Safe Exit

There are many aspects of culture that are important to think about when responding to economic harm.

All of the below points are important to consider when developing organisational policies and procedures, and the provision of staff support and information.

Working with Different Cultures

Working with Different Cultures

There are many aspects of culture that are important to think about when responding to economic harm.

All of the below points are important to consider when developing organisational policies and procedures, and the provision of staff support and information.

Language

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For some employees, English may not be their first language. They may have a minimal understanding and struggle to read, write or speak English. It is important to advise your employees of their rights and employment law in New Zealand. This could include employment entitlements, confidentiality, Family Violence Act or even their basic human rights - particularly if they are here on a work visa.

Money

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In some cultures and families, money is managed, shared and used differently. When talking with the person experiencing economic harm, be open to hearing what is important for them in their culture, what their concerns are about getting help, and work with them to develop a plan of support. To help your employee work through cultural differences, it may be useful to encourage your employee to get help from an organisation that has understanding of their particular culture.

Home

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Homes may also look different - having more than one family or extended family living together could mean that money is viewed differently. For some people personal income may be seen as family income, making financial issues more complex and entangled. Some traditions and family beliefs can also impose financial expectations and control on an individual who may be unaware they could be experiencing economic harm, and be to fearful to discuss their situation, or ask for help.
 

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