Aboriginal and Torres Strait Islander Employment and Career Action Plan 2016–2018

Under the Aboriginal and Torres Strait Islander Employment and Career Plan 2016–18, the Department will take action across five key areas. Our priorities support and add value to the Department’s Reconciliation Action Plan (RAP) and the Commonwealth Aboriginal and Torres Strait Islander Employment Strategy. Our priorities will evolve and change as we continue to build and foster our Aboriginal and Torres Strait Islander workforce as our workplace culture of inclusiveness expands.

Aboriginal and Torres Strait Islander Employment and Career Plan 2016–18 Priority 1 

Priority 1

Tell our story

2016-2018 commitments

  1. Actively increase the awareness and profile of the Department as an employer of choice among Aboriginal and Torres Strait Islander peoples.
  2. Investigate the feasibility of developing a phone app for potential Aboriginal and Torres Strait Islander employees that includes a range of useful resources about the Department and how to apply for vacancies.
  3. Develop a strategy encouraging our Indigenous employees to act as ambassadors to promote and raise the Department’s profile and showcase opportunities using storytelling.

and for the next two years

  1. Conduct research on the trends in technology to raise the profile of the Department in a competitive environment.

Aboriginal and Torres Strait Islander Employment and Career Plan 2016–18 Priority 2 

Priority 2

Seek emerging talent

2016-2018 commitments

  1. Engage and build a productive working relationship with up to three university Aboriginal and Torres Strait Islander student support units.
  2. Implement a specialised internship/cadetship program that includes study assistance and study awards.
  3. Provide up to four funded places on the Graduate Program specifically for Aboriginal and Torres Strait Islander graduates.

and for the next two years

  1. Investigate recruitment development programs similar to the Indigenous Australian Government Development Program (IAGDP) to attract Aboriginal and Torres Strait Islander peoples at higher levels to work in the Department.

Aboriginal and Torres Strait Islander Employment and Career Plan 2016–18 Priority 3 

Priority 3

Recruit with ease

2016-2018 commitments

  1. Establish an Aboriginal and Torres Strait Islander employment register which will give the Department a database of Indigenous candidates who have expressed an interest to work in the Department.
  2. Look for opportunities to use Affirmative measure – Indigenous employment to our recruitment processes to increase our Indigenous workforce across all levels using a coordinated approach.

and for the next two years

  1. If the employment register is evaluated as successful, expand to include Executive Level 2 and Senior Executive Service (SES) classifications

Aboriginal and Torres Strait Islander Employment and Career Plan 2016–18 Priority 4  

Priority 4

Foster careers

2016-2018 commitments

  1. Survey Aboriginal and Torres Strait Islander employees around capability, skills and career aspirations to help match employees to opportunities as they arise.
  2. Identify opportunities for Aboriginal and Torres Strait Islander employees to be involved in departmental working groups and taskforces.

and for the next two years

  1. For employees undertaking the IAGDP, consider:
    1. Two rotations during the program
    2. Diplomas that are relevant to the work available in the Department i.e. ICT
    3. Department induction packs that complement IAGDP orientation packs
  2. Develop a mobility program that provides secondment opportunities for Indigenous employees across groups including the Delivery and Engagement Group, and portfolio agencies.
  3. Establish a list of coaches and mentors available for Aboriginal and Torres Strait Islander employees to access.

Aboriginal and Torres Strait Islander Employment and Career Plan 2016–18 Priority5 

Priority 5

Inclusive work environment

2016-2018 commitments

  1. Offer a range of activities to support foundation and advance skills development that are practical, innovative and accessible.
  2. Incorporate appropriate training/learning in the Manager Development Program to support managers to demonstrate the knowledge, skills and behaviours required for managing and supporting Aboriginal and Torres Strait Islander employees.
  3. Rewards and Recognition – explore ways to promote action amongst groups/clusters in supporting this plan.

and for the next two years

  1. Develop a list of Aboriginal and Torres Strait Islander key note speakers available for business areas.
  2. Actively promote National Reconciliation Week and NAIDOC Week activities across the Department, including outlining the significance of NAIDOC Week.
  3. Providing the Executive with a range of opportunities to support reconciliation and learn from our Aboriginal and Torres Strait Islander employees.