4.2 Research and data: Department or agency to collect ethnicity data on the culturally and linguistically diverse groups with which the department or agency engages and to which it delivers services directly or indirectly Action Responsibility Target 4.1 Cultural competency Strengthen our current strategies to build Manager of HR By Dec Face to face cultural competency training is a culturally competent workforce by 2014 sourced and introduced into our staff training introducing face to face cultural program. competency training into our training program across the Commission We will All new undertakes online cultural awareness also continue to ensure that all new staff training in order to complete their probation completes the established online cultural process. awareness training program. 4.2 Research and data Review the potential of our policy Director of Jan Review undertaken and any improvements to programs to provide additional information Policy and 2014 process are updated in the Planning, Monitoring (and how to promote this information) Programs and Evaluation Toolkit and communicated to staff. about access and equity issues. For example those faced by asylum seekers and refugees, or by older people from culturally and linguistically diverse backgrounds seeking or receiving home or residential aged care services. Director of ICS Annually Annual review undertaken and any required Review our process to: Sept. improvements implemented within 3 months. collect demographic information relating to complainants (e.g. country of origin, languages spoken). record the use of interpreters 4.3 Other actions (optional) Expand our current ICS policy on working Executive June with interpreters to a Commission-wide Director 2014
4.2 Research and data: Department or agency to collect ethnicity data on the culturally and linguistically diverse groups with which the department or agency engages and to which it delivers services directly or indirectly Action Responsibility Target 4.1 Cultural competency Strengthen our current strategies to build a culturally competent workforce by introducing face to face cultural competency training into our training program across the Commission We will also continue to ensure that all new staff completes the established online cultural awareness training program. Manager of HR By Dec 2014 Face to face cultural competency training is sourced and introduced into our staff training program. All new undertakes online cultural awareness training in order to complete their probation process. 4.2 Research and data Review the potential of our policy programs to provide additional information (and how to promote this information) about access and equity issues. For example those faced by asylum seekers and refugees, or by older people from culturally and linguistically diverse backgrounds seeking or receiving home or residential aged care services. Review our process to: collect demographic information relating to complainants (e.g. country of origin, languages spoken). record the use of interpreters Director of Policy and Programs Director of ICS Jan 2014 Annually Sept. Review undertaken and any improvements to process are updated in the Planning, Monitoring and Evaluation Toolkit and communicated to staff. Annual review undertaken and any required improvements implemented within 3 months. 4.3 Other actions (optional) Expand our current ICS policy on working with interpreters to a Commission-wide Executive Director June 2014
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