Abstract
[Truncated] The environment in which Non-Aboriginal government social and welfare workers and Aboriginal clients meet presents a problematic with roots in historical and contemporary policies and practices. Past organisational procedures and processes regulating Aboriginal people, coupled with sometimes unquestioned ways of working, can provide the potential for discrimination, leading to conflict, resentment and resistance in the workplace. This is the setting in which I examine some of the existing barriers when engaging in a training strategy designed and implemented in a state government welfare organisation to assist workers learn about providing services in respectful, sensitive and culturally appropriate ways.
An ethnographic exploration revealed that the benefits of the training strategy accrued mainly to the Aboriginal workers in the organisation who took on training roles and gained skills, confidence and a visibility in the organisation. This gave them networks and access to the policy decision making processes they might not otherwise have had.
An ethnographic exploration revealed that the benefits of the training strategy accrued mainly to the Aboriginal workers in the organisation who took on training roles and gained skills, confidence and a visibility in the organisation. This gave them networks and access to the policy decision making processes they might not otherwise have had.
| Original language | English |
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| Qualification | Doctor of Philosophy |
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| DOIs | |
| Publication status | Unpublished - 1999 |
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