Capacity and Sector Development

What is the current profile of the Aboriginal and Torres Strait Islander AOD workforce?

The Aboriginal and Torres Strait Islander alcohol and other drug (AOD) workforce comprises workers who respond to AOD issues and provide services to Aboriginal and Torres Strait Islander people and communities in Australia. This includes, but is not limited to, Aboriginal and Torres Strait Islander health workers, mental health workers, and liaison officers, as well as Aboriginal and Torres Strait Islander doctors, nurses, drug and alcohol clinicians, social workers, community health workers, and mobile patrol staff [34733].

In Australia, the designated role of Aboriginal AOD Worker usually refers to individuals of Aboriginal or Torres Strait Islander identity who work in the AOD field in various roles with an emphasis on improving quality and accessibility of care [23662].

In a 2020 national survey of the alcohol and other  drug workforce, 6% of respondents identified as Aboriginal and/or Torres Strait Islander[40939].

What are the issues and challenges facing the Aboriginal and Torres Strait Islander AOD workforce?

A broad range of issues can impact on the wellbeing of Aboriginal and Torres Strait Islander and non-Indigenous AOD workers. These include high levels of stress due to stigmatisation, complex client presentations, difficult working conditions and limited training and support [34733][45293] . These issues are likely to be exacerbated for Indigenous workers as they attempt to support community and family members dealing with profound and complex AOD problems.

Aboriginal and Torres Strait Islander AOD workers find aspects of their jobs extremely rewarding including helping their community members, enhancing community services and improving Aboriginal and Torres Strait Islanders’ health outcomes and life expectancies. Nevertheless, against a background of disadvantage and complex AOD use,  Aboriginal and Torres Strait Islander AOD Workers face unique stressors including:

• heavy work demands and a lack of clearly defined roles and boundaries reflecting high community need and a shortfall of Aboriginal and Torres Strait Islander AOD Workers
• dual forms of stigmatisation stemming from attitudes to AOD work and racism
• difficulties translating mainstream work practices to meet the specific needs of Aboriginal and Torres Strait Islander clients
• challenges of isolation when working in remote areas
• dealing with clients with complex comorbidities and health and social issues
• lack of cultural understanding and support from non-Indigenous collegaues  [23662].

These challenges mean that Aboriginal and Torres Strait Islander AOD Workers have distinct workforce development needs, and workforce development strategies need to be implemented in a culturally safe manner. This includes measures such as:

• recognising and responding to the importance of gender balance among Aboriginal and Torres Strait Islander AOD Workers
• ensuring that new Aboriginal and Torres Strait Islander AOD Workers participate in culturally appropriate orientation and induction programs
• ensuring access to culturally secure AOD training and working environments which recognise the importance of Aboriginal and Torres Strait Islander ways of working 1
• enhancing access to Aboriginal and Torres Strait Islander mentors and clinical supervisors.

Endnote

1. Aboriginal and Torres Strait Islander ways of working refers to recognising the importance of, and impact on, Aboriginal and Torres Strait Islander peoples of issues such as: Australia’s post-colonial Indigenous history; kinship; commitment to community; grief, loss and sorry business; holistic approaches to health; women’s and men’s business; Aboriginal and Torres Strait Islander concepts of time; respect for Elders; and connection to Country and health [27674].