Overview

• HWH aims to support and promote an inclusive environment that recognises, respects and values the differences of all people engaged with our services, including clients and staff. These differences can include: 
  • gender
  • age
  • language
  • ethnicity
  • cultural background
  • disability
  • sexual orientation
  • religious beliefs
  • family responsibilities.
• Diversity in HWH is essential as it helps us: 
  • attract and retain employees from a diverse pool of talent
  • foster a culture that reflects our values and is open to all
  • improve innovation, creativity and inspire engagement and satisfaction
  • improve the connection between us and the people we support.
• When supporting clients and recognising the diversity in our community, being culturally responsive is an integral part of providing a person-centred service. 
• Person-centredness means that we are “person-focused” rather than “service-focused”, and culturally responsive means we can interpret, define and respond to the individual cultural needs of each client.

• all areas of our business at all times
• all of us that work for or represent HWH

Related Items

• NDIS - Practice Standards and Quality Indicators, Version 3, 2020 (Cth)
• Racial Discrimination Act 1975 (Cth) 

Policy

• filling employment openings based on merit
• fostering an inclusive environment respectful of all cultural backgrounds and beliefs
• fostering a workplace culture that is inclusive and embraces individual differences
• fostering a physical and cultural environment that encourages participation
• consulting clients, carers, family members, community groups, and other organisations on the needs of individual clients
• supporting and encouraging each client to be part of the community
• ensuring clients have access to the same facilities and services as the rest of the community
• supporting clients with opportunities to socialise and build enduring relationships within their local communities
• providing services in a culturally responsive way.

• where possible, recruit/match workers with the same background as the client 
• ensure all workers supporting the client are trained in or are aware of how to provide services in a culturally sensitive way.

• We recognise that LGBTQI+ people are a diverse group that is comprised of a variety of sexual orientations and gender identities. 
• People with diverse gender and/or sexual identities may be more vulnerable to abuse, isolation, mental health conditions, and other discrimination-related problems. We understand this and are committed to providing inclusive services. 
• To support clients that identify as LGBTQI+ our organisation will:
  • foster an environment where clients feel safe to express and develop their gender identity and/or sexual orientation
  • acknowledge that, as with all other clients, LGBTQI+ people have the right to voice their views on issues that affect them
  • avoid assuming a client’s gender and sexual orientation
  • use inclusive and respectful language when speaking to or about LGBTQI+ individuals
  • include information about LGBTQI+ issues during worker training
  • identify and challenge any discriminatory beliefs if they are present
  • provide resources that help clients understand their identity
  • where appropriate, refer clients to relevant LGBTQI+ support services if required (e.g. local social spaces)
  • ensure that we observe appropriate levels of confidentiality regarding client's information, including information about their gender identity and/or sexual orientation
  • respect clients' right to not disclose their gender identity and/or sexual orientation.

• We will help each client to make decisions about whether or not they require any foreign language services. Foreign language services include oral interpreting and if required, the translation of written documents.
• The role of an interpreter is to interpret spoken words only. The role of a translator is to translate written documents.
• An interpreter or translator cannot provide:
  • counselling services
  • advice regarding any form of support provision
  • advice about the NDIS.
• We will help each participant find an interpreter most suited to their needs and preferences.
• The client has the right to request a specific interpreter. For example, this could be a specific individual or an individual from a particular background or cultural group.
• The client has the right to bring an English-speaking family member or carer to assist with interpreting. However, in general, we will also obtain the assistance of a person from an external translation and interpreting service, such as Translating and Interpreting Services (TIS) National.
• We will assess all key risks relating to interpreting and translating services. This includes risks relating to:
  • conflicts of interest
  • loss of objectivity; and
  • privacy breaches.
• In addition, when an interpreter is required, we will record:
  • the name and contact information of the interpreter
  • situations and service contexts when the interpreter will be required
  • whether any documents need to be translated
  • how the interpreter will be contacted (e.g. face-to-face, telephone).
• In general, NDIS face-to-face meetings will include an onsite interpreter. Phone interpreter services may be used for shorter and less complex discussions.
• It is acceptable to use any reputable interpreting and translation service. However, services provided by TIS National can be billed to the NDIA.