Amplify! is the essential early and middle childhood education and care story.

What is cultural safety?

Cultural safety is about feeling safe to be myself and remaining true to both me and my mob. It ensures I remain strong in my identity and who I am. It’s where I see, hear and feel that myself, my culture and my voice is seen, heard and valued.

How you can demonstrate explicit cultural safety

Explicit cultural safety is all about being deliberate, conscious and open in your actions. It’s not something that happens by accident; it’s something you choose to embed in everything you do.

You can see it in the little things that add up to a bigger message. When I walk into a space and see the Aboriginal flag flying, locally created artwork on the walls, or hear First Nations music playing, I know my culture is not just being acknowledged, it’s being valued. The presence of First Nations uniforms, Yarning Circles, or bush tucker gardens shows that the environment has been shaped with intention and respect.

It’s also about the choices you make in your day-to-day practice. Using First Nations resources with children, creating learning displays that reflect our culture, and designing spaces with our input all contribute to a setting that feels culturally safe and welcoming.

Mural by Gamilaroi Ularoi woman Lakkari Pitt @lakkariart on the walls of CELA member Forbes Preschool

And then there’s the bigger picture, like having a Reconciliation Action Plan that isn’t just a document on a shelf but something you live and breathe. When it’s linked to your philosophy, your QIP, and the EYLF, and when our community is genuinely invited to be part of your learning journey, and paid for their time, that’s when we know you’re serious.

Other ways to demonstrate explicit cultural safety include:

Understanding the difference between an Acknowledgement of Country and a Welcome to Country.
Connecting with local mob to learn about them and their Country you are living and teaching on.
Including a cultural agenda item at staff meetings that encourages yarning, reflection and feedback on what’s working and what’s not.

You also provide the time, resources and budget for your team to immerse themselves in cultural learnings - locally on Country with Elders and/or Knowledge Holders, through authentic online PD, or at state and national events. You attend our events too, sharing your journey and building trust through consistent, respectful engagement. Over time, you become known as a team that is culturally responsive and safe.

Event flyer for January 26th commemmoration event jointly run by Bribie Island Aboriginal organisations and Bribie Island Kindergarten (find out more)

Culturally responsive employment practices

Your employment strategy should show that you’re genuinely committed to attracting, supporting and keeping our people. It starts with the way you put your job adverts together. They should clearly state the Country you’re on, include relevant artwork, and encourage us to apply. You don’t just advertise in the usual places either—you share the roles through community networks, First Nations media and recruitment agencies, making sure the message reaches us where we are.

You offer:

cultural leave for events and obligations like Sorry Business, NAIDOC Day, Ceremonial leave
flexible work arrangements that support community responsibilities
the option to bring a support person to meetings if needed

You connect with us in a meaningful way and are willing to train us even if we don’t hold western qualifications, because you know we are passionate and have been guiding our jarjums with their learning successfully within our own community. You offer us meaningful roles with leadership pathways to ensure growth and purposeful change.

Support should extend beyond hiring. It's important that we can access EAPs (Employee Assistance Programs) through a First Nations professional, speak to a First Nations or Ally mentor, and join regular mob Yarning Circles for connection and support.

Mural by Gamilaroi Ularoi woman Lakkari Pitt @lakkariart on the walls of CELA member Forbes Preschool

How you can implement implicit cultural safety

Implicit cultural safety is about the deeper, unspoken ways that help us feel we truly belong. It starts with how you think, how you see us, and the mindset you bring into the space.

You’re committed to a genuine, ongoing cultural learning journey that involves self-reflection, acknowledging bias, unlearning, relearning and sitting with the discomfort of truth telling. You keep an open mind, because you want to do better, and that shows in your everyday practice.

Our jarjums are keen to come to your learning space - not because they have to, but because they feel safe and accepted just as they are. Their learning styles are seen, understood and supported in ways that are culturally responsive. You encourage them to engage, to thrive, and to feel proud of who they are. They know they belong, and that sense of belonging grows from your open-minded, holistic approach and your continued efforts to understand them, their people and their culture.

Our families feel the difference too. They know their role as their jarjums’ first teachers is respected, and they feel safe leaving their children with you. That trust comes from the way you take time to connect, to truly understand, and to deeply listen without judgement.

It also comes from how you communicate. You engage with warmth and openness, using body language that’s welcoming, respectful eye contact, friendly facial expressions, and you yarn with us—not at us. You meet us on the same level, give us the time we need to process, and speak in a way that is clear and respectful.

Our team members feel that safety as well. They should know they can identify as First Nations, share insights, and even lead cultural learnings when it feels right. They’re given the time and support they need to engage meaningfully and bring their community connections into the space. They feel like they belong, like they’re valued, and like they’re truly part of the team, with fair access to opportunities and a genuine sense of being respected.

If all this is done, the word will spread. Through our Goori Grapevine (our community networks), our community hears the positive stories about who you are, how you work with our jarjums and our families, and what you’re doing to create purposeful change for future generations. When we hear that, we’re more likely to connect, to walk alongside you, and to share our knowledge.

Challenges and solutions

Across our sector, safety and supervision are paramount and cultural safety is part of this. Move forward knowing this, and think outside the box so you don’t come across as tokenistic or ignorant to the fact that white Australia does, in fact, have a black history. We must engage in truth telling to learn and move forward toward purposeful change—for a more equitable and inclusive Australia for us all.