Employment and retention Aim: Pathways built with education providers and tools created to develop and retain Aboriginal Outcome Action Who Timeframe Pathways between Request Aboriginal candidates are on shortlists for YES PCI Feb 2015 then education and DTF trainees from graduate training providers. ongoing employment Build relationships with higher education providers to PCI Mar 2015 then promote DTF graduate opportunities to Aboriginal students January utilising the Aboriginal Pathway to the Graduate Program. Build relationships with higher education providers to PCI Aug 2015 then promote DTF internship opportunities to Aboriginal annually students. Begin feasibility assessment of an Aboriginal PCI Sep 2015 scholarship/internship. Establish if doing this in conjunction with other departments would be more viable/attractive. Engage with the Australian Indigenous Education PCI Sep 2015 Foundation and other relevant bodies to promote work experience opportunities. Reduced barriers for Promote DTF as the department of choice for Aboriginal PCI May 2015 Aboriginal people to secondments from other departments. obtain employment Review recruitment processes with Aboriginal PCI May 2015 members to ensure they are inclusive. Investigate the use of Aboriginal media (e.g. the Koori Mail, PCI Sep 2015 jobsgatheringplace.com.au, indigenousjobsaustralia.com.au, National Indigenous Times and the Torres News) to be used as standard rather than optional. DTF managers and Develop a career support package for all Aboriginal PCI Jul 2016 Aboriginal are employees in collaboration with other departments. provided tools for 100 per cent studies assistance will be made available to PCI As required development and Aboriginal employees. retention Inclusion and awareness Aim: DTF is an inclusive environment that is considerate and respectful of Aboriginal culture and people. Outcome Action Who Timeframe Increased awareness of Include Acknowledgement of Country at all formal DTF events Corporate Aboriginal culture and (e.g. all forums, executive forums, budget addresses). Comms Feb 2015 internal SEG, Directors, and PCI teams to undertake cultural safety All By Dec 2015 relationships training. Any DTF working on and assessing Expenditure Review PCI SubCommittee bids related to Aboriginal issues or dealing with
Employment and retention Aim: Pathways built with education providers and tools created to develop and retain Aboriginal Outcome Action Who Timeframe Pathways between education and DTF employment Request Aboriginal candidates are on shortlists for YES trainees from graduate training providers. PCI Feb 2015 then ongoing Build relationships with higher education providers to promote DTF graduate opportunities to Aboriginal students utilising the Aboriginal Pathway to the Graduate Program. PCI Mar 2015 then January Build relationships with higher education providers to promote DTF internship opportunities to Aboriginal students. PCI Aug 2015 then annually Begin feasibility assessment of an Aboriginal scholarship/internship. Establish if doing this in conjunction with other departments would be more viable/attractive. PCI Sep 2015 Engage with the Australian Indigenous Education Foundation and other relevant bodies to promote work experience opportunities. PCI Sep 2015 Reduced barriers for Aboriginal people to obtain employment Promote DTF as the department of choice for Aboriginal secondments from other departments. PCI May 2015 Review recruitment processes with Aboriginal members to ensure they are inclusive. PCI May 2015 Investigate the use of Aboriginal media (e.g. the Koori Mail, jobsgatheringplace.com.au, indigenousjobsaustralia.com.au, National Indigenous Times and the Torres News) to be used as standard rather than optional. PCI Sep 2015 DTF managers and Aboriginal are provided tools for development and retention Develop a career support package for all Aboriginal employees in collaboration with other departments. PCI Jul 2016 100 per cent studies assistance will be made available to Aboriginal employees. PCI As required Inclusion and awareness Aim: DTF is an inclusive environment that is considerate and respectful of Aboriginal culture and people. Outcome Action Who Timeframe Increased awareness of Aboriginal culture and internal relationships Include Acknowledgement of Country at all formal DTF events (e.g. all forums, executive forums, budget addresses). Corporate Comms Feb 2015 SEG, Directors, and PCI teams to undertake cultural safety training. All By Dec 2015 Any DTF working on and assessing Expenditure Review SubCommittee bids related to Aboriginal issues or dealing with PCI
Aboriginal-employment-and-inclusion-action-plan.docx