Are our leaders and managers aware of their responsibilities in ensuring culturally safe workplaces for staff?

Abstract

The United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) remains the most comprehensive international instrument on the rights of First Nations peoples around the world, setting standards for survival, dignity, and wellbeing. Under the UNDRIP, the Aboriginal and Torres Strait Islander Peoples of Australia “have an equal right to the enjoyment of the highest attainable standard of physical and mental health”.¹ In 2017, when the UNDRIP was first adopted by the United Nations General Assembly, Australia was one of four countries who did not vote in support. Whilst Australia and its three counterparts later reversed their positions and now support the UN declaration, this chapter in history illustrates the challenges that face those seeking to address discriminatory attitudes within the Australian community.

Throughout Australia, freedom from racism at work is protected by legislation, the Fair Work Act 2009.² When bias, discrimination, and racism occur in the workplace “the psychological and cultural safety of staff” is threatened, “feelings of acceptance and respect at work” are weakened, and the burnout of staff may result.³ It is important that leaders and managers understand the effects of structural racism on workplace dynamics, and that they identify and act on incidences of racism in the workplace.

This understanding is crucial, not only to fostering a workplace that is free from racism, but for ensuring all pharmacists have access to training and education to further develop their own cultural capacity, communication skills, and ability to connect with First Nations Peoples. These competencies are described within the National Competency Standards Framework for Pharmacists in Australia,⁴ the Pharmacy Council of New Zealand's Competence Standards for the Pharmacy Profession,⁵ and internationally.

A pharmacists' development of cultural competency can be accelerated by undertaking cultural responsiveness training and focusing on developing appropriate communication skills that enable the delivery of care to First Nations Peoples in a culturally safe manner. Undergraduate pharmacy programs and pharmacy intern training programs in Australia are including these elements of pharmacy practice within their curriculums, so Australia's newly registered pharmacists are arguably the most culturally responsive we have ever had.

But what of their leaders and managers?

Successful leaders can often point to mentors who have guided elements of their career. ‘Mentors’ are defined within the Australian Competency Standards Framework as “those who share their knowledge, expertise and experience on career, technical, professional and cultural issues with another individual”.⁴ Amongst those you consider your mentors, is there someone from whom you have gained knowledge and understanding of cultural issues, enabling better communication with First Nations patients and First Nations staff in your workplace?

Discuss the tangible benefits in health and well-being for Aboriginal and Torres Strait Islander Peoples if a positive vote is secured in the up-coming referendum.

All listed authors comply with the Journal's authorship policy.

Ethics approval was not required for this Editorial.