Reconciliation Action Plan 2010-12
Department of Sustainability, Environment, Water, Population and Communities (DSEWPaC)
DSEWPaC Mission
“Protecting and enhancing Australia’s environment, heritage and culture.”
Our Vision for Reconciliation
The Department of Sustainability, Environment, Water, Population and Communities (DSEWPaC) values the
experiences, perspectives and cultures of Aboriginal and Torres Strait Islander peoples. We support
Indigenous peoples and their aspirations to maintain, protect and manage their culture, language, land and
sea country and heritage.
Through our Reconciliation Action Plan, the Department will:
• deepen our relationships with traditional owners and Indigenous communities where we do business;
• ensure our programs are accessible and sought after by Aboriginal and Torres Strait Islander peoples and
communities;
• ensure our staff are culturally aware and equipped to communicate effectively and to work with Aboriginal
and Torres Strait Islander peoples; and
• strengthen its position as an employer of choice for Aboriginal and Torres Strait Islander peoples.
Our Business
The Department of Sustainability, Environment, Water, Population and Communities (DSEWPaC) has
stewardship of policies, programs, legislation and stakeholder relationships which help to sustain and
enhance the natural and cultural fabric of Australia.
We recognise the significant contribution Aboriginal and Torres Strait Islander peoples make to Australia’s
culture and heritage. We value their unique relationship with the environment and their cultural obligation to
care for country, the sea and waterways.
The Department is committed to building stronger, more effective and mutually respectful relationships with
Aboriginal and Torres Strait Islander peoples and their communities.
This commitment is realised through a diversity of culture, environment and heritage programs.
These programs are designed to achieve DSEWPaC business outcomes while meeting Indigenous
community aspirations.
DSEWPaC program outcomes contribute to the Australian Government’s Closing the Gap initiative by
building capacity through, for example, employment and training, and providing broader flow-on effects in
terms of increased wealth generation, autonomy and self-esteem, and other reported benefits relating to
health and well-being.
The DSEWPaC Indigenous Strategy articulates values and principles associated with respect for Aboriginal
and Torres Strait Islander peoples and cultures. The strategy calls for strengthened relationships internally
and externally between Indigenous Australians and non-Indigenous Australians.
The DSEWPaC Indigenous Employment and Capability Strategy seeks outcomes for our Indigenous
Australian employees in the areas of recruitment, retention, capability/career development and workplace
support.
Reconciliation Journey
The Department is committed to achieving the goals of reconciliation; building positive relationships, respect,
better cultural understanding, access and equity for and with Aboriginal and Torres Strait Islander
stakeholders and employees.
To guide our reconciliation journey, we established a RAP Steering Committee, which is overseen by the
Department’s Indigenous Policy Leadership Group (IPLG). The IPLG membership consists of Departmental
First Assistant Secretaries.
The RAP Steering Committee consulted with all DSEWPaC divisions, the Indigenous Advisory Committee
and Reconciliation Australia.
The RAP Steering Committee will hold bi-annual monitoring meetings and an annual progress report will be
provided to the DSEWPaC Secretary, Executive and the IPLG. A progress report will also be provided to
Reconciliation Australia and updates will be featured in the Department’s Annual Report.
This Reconciliation Action Plan consolidates and advances the Department’s efforts to achieve mutual
respect, build stronger relationships, provide opportunities with and for Aboriginal and Torres Strait Islander
peoples.
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Respect
Respecting and valuing the experiences, perspectives and cultures of Aboriginal and Torres Strait Islander
peoples is fundamental to DEWSPAC building a diverse business and workplace culture.
Focus area: Acknowledging, learning and celebrating Aboriginal and Torres Strait Islander history, culture, language, and law
Action
Timeline
Measurable Target
1. Include this Reconciliation
Workforce
Action Plan, the DEWSPAC
Strategies
Indigenous Strategy, the
Indigenous Employment and
Capability Strategy, and other
relevant policy documents in staff
induction packages.
December 2010
The Indigenous Employment and Capability Strategy
(IndECS) to be available on the DEWSPAC intranet.
December 2010
A link to the Reconciliation Action Plan, the
Indigenous Strategy, IndECS and associated policy
documents to be included in the DEWSPAC online
orientation program.
2. Portfolio agencies encouraged
to develop Reconciliation Action
Plans in conjunction with
Reconciliation Australia.
3. Policy for acknowledgement of
Traditional Owners and Welcome
to Country incorporating
recognition of Indigenous
languages wherever possible
developed and implemented.
Indigenous Policy
Branch, portfolio
agencies
April 2011
Information on the Reconciliation Action Plan
development process provided to all agencies.
Indigenous Policy
Branch
April 2011
Policy developed and launched by the Secretary.
4. Develop an engagement and
communication protocol,
capturing the principle of free,
prior and informed consent, for
DEWSPAC staff interacting with
Aboriginal and Torres Strait
Islander peoples and communities
Responsibility
Acknowledgements and Welcome to Country
ceremonies included as part of formal
departmental events.
Indigenous Policy
Branch
April 2011
June 2011
Policy reviewed, updated as required, and
promoted.
Engagement and communication protocol
developed, implemented and promoted.
Feedback obtained from divisions; protocol updated
as required.
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Respect
Respecting and valuing the experiences, perspectives and cultures of Aboriginal and Torres Strait Islander
peoples is fundamental to DEWSPAC building a diverse business and workplace culture.
Focus area: Acknowledging, learning and celebrating Aboriginal and Torres Strait Islander history, culture, language, and law
Action
Responsibility
Timeline
Measurable Target
5. Provide opportunities for
departmental staff to participate
in cultural awareness training
programs.
Workforce
Strategies
Annually
Commencing
August 2010
Five cross cultural awareness programs run each
year.
December 2010
An electronic register with profiles of Indigenous
and non-Indigenous mentors (currently 46 trained)
to be placed on the DEWSPAC intranet.
December 2010
A hard copy of the mentor register to be sent to
Parks and other staff with limited intranet access.
Annual calendar of events developed and
promoted.
6. Establish a mentoring program Workforce
for Indigenous employees
Strategies
comprising trained Indigenous and
non-Indigenous mentors.
7. Department-wide celebration
of significant events for
Aboriginal and Torres Strait
Islander peoples.
Indigenous Policy
Leadership Group,
relevant division
allocated
responsibility
June 2011
8. Raise the visibility of
Aboriginal and Torres Strait
Islander cultures and presence
throughout DEWSPAC by:
 including appropriately
labelled Indigenous Australian
artworks in buildings; and
 displaying Aboriginal and
Torres Strait Islander flags.
Shared Corporate
Strategies
Commencing
August 2010
Program of activities developed and promoted for a
minimum of two national events (NAIDOC and
Reconciliation Weeks) each year and for relevant
arts and culture festivals and events.
Costs incorporated into budget.
Continue to display Indigenous artworks,
particularly in spaces where there is public access
and high traffic of DEWSPAC staff (eg foyer).
December 2010
Information on the Aboriginal and Torres Strait
Islander flags to be displayed on the DEWSPAC
intranet.
Commencing
August 2010
Aboriginal and Torres Strait Islander flags to be
displayed on appropriate occasions.
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Respect
Respecting and valuing the experiences, perspectives and cultures of Aboriginal and Torres Strait Islander
peoples is fundamental to DEWSPAC building a diverse business and workplace culture.
Focus area: Acknowledging, learning and celebrating Aboriginal and Torres Strait Islander history, culture, language, and law
Action
Responsibility
Timeline
Measurable Target
9. DEWSPAC public affairs
sections to work together to
develop and implement relevant
and appropriate communication
strategies to better engage
Indigenous audiences and the
wider community and ensure
delivery of DEWSPAC messages
are made through appropriate
communication channels that are
accessible to Indigenous
audiences.
Public Affairs
June 2011
Communications strategies developed and
implemented.
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Relationships
Respectful relationships between Indigenous and other Australians enable DEWSPAC, our staff and
stakeholders to achieve business outcomes and to fulfil cultural aspirations by working together with a
positive shared purpose.
Focus area: Consolidate and expand our relationships and networks
Action
Responsibility
Timeline
Measurable Target
1. Establish a Reconciliation
Action Plan Steering Committee
consisting of Aboriginal and
Torres Strait Islander and nonIndigenous peoples to guide,
inform and monitor DEWSPAC’s
Reconciliation Action Plan
activities.
2. Identify a Reconciliation
contact person in each division
to channel information and
report between the
Reconciliation Steering
Committee and DEWSPAC
divisions.
3. Expand the involvement of
Traditional Owners in DEWSPAC
events.
Indigenous Policy
Leadership Group
supported by
Indigenous Policy
Branch
December 2010
Reconciliation Action Plan Steering Committee
established
Commencing August
2010
Report to Indigenous Policy Leadership Group.
Reconciliation
Action Plan
Steering
Committee
supported by
Indigenous Policy
Branch
All divisions,
Indigenous Policy
Branch
September 2010
Contact people identified.
December 2010
Role responsibility and processes for exchanging of
information developed.
Commencing August
2010
Number of events, launches, conferences and
workshops with Traditional Owner involvement with
a minimum of 4 per year.
4. Establish an online
Departmental Reconciliation
Network to disseminate news
about DEWSPAC and
Reconciliation Australia
activities, and to gather
feedback from DEWSPAC staff.
Indigenous Policy
Branch
November 2010
Network established.
December 2010,
Half Yearly till 2012
Increased Network membership.
Staff feedback reported to the Reconciliation
Action Plan Steering Committee.
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Relationships
Respectful relationships between Indigenous and other Australians enable DEWSPAC, our staff and
stakeholders to achieve business outcomes and to fulfil cultural aspirations by working together with a
positive shared purpose.
Focus area: Consolidate and expand our relationships and networks
Action
Responsibility
Timeline
Measurable Target
5. Build our relationship with
Reconciliation Australia (RA)
and its networks for mutual
benefit by:
 encouraging staff to access
RA’s online information
‘Share our Pride’ site; and
 promoting RA’s other
resources and networks
Indigenous Policy
Branch,
Reconciliation
Action Plan
Steering
Committee, all
divisions
November 2010,
Quarterly
DEWSPAC Annual survey of staff, through the online
Reconciliation Network, to determine use of
Reconciliation Australia’s resources and networks.
6. Support the Department’s
Indigenous Advisory Committee
to work with communities to
better inform DEWSPAC of
situations within Indigenous
Australian communities in
regard to issues under the
portfolio.
Indigenous Policy
Branch, all
divisions
June 2011
Number of joint activities between Reconciliation
Australia and DEWSPAC.
Indigenous Advisory Committee secretariat
allocates time in meeting agendas for the
discussion of community issues as they relate to the
activities and responsibilities of the department.
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Relationships
Respectful relationships between Indigenous and other Australians enable DEWSPAC, our staff and
stakeholders to achieve business outcomes and to fulfil cultural aspirations by working together with a
positive shared purpose.
Focus area: Consolidate and expand our relationships and networks
Action
Responsibility
Timeline
Measurable Target
7. Support Aboriginal and
Torres Strait Islander
organisations and communities
to access DEWSPAC programs
– by reviewing programs to
streamline and improve
processes taking account of
the communication needs
and the administrative
burden faced by Indigenous
applicants.
Indigenous Policy
Branch,
All relevant
program areas
December 2010
Program reviews completed and recommendations
made to Indigenous Policy Leadership Group and
the Secretary.
Number of policies amended and recommendations
endorsed by management.
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Opportunities
All portfolio areas of DEWSPAC impact on the lives of Aboriginal and Torres Strait Islander peoples. We
will structure our business to ensure DEWSPAC contributes to Closing the Gap on Indigenous
disadvantage.
Focus area 3.2: Strengthen our position as an employer of choice for Aboriginal and Torres Strait Islander peoples
Action
Responsibility
Timeline
Measurable Target
1. Develop an action plan to
support implementation of the
DEWSPAC Indigenous Strategy
2009-2012 which sets out the
Department’s vision for working
with Indigenous Australians.
Indigenous Policy
Branch
November 2010
Action plan developed.
Commencing
November 2010
Progress in implementing the plan is evaluated by
the Indigenous Policy Leadership Group and reported
to the Secretary.
2. Implement the DEWSPAC
Indigenous Employment and
Capability Strategy 2007-10/
2010-13
Workforce
Strategies
Commencing
November 2010
Annual progress reports to Workforce Management
Committee.
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Opportunities
All portfolio areas of DEWSPAC impact on the lives of Aboriginal and Torres Strait Islander peoples. We
will structure our business to ensure DEWSPAC contributes to Closing the Gap on Indigenous
disadvantage.
Focus area 3.2: Strengthen our position as an employer of choice for Aboriginal and Torres Strait Islander peoples
Action
Responsibility
Timeline
3. Increase the successful
recruitment outcomes in the
department for Aboriginal and
Torres Strait Islander employees
by increasing the representation
of Indigenous staff to 4.5% by 30
June 2012.
Workforce
Strategies, all
divisions
July 2012
Measurable Target
Participate in the Australian Public Service
commission’s Indigenous Graduate recruitment
program. Targeting a minimum of one graduate per
year.
Participate in the Australian Public Service
Commission’s Indigenous Cadetship recruitment
program. Targeting a minimum of one cadet per year.
Continue to target Indigenous Australians for the
School Leavers program. Targeting a minimum of
one school leaver per year.
Continue the current practice of including ‘Indigenous
Australians are encouraged to apply’ in every job
advertisement place in the print media.
These targets are part of the IndECS strategy and are
reported to Workforce Management Committee
annually.
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Opportunities
All portfolio areas of DEWSPAC impact on the lives of Aboriginal and Torres Strait Islander peoples. We
will structure our business to ensure DEWSPAC contributes to Closing the Gap on Indigenous
disadvantage.
Focus area 3.2: Strengthen our position as an employer of choice for Aboriginal and Torres Strait Islander peoples
Action
Responsibility
Timeline
Measurable Target
4. Increase the capability and
career development
opportunities for Aboriginal and
Torres Strait Islander employees
in the department.
 Kevin McLeod scholarship.
Workforce
Strategies, all
divisions
Commencing
August 2010
Develop and support individual career plans
including offering opportunities for:
 Accessing the Australian Public Service
Commission’s Indigenous APS careers – a
workshop for Indigenous APS 1-4 employees.
 Accessing the Australian Public Services
Commission’s Driving your career – a
workshop for Indigenous APS 5-6 employees.
 An internal exchange program.
 Indigenous employee conferences.
 Mentoring program for Indigenous employees.
Encourage Indigenous Executive Level staff to
undertake the DEWSPAC Leadership Program.
Consolidate the agency wide formal Indigenous staff
network.
Promote access to the FaHCSIA Indigenous
Leadership program.
These targets are part of the IndECS strategy and
are reported to Workforce Management Committee
annually.
Two $10,000 Kevin McLeod scholarships awarded
annually.
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Opportunities
All portfolio areas of DEWSPAC impact on the lives of Aboriginal and Torres Strait Islander peoples. We
will structure our business to ensure DEWSPAC contributes to Closing the Gap on Indigenous
disadvantage.
Focus area 3.2: Strengthen our position as an employer of choice for Aboriginal and Torres Strait Islander peoples
Action
5 Include measures for achieving
quality outcomes for Aboriginal
and Torres Strait Islander
peoples and communities in all
divisional business plans,
including:
 business planning
requirements (engagement
strategy, program
participation targets,
outcomes statement and
evaluation strategy); and
 Aboriginal and Torres Strait
Islander specific measures
and reporting processes
(community perceptions and
feedback).
Responsibility
Timeline
All divisions
Commencing
June 2011
Measurable Target
All divisional business plans include the number of
events, launches, conferences and workshops with
Traditional Owners involvement (from Relationships
Action 3).
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Tracking progress and reporting
Action
Responsibility
Timeline
Measurable Target
1. Monitor the progress of the
DEWSPAC Reconciliation Action
Plan.
Reconciliation
Action Plan Steering
Committee,
Indigenous Policy
Leadership Group
April 2011 and
every 6 months
thereafter
Annually
Commencing
August 2010
Annually
Commencing
August 2010
July 2012
Biannual monitoring meetings held.
December 2012
Final Reconciliation Action Plan report endorsed by
Reconciliation Australia, sent to Secretary, approved
and placed on DEWSPAC and Reconciliation Australia
websites.
2. Finalise implementation of
the 2010-2012 Reconciliation
Action Plan and develop a new
Reconciliation Action Plan to
follow.
Indigenous Policy
Leadership Group,
Reconciliation
Action Plan Steering
Committee
Progress report to Secretary, Executive, and
Indigenous Policy Leadership Group.
Reconciliation Action Plan report in DEWSPAC Annual
Report and to Reconciliation Australia for uploading
on website.
Development of new Reconciliation Action Plan
commences in consultation with Reconciliation
Australia.
New Reconciliation Action Plan endorsed and
registered by Reconciliation Australia approved by
Secretary, launched and placed on DEWSPAC and
Reconciliation Australia websites.
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