Celebrate NAIDOC Week and Review HR policies and procedures to ensure there are Annually in June Lead Branch – provide opportunities for Aboriginal no barriers to staff participating in NAIDOC Week each year Manager, People and Torres Strait Islander staff to activities, including communications to advertise events Services Branch engage with culture and community and alert managers to leave entitlements. during NAIDOC Week Supported by: Provide opportunities for all staff to participate in local Annually in July internal and external NAIDOC Week events. each year Executive Management Support all staff to participate in NAIDOC Week events Annually in July Group in the local community. each year Indigenous Champion Hold an internal NAIDOC Week event in National Office Annually in July Aboriginal and and the Delivery Network in all States and Territories. each year Torres Strait Indigenous Champion to encourage State Managers Islander Staff Annually in May through direct communications to organise NAIDOC National each year Week celebrations in their local offices, and where Committee possible in collaboration with other government Delivery Network agencies. State Office Managers Opportunities Diversity and inclusion is a priority for DSS and we strive to be an employer of choice for Aboriginal and Torres Strait Islander people, while also supporting those staff to have meaningful careers. DSS is that we surpassed our original target of four per cent last year, and have already achieved our 2017 target of five per cent Aboriginal and Torres Strait islander staff representation. We aim to increase our target by one per cent each year for the life of this RAP. Establishing economic relationships with Indigenous businesses provides the opportunity for those businesses to be involved in the delivery of DSS services. Our business relationships also allow DSS the opportunity to expand our services and support to Aboriginal and Torres Strait Islander people and their communities through acknowledging significant local knowledge and expertise..
Celebrate NAIDOC Week and provide opportunities for Aboriginal and Torres Strait Islander staff to engage with culture and community during NAIDOC Week Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week activities, including communications to advertise events and alert managers to leave entitlements. Provide opportunities for all staff to participate in local internal and external NAIDOC Week events. Support all staff to participate in NAIDOC Week events in the local community. Hold an internal NAIDOC Week event in National Office and the Delivery Network in all States and Territories. Indigenous Champion to encourage State Managers through direct communications to organise NAIDOC Week celebrations in their local offices, and where possible in collaboration with other government agencies. Annually in June each year Annually in July each year Annually in July each year Annually in July each year Annually in May each year Lead – Branch Manager, People Services Branch Supported by: Executive Management Group Indigenous Champion Aboriginal and Torres Strait Islander Staff National Committee Delivery Network State Office Managers Opportunities Diversity and inclusion is a priority for DSS and we strive to be an employer of choice for Aboriginal and Torres Strait Islander people, while also supporting those staff to have meaningful careers. DSS is that we surpassed our original target of four per cent last year, and have already achieved our 2017 target of five per cent Aboriginal and Torres Strait islander staff representation. We aim to increase our target by one per cent each year for the life of this RAP. Establishing economic relationships with Indigenous businesses provides the opportunity for those businesses to be involved in the delivery of DSS services. Our business relationships also allow DSS the opportunity to expand our services and support to Aboriginal and Torres Strait Islander people and their communities through acknowledging significant local knowledge and expertise..
reconciliation_action_plan_-_accessible.docx