Improve Aboriginal cultural Legal Learning and Yearly Four Aboriginal Cultural competency in the workplace. Development Awareness Training Manager, Legal sessions provided as (Reconciliation Action Plan 2.2) Practice part of the Legal Practice Essentials training for lawyers annually. Support Develop and implement strong, supportive policies, procedures and practices which support and enable Aboriginal and Torres Strait Islander staff to fulfil their role at Victoria Legal Aid. Action Who Timeline Measure Review and identify possible Employee January A review is conducted improvements to Victoria Legal Relations Manager, 2017 and recommendations Aid employment policies and People and Culture are reflected in procedures including access to and Resourcing Enterprise Agreement compassionate leave for and Remuneration 2016–20. bereavement Manager, People (Reconciliation Action Plan 2.6) and Culture Provide opportunities for Associate Director, Yearly Aboriginal and Torres Aboriginal and Torres Strait Aboriginal Services Strait Islander Islander employees to engage and Associate employees and their with their culture and Director, People managers are aware of community through NAIDOC and Culture policies relating to week events and similar attending NAIDOC cultural events (Reconciliation week events or similar Action Plan 2.5) cultural events. A minimum of 50% (2017) and 85% (2018) Aboriginal or Torres Strait Islander employees participate in NAIDOC events and similar cultural events. Provide opportunities for Employee June 2017 HR policies and Aboriginal and Torres Strait Relations Manager, procedures reviewed to Islander employees to engage People and Culture ensure there are no with their culture and barriers to staff community through NAIDOC participating in
Improve Aboriginal cultural competency in the workplace. (Reconciliation Action Plan 2.2) Legal Learning and Development Manager, Legal Practice Yearly Four Aboriginal Cultural Awareness Training sessions provided as part of the Legal Practice Essentials training for lawyers annually. Support Develop and implement strong, supportive policies, procedures and practices which support and enable Aboriginal and Torres Strait Islander staff to fulfil their role at Victoria Legal Aid. Action Who Timeline Measure Review and identify possible improvements to Victoria Legal Aid employment policies and procedures including access to compassionate leave for bereavement (Reconciliation Action Plan 2.6) Employee Relations Manager, People and Culture and Resourcing and Remuneration Manager, People and Culture January 2017 A review is conducted and recommendations are reflected in Enterprise Agreement 2016–20. Provide opportunities for Aboriginal and Torres Strait Islander employees to engage with their culture and community through NAIDOC week events and similar cultural events (Reconciliation Action Plan 2.5) Associate Director, Aboriginal Services and Associate Director, People and Culture Yearly Aboriginal and Torres Strait Islander employees and their managers are aware of policies relating to attending NAIDOC week events or similar cultural events. A minimum of 50% (2017) and 85% (2018) Aboriginal or Torres Strait Islander employees participate in NAIDOC events and similar cultural events. Provide opportunities for Aboriginal and Torres Strait Islander employees to engage with their culture and community through NAIDOC Employee Relations Manager, People and Culture June 2017 HR policies and procedures reviewed to ensure there are no barriers to staff participating in