Making Change Culturally Safe
READ TIME - 5 MINUTES
"Do you think this will land well with everyone?" asked Mia, glancing at the draft communication plan.
Her colleague Jamal paused. "It’s a start, but have we thought about how this change impacts our Aboriginal and Torres Strait Islander stakeholders? Or whether it reflects their experiences?"
Mia frowned. "Good point. We’ve consulted the leadership team, but… not those communities."
Jamal nodded. "If we want this change to work for everyone, we need to make sure it’s culturally safe. Otherwise, we risk causing harm - and excluding the very people we should be centring."
Mia grabbed her notebook. "Yeah, you're right! Ok, let’s rethink this approach..."
Hang on, what does it even mean to make change culturally safe?
Cultural safety goes far beyond avoiding harm.
It means creating environments where Aboriginal and Torres Strait Islander people feel genuinely respected, valued, and included - not just consulted, but heard and empowered.
An important question we've been asking ourselves recently is: Are our change efforts reinforcing old systems?
Or are they actively shifting power, making space, and building trust?
Inspired by the work of proud Barkindji woman and Reconciliation Action Plan consultant, Dixie Crawford, we’ve been reflecting on what it takes to lead change that’s not just inclusive, but First Nations-informed and led.
🎧 You can hear our founder Kate’s conversation with Dixie in this podcast interview.
Why it matters
When change isn’t culturally safe, it can cause real harm.
It can perpetuate exclusion, retraumatise Aboriginal and Torres Strait Islander colleagues, and reinforce systems that weren’t built with them in mind in the first place.
We're learning that culturally safe change begins with truth-telling and is built through relationships, not checklists.
The “Listen and Learn” approach
The first step? Listen deeply and with humility.
This isn’t about ticking boxes. It’s about slowing down, making space, and understanding how change might impact people with lived experience of systemic harm.
Some useful ideas:
Engage early and often: Don’t wait for feedback at the end. Involve Aboriginal and Torres Strait Islander people from the very beginning.
Create culturally safe spaces for input: Don’t expect people to speak up in the same forums as everyone else. Create intentional, respectful spaces to share.
Do your own work: Learn about cultural protocols, local histories, and systemic dynamics before asking others to educate you.
Pro tip: Don’t assume you know what’s best. Ask. Listen. Be willing to be uncomfortable - and change direction.
Extra pro tip: Partner with your Indigenous Employee Network or RAP Working Group, and ensure your efforts align with broader cultural commitments.
The “Co-design for Inclusion” strategy
Making change culturally safe isn’t just about consultation - it’s about co-designing with, not for.
Some more useful ideas:
Shift the power: Invite Aboriginal and Torres Strait Islander stakeholders to shape, not just respond to, your change approach.
Adapt your approach: Adjust timelines, processes, or language where needed to ensure cultural safety.
Embed cultural elements meaningfully: This could include Acknowledging Country at meetings, events and key milestones, integrating First Nations worldviews, and/or honouring moments of cultural significance.
Pro tip: Co-design is not about permission - it’s about partnership and empowerment.
A handy reflection prompt: Use plain, accessible language. Avoid jargon that might exclude or confuse. How can you make sure everyone understands and feels seen?
“Reconciliation is a relationship that you choose to enter into with First Nations people. And like any relationship, it takes time, commitment, and consistency.”
– Dixie Crawford
This Reconciliation Week, let’s explore ways we can help the change initiatives we're each supporting to move beyond symbolic gestures and focus on real action - led by First Nations voices, grounded in truth, and built for equity.
Want to dig deeper? Check out the resources over on Reconciliation Australia and Nganya.
That’s it for this week.
Next Tuesday, we’re tackling how to manage scope creep in your change project. It’s a goodie!
See you then,
Team EVER
PS: Someone pass this on to you?
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