CATSINaM Strategic Plan Booklet

THE CONGRESS OF ABORIGINAL AND TORRES STRAIT ISLANDER NURSES & MIDWIVES

STRATEGIC PLAN 2018 - 2023

Message from the president .............................................

CATSINaM’s vision, values and principles ......................

Our vision and purpose ...................................................

Our core values ...............................................................

Our principles ............................................................

Our priorities ......................................

Priority 1: Develop and support recruitment and retention strategies .............

Priority 2: nform national Aboriginal and Torres Strait Islander health and education policy ...............

Priority 3: Provide a cultural hub for resilience and leadership development ................................

Priority 4: Inform best practice in culturally safe Š Congress of Aboriginal and Torres Strait Islander learning and service delivery environments Nurses and Midwives, 2018.

Our language .........................................................

ABOUT CATSINaM

CATSINaM is the national peak body that represents, advocates and supports Aboriginal and/or Torres Strait Islander nurses and midwives at a national level. We believe that nurses and midwives are the backbone of the Australian health system, and play a pivotal role in providing culturally safe health services to Aboriginal and Torres Strait Islander communities.

More information about CATSINaM and our work is available at: https://www.catsinam.org.au/

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CATSINaM STRATEGIC PLAN 2018 - 2023

CONTENTS CATSINaM’s vision, values and principles ...................... 2 Our vision and purpose ........................................................... 2 Our core values ....................................................................... 2 Our principles ....................................................................... 2

Our priorities ..................................................................... 4 Priority 1: Develop and support recruitment and retention strategies .............................................. 6 Priority 2: Inform national Aboriginal and Torres Strait Islander health and education policy ................. 8 Priority 3: Provide a cultural hub for resilience and leadership development ................................. 10 Priority 4: Inform best practice in culturally safe learning and service delivery environments ...... 12

Our language ..................................................................... 14

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CATSINaM'S VISION, VALUES AND PRINCIPLES Our Vision & Purpose Our vision is that: Aboriginal and/or Torres Strait Islander nurses and midwives play a pivotal and respected role in achieving health equality across the Australian health system for Aboriginal and/or Torres Strait Islander Peoples and communities.

We describe our purpose as follows: CATSINaM honours a holistic and culturally safe approach to achieving optimal health and wellbeing for Aboriginal and/or Torres Strait Islander Peoples and communities. We develop and promote strategies to ensure that this holistic and culturally safe approach is understood and applied by nurses and midwives working in Australia.

Our Core Values

Respect

honesty

ACCOUNTABILITY

CONFIDENTIALITY

Fairness

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Our Principles We are First Nations Peoples and maintain our cultural heritage.

Social justice and human rights for Aboriginal and/or Torres Strait Islander Peoples are a requirement of reconciliation.

We are Aboriginal and/or Torres Strait Islander People before we are nurses and midwives.

We recognise that we are on a lifelong journey with cultural obligations and commitments to our communities.

We challenge the dominant western health model in which all nurses and midwives live and work.

The position that promotes all people as being equal and treating them the same, denies difference.

We have significant expertise in Aboriginal and Torres Strait Islander health, and believe our experience, knowledge and worldviews challenge the established models of health.

We assert our cultural authority as leaders in responding to the health needs and aspirations of Aboriginal and/or Torres Strait Islander Australians.

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Our Priorities Priority 1 Develop and support recruitment and retention strategies for Aboriginal and/or Torres Strait Islander Peoples in nursing and midwifery.

Priority 2 Inform national Aboriginal and Torres Strait Islander health and education policy agendas.

Priority 3 Provide a cultural hub for resilience and leadership development of our Members.

Priority 4 Inform best practice in culturally safe learning, workplace and health service delivery environments for Aboriginal and/or Torres Strait Islander Australians.

The work in these four priority areas involves an interactive cycle of leadership and influence.

Each priority has an objective, key strategies and linked impact and process indicators. * Existing CATSINaM initiatives that are associated with each priority are identified at the end of each area – see the circle diagrams. They will continue over the life of the new Strategic Plan. Initiatives may be relevant to more than one priority, so may be included as examples more than once. * Impact indicators are used to judge progress toward or achievement of objectives and focus on difference or change. Process indicators are used to judge the effectiveness and appropriateness of strategies, and focus on satisfaction, quality, audience and reach. They are not necessarily ‘linear’ - there does not always need to be a separate process or impact indicator for each strategy or objective.

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PRIORITY 1

Develop and support recruitment and retention strategies for Aboriginal and/or Torres Strait Islander Peoples in nursing and midwifery.

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PRIORITY 2 Inform national Aboriginal and Torres Strait Islander health and education policy agendas.

PRIORITY 4 Inform best practice in culturally safe learning, workplace and health service delivery environments for Aboriginal and/or Torres Strait Islander Australians.

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PRIORITY 3 Provide a cultural hub for resilience and leadership development of our Members.

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Priority 1: Develop and support recruitment and retention strategies

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PRIORITY 1

Develop and support recruitment and retention strategies for Aboriginal and/or Torres Strait Islander Peoples in nursing and midwifery.

Objective To strengthen our effectiveness in supporting the recruitment and retention of Aboriginal and/or Torres Strait Islander Australians in nursing and midwifery.

Impact Indicator 1.1: External

stakeholders identify CATSINaM as a respected and ‘first port of call’ source of information and expertise on recruiting and retaining Aboriginal and/or Torres Strait Islander Australians in nursing and midwifery.

Impact Indicator 1.2: External stakeholders report they have acted on CATSINaM’s advice, directly used CATSINaM resources, and/or implemented the learning gained from their participation in CATSINaM initiatives on recruitment and retention.

Rationale A central reason for establishing CATSINaM was to support the recruitment and retention of Aboriginal and/or Torres Strait Islander Australians in nursing and midwifery. Based on the 2016 nursing and midwifery workforce data, Aboriginal and/or Torres Strait Islander nurses and midwives represented 1.03% of the entire Australian nursing and midwifery workforce.1

The current Australian Government benchmark is to achieve representation in the heath workforce equivalent to population parity, which is 2.8% according to the 2016 census. Aboriginal and/or Torres Strait Islander Australians experience a burden of disease 2.3 times greater than non-Indigenous Australians.2 CATSINaM has calculated that national benchmarks of 5% or greater representation in the nursing and midwifery workforce, combined with dedicated strategies, are required to adequately address this elevated burden of disease.3 Responsibility for achieving this lies with a variety of external stakeholders, including Australian and jurisdictional governments, hospital and primary health care services, and nursing and midwifery education and training institutions. It is vital that CATSINaM draws on the collective expertise of our Members to play a strong role by informing effective recruitment and retention strategies, and supporting their implementation in collaboration with external stakeholders.

1

Department of Health, National Health Workforce Data Set, Department of Health, Canberra, 2018, viewed 9 May 2018, <http://hwd.health.gov.au/datatool.html>.

2

Australian Health Ministers’ Advisory Council, Aboriginal and Torres Strait Islander Health Performance Framework 2017 Report, AHMAC, Canberra, 2017, p. 1.

3

CATSINaM, Working towards health equity: the Aboriginal and Torres Strait Islander Health Workforce, CATSINaM, Canberra, 2018.

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Strategies

1.1

Advocate for the development and implementation of a National Aboriginal and Torres Strait Islander Nursing and Midwifery Workforce Strategy.

1.2

Provide expert advice to external stakeholders on the design and implementation of strategies that are directed at or impact on the recruitment and retention of Aboriginal and/ or Torres Strait Islander nurses and midwives.

1.3

Develop, lead and promote initiatives and resources that provide guidance, support and information for external stakeholders on effective recruitment and retention strategies.

1.4

Collaborate with external stakeholders on the design and implementation of recruitment and retention strategies.

Process Indicators Process 1A

External stakeholders regularly seek or accept CATSINaM advice on recruitment and retention.

Process 1B

External stakeholders value the content and quality of CATSINaM recruitment and retention resources.

Process 1C

There is strong external stakeholder participation in CATSINaM recruitment and retention initiatives.

Process 1D

The number of external stakeholders that undertake collaborative recruitment and retention initiatives with CATSINaM expands over time.

Examples of CATSINaM Initiatives Associated with Priority 1

CLINICAL PLACEMENT SCHOLARSHIPS

GOOD CLINICAL PLACEMENTS GUIDE

CADETSHIP AND TPP PROGRAM NATIONAL RESOURCE

MENTORING PROGRAM

LEADERS IN INDIGENOUS NURSING AND MIDWIFERY EDUCATION NETWORK

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Priority 2: Inform national Aboriginal and Torres Strait Islander health and education policy

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PRIORITY 2 Inform national Aboriginal and Torres Strait Islander health and education policy agendas.

Objective To increase our influence in the development and implementation of national Aboriginal and Torres Strait Islander health and education policies.

Impact Indicator 1.1: Aboriginal

and Torres Strait Islander national health and education policies have incorporated CATSINaM’s advice and policy positions.

Impact Indicator 1.2: Nursing and

midwifery peak bodies act on CATSINaM’s advice about: • how to improve outcomes for Aboriginal and/or Torres Strait Islander Australians in health and education • how cultural safety is embedded across legislation, professional registration, educational accreditation, policy and strategy in the profession.

Rationale National Aboriginal and Torres Strait Islander health and education policy has a substantial impact on whether strategies to support the recruitment and retention of Aboriginal and/or Torres Strait Islander nurses and midwives are effective. The availability of Aboriginal and/or Torres Strait Islander health professionals is known to improve health service experiences and outcomes for Aboriginal and/ or Torres Strait Islander Peoples. Therefore, congruency between health and education policy is important.

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Education is a social determinant of health, so policies that enable greater uptake of Aboriginal and/or Torres Strait Islander Australians in education pathways to become a nurse and/or midwife will have positive effects that extend beyond the individual into people’s families and communities, as well as the health sector. The evidence-informed expert advice that CATSINaM provides on policy development and implementation reflects Aboriginal and/or Torres Strait Islander ways of knowing, being and doing.

Strategies

2.1

Provide expert advice to government and non-government external stakeholders on the design and implementation of health and education policy directed at or impacting on Aboriginal and Torres Strait Islander health and the health workforce.

2.2

Provide expert advice to nursing and midwifery peak bodies on Aboriginal and Torres Strait Islander health, the health workforce, and their role in closing the gap in health outcomes.

2.3

Provide expert advice to nursing and midwifery peak bodies on embedding cultural safety across legislation, professional registration, educational accreditation, policy and strategy in the profession.

2.4

Support and/or lead activities on how Aboriginal and Torres Strait Islander health and education inequities can be addressed in an effective and culturally safe manner.

Process Indicators Process 2A

External government and non-government stakeholders regularly seek or accept CATSINaM advice on Aboriginal and Torres Strait Islander health and the health workforce policies and strategies.

Process 2B

Nursing and midwifery peak bodies regularly seek or accept CATSINaM advice on Aboriginal and Torres Strait Islander health and the health workforce, and their role in closing the gap in health outcomes.

Process 2C

Nursing and midwifery peak bodies regularly seek or accept CATSINaM advice on embedding cultural safety across nursing and midwifery legislation, registration, accreditation, policy and strategy.

Process 2D

There is strong external stakeholder participation in CATSINaM-led or supported activities to improve health and education outcomes.

Examples of CATSINaM Initiatives Associated with Priority 2

NATIONAL HEALTH LEADERSHIP FORUM

CATSINaM POLICY POSITION STATEMENTS

JOINT NURSING AND MIDWIFERY ASSOCIATION POLICY POSITION STATEMENTS

LEADERS IN INDIGENOUS NURSING AND MIDWIFERY EDUCATION NETWORK

PROMOTE THE NATSIHP AND IMPLEMENTATION PLAN

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Priority 3: Provide a cultural hub for resilience and leadership development

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PRIORITY 3

Provide a cultural hub for resilience and leadership development.

Objective To strengthen the resilience and leadership capacity of our Members.

Impact Indicator 3.1: Members

report their involvement with CATSINaM contributes positively to their resilience and professional growth.

Impact Indicator 3.2: The number of Members who are willing and confident to undertake leadership roles at a range of levels, including representing CATSINaM, increases over time.

Examples of CATSINaM Initiatives Associated with Priority 3

ANNUAL STUDENT WORKSHOP

Rationale CATSINaMâ&#x20AC;&#x2122;s Members are experts in their respective communities and deeply grounded in Aboriginal and/or Torres Strait Islander ways of knowing, being and doing. Their work does not finish at 5pm or the end of their shift. They are economic contributors to their families and communities, teachers of health literacy in the home, role models to our young people and social entrepreneurs.

A unique and vital role for CATSINaM to play is fostering resilience and leadership development from a culturally informed position in culturally safe contexts, so our Members can meet this range of responsibilities and undertake wider national, jurisdictional and/or local leadership and representation roles. There are limited alternative options within nursing and midwifery or the wider health sector that offer such opportunities from a culturally centred position.

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ANNUAL PROFESSIONAL DEVELOPMENT CONFERENCE

INTERNATIONAL ALLIANCE OF INDIGENOUS NURSES MENTORING PROGRAM MEMBER AND STAKEHOLDER REGIONAL FORUMS CATSINAM AWARDS AND HALL OF FAME

Strategies

3.1

Develop and implement membership recruitment strategies that address representation gaps.

3.2

Provide professional development, peer support and professional networking for Members.

3.3

Support and engage Aboriginal and/or Torres Strait Islander nursing and midwifery students and new graduates.

3.4

Develop and implement initiatives that build leadership capacities and recognise the professional and community contributions of Members.

3.5

Develop and implement initiatives that foster governance opportunities within the nursing and midwifery profession.

3.6

Assist Members in accessing career opportunities, such as research scholarships and new career pathways.

3.7

Support the development and implementation of a global support structure for Indigenous nurses.

Process Indicators Process 3A

There is steady membership growth with even representation.

Process 3B

There is strong Member participation in CATSINaM professional development, peer support and professional networking events.

Process 3C

There is strong student and new graduate participation in CATSINaM peer support and networking events.

Process 3D

Members participating in leadership initiatives value their relevance and quality.

Process 3E

Members participating in governance initiatives value their relevance and quality.

Process 3F

Members receiving assistance with accessing career opportunities value CATSINaMâ&#x20AC;&#x2122;s support.

Process 3G

A global support structure for Indigenous nurses is established in which CATSINaM is actively involved.

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Priority 4: Inform best practice in culturally safe learning and service delivery environments

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PRIORITY 4 Inform best practice in culturally safe learning and service delivery environments.

Objective To increase our influence in how cultural safety is understood and addressed by external stakeholders in learning and health service delivery environments.

Impact Indicator 4.1: CATSINaM

is identified as a respected source of information and expertise on embedding cultural safety in learning, teaching and/or health service environments.

Impact Indicator 4.2: CATSINaM resources are directly used and the learning gained from participation in CATSINaM cultural safety initiatives is implemented in learning, teaching and/or health service environments.

Rationale Aboriginal and/or Torres Strait Islander health professionals bring a unique set of experiences, knowledges and skills about embedding cultural safety in education and health systems.

When health and education systems are culturally safe, better health and education experiences and outcomes are more likely.

Ultimately, this contributes to closing the many gaps in the social determinants of health that currently exist between Aboriginal and/or Torres Strait Islander and non-Indigenous Australians.

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Department of Health, National Aboriginal and Torres Strait Islander health plan 2013-2023, Commonwealth of Australia, Canberra, 2013

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CATSINaM STRATEGIC PLAN 2018 - 2023

Strategies

4.1 Develop, lead and promote initiatives and resources that provide guidance, support

and information for external stakeholders on embedding cultural safety in learning and education environments.

4.2

Develop, lead and promote initiatives and resources that provide guidance, support and information for external stakeholders on embedding cultural safety in health service environments.

4.3 Develop, lead and promote initiatives and resources that support the 2013-2023

National Aboriginal and Torres Strait Islander Health Plan⁴ vision to have a health system that is free of racism.

4.4 Provide and/or promote cultural safety professional development opportunities and advice for external stakeholders.

Process Indicators Process 4A

External stakeholders value the content and quality of CATSINaM resources on: • embedding cultural safety in learning and education environments • embedding cultural safety in health service environments • addressing racism

Process 4B

There is strong external stakeholder participation in CATSINaM cultural safety professional development activities.

Examples of CATSINaM Initiatives Associated with Priority 4

CULTURAL SAFETY FRAMEWORK FOR THE NATIONAL SAFETY AND QUALITY HEALTH SERVICE STANDARDS

GOOD CLINICAL PLACEMENTS GUIDE

CULTURAL SAFETY TRAINING CADETSHIP AND GRADUATE PROGRAM NATIONAL RESOURCE

CATSINAM MATERIALS FOR THE VET CHCDIV002 UNIT: ‘PROMOTE CULTURAL SAFETY’

NURSING AND MIDWIFERY ABORIGINAL AND TORRES STRAIT ISLANDER HEALTH CURRICULUM FRAMEWORK

NURSING AND MIDWIFERY CODES OF CONDUCT

LEADERS IN INDIGENOUS NURSING AND MIDWIFERY EDUCATION NETWORK

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Our Language Term

Meaning

Aboriginal and/or Torres Strait Islander

This is CATSINaM’s preferred term to be inclusive when referring to individual people or groups of people. A person may identify as Aboriginal only, Torres Strait Islander only, or both Aboriginal and Torres Strait Islander. CATSINaM also acknowledges the diversity of the many nations of Aboriginal Peoples and Torres Strait Islander Peoples.

It is only used as an adjective rather than as a noun, to describe people, Australians, health professionals, or nurses and midwives.

Aboriginal and Torres Strait Islander

This term is commonly used in national health, education, and nursing and midwifery documents, so will be used when referring to these documents.

Cadetship program

A Cadetship Program is for people who have enrolled in and are studying nursing and/or midwifery at university or an RTO. Cadets are employed by a health service, released to meet study commitments and apply their learning directly to the workplace within a limited scope of practice as non-registered health staff. Cadets can usually remain in the program for the duration of their course.

CATSINaM

Congress of Aboriginal and Torres Strait Islander Nurses and Midwives

Cultural safety

CATSINaM defines cultural safety in this way: “Cultural safety has its roots in nursing education and health care in Aotearoa based on the work of Ramsden (2002) and others, but has since become more broadly theorised and accepted in Australia as a means to work towards social justice and better health outcomes for those experiencing health inequity.

Cultural safety is a philosophy of practice that is about how a health professional does something, not what they do, in order to not engage in unsafe cultural practice that ‘… diminishes, demeans or disempowers the cultural identity and wellbeing of an individual’ (Nursing Council of New Zealand 2011, p 7). It is about how people are treated in society, not about their diversity as such, so its focus is on systemic and structural issues and on the social determinants of health.

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Term

Meaning

Cultural safety cont.

Cultural safety represents a key philosophical shift from providing care regardless of difference to care that takes account of peoples’ unique needs. It requires nurses and midwives to undertake an ongoing process of self-reflection and cultural self-awareness, and an acknowledgement of how a nurse’s/midwife’s personal culture impacts on care.

Cultural safety uses a broad definition of culture that does not reduce it to ethnicity, but includes age/generation, sexual orientation, socio-economic status, religious or spiritual belief, ethnic origin, gender and ability.

It also recognises that professions and work places have cultures, and cultural safety is as applicable to working with colleagues in providing health care as it is to working with health service users.”⁵ (p. 11)

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LINMEN

Leaders in Indigenous Nursing and Midwifery Education Network.

See www.linmen.org.au

National Health Leadership Forum or NHLF

This national forum brings together the main national Aboriginal and/ or Torres Strait Islander health organisations to provide expert advice to the Australian Government on national Aboriginal and/or Torres Strait Islander health policy and strategy. CATSINaM is a member of the NHLF.

Population parity

This means having the same proportion of Aboriginal and/or Torres Strait Islander nurses and midwives in the profession as there are Aboriginal and/or Torres Strait Islander Peoples in the Australian population.

Transition to Professional Practice or TPP

A Transition to Professional Practice (TPP) Program is for people who have completed their nursing and/or midwifery course and are eligible for registration as a fully qualified health professional.

Graduates need to have gained their registration as they commence a TPP Program. It is usually a structured one-year program supporting graduate nurses and midwives in their first year of registered practice.

VET

Vocational Education and Training

CATSINaM, The Nursing and Midwifery Aboriginal and Torres Strait Islander Health Curriculum Framework (Version 1.0), Congress of Aboriginal and Torres Strait Islander Nurses and Midwives, Canberra, 2017, p.11.

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