The Aboriginal and Torres Strait Islander Cultural and Health Training Framework 109 Considerations • There are small numbers of Aboriginal and Torres Strait Islander leaders within the College and a relatively small pool to draw from. • Ensuring leadership and input from Aboriginal and Torres Strait Islander Peoples requires sufficient lead in time with advanced planning. • Developing a whole of organisation engagement and accountability for the adaptation and implementation of the Framework. • Change management in the context of the guiding principles being seen as foreign concepts or not important enough to institute organisational change. • Managing dominant culture fragility when addressing systemic racism and privilege as barriers to training enhancements. • As awareness of the Framework increases across the RACGP, more pressure will be placed upon existing Aboriginal and Torres Strait Islander staff to fulfil all requirements of the Framework, over and above their existing roles. • Supporting the cultural and cognitive load for Aboriginal and Torres Strait Islander staff and leaders during the implementation process. • Resourcing the implementation process effectively and efficiently including financial and people resourcing. • Evaluating the effects of the Framework on the health and well-being of Aboriginal and Torres Strait Islander Peoples and their experience of feeling culturally safe.
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