Empowerment as a Framework for Indigenous Workforce Development and Organisational Change

Whiteside, Mary; Tsey, Komla; McCalman, Janya; Cadet‐James, Yvonne; Wilson, Andrew

doi:10.1080/03124070600985996

Cited by 37 publications

(32 citation statements)

References 10 publications

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“…All the papers in this area identified the significance of the relationships and engagement between Aboriginal and non-Aboriginal staff, as well as the importance of an empowered, supported and skilled Aboriginal health workforce. 3,5,[29][30][31][32][33] In addition, the papers in this area explored the special training and support needs of particular groups of workers to effectively implement health programs. For example, Kowanko et al 31 detail the importance of training the entire health team in mental health and safe medication management, as well as the specific issues associated with medication adherence and risks for Aboriginal people.…”

Section: Workforce and Service Delivery Modelsmentioning

confidence: 99%

Developing the rural health workforce to improve Australian Aboriginal and Torres Strait Islander health outcomes: a systematic review

Gwynne

Lincoln²

2017

Aust. Health Review

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Objective. The aim of the present study was to identify evidence-based strategies in the literature for developing and maintaining a skilled and qualified rural and remote health workforce in Australia to better meet the health care needs of Australian Aboriginal and/or Torres Strait Islander (hereafter Aboriginal) people.Methods. A systematic search strategy was implemented using the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) statement and checklist. Exclusion and inclusion criteria were applied, and 26 papers were included in the study. These 26 papers were critically evaluated and analysed for common findings about the rural health workforce providing services for Aboriginal people.Results. There were four key findings of the study: (1) the experience of Aboriginal people in the health workforce affects their engagement with education, training and employment; (2) particular factors affect the effectiveness and longevity of the non-Aboriginal workforce working in Aboriginal health; (3) attitudes and behaviours of the workforce have a direct effect on service delivery design and models in Aboriginal health; and (4) student placements affect the likelihood of applying for rural and remote health jobs in Aboriginal communities after graduation. Each finding has associated evidence-based strategies including those to promote the engagement and retention of Aboriginal staff; training and support for non-Aboriginal health workers; effective service design; and support strategies for effective student placement.Conclusions. Strategies are evidenced in the peer-reviewed literature to improve the rural and remote workforce for health delivery for Australian Aboriginal people and should be considered by policy makers, funders and program managers.What is known about the topic? There is a significant amount of peer-reviewed literature about the recruitment and retention of the rural and remote health workforce. What does this paper add? There is a gap in the literature about strategies to improve recruitment and retention of the rural and remote health workforce for health delivery for Australian Aboriginal people. This paper provides evidencebased strategies in four key areas. What are the implications for practitioners? The findings of the present study are relevant for policy makers, funders and program managers in rural and remote Aboriginal health.

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Section: Workforce and Service Delivery Modelsmentioning

confidence: 99%

Developing the rural health workforce to improve Australian Aboriginal and Torres Strait Islander health outcomes: a systematic review

Gwynne

Lincoln²

2017

Aust. Health Review

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“…Understandably, many Indigenous peoples might prefer services delivered by Indigenous workers (Whiteside, Tsey, McCalman, Cadet-James, & Wilson, 2006). However, only a small number of social work graduates are Indigenous Australians.…”

Section: Introductionmentioning

confidence: 99%

Critical reflections on teaching challenging content: do some students shoot the (white) messenger?

Gair

2016

Reflective Practice

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Racism is an enduring reality in Australian society for Indigenous Australians, reflecting the experiences of Indigenous peoples in colonized countries worldwide. While social work services delivered by Indigenous Australians might be the preferred option, the graduation rate of Aboriginal and Torres Strait Islander students from Australian social work training is low and non-Indigenous social workers provide most service delivery. As a non-Indigenous social work educator at an Australian university, I recognize that teaching culturally relevant curricula, in order to produce antiracist social work graduates who recognize racism and privilege, is crucial but challenging. The purpose of this article is to share my ongoing critical reflections, particularly with regard to student dissatisfaction and possible disengagement with difficult content, and my actions for improved teaching and learning, in order to graduate work-ready social workers.

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“…To date, the FWB empowerment program has been utilised with groups of Indigenous people in a range of settings in Far North Queensland: discrete Indigenous communities, 27 educational settings 28 and as a workforce development program. 19 However, in translating this approach to different settings, it will always be necessary to critically reflect on issues of methodology in the light of local history and organisational aims and objectives.…”

Section: Translating Empowerment Strategies Across Settingsmentioning

confidence: 99%

“…Hence, as Whiteside and colleagues have noted in the context of Indigenous workforce development, staff also had to be prepared to take responsibility to critically reflect and, where necessary, change their attitude and practice in the workplace. 19 Within the PPE project, improvements in leadership were linked to improvements in staff attitude and engagement. Staff members observed one another as keener and more committed.…”

Section: Worker Engagement and Commitmentmentioning

confidence: 99%

Empowerment and change management in Aboriginal organisations: a case study

McEwan

Tsey

McCalman

et al. 2010

Aust. Health Review

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Abstract. The social organisation of work, management styles and social relationships in the workplace all matter for health. It is now well recognised that people who have control over their work have better health and that stress in the workplace increases the level of disease. In the context of organisational change, the potential benefits of empowerment strategies are two-fold: a positive impact on the organisation's effectiveness and enhancements in staff health, wellbeing and sense of control. This case study describes the University of Queensland Empowerment Research Program's experience working with the Apunipima Cape York Health Council in a change management process. Participatory action research and empowerment strategies were utilised to facilitate shifts in work culture and group cohesion towards achieving Apunipima's vision of being an effective lead agency for Indigenous health reform in Cape York. As part of the project, staff morale and confidence were monitored using a pictorial tool, Change Curve, which outlined the phases of organisational change. The project findings indicated that organisational change did not follow a clear linear trajectory. In some ways the dynamics mapped over a period of 18 months mirror the type of struggles individuals commonly encounter as a part of personal growth and development. In this case, one of the factors which influenced the program's success was the willingness of executive employees to actively support and participate in the change management process.What is known about the topic? The pivotal role of community controlled organisations in the development of community based services and policy issues affecting Aboriginal and Torres Strait Islander Australians is well recognised. The presence and activities of these organisations reflects and contributes to community empowerment and self determination. Although it is possible to observe the effects of these organisations in communities, less attention has been given to empowerment as a concept to be utilised internally and as a resource to support wellbeing in the workplace. What does this paper add? In Australia, empowerment strategies are now accepted as an effective approach to health promotion and community development initiatives. This paper adds to this body of knowledge by considering the concept within the context of organisations in which an Indigenous worldview forms the foundation for action. What are the implications for practitioners? This article provides some preliminary insights into the how the concept of empowerment might be instigated in community controlled organisations. It also identifies some of the likely challenges and methodological issues to be considered in designing change management strategies in this context. ObjectivesThis case study discusses the implementation of the Participatory Planning and Evaluation project, a short-term change management strategy, implemented as a partnership between University of Queensland and Apunipima Cape York Health Council (Apunipima). The proj...

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Empowerment as a Framework for Indigenous Workforce Development and Organisational Change

Cited by 37 publications

References 10 publications

Developing the rural health workforce to improve Australian Aboriginal and Torres Strait Islander health outcomes: a systematic review

Developing the rural health workforce to improve Australian Aboriginal and Torres Strait Islander health outcomes: a systematic review

Critical reflections on teaching challenging content: do some students shoot the (white) messenger?

Empowerment and change management in Aboriginal organisations: a case study

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