ETC's Innovate Reconciliation Action Plan (RAP)

er e

ar your future st

ts h

ic Em Adv ploym ent | Training | Business

INNOVATE RECONCILIATION ACTION PLAN 2015 – 2016

TABLE OF CONTENTS

ETC’s Footprint in NSW & QLD Acknowledgments

Message from the CEO

What’s Reconciliation got to do with ETC

Our Business

Our commitment to Reconciliation

Our Journey & Vision

Our Reconciliation Action Plan

Relationships

Respect

Opportunities

Reporting and Evaluating

ETC’S FOOTPRINT IN NSW & QLD ACKNOWLEDGMENTS Enterprise and Training Company (ETC) is committed to promoting reconciliation throughout our services by creating a fairer and more equitable society on the East Coast of NSW and QLD. ETC is passionate about embracing the three key values of Respect, Opportunities and Relationships within this strategy for everyone who accesses ETC services regardless of their race, religion or socio-economic background. ETC acknowledges Aboriginal and Torres Strait Islander Peoples as the first peoples of this nation and support the resolution of Reconciliation Australia, along with the Australian Government to contribute towards ‘Closing the Gap’ within the employment and training arena. Along with the company’s Indigenous Employment Strategy (‘IES’) and Indigenous Community Protocol and Engagement Guide, this Reconciliation Action Plan will enhance the way that services are delivered to Aboriginal and Torres Strait Islander peoples. ETC’s service delivery stretches along the East Coast of NSW from Wollongong in the far south and up to QLD in the north and employs approximately 137 staff. From the 137 staff employed with ETC, 12 staff members strongly identify as being Aboriginal and Torres Strait Islander descent, which demonstrates ETC having a 7% staffing of Aboriginal and Torres Strait Islanders peoples. ETC would like to acknowledge the Traditional Owners of the living lands where our services are delivered and pay our respects to the Elders and Community people of those communities for both past, the present and into the future. The East Coast of NSW and QLD region is home to range of dominant Aboriginal cultural groups who have maintained their rich cultural identity of language, dance and way of lifestyle. ETC acknowledges the following Aboriginal nations who we service: • The Kombumerri Nation on the Gold Coast which cover most of the Gold Coast regions • The Bundjalung Nation beginning from Grafton and reaching up to the QLD boarder • The Gumbaynggirr Nation on the Mid North Coast of NSW from Stuarts Point in the south to South Grafton in the north and along the ridges of Nymboida to Dorrigo • The Dunghutti Nation covering the Macleay Valley region • The Birpai Nation covers the Hasting Valley region • The Biripi Nation covers predominantly the Manning Valley • The Eora Nation covers most of Sydney’s Cove and Eastern regions • The Dharawal Nation including the upper area of the South Coast of NSW and expanding into the Campbelltown area • The Yuin Nation of the lower South Coast of NSW 3

Message from the ETC Acting Chief Executive Officer I’m delighted to present ETC’s Reconciliation Action Plan (RAP) for 2015-2016. ETC is committed to playing its part in helping end the disparity between Aboriginal and Torres Strait Islander peoples and other Australians. Our Reconciliation Action Plan is about building constructive partnerships, promoting Australia’s unique Aboriginal and Torres Strait Islander heritage and supporting Aboriginal and Torres Strait Islander jobs and sustainable economic development. As a leading Job Services Australia Provider, and a Registered Training Organisation, ETC is particularly focussed on providing education and training opportunities to Aboriginal and Torres Strait Islander peoples. In addition, we are committed to supporting Aboriginal and Torres Strait Islander peoples wanting to start or grow their own business enterprise. ETC’s Reconciliation Action Plan is not only the right thing to do for the growth and success of our business; it is the right thing to do for the growth and prosperity of all Australians. Jenny Barnett Acting CEO

What’s Reconciliation to ETC Through ETC’s ongoing involvement within Aboriginal and Torres Strait Islander communities, it is viewed that reconciliation should be everybody’s business in Australian society. ETC recognises that as a society we need to remain optimistic and innovative about working together to contribute to ‘Closing the Gap’ on Aboriginal and Torres Strait Islander disparity. ETC wants to enhance employment and training services for Aboriginal and Torres Strait Islander communities and introduce entrepreneurism to interested individuals and groups in an effort to improve self-empowerment and community harmony.

Our Business Since ETC’s inception in 1989 we have been committed to improving our working relationships with Aboriginal and Torres Strait Islander communities and enhancing our service delivery of employment, training and business advisory services to Aboriginal and Torres Strait Islander Australians. ETC envisage that a RAP will provide further opportunities to link in with more Aboriginal and Torres Strait Islander service providers to provide quality service provisions to Aboriginal and Torres Strait Islander Australians and their communities within the areas ETC operates. ETC is now working towards addressing the deliverables and measurable actions for which our organisation prides itself on including: • Providing a range of employment opportunities to local communities through current and future Indigenous Employment programs for interested job seekers • Assisting individuals and groups with small business enterprises by providing more workshops to communities wwhere ETC operates • Providing quality training packages to local and regional communities which will up-skill individuals and make people more employable • Participating within community programs and initiatives which will make ETC more visible within the eyes of the communities Acknowledging ETC’s newly enhanced Indigenous Employment Strategy, the number of Aboriginal and Torres Strait Islander peoples currently employed in the company sits at 7% as a baseline. ETC envisages placing targets for each year to a maximum of 13% (relative to our total staff at present of 137) throughout the company, with identified positions in offices where there is high population of Aboriginal and Torres Strait Islander peoples. ETC’s ambition is to become the Job Service Australia agent of choice for Aboriginal and Torres Strait Islander Australians, with a belief in building strong, inclusive and sustainable communities. ETC’s corporate responsibility approach is founded on doing the right thing and helping people and customers realise their potential. A natural extension of ETC’s corporate responsibility approach is building business partnerships to create shared value – which is good for business and the community.

Our Commitment to Reconciliation ETC’s objective of this plan is to become a quality leader and advocate for Reconciliation Australia by setting a high standard for other Job Services Australia (JSA) providers to follow. By having a unique strategy to participate and become involved in Aboriginal and Torres Strait Islander communities, ETC will achieve greater service delivery, quality education and training outcomes, and sustainable employment initiatives with tailored career pathways, not only for Aboriginal and Torres Strait Islander Australians, but all Australians.

Our Journey & Vision As a not-for-profit community organisation, ETC prides itself on giving back. All surplus generated from ETC’s operations are reinvested back into the communities and back into the company. It’s just one of the many ways ETC helps to create a positive future for the communities in which we operate. As a leading provider of employment, training and business services, ETC has many existing and sustainable relationships with peak Aboriginal and Torres Strait Islander service providers like Aboriginal Lands Councils and Aboriginal Medical Services throughout NSW and is slowly building stronger relationships within QLD’s Gold Coast region. ETC is proud to have a strong reputation on the East Coast of NSW through investing in programs which have resulted in positive training and employment outcomes for Aboriginal and Torres Strait Islander Australians. ETC will deliver a sustainable RAP with plans to explore all avenues of facilitating genuine conversations between the Employment, Training and Business Solutions sectorsand Aboriginal and Torres Strait Islander communities. ETC believes these actions will contribute to improving Reconciliation with all Australians through our regions, while also contributing to ‘Closing the Gap’ by assisting Aboriginal and Torres Strait Islander peoples to become employable and job ready.

OUR RECONCILIATION ACTION PLAN ETC aims to improve employment and training opportunities as well as enhancing the ongoing development of small business enterprises by working more proactively in partnership with Aboriginal and Torres Strait Islander organisations and communities. This RAPwill continually evolve and become more innovative, which will assist our company and partners to build more on the following areas: • Bridging cultural education awareness throughout ETC to increase staff awareness of traditional and contemporary Aboriginal and Torres Strait Islander societies. • Building more sustainable business partnerships with Aboriginal and Torres Strait Islander organisations to support the creation of commercial opportunities. • Provide full-time, part-time and school-based employment opportunities for Aboriginal and Torres Strait Islander people and communities. • Provide accredited training opportunities for Aboriginal and Torres Strait Islander staff and communities to enhance employment prospects. • Building on more community relationships in becoming a preferred service provider for local and surrounding communities.

Who champions ETC’s RAP Internally and Externally? ETC does not have particular RAP Champions identified within the company and rather the RAP is driven by the CEO and by every employee within the company. Whilst the RAP Working Party will be the main drivers of ensuring the RAP is being implemented correctly, all employees in ETC understand the importance of reconciliation and why the company has decided to develop a RAP and are dedicated to achieving all of the actions and targets that are ccontained within this plan Members of ETC’s RAP Working Party highlight the importance of the RAP and members in the initial stages and then find a suitable ambassador with a great strong communitybased reputation to assist in its promotion in the future. Here at ETC, staff are excited about our company undertaking a RAP and through recent Cultural Awareness training, employees understand what will be involved in the next chapter of the company’s experiences of working in Aboriginal and Torres Strait Islander communities. Essentially, all who have undertaken the company’s Cultural Awareness training will also Champion the company’s RAP both internally and externally.

Over the past 7 years, ETC has developed genuine and sustainable relationships with visiting NRL clubs to the Coffs Coast region such as South Sydney Rabbitohs, Gold Coast Titans and the NSW Blues State of Origin squad, where former and current Aboriginal and Torres Strait Islander players from those clubs have assisted with championing ETC’s RAP to the wider public.

Who will be involved with ETC’s RAP Working Party? Here at ETC, we are taking this initiative of elevating Reconciliation in our communities to the next level through facilitating genuine conversations and forming sustainable relationships between Industries and Aboriginal and Torres Strait Islander communities. ETC’s RAP will be coordinated and monitored by the company’s CEO, our Human Resources Manager, all Office Managers and an external Aboriginal consultant Managing Director of Ngunya Consultants – Shaun Hart.

What prompted ETC to develop a RAP? Undertaking a RAP was an idea which was suggested through a conversation with the previous ETC CEO –and an external Aboriginal consultant Managing Director of Ngunya Consultants – Shaun Hart where it was identified that ETC were, and still are, doing many great initiatives and providing quality services for Aboriginal and Torres Strait Islander communities across the region. As a result, we feel that a RAP will enhance and strengthen our company’s existing profile and relationships with local and surrounding Aboriginal & Torres Strait Islander communities.

Previous business and success with Aboriginal and Torres Strait Islander programs across the regions ETC is passionate about working with Aboriginal and Torres Strait Islander communities through servicing the region via a range of different initiatives including: The Greens Teams Alliance (GTA) which was an initiative funded by Department of Education, Employment and Workplace Relations (DEEWR). ETC helped develop the business capability of 14 Aboriginal Green Teams involved in a natural resource management work from the NSW Central Cost to the Queensland border. The GTA project has been instrumental in assisting the Green Teams to establish positive relationships with key stakeholders such as local councils and government departments. Jobs for Aboriginal peoples were created including opportunities to complete a Certificate IV in Frontline Management. Community Land and Business Plan - ETC is a preferred provider for the development of Community Land and Business Plans for Local Aboriginal Land Councils (LALCs), which have become mandatory under the NSW Aboriginal Land Rights Act.

Through financial support from DEEWR, ETC project-managed the development of these plans for 6 Local Aboriginal Lands Councils on the North Coast of NSW including Ashford, Dorrigo, Guyra, Nambucca, Tweed/Byron and Lismore LALC’s, and is now mentoring these Councils in the implementation of their new plans. Indigenous Business Australia (IBA) - As a preferred service provider, Indigenous Business Australia worked with ETC to provide Aboriginal and Torres Strait Islander communities ‘Into Business’ workshops across the North Coast of NSW regions. Through this opportunity, Aboriginal and Torres Strait Islander peoples and communities are welcoming the experiences of establishing their small business enterprises where our company has delivered 49 full day workshops to date throughout NSW. ETC currently hosts the “New Careers for Aboriginal People” program which is a state wide initiative monitored and administered by the Department of Education and Communities (State Training Services). ETC employs an Aboriginal employment advisor who is leading the Government-set key performance indicators across the state regarding recruitment and retention of Aboriginal & Torres Strait Islander peoples entering into full-time, parttime, school-base employment positions and accredited training programs. Based on the achievement against Government-set KPI’s, ETC is the leading provider (out of 13) of NCAP providers in NSW for the past 2 years. A total of 142 Aboriginal peoples have been trained and 59 have been supported in gaining sustainable employment over the past 12 months. In addition, 11 existing Aboriginal workers have been supported to up-skill to higher qualification levels rather than being satisfied with entry level positions. All NCAP clients have demonstrated greater self-esteem, confidence and self-worth since joining the NCAP initiative. Further-more, ETC’s Aboriginal Employment Advisor has gone above and beyond in delivery of the program by delivering initiatives to contribute to breaking the cycle of welfare dependencies in Aboriginal communities such as organising Aboriginal role models to guest speak at schools, mentoring and supporting clients outside of working hours, developing partnerships between Aboriginal and other Australians, as well as forming special relationships between different Aboriginal nations and organisations.

RELATIONSHIPS Statement of Commitment

ETC strongly acknowledges that Aboriginal and Torres Strait Islander peoples have a significant relationship and connection to this land which has continued to survive for more than 70,000 years. Through the guidance of a RAP, ETC have identified areas to develop more meaningful and sustainable relationship opportunities for Aboriginal and Torres Strait Islander communities. By utilising our company’s profile and reputation for connecting industries and employers to local Aboriginal and Torres Strait Islander communities and through facilitation of genuine conversations between Industries and communities we believe sustainable relationships will be created which will build on more respectful and genuine relationships.

Action

Responsibility

1.1 - Establish ETC’s Reconciliation Action Plan Working Party (RWP) to implement and track the progress of ETC’s RAP

Human Resources Manager

September 2015, 2016

1.2 - ETC staff to be encouraged to attend community events, meetings and forums to connect and build relationships with local Aboriginal and Torres Strait Islander peoples and communities

Human Resources Manager

February, March, May and June 2015, 2016

Timeline

Measurable Targets • Establish RAP Working Party consisting Aboriginal and Torres Strait Islander peoples and members from the broader Australian community who will champion the RAP throughout ETC offices and monitor the progress of ETC’s RAP • ETC’s RAP Working Party will meet quarterly each year • Managers at each ETC office will champion the RAP at a local level • Create a Terms of Reference for ETC’s RAP Working Party • Encourage ETC staff to attend community organised events • Create a calendar of significant Aboriginal and Torres Strait Islander dates and community organised events (meetings/forums) and circulate to all ETC employees to attend • Create a list of key individuals and organisations ETC can build mutually beneficial relationships with and schedule to meet at least twice per year • Organise at least one internal event for Aboriginal and Torres Strait Islander employees and other employees to build strong relationships during National Reconciliation Week each year

Action

Responsibility

1.3 - ETC to build and strengthen sustainable relationships with peak Aboriginal and/or Torres Strait Islander organisations and other organisations across NSW/QLD and become the link between communities and Industries

Chief Executive Officer and Human Resources Manager

December 2015

1.4 - Promote ETC’s Innovate 2015-2016 Reconciliation Action Plan

Chief Executive Officer Human Resources Manager

February 2015

Timeline

Measurable Targets • Invite representatives from Aboriginal and/ or Torres Strait Islander peak bodies to attend ETC events (NRW events, NAIDOC) • Organise meetings with identified Aboriginal and/or Torres Strait Islander peak bodies to build mutually beneficial relationships with • Identify memberships organisations which ETC could support and become an active member

• All ETC staff to be notified via email of where and how ETC’s RAP can be found and reviewed • Upload ETC’s RAP onto staff drive and external website

RESPECT

Statement of Inclusiveness ETC staff aims to undertake Cultural Awareness training and engage with local communities to enhance all employees understanding of Aboriginal and Torres Strait Islander peoples traditional and contemporary societies in an effort to promote inclusive practices throughout ETC’s service provisions. Action

Responsibility

Timeline

2.1- Provide all ETC staff with quality Cultural Awareness training in order to keep staff updated on traditional and contemporary Aboriginal and Torres Strait Islander Australian cultures and societies

Chief Executive Officer Human Resources Manager

September 2015

Measurable Targets • Develop and pilot a cultural awareness training strategy for ETC. In particular, provide opportunities for RAP Champions, HR Managers and other key leadership to participate in training • Engage external consultant to deliver Cultural Awareness training to ETC staff as part of their professional development. Workshops will involve historical content, communication techniques and awareness of community protocols & contacts. • All new ETC staff will participate in Cultural Awareness training through ongoing training and development. • Encourage all ETC employees to complete Reconciliation Australia’s “Share Our Pride” cultural learning module

Respect - Continued Action

Responsibility

Timeline

2.2 Provide ETC staff with an understanding of Aboriginal and Torres Strait Islander Community Protocols involving information on Welcome to Country, Acknowledgement of Country and how to make contact with Aboriginal and Torres Strait Islander communities appropriately.

Chief Executive Officer Human Resources Manager

August 2015

• Review and refresh (where appropriate) ETC’s “Indigenous Community Protocol” document • Distribute a communication plan for each ETC office to understand and be aware of the Indigenous Community Protocol guide located on the company’s shared drive system. • Encourage all ETC employees to provide an Acknowledgement of Country at the beginning of internal events/ meetings • Identify at least one significant event for which a Traditional Owner will be invited to provide a Welcome to Country

2.3 Provide the opportunity for all ETC employees to participate and celebrate Aboriginal and Torres Strait Islander cultural events to provide staff with deeper learning and appreciation of Aboriginal and Torres Strait Islander cultures and communities

Human Resources Office Managers

July 2015

• Review HR Policies to ensure there are no barriers for Aboriginal and/or Torres Strait Islander staff to participate in NAIDOC Week events • Create and distribute an events calendar specifically dedicated to significant Aboriginal and Torres Strait Islander cultural events • Each ETC office will be required to coordinate a series of Aboriginal and/or Torres Strait Islander cultural events to connect with local Aboriginal and /or Torres Strait Islander communities • Encourage all ETC staff to participate in local NAIDOC Week events • Feature a newsletter article on ETC’s involvement in Aboriginal and Torres Strait Islander events, meetings and forums

Measurable Targets

Respect - Continued Action

Responsibility

Timeline

Measurable Targets

2.4 All ETC offices to create a culturally welcoming environment for Aboriginal and Torres Strait Islander peoples

Human Resources Manager

January 2015

â&#x20AC;˘ Display a plaque to acknowledge the Traditional Owners of lands on which ETC operates on â&#x20AC;˘ Include an acknowledgement to Traditional Owners in staff email signature block during special/ identified weeks ie: NAIDOC week, Saltwater Festival and Harmony Week.

OPPORTUNITIES Statement of key areas ETC envisages enhancing the range of opportunities available to Aboriginal and Torres Strait Islander Australians and their communities through our employment, training and business advisory services. ETC believes that by enhancing our service provisions to Aboriginal and Torres Strait Islander communities by implementing a RAP, our company is making a genuine contribution to ‘Closing the Gap’. Particulary in regards to improving employment rates, up-skilling individuals employability prospects and creating small business opportunities in urban, rural and remote communities on the East Coast of NSW. Action

Responsibility

Timeline

Measurable Targets

3.1 Promote ETC services to Aboriginal and Torres Strait Islander peoples as a preferred service provider and employer of choice

Human Resources Manager

March 2015

• Develop and implement appropriate marketing collateral to all ETC offices that is specific to Aboriginal and Torres Strait Islander peoples and distribute out into local communities • Advertise ETC programs and training in Aboriginal and Torres Strait Islander media platforms

3.2 - Identify areas within ETC to increase Aboriginal Chief Executive Officer and Torres Strait Islander employment opportunities

Human Resource Manager

June 2015

• Communicate and Implement ETC’s new Indigenous Employment Strategy • Investigate the opportunity to create Aboriginal and Torres Strait Islander identified positions • Develop and implement a culturally appropriate template for vacant ‘Identified Positions’ which will be targeted at attracting Aboriginal and Torres Strait Islander candidates to work for ETC • Advertise all identified positions in Aboriginal and Torres Strait Islander media platforms • Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment within ETC

Opportunities - Continued Action

Responsibility

Timeline

3.3 - Investigate the opportunity to offer School based traineeships to Aboriginal and Torres Strait Islander high school students as an incentive to remain in School and complete their HSC

Human Resources Manager Office Manager

November 2015

• Allocate part of ETC’s budget to provide Aboriginal and Torres Strait Islander school based traineeships • Engage and build relationships with Career Advisors from local high schools to promote ETC’s school based trainee program

3.4 - Continue to support and provide guidance and advice to Aboriginal and Torres Strait Islander peoples interested in establishing their own business

Chief Executive Officer Business Solutions Manager Office Manager Employment Officers

November 2015

• Encourage & promote ETC small business enterprise opportunities to Aboriginal & Torres Strait Islander peoples through the delivery of workshops & training • Attend Aboriginal and Torres Strait Islander community functions to promote, foster and encourage people to start a business which is feasible with business plans to offer visual perspectives.

3.5 - Explore and identify areas in communities where ETC can facilitate Indigenous Employment Programs (IEP) for individuals and groups who are interested to develop and maintain their communities

Chief Executive Officer RTO Manager Office Managers

April 2015

• Develop a list to identify areas within communities to possibly deliver IEP projects & explore business growth & sustainable employment opportunities • Develop and apply for IEP initiatives to create employment and training opportunities for Aboriginal & Torres Strait Islander peoples in the areas of Land Management & Bush Regeneration / Highway Upgrades

Measurable Targets

Opportunities - Continued Action

Responsibility

Timeline

Measurable Targets

3.6 - Investigate opportunities to increase supplier diversity within ETC

Chief Executive Officer Human Resources Manager RAP Working party

March 2015

• Investigate ETC becoming a member of supply nation • Review procurement policy barriers to Aboriginal and Torres Strait Islander businesses • Develop a list of local Aboriginal and/or Torres Strait Islander businesses ETC could procure from • Review and reform procurement strategy so that supplier diversity can be incorporated into ETC’s procurement strategy

3.7 - Facilitate significant events to provide an opportunity for Aboriginal and Torres Strait Islander communities to engage with Industry providers

Chief Executive Officer Business Solutions Manager Office Manager Employment Officers

November 2015

REPORTING AND EVALUATING Action

Responsibility

Timeline

Measurable Targets

4.1 - ETC RAP Working Party will consistently review the RAP and report progress quarterly

Chief Executive Officer Human Resources Manager

June 2015

• All reporting aspects of the RAP will go out to Managers & Board members to display progress of ETC’s RAP and engagement with Aboriginal and Torres Strait Islander peoples and communities • Communicate ETC’s RAP Progress to ETC employees during staff meetings

4.2 - ETC RAP Working Party to report on positives, negatives, challenges, achievements and learning attributes to Reconciliation Australia

Chief Executive Officer Human Resources Manager

September 2015, 2016

• Complete and submit ETC’s Impact Measurement Questionnaire and other RAP reports each year to Reconciliation Australia for inclusion in the Reconciliation Action Plan Impact Measurement Report

4.3 - Refresh and launch a new RAP for ETC

Chief Executive Officer Human Resources Manager

November 2015

• Refresh, update and launch a new RAP for ETC based on learnings, challenges and achievements from previous RAP

For more information about this document contact Nicole Bradley – Human Resources Manager, (02) 6648-5400 Enterprise & Training Company Ltd PO Box 1371 | 80 Grafton Street Coffs Harbour NSW 2450 ABN: 52 003 732 009