Mansell, Ella2020-12-062020-12-062018http://hdl.handle.net/2440/129253This item is only available electronically.Significant disparities exist between Indigenous people’s wellbeing and employment rates, and that of non-Indigenous people. Indigenous people are 2.6 times more likely to experience severe psychological distress and have an unemployment rate 4.2 times that of non-Indigenous people. Despite significant effort in the last decade, employment statistics have only improved minimally, and the wellbeing of Indigenous populations is of continued concern. Cultural competency training is considered a useful tool to improve employee wellbeing and retention rates, and is a common practice in many workplaces. Literature that explores Indigenous and non-Indigenous perceptions of wellbeing in the workplace and cultural competency training in the same context is limited. The aim of this study is to explore remote and urban, Indigenous and non-Indigenous perceptions of wellbeing, employment related issues, and cultural competency, and how these three concepts interact. Eight semi-structured interviews were conducted with Indigenous and non-Indigenous professionals; the data was analysed using thematic analysis. The main themes identified were: ‘implications of family, community, and culture’; ‘support’; ‘appropriate work’; ‘discrimination’; ‘confidence in the system; ‘competency versus awareness; and ‘practical barriers’. The findings of this study provide insight into the types of environments perceived to be most conducive to positive wellbeing and retention outcomes in the workplace, and how cultural competency training is perceived.Honours; PsychologyThesis