What an odd experience!  I found myself looking over my own shoulder, not quite sure  how to react.  My ego was of course immediately affronted.   What do you mean you don’t think I can manage my own finances?  Who gives you the right to decide that? And, how do you decide that?  The fact is, I am quite proud of the way I manage my finances,  and do not care for anyone else to interfere with that.  But then of course, I am receiving a payment from the Government, so is it their right to decide what I do with it?  Or, is it my right to receive that payment because in this country we have committed to a decent income for all and value the work that parents do in looking after their children?

There is one more thing – I am white, middle class and educated.  I am not used to being told what to do and I do not like it.  It just so happens that my family and I have recently relocated to a remote Indigenous community and consequently are living in an area where income management is compulsory.  So, if my Indigenous neighbours must be income managed then why shouldn’t I?

Shopping for basics....

In 2007 income management, amongst other measures, was introduced as part of the Federal Government’s Northern Territory Emergency Response (NTER or more commonly known as the Intervention), targeting all Commonwealth i

ncome recipients in 73 Northern Territory Indigenous communities, quarantining half of their payments, specifying what the money was not to be used for and where it could be spent.

The purpose?  Supposedly to help families better manage their money and look after their children.  The inherent assumption? That Indigenous income recipients can not manage money or their families. How insulting, paternalistic, racist – and just annoying.

The outcome?  Official studies show no clear evidence of the program’s benefits outweighing the possible harm.  For example, the Menzies Health Research Unit’s thorough statistical study of purchases pre and post the introduction of Income management in a group of stores showed no statistical evidence of better purchasing patterns after implementation.  Apart from making people’s finances significantly more complicated, the primary outcome I can see has been to make people feel less empowered and less in control of their lives – something that can only have negative consequences.  I do not see any evidence that it has influenced people’s spending habits, just as it has not affected mine.  People know what they need and want to buy and so they continue to do so, navigating the system accordingly eg using the 50% of funds that is income managed to buy their food and pay bills, and if they chose to do so, spending the rest on those things they aren’t allowed to buy through income management – cigarettes, gambling, sharing directly with family, etc.  It is in effect taking away responsibility from people in making choices about what they do with their income and how they manage their responsibilities. Surely this only increases dependency on welfare systems?

I am also aware that the sharing of the Basics cards, (an EFTPOS type card only accepted in income management approved stores,) is very common and therefore does not prevent the “humbugging” – a term I had never heard used so commonly before moving here, used to refer to the ongoing requests for money from relatives and friends – that the Government seems to think such a problem.  People live in extended family groups here and they share their resources.  Forcing people to have an extra account with an extra card does not change this.

For myself, my options were to accept income management and apply for a Basics card, which is accepted at all services and shops in this community (the options being so limited anyway), or not accept the payment and try to live off a reduced income whilst we raise our children.

Last week, however, I discovered that it is possible to apply for an exemption from income management. All I had to do was participate in a phone interview consisting of questions such as : “Do I have problems with people asking me for money all the time?” “Do I pay my bills on time?” “Do I save money and put aside money for big bills?” “Do I have a mortgage?” “Do I have any debts or have I had to apply for any urgent payments or loans from Centrelink?”  All of these I answered verbally with no further evidence required to verify my answers.  The only documentation I had to provide was a medical certificate of attendance for my son, presumably to show that I take him to the doctor and he is not neglected (if he was of school age I would have needed to provide a record of attendance). What a humiliating process for anyone to have to go through.

I am now exempt from income management for 12 months and must then reapply. I have since learnt, however, that only approximately 10% of people who apply for exemption are granted it, highlighting my awareness that it was the colour of my skin and upbringing in the dominant culture that made it so easy for me, further confirmed by the embarrassment conveyed by Centrelink staff who I dealt with at the awkwardness of the situation.  Moreover, there is a bribe of a $250 bonus every six months to encourage people to stay on income management voluntarily, which I was offered and refused.

In 2010, under pressure from UN criticisms of the Government’s suspension of the Racial Discrimination Act that had allowed it to apply income management to Indigenous people alone, the Government amended the policy and extended it to most income recipients in the Northern Territory on a non-racial basis. Since then, despite the scant evidence of positive outcomes, little official support and various formal inquiry and submission processes, (e.g. The Senate Community Affairs Committee Inquiry for which more than 80 submissions were received – almost all opposed to the extensions of forms of coercive income management,) the Government has chosen to further extend the program to what it defines as “appropriate target areas” with higher than average numbers of Commonwealth income recipients.  New legislation passed in June 2010 was supported by both the Government and the Opposition and only opposed by the Greens.

Consequently, the Government now has the power to apply income management anywhere in Australia and from 2012 it will be applied in five new areas in NSW, Queensland, Victoria and South Australia at a cost of $4000 per recipient per year in staff and administration (based on costs in the N.T.).

In her article on income management for Arena Magazine, Eva Cox writes:

“The use of initiatives like the Howard government’s Intervention to maintain policies that are discriminatory against minority groups and racist in origin, is seriously problematic.  What is interesting is that few in the progressive community are looking at these areas of social policy and considering what needs to be done to move back to a human rights and equity model.”

Why is that? Is it because it doesn’t affect us?  I admit that it has been very uncomfortable for me to recognise my own increased interest and indignation at the policy since its imposition on myself.  Or, is it our lack of knowledge and understanding that causes us not to act?

I think there is also a general sense that we, in the dominant culture, do not really know what is going on in Indigenous communities, which is understandable as most of the information we receive is filtered through Government channels and the media, leaving us uncertain as to how to respond.  We are told that child, domestic and drug abuse in Indigenous communities is rife, that communities are falling apart, that something must be done! For sure, there is gross inequality and disempowerment in Indigenous communities but one thing I can tell you, continuing to further disempower people is never the answer.

As dominant culture Australians we must not continue to support policies and programs that continue to disempower Indigenous communities, however well intentioned they may be.  We need to ask ourselves – are Indigenous people gaining control over their lives through this? Are they being empowered? Or does the power remain with those in the dominant culture?

Reference:

Income Management – Eva Cox Arena Magazine, 08 2011-09 2011 No 113 pg. 38-39

Jessie Pangas joined the AHED team in Galiwin’ku in July 2011.

Culture shock is a very real psychological phenomenon that people experience when they enter a culture they are unfamiliar with for a significant amount of time. In a new culture, or  in a space where an unfamiliar culture controls the social environment, there is a lot that  we will not understand, we will not naturally know how we should act, we encounter awkward situations and experience a loss of control over our own circumstance. Our mind and body copes well with these stresses for a time, but after an extended period of dealing with a different language, manners, lifestyle and expectations, these stresses accumulate and the mental and emotional cultural machinery eventually packs it in and goes through an adjustment phase.   This adjustment is experienced as CS and often resembles an emotional break down, but with some rather unique characteristics.  Most Dominant culture people, Indigneous or Non-Indigenous, who come into an Aboriginal or Torres Strait Islander community for more than a few weeks are likely to encounter Culture Shock (CS) and need to understand it to overcome its effects.

What Causes Culture Shock.

The process of adjusting to a new cultural environment often begins with a ‘honey moon’ phase (often about 3 months), where everything new can seem exciting, and differences in culture are a source of fascination and interest. But in this  time we are actually dealing with high levels of physiological stress.  We are coping with a lack of control, because we are not sure what will happen next, and we are forced to maintain constant conscious effort in most social interactions.  Our attempts to understand what is going on and to respond appropriately can be overstimulating and exhausting. Thus the mind and body is on sustained high alert as we try to fit in and find our way through new environments, new experiences and strange social responses.  CS occurs because of the cumulative effect of  this sustained high alert and the many stressful event that we encounter along the way.

Our mind and body can only cope with these strange stressors for a time.  The onset of CS can vary enormously (anything from a few weeks to 6 months), mainly depending on the degree of immersion in the community and new culture. My wife had a stint in South Africa many years ago where she was living with families in a poor rural township. She had been given little preparation, had little support, and experienced severe cultural shock within 2 weeks (the tipping point being when she asked if she could go to the toilet and was handed a bucket) . In my own experience of full immersion, living with a Yolŋu family (who always spoke in the local Indigneous language, as I was suppose to be learning), I experienced severe CS from the 4th week.  In our most recent experience together, moving to an Aboriginal Community permanently, we started in our own house and already had significant cultural experience and language skills.   Having this space that we controlled culturally and lots of preparation meant that we did not experience CS until after 4 months.

The Symptoms of Culture Shock

I can only describe CS as a feeling of deep sadness, lethargy and sometimes hopelessness. It is very much like depression, quashing any desire for positive action and engagement with the community.  It is characterised by a powerful desire to give up and leave the community.  So strong is this desire that some people literally up and leave. The feeling is understandable because the body and mind wants desperately to escape the foreign cultural space.  But this should be an indicator to us to recognise that our feelings are the symptoms of CS and this will help us to work through the emotions we will be feeling.  As well as the strong desire to leave, there are several other characteristics (from my experience) that will help you recognise culture shock:

• No real reasons for underlying sadness.  While there may be many things that you could be sad about on reflection you might find that these things are not what is underlying your feelings.  The sadness may seem to come from nowhere, even though it may have initially started because of a stressful event.
• An increase tendency to think badly of the local people/culture, and blame the local people/culture for problems you encounter (even though this might be out of character for you).
• An aversion to social interaction, particularly with those of the foriegn culture.
• The sense of stress and depression improves in a familar cultural space.

You should also be aware and prepared for these possible symptons of culture shock:

• The  desire to leave and give up can be overwhelming, and in some  may even encourage suicidal thoughts and feelings.
• A strong desire to indulge, which can encourage very unhealthly behaviour.
• The tendency to be short tempered and feel tired.
• Unreasonably strong feelings of anger, sadness, depression and hopelessness may arise in response to the smallest and silliest of things.

The symptoms of CS only last for about 2 -3 weeks at a time. They may reappear several times at different intervals over your first year in the new culture.

How to manage its effects

To manage culture shock we need to be on the look out for the symptoms I have mentioned.  When you begin to feel such things you should stop and consciously recognise “I am probably experiencing Culture Shock.” Once you have identified CS take the following steps

1. Recognise that what you are experiencing will pass.  You can leave if you still wish in a few weeks when you are feeling less emotional.
2. Take time out, your body is telling you it needs an escape, so take some space where ever you can get it and rest.  I feel that employers should recognise the need for short stress leave at these times.  However, taking short respite outside the community at this time may not be benificial as you may find the symptons reoccur very soon after your return.
3. Indulge a little in harmless familar cultural activities and if you can spend a little time with people of your home culture. This will give you some relief and remind you that you are still sane.  Find little things like music, some food items or some movies that connect you to your first culture.  This is an opportunity for your cultural machinery to relax in an environment it knows.
4. Get plenty of sleep and try to maintain healthy behaviours such as exercise.
5. Remember you don’t have to do anything you don’t want to, you have chosen to be where you are.
6. Between breaks,  push your self just a little to get back out in the unfamiliar. Don’t go more that a couple of days without engaging in the local culture a little… you might visit some locals, go to a cultural event, just go for a walk in the community.  Increase the difficulty of these activities as you start to feel better.  The better you balance taking a break and engaging with the new culture the more complete your recovery will be.

Remember CS symptoms may reoccur over the beginning months or year of your stay, so don’t be disillusioned if the feelings come back from time to time.  Remember each time you experience CS this is your body acclimatising to the new culture and with each adjustment you will be more comfortable and effective working with the local Indigenous people.

If you are aware and prepared for Culture Shock when moving to an Aboriginal or Torres Strait Islander community, this will help you to survive the difficult adjustment period, where many personnel lose their way. Be kind to yourself- experiencing CS is not a sign that you are not suited to cross-cultural work, nor that you disrespect the other culture or don’t care for the people. It is just a normal part of the process that needs to be worked through, in order to be able to truly engage with the other culture. This experience can also be enriching, as it shows us what cultural beings we are, and opens our eyes to many of the complexities of cross cultural interactions.

The stand backish approach I have just described is a very safe way to engage in a new culture such as when one starts working with Aboriginal people. But the real trick is to balance this learning and understanding of culture in your head, with a different kind of understanding. We could call it learning, by experience, but it is not the experience I want to emphasise. It is letting go of our fear to let our real person inside come out. A genuine expression is much more valuable than a cold and calculated one when it comes building relationship with others even in another culture. I have recently realised that for all my experience with Yolngu people, I have huge difficultly knowing how to simply relate to an Indigneous person. Meeting someone in the street the other day I just didn’t know how to express myself to this person. I felt like I needed to know what would be the right thing to do? However, after thinking about this I realised that my awkwardness was a disadvantage in this and that I needed to allow a greater degree of self expression. Some ‘white fellas’ get along very well with Indigenous people because they are able to remain genuine or respond naturally to people. This is a more extrovert characteristic and it is very important for enabling personal relationships with people in other cultures. Visiting, meeting and talking to others is essential to learning to relate to another culture. If we do not allow relationships to blossom we remain marginal to the culture looking at it from the outside. Instead, get involved and let yourself bubble out when ever you can. The danger here is breaking a social rule or taboo and this can be embarrassing or even harmful to yourself or others. However, we cannot allow this to keep us introverted. The trick is to balance natural self expression and being aware of the cultural environment you are in, learning both from the mistakes, and relationships that arise from letting go, and from the observations and questions that arise from awkwardness.