Abstract
This paper draws on qualitative interviews with migrant Indo-Asian and African personal care workers and registered and enrolled nurses employed by two not-for-profit residential aged care organisations in Australia: AnglicareSA and Resthaven Inc. The paper examines the way these culturally and linguistically diverse staff talk about the safe organisational environment provided by their employers, while in the wider Australian environment, low levels of hostility towards migrants and refugees are a constant cultural force. We demonstrate the impact of these organisations’ foundational ethics and values that influence how human resource diversity management strategies impact on the quality care provided to residents. We argue that this ethic and these human resource strategies act as conduits for culturally and linguistically diverse (CALD) staff to integrate into the workforce and as a mechanism in assisting new migrants to transition into the wider Australian society, while at the same time enriching the care of the older persons.
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Acknowledgements
The researchers would like to acknowledge their appreciation to the participants of this study.
Funding Statement
This manuscript reports part of a large-scale national study entitled ‘Developing the multicultural workforce to improve the quality of care for residents’. This research received Funding from the Australian Government Department of Social Services under the ‘Service Improvement and Healthy Ageing Grants’ (Project No. 4-Z312J0).
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Ethics approval for this project was gained from the Social & Behavioral Research Ethics Committee of Flinders [University (Project number 6841).
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The authors declare that they have no conflict of interest.
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Willis, E., Xiao, L.D., Morey, W. et al. New Migrants in Residential Aged Care: Managing Diversity in Not-for-Profit Organisations. Int. Migration & Integration 19, 683–700 (2018). https://doi.org/10.1007/s12134-018-0564-2
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DOI: https://doi.org/10.1007/s12134-018-0564-2