Enhancing Participation Of Indigenous Australians In Health Workforce

Policies to Enhance Indigenous Australians in Health Workforce

Discuss about the Indigenous People Participation in Health Workforce.

The following essay is my reflection on participation of Indigenous Australians in health workforce. This will involve my reflection and group members’ response on enhancing participation of First People of Australia in health care workforce as done in a group work. The second section of the essay will involve reflecting on the group that I was part of when learning about indigenous Australians and their participation in health care workforce. The reflection will use Gibb’s model of refection to discuss what I learnt, felt, and how I am going to incorporate what I have learnt in my professional practice.

The indigenous people of Australia form the minority population in Australia. The dominant population (non-indigenous Australian) has in the past and continues to dominant the indigenous people of Australia in term of culture, viewpoint, and opportunities. Indigenous people refer to people from Aboriginal and Torres Strait Islanders tribes who occupied Australia before it was colonized. The indigenous people have been subjected to colonization that adversely affected their interactions with other dominant culture, perceptions, and willingness to work in health organizations (Adams et al., 2016). The indigenous Australians became negative about the mainstream health system that has led to few individuals pursuing careers in health. This under-representation has led to the government and non government to strategize and improve indigenous people ratio in the health workforce.

The group comprised members from my class. The group had 5 members who had different roles that contributed to the success of the task. Generally, the members were cooperative, focused, and willing to contribute. This enabled exploration of the topic and enhanced our understanding of the underlying concepts and how they can be applied in professional practice.

The New South Wales Government (NSW) has a policy that seeks to enhance indigenous Australians to participating in health care workforce. The NSW government proposes and enforces policies that attract and recruit Aboriginal workforce. The NSW Health Good health-Great Jobs: Aboriginal Workforce Strategic Framework 2016-2020 policy aim to support Specialty Health Networks, Local health Districts and other Heath organizations in NSW in growing and developing their Aboriginal workforce (Wong, et al., 2017). This policy aligns with previous framework of Respecting the Difference: An Aboriginal Cultural Training framework for NSW Health structure. The important principles to enhancing participation of Indigenous people in the Australian health care is implementing Respecting, Engaging and Sharing, and Moving Forward (REM) Principles. This REM Framework enables cultural understanding and respect, recruiting and retaining of Aboriginal staff and developing of Aboriginal staff capacity by health organizations (Power et al., 2016). This REM Framework will therefore result to increased number of Indigenous employees in the health care organizations.

Group Work on Indigenous Australians’ Participation in Health Workforce

After undertaking the study, I felt a relief that is a framework to solve the disparity between indigenous and Non-Indigenous health care workforce. I was nervous that there might be no lasting solution or the government was not making any effort to attract, recruit, or retain indigenous health professionals. The anxiety changed after learning about the REM Framework and the policies that by the NSW government to increase number of Aboriginals workforce in health organizations. In general, the group members were happy to know and establish that the government policy of NSW Health Good Health- Great Jobs is effective and will enhance indigenous people participation in the health care workforce.  

I gained several concepts from the study on indigenous people in relation to health care workforce. I was able to understand underlying principles to the policies that the government was implementing of 1.8% of workforce being indigenous workforce in every health organization (HealthInfoNet, 2016). I understood the concept of establishing or promoting cultural understanding and respect among the indigenous communities. According to Certo (2018), culturally sensitive organizations provide accommodating working environment that encourage employees to retain their positions. Therefore the indigenous people can retain their jobs in health care organization if they are culturally sensitive to them. The group members acknowledged there is a difference in culture between indigenous and non-indigenous Australians and that indigenous people culture should be respected. The group appreciated the government efforts enhance Aboriginal health workforce in NSW.

The understanding and appreciation of need to respect, attract, and retain indigenous people with their culture in the health care was a result of cultural competence. Brandler and Roman, (2015) defined cultural competence as the ability of an individual to understand, and effectively communicate and interact with individuals of a different culture. Blais et al., (2015) found that healthcare staff cultural competence was correlated to cultural competence of their leaders. This means that it important for nursing leader to be culturally competent in order to influence healthcare staff to be culturally competence in their workplace. We became aware of our own viewpoint and culture and developed a sense of positive attitude towards indigenous culture. Therefore cultural competence increases an individual’s efficiency when working in a cross cultural environment.

From the study on indigenous people and their participation in health care workforce, we gained vast knowledge on policies regarding indigenous people participation in health care workforce. We gained cultural competence skills that are important for working with people from difference cultures. Lastly, we changed our attitude on cultural differences. As part of my professional development and an international student, I will research more about different people’s culture and create an accommodating workplace culture that retains indigenous health professional in the healthcare center. Majority of group members expressed their commitment for further reading in order to understand indigenous culture and be able to attract, recruit, and retain them in their organizations.

Benefits of Cultural Competence in Health Care Organizations

The ability of an individual to work effectively in teamwork is an important skill for a student and in professional practice. I participate in a group and the objective of the group was to undertake a study o enhancing participation of indigenous Australians in the health care workforce. The group was a team of five members. The group strength was cooperation and had good communication. Certo, (2018) stated that group works develop students’ communication and teamwork skills as students teach one another. Numminen et al., (2016) on another account stated that group work encourage development of students’ critical thinking skills. Group work also enables students to learn from one another and has higher achievement level as compared to own studies (Kagan, 2015). The group main challenge was meeting time. Sometime it was difficult to find favorable time for all members to meet.

It was enjoyable to participate in the group work. The team members were lively and objective. I had an opportunity to learn from my colleagues. I was able to share my perspective while get a different or familiar viewpoint from other members. I found it enjoyable to argue and constructively critic my colleagues ideas. I preferred transformational style of leadership where all members are included in the decision making of the group. Frankel, and PGCMS, (2018) stated that participatory leadership is transformational and increases teams’ efficiency through improved cooperation. I have always loved participatory style of leadership and it turned to be my strength in the group work and I helped members contribute to the study. The general feeling of the group was excitement because of the high level of engagement and learning within the group. Members admitted that they were able to learn from one another enhancing ability to exhaust the topic under study. One of the member preferred autocratic style of leadership where the group leader solely coordinates and leads the group.

I was happy to have worked in the group. I got different viewpoints of the topic that we were discussing. Whenever I made a point, the team members question it that made me to research further and get their questions answered. The discussion group generated broad alternative viewpoints about the topic that increased the depth of discussion. According to Corey, Corey, and Corey, (2013), group work prevent stale viewpoint and promote shared viewpoints that help in learning of new skills. They also recorded that creativity and detailed approach thrive in group work. Therefore, group work enhanced our ability to detail a more comprehensive report. The group members allowed one another adequate time to present his or her research or express opinion. Most members preferred considering everyone views when making decisions regarding the group work and meetings. The team was faced with challenge of agreeing on time for meetings and floundering when working.

The group work was successful because of the shared objective between members. According to Walumbwa, Hartnell, and Misati, (2017), a group work requires members to be united by shared goal/ objective that keep the team members focused on what is important. The group gave every member a chance to contribute on the topic. According to DuFour and DuFour (2013), group work presents an opportunity that an individual can work with others that increase the performance and productivity. They noted that group work produce quality work as compared to individuals working on their own. This means that group work has more capacity to deliver high performance and productivity. Kagan, (2015), stated that a group work produce many ideas that increase the depth of discussion and each member understanding of the issue under discussion. Good communication saved time as dispute or disagreements were amicably settled. Regan, Laschinger, and Wong (2016) recorded that the success and group is determined by its ability to settle disputes and maintain an enabling environment for each member to participate.

Working in a group is better than working alone. Group work enables sharing of ideas and viewpoint that enhance deeper understanding of an issue among members (Brown, 2017). Members worked as a team and as complementary to one another through intra teaching and learning. Leadership decisions made and implemented by all group members were more effective and enhanced cooperation. This shows that participatory leadership style was effective in meeting the goal objectives.

My involvement in the group work has enhanced my teamwork skills and changed my attitude towards group work. Group work has higher achievement/ performance as compared to individual performance. In terms of understanding an issue, group work enables members to get a deeper understanding. In my professional practice, I will encourage practitioners to work as a team to enhance a healthcare performance in delivering quality health care. The group members showed commitment to applying group work in their future career to enhance their leadership performance.

Conclusion

From the reflection essay, I gained knowledge on policies that promote indigenous people participation in health workforce and enhanced by cultural competence skills. It was enjoyable working in a group and learning from one another that enabled deeper understanding of the topic under study. I was able to learn the importance of respecting difference in cultures, engaging indigenous people culture to attract, recruit, and retain them in health care organizations as a leader. Group work enhances communication and leadership skills that are important in professional practice. The group was cooperative and effective in communication that enhanced its performance. The group had a challenge of fixing favorable time for everyone that caused delay. I therefore conclude that group work is an important tool in analyzing issues and can be used to understand contemporary issues in health for effective leadership in health organizations.

References

Adams, M., Drew, N., Elwell, M., Harford-Mills, M., Macrae, A., O’Hara, T. and Trzesinski, A., 2016. The Australian indigenous HealthInfoNet your health workforce support resource. Aboriginal and Islander Health Worker Journal, 40, p.36.

Blais, K., Hayes, J.S., Kozier, B. and Erb, G.L., 2015. Professional nursing practice: Concepts and perspectives (p. 530). NJ: Prentice Hall.

 Brandler, S. and Roman, C.P., 2015. Group work: Skills and strategies for effective interventions. Routledge.

 Brown, A., 2017. Groupwork. Taylor & Francis.

 Certo, S.C., 2018. Supervision: Concepts and skill-building. McGraw-Hill Education.

Corey, M.S., Corey, G. and Corey, C., 2013. Groups: Process and practice. Cengage Learning.

Frankel, A. and PGCMS, R., 2018. What leadership styles should senior nurses develop?. Risk, 10, p.03.

DuFour, R. and DuFour, R., 2013. Learning by doing: A handbook for professional learning communities at work TM. Solution Tree Press.

HealthInfoNet, A.I., 2016. Overview of Australian Aboriginal and Torres Strait Islander health status 2015. Clinical and Vaccine Immunology, 24(4), pp.e00556-16.

Kagan, S., 2015. Kagan Cooperative Learning: Dr. Spencer Kagan and Miguel Kagan. Kagan Publishing.

Numminen, O., Ruoppa, E., Leino?Kilpi, H., Isoaho, H., Hupli, M. and Meretoja, R., 2016. Practice environment and its association with professional competence and work?related factors: perception of newly graduated nurses. Journal of nursing management, 24(1).

Power, T., Virdun, C., Sherwood, J., Parker, N., Van Balen, J., Gray, J. and Jackson, D., 2016. REM: A collaborative framework for building indigenous cultural competence. Journal of Transcultural Nursing, 27(5), pp.439-446.

 Regan, S., Laschinger, H.K. and Wong, C.A., 2016. The influence of empowerment, authentic leadership, and professional practice environments on nurses’ perceived interprofessional collaboration. Journal of nursing management, 24(1).

 Walumbwa, F.O., Hartnell, C.A. and Misati, E., 2017. Does ethical leadership enhance group learning behavior? Examining the mediating influence of group ethical conduct, justice climate, and peer justice. Journal of Business Research, 72, pp.14-23.

Wong, C.H., Chen, L.P., Koh, K.C., Chua, S.H., Jong, D.C.H., Fauzi, N.M.M. and Lim, S.Y., 2017. Serving an Indigenous community: Exploring the cultural competence of medical students in a rural setting. Gateways: International Journal of Community Research and Engagement, 10, pp.97-120