RECONCILIATION
ACTION PLAN
PROGRESS REPORT
2014–2015
CONTENT
Secretary’s foreword Message from the Indigenous Leader
Indigenous business is our business
Our Reconciliation Action Plan for 2014–16
Focus areas for 2014–2016
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2
3
4
5
Stretch our knowledge and understanding Whole of Department Collaboration
National Reconciliation Week
NAIDOC Week Cultural awareness learning and development Increasing visual representation of Indigenous culture 6
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8
10
11
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Drive changes to employment outcomes Indigenous Staff Committee
Indigenous job seekers
Policy circle collaboration
Indigenous Procurement Policy
The Champions Network update from Jo Wood 13
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14
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15
Lead the way in employment
Indigenous staff workshop
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18
Our learnings 19
EM15-0134
I am pleased to report that the Department of Employment has continued to strengthen its
commitment to reconciliation during 2014 and 2015 through the launch of our Reconciliation
Action Plan (RAP) in September 2014. Our RAP was endorsed by Reconciliation Australia as a
stretch plan, which reflects the maturity and commitment of the whole Department and our
intention to continue to stretch ourselves in achieving our targets.This report outlines our
reconciliation achievements and also shares our learnings and future focus.
Our Department is committed to ensuring reconciliation is embedded into our business
practices and informs the decisions we make. To enable Indigenous Australians to share
equally in our vision of more jobs and great workplaces, the RAP sets out our commitment to:
`` build the knowledge, awareness and cultural capability of our staff
`` support the recruitment, retention and career development of our Indigenous staff
`` deliver policy and programmes that achieve strong outcomes for Indigenous Australians.
The Department has made significant process against the actions in our RAP and we are on
track for outstanding actions to be completed by the expiry of the current plan in September
2016. Included in this report are feature stories that demonstrate the innovative strategies we
have employed to raise awareness and engagement with reconciliation, and build a culture of
respect, relationships and opportunities within the Department.
To further demonstrate the Department’s commitment to reconciliation and to support
implementation of the RAP I had the pleasure to announce the appointment of Mr Rob
Willmett as the Department’s Indigenous Leader and Ms Jo Wood as our Indigenous
Champion. I thank them for their leadership and advice and their continued efforts in building
a culture of respect and inclusiveness.
We have many passionate employees that help to ensure the implementation of our RAP is
collaborative, innovative and inclusive. My thanks go to these people as well as the RAP
Working Group, the Indigenous Staff Committee and the Indigenous Staff Network who have
continued to promote and support reconciliation initiatives in our Department.
In the Department of Employment Indigenous business is our business and I am confident that
our efforts are making a real difference in Australia’s reconciliation journey. I am proud of our
achievements to date but acknowledge there is more that can be done. I look forward to
continuing our momentum on our Department’s reconciliation journey.
© Commonwealth of Australia 2014
With the exception of the Commonwealth Coat of Arms, the
Department’s logo, any material protected by a trade mark and where
otherwise noted all material presented in this document is provided
under a Creative Commons Attribution 3.0 Australia
(http://creativecommons.org/licenses/by/3.0/au/) licence.
SECRETARY’S FOREWORD
The details of the relevant licence conditions are available on the Creative
Commons website (accessible using the links provided) as is the full legal
code for the CC BY 3.0 AU licence (http://creativecommons.org/licenses/
by/3.0/au/legalcode).
The document must be attributed as the (Reconciliation Action Plan
Progress Report 2014-15).
Renée Leon
Secretary
September 2015
1
MESSAGE FROM THE
INDIGENOUS LEADER
As the Department’s Indigenous Leader I would like to recognise the efforts of so many passionate
individuals in the Department who strive to keep reconciliation in the forefront of their minds. Since
the launch of our RAP in September 2014 we have implemented a range of strategies aimed at
making the Department a leader in reconciliation and Closing the Gap on Indigenous disadvantage.
Some of the key achievements the Department has made in implementing our RAP include:
`` holding the Department’s inaugural Aboriginal and Torres Strait Islander employee workshop,
which brought together staff from across the country to focus on career development and to
assist employees to reach their potential
`` providing encouragement and support to Indigenous employees to develop individual career
management plans, including access to professional career coaches, job shadowing and
co-mentoring with senior managers
`` introducing ‘policy circles’ to enable different areas across the Department to consult with
Indigenous staff on how the programmes and services the Department delivers are designed,
evaluated or communicated
`` providing all staff with access to a cultural awareness e-learning course and opportunities to
attend face-to-face cultural awareness training
`` all annual business plans for clusters, groups and branches including the commitments in our
RAP which in turn links directly to the work of individuals through their performance
agreements. This means everyone in the Department can identify their contribution to making
Indigenous business our business
`` refreshing our cultural protocols to ensure that we work with Aboriginal and Torres Strait
Islander peoples in a way that recognises and respects their culture and heritage
`` developing a new process for on-boarding new Aboriginal and Torres Strait Islander employees
`` celebrating significant Aboriginal and Torres Strait Islander events such as National
Reconciliation Week and NAIDOC Week.
INDIGENOUS
BUSINESS IS
OUR BUSINESS
The Department is committed to providing quality services
to achieve the Government’s priority of getting more
Indigenous Australians into work by:
ff building the knowledge, awareness and cultural
capability of all employees
ff supporting the recruitment, retention and career
development of our Indigenous employees
ff delivering policy and programmes that achieve
strong outcomes for Indigenous Australians.
This report includes some of these achievements highlighted in more detail under the three focus
areas of the RAP. I am proud that the Department’s reconciliation efforts are making clear progress
on creating a departmental culture that respects and values Aboriginal and Torres Strait Islander
peoples. I believe we are well placed towards positioning the Department as an employer of choice
for Indigenous Australians and I look forward to what is next in our reconciliation journey.
Rob Willmett
Indigenous Leader
September 2015
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3
OUR RECONCILIATION
ACTION PLAN FOR 2014–16
The Department of Employment’s Reconciliation Action Plan (RAP) is divided
into three areas:
FOCUS
AREAS FOR
2014–2016
To stretch our Reconciliation Action Plan actions
and targets, we have developed three focus
areas that connect our corporate business with
Indigenous business.
RELATIONSHIPS…
between Aboriginal and Torres Strait Islander peoples and non-Aboriginal
and Torres Strait Islander peoples are the keystone to reconciliation. Over
the past 226 years, many Aboriginal and Torres Strait Islander peoples and
non-Aboriginal and Torres Strait Islander peoples have come together and
have forged strong connections and found richness in diversity.
STRETCH OUR
KNOWLEDGE AND
UNDERSTANDING
DRIVE CHANGES
TO EMPLOYMENT
OUTCOMES
LEAD THE WAY
IN EMPLOYMENT
RESPECT…
is built through understanding and learning about Aboriginal and Torres
Strait Islander peoples. We recognise that Aboriginal and Torres Strait
Islander Australians are the oldest continuing living culture in the world
– at least 60,000 years old. We recognise the continuing connection to the
land and sea, and the impact of past injustice on Aboriginal and Torres
Strait Islander peoples past and present.
OPPORTUNITY…
provides space for Aboriginal and Torres Strait Islander peoples to reach
their potential. Seeing opportunities for improving how we work with
Aboriginal and Torres Strait Islander peoples is a key focus of this
Reconciliation Action Plan.
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A FOCUS AREA FOR 2014–2016
STRETCH OUR KNOWLEDGE
AND UNDERSTANDING
The Department values all
opportunities to deepen our
commitment and pride in the
relationships we have with our
Aboriginal and Torres Strait
Islander colleagues, clients
and provider organisations,
and across workplaces.
WHOLE OF DEPARTMENT
COLLABORATION
Recognising that stretching our knowledge
and building understanding is the basis for
any meaningful steps towards reconciliation,
the Department’s Indigenous Champion
Jo Wood and the Reconciliation Action
Plan (RAP) Working Group have been
focusing on building cultural capability
across the Department.
The RAP Working Group conducted an analysis
on all business plans regarding the ‘Indigenous
Business is Our Business’ section. The RAP
Working Group was encouraged to see that in
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addition to the mandatory commitments,
a number of groups and branches included
additional actions around the three themes of
the RAP. The most popular action items being:
`` Action Item 11. To strengthen our
recruitment and retention of Aboriginal and
Torres Strait Islander staff
`` Action Item 13. Policy Engagement
`` Action Item 6. Cultural Capabilities
In December 2014 the RAP Working Group
invited groups and branches committed to
similar action items to participate in a series of
connection sessions to share ideas and work
together in achieving the outcomes set out in
the business plan.
The purpose of the connection sessions was to
share ideas about what cultural capabilities
mean to each branch and how the branches are
going to achieve the outcomes set out in the
business plans. Groups and branches
committed to similar action items participated
in three discussions on specific topics relating to
cultural capabilities including what is beyond
foundation cultural awareness training.
INDIGENOUS CHAMPION
JOINS THE CANBERRA
COMMUNITY SLEEPOUT
In support of the Canberra Community
Sleepout Jo Wood, the Department’s
Indigenous Champion, participated
in the event and invited staff and their
family and friends to join her and see
what it’s like to be homeless for just
one night.
“The statistics for Indigenous homelessness rates in Canberra
did have an impact for me; Aboriginal and Torres Strait
Islander peoples in Canberra are 10 times more likely to
experience homelessness. And because it was about
Canberra—my home—that wasn’t just a statistic, it was
about people in my community, probably even in my suburb.
Raising money to support services that are helping to break
the cycle of homelessness in Canberra came to seem like a
pretty important thing to do,” said Jo.
Our ‘Employment & Friends’ fundraising team raised over
$3800. And the Sleepout as a whole has raised over $105,000.
The funds support Communities@Work and St Vincent de
Paul, organisations that provide emergency accommodation,
food and other essential services to the most vulnerable and
disadvantaged people in the Canberra community.
Photo above:
Left to right: Wendy Clear and Jo Wood at the Canberra Community Sleepout, November 2014.
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NATIONAL
RECONCILIATION WEEK
National Reconciliation Week,
which ran from 27 May to
3 June 2015, was celebrated
across the Department, with
staff participating in a range of
events in all parts of the country.
National Office kicked off its celebrations with a visit
to the National Museum of Australia for a guided tour
of the First Australians: Gallery of Aboriginal and
Torres Strait Islander Peoples. Jo Wood led a group
of more than 35 staff who absorbed the history
of the first Australians through stories and
interactive displays.
An all-staff event was the centrepiece of the week.
Australian entertainment industry veteran Lex
Marinos gave staff an insight into his experience
growing up in regional Australia and the close affinity
he has had with Indigenous Australians throughout
his life and career. The event was officially opened by
Ngambri Elder Paul House, and Rob Willmett, the
Department’s Indigenous Leader and the Secretary
spoke about the importance of reconciliation for
them personally and for the Department.
The HarmonE choir joined in the celebrations with
two performances—‘Stomping the Ground’ and
‘Sesere eeye’, a traditional song from the Torres Strait
Islands. Lisa Charles, the Department’s Senior
Indigenous Adviser, presented Vicki Rundle,
Group Manager of People and Communication,
with artwork for the Department on behalf of the
Indigenous Staff Network and the Indigenous
Staff Committee. The artwork, titled “Network”,
was developed in collaboration with the Indigenous
Staff Network and will remain on display in
the Department.
‘CHANGING IT UP’
FOR RECONCILIATION
A Western Australian state office forum held during Reconciliation Week was a great way
to promote the achievement of higher employment outcomes for Indigenous job seekers.
Held in June 2015 and facilitated by the Department’s Indigenous Leader, Rob Willmett,
the forum demonstrated the 2015 Reconciliation Week theme of ‘Change It Up’. The State
Office co-hosted the forum with Crown Perth.
The forum brought together significant employers, such as
Woolworths and Australia Post, with employment services
providers, all of whom have a common interest in
Indigenous employment. Employers took the opportunity
to share what they have done to engage, retain and
develop Indigenous staff, as well as what both they and
employment services providers could improve in the
future. Forum participants heard an inspirational address
from Rosemary May, a young Indigenous Australian who is
building a career with the Crown Group. Her success came
after being referred by, and receiving assistance from, an
employment services provider.
Crown’s Group Manager of Indigenous Employment,
Sean Armistead, reflected that, ‘although everyone should
be proud of what had been achieved to date, we all need
to do more to ensure that we make progress in closing
the gap.’
Photos above:
Left to right: Rob Willmett, Queensland State Manager and Indigenous Leader; Lennett Sandy, Australia Post;
Melinda Shekle, Western Australia state office; and Ian Richards, West Australian State Manager,
at the Western Australian state office forum, June 2015.
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CULTURAL
AWARENESS
LEARNING AND
DEVELOPMENT
NAIDOC WEEK
NAIDOC Week 2015 was
celebrated across the
Department with a range
of activities in national,
state and regional offices.
Staff recognised this year’s
NAIDOC Week theme We
All Stand on Sacred Ground:
Learn, Respect & Celebrate
with a variety of activities
celebrating land and culture.
`` National Office celebrated in spectacular style with the
annual Flag Bearing Ceremony. A key event for the
Department, the Secretary welcomed staff to the
celebration of unity between Australian, Aboriginal and
Torres Strait Islander cultures which saw the bringing
together of all the flags. The event was opened with
traditional dancing from the Ngaran Ngaran Culture
Awareness group, followed by the harmonE choir singing
Inanay, a traditional song from the Torres Strait Islands.
`` Victoria State Office launched their Sacred Places
Calendar, which is an initiative to learn more about places
of significance to individual staff members.
`` Hunter and Northern NSW Regional Office attended a
cultural tour at Baiame Cave which was led by
experienced Aboriginal guides to share their knowledge
of the region.
`` Western Australia State Office learnt about the history and
cultural significance of Aboriginal art by hosting an
Aboriginal art class.
Everyone working in the
Department is required
to develop and maintain
a foundation level of
understanding and awareness
of Aboriginal and Torres Strait
Islander cultures and history.
The Department provides foundation workshops and
programmes including online learning, and cultural
awareness training. These workshops and programmes
help staff to:
`` build knowledge and understanding of the contemporary
issues affecting Aboriginal and Torres Strait Islander
peoples
`` build awareness of Aboriginal and Torres Strait Islander
peoples diverse language/s, community protocols and
cultures
`` understand how the Department contributes to
Australia’s reconciliation journey and achieving the
Closing the Gap targets.
Many employees have continued to build their cultural
awareness beyond the foundation level. The workshops and
cultural experiences listed below provided opportunities for
staff to extend their cultural understanding and knowledge:
``
``
``
``
Marumali Program
Jawun Program
Canberra Cultural Tours
National Museum of Australia ‘First Australians’
guided tour
`` Aboriginal and Torres Strait Islander Cultural
Competence Course (CCCA).
Western Australia State Office in collaboration with jobactive
providers promoted jobactive and displayed local job
vacancies at the NAIDOC Family Day.
Photo above:
Dancers from the Ngaran Ngaran Culture Awareness group with the Secretary, Renée Leon, and Deputy Secretaries
Sandra Parker and Martin Hehir.
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INCREASING VISUAL
REPRESENTATION OF
INDIGENOUS CULTURE
A FOCUS AREA FOR 2014–2016
DRIVE CHANGES
TO EMPLOYMENT OUTCOMES
Our staff continue to build upon and utilise the knowledge of our Aboriginal and Torres Strait Islander
employees, provider organisations and partners in Australian workplaces to consider new ways to carry
out business and create policies and programmes that are inclusive and effective.
Story and visual representation have been critical factors in cultural
continuity and in supporting the reaffirmation of Aboriginal and Torres
Strait Islander traditions and values. The Department has utilised a
number of mediums to increase the visual representation of
Indigenous cultures. These include the presence of Aboriginal and
Torres Strait Islander flags in National Office, sharing more stories of our
Indigenous staff and the creation of a strong and unique design for
communication that would create a powerful connection between the
Indigenous Staff Network, the Department and other key stakeholders.
The Department is committed to consulting with Aboriginal and Torres Strait Islander staff on a wide
range of issues and initiatives being developed across the Department as so much of our work impacts
on Indigenous Australians.
INDIGENOUS STAFF COMMITTEE
The Indigenous Staff Committee (ISC) provides an important
mechanism for Aboriginal and Torres Strait Islander
employees to support each other, share information and
experiences. It is also an opportunity to provide guidance
and support to other members, encouraging peer support
and mentoring promotes career development potential for
Aboriginal and Torres Strait Islander employees. The role of
the ISC is to advise the Department on issues relating to
recruitment, retention and career development initiatives
specific to Aboriginal and Torres Strait Islander employees.
The Department commissioned Aboriginal artist, Danielle Mate
Sullivan, to design two artworks that enabled the Indigenous Staff
Network to formalise their creative identity and establish a visual
presence that is unique to the Department.
Danielle met with Indigenous staff at our Department’s Aboriginal and
Torres Strait Islander Workshop in March 2015 to learn more about the
network and identify perceptions of identity among us.
The artwork titled ‘Network’ (figure 1) will be incorporated into the
Department’s Indigenous communication products including the
Indigenous career development guidelines, cultural protocol
guidelines and the Indigenous portal.
The artwork titled ‘connected’ (figure 2) will be used to visually
represent the Departments Indigenous Staff Network.
Figure 1
The ISC contributes towards positioning the Department as
an employer of choice for Indigenous Australians by:
`` advising on the development of strategic approaches to
recruit, retain and develop the careers of Aboriginal and
Torres Strait Islander employees
`` identifying issues affecting the recruitment, retention and
career development of Aboriginal and Torres Strait
Islander employees, and making recommendations to
address these issues
`` advocating the views and perspective of Aboriginal and
Torres Strait Islander employees
`` supporting the Department in implementing its
Reconciliation Action Plan and particularly to build a
culturally capable workforce by providing input and
advice into initiatives
`` providing advice and support for the Department’s
Reconciliation Action Plan and the development
of the Indigenous Recruitment Retention and Career
Development Strategy.
Figure 2
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INDIGENOUS JOB SEEKERS
INDIGENOUS PROCUREMENT POLICY
As at the end of March 2015, 9.4 per cent of the Job
Services Australia caseload were Indigenous job seekers.
The Department undertakes all procurement consistent with
the Indigenous Procurement Policy implemented across the
APS in July 2015. The Department has strengthened its
procurement policies to maximise Indigenous employment
and supplier opportunities through:
A key objective of the new jobactive system which
commenced on 1 July 2015 is to increase job outcomes
for unemployed Australians with specific targets for
Indigenous Job Seekers. Accordingly, there are two initiatives
within the new Performance Framework which are designed
to increase the levels of employment outcomes for
Indigenous job seekers.
The first initiative is the introduction of a specific performance
measure within the Star Ratings calculations which assesses
the levels of 26-Week Outcomes for Indigenous job seekers.
It is recognised that Star Ratings are an important driver of
organisations’ behaviours and this measure ensures that
organisations are well incentivised to achieve sustained
employment outcomes for their Indigenous job seekers.
The second initiative is the introduction of Indigenous
Outcomes Targets which are not part of the Star Ratings
assessment. The targets require employment providers to
achieve shares of employment outcomes for Indigenous job
seekers which are at least equivalent to the proportions of
Indigenous job seekers being assisted.
POLICY CIRCLE COLLABORATION
Policy circle discussions have been introduced to bring
together a range of Aboriginal and Torres Strait Islander
employees from across the Department from all different
classification levels. A policy circle is essentially a committee
or working group of Aboriginal and Torres Strait Islander staff,
which different areas of the Department can consult in order
to incorporate the knowledge and experience of the circle’s
members into the policy making process.
`` providing internal guidelines and training on the policy
focused on new reporting arrangements
`` effective systems for promoting the policy, monitoring
and tracking progress towards both the employment and
procurement targets
`` expanding the vendor base of Aboriginal and Torres
Strait Islander providers in different locations whom
the Department could approach to source products
and services
`` working with Supply Nation to cultivate valuable
networks through events including:
`` Connect 2015 Conference and Business Opportunity
Fair/Tradeshow on 25-26 May in Sydney
`` Meet the Indigenous Supplier event co-hosted by the
Department of the Environment and Supply Nation
on 21 July 2015 in Canberra
THE CHAMPIONS NETWORK UPDATE
FROM JO WOOD
The Department has made solid progress on implementing
commitments set out in the RAP that go directly to achieving
a number of actions under the strategy, including:
An important part of my role as the Department’s Indigenous
Champion is to work with external stakeholders in whole-ofgovernment approaches to Indigenous employment, in
particular the Indigenous Champions Network. The
Indigenous Champions Network brings together senior level
advocates from across Government agencies to focus on
Indigenous employment matters of strategic and APS-wide
importance and gives us all the chance to exchange ideas
and discuss solutions to workplace diversity issues across
the APS.
`` career development for Aboriginal and Torres Strait
Islander staff, including development of career
management plans, job-shadowing and co-mentoring
programmes and delivery of the first Aboriginal and
Torres Strait Islander Staff Workshop in March 2015
`` building an inclusive workplace by embedding
a commitment to cultural awareness in employees’
performance agreements, celebrating National
Reconciliation Week and NAIDOC week and
refreshing the Department’s cultural protocols
and on-boarding programme.
`` actively looking for opportunities across the
Department to influence, contribute and promote ideas
on how to use the Indigenous Procurement Policy and
Indigenous suppliers.
One area the Network has been focused on is the
Commonwealth Aboriginal and Torres Strait Islander
Employment Strategy to achieve the Government’s
Indigenous employment target by 2018.
The Department is continuing its work on promoting
business opportunities for Aboriginal and Torres Strait Islander
peoples in line with Government requirements.
The key actions and principles set out in the strategy
complement the Department’s commitments in our
Reconciliation Action Plan and efforts to support the
recruitment, retention and career development of Aboriginal
and Torres Strait Islander employees.
While some of our staff might not have much experience in
policy roles, the knowledge of people in programme,
contract management and corporate roles is highly valuable
to the policy process, as is knowledge acquired outside the
workplace. For example, staff with experience in working with
employment service providers can make an important
contribution to designing and managing future services to
better serve Aboriginal and Torres Strait Islander job seekers.
Policy experience is not required to be part of the policy circle
– teams that want to consult the policy circle will be asked to
provide enough information to properly consider an issue.
Consulting line areas will also be asked to support the policy
circle by answering questions or participating in discussion,
if the members of the circle ask them to.
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A FOCUS AREA FOR 2014–2016
LEAD THE WAY
IN EMPLOYMENT
Within the Department and through our contractors, we will create
pathways to develop and retain existing and attract new Aboriginal
and Torres Strait Islander employees.
A range of initiatives to support Indigenous staff
recruitment, retention and career development
have been or are currently being implemented across
the Department:
` In March 2015 the Department facilitated a pilot
job shadowing programme for our Indigenous
Australian Government Development Programme
(IAGDP) participants.
` In April 2015 the job shadowing programme was
extended to all Aboriginal and Torres Strait Islander
employees interested in learning about the
operation of different areas of the Department and
in the different types of roles performed by SES
officers and senior managers
JOB
SHADOWING
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The Department remains committed to improving
Indigenous engagement in the workplace and in developing
a talented and versatile Aboriginal and Torres Strait Islander
workforce. It values the unique skills, expertise and wisdom
of all our Indigenous employees and encourages the sharing
of this knowledge with other members of staff.
Our Department is facilitating these opportunities through
job shadowing and co-mentoring programmes that enable
Indigenous staff to learn from senior managers in the
Department and give mentors insight into the perspectives
of Indigenous people working in Government.
Melinda Shekle, a contract manager from the Western
Australia State Office is just one of our Indigenous staff
members taking the opportunity to participate in the
co-mentoring programme along with her mentor, Ian
Richards, State Manager for Western Australia.
CAREER
COACHING
` Throughout May and June 2015 the Department
offered Aboriginal and Torres Strait Islander
employees access to a career coach to help
develop their Career Management Plans. The
coaches assisted staff to consider career objectives
and the leadership skills that they want to build.
` In June 2015 the Department introduced the
Indigenous Co-Mentoring programme to support
the Department’s commitment to achieving
reconciliation between Aboriginal and Torres Strait
Islander peoples and the wider Australian
community and to retain and develop our
Aboriginal and Torres Strait Islander employees.
SHARING OUR UNIQUE KNOWLEDGE
CO-MENTORING
the co-mentoring programme has been a valuable
experience as I’ve not only had the opportunity to share
some of my knowledge and experience of working in the
Public Service but I’ve also had the privilege of learning a
great deal from Melinda on Indigenous culture and
perspectives,” Ian said.
The two-way learning experience has certainly benefited
Melinda on both a personal and professional level.
‘It’s been a valuable experience and one that will help me
achieve my long term goal of securing a substantive APS 6
position. It’s also been good for my short term goal of
bettering myself, being more confident and doing my job
the best that I can.’
Melinda decided to participate in the
co-mentoring programme to increase her
knowledge of the workplace and ways to
work better.
‘I feel more confident as my mentor has
given me advice on what I can do to
stretch and challenge myself and on
things I could do to do my job better
and be more competitive, which
I have put into place. My mentor
has always had something to share
with me during our meetings and I
always walk away feeling motivated’
Melinda said.
It is the sharing of knowledge that also
attracted Melinda’s mentor Ian Richards to
participate in the programme. ‘Participating in
Photos above:
Left to right: Melinda Shekle, Western Australia state office;
and Ian Richards, West Australia State Manager, June 2015.
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OUR LEARNINGS
The launch of the Department’s RAP in September 2014
was a significant step that enabled us to publicly declare
our commitment to reconciliation. Throughout the last
12 months many of our employees were involved in turning
our commitments into actions and there were a number of key
learnings along the way. Some of these learnings include:
INDIGENOUS STAFF WORKSHOP
Indigenous staff from across the Department gathered
in Canberra on 11 and 12 March 2015 for the Department’s
first Aboriginal and Torres Strait Islander Staff Workshop.
The workshop focused on:
` recruitment, retention and career development of
Aboriginal and Torres Strait Islander employees
` Indigenous employee engagement with the Executive
` promotion of Indigenous issues within the Department
` Indigenous employee governance structures.
Participants spent two days networking, learning
from leaders and discussing Indigenous matters in the
Department. They also had the opportunity to hear from
a range of guest speakers covering topics from embracing
culture to professional development.
`` The importance of a small dedicated team and RAP Working
Group to oversee the implementation of the RAP ensures that
progress is being made and enables greater engagement across
the Department.
Kerrie Tim, Special Advisor Indigenous Employment,
Department of the Prime Minister and Cabinet, gave
a special presentation on the significance of acknowledging
the traditional owners of country, the challenges faced by
all public servants in delivering policies and services in a
political environment, and the importance of thinking
about your life and work in relation to the legacy you leave.
`` Recognition that balancing reconciliation as a priority with work
pressures can be challenging at times.
As a result of the workshop the Department implemented
a range of actions that focused on fostering the Indigenous
Staff Network including:
` increased number of stories and announcements on
the Employment intranet page and monthly newsletter
` refreshing the Department’s Aboriginal and Torres Strait
Islander cultural protocols
` introduction of an innovative on-boarding programme
for Aboriginal and Torres Strait Islander employees.
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`` Keeping our Stretch RAP activities manageable, achievable
and realistic to help maintain motivation and momentum.
`` The important role senior leaders play in encouraging our
commitment to practical reconciliation at all levels.
`` Continued effort is required to raise the Department’s profile
and visibility within Indigenous Australia to attract, retain
and foster Aboriginal and Torres Strait Islander employees.
`` Cultural capability is essential to the successful delivery
of services to Aboriginal and Torres Strait Islander peoples.
`` Recognition that the past 12 months has laid the foundation for
success into the future for reconciliation in the Department.
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