This project examined the
experiences of women from a non-English speaking
background employed by Business Services in NSW. Staff,
management and women employees from a NESB were asked
questions about women's participation in the
decision-making processes within the organisation. They
were also asked to outline training opportunities for
staff and women employees and identify any issues
impacting upon their service that related to the area of
cultural diversity. From an analysis of the data,
training recommendations were developed and then used as
a basis for the development and piloting of a model of
training for staff, management and employees. Findings
indicate that women employees of Business Services with
disability have little involvement in the decision-making
practices of their service. Further, there was limited
evidence of the existence of policies and practices to
promote and support such participation.
Although many staff members
reported that they had accessed a range of training
opportunities there were significant numbers who reported
minimal access to training. Women employees from a NESB
reported that the majority of training took the form of
skills-based on the job training. While many of the women
participants expressed interest in extending their
learning opportunities it was clear that the majority of
Business Services are in the initial stages of developing
extensive training opportunities for both staff and
employees.
In regard to issues around the area
of cultural diversity, services stated that language
barriers were of primary concern, although most had not
accessed the services of a professional interpreter. The
attitudes of employees' parents towards their daughters,
as well as culturally specific customs, religious beliefs
and traditions were also cited as examples of problems
for services. In the majority, responses indicate the
unquestioning imposition of Western Judaeo-Christian
culture over the traditions and beliefs of others. In
light of this finding the report strongly recommends the
development of training for staff and employees in the
area of cultural diversity.
In conclusion, although work plays
a positive role in the lives of women from a NESB with
disability there are a number of areas that need to be
addressed by service management and funding bodies. These
include the support of women workers to participate in
the decision-making processes within their organisation
and the need for rights-based education in participation
and staff and management training in the area of cultural
difference/diversity. While education and training are
the obvious vehicle for change there is also a duty of
care on funding bodies to provide a workplace that
embraces cultural diversity, supports workers'
involvement in decision-making and offers them a wide
range of learning opportunities.
