rewarded each year. 2.3 Recognise cultural WDS, WSB Ongoing Enterprise needs and obligations of Workforce Agreement Indigenous employees. Environment conditions reflect Section, WSB the needs of Divisional Indigenous Executives/ employees. Section Directors 2.4 Conduct biennial WDS, WSB Ongoing Indigenous Indigenous employees’ Indigenous Staff employees’ conferences. Network conference held 2013. 2.5 Maintain a formal WDS, WSB Ongoing All Indigenous coaching/ mentoring employees to program. have access to a mentor if they desire one. 2.6 Establish, maintain and WDS, WSB Ongoing All Indigenous support area-specific Indigenous employees invited Indigenous Staff Networks to participate in Networks. Indigenous staff the network. members ISNs meet regularly. 2.6.1 Convene annual WDS, WSB Annually Annual ISN meetings of Executives Indigenous Executive of individual ISNs. Networks Meeting held. Outcome 3 Capability/Career Development – Initiative Lead Responsibility Timeframe Performance Indicator 3.1 Provide opportunities WDS, WSB Ongoing Relevant for capability and career Relevant opportunities development. divisions identified and offered each year as part of divisional workforce plans and/or individual staff performance and development processes. 3.1.1 Identify any Working Party of 31 December Research findings specific barriers to WSB, divisional 2012 and career advancement and representatives recommendations vertical mobility faced and ISN considered by by Indigenous representatives WMC. employees as a group and target initiatives to 30 June 2014 Key agreed address them. initiatives from investigation either
rewarded each year. 2.3 Recognise cultural needs and obligations of Indigenous employees. WDS, WSB Workforce Environment Section, WSB Divisional Executives/ Section Directors Ongoing Enterprise Agreement conditions reflect the needs of Indigenous employees. 2.4 Conduct biennial Indigenous employees’ conferences. WDS, WSB Indigenous Staff Network Ongoing Indigenous employees’ conference held 2013. 2.5 Maintain a formal coaching/ mentoring program. WDS, WSB Ongoing All Indigenous employees to have access to a mentor if they desire one. 2.6 Establish, maintain and support area-specific Indigenous Staff Networks. WDS, WSB Indigenous Networks Indigenous staff members Ongoing All Indigenous employees invited to participate in the network. ISNs meet regularly. 2.6.1 Convene annual meetings of Executives of individual ISNs. WDS, WSB Indigenous Networks Annually Annual ISN Executive Meeting held. Outcome 3 – Capability/Career Development Initiative Lead Responsibility Timeframe Performance Indicator 3.1 Provide opportunities for capability and career development. WDS, WSB Relevant divisions Ongoing Relevant opportunities identified and offered each year as part of divisional workforce plans and/or individual staff performance and development processes. 3.1.1 Identify any specific barriers to career advancement and vertical mobility faced by Indigenous employees as a group and target initiatives to address them. Working Party of WSB, divisional representatives and ISN representatives 31 December 2012 30 June 2014 Research findings and recommendations considered by WMC. Key agreed initiatives from investigation either
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