Table 2 Summary table of staff retention strategies identified at Waminda
Theme | Identified staff retention strategies/actions/activities at Waminda |
|---|---|
Social Accountability | Ensuring the work is guided by community needs |
Bi-directional, open communication between decision makers, staff and community members | |
Teamwork and collaboration | Cross training; having staff work in different roles and programs |
Encouraging collaboration with external services | |
Cultural safety | Embedding Aboriginal cultural ways of doing |
Support staff as both a staff member and community member | |
Guidance from Cultural mentors, Elders and Cultural Committee | |
Leave for cultural events or in-house celebrations | |
Safe environment to identify and practice culture | |
Supervision | Managers/supervisors regularly following up on individual staff wellbeing |
Regular formal operational supervision | |
Regular clinical supervision | |
Strong leadership and support from the CEO | |
Professional advancement | Regular opportunities to study or attend workshops and conferences |
Ability to study during work hours | |
Recognition of Aboriginal cultural knowledge | |
Succession planning for Aboriginal staff | |
Recognition | Encouraging staff and providing access to programs within the organisation |
Providing team bonding and self-care activities for all staff | |
Retaining the dignity, trust and respect of staff who lost jobs due to funding cuts; offering staff their positions back when funding returned |