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Self Re×ection
SECTION 2: LGBTIQA+ AWARENESS AND UNDERSTANDING Agency
Why is LGBTIQA+ inclusivity important? Insurance
LGBTIQA+ 101
SECTION 3: AGENCY WAYS OF WORKING
The Agency’s approach to inclusion National the Practising inclusivity by
SECTION 4: WRAP-UP 1982
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In summary
Close and exit Information of
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- In summary Agency
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Lesson 1 of18 Before we begin Agency
Accessibility options Disability
Screen reader functionality National Select this option if you use a screen reader for accessibility the by
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Lesson 2 of18
Introduction Agency
First things first Important information before you begin: National the by
1 You'll need 30 40 minutes of time with limited distractions to complete this course. 1982
Act
2 The course has been designed as equally engaging for all staff.
3 The videos in this course have sound so you will need headphones. Information
of 4 To navigate through the course simply use the previous or next buttons at the bottom of each screen. Freedom the Contact and acknowledgement information under
Enquiries or suggestions about this learning material are welcome and should be directed to either
the Culture and Inclusion team or the Learning & Development team via the People and Culture released Service Desk.
People and Culture Service Desk has
Use this button to contact the People and Culture Service Desk
CONTACT PEOPLE AN… document
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Lesson 3 of18
Learning objectives Agency
Purpose and focus of this course Some of these terms below (such as heteronormative) may be new to you, but that’s OK. At the end of National the course, you will be able to: the by
define the LGBTIQA+ abbreviation and a variety of other associated terminology 1982 reflect on any personally held heteronormative or homophobic prejudices, beliefs and biases Act
distinguish between sex, gender identity, gender expression, and sexuality
identify opportunities to enhance your LGBTIQA+ inclusivity practice at work. Information of
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When you hear of someone being disadvantaged at work (such as being bullied, teased or overlooked for promotion) because of their sexual orientation, do you stay quiet and avoid any potential conflict? Agency
Are you consciously aware of the group you are generalising about? For Insurance example, when you say "people," do you really mean everyone? When you say
“women,” do you really mean heterosexual and/or cisgender women? (If these terms are new to you, heterosexual refers to opposite-sex attraction, and Disability cisgender refers to people whose gender identity corresponds with the sex assigned at birth. These and other terms are explored later in this course.) National the Do you assume that, because someone speaks in support of LGBTIQA+ issues, by that the person is homosexual? 1982 Do you identify yourself as heterosexual (or let yourself be assumed so) when Act homosexuality is a topic of discussion or when confronting people about derogatory remarks? Information Do you assume the person you are speaking to is heterosexual? For example, do of you say, “Do you have a girlfriend?” or “Do you have a boyfriend” rather than, “Do you have a spouse or partner?” Freedom the Do you respect the need for confidentiality/privacy of persons you know who identify as part of the LGBTIQA+ community? under
When speaking to others about sexuality, do you present homosexuality and released heterosexuality as equally valid orientations? Do you press others to do the same? been
Video document The video below, from Vodafone, explores the prejudices that LGBTIQA+ people might face in the Thisworkplace.
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wellbeing and lower levels of unacceptable behaviour such as harassment and discrimination. Diversity in cultural background and ethnicity, age, sex, gender, gender identity, disability, sexual Agency
orientation, religious beliefs, language and education can lead to fresh and different perspectives,
new and improved ways of doing things; all of which contribute significantly to our ’high performing’corporate aspiration. Insurance A study by Deloitte found more diverse and Nationalinclusive workplaces saw on average an 83 per cent the improvement on their ability to innovate, a 31 per by cent improvement in the ability to respond to 1982
Act
changing customer needs, and a 42 per cent improvement in team collaboration. Information of
4 Freedom the It’s the law underSex Discrimination Act 1984
From 1 August 2013, it became unlawful to discriminate against a person on the basis of sexual
orientation, gender identity and intersex status under federal law. Same sex couples are also released
protected from discrimination under the definition of ‘marital or relationship status’. These
new beenprotections will particularly apply to lesbian, gay, bisexual, trans, gender diverse and intersex
people. has
Equal Opportunity and Anti Discrimination Legislation document
Legislation such as the Victorian Equal Opportunity Act 2010 makes it unlawful to discriminate against Thisa person on the basis of their sex, sexual orientation, and gender identity. It is also against the law
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from: https://www.genderbread.org released Anatomical sex which is comprised of things like genitals, chromosomes (XX hasfemale, XY male), hormones, and more. But one thing it’s not: gender.
Gender identity which is your psychological sense of self. Who you, in your head, know yourself to be. document
Attraction (which like anatomical sex) isn’t really a component of gender. This However, we often connect sexual orientation with gender or categorise the
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attraction we experience in gendered ways.
Gender expression which is the way you present gender, through your actions, Agency clothing, demeanour - our outward-facing self.
A comprehensive Genderbread Person workbook is available for download towards the end of this Insurance course in the Practicing Inclusivity section.
Don’t confuse the two Disability Confusing gender identity and sexual orientation can lead to people making the wrong assumptions
about others. When someone’s gender expression is different to what people expect, they are Nationaloften assumed to be gay or lesbian. the by The difference between gender identity and sexual orientation may also make it harder for people to understand their own orientation and identity. For example: 1982
Act
trans or gender diverse people may think that they must be gay, lesbian or bisexual, until they better understand their gender identity
trans and gender diverse people may at any given time change their sexual orientation to be Information affirming of their gender identity of
a straight male who transitions to female and continues to want sexual and emotional relationships with women might redefine their sexuality as lesbian. Freedom the underUnderstanding the LGBTIQA+ abbreviation
It is important to understand that there is no fixed way of defining and describing sexual orientation,
sex characteristics and gender identity. This is a subject that LGBTIQA+ communities and others released
have strong views about. The meanings of particular words can also be interpreted differently,
depending on the time, context and culture in which they are used. The following descriptions of been
LGBTIQA+ people are not complete and they are likely to change, as communities do. has
Source: the National LGBTI Health Alliance document
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nothing to do with the discrimination they encounter, face further stigma still due to a widespread
lack of understanding of the issues that transgender people face. AgencyThere is value in diversity
Valuing and embracing workplace diversity and inclusion provides benefits such as higher staff
engagement, improved performance, greater innovation, retention of talent, improved staff Insurance wellbeing and lower levels of unacceptable behaviour such as harassment and discrimination. A study by Deloitte found more diverse and inclusive workplaces saw on average an 83 per cent Disability
improvement on their ability to innovate, a 31 per cent improvement in the ability to respond to
changing customer needs, and a 42 per cent improvement in team collaboration. National the Diversity in cultural background and ethnicity, age, sex, gender, gender identity, disability, sexual by orientation, religious beliefs, language and education can lead to fresh and different perspectives, 1982 new and improved ways of doing things; all of which contribute significantly to our ‘high performing’ Actcorporate aspiration.
It’s the law Information Sex Discrimination Act 1984 of
From 1 August 2013, it became unlawful to discriminate against a person on the basis of sexual
orientation, gender identity and intersex status under federal law. Same sex couples are also Freedom protected from discrimination under the definition of ‘marital or relationship status’. These new the protections will particularly apply to lesbian, gay, bisexual, trans, gender diverse and intersex people. under
Equal Opportunity and Anti Discrimination Legislation released
Legislation such as the Victorian Equal Opportunity Act 2010 makes it unlawful to discriminate against been a person on the basis of their sex, sexual orientation and gender identity. It is also against the law to hasdiscriminate against someone because of their lawful sexual activity and physical features.
More information on State and Territory legislation can be sourced via the Australian Human Rights document Commission website.
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trans or gender diverse people may think that they must be gay, lesbian or bisexual, until they better understand their gender identity
trans and gender diverse people may at any given time change their sexual orientation to be Agency affirming of their gender identity
a straight male who transitions to female and continues to want sexual and emotional relationships with women might redefine their sexuality as lesbian. Insurance Understanding the LGBTIQA+ abbreviation
It is important to understand that there is no fixed way of defining and describing sexual orientation, National sex characteristics and gender identity. This is a subject that LGBTIQA+ communities and others thehave strong views about. The meanings of particular words can also be interpreted differently, by depending on the time, context and culture in which they are used. The following descriptions of
LGBTIQA+ people are not complete and they are likely to change, as communities do. 1982
Act
Source: the National LGBTI Health Alliance
InformationLesbian
of An individual who identifies as a woman and is sexually and/or romantically attracted to other
people who identify as women. Both cis and transgender women may identify as lesbians. FreedomGay the A person whose primary emotional and sexual attraction is towards people of the same sex. The
term is most commonly applied to males, although some females use this term. under
Bisexual
A person who is emotionally, sexually attracted persons of the same and opposite sex. released Trans and gender diverse (TGD) A person who identifies their gender as different to what was assumed at birth may consider themselves transgender or trans. A trans person might identify as male or female, or as non binary has
(and relate to terms such as gender fluid, genderqueer, bigender etc.) Some women might use terms
such as trans woman or Male to Female (MtF) and some men might use terms such as trans man ofFemale to MaleTrans (FtM) to describe their lived experience, others do not. Additionally, Indigenous document
trans women might identify as Sistergirl, Indigenous trans men as Brotherboy. This
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Intersex
A simple and least stigmatising term for a broad range of congenital physical traits or variations that Agencylie between stereotypical ideals of male and female. Intersex people are born with physical,
hormonal or genetic features that are neither wholly female nor wholly male, or a combination of
female and male. Insurance
Click this link to review a video from QLives, where Bonnie, who identifies as female shares herintersex story. Disability
Queer
An umbrella term for a wide range of non conforming gender identities and sexual orientations. National theAsexual by The term asexual relates to sexual orientation. 1982 Asexual people do not experience sexual attraction. Asexual people have the same emotional Act
needs as everybody else and are just as capable of forming intimate relationships. There is
considerable diversity among the asexual community—each asexual person experiences things like
relationships, attraction and arousal somewhat differently. Information of
“I know I’ve never experienced sexual attraction. I do have a libido and I find it a rather pointless
part of my being—if I lost it (apart from the worry of a medical issue if it went!) I wouldn’t miss it.” Freedom the [1] Source: Asexual Visibility and Education Network under
PlusThe term plus relates to gender identity and/or sexual orientation. The + symbol is used to released acknowledge that people can use a range of different words to describe their bodies and sexual been and gender identities, other than those represented by the LGBTIQA abbreviation. The + reminds the LGBTIQA community to continue to be inclusive of all communities of diverse sex characteristics, has
sexuality, sex characteristics and genders. Some of the different words used to describe bodies and sexual and gender identities include:
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Other definitions and concepts Binary and non-binary Agency
The idea that there are only two genders is called the “gender binary.” Gender is a spectrum, and
not limited to just two possibilities. A person may have a non binary gender identity, meaning they donot identify strictly as a man or a woman, boy or girl – they could identify as both or neither. Insurance
Bi-erasure (or bisexual invisibility)The tendency to ignore, remove, falsify, or re explain evidence of bisexuality in history, academia, Disability the news media, and other primary sources. In its most extreme form, bisexual erasure can include
the denial that bisexuality exists. National Biphobia the The fear and hatred of bisexual people, leading to emotional and/or physical abuse. Bi people’s by personal orientation is often seen as invalid by the general community (and also by some lesbian 1982 and gay people).
Act
Cisgender
Someone who feels comfortable with the gender identity assigned to them based on their sex
assigned at birth. Information Coming out of
Coming out is often described as ‘disclosure’. Different cultures may use different terms for
disclosure. Coming out is how some (not all) LGBTIQA+ people describe disclosure. People with Freedom intersex variations are less likely to associate themselves with the idea of disclosure in this context, the just as they may not align themselves with LGBT or queer communities. Therefore, suggesting that all
LGBTIQA+ people use, or identify with coming out may be misleading, offensive and alienating. under
HIV Human Immunodeficiency Virus
HIV is a chronic, manageable condition that disproportionally affects gay and bisexual men in released Australia. A person on effective HIV treatment is virally supressed and there is zero risk of
transmitting the virus. been Homophobia has
The fear and hatred of lesbians, gay men, bisexual people and of their sexual desires and practices
leading to emotional and physical abuse. document
Heteronormativity
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A heteronormative view assumes that heterosexuality is the only sexual orientation or normal way of
behaving. Heteronormativity is often linked to heterosexism, homophobia and biphobia. While
heteronormative language should be avoided, it needs to be understood that many transgender and Agency intersex people are heterosexual.
Heterosexism InsuranceA system of attitudes, bias, and discrimination in favour of opposite sex sexuality and relationships.
It can include the presumption that other people are heterosexual or that opposite sex attractions
and relationships are the only norm and therefore superior. Disability
Heterosexuality
Heterosexuality is the romantic, intimate or sexual attraction between people of the opposite sex, or National gender. People may engage in diverse sexual relationships, reinforcing that sexuality can be seen the as a continuum. This is why it may be more useful to talk about our bodies, our genders and our by relationships rather than where we sit on the diverse continuum of sexuality. 1982LGBTIQA+ Ally
Act
Someone who actively calls out and confronts heterosexism, anti LGBTIQA+ biases, heterosexual
and cisgender privilege in themselves and others in active support of LGBTIQA+ people; believes
that heterosexism, homophobia, biphobia, and transphobia are social justice issues. InformationMultiple gender attraction of An umbrella term that includes any romantic, intimate or sexual orientation which experiences
attraction to more than one gender. Such orientations include, but are not limited to, bisexuality,pansexuality, and polysexuality. Freedom thePansexual
Having romantic, intimate or sexual preferences that are not limited by biological sex, gender or under gender identity.
Polyamorous released The practice of openly having more than one intimate, romantic or sexual relationship at a time with the consent of all people involved. been Polysexual has
Being romantically, intimately or sexually attracted to more than one gender.
Transphobia document Fear and hatred of people who are transgender, which often leads to discriminatory behaviour or This abuse.
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the by 1982
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the under Used by — and contributed to by — countless people around the world and throughout the decades, released
the Genderbread Person is a wonderful tool to break the big concept of gender into bite sized been pieces, and a great way to start an important conversation.
The Breaking Through the Binary guide (available below ) invites you to explore your own ’gender
ness’ along gender, sex, attraction and identity continuums. document
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Disability and CALD communities Agency
Culture Shock
Commitment to Positive Outcomes Insurance
SECTION 3: WRAP-UP Disability
In Summary
Course Completion the
by
SCREEN READER FRIENDLY VERSION 1982
-
Introduction Act
-
Learning Objectives Information
-
The NDIA and Multiculturalism in Australia of
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Australia’s Multicultural Makeup - Quiz Freedom the
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Making Multicultural Australia under
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Migrating to Australia released
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Disability and CALD communities been has 8. Culture Shock
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Commitment to Positive Outcomes document
QUESTION BANKS This
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Lesson 1 of21 Before we begin Agency
Accessibility options Disability
Screen reader functionality National Select this option if you use a screen reader for accessibility the by
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If you don’t use a screen reader, select this option to continue
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Lesson 2 of21
Introduction Agency
First things first Important information before you begin: National the by
1 You'll need 30 to 40 minutes of time with limited distractions to complete this course. 1982
Act
2 To navigate through the course simply use the previous or next buttons at the bottom of each screen.
Information
3 This course has been designed with accessibility in mind, and an adapted version is of
available for users of screen reading technology. This is the standard version. If you want to use the screen reader friendly version, select the previous button at the end of this page to go back and choose the first option. Freedom the under About this course
This development opportunity is part of the Agency’s passionate commitment to celebrating and responding to diversity and nurturing an inclusive workplace and culture. released
In order to complete this module you will need to review all content and answer all quiz and has reflection questions. document
CONTINUE
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Contact and acknowledgement information InsuranceThis module has been developed through extensive consultation with the Culture and Inclusion
Team, the Subject Matter Expertise & Advice Branch and Peak Sector Organisations: the National Ethnic Disability Alliance (NEDA), and
the Federation of Ethnic Communities’ Councils of Australia (FECCA). National the Enquiries or suggestions about this learning material are welcome and should be directed to either by the Culture and Inclusion Team or the Learning and Development (L&D) team via the mailboxes 1982below:
Act
Culture and Inculsion TeamUse this button to email the Culture and Inclusion Team Information of
EMAIL CULTURE AND…
Freedom
the
The L&D Team
Use this button to email the L&D team under
EMAIL L&D
released This learning material was developed by the National Disability Insurance Agency (NDIA) been © Commonwealth of Australia 2020. has
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Lesson 3 of21
Learning Objectives Agency
the by 1982
Act
Information
of
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Purpose and focus of this course released
This course aims to build foundational awareness of Australia as a richly diverse and multicultural been nation of people with many languages, ethnic backgrounds, traditions, religions and beliefs. has
It will provide an introduction to the experiences of people migrating to Australia and will further
delve into NDIA’s approach to working with participants from Culturally and Linguistically Diverse document (CALD) backgrounds and the challenges that they face when accessing and participating in the NDIS. This
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Lesson 4 of21
The NDIA and Multiculturalism in Australia Agency
the by 1982
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Information
of
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Image from NDIS Disability Strategy
released Multiculturalism in Australia been Our nation is enriched by Aboriginal and Torres Strait Islander peoples, the oldest surviving culture has
on the planet, and millions of people who have made a new life here. Since World War Two, approximately 7 million migrants from over 150 countries have settled in document
Australia. This
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Today, Australia’s population of over 24 million is one of the most culturally and linguistically diverse populations in the world. It is a nation that now contains a rich array of cultures represented in art, literature, music, dress, sport and food.
Agency Source: Australia s Multicultural Statement
Why do we need to learn about Multiculturalism?
The NDIA recognises the value that all people, including staff, from culturally and linguistically diverse (CALD) backgrounds add to our work through skills, experiences and perspectives. This National diversity creates richness in opinions leading to greater innovation, improved decision making and better outcomes. The by As Australia’s population continues to grow, so too does our cultural diversity. It is becoming more important than ever before to be inclusive of each other and ensure everyone feels respected and valued. Learning about the cultural diversity that exists in Australia will help us be inclusive and respectful and help improve our decision making when delivering the NDIS to CALD people, their families and carers.
CONTINUE to NDIA’s Cultural and Linguistic Diversity Strategy
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People with disability from Culturally and Linguistically Diverse
backgrounds participate socially and economically in their Agency communities and experience wellbeing on an equal basis with
others in our community. Insurance
CONTINUE Disability
theThe NDIA’s Cultural and Linguistic Diversity Strategy is a public statement of commitment to work by alongside people with disability from CALD backgrounds to access and achieve positive outcomes
from the NDIS. The Strategy recognises people with disability from a CALD background can face 1982 additional challenges in terms of inclusion in their communities and understandings of disability. Act
The Strategy was developed through extensive internal and external consultation. State based and
national organisations who work with and represent people with disability from CALD backgrounds Information have been engaged to ensure the content of the Strategy signifies the priority areas the NDIA will of focus on to support CALD communities. The priority areas are implemented by making information
about the Scheme more accessible and enhancing the capability of NDIA staff and Partners tobetter service CALD communities. Freedom the
You can read about the NDIA’s Cultural and Linguistic Diversity Strategy on the Intranet and on the under NDIA’s public website. releasedThe strategy also demonstrates the Agency’s commitment to the Australian Government’s
Multicultural Access and Equity Policy which is to ensure that all Australian Government programs and been services meet the needs of all Australians, regardless of their cultural and linguistic backgrounds. has
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Lesson 5 of21
Australia’s Multicultural Makeup - Quiz Agency
How much do you know about Australia’s cultural and linguistic diversity? National the This quiz is to explore your knowledge of Australia’s cultural and linguistic diversity. It is based on the by
2016 Australian Census and Diversitats Disability Findings Report. 1982
Act
1. How do most government agencies use the term culturally and Information
of linguistically diverse (CALD)?
Freedom
To describe people whose country of birth is not the
Australia, New Zealand, the United Kingdom, the United
States of America, Canada or South Africa; or primary under language spoken at home is not English released To describe multiculturalism been
To describe people from English speaking backgrounds This A term used to describe Australia
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Lesson 7 of21
Migrating to Australia Agency
Why do people migrate to Australia? National Every day, all over the world, people make one of the most difficult decisions in their lives: to leave the their homes in search of a safer, better life. by There are many different reasons for people to start a journey to build a life in a new country: 1982
Act
People who leave their home countries might believe they have a better chance of finding work in another country because they have the education or financial means to seek opportunities elsewhere. Information For some people, it may be too difficult or dangerous for them to stay in of their own country. They may flee from violence, war, hunger, extreme poverty and/or because of fear of being persecuted. Often people face a Freedom combination of these adverse circumstances. the
Experiences of war and persecution can result in life long effects such as post traumatic stress under disorder. These journeys, which all start with the hope for a better future, can also be full of anxiety, danger released and fear. been (Source: Amnesty International) has
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the by 1982
Act
Information
of Vietnamese refugees arrive at Canberra airport from camps in South-East Asia, 1979. Freedom the under
CONTINUE to Short Multimedia released At 10 years old, Najeeba Wazefadost fled Afghanistan with her parents. She sought asylum in has
Australia by sea in September 2000. She spent several months in mandatory immigration detention
before being recognised as a refugee. document Select the play button to start the video. This
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Lesson 8 of21 Disability and CALD communities Agency Disability, stigma and CALD communities
As you have learned about diversity in Australia, let’s start thinking about NDIS participant National experience. One of the skills needed to work with CALD communities is understanding stigma and the discrimination and how disability is viewed in diversity communities. by 1982 People with disability from a CALD background may experience multiple layers of discrimination. This
Act
discrimination can be systemic or interpersonal. In some communities people with disability from
CALD communities may experience stigma. This stigma can come from their own communities or
from the wider community. Information of Lack of accessible information, communication difficulties and/or cultural beliefs and attitudes can
create barriers to disability services and support. Freedom the under released The World Health Organization has defined stigma as “a mark of shame, disgrace or disapproval has which results in an individual being rejected, discriminated against, and excluded from participating
in a number of different areas of society” document
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While stigma towards disability can occur in any community, it is important to recognise that it can be
reduced through a range of strategies from community education, advocacy and culturally
competent programming. Working together and consulting with CALD communities is important in Agency designing culturally sensitive approaches. Insurance
CONTINUE to Personal Re×ection Disability
Personal Reflection the
You will now be asked some questions and we would like you to make a note of your thoughts on by
paper or your device before comparing them to the feedback responses below. 1982
Act
How do you think cultural perceptions of disability can affect access to and the delivery of NDIS
services?
Information
of
CONTINUE to Feedback Response Freedom
the How disability is seen can vary from culture to culture, between individuals and within families. The under
various ways different CALD communities approach disability can influence whether or not
individuals access, or see the need for formal disability supports. released In an individual’s country of origin there may not have been a formal system for disability supports. been An individual’s knowledge and understanding of their right to access disability supports can has influence whether or not they seek assistance from disability support providers and the NDIS. document CONTINUE to next question
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Lesson 9 of21
Culture Shock Agency
What is Culture Shock?
Leaving everything behind and beginning another life in a country with different laws, education and National health systems, language and cultural expectations can be difficult and requires a period of the adjustment. These difficulties may be compounded for people from CALD backgrounds living with by disability. 1982
Act
It is quite common for people to experience some culture shock. This is the feeling of disorientation
when people are suddenly subjected to an unfamiliar culture, way of life, or set of attitudes.
Information
A person experiencing culture shock usually moves through four stages. of
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Four Stages of Culture Shock Insurance
the by 1982
Act
Information
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Step 1
AgencyArrival
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Act
InformationBeing in a new environment and culture can be exciting. People may think this is the best of decision they’ve ever made and are hopeful that their lives will be better.
This hope can be especially high for refugees and asylum seekers who have made the long Freedom and dangerous journey to Australia. the under released
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Step 2
AgencyCulture Shock
the by 1982
Act
The realities of life start to sink in and many things do not go to plan. People may start to feel isolated, homesick, frustrated, anxious, and/or depressed. Information of This can occur because of:
having to learn English Freedom being misunderstood (language and communication barriers) the
trying to find a well-paid job and affordable housing that is safe under
racism and discrimination released distance and lack of communication with families, particularly if/where family remains in a conflict situation in their home country been refugees and asylum seekers may also be suffering the effects of torture and trauma has
lack of awareness of support services that are available like the NDIS document service providers who are not reflective of everyone needs, and require further
learnings in inclusive approaches. This
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For refugees and asylum seekers with a disability, culture shock coupled with distrust of government and cultural attitudes towards disability can make it difficult for people to access and navigate the Australian government systems and support services including the Agency NDIS. Insurance the by 1982
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Step 3
AgencyAdjustment
the by 1982
Act
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of
People start to slowly gain a sense of direction and begin to feel more familiar and comfortable with the surroundings of their new environment. They may become better at Freedom speaking English and picking up on subtle social and cultural cues. the Some people may build their sense of belonging by surrounding themselves with people from undertheir country of origin.
For refugees and asylum seekers, even when the immediate physical impact of war orpersecution is gone, the psychological impact on a person’s life of war and forced migration released may go on for many years. been
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Step 4
AgencyAdaption
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Act
Information
of
Once people work through feelings of adapting, they possibly have identified their frustrations with a new environment and learnt to understand them. Adaption comes when Freedom culture shock feelings are understood. the In the adaption stage individuals are able to participate fully and comfortably in the host underculture. Also in the adaptation stage, people often keep many traits from their earlier culture. To assist people through adaption, additional support may be needed to help them navigate released government systems and connect with support services available like the NDIS. been As seen in images above, adaption can include sharing and expressing a personal identify has within a new environment. document
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the by 1982
Act
A person might find themselves experiencing these stages in a slightly different order. Going
through the different stages can take weeks, months or even years. Information of
Arrival Freedom
the under released
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the by 1982
Act
Being in a new environment and culture can be exciting. People may think this is the best decision
they’ve ever made and are hopeful that their lives will be better. Information This hope can be especially high for refugees and asylum seekers who have made the long and of dangerous journey to Australia. Freedom the
Culture Shock
under released
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the by 1982 The realities of life start to sink in and many things do not go to plan. People may start to feel
Act
isolated, homesick, frustrated, anxious, and/or depressed.
This can occur because of: Information having to learn English of
being misunderstood (language and communication barriers) trying to find a well-paid job and affordable housing that is safe Freedom the racism and discrimination under distance and lack of communication with families, particularly if/where family remains in a conflict situation in their home country refugees and asylum seekers may also be suffering the effects of torture and released trauma been lack of awareness of support services that are available like the NDIS has
service providers who are not reflective of everyone’s needs, and require further learning in inclusive approaches. document
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For refugees and asylum seekers with a disability, culture shock coupled with distrust of government
and cultural attitudes towards disability can make it difficult for people to access and navigate the
Australian government systems and support services including the NDIS. Agency
Adjustment
the by 1982
Act
Information
of
Freedom
the under
People start to slowly gain a sense of direction and begin to feel more familiar and comfortable with
the surroundings of their new environment. They may become better at speaking English and released picking up on subtle social and cultural cues. been Some people may build their sense of belonging by surrounding themselves with people from their has country of origin.
For refugees and asylum seekers, even when the immediate physical impact of war or persecution is document gone, the psychological impact on a person’s life of war and forced migration may go on for many years. This
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Adaption Agency
the by 1982
Act
Information
of
Freedom
the under released beenOnce people work through feelings of adapting, they possibly have identified their frustrations with a new environment and learnt to understand them. Adaption comes when culture shock feelings are has
understood. In the adaption stage individuals are able to participate fully and comfortably in the host culture. Also document in the adaptation stage, people often keep many traits from their earlier culture. This
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Interpreter Services (TIS) National account to book services on the participant’s behalf
Arrangements with TIS National which has more than 3,000 certified interpreters Agency across Australia, in more than 160 different languages
Further National Resources translated to 12 languages on the Languages page. Insurance DisabilityPlay the video below to find out more about the NDIA’s new Inclusion and Diversity Framework. the by 1982
Act
Information
of
Freedom
the under released hasPromoting Diversity and Inclusion
We make lots of decisions every day. The choices we make can have an impact on supporting
diversity and inclusion. document What can I do differently, or more of, to support diversity and inclusion?
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Contents
Insurance1 Contemporary Disability Rights (co-100) 5
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Introduction to this script Using this document This script contains all of the on-screen text and descriptions of the on-screen imagery that will appear in the module. This is your chance to Disability review, amend and approve the wording and imagery in the course content prior to us moving forward to the build stage. NationalYou can use the ‘Track Changes’ and commenting functions in Word to record your amends. Please ensure that all stakeholders have reviewed the and any conflicting points of view have been resolved in the comments. by 1982 Do get in touch if you have any questions during your review – we’ll be happy to help.
Act
Aims Information
The purpose of this module is to enable National Disability Insurance Agency and Partners in the Community to understand traditional and of contemporary models of disability and reflect on their personal values and beliefs to further develop empathic practice. Freedom Learning objectives the underBy the end of the course learners to be able to:
Understand the social / human rights model of disability released
Recognise the importance of a human rights approach to disability supports
been Reflect on personal empathic practice
has Use the models of disability as a framework to think about your work practice.
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AgencyStructure
The module will be made up of one single topic, with no menu. Insurance the by 1982
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1 Contemporary Disability Rights (co-100)
Co_100 Banner Disability
b-100 Text (c-100) National
b-105 Text (c-105) the
by
b-110 Text (c-110) Graphic (c-115)
1982
b-115 Text (c-120) Act
b-120 Accordion (c-125) Information
b-125 Text (c-130) of
b-130 Text (c-135) Graphic (c-140) Freedom
b-135 Text Input (c-145) the
under b-140 Text (c-150) Graphic (c-155)
b-145 Narrative (c-160) released
b-150 Text Input (c-165) been
b-155 Narrative (c-170)
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Agencyb-160 Text (c-175)
b-165 Text Input (c-180) Insurance
b-170 Text (c-185) Disability
b-175 Graphic (c-190)
b-180 Text (c-195) National
the
b-185 Narrative (c-200) by
1982b-190 Text Input (c-205)
Act
b-195 Narrative (c-210)
b-200 Text Input (c-215) Information
of
b-205 Text (c-220) Freedomb-210 Graphic (c-225)
the
b-215 Text (c-230) under
b-220 Graphic (c-235) released
b-225 Text (c-240) been
b-230 Text Input (c-245) has
b-235 Text (c-250) document
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Agencyovercrowded and prison-like. Many suffered horrific abuse and neglect
they were subjected to painful restraints, experimental treatments and Stage 3 image: sunbury mental hospital.jpgdehumanising and humiliating procedures. Insurance
Stage 4 heading: Scars Disability
Stage 4 display text: Many NDIS participants will have experienced National institutionalisation and still carry the scars. Some of the results of this the can be seen in things like poor health including poor mental wellbeing, by
limited education and language development, lack of personal networks, Stage 4 image: LARGE_Image_parent_img4.jpg 1982
and shorter life expectancies. Act Stage 5 heading: More to be done Stage 5 display text: Australia has not yet closed all our residential Information institutions. Most people with intellectual disability are still segregated in of school and in workplaces. Freedom Stage 5 image: group housing in blue mountains.jpg the under released
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Initial instruction text: Select the forward arrows to find out more. Stage 1 heading: Time for change Insurance
Stage 1 display text: By the 1960s and 70s, people had begun to Stage 2 image: disability infographic abs.gif Disabilityquestion the institutional model of large, “locked in” facilities.
NationalStage 2 heading: Community the Stage 2 display text: People with a disability living in institutions wanted by to return to and contribute to their communities. Families wanted to keep 1982 their children and loved ones at home rather than being segregated and Act confined. Disability rights activists and advocacy organisations demanded the development of smaller community-based homes and Informationlocal initiatives became more widespread. of
Freedom
Stage 3 heading: Increased rights the
Stage 3 display text: This movement pushed governments to develop Stage 3 image: disability-NDIS-accommodation-housing.jpg under
policies to increase human rights. released Stage 4 heading: Support been Stage 4 display text: Policies shifted towards community-based residential support services (group homes), and away from large document
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AgencyThe charity model is based on the assumption that a person with Stage 3 image: disability is powerless and helpless. It presents people with disability as completely dependent on others – in need of constant help, care and Insurance protection. This model is still very common in our society. For example fundraising advertisements often present disability as a tragedy and Disability something to pity. It presents their organisation (and you – the donor) as the saviour. National Narrative Text 3 Title: Medical model the by Narrative Text 3 Body: The medical model of disability is based on the 1982 assumption that disability is a defect or problem that can be cured, fixed, Act or treated by medical professionals. In this model, doctors and other health professionals are the ‘experts’ in disability, and people withdisability are again an object. Information of The medical model divides us into people without disability as ‘normal’, and people with disability as ‘abnormal’. The language and behaviour Freedom can be very harsh and disrespectful to the individual. The medical model the is based on a belief that the body must be able to be controlled. People underwho can’t ‘control’ their body or mind are defective, failures, or wrong.
The medical model of disability is still strongly established in our society, released including by many people in government and service provision. beenDiagnostic assessments by specialist clinicians and medical haspractitioners are highly valued, often at the expense of the person’s own experience and other important factors. document
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AgencyStage 1 heading: 1992 Disability Discrimination Act
Stage 1 display text: Current Australian policy work began in 1992 with The InsuranceDisability Discrimination Act 1992 (DDA). The DDA makes it unlawful to discriminate against a person in many areas of public life including: employment,education, getting or using services, renting or buying a house or unit, and Disability accessing public places because of their disability. National Stage 2 heading: 2008 Australia ratifies UNCRPD the by
Stage 2 display text: In 2008 Australia ratified (endorsed) the UNCRPD and Stage 2 Image: 1982agreed to its Optional Protocol in 2009. Since then, pushed by disability rights
Actactivists and advocacy groups, government policy changes that sought to implement the UNCRPD in Australia have gathered pace. It was acknowledged that the existing State and Commonwealth disability services and supports were Information inadequate for people with disability and that a National Disability Strategy must of be developed. FreedomStage 3 heading: 2010 National Disability Strategy the
Stage 3 display text: The National Disability Strategy was developed to play Stage 3 Image: under
an important role in protecting, promoting and fulfilling the human rights of https://www.dss.gov.au/sites/default/files/images/disability people with disability. It was created as a framework to guide Australia’s work and-carers/NDS/nds poster.jpg releasedunder the UNCRPD and is follows the same principles of the UNCRPD: Respect for inherent dignity, individual autonomy including the freedom to make one’s own choices, and independence of persons
Non-discrimination Full and effective participation and inclusion in society document
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Agency Respect for difference and acceptance of persons with disabilities as part
of human diversity and humanity
Equality of opportunity Insurance
Accessibility
Equality between men and women Disability
Respect for the evolving capacities of children with disabilities and respect for the right of children with disabilities to preserve their National identities. the Stage 4 heading: NDS Areas of Policy Action by 1982 Stage 4 display text: The National Disability Strategy has six areas of policy Act action (below) and contains 25 policy directions. Stage 4 Image:
1. Inclusive and accessible communities Information
2. Rights protection, justice and legislation of
3. Economic security 4. Personal and community support Freedom
5. Learning and skills the
6. Health and wellbeing under The first policy direction in policy area 4 led to the implementation of the NDIS. Stage 5 Image: This is only one of the 25 policy changes identified in the National Disability released Strategy for Australia to meet its obligations under the UNCRPD. Stage 5 heading: 2013 The National Disability Insurance Scheme Act has
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AgencyNarrative Text 1 Title: What is an advocate?
Narrative Text 1 Body: Most people with disability advocate for Stage 2 image: https://www.abc.net.au/news/image/6384412-16x9-themselves or are supported by their family who advocate with and for 340x191.jpg Insurance
them. One way that Australian governments protect the rights of people with disability is through the funding of independent disability advocacy.Advocates are available to people with disability who need help to stand Disability up for their rights through government funded advocacy organisations. The advocacy organisations help make sure that people with disabilityare able to have support to have their voice heard and their rights met. National Advocacy organisations also do long-term systems advocacy work to the change systems (e.g. health, justice, transport, education) so that by people with disability are included and equal. 1982 In the context of the NDIS, independent advocates support some participants at their planning or plan review meetings, and some Act advocacy organisations are funded to support participants who appeal their plan to the Administrative Appeals Tribunal. Stage 3 image: InformationNarrative Text 2 Title: What is independent advocacy? of Narrative Text 2 Body: Independent advocate is defined in the NDIS
Act: Freedom
“independent advocate, in relation to a person with disability, means a the person who: under (a) is independent of the Agency, the Commission and any NDIS providers providing supports or services to the person with disability; released and been
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Agency(b) provides independent advocacy for the person with disability, to assist the person with disability to exercise choice and control and to have their voice heard in matters that affect them; and Insurance
(c) acts at the direction of the person with disability, reflecting the personwith disability’s expressed wishes, will, preferences and rights; and Disability
(d) is free of relevant conflicts of interest.” National theA critical importance of the independent advocates is that they do not by receive funding from the participant’s plan, so they have no vested 1982interest in supporting them. They are able to be on the person’s side to Acthelp them navigate systems, understand processes, and safeguard their rights. InformationNarrative Text 3 Title: Why independent advocacy? of Narrative Text 3 Body: People with disability experience injustice, abuse and neglect to a greater extent than the general population. Anyaspect of their lives may be affected. There are people who are abused, Freedom exploited, discriminated against; whose rights are ignored (at best), and the deliberately taken away (at worst). Some examples include:
under Young people with mild intellectual disability who get into trouble
with the law, and then breach bail conditions because they don’t understand the consequences released
Mothers with disability whose children are removed by child been protection systems because of prejudiced misconceptions about
their parenting capacity has
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OFFICIAL For internal use only
Contents Agency
Practice Guide – Assisting Communication ………………………………………………………………….. 1
1. Purpose ...................................................................................................................... 3 Insurance
2. To be used by ………………………………………………………………………………………………. 3 3. Scope ………………………………………………………………………………………………………….. 3 Disability 3.1 Preferred method of communication ……………………………………………………………… 3
3.2 Considerations when a participant chooses an alternate preferred method of communication …………………………………………………………………………………………………… 3 National
3.3 Myplace portal electronic format .............................................................................. 4 the
3.4 Privacy obligations ................................................................................................... 4 by
4. Disability related interpreting and translation supports................................................ 4 1982
4.1 Hearing related interpreting and translation supports .............................................. 5 Act
4.2 Funding for disability related translation and interpreting ………………………………….. 8 4.3 National Accreditation Authority for Translators and Interpreters ………………………. 9
4.4 Considerations when arranging interpreting services ............................................ 10 Information
5. Aboriginal and Torres Strait Islander languages ....................................................... 12 of
6. Funding for non-disability related translation and interpreting (including LOTE and Aboriginal and Torres Strait Islander) ……………………………………………………………………… 13 Freedom 7. Free interpreting and translating services ……………………………………………………….. 14
the
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Accessible formats ………………………………………………………………………………………. 14 9. Printing plans in a language other than English ……………………………………………….. 16 under
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Support for participants with a language other than English at Implementation …….. 17 10.1 Language other than English Translation and Interpreting Services at released Implementation ………………………………………………………………………………………………… 17
11. Supporting material ................................................................................................... 18 been
12. Process owner and approver .................................................................................... 18 has
13. Feedback …………………………………………………………………………………………………… 18 14. Version change control ………………………………………………………………………………… 19 document
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OFFICIAL For internal use only
-
Purpose The content of this document is OFFICIAL. This Practice Guide will support you to Agency understand sensitivities and things to consider when meeting or having conversations with the participant using their preferred method of communication.
- To be used by Insurance
Plan Developers – Planners and NDIS Partners in the Community (Early Childhood
Partners and Local Area Coordinators [LACs]) Disability
- Scope All participants must be supported to communicate in their preferred method in all their National
dealings with the National Disability Insurance Agency (NDIA). the by 3.1 Preferred method of communication The participant will be supported to communicate in their preferred method of communication 1982 whenever they interact with the NDIA. Act A preferred method of communication may be verbal, written or using another supporting medium and may be required due to:
hearing loss Information
vision loss of
speech impairment
other related communication impairments: Freedom
- Apraxia of speech the
- Dyspraxia of speech other neurological conditions under
language other than English. The participant notifies the Agency that they would like to change their preferred method of released communication. This is referred to as an alternate preferred method of communication. been3.2 Considerations when a participant chooses an alternate preferred method of communication has
When the participant has requested an alternate preferred method of communication:
allow enough time for them to engage confidently in conversations. For example document ensure any communication technologies that the person uses are easily integrated
into the conversation This
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OFFICIAL For internal use only direct your questions to the participant and include them in all discussions using eye contact be respectful of any cultural and linguistic circumstances and be sensitive to their Agency individual communications needs identify if the participant needs assistance to fill in forms. For example do they need support from informal supports Insurance do not assume a person who needs support to communicate cannot understand you. Disability 3.3 Myplace portal electronic format
You should discuss with the participant that they can access electronic versions of their Nationaldocuments on the myplace portal with the participant. If the participant uses assistive technology supports (for example screen readers), electronic format may be their preferred the choice. Refer to How to use the myplace portal to show the participant the benefits of the by portal and how to access electronic communications. 1982
3.4 Privacy obligations Act
In accordance with the Privacy Act 1988 (Cwlth) and the NDIS Act, any emails sent from the NDIA containing sensitive and personal information must be classified as ‘Sensitive Personal’. InformationWhere the NDIA uses an external provider to convert communications into alternate formats, the external provider is bound by the same privacy rules as the NDIA. There are of confidentially provisions to ensure participant information is handled confidentially at all times. Freedom
4. Disability related interpreting and translation the
supports under There are many factors to consider when determining the level of support the participant may
need in everyday life such as: access to family and social networks released
access to early intervention or education been
additional disabilities has
geographic location cultural background which may influence the type and severity of barriers for a person who is deaf, deafblind or hard of hearing. document
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OFFICIAL For internal use only 4.4 Considerations when arranging interpreting services
4.4.1 Language Agency
In many countries a number of dialects are spoken. For example a person born in Cambodia may need interpreting assistance in Khmer or any of the languages originating from China.
You need to understand: Insurance what language the participant identifies as speaking and if this is a language or
dialect
that a participant’s spoken language may differ greatly from the language they read Disability
to pre-book interpreting services to ensure the participant’s preferred language needs are met. National4.4.2 Preparation time the You should allow extra preparation time when pre-booking interpreters so that the interpreter bycan meet with you before the participant arrives. When meeting with the participant and interpreter for the first time, meet thirty minutes before 1982 with the interpreter to discuss relevant material and interactions. Act This time helps the interpreter: be confident in the topics of conversations to come understand that their role does not include providing care or assistance to a person Information with a disability. of Before the meeting provide the interpreter with a copy of the NDIA Key Terms Glossary to read. This is so they can prepare and familiarise themselves with NDIA concepts. Thisglossary is available in 11 languages other than English on the NDIS Languages website. Freedom Note: Terms such as ‘Goal’ and ‘Participant’ cannot be directly interpreted into a second the language because they have a specific meaning within the NDIA. Explain this terminology as you work with the participant, so your explanation can be interpreted. under 4.4.3 Bilingual staff
‘Bilingual’ refers to someone who: released speaks two languages fluently been has the ability to understand and communicate effectively in two cultural environments has Note: If an Agency or Partner staff member can speak two languages fluently, they are not interpreters and should not be asked to work as interpreters.A bilingual staff member may be engaged to fill ‘simple communication’ gaps. ‘Simple document communication’ must be viewed as communication where the outcome has limited risk for the Thisperson with a language other than English. For example a bilingual staff member may be
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OFFICIAL For internal use only asked to transfer information about a planning meeting such as the meeting time, location and that a suitable interpreter will be at the planning meeting. Bilingual staff must not communicate information that is legally binding or that puts the Agency Agency or the participant at risk. This role should be performed by a certified third party interpreter.
4.4.4 Family and friends providing interpreting services Insurance There are instances where the participant’s friend or family member may be asked to interpret ‘simple communication’, such as where and when an appointment has beenscheduled. Disability To ask the participant’s carer, family member or friend to interpret complex technical and sensitive information is discouraged. A certified interpreter should be engaged. National Children under the age of 18 years of age are not appropriate interpreters in any context. the 4.4.5 Specific interpreter requests by
Participants should be given the option to request a specific interpreter. Using a specific 1982interpreter can:
Act maintain quality of care and benefit the participant
develop a trusting relationship between the participant, the interpreter and yourself. In small culturally and linguistically diverse (CALD) communities, people may have concernsaround confidentiality and privacy, and may be reluctant to speak through an interpreter from Information the same community. This is particularly the case when discussing issues related to of disability, where there are diverse understanding about disability and disabilities are not openly discussed.If a specific interpreter is required, capture this information in the participant’s record. Refer to Freedom Guide to Interactions in the NDIS Business System. the 4.4.6 Political, religious or cultural sensitivities underCertain political, religious or cultural sensitivities may influence the outcome of an interpreting situation. To identify the most appropriate interpreter you will need to consider what these sensitivities. Seek advice from the interpreting service to: released ensure the most appropriate interpreter for the situation is chosen
take into account the specific sensitivity and the complexity of the information that been
needs to be interpreted. has You will also need to consider the gender of the participant and the interpreter. For example, if you need to discuss sensitive or personal matters, it is suggested to book a female interpreter for a female participant and a male interpreter for a male participant. document 4.4.7 Type of interpreting service
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OFFICIAL For internal use only legislation, can be written in plain English while maintaining legal accuracy. Plain English should:
- focus on the message Agency
-
only use necessary words
-
avoid jargon and complex language. Whether the Participant may not read the language they speak. For example, a Insurance person may speak fluent Polish, but not read Polish due to their education taking place in another country. Many spoken languages do not have a written equivalent or have multiple written Disability equivalents. The participant may only read one of them.
NDIA terminology may not translate into other languages and cultures without National appropriate context and explanation.
theBoth English and LOTE versions of the plan must be sent to the participant to allow providers to read and understand the plan. by Note: If a local arrangement is established you must create a deed of confidentiality with the 1982 provider. To establish a deed of confidentiality please engage with the NDIA Legal Privacy ActTeam.
- Support for participants with a language other than
English at Implementation Information
of Translation and Interpreting Services (TIS) National are contracted with NDIA so registered providers can book an interpreter on behalf of the participant implementing their plan. The NDIA funds this service to support participants in understanding their plan, enabling them to Freedomuse their funding. Language Interpreting Services page. Information for how providers can book NDIA-funded services for plan implementation are on the Language Interpreting the Services for Providers page. underIt is important the participant knows it is not their responsibility to book or fund interpreting services. Supports may include initial face to face meetings. Other meetings may use the TIS releasedNational’s telephone options if appropriate. Please consider the participant’s needs and use on site interpreters if communication will be sensitive, complex or a lengthy discussion. been TIS National does not provide access to interpreters of Aboriginal and Torres Strait Islander haslanguages, therefore providers will need to source interpreters from local sources. Refer to Standard Operating Procedure – Book translation and interpreter services for the participant for the relevant TIS National Client Code and to access TIS National interpreters. document 10.1 Language other than English Translation and Interpreting Services at
This Implementation
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FOI 21/22-0848
OFFICIAL For internal use only 10.1.1 The role of the NDIA plan developer
The NDIA plan developer can support participants who use a primary written language otherthan English (LOTE) to implement their supports by: Agency printing the participant’s plan in LOTE. The NDIA plan developer can arrange this
through a NAATI translator. If you are unsure who your local office uses for translation services, refer to your team leader/supervisor for guidance. Insurance
discussing the approved plan with the participant’s LAC, Early Childhood Partner or their support coordinator so they can proceed with plan implementation. Disability10.1.2 The role of the plan implementer (LAC, Early Childhood Partner or support coordinator)
After the NDIA plan developer hands over the plan, the plan implementer supports the National participant by: the ensuring the participant understands all supports identified in their plan, with by assistance from an interpreter if required
1982 exploring the capacity of informal and mainstream supports (where available and
appropriate) to assist the participant with implementing their funded supports Act exploring service providers proficient in the participant’s primary language to support the implementation of their supports. Where there are none available in the
participant’s primary language, the plan implementer must discuss available options Information with the participant and together identify an appropriate provider to implement
supports. of advising registered providers of the NDIA-funded TIS National process they can registerer for to support participants during plan implementation. Refer to How to Freedom become a client on the TIS National Website. the
- Supporting material under NDIS Act 2013 NDIS Rules released
NDIS Operational Guidelines
-
Process owner and approver General Manager, Participant Experience and Design.
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the by 1982 Act Information of Freedom the under released
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