Cultural Safety Sample Clauses
The Cultural Safety clause establishes requirements to ensure that all parties involved in an agreement respect and uphold the cultural values, practices, and identities of individuals or groups, particularly those from Indigenous or minority backgrounds. In practice, this clause may mandate culturally appropriate communication, consultation with community representatives, or the implementation of specific protocols to prevent cultural harm or offense. Its core function is to foster an environment of respect and inclusion, thereby reducing the risk of cultural misunderstandings or discrimination during the execution of the agreement.
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Cultural Safety. Primary maternity services will be provided in a manner that recognises cultural differences and is sensitive to the cultural traditions, protocols and customs of the woman.
Cultural Safety. Cultural safety is about overcoming the power imbalances of places, people and policies that occur between the majority non-Indigenous position and the minority Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander person so that there is no assault, challenge or denial of the Aboriginal and ▇▇▇▇▇▇ Strait Islander person’s identity, of who they are and what they need. Cultural safety is met through actions from the majority position which recognise, respect, and nurture the unique cultural identity of Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander people. Only the Aboriginal and ▇▇▇▇▇▇ Strait Islander person who is recipient of a service or interaction can determine whether it is culturally safe.
Cultural Safety. (a) Both parties wish to ensure that while on Placements, Students have a positive and culturally safe experience. The TEO and Health NZ both acknowledge that they have a duty to ensure that those that engage with their respective services, whether Students or the public experience a working or learning environment (as applicable) where a diversity of views, perspectives, and backgrounds are respected, that biases and assumptions are challenged and that they encourage their Staff to engage in critical self-reflection to ensure this.
(b) Each party acknowledges that it aims to create a culturally safe and culturally responsive learning experience for Students. If an incident occurs that (in the view of the TEO, the Student or Health NZ) is culturally unsafe and creates concern, the process outlined in clause 13 will be followed. The parties acknowledge that the matter may become an employment matter depending on the seriousness of the issue.
Cultural Safety. The University will develop and implement an overarching policy to help ensure that the University is a welcoming and culturally safe place for Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander peoples. This policy will be developed through a consultative process (including the Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander Joint Consultative Committee (JCC) and Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander staff and informed by the One Sydney Many People Strategy and Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander Employment Plan 2022-2024, and in line with the University’s governance structure. It will be in place within 12 months of the approval of this Agreement by the Fair Work Commission.
Cultural Safety. Assisted dying services will be provided in a manner that recognises cultural differences and is sensitive to cultural traditions, protocols and customs, in particular those of Māori.
Cultural Safety. 16.5.1 The employer recognises that:
a) racism is a serious health and safety hazard; and
b) no worker should experience racism at work.
16.5.2 The employer has an obligation to provide a working environment that is culturally safe and without risk to health. This obligation includes a requirement to take all reasonably practicable steps to remove racism from this workplace.
Cultural Safety. We will be effective in building trust with each other and the people we work with when we have embraced a way of working that includes cultural sensitivity and cultural competency, analyzes power imbalances in society and promotes self-reflection in our work.
Cultural Safety. The University to develop a policy to ensure that the University is a welcoming and culturally safe place for Aboriginal and ▇▇▇▇▇▇ ▇▇▇▇▇▇ Islander staff within 12 months.
Cultural Safety. Describe the SHSS Service Provider’s overarching approach for cultural awareness and safety within the organization. Describe what actions have been taken to develop or strengthen cultural competencies at the SHSS resource, and what additional measures will be implemented throughout the year. Describe what ongoing cultural sensitivity, agility, and humility training is available and provided to all SHSS Care Providers (note: training must be as reflective of the communities served by the organization as possible) Describe how sufficient time is allowed for SHSS Care Providers to debrief their cultural safety training and practice self-reflection, and how these activities are promoted at the SHSS resource. Describe how cultural safety training is fully integrated into decision making and relationship building processes at the SHSS resource. Describe the topics the ministry and SHSS Service Provider are jointly working on developing. Topics may come from: Noted area(s) of contract compliance or performance Areas stemming from complaints 90 day or annual reviews Areas for development brought forward by the SHSS Service Provider or children/youth/families served by the SHSS.
Cultural Safety. Describe the SHSS Service Provider’s overarching approach for cultural awareness and safety within the organization.