Transport and Planning Portfolio First Peoples Cultural Safety Framework

Introduction

Our First Peoples cultural safety framework supports our vision.

We’re committed to applying and supporting First Peoples self determination and cultural safety in our work.

The purpose of our First Peoples cultural safety framework is to increase safety for First Peoples who:

• Use the Transport and Planning systems
• Work within the Transport and Planning Portfolio
• Traditional Owners and First Peoples Community who engage with the portfolio.

We developed the framework by doing:

1. A research paper focusing on

• racism
• unconscious bias
• best practice in building cultural competence in workforces.

2. An audit of transport portfolio policies, programs, and training relevant to First Peoples

• A Registered Aboriginal Parties workshop
• Interviews with First Peoples and senior executive transport portfolio employees
• A Transport Portfolio First Peoples and non-First Peoples employee survey
• A Transport Portfolio First Peoples Staff Network survey.

Please refer to the Department's Governance page(opens in a new window) for further information on the Transport and Planning Portfolio

A 2022 Transport and Planning Portfolio Cultural Safety Survey found that:

• 33.6% of Victorian First Peoples surveyed had experienced racism on public transport
• 60% reported current workplaces were not culturally safe, or were unsure
• 85% of First Peoples employees felt safe to identify as First Peoples at work
• 40% experienced racism and/or discrimination at work
• 40% of non-First Peoples respondents have completed cultural awareness training

We use this as our portfolio-wide definition of cultural safety.

Cultural safety refers to:

• The environment in which we work
• Relationships we build
• Services that we provide.

Culturally safe environments, relationships and services:

• Allow people to feel safe and valued
• Allow people to take part
• Enable cultural and spiritual beliefs
• Enable people to share their concerns.

Culturally safe environments, relationships and services are free from:

• Racism and discrimination
• Assault, challenge or denial of identity and experiences.

In culturally safe environments, people, organisations and systems:

• Are aware of the impact that their own culture and cultural values have on First Peoples
• Are culturally respectful
• Work together and listen
• Remove barriers that impact health, wellbeing and safety outcomes
• Address racism, unconscious bias and discrimination
• Support and empower outcomes, such as self determination.

Cultural safety has common qualities. But it’s personal and varies based on the individual.

The first step is to understand where we’re at in our cultural safety journey.

To help us, we’re using the Conscious Competence Learning Model. The model sets out ‘the four stages of learning a new skill’.

We don’t know our own inability, but using the model helps us to understand our gaps and what we need to unlearn and learn.

By applying this model, we’ll eventually be able to use culturally safe practices without thinking about them. When we’re able to do this, we’ll reach the ‘unconsciously competent’ learning stage.

Where we are on our journey

From the results of our research, our Department of Transport and Planning Portfolio is moving between the ‘unaware’ learning stage of our journey, towards ‘emerging’.

To progress, we need to understand how unaware we are. We’ll do this by looking at the potential impact of our workplace and individual culture.

When we can do this, we’ll be able to recognise our:

• unconscious biases
• behaviours
• attitudes
• assumptions
• stereotypes
• prejudices.

We’ll then be able to see the effect they have on our people and community.

To help us to do this, we’ll all need to:

• Be aware of differences
• Consider power relationships
• Use reflective practice
• Question our own biases.

To measure our progress, we’ll need to:

• Provide our First Peoples transport users with a way to tell us if they feel culturally unsafe on the transport network
• Ask our First Peoples employees if they feel culturally safe at work.

We’ll also use employee surveys, like the People Matter Survey, to measure our progress.

Our journey won’t be linear either. Sometimes we’ll jump back and forth on the Conscious Competence Learning Model.

As we become more competent, we’ll likely uncover more things that show us our incompetence.

Cultural Safety is an ongoing learning journey.

An ongoing and responsive learning framework. Including unlearning unconscious bias and racism and relearning First Peoples cultural values.

As a Portfolio, we work to enable thriving places and connected communities.

Our vision is for our First Peoples employees and Transport and Planning users to thrive and feel culturally safe in the environments we manage.

How do we get there?

To support us on our journey, we’ll use the four domains:

• People
• Systems reform
• Measuring the impact of our outcomes
• Holding ourselves accountable.

These domains are consistent with:

• Our Transport Portfolio Aboriginal Self Determination Plan 2020-2023
• The Victorian Aboriginal Affairs Framework 2018-2023.

These quotes are from First Peoples staff responding to:

• Transport and Planning Portfolio First Peoples Staff Conference 2023 feedback survey
• Transport and Planning Portfolio Cultural Safety Survey 2022

• Victorian Aboriginal Affairs Framework 2018-2023
• Self Determination Reform Framework
• United Nations Declaration Rights for Indigenous Peoples
• Charter of Human Rights and Responsibilities Act 2006
• Transport Portfolio Aboriginal Self Determination Plan 2020-2023
• Yani Bangal Transport and Planning Portfolio First Peoples Careers Strategy 2023-2028
• Treaty in Victoria.

In developing this framework, we thank

• Our First Peoples employees who contributed their lived experience
• Karabena Consulting.

The 2023 Transport and Planning Portfolio First Peoples Staff Network

We hosted the 2023 conference in-person on Peek Whurrong of the Maar Nation in Warrnambool. The conference featured a day trip to Budj Bim National Park on Gunditjmara Country.

We co-designed the conference with the First Peoples Staff Network. Bringing together First Peoples employees from across the Transport and Planning portfolio.

The Conference focused on connection through cultural activities. Key topics included:

• growth mindset
• workplace cultural safety
• cultural load
• First Peoples burnout.

Attendees told us they valued culturally connecting with their peers. A highlight was going to Budj Bim on Gunditjmara Country. This trip increased attendee’s cultural connection and wellbeing.

This annual conference demonstrates how culturally safe environments can increase wellbeing and connection and help improve cultural safety for First Peoples employees.

What Attendees said

“Seeing advancement at each of these workshops is great. Look forward to the next one and discussing further successes.”

“I think these conferences are invaluable and a great initiative.”

“Really great event. Loved all of it and I cannot wait for next year already.”

“Overall, it was a great conference and it was great connecting with mob again.”

Conference feedback survey found 95% of surveyed attendees reported feeling more culturally connected to other attendees.

Conference feedback survey found attendees shared that being with mob increased their cultural safety and wellbeing.