EDITION 1.1 ©EVOLVE WA 2025 ABORIGINAL CULTURAL COMPETENCE PARTICIPANT WORKBOOK
Page 2 Aboriginal Cultural Competence Evolve WA is a human development company offering innovative professional development and community education training services. Our practical and engaging courses are designed to help people evolve and organisations develop. We offer a range of training solutions designed to meet the needs of the private, government and community sectors. Custom Courses An extensive range of personal and professional development topics, with each course designed to be a comprehensive experience, full of transferable skills. Courses can be delivered anywhere in Australia at the place, time and a date of your choice or live online, fully customised to meet your group’s needs. Custom courses offer significant per-person cost savings compared with public courses. For full details and a personalised quote, contact katrina@evolvewa.com.au or (08) 6117 5520. Public Training Calendar Held in Evolve’s central West Leederville location. Registration includes a take-home resource pack, all-day catering and a personalised certificate of attendance. Easy online booking system. For full details and bookings for our current Training Calendar see: evolvewa.com.au/events welcome training information
Page 3 Aboriginal Cultural Competence PROGRAM Content review Welcome to Country Evaluations, certificates, further training information Welcome and program overview 1. Introduction • Relevance • Culture 2. Aboriginal Culture 3. Understanding Colonisation 4. Impact of the Past 5. Aboriginal Challenges Today 6. Cultural Competence • Key impacts • Intergenerational trauma • Cultural diversity • Noongar Boodja • Kinship, Elders • Yarning, Art, Dreaming, Totems • The colonisation experience • “Protection” legislation • Historic atrocities • Stolen Generations • Recognition • Formal apology and Reconciliation • Racism and discrimination • Statistical life • Incarceration and suicide • Cultural safety • Reconciliation dimensions • Death sensitivity • Ideas for your workplace
Page 4 Aboriginal Cultural Competence welcome to country When the local Elder (Traditional Owner) welcomes those gathering on their Country. 1. All formal and significant events should have a Welcome from the local Elder. 2. Never ask them to do it for free. It is an important and significant event contribution. 3. It’s important and sacred: don’t trivialise it. It would be like doing so for the Last Post or the Lord’s Prayer. 4. The ONLY person who can give a Welcome is an Elder from the Country you are meeting on. Not your Aboriginal mate and certainly not a non-Aboriginal MC. Just because you saw someone do a great Welcome last week in Joondalup doesn’t mean they can do it in Mandurah or Rottnest … it needs to be the locally endorsed Elder. If you don’t know who the right person is check with the local Government or Aboriginal organisation. 5. Never try to tell the Elder how they should conduct the Welcome or what they should say or not say. This is highly inappropriate. If there is something you would especially like you can make a respectful request. 6. Treat the Elder like an honoured guest. For example, organise VIP parking, reserve a seat for them in the front row, have the CEO or Chairperson meet them at the door. 7. Make sure you know the correct Aboriginal Nation, personal Title and pronunciation of words and place names you will use. An Elder will often be referred to as Aunty or Uncle, but don’t assume this is the case. Check with the Elder if necessary. Eg: “Aunty Joan is a member of the Wadjak Noongar Nation and also has family connections in the Pilbara and Wheatbelt. She has worked in community services and social housing for 30 years and we are honoured to have her here today”. 8. The Welcome should be the very FIRST thing in the program, before everything else. The MC should say something like: “Before we begin, I would like to invite Uncle Albert from the local Noongar Whadjuk community to Welcome us to his Country”. Everything else (introductions, MC Welcome, sponsor names, OHS info … everything) should come afterwards. 9. You should THANK the Elder, but not critique the Welcome. eg: “Thanks so much Uncle Albert for that wonderful Welcome to your Country”. 10. Do not Acknowledge Country after a Welcome. We only do an Acknowledgement when no Welcome is available. However, if it was (for example) a two-day event, with a Welcome on Day 1 only, we might Acknowledge at the start of Day 2, perhaps respectfully referencing the Welcome on Day 1. eg: “And we again thank Uncle Albert for Welcoming us to his Country yesterday. Since he is not with us today, I would like to Acknowledge …”
Page 5 Aboriginal Cultural Competence ACKNOWLEDGEMENT OF COUNTRY An Acknowledgement is done at the beginning of an event when there is no local Aboriginal Elder (Traditional Owner) present to give a Welcome. This is often done by the event MC. 1. All Australian events without a Welcome from the local Elder should include an Acknowledgement. 2. It’s important and sacred: don’t trivialise it. It would be like doing so for the Last Post or the Lord’s Prayer. 3. The Acknowledgement should be the very FIRST thing in the program, before everything else. Everything else (introductions, MC Welcome, sponsor names, OHS info … everything) should come afterwards. 4. When Acknowledging Country, you need to know and be able to correctly pronounce the name of the Aboriginal Nation you are on. If you are in Perth, it is Noongar Whadjuk Country and the rest of South West WA are other Noongar nations. If unsure, please check beforehand. 5. There is no set wording for an Acknowledgement of Country, though often a statement may take the following forms. You might say something like: 6. Aboriginal cultures value storytelling and many encourage non-Aboriginal people to include a brief personal story as part of an Acknowledgement. You can also make a brief comment, linking Aboriginal culture to the purpose of the event. “Before we start, I would like to acknowledge the Traditional Owners of the land on which we meet today. I would also like to pay my respects to Elders past and present.” “I’d like to begin by acknowledging the Traditional Owners of the land on which we meet today, the (people) of the (nation) and pay my respects to Elders past and present.” “We pay our respects to the Elders, past, present and emerging and extend a warm welcome to any Aboriginal people who are joining us for this session today.” “I would like to begin by acknowledging the Traditional Custodians of the land on which we <gather/meet> today, and pay my respects to their Elders past and present.” “I acknowledge the Traditional Custodians of Country throughout Australia and recognise their continuing connection to land, waters and community. I pay my respects to them and their cultures; and to Elders past and present.”
Page 6 Aboriginal Cultural Competence MAP OF ABORIGINAL NATIONS
Page 7 Aboriginal Cultural Competence THE INDIGENOUS CULTURAL ICEBERG Source: https://www.marissamanitowabi.net Created for the American Museum of Natural History
Page 8 Aboriginal Cultural Competence
Page 9 Aboriginal Cultural Competence EXEMPTION CERTIFICATES
Page 10 Aboriginal Cultural Competence RACISM AND FIRST NATIONS PEOPLES News 2024 54% 2024 23% 2024 26% 2024 24% 2024 32% 2024 25% 2024 36% Survey notes: This snapshot focuses on 2024 Australian Reconciliation Barometer (ARB) Aboriginal and/or Torres Strait Islander survey participants, n= 547 [The total survey sample was n= 2,559]. See methodology information on the Reconciliation Australia website. reconciliation.org.au/reconciliation/australian-reconciliation-barometer *This question was not asked in the 2014 ARB survey. 39% 2014 First Nations peoples experiences of racism in the past six months Racism against Aboriginal and Torres Strait Islander peoples has significantly increased over the last decade. Prevented from renting or buying a property 2014 12% Refused entry into a venue 2014 11% Physical violence 2014 14% Verbal abuse 2014 31% Refused service in a shop 2014 11% Social media abuse Perceptions of Racism Believe Australia is a racist country Media’s coverage of racism Reasons why people believe Australia is a racist country The way people engaged with the referendum Aboriginal and Torres Strait Islander peoples Aboriginal and Torres Strait Islander peoples 47% Aboriginal and Torres Strait Islander peoples General Community 56% 41% 42% 2014 N/A* Reconciliation Snapshot Racism and First Nations Peoples 2024 Australian Reconciliation Barometer For many Aboriginal and Torres Strait Islander peoples, racism is an everyday reality and the experiences of racism in all contexts remain consistently and unacceptably high. The Australian Reconciliation Barometer (ARB) is the only survey in Australia tracking reconciliation progress between Aboriginal and Torres Strait Islander peoples and non-Indigenous Australians. Overcoming racism and discrimination in Australia requires initiatives that address the systemic, structural and institutional racism that impacts the everyday lives and outcomes of many Aboriginal and Torres Strait Islander peoples.
Page 11 Aboriginal Cultural Competence Discrimination Aboriginal and Torres Strait Islander peoples experience racial discrimination in a range of contexts. Fear of discrimination often means Aboriginal and Torres Strait Islander peoples feel unable to be true to their cultural identity in everyday contexts. Can never, or only sometimes, be true to their cultural identity within the general community 55% in interactions with police and courts 50% in interactions with government departments 50% in the workplace 47% First Nations peoples experiences of racism in the past six months (continued) Younger Aboriginal and Torres Strait Islander peoples experience racism at higher levels than all other age groups. 18-24 years old 63% 25-34 years old 68% 35-54 years old 59% 55-64 years old 20% 65+ years old 25% Police Transport providers e.g. Taxis/Ubers Government services Hospitality staff Utilities providers Employers 26% 25% 24% 23% 22% 22% To learn more about the Australian Reconciliation Barometer visit: reconciliation.org.au/reconciliation/australian-reconciliation-barometer/ Have experienced at least one form of racial prejudice
Page 12 Aboriginal Cultural Competence STATISTICAL LIFE OF AN AVERAGE ABORIGINAL PERSON Birth The newborn joins 3.3% of the Australian Aboriginal population. Their family consists of 3.5 people, compared to a non-Indigenous family which averages about 2.6 people. Chances are at 12.6% that the newborn will be of low birth weight, double the rate of non-Indigenous babies. Low birth weight determines many health factors later in life. 5 years At this age some hearing problems will be apparent. 80% of Aboriginal children have some form of hearing problem. 15 years If the Aboriginal person is male, 33% of his age peers will be dead before they reach the age of 60. Only 8% of the average non-Indigenous Australian peer group do so. 18 years The average Indigenous Australian has dropped out of school last year - only about 38% of Indigenous students complete year 12, but 76% of nonIndigenous kids do. Ironically it was good they left school, because - statistically - the longer Aboriginal students stay at school the worse their performance gets. While they are more than likely to meet national year 3 literacy benchmarks, they fail national numeracy benchmarks in year 7. Now that they’re over 15, they are likely to be obese or overweight - 61% more likely, compared to non-Indigenous Australians (48 percent). 20 years 20 years was the median age for the entire Indigenous population in 2001, while on average the non-Indigenous population was 36 years old. They probably move into a metropolitan or urban area, as do 75% of their peers. The average Aboriginal Australian has trouble finding work. They are likely to join 27% of their age group who are unemployed while only 13% of their non-Indigenous peers have no job. Unofficial figures tend to be even worse. If they start work, superannuation is probably of little concern to them - they will likely die long before claiming it. 25 years About 6% of the average Aboriginal Australian’s Indigenous compatriots will be in prison. In some rural areas as many as 33% of Aboriginal males will go to prison at some stage of their life. On average, it is very likely that some member of an average Aboriginal Australian’s family is in prison right now.
Page 13 Aboriginal Cultural Competence 25 years By this age, more than 75% have been cautioned by police, referred to a youth justice conference or convicted in a criminal court, but only 17% of his non-Aboriginal peers. In about two years’ time their father dies. If the average Aboriginal man had married, his wife would be 25 times more likely to suffer from domestic violence than non-Indigenous women. If his wife attempts to have children, she’s five times more likely to die at childbirth. They can only dream of going to university. Less than 2% of the Aboriginal population goes to university compared to more than 4% of the non-Indigenous population who do. As a male, 108 of his peer group of 100,000 would have committed suicide by now, 40% more than in the general population. 30 years The average Aboriginal Australian has already lived half of their life. At this age we might assume that nationally, they are about 15 times more likely to have gone to prison than a non-indigenous Australian. On average his weekly earnings are $364, compared to $585 for a nonIndigenous peer, but could be as low as $267 if they lived in a remote area. 40 years Our average Aboriginal person’s health outlook is bleak: There’s a 50% chance they’re a smoker (compared to 22% of non-Indigenous Australians) and they’re three times more likely to develop heart disease. When they go to hospital there is a 40% chance that they don’t receive the diagnostic procedures they need (compared to their non-Indigenous counterparts) just because they are black. Should they be admitted to hospital for their coronary problems, they’re 2.3 times more likely to die than if they stayed at home (1.4 times more likely). 50 years If they lived in a remote area the average Australian Aboriginal person dies before they reach the age of 50, 35 years before their non-Indigenous countrymen would die. While 75% of the non-Indigenous population are close to owning their homes now, only a third of the average Indigenous Australians ever realise this Australian dream. Their health further deteriorates. They’re 10 times more likely to have developed type 2 diabetes than a non-Indigenous Australian, and seven times more likely to be hospitalised because of it. 60 years An average Australian Aboriginal person dies (if they lived in a city) while his non-Indigenous peer lives for another 24 years. Source: An average Aboriginal person’s life in Australia - Creative Spirits, 2018
Page 14 Aboriginal Cultural Competence CULTURAL AWARENESS Being able and willing to recognise cultural differences - Being aware of one’s own culture - Accepting cultural differences within a population CULTURAL SENSITIVITY Taking into consideration the cultural background and experiences of Indigenous Peoples - Going beyond acknowledging cultural difference to respecting Indigenous knowledges - Culture means being sensitive to the fact that customs can also be uniquely individual CULTURAL COMPETENCE Refers to the knowledge, skills and attitudes of practitioners which revolve around empowering clients - Adapting the delivery of health care services to meet the social, cultural and sometimes even the linguistic needs of the Indigenous population CULTURAL SAFETY Requires a systemic approach that encompasses an understanding of the power differentials that are inherent in health service delivery - Removes barriers to service delivery including policy, procedures and practices - Client-centred service delivery where the evaluation resides with the client and practitioners undergo behavioural changes to assure client engagement
Page 15 Aboriginal Cultural Competence CULTURAL SAFETY The Victorian Aboriginal Child Care Agency (VACCA) undertook research through surveys and interviews with Victorians (predominately Indigenous) to unpack the concept of cultural safety. Some of the responses to questions exploring the concept included: “Feeling safe in the knowledge that you’re listened to, that your contribution to the community is important, just as much as anyone else’s.” “Feeling safe in who you are... in your identity. Knowing that you’re a proud Indigenous person... taking strength in your culture through adversities.” “I think it’s being comfortable with yourself and being able to tell people that you’re proud to be of that culture and not feeling that you’re being discriminated against.” Some examples of cultural safety included: When asked if non-Indigenous environments created safety some responses included: “I don’t feel as comfortable as I think a white person feels.” “I felt outcast and alone in all white environments.” When asked about how a culturally safe place could help the community, responses included: “In so many ways. That’s an enriched environment...so many other environments, including Koori organisations are environments of poverty...cultural poverty, social poverty and in environments of enrichment people can grow and flourish.” “It affects the way I walk the land, having seen so much violence. It’s everything. Emotional, spiritual, everything. A place like that would be a place of healing for the whole community. It’d bring everyone together. Give us a future. Common heroes that connect us.” “By having a centre-point of pride and identity for the community. Give opportunities for people to get to know each other. Foster connection and belonging. Togetherness.” “To find and then be looked in the eyes by my Elders and be told, ‘You belong here’.” “Me giving myself permission to be an Aboriginal person. Not other people telling me who I should be or who I am.” “Having the sense of refuge in the middle of a storm.” “Feeling safe to be able to express yourself and being embraced by the rest of society.”
Page 16 Aboriginal Cultural Competence THE FIVE DIMENSIONS OF RECONCILIATION UNITY An Australian society that values and recognises Aboriginal and Torres Strait Islander cultures and heritage as a proud part of a shared identity. RACE RELATIONS All Australians understand and value Aboriginal and Torres Strait Islander and non-Indigenous cultures, rights and experiences, which results in stronger relationships based on trust and respect and that are free of racism. HISTORICAL ACCEPTANCE All Australians understand and accept the wrongs of the past and the impact of these wrongs. Australia makes amends for the wrongs of the past and ensures these wrongs are never repeated. EQUALITY AND EQUITY Aboriginal and Torres Strait Islander peoples participate equally in a range of life opportunities, and the unique rights of Aboriginal and Torres Strait Islander peoples are recognised and upheld. INSTITUTIONAL INTEGRITY The active support of reconciliation by the nation’s political, business and community structures.
Page 17 Aboriginal Cultural Competence IMPROVING CULTURAL SAFETY How can organisations accommodate cultural differences and improve cultural safety?
Page 18 Aboriginal Cultural Competence IDEAS FOR MORE ABORIGINAL-INCLUSIVE WORKPLACES Model cultural safety in own work Ensure work practices are grounded in awareness of one’s own cultural bias. Reflect awareness of own and other cultures in work practices: ✓ I accept everyone has cultural bias. ✓ I actively seek to deepen my awareness of my own cultural bias. ✓ I recognise and acknowledge my own cultural bias in work situations. The following are a few examples of how Aboriginal culture can differ from mainstream, Australian culture. These examples will not apply to all Aboriginal people. WHITEFELLA WAY ABORIGINAL WAY Show respect to elders Listen attentively and look them in the eye when they are speaking. Do not make eye contact – this is considered disrespectful in some Aboriginal cultures. A staff member’s grandparent dies Staff member may take one day off for a funeral, with advance notice of the date. Funeral may be in a church, may include flowers, music, photos and eulogies. Support from colleagues might include a sympathy card, flowers, compassionate comments about the deceased. Staff member may need to take up to two weeks off work for “Sorry Business” with no notice. Traditional Aboriginal ways of grieving. Displaying photos or saying the name of the deceased may be inappropriate or offensive. Communicate about the needs of a child Parents are assumed to be the primary caregivers and it would be inappropriate to discuss their child with someone else. Many Aboriginal communities see children as the responsibility of the extended family, and care, discipline and education is shared among many adults. Grandparents often have a key role and it may be important to communicate with adults other than parents.
Page 19 Aboriginal Cultural Competence WHITEFELLA WAY ABORIGINAL WAY Key community decision makers Usually an appointed, selected or elected position holder eg:manager, board members. People of any age can be in positions of authority, based on education, experience and opportunity. People can lose their authority if they lose their position. Elders are the key community decision makers and are considered custodians of knowledge and lore. Once someone is an Elder, they are always an Elder. Shared resources A person’s money and possessions belong to them and beyond providing for dependants there are no cultural sharing obligations. People may have cultural obligations to share what they have with family. So if someone is the only person in a family with a good income, a car or a house, they may be expected to share these with many relatives. Your workplace needs to be welcoming and culturally secure from the front door onwards. It can take a great deal of personal courage for some people to walk through the door as a new staff member or client, so we need to ensure the environment is welcoming. A great way to make people feel welcome is to ensure you include a Welcome or Acknowledgement of Country at all events and staff meetings. It is also thoughtful to learn a few words of the staff member or client’s own language. Some words to use with Noongar speakers are: • Kaya: hello • Boodja: country (eg: Noongar Boodja is Noongar Country) • Wanju: welcome • Yanga: thank you • Boorda: goodbye Making people comfortable Engaging with Aboriginal people The following may apply to working with Aboriginal staff and/or clients:
Page 20 Aboriginal Cultural Competence This could avert feelings of being trapped and may help to alleviate tension caused by unfamiliarity. Aboriginal people are not always comfortable within an office environment. It is common for clients’ family members to attend scheduled appointments. If it is at all possible, use a larger meeting room. A good idea is to have colour-in books (or scrap paper) and colour pencils available. You could also put children’s drawings on display. This proves to be a great icebreaker when meeting new people. Consider allowing people to be seated facing the door If appropriate, play music in your office. Music is a common conversational topic. You can use it as an ice breaker to assist in breaking down communicational barriers. Keep a harmonious atmosphere in your office Aboriginal people are often very patriotic about Aboriginal colours. The colours facilitate a sense of belonging, kinship and pride. Organisations could have the Australian, Aboriginal and Torres Strait Islander flags represented in your office. Paintings and other art are helpful too. If you have an Aboriginal painting or other art make sure you find out who the artist is, and the story behind the painting, this is great as an ice breaker. Visually comforting objects for your office Try not to sit face to face across a desk with people. Where possible, position your furniture so that you can sit to the side of your desk when talking with people. This is more comforting and sets up an environment for yarning or relaxed conversation and helps to create an atmosphere that is not so tense and rigid. Sitting face to face across a desk can be uncomfortable to many Aboriginal people (and indeed many non-Aboriginal people). Shift yourself to the side of your desk
Page 21 Aboriginal Cultural Competence Aboriginal staff or clients can experience discomfort if they feel that others have access to their private information. Assure people that their information will be kept private. Where appropriate, reiterate your organisation’s privacy policy It helps to share your own personal information during early rapport development. A common factor you may have with all people around the world is children. Remember the three most important aspects to all Aboriginal people are Family, Spirituality and the Land. As an ice breaker you could talk about your children or family. You could add why you are passionate about your chosen career and how you started. Try to establish a relaxed, cheerful family-orientated atmosphere. It is not good practice to get straight into business. Rapport development made easier If you ask for answers to an important question always allow the person the time they need to answer (there may be periods of silence before the question is answered). Questioning Always go out and greet people: offer to shake their hands. Do not be offended if the handshake is not reciprocated. Some people may choose not to shake your hand: this can be the case with some Aboriginal women. There is little chance of offending if you offer a handshake but there is more of a chance of offending if you don’t. Address Elders as “Mr, Ms or Mrs” unless you have been invited to call them “Aunty” or “Uncle”. First time you meet a person
Page 22 Aboriginal Cultural Competence Do not pre-judge a person based on clothing, mannerisms, confidence or their communication. They may not be as concerned with their outward appearance as the\ wider population. An Aboriginal person’s status is not based on appearance, self-image, money, education, or employment. It is based on their community standing and social status. An Aboriginal person’s speech may switch between talking in mainstream English to Aboriginal English. Aboriginal English is an accepted language in most Aboriginal communities in Australia. It is a mixture of English, local slangs and key words in local Aboriginal dialects. Each community has its own version of Aboriginal English, but it is easily transferable between communities. Beware of preconceived attitudes and prejudice Under no circumstances should you mention to an Aboriginal person that they don’t look Aboriginal, nor ask them how much Aboriginal is in them. Saying “I would not have picked you as Aboriginal” can also be insulting. If a person identifies as an Aboriginal person, then this should never be questioned. Finally, although you should allow for these possible behaviours and preferences, don’t assume they apply to all Aboriginal people. Aboriginal people are as diverse as any other group and people who have had a career in an office setting are usually very adept at ‘code switching’ and may not be any different to other staff in their behaviour and preferences. “You don’t look Aboriginal”
Page 23 Aboriginal Cultural Competence IDEAS PAGE Things I might try or learn more about: In the next week I will:
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