Automatic language translation
Our website uses an automatic service to translate our content into different languages. These translations should be used as a guide only. See our Accessibility page for further information.
| Term | Definition |
|---|---|
| Anti-racism/anti-racist | Actively calling out and challenging racist policies, culture and ideas wherever you find them, including within yourself. |
| Auslan | Australian Sign Language, the primary language of many Deaf Australians, used for communication through hand signs, facial expressions, and body language. |
| Co-design | A collaborative approach where communities and stakeholders actively participate in designing policies, programs or services that affect them. |
| Community engagement | Working collaboratively with community members to shape decisions, programs or services. |
| Cultural capability | The skills, knowledge and behaviours that enable staff and organisations to work effectively across cultures. |
| Cultural confidence | The ability to engage respectfully and effectively with people from different cultural backgrounds. |
| Cultural diversity/culturally diverse | Under the Multicultural NSW Act 2000, cultural diversity refers to the different linguistic, religious, and ancestral backgrounds of the people of New South Wales. |
| Culturally and linguistically diverse (CALD) | A term widely used in government and nongovernment contexts to classify and homogenise communities with varied cultural, linguistic, ethnic and religious backgrounds. |
| Cultural responsiveness | The ability of systems, services and individuals to understand, respect and respond effectively to the cultural and linguistic needs of diverse communities. |
| Cultural safety | A concept that describes a safe and inclusive environment where people feel respected and can be themselves. |
| Culturally responsive services | Programs and services designed and delivered in ways that recognise, respect and meet the cultural needs of individuals and communities. |
| DCJ Executive Board | The senior leadership group that provides oversight and strategic direction for DCJ’s operations and initiatives. |
| DCJ Multicultural Network | A DCJ staff-led network that supports culturally diverse employees and promotes cultural inclusion across DCJ. |
| DCJ Multicultural Plan Working Group/Steering Committee | The group overseeing implementation and review of the Multicultural Plan across DCJ. |
| Digital inclusion | Ensuring people have equitable access to digital technologies, information and skills needed to fully participate in society. |
| Divisions | The major organisational areas within DCJ responsible for specific programs, policies or services. |
| Easy Read | A simplified version of written information that uses plain language, clear layout, and supportive images to make content accessible for people with intellectual disabilities, people with English as a second language, older Australians, people with low literacy, and people with learning disabilities. |
| Emerging and/or newly arrived communities | People and groups who have recently settled in NSW, including refugees, humanitarian entrants, and migrants from culturally linguistically diverse backgrounds often with limited established networks and unique settlement needs compared to longer-established communities. |
| Equity | Fairness and justice in access, participation and outcomes, taking into account individual and community needs. |
| Faith-based organisations | Community organisations that are founded on or affiliated with religious groups or beliefs. |
| Internal consultation participants | DCJ staff members from across divisions who provided input, feedback or expertise during the development of the Multicultural Plan. |
| Intersectionality | A term used to describe how different aspects of a person’s identity including, but not limited to their race, age, disability status, sexual orientation and gender identity can expose them to overlapping forms of discrimination and marginalisation. |
| LGBTQI+ | Is an inclusive umbrella term for people whose sexual orientation, gender identity or expression, and/or sex characteristics differ from heterosexual, cisgender, and non-intersex norms. It stands for Lesbian, Gay, Bisexual, Transgender, Queer/Questioning, Intersex, with “+” acknowledging additional diverse identities. |
| Lived experience | The knowledge, insights, and perspectives gained from an individual’s direct, personal experience of life, including challenges and barriers. It is valued in policy, program design, and service delivery to ensure decisions reflect real-world needs and realities, with people actively participating and influencing outcomes. |
| Multicultural communities | Groups of people in NSW who come from diverse cultural, linguistic, ancestral or religious backgrounds. This includes both long-established and newly arrived communities and reflects the full spectrum of diversity across the state. This also applies to internal contexts, including how DCJ teams work together, support, and engage with culturally diverse staff, and the ways of working adopted within the organisation. |
| Multicultural NSW Act 2000 | The legislation that outlines the multicultural principles and requirements for NSW public sector agencies to implement multicultural plans. |
| Multicultural Outcomes Reporting Framework | A framework that assists NSW public authorities to embed multicultural planning within core business operations and the mechanism through which they demonstrate their progress in multicultural planning. The priorities as set out in the DCJ Multicultural Plan 2026 – 2029 have been developed in alignment with the four focus areas of the framework. |
| Performance Development Program (PDP) | A performance program for the NSW public sector designed for employees to work with managers to set goals, align work to the department's priorities and build a development plan. |
| Plain English | Clear, concise and accessible language that makes written information easy to understand. |
| Public Sector Senior Executive (PSSE) or Senior leader | PSSE or Senior leaders refer to Band 1 and above, or the equivalent across award systems in the NSW public service. PSSE’s include Secretaries and Deputy Secretaries, Chief Executive Officers, Directors and Executive Directors or Band 1-4, and Department and Division Heads. |
| Trauma-informed practice | An approach that recognises and responds to the impact of trauma on individuals and communities to support safety, trust and empowerment. |
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