Cultural Considerations in the Workplace

Guidance
Creating an inclusive work environment for Aboriginal and Torres Strait Islander employees in the public sector
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The word ‘Aboriginal’ is used respectfully throughout this content to acknowledge both Aboriginal and Torres Strait Islander people.

Making our workplaces safe and welcoming environments does not just happen on its own – a real, agency wide commitment is required to create culturally safe and respectful workplaces for Aboriginal employees.

This guide supports managers and agency leaders to plan and implement practical actions to create inclusive workplaces for their Aboriginal employees.

It was developed working closely with Aboriginal people, including important insight from the Aboriginal Advisory Council of Western Australia, which provides assurance that the information and guidance is culturally informed. When using the guide, agencies should also work closely with local Aboriginal people and organisations to ensure their work is similarly informed.

It is part of the Aboriginal and Torres Strait Islander People Action Plan 2020-2025 which aims to enhance understanding of Aboriginal culture and increase the representation of Aboriginal people employed in the public sector.

This action plan is one of 6 encompassed by the Workforce Diversification and Inclusion Strategy for WA Public Sector Employment 2020–2025.. The plan also aligns with the Aboriginal Empowerment Strategy 2021-2029, a whole of government approach towards workforce cultural security, partnerships, eliminating racism and where culture is at the heart of shared decision making. The strategy is supported by a Policy Guide.

Australia’s First People are diverse

What do I need to know?

Together, Aboriginal and Torres Strait Islander people make up the First Nations of Australia. They are the world’s oldest living culture and the original inhabitants of Australia, existing for 50 to 70 thousand years before European contact and colonisation. They continue to make an essential contribution to our national identity.

Aboriginal and Torres Strait Islander people comprise a wide range of nations, cultures and languages. There are more than 500 Indigenous nations across Australia including the islands in the Torres Strait – each with their own distinct geographical borders, cultures, customs, languages and laws.

Given this diversity, respectful and inclusive language use depends on what different communities find appropriate. Many agencies prefer the use of ‘Aboriginal' as it is all encompassing, however other titles used include Traditional Owners, First Nations, Indigenous people, and Aboriginal and Torres Strait Islander people. Acronyms and phrases like ATSI and Aborigine/s often have negative connotations.

What activities can I consider?

  • When travelling, research the preferred names of the local Aboriginal people so all engagement is respectful. Know which Country your acknowledgement refers to.  
  • Work with your communications team to determine how your agency refers to Aboriginal people in all communications. 
  • If your agency has regional offices, consider a specific Acknowledgement of Country for each location that respectfully refers to and names local groups. Learn about the history of the Aboriginal groups you are engaging with.

Where can I learn more?

Importance of the flags

What do I need to know?

Aboriginal and Torres Strait Islander people have 2 unique flags to represent their many people. Displaying and understanding the meaning of the flags demonstrate a level of respect and support for Aboriginal people.

The Aboriginal Flag

The flag was designed by Harold Joseph Thomas in 1971, a Luritja man from Central Australia. The Aboriginal flag is divided into equal halves of Black (on top) and red (on bottom) with a yellow circle in the centre. Black represents the Aboriginal people, red represents earth and peoples’ spiritual connection to the land, and yellow connects it all by representing the sun as the giver of life and the protector.

In 1995, the Australian Government proclaimed the flag a ‘Flag of Australia’ under section 5 of the Flags Act 1953. In 1997, the Federal Court of Australia officially recognised Harold Thomas as the author of the flag and protected it under the Copyright Act 1968. Exclusive licenses to manufacture and market the Aboriginal flag were awarded to a small number of businesses. In January 2022, following a 3 year campaign to ‘Free the Flag’, the Commonwealth of Australia acquired the copyright of the Aboriginal flag, allowing the design of the flag to be freely reproduced by the public.

The Aboriginal Flag

The Torres Strait Islander Flag

https://aiatsis.gov.au/sites/default/files/2020-08/TSI_flag.jpg The Torres Strait Islander flag was designed in 1992 by Bernard Namok from Thursday Island. The green panels at the top and bottom of the flag represent the land and the central blue panel represents the sea. The black lines dividing the panels represent the Torres Strait Islander people. The centre of the flag shows a white dhari (dancer’s headdress) which represents Torres Strait Islander culture. The white 5 pointed star beneath it symbolises peace, the 5 major island groups and the navigational importance of stars.

The flag design was the winning entry in a competition run by a local statutory body. In 1994, the Australian Government gave the flag legal recognition. In 1995, the Australian Government proclaimed the flag a ‘Flag of Australia’ under section 5 of the Flags Act 1953.

Torres Strait Islander Flag

What activities can I consider?

Where can I learn more?

Welcome to and Acknowledgement of Country

What do I need to know?

Aboriginal culture is the world’s oldest living culture that continues to adhere to significant forms of cultural respect and practices. 

One significant practice is performing either a Welcome to Country or Acknowledgement of Country. ‘Country’ refers to the area each Aboriginal community occupied before colonisation.

A ‘Welcome to Country’ is traditionally performed when Aboriginal people visit another nation’s Country. It must be performed by a Traditional Owner, Elder or Aboriginal leader from the land on which the meeting or ceremony is held.

An ‘Acknowledgement of Country’ is a way for all people to show respect for and awareness of Aboriginal cultures and heritage. An Acknowledgement of Country is a sincere display of respect that can be undertaken by both Aboriginal and non-Aboriginal people.

What activities can I consider?

  • Identify, through your local Aboriginal organisation or council, native title bodies, or though reconciliation action plan commitments, recognised Elders or respected Aboriginal leaders to perform the Welcome to Country at significant cultural and workplace events.
  • Work with your communications team and local community to develop a unique Acknowledgement of Country template. Staff can use this to perform their own meaningful acknowledgement at meetings and other workplace events. Consider including an acknowledgement to all Aboriginal people in attendance and the countries they are from.
  • Seek approval to display the Acknowledgement of Country on physical signage like building plaques and posters as well as electronic signatures for all staff.  
  • Encourage staff to add their own personal anecdote of wording including the history of the area that adds meaning to an Acknowledgement of Country when delivered at meetings and events, especially when Aboriginal people are present.

Where can I learn more?

Aboriginal family and connections

What do I need to know?

Traditionally, Aboriginal societies have intricate family structures with obligations beyond individual and immediate family units. These family traditions are complex and still practiced by many Aboriginal people today.

Aboriginal culture is reflected in all aspects of life including connections to family and Country and through cultural expressions such as language, art, music, dance and storytelling.

Kinship systems are central to Aboriginal society as they determine a person’s obligations to their community and rules associated with their relationships. This system not only determines how Aboriginal people interact with each other but their relationship with extended family members.

The concept of family and kinship is very different to Western nuclear family structures. For Aboriginal people, there is a clear focus on mutual obligations and sharing of resources and responsibilities within the extended family.

Traditional kinship systems may include the following:

  • Moiety: All people are assigned a Moiety at birth. The Moiety may be matrilineal or patrilineal and determines who a person is obligated to support. Marriage can only take place between members of opposite moieties. 
  • Totem: A totem is a geographical feature, plant or animal which has been decided on by an Elder or family member and is usually assigned to the individual at a young age. Individuals are responsible for caring for the totems as they would family members – helping to conserve the land and/or species.
  • Skin names/clan: Skin names or clan may refer to a person’s bloodline and lineage. Skin names and surnames have a similar purpose but, unlike a surname, husbands, wives and children do not share their parents’ name. Skin names are given based on the preceding name of the mother’s or father’s name alongside its level in the naming cycle.

Cultural responsibilities may require Aboriginal staff to be absent from work for the following reasons:

  • Feeling obligated to share resources and support with family members, or expected to be available at all hours for their family and kinship structures
  • Being required by family and kinship connections to attend cultural commitments
  • Sorry business (bereavement and funerals) which could require their absence from work for an extended period of time

Men’s business and women’s business are still very important traditions to consider when working with Aboriginal community members and staff. It is important to understand that some information may only be talked about with people of a specific gender. Consultation with Aboriginal staff and stakeholders is essential to determine if this protocol is relevant.

What activities can I consider?

  • Work with your HR team to determine if Aboriginal staff have access to cultural leave.
    • Public sector employees have access to 5 paid leave days to attend cultural and ceremonial obligations under traditional lore, or community cultural events such as NAIDOC Week and Reconciliation Week or Coming of the Light festivals.
  • Consult the local Aboriginal community to determine whether your agency needs appropriate gender representation on recruitment panels or in stakeholder meetings.
  • Partner with local Aboriginal community controlled organisations to engage Aboriginal people to deliver localised face to face cultural awareness training that provide a deeper level of understanding of the family connections and kinship systems.

Where can I learn more?

 

Celebrating culture

What do I need to know?

Acknowledging and participating in significant cultural events enables an agency to move towards a more inclusive work environment.

Although there is diversity among the Aboriginal nations, events are celebrated annually by many Aboriginal people. Agencies may also celebrate these events to highlight their commitment to the local Aboriginal community and their employees.

Traditionally, celebrations among Aboriginal communities would include ceremonial dance performances and other artistic displays. During these ceremonies traditional body paint and dress would be worn – this varies from nation to nation.

Cultural celebrations continue to include traditional ceremonial practices adapted to a contemporary environment. Agencies should engage with local Aboriginal artists, performers and other businesses to celebrate certain events.

What activities can I consider?

  • Consider the following activities that may be led by Aboriginal staff:
  • Invite Aboriginal guest speakers (internal or external)
  • Engage Aboriginal artists and dancers for interactive experiences
  • Promote the stories of Aboriginal staff online
  • Facilitate ‘yarning circles’ for open dialogue and truth telling
  • Provide relevant promotional products and clothing
  • Organise cultural awareness training or local learning events for staff.
  • Work with your corporate services team to budget for and promote staff participation in significant cultural events and celebrations for the Aboriginal community.
  • Develop an approved calendar of events for the agency to celebrate, learn more about and acknowledge Aboriginal people and culture. The Public Sector Commission has an online calendar to help agencies select events appropriate to them.
  • Work with local Aboriginal artists to create and publish art on physical resources, for example building signage and e-signatures. Work with internal stakeholders to ensure broad participation in the process to create the art and gain appropriate approvals.

Where can I learn more?

Languages

What do I need to know?

In Australia there are more than 250 Indigenous languages including 800 dialects with each language being specific to a particular place and people.

Historically, Aboriginal languages and traditions were passed down primarily through social interaction, word of mouth and ceremonies. In recent years there has been an emphasis on capturing Aboriginal languages and dialects in written form to prevent further loss of knowledge caused by the colonisation of Australia.

It is important to understand that there are complexities within language as the pronunciation and spelling of many words may differ within a community and from one community to another.

For example, there are several accepted spellings of the name for the Aboriginal people who historically resided in the south west of Western Australia: Noongar, Nyungar, Nyoongar, Nyoongah, Nyungah, Nyugah, Yungar and Noonga. 

What activities can I consider?

  • Look for opportunities to incorporate traditional language into workplaces such as greetings in the front office, names of buildings and rooms, signage and uniforms. Always consult Traditional Elders, Aboriginal leaders and community members if considering this.
  • Engage the services of the National Accreditation Authority for Translators and Interpreters to access certified interpreters and translators – currently practising in approximately 40 Aboriginal and Torres Strait Islander languages across Australia.

Where can I learn more?

Learning

What do I need to know?

Aboriginal people have lived experience and community connection. Strong cultural knowledge coupled with an understanding of non-Aboriginal systems enable Aboriginal people to walk in 2 worlds. These elements are factors that enable resilience within the workforce.

Aboriginal communities keep their cultural heritage alive by passing their knowledge, arts, ceremonies and performances from one generation to another, speaking and teaching local languages, protecting cultural materials, sacred and significant sites, and objects. The land and knowledge of Country is the core of all their spirituality and this relationship to the spirit of the land is central to the issues that are important to Aboriginal people and can support workplace and business interactions.

Incorporating cultural practices, Welcome to Country at significant events, smoking ceremonies, and storytelling are just some of the ways staff can progress from Aboriginal cultural awareness to cultural competence in a workplace.

Good working relationships are very important for the wellbeing of Aboriginal staff. Having an Aboriginal mentoring relationship is a critical part of providing cultural safety and promoting wellbeing with younger or inexperienced Aboriginal staff.

What activities can I consider?

  • Engage with Aboriginal staff and other people to increase knowledge and better inform the services delivered by the agency. 
  • Promote and support cultural connections by having Aboriginal mentors for new Aboriginal staff who help them build resilience and wellbeing at work.
  • Have team meetings and workplace gatherings where Aboriginal staff can share their local stories to increase cultural competence.
  • Encourage Aboriginal staff to lead the development of ongoing cultural learning opportunities for their colleagues, for example don’t just ‘do things’ in NAIDOC and Reconciliation Week
  • Seek opportunities in broader celebrations to showcase Aboriginal staff and culture, for example feature female Aboriginal staff on International Women’s Day.
  • Provide opportunities for Aboriginal staff to have input into the development of internal programs, policies, and strategies. 
  • Support Aboriginal staff to share their culture in a range of forms in the workplace, for example display pictures of Country and family, Aboriginal language map, books and artworks.

Where can I learn more?

Culturally inclusive recruitment

What do I need to know?

Aboriginal staff bring a unique set of knowledge, skills, and expertise to the workplace so consideration should be given to recruitment that is culturally appropriate and co-designed with Aboriginal staff.

The WA government has set an aspirational target to increase the representation of Aboriginal people in the public sector to 3.7%. The Aboriginal and Torres Strait Islander People Action Plan 2020-2025 has actions in an attempt to achieve this aspirational target.

Culturally safe workplaces for Aboriginal people should demonstrate a respect for cultural values and beliefs. Aboriginal staff should feel included and supported in their workplace.

What activities can I consider?

  • Use the exceptions in the Equal Opportunity Act 1984 (EO Act) to make employment decisions in favour of Aboriginal people. 
  • Use the tips in the Hiring Managers’ Toolkit to attract diverse applicant
  • Refer to the Aboriginal Business Directory to engage an Aboriginal recruitment consultant when recruiting for roles working with Aboriginal people and ensure recruitment assessors are culturally aware or are of Aboriginal background, particularly if the positions are being recruited using the exceptions in the EO Act. 
  • Work with your leadership and development team to establish career pathways and development opportunities for Aboriginal jobseekers by targeting secondary schools, training providers and universities.
  • Ensure your HR distributes all advertised positions through Jobs and Skills WA (including the Aboriginal Jobs Board) and other Aboriginal employment providers/networks.
  • Work with ReconciliationWA to develop a Reconciliation Action Plan that is prominent and understood.

Where can I learn more?

Related information

Aboriginal and Torres Strait Islander cultural awareness training
Cultural awareness training for public sector employees and board members.

Published

21 November 2022

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