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The future of nursing and midwifery – Where are we heading? Leadership and Issues in the Workforce for Aboriginal and Torres Strait Islander Nurses in.

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Presentation on theme: "The future of nursing and midwifery – Where are we heading? Leadership and Issues in the Workforce for Aboriginal and Torres Strait Islander Nurses in."— Presentation transcript:

1 The future of nursing and midwifery – Where are we heading? Leadership and Issues in the Workforce for Aboriginal and Torres Strait Islander Nurses in Australia Faye Clarke Congress of Aboriginal and Torres Strait Islander Nurses

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3 My qualifications Gunditjmara, Wotjobaluk, Ngarrundjeri Victorian Director for CATSIN Community Health Nurse, Baarlinjan Medical Clinic GCTE 2007 GCDE 2011

4 Congress of Aboriginal and Torres Strait Islander Nurses

5 Baarlinjan Medical Clinic

6 Aims To define Australia’s Indigenous people To describe the role of CATSIN in Australian health care system To demonstrate the need to increase the recruitment and retention of Aboriginal nurses and leaders Barriers to developing leaders in nursing in the workforce and in the education setting Programs designed to assist in Australia Where are we heading?

7 Aboriginal and Torres Strait Islander people

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10 Indigenous Population By State

11 Life Expectancy 2009 ABS estimates of life expectancy for children born during ABS IndigenousNon-Indigenous Women Men

12 Mortality causes :

13 CONGRESS OF ABORIGINAL AND TORRES STRAIT ISLANDER NURSES OUR FORWARD DREAMING The numbers of Aboriginal and Torres Strait Islander peoples in nursing and midwifery reflects the National Aboriginal and Torres Strait Islander population. OUR REASON FOR BEING To increase the recruitment and retention of Aboriginal and Torres Strait Islander peoples in nursing and midwifery.

14 CATSIN’S Major Focus Areas To develop strategies aimed at increasing the numbers of Aboriginal and Torres Strait Islander peoples into nursing and midwifery, and to retain them in the profession To ensure non-Indigenous nurses and midwives have education and training in our history, health and culture

15 Number of Aboriginal and Torres Strait Islander Nurses (Registered and Enrolled)

16 What is leadership? Cultural safety Understanding Commitment and passion Persistence Respect

17 How are leaders made? Emerging Nurse Leaders Motivating Factors Role modelling A cause A desire for a better future

18 Indigenous leaders Education and research Support from regulatory authorities Recognising the voice of community Many nations Aboriginal activism is good practice Learning from elders

19 Barriers in the education sector Successfully completing university Risks to success Issues and difficulties Tackling the barriers: Tjirtamai

20 Barriers in the workforce setting Identification Cultural safety Stresses associated with nursing as a profession Costs of further education Horizontal hostility Workload in Aboriginal health setting Limited number of Aboriginal nurses creates pressure Training opportunities Over-commitment

21 Working collaboratively Create a critical mass Join forces with other Indigenous organisations in health Work with our non-Indigenous colleagues Improve training opportunities and career paths Mentoring Be creative and always inspire

22 Conclusion Australia’s diverse Indigenous population includes Aboriginal and Torres Strait Islander people CATSIN’s aim is to increase numbers of Indigenous nurses and midwives Indigenous people face many barriers in the education setting Indigenous nurses and midwives also face barriers in the work place that can impact on their development as leaders Leadership programs are essential to develop our future workforce

23 CATSIN representatives at NZ SPNF

24 References Aboriginal Australia Map, 2009, Australian Nursing Federation, 2012, Ensuring Quality Australian Indigenous Health Infonet, (2012) Summary of Australian Indigenous health; 9/11/12 Australian Institute of Health and Welfare (2009) ‘Numbers of Indigenous GP’s, registered nurses and health students all rising’, Australian Institute of Health and Welfare Nursing and midwifery workforce National health workforce series no. 2. Cat. no. HWL 48. Canberra: AIHW. Duffield, et al, 2007, Staff satisfaction and retention, and the role of the Nursing Unit Manager, Collegian, Journal of the Royal College or Nursing Australia, 16;1; Health Workforce Australia, 2012, Health Workforce Insights, Issue 5, Hill, J, Six pak productions, Multicultural entertainment, The Courier-Mail, fn6ck51p http://www.couriermail.com.au/ipad/performers-mark-coming-of-the-light/story- fn6ck51p Torres Strait Island map, 2012, West, R, 2010, ‘Tjirtamai - ‘To Care for’: A nursing education model designed to increase the number of Aboriginal nurses in a rural and remote Queensland community’ Contemporary Nurse: a Journal for the Australian Nursing Profession, 37: 1, West, R, 2010, ‘Increased numbers of Australian Indigenous nurses would make a significant contribution to ‘closing the gap’ in Indigenous health: What is getting in the way?’ Contemporary Nurse: a Journal for the Australian Nursing Profession, 37; 1, pp Usher, K. (2010) ‘Indigenous higher degree research students making a difference to the Indigenous health agenda’, Contemporary Nurse: a Journal for the Australian nursing profession, Dec. IT Support: Alana Ryan


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