Policy document |
Reference |
Description |
NSQHS Standards (2017) |
Action 1.2, p.6 |
- The governing body ensures that the organisation’s safety and quality priorities address the specific health needs of Aboriginal and Torres Strait Islander people
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Action 1.4, p.6 |
- The health service organisation implements and monitors strategies to meet the organisation’s safety and quality priorities for Aboriginal and Torres Strait Islander people
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National Standards – MH Services (2013) |
Criterion 4.2 |
Implementation Guidelines– Public Mental Health Services and Private Hospitals, p.18
- The MHS should have documented evidence to show:
- the provision of training to all staff, including management, on the diversity of needs within its catchment and on culturally competent service delivery
- how the service’s relevant committees and working groups consult with and represent Aboriginal and Torres Strait Islander communities
- how and when the MHS engages interpreters.
- Policies, procedures and work practices that recognise, and are responsive to, the needs of the MHS community include… identifying the social and cultural customs and values of Aboriginal and Torres Strait Islander people in the community
Implementation Guidelines for Non-government Community Services, p.34
- Responses should address attitudinal, physical, and procedural barriers. Evidence that this criterion is met could include:
- respect for and responsiveness to diversity in service delivery principles and values statements
- documenting that staff have been trained in cross cultural awareness
- documenting the use of interpreters with consumers and carers who are not proficient in English or who are deaf
- board membership and staffing reflecting community diversity
- specialist positions in the organisation, for example culturally and linguistically diverse and Aboriginal and Torres Strait Islander liaison staff
Implementation Guidelines for Private Office-based Mental Health Practices, p.15
- The MHS should have documented evidence to show:
- how consultation and representation of Aboriginal and Torres Strait Islander communities are sought within the service’s relevant committees and working groups
- how and when the MHS engages interpreters.
- Policies, procedures and work practices that recognise and are responsive to the needs of the MHS community include: the social and cultural customs and values of Aboriginal and Torres Strait Islander people identified within its community
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Standard 6, p,14 |
- Consumers have the right to comprehensive and integrated MH care that meets their individual needs and achieves the best possible outcome in terms of their recovery.
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Criterion 6.7, p.14 |
- Implementation Guidelines for Private Office-based Mental Health Practices p.23 – Each consumer participates fully in the development of the individual treatment, care and recovery plan… For Aboriginal and Torres Strait Islander people involvement of community and family may be essential in the development of such plans.
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Criterion 10.2.1, p.22 |
- The MHS is accessible to the individual and meets the needs of its community in a timely manner.
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Criterion 10.2.1 |
- Implementation Guidelines for Non-government Community Services, Service providers should pay particular attention to the diversity of its individuals: [inc.] Aboriginal and Torres Strait Islander people
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NSQHS Standards (2017) |
Action 1.33 p.12 |
- The health service organisation demonstrates a welcoming environment that recognises the importance of the cultural beliefs and practices of Aboriginal and Torres Strait Islander people
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NSQHS Standards – Aboriginal and Torres Strait Islander User Guide (2017) |
Key Task (KT) 1.2, p.3 |
- The governing body ensures that the organisation’s safety and quality priorities address the specific health needs of Aboriginal and Torres Strait Islander people
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KT 1.4, p.3 |
- The health service organisation implements and monitors strategies to meet the organisation’s safety and quality priorities for Aboriginal and Torres Strait Islander people
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KT 1.21, p.3 |
- The health service organisation has strategies to improve the cultural awareness and cultural competency of the workforce to meet the needs of its Aboriginal and Torres Strait Islander patients
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KT 1.33, p.3 |
- The health service organisation demonstrates a welcoming environment that recognises the importance of cultural beliefs and practices of Aboriginal and Torres Strait Islander people
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Fifth Plan (2017–23) |
Action 11, ATSIMHSPS TOR 7 |
- Provide advice on models of service delivery that embed cultural capability into all aspects of clinical care and implement the Cultural Respect Framework in MH services
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Strategy 10, p.14 |
- Operationalising the Cultural Respect Framework…
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NATSIHP/ IP (2013–23) |
Strategy 1B, p.12 |
- Indicators for measuring cultural safety, such as discharge from hospitals without medical advice, and elimination of the differentials in access to best practice clinical care for Aboriginal and Torres Strait Islander patients irrespective of geography and socioeconomic status will be considered in the preparation of the data development plan
- Guidance on the provision of clinically competent and culturally safe services (including MH) has been provided and implemented.
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Cultural Respect Framework (2016–26) |
Domain 1, p.12 |
- Organisational leadership actively models cultural safety and responsiveness by staff at all levels and across the organisation
- Formal organisational commitment to improving cultural safety and responsiveness is visible in all aspects of core business, including vision and mission statements, organisational principles and values, and continuous improvement activities
- Executive-level responsibility for implementing and monitoring cultural safety and responsiveness across health organisations and systems against health outcomes
- Recognition for leaders of cultural safety and responsiveness, highlighting their activity and sharing of best- practice initiatives across the organisation
- Recognise and celebrate historical events of significance and important annual events (e.g. Close the Gap, Mabo Day, etc.) as a normal part of business
- Organisational policy to support culturally safe and responsive practice in health services and systems, including particular support for training and professional development towards cultural capabilities
- Procurement policies bind assessment of providers, and provision of procured services, to cultural safety standards
- Data collection capacity and mandated performance indicators to ensure cultural safety targets are being achieved and service delivery is improving
- Resources and materials provided to inform all staff, as well as Aboriginal and Torres Strait Islander people, about the cultural safety and responsiveness efforts
- Adequate funding investment and resourcing for Aboriginal and Torres Strait Islander cultural safety initiatives and related service improvements across all levels of the organisation
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Domain 2, p.13 |
- Organisational commitment recognising diversity of Aboriginal and Torres Strait Islander communities and consumers
- All health professionals have the opportunity to participate in Aboriginal and Torres Strait Islander cultural events to foster greater understanding of social and cultural issues to inform holistic practice
- Organisational resources committed to regularly informing the community about cultural safety and responsiveness progress and innovations Culturally safe and responsive environments are developed (e.g. specific literature, artworks, flags, posters and decor) and physical environment designed with consideration for Aboriginal and Torres Strait Islander consumers
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Domain 3, p.14 |
- Budget and resources to support adequate cultural safety and responsiveness training of health staff at all levels (clinical and non-clinical) and across all disciplines, including ongoing professional development, capacity for self-reflection and monitoring of health staff skills
- Health professionals can identify the need for, and actively seek, advice, assistance and input from Aboriginal and Torres strait Islander staff who are available to inform culturally responsive service provision
- Partnerships established with ACCHOs to collaborate and share best practice in supporting health professionals to provide culturally safe and responsive health services to communities
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Domain 6, p.17 |
- Organisations conduct initial and ongoing organisational assessments of cultural safety and responsiveness related activities, and are encouraged to integrate cultural and linguistic responsiveness related measures into their internal audits, performance improvement programs, patient satisfaction assessments, and outcomes based evaluations
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National Standards MH workforce (2013) |
Standard 3 |
- The social, cultural, linguistic, spiritual and gender diversity of people, families and carers are actively and respectfully responded to by mental health practitioners, incorporating those differences into their practice.
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Cultural Respect Framework (2016–26) |
Domain 2, p.13 |
- Mechanisms and processes to respond to, and support, the linguistic diversity of Aboriginal and Torres strait Islander consumers
- Aboriginal and Torres Strait Islander culture and languages are considered in decision-making about health care needs—including the use of interpreter and support services—at all points of contact throughout the consumer journey, particularly when informed consent is required
- Health staff have access to resources and training to guide and support culturally safe communication with health consumers (e.g. interpreters, liaison officers, traditional healers, translated resources and health information packages)
- Communication pathways are established to share examples of best practice health literacy and improved communication throughout health services, settings and sectors
- Working with local Aboriginal and Torres strait Islander people and organisations, as well as interpreter/ translation services, to support communication with Aboriginal and Torres strait Islander consumers to provide more effective and quality health care, while improving access and pathways of care between organisations and mainstream services
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MH&SEWB Fr (2017–23) |
Outcome 3.3, p.38 |
- Support access to cultural liaison officers and language interpreters (See also 4.2.6/ 4.3.4)
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National Standards – MH Workforce (2013) |
Standard 3, p.14 |
- The MH practitioner:
- 10. Communicates effectively with the person and, where relevant, with family members and/or carers through the assistance of Aboriginal and Torres strait Islander health and/or MH professionals, interpreter services and bilingual counsellors
- 11. Liaises and works collaboratively with culturally and linguistically appropriate care partners such as religious ministers, spiritual leaders, traditional healers, local community-based organisations, Aboriginal and Torres strait Islander health and MH workers, health consumer advocates, interpreters, bilingual counsellors and other resources where appropriate
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Standard 4 |
- The MH practitioner: Uses culturally sensitive language and preferred terminology in line with current policy directives
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National Standards – MH Services (2013) |
Criterion 4.2 |
- Implementation Guidelines– Public Mental Health Services and Private Hospitals, p.18 The MHS should have documented evidence to show: how and when the MHS engages interpreters.
- Implementation Guidelines for Non-government Community Services, p.34. Responses should address attitudinal, physical, and procedural barriers. Evidence that this criterion is met could include: documenting the use of interpreters with consumers and carers who are not proficient in English or who are deaf
- Implementation Guidelines for Private Office-based Mental Health Practices. p.15 The MHS should have documented evidence to show: how and when the MHS engages interpreters.
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Criterion 4.4 |
- The MHS has demonstrated knowledge of and engagement with other service providers or organisations with diversity expertise / programs relevant to the unique needs of its community.
- Implementation Guidelines– Public Mental Health Services and Private Hospitals, p.19. The MHS needs to demonstrate that it has policies and procedures that allow access to professional services—such as interpreters, Aboriginal and Torres strait Islander health workers, (etc)… The MHS needs to show how and when it will engage interpreters or bilingual workers to facilitate culturally appropriate assessment, diagnosis and treatment.
- Implementation Guidelines for Private Office-based Mental Health Practices. p. 16. The use of interpreters or bilingual workers needs to be coordinated in consultation with the consumer and carer to ensure it is culturally sensitive.
- Implementation guidelines for Non-government Community Services p.35. Staff should know how to access specialist services such as interpreters (including Auslan interpreters), and … Aboriginal and Torres strait Islander health workers.
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Criterion 4.4 |
- Implementation guidelines for Non-government Community Services, p.35. Staff should know how to access specialist services such as interpreters (including Auslan interpreters), and … Aboriginal and Torres Strait Islander health workers.
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Criterion 4.2, p34 |
- Responses should address attitudinal, physical, and procedural barriers. Evidence that this criterion is met could include: documenting the use of interpreters with consumers and carers who are not proficient in English or who are deaf
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Fifth Plan (2017–23) |
Action 12.2, p.34 |
- increasing knowledge of SEWB concepts, improving the cultural competence… of mainstream providers
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MH&SEWB Fr (2017–23) |
Outcome 1.1, p.29 |
- Require cultural competence of general practitioners and other medical practitioners in order to work effectively with Aboriginal and Torres Strait Islander people with MH problems and mental illness.
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Outcome 4.2, p.40 |
- Culturally and clinically appropriate specialist mental health care is available according to need
- Incorporate cultural competency in the professional standards and responsibilities of mental health professions within a SEWB framework.
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NATSIHP/IP (2013–23) |
Strategy 1B, p.12 |
- Mainstream health services are supported to provide clinically competent, culturally safe, accessible, accountable and responsive services to Aboriginal and Torres Strait Islander peoples in a health system that is free of racism and inequality.
- Guidance on the provision of clinically competent and culturally safe services (including MH) has been provided and implemented.
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Cultural RF (2016–26) |
Domain 3, p.14 |
- Budget and resources to support adequate cultural safety and responsiveness training of health staff at all levels (clinical and non-clinical) and across all disciplines, including ongoing professional development, capacity for self-reflection and monitoring of health staff skills
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Domain 4 p15 |
- Design and delivery of organisational performance measurement and evaluation of services including organisational self-assessments of cultural competency activities involves Aboriginal and Torres strait Islander health consumers
- Aboriginal and Torres strait Islander consumers are engaged in performance measurement and evaluation of health services through accessible, culturally responsive and safe processes
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Korin Korin Balit-Djak (2017–27) |
Strategic direction 3.1.1 |
- Increase cultural capacity and cultural responsiveness
- Over the next three years, the department will:
- Develop a cultural safety framework to ensure we have a common approach to providing a culturally safe workplace. The framework will prioritise training for the department’s executive officers and senior management, local engagement officers, program service advisors, Standards and Regulation Unit and child protection staff and management. The cultural safety framework, its implementation and monitoring will be informed by Aboriginal staff and Aboriginal communities.
- Monitor, evaluate and support mainstream services in partnership with Aboriginal organisations to increase cultural capacity and responsiveness, including working intensively with organisations that need to improve performance.
- In partnership with the Aboriginal Children’s Forum, work with Aboriginal communities and organisations to review existing cultural competence requirements and assessment approaches across the health and human services sector. This will include community service organisations, ensuring that cultural competency requirements are assessed by Aboriginal people and organisations. These requirements will be embedded in the department’s policy and funding plan and funding and service agreements.
- Review the ICAP program and CQI tools to ensure that they conform with Version 2 of the NSQHS Standards and the findings of Koolin Balit’s improving the cultural responsiveness of hospitals evaluation.
- Support health services to implement Version 2 of the NSQHS Standards to meet the needs of Aboriginal clients by providing a culturally responsive service.
- Have a better understanding of why Aboriginal people have high rates of ‘Take own leave’ (discharge from admitted care or did not wait for care in emergency or specialist clinic services) in Victorian health services and develop strategies to reduce premature discharge.
- In 10 years, success will look like:
- Aboriginal Victorians have access to culturally responsive health and human services across the continuum from prevention to tertiary care.
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National Standards—MH Workforce (2013) |
Standard 4, p.14 |
- By working with Aboriginal and Torres Strait Islander peoples, families and communities, MH practitioners actively and respectfully reduce barriers to access, provide culturally secure systems of care, and improve SEWB.
- The MH practitioner:
- Develops an understanding of Aboriginal and Torres Strait Islander history, and particularly the impact of colonisation on present day grief, loss and trauma and its complexity
- Communicates in a culturally sensitive and respectful way, being aware of potential mistrust of government and other service providers as a result of past history
- Implements culturally specific practices as described in relevant national, state and local guidelines, policies and frameworks that pertain to working with Aboriginal and Torres Strait Islander Respectfully collects and records information identifying Aboriginal and Torres Strait Islander status in line with current policy directives
- Works in collaboration with Aboriginal and Torres Strait Islander cultural advisors where appropriate regarding appropriate care and engages meaningfully to develop culturally appropriate care in collaboration with these support networks
- Seeks to understand and work within local cultural protocols and kinship structures of Aboriginal and Torres Strait Islander communities
- Respectfully follows Indigenous protocols in community contexts, such as the process of vouching in which one or some of the community members attest to the person wishing to enter the community
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Nat Standards – MH services (2013) |
Standard 4, p.12 |
- 4.1 – The MHS identifies the diverse groups … (inc.) Aboriginal and Torres Strait Islander people… that access the service.
- 4.2 – The MHS whenever possible utilises available and reliable data on identified diverse groups to document and regularly review the needs of its community and communicates this information to staff.
- 4.3 – Planning and service implementation ensures differences and values of its community are recognised and incorporated as required.
- 4.4 -The MHS has demonstrated knowledge of and engagement with other service providers or organisations with diversity expertise / programs relevant to the unique needs of its community.
- 4.5 – Staff are trained to access information and resources to provide services that are appropriate to the diverse needs of its consumers.
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Criterion 4.3 |
- Aboriginal and Torres Strait Islander.20.
- The MHS needs to demonstrate that staff can access cultural competency training in MH, and provide statistics on the percentage of staff who annually attend this training.
- The MHS, where available and appropriate, should integrate the use of… Aboriginal and Torres Strait Islander liaison staff into service delivery.
- The MHS should appoint cultural guides appropriate to their communities and who are accessible to all staff members.
- Evidence includes
- evidence of partnerships with the Aboriginal and Torres Strait Islander community
- service level agreements with other providers such as Aboriginal and Torres Strait Islander medical services, divisions of general practice or Royal Flying Doctor Service
- development of measures for cultural competency of staff
- external monitoring of non-discriminatory practice by carers and consumers and Aboriginal and Torres Strait Islander community groups.
- Implementation Guidelines for Private Office-based Mental Health Practices. p17. The MHS needs to demonstrate that staff are able to access cultural competency training in MH and provide documentation showing the percentage of staff who annually attend this training. The MHS, when it is appropriate, should integrate the use of available culturally and linguistically diverse Aboriginal and Torres Strait Islander liaison staff into service delivery.
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Standard 4.6, p.12 |
- The MHS addresses issues associated with prejudice, bias and discrimination in regards to its own staff to ensure non-discriminatory practices and equitable access to services.
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