboriginal pt. is so annoying. He keeps on buzzing every 5 minute and I can’t understand
him.

NUM: Is that so? When I attended him, he seemed very nice. I could understand him. Is it really because
you couldn’t understand him or is there any other reason?

Nurse: NUM you know that I have 7 other white patients to look after right? He is ‘Black’ so I believe he
can wait. He isn’t as important as any other patient.

NUM: OH! That’s the case. I believe we had a conference about cultural safety last week weren’t you
there?

Nurse: Sorry! I had other work to do. So, I couldn’t attend it.

NUM: There has been a recent code advocating cultural safety. It requires nurses to understand how
their own culture, values, attitudes, assumptions and beliefs influences their interactions with people
and their family and the community and colleague. We should always be open minded and flexible in
our attitude towards people despite their originality.

Nurse: OH! I’m sorry NUM. I understood that I’ve missed a very important conference. I now understand
that cultural safety is very important and as a nurse it is my responsibility to treat every patient equally.

Answer

CULTURAL SAFETY MATTERS – INCIDENT REPORT

In AHIC HOSPITAL, on Monday (6th of November 2020), an Aboriginal patient was admitted in surgical
rehabilitation ward. The patient was found to have been ill-treated with abusive behaviours and
negligence by one of her caring staffs. The patient was trying to get attention of care staffs by
continuously pressing buzzer for a longer time, but no one seemed to attend her. Being a nurse unit
manager, I immediately rushed to seeing the buzzer still being active. When I reached there, she was
very upset as she was being ignored by her care team. I then very cautiously and patiently tried
everything in my resource to assure her and to calm her down.

After I left the patient’s room, I immediately went to see the nurse who was in charge of the care of that
specific patient. When I asked her about her ignorance towards the patient’s signal, she replied back by
saying that she was unknown of the incident. After that, I asked her to attend the patient personally and
assure her that the mistake won’t happen again and promise to keep an eye of her very frequently. With
this incident, I request all the nurses to be updated about their patient’s wellbeing by casually being
active and also would like all the health care workers to attend workshops relating to new codes of
cultural safety practices by NMBA which will not only allow them to understand more about their
patient’s culture and beliefs but that will also result in more comfortable and effective care towards
them.

Reported by; Anila Poudel

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 7 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

Part 2 – Working with clients and families to promote cultural safety

Select one of the scenario options listed for Assessment Activity 27 Part 2 in the Learner Guide.

 Step 1: Working in a small group in a simulated work environment, prepare a role play for the
scenario you select.

 Step 2: Demonstrate how you can respond to this situation using the OZ Principle - what you
would do to promote the cultural safety of the Aboriginal and/or Torres Strait Islander clients
and/or family members?

 Step 3: Write your response as if you are writing a report for your workplace supervisor on
events that occurred in your workplace for which you must make recommendations. Some
aspects that you could consider include:

 identifying cultural safety issues in the workplace

 modelling cultural safety in your own work
 developing strategies for improving cultural safety
 evaluating cultural safety strategies.
The scenario I selected was: Type the Scenario number and name here.

Answer:
The scenario I selected was: Here comes an Aboriginal woman with her granddaughter to GP

Nurse: Hello! My name is Vicky. I need to take vital abs before you see the doctor.

Granddaughter: Hi! My grandma has a severe stomach-ache. I can give you the details while you
check her.

Nurse: Yes, sure. Please full up this form for her. (Nurse takes her vital signs and leaves the room
without explanation) Aboriginal Nurse: Hello! I am Michelle. I am a RN here working with Vicky. You
can go to the doctor’s office now. (Michelle leads them to the doctor. After the examination, Doctor
orders the nurses to perform ECG and to give her Nitro-glycerine)

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 8 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

Nurse: Please come and lie down on this bed. Please take-off your tops so that I can stick the leads.
(Vicky starts to stick the leads without interacting with the patient. After this procedure, Doctor asks
to take blood and provide pain medication.

Nurse starts implementing the Doctor’s order)

Granddaughter: (Panicking) Can’t you do something for her pain? Why are you taking blood from
her? When will the blood test be back? What are you looking for on this machine? Why is she
sweating so much? Will she be alright?

Nurse: You don’t need to worry much. We are helping her as much as we can. (Nurse then gives
nitro-glycerine)

Granddaughter: Why are you putting under the tongue and what does that do for her?

Nurse: (Feeling irritated) Can you please go outside and wait. It is being crowded her that is why your
grand mom is sweating much.

(She became upset and went out of the room)

(The Aboriginal Nurse (Michelle) notices her being sad and goes on to have a conversation. After she
explains everything regarding the mistreatment of the nurse, Michelle apologies on behalf of the
care team and explains everything to the granddaughter about the procedures being performed)

(Michelle then goes to the room where Vicky was present and explains few things about culturally
safe environment for this situation).

Aboriginal Nurse: Vicky. I know you are a good nurse but being an Aboriginal woman myself, I would
like to explain few things. For a good practice, we should ask patient for their preferences if she
would like to be called by her name or “Aunty”. Similarly, we have to always remember 6Rs; respect,
recognition, responsibility, reconcile, reflect and rethink. We can work together for change with your
Aboriginal colleagues and always within a framework of roles. The key here is also to control the
controllable and to take responsibility for our actions while others take responsibility of theirs. Not
only for the Aboriginal people but for every patient, we must check with whom you are working and
be respectful and sensitive with all your language and actions as a starting point.

Nurse: I am really sorry. I did not know that. It is my first encounter with the Aboriginal patient. I will
go and apologise straight away. (She goes to the patient and her granddaughter and apologises for
her actions)

INCIDENT REPORT
On Friday, 06/11/2020 at approximately 4:00pm, me and my colleague nurse Vicky were on duty.
Two women identified as Aboriginal people visited the clinic. The grandmother was there for a
stomach-ache and her granddaughter accompanied her. My fellow co-worker Vicky attended the
patient. Granddaughter was concerned more about her granddaughter wellbeing and was interfering
the intervention that was being provided to her grandmother. Because of that, the nurse was
Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 9 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

agitated, and she furiously asked the granddaughter to step out of the room and wait outside until
the medication is finished without letting her know what is being done to her grandmother. The
second nurse (Michelle) who was from Aboriginal background saw the upset granddaughter waiting
impatiently outside the room. While chatting with her, Michelle noticed that Vicky behaviour was not
very polite and was actionable if gotten worst. Michelle apologized on behalf of Vicky and went to let
Vicky know about this incident. Michelle then asked Vicky to apologise to the granddaughter and
asked her to be more careful about the cultural safety of the patient. This report is an example of the
wrong doings happening on the workplace and how that is considered as a culturally unsafe.

Reported By: Anila Poudel

References:

 Nursing and Midwifery Board of Australia - NMBA and CATSINaM joint statement on culturally
safe care. (2020).
 https://www.nursingmidwiferyboard.gov.au/codes-guidelines-
statements/positionstatements/joint-statement-on-culturally-safe-care.aspx

 CHCDIV002- Promote Aboriginal and/or Torres Strait Islander Cultural Safety- Learners Guide

 The role of cultural safety in the care of Indigenous Australians. (2020).

 https://www.ruralhealth.org.au/partyline/article/rolecultural-safety-care-indigenous-
australians

 Working with Indigenous children, families, and communities: Lessons from practice.

 https://aifs.gov.au/cfca/publications/working-indigenous-children-families-
andcommunities

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 10 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

CHCDIV002 OBSERVATIONAL CHECKLIST

CHCDIV002 - Promote Aboriginal and/or Torres Strait Islander Cultural Safety

The observation checklist is used by the assessor to observe the student demonstrating the application of
the required skills and knowledge.
*The assessor needs to ensure that they take detailed notes on the performance of the student in the
comments section provided.

Student Name:
Assessor Name:
TASK 1
The student is able to demonstrate competency by: S N/S
Assessment Activity 27: Promote Aboriginal and/or Torres Strait Islander cultural safety in
the workplace

Part 1 – Responding to racism with colleagues to promote cultural safety

Part 2 – Working with clients and families to promote cultural safety

Details of Students Performance and feedback given to student:

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 11 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

Result  Satisfactory  Not Yet Satisfactory

Assessor Signature Date:

Student’s signature Date:

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 12 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

Formative Assessment Details

Qualification Code: CHC50215 Diploma of Community Services
Title
Assessment Type Assessment 3 Observation
Due Date
Location
Term-Year
Supervision model AHIC Trainer and Assessor

Unit of Competency
Unit CHCDIV002 - Promote Aboriginal and/or Torres Strait Islander Cultural Safety
Code/Title

Student Details
Student Name Student ID
Feedback to Student

RESULTS (Please Circle) SATISFACTORY NOT SATISFACTORY

Assessor Details
Assessors Name

Assessor Signature

Date

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 13 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018
CHC52015 Diploma of Community services

Australian Harbour International College, 114-120 Castlereagh Street, Sydney NSW 2000, Australia
|RTO NO: 41338 | CRICOS Provider Code: 03449J
Filename: CHCDIV002 - Promote Aboriginal and/or Torres Version 1.0/ July 2018 Review Date: Aug 2020 Page 14 of 14
Strait Islander Cultural Safety © Congress of Aboriginal and
Torres Strait Islander Nurses and Midwives, 2018