Reconciliation Action Plan 2009

1. Relationships

Focus area
Policy and program decisions made by the department may have either a direct or indirect impact on the lives of Indigenous Australians, particularly those in involved in the agriculture, fisheries, food or forestry industries. For this reason, building and sustaining good relationships with both Indigenous and non-Indigenous Australians is vital to ensuring our policies and programs address the needs of the Australian community.

Action

Responsibility

Timeline

Measurable Target

1.1 To develop and maintain positive relationships with Indigenous Australians - both employees and stakeholders of the department, and Indigenous organisations that add mutual value and benefits to the department

Indigenous Working Group (CPD)

June 2009

Determine a Champion for Indigenous Affairs who will progress Indigenous Strategies at the Executive Level.

Indigenous Employee Officer (HRB)

Commencing March 2009

Encourage Indigenous employees to participate in external Indigenous APS Employee Network (IAPSEN) activities.

Regional HR Managers / Program areas / Indigenous Employee Officer (HRB)

As stories arise / Ongoing

Promote good news stories such as Indigenous employees successfully completing cadet/trainee programs and cultural celebrations, as culturally appropriate, in departmental publications such as inhouse magazine and the AQIS Bulletin.

Indigenous Employee Officer (HRB)

Annually -
July 2009 / 10

Sponsorship of the NAIDOC Week School Initiative Competitions

Indigenous Employee Officer (HRB) / Relevant Staff

As events arise / Ongoing

Relationship building activities hosted by Reconciliation Australia, Indigenous organisations, the public sector and other agencies are attended by relevant staff.

Northern Australia Quarantine Strategy Program

Beginning January 2009 / Ongoing

Promote AQIS collaborative work with Indigenous communities at important Indigenous festivals such as Crocfest, Kalaac and Garma Festivals, in coastal areas of northern Australia.

Program Managers

Ongoing

Link with networks and organisations that support Indigenous involvement in sustainable resource management, biosecurity, agriculture, fisheries and forestry.

1.2 Establish and support the department’s Indigenous Working Group

Indigenous Working Group (CPD)

January 2009

Working Group established
12 monthly meetings per year (four including SES representatives)
Quarterly reports to the Executive Management Team
The working group will develop, monitor and approve the Reconciliation Action Plan.

2. Respect

Focus area
Understanding and respecting Indigenous culture and history will enable employees of the department to better interact with the Indigenous community. This will ultimately enhance relationships and assist the department to maintain competitive, profitable and sustainable agricultural, fisheries, food and forestry industries.

Action

Responsibility

Timeline

Measurable Target

2.1 To raise cultural awareness and foster a culturally supportive and accepting work environment, specifically, that all staff have a strong understanding of Aboriginal and Torres Strait Islander people, land and culture

Supervisor / Human Resources Branch

Ongoing, report on when RAP revised

An increase in the number of Canberra based staff attending Indigenous Cultural Awareness Training.

Human Resources Branch

Commencing March 2009

An online cultural awareness training session is encouraged for all new staff to complete through inclusion in the Induction Handbook, and all existing staff are encouraged to complete through an e-bulletin article.

Regional HR Managers

As new staff commence

A “Work with Diversity” module is completed by all Regional AQIS staff as part of their Certificate III in Government. The module concentrates on an overview of diversity in the workplace.

All staff

Ongoing

Acknowledge traditional owners of the land at the opening of key meetings.

Area organising event

As required

Hold ‘Welcome to Country’ ceremonies, led by local Ngunnawal / Ngambri Elders for launches of significant Indigenous initiatives and other significant events, such as NAIDOC Week, sponsored by the department in the central office.

Human Resources Branch / Public Relations

May and July annually

Recognise and celebrate cultural days of significance, such as NAIDOC Week, Sorry Day and Reconciliation Week.

Indigenous speaker invited to address staff and stakeholders.

All staff encouraged and supported to attend.

The Australian Quarantine and Inspection Service

Ongoing

Seek permission from Indigenous land owners when undertaking AQIS pest and disease surveys on Indigenous lands.

3. Opportunities

Focus area
The Australian Government aims to be representative of the Australian population. The varying perspectives, experience and knowledge Indigenous Australians can bring to the department can add substantial value to the outcomes of policies and programs.

Action

Responsibility

Timeline

Measurable Target

3.1 To improve the attraction, retention and development of Indigenous employees and to improve accessibility of programs to Indigenous stakeholders

Managers

Ongoing

Provide access to flexible employment options in line with the department’s Collective Agreement.

Human Resources Branch though the Management and Leadership Programs providers

Ongoing

Provide access to coaching as appropriate to Indigenous staff at the DAFF Band 2 and 3 Classification through the Management and Leadership Programs.

Indigenous Employee Officer (HRB) / Indigenous Working Group (CPD)

December 2009

Enhance the recruitment and retention of Indigenous Employees through the development of an Indigenous Employment Strategy.

Indigenous Employee Officer (HRB) / Indigenous Working Group (CPD)

Ongoing

Promote and encourage participation in Australian Public Service Commission (and other agency and organisations) programs to staff such as secondment and scholarship programs.

Indigenous Employee Officer (HRB)

Assessment commences in August annually

Participate in the National Indigenous Cadetship Project (NICP) to provide additional opportunities for Indigenous students to gain valuable work experience within the Australian Public Service.

Human Resources Branch

March and October annually

Advertise positions for the department’s Graduate and Traineeship Programs on the Aboriginal and Torres Straight Islander (ATSI) Job Board.

The Australian Quarantine and Inspection Service

Ongoing

Engagement with Indigenous communities to support AQIS surveillance activities in coastal areas of northern Australia. While this interaction may not involve direct employment, the local communities derive benefit through income received from AQIS on a fee for service basis.

AQIS Far North

Ongoing Commencing January 2009

Advertising strategies for vacancies in the AQIS Far North region include engagement with local Indigenous council and community networks, where appropriate, in addition to placement of vacancy advertising in Indigenous media.

Indigenous Employee Officer (HRB)

Commencing March 2009

Maintain an Indigenous recruitment page on the department’s website.

Corporate Policy Division - Policy Development (Strategy & Support) Branch

Projects under former initiative completed by 30 June 2009. Projects under Australia's
Farming Future initiative
initiated by 30 June 2009.
National Indigenous Forestry Strategy and Indigenous Aquaculture Strategy are ongoing

Develop and implement projects to increase the engagement, leadership and representative capacity of Indigenous Australians in agriculture, fishing, forestry and related industries, to strengthen primary industry productivity and build rural, regional and remote community resilience to a changing climate (also includes National Indigenous Forestry Strategy and Indigenous Aquaculture Strategy).

All managers

Commencing January 2009

Involve Indigenous Australians in programs and policy development to enhance Indigenous opportunities and achievement of departmental business.

Indigenous Partnerships Team, Sustainable Resource Management

Ongoing

Continue to invest in Indigenous programs though the National Landcare Program.

4. Tracking progress and reporting

Action

Responsibility

Timeline

Measurable Target

4.1 Ensure the department’s RAP remains relevant and the targets outlined are progressed

Indigenous Working Group (CPD) / Indigenous Employee Officer (HRB)

Ongoing commencing May 2009

Annual Review of the department’s Reconciliation Action Plan to track progress and expansion of current actions and identify new actions.

Indigenous Employee Officer (HRB) / Indigenous Working Group (CPD)

March 2009

RAP review and revised RAP published on departmental website under the Indigenous Employment section and on the Intranet under Workplace Diversity.
Distribute RAP to all employees via the e-bulletin.

Human Resources Branch

June 2009 / 10

State of the Service reporting

Human Resources Branch

August 2009 / 10

Access and Equity Report

Indigenous Working Group (CPD)

As required

Reporting to the Executive Management Team including updates on RAP actions and other Indigenous matters included on the agenda.

Corporate Policy Division

The IWG will meet monthly at section head level and quarterly at branch head level

Corporate Policy Division (CPD) has initiated action to set up a departmental Indigenous Working Group (IWG), which aims to improve coordination and communication of Indigenous programs across the portfolio. It will subsume the intended functions of the previous Indigenous Affairs Steering Committee and Indigenous Affairs Working Group.