Ensuring Indigenous Perspectives are Embedded in Operations What policies and practices have we adopted to increase the number and seniority of Indigenous people on our staff, including in mainstream roles eg:?- Creating identified positions - Ensuring mainstream recruiting practices are inclusive of Indigenous people’s needs - Upskilling existing Indigenous staff - Creating secondment opportunities (inbound and outbound) for Indigenous people, including through ACCHO partners - Other Have all our staff undertaken cultural competence training that helps them understand local history culture and current issues? Is this developed and delivered by our indigenous local community eg through an ACCHO? Is it offered in person (ie not only as online modules)? Do all funded services that offer mental health support to Indigenous people routinely train their clinical staff in trauma-informed care, including inter-generational trauma? Is our regional suicide prevention planning (under the Fifth Plan) fully inclusive of Indigenous people and organisations? Are there opportunities to engage community mentors to guide senior staff engagement with the community? Do we have sufficient capacity to translate to and from Indigenous languages, and to appreciate when English words may carry different meanings for Indigenous people? Do we respectfully accommodate cultural meeting protocols including who is delegated to attend (eg women’s and men’s business)? Do we remunerate Elders appropriately for their time and expertise? Start Over Back to Tools & Checklists
