Reconciliation Action Plan

Introduction

As a business, we recognise the importance of reconciliation with the First Nations Peoples of Australia, who have lived on this land for over 60,000 years. Our reconciliation action plan (RAP) outlines our commitment to creating meaningful relationships, fostering respect, and providing opportunities for Aboriginal and Torres Strait Islander peoples. This RAP has been developed through consultation with local Aboriginal and Torres Strait Islander communities, and it is our intention to work collaboratively to achieve the outcomes outlined in this plan.

Vision

Our vision is to be a business that acknowledges and respects the First Nations Peoples of Australia, their culture and history. We aim to create an environment of mutual respect, understanding, and collaboration to promote the participation and empowerment of Aboriginal and Torres Strait Islander peoples.

Goals

  • Develop and implement cultural awareness training for all staff, including senior management and contractors, to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories, and customs.
  • Establish a Reconciliation Working Group, with representation from local Aboriginal and Torres Strait Islander communities, to provide advice and guidance on the development and implementation of reconciliation initiatives.
  • Develop and implement a Reconciliation Action Plan (RAP) that is guided by the principles of respect, relationships, and opportunities. This RAP will be reviewed and updated annually to ensure that it remains relevant and effective.
  • Establish partnerships with local Aboriginal and Torres Strait Islander communities to create meaningful and long-lasting relationships. These partnerships will be based on mutual respect, understanding, and collaboration to achieve shared goals.
  • Develop and implement an Aboriginal and Torres Strait Islander Employment Strategy to increase the participation and representation of Aboriginal and Torres Strait Islander peoples in our workforce.

Actions

1) Cultural Awareness Training:

    • Develop a cultural awareness training program for all staff and contractors, with input from local Aboriginal and Torres Strait Islander communities.
    • Implement the training program, ensuring that all staff complete the training within six months of employment.
    • Provide ongoing training opportunities to ensure that staff have the knowledge and skills to work effectively with Aboriginal and Torres Strait Islander peoples.

2) Reconciliation Working Group:

    • Establish a Reconciliation Working Group with representation from local Aboriginal and Torres Strait Islander communities.
    • Develop terms of reference and a work plan for the Reconciliation Working Group.
    • Hold regular meetings to discuss and provide advice on the development and implementation of reconciliation initiatives.

3) Reconciliation Action Plan:

    • Develop and implement a RAP that is guided by the principles of respect, relationships, and opportunities.
    • Consult with local Aboriginal and Torres Strait Islander communities in the development of the RAP.
    • Monitor and report on the progress of the RAP, and review and update it annually.

4) Partnerships with local Aboriginal and Torres Strait Islander communities:

    • Establish partnerships with local Aboriginal and Torres Strait Islander communities to create meaningful and long-lasting relationships.
    • Work collaboratively with our partners to achieve shared goals.
    • Celebrate and promote Aboriginal and Torres Strait Islander cultures, histories, and customs through events and activities.

5) Aboriginal and Torres Strait Islander Employment Strategy:

    • Develop and implement an Aboriginal and Torres Strait Islander Employment Strategy to increase the participation and representation of Aboriginal and Torres Strait Islander peoples in our workforce.
    • Develop partnerships with local Aboriginal and Torres Strait Islander employment service providers to support the recruitment and retention of Aboriginal and Torres Strait Islander staff.
    • Monitor and report on the progress of the Employment Strategy, and review and update it annually.

Monitoring and Evaluation

We will monitor and evaluate the progress of our reconciliation initiatives through regular reporting and feedback from local Aboriginal and Torres Strait Islander communities, staff, and other stakeholders. This will include measuring the outcomes and impacts of our initiatives against our stated goals and objectives.

Key performance indicators (KPIs) will be developed for each of our initiatives, and progress towards these KPIs will be regularly reported to the Reconciliation Working Group and senior management.

We will also seek feedback from local Aboriginal and Torres Strait Islander communities on the effectiveness of our initiatives and the impact they are having on their communities. This feedback will be used to inform our ongoing reconciliation efforts and to ensure that we are meeting the needs of the communities we are working with.

As part of our commitment to transparency and accountability, we will publicly report on our progress towards achieving our reconciliation goals. This will include annual public reporting on the progress of our Reconciliation Action Plan and our Aboriginal and Torres Strait Islander Employment Strategy.

Conclusion

Our Reconciliation Action Plan outlines our commitment to creating meaningful relationships, fostering respect, and providing opportunities for Aboriginal and Torres Strait Islander peoples. We recognise that reconciliation is a journey that requires ongoing effort and commitment, and we are committed to working collaboratively with local Aboriginal and Torres Strait Islander communities to achieve our reconciliation goals.

Through the implementation of this plan, we aim to build a more inclusive and equitable society that values and celebrates the cultures, histories, and contributions of Australia’s First Nations Peoples.