1. Supporting Southern Cross Care Victoria’s Culturally Diverse Workforce
Dr Joyce Jiang & Dr Kate Barnett
Presentation to the Aust Association of Gerontology, Canberra, November 2016

2. Context Southern Cross Care Victoria (SCCV) ….
needs to grow its aged care workforce in response to increasing demand and
needs to manage to greatest effect its multicultural workforce, particularly those who are recent migrants.
recognised the importance of its multicultural workforce progressing into leadership roles in the future but needed to better understand how to support them to do so.

3. The Project Guiding Objective:
To identify the key information, training and support needs of migrant aged care workers from CALD backgrounds at Southern Cross Care Victoria
Research Team
Dr Regina Quiazon, Multicultural Centre for Women’s Health
Dr Joyce Jiang, Multicultural Centre for Women’s Health
Dr Kate Barnett, Flinders University

4. Motivators to work in aged care

5. Prior expectations of aged care

6. Understanding of Australian aged care system before & after working in aged care
Understanding before starting work in aged care
Understanding after starting work in aged care

7. Understanding of different aged care roles

8. Readiness to work in aged care

9. Confidence in Knowledge needed to work in aged care

10. Confidence in skills needed to work in aged care

11. Interest in further study or training

12. Interest in leadership training and development

13. Levels of support received at work

14. Length of time expecting to work in aged care

15. Addressing issues identified by the research
Orientation and induction programs for new staff -information about different ‘cultures’, Australian culture, the Australian aged care system, SCC practices, procedures and protocols and workplace culture.
Formal mentoring and buddy scheme - new workers paired with experienced workers for agreed period of time (eg one year). Mentors carefully selected and provided with cross-cultural training.
Cross-cultural training for all staff, from all cultures, including supervisors/managers and potential mentors.

16. Addressing issues identified by the research
A tailored leadership program for workers - specifically tailored to English proficiency.
Provide more training programs to address skill/knowledge gaps and work readiness gaps, and tailor them to English proficiency
Consider providing on-site English as a Second Language classes