Stretch Reconciliation Action Plan
Foreword
A Message from the CEO and Chair of the Board of Directors.
Working Towards a More Equitable Future
We’re committed to fostering strong, respectful relationships within our communities. The Reconciliation Action Plan (RAP)—our third—is a vital component of this commitment, as it allows us to actively contribute to a more fair and equitable society. It is our way of being accountable to our First Nations communities, by translating our goals into measurable actions.
We both recognise the profound connection First Nations Peoples have to this beautiful land. The rest of us, with mixed migration and generational stories of living in Australia, have also been nurtured by its natural beauty and cultural richness. We are incredibly grateful to the Traditional Custodians for their stewardship and care.
Relationships Australia NSW actively participates in the national Relationships Australia Indigenous Network. In developing a state plan, we acknowledge cultural wisdom and our part in the national progress we can collectively make.
Acknowledging the Past, Creating a Better Future
We acknowledge the historical injustices and the ongoing impacts of colonisation. The land we live and work on is unceded land. As an organisation whose purpose is founded in the value of relationships, we recognise the enduring wounds of intergenerational loss and grief. We are determined to play a role in building a future that takes into account lessons learnt. We have made progress in our previous RAPs, but this is a journey that continues to evolve in response to community need. It has been developed after deep listening to our cultural advisors and allies.
Through our RAP, we will:
• Reduce the colonial load: We will actively work to dismantle systemic barriers and address the ongoing impacts of colonisation.
• Strengthen relationships with First Nations communities: We will build meaningful connections, learn from First Nations perspectives, and support initiatives that benefit their communities.
• Promote cultural awareness: We will educate our staff about First Nations culture, history, and traditions.
• Invest in cultural fitness: Ensuring we build strength across our organisation in being able to listen, respond and progress our relationships and work, even when there are differences and challenges.
We recognise our responsibility to address the historical and ongoing impacts of colonisation on Aboriginal and Torres Strait Islander people and communities.
This Reconciliation Action Plan (RAP) is a tangible step for Relationships Australia NSW to demonstrate our commitment to change and to progress.
Elisabeth Shaw CEO Dr Stephen Hollings Chair
Meet Charmaigne: A Proud Senior Aboriginal Family Advisor
Charmaigne, a proud Wayilwan, Wongiabon Gomeroi and Wiradyuri woman is a Senior Aboriginal Family Advisor at Relationships Australia NSW. In her role, Charmaigne supports Aboriginal families to navigate family dispute resolution and the family law system, from mediation sessions to setting up much-needed service referrals. She is also dedicated to providing a cultural lens and safe space for her clients, during an often unfamiliar and uncertain time in their lives.
“Aboriginal people have been mediating since the beginning of time and when people are experiencing difficulties, wider families will come in and support them,” Charmaigne said. With over three decades of experience in the sector, Charmaigne has supported Aboriginal women facing domestic and family violence, advised governments and worked in the family court.
“I started in refuge work and seeing the impact it had on children and mums really set in motion what I wanted to do. It’s why I went on to work at places like Redfern Community Legal Centre and now, Relationships Australia NSW.”
Throughout her career, most of Charmaigne’s work has been focused on supporting women during times of crisis. One of the things she enjoys most about her current role is learning about men’s experiences and the challenges they face.
“I can talk to men the same way I talk to women in a domestic violence situation, and I’m really proud of myself that I enabled that,” she said. “I just love the work and I really love engaging with clients, being impartial, and keeping their confidence for a positive outcome.”
While her work can be difficult, Charmaigne makes art to relax and take care of herself. Describing her house as an art gallery, she paints Indigenous artwork representing her storylines and uses it to teach her grandkids about culture.
Charmaigne is passionate about seeing action for Aboriginal families and communities. “It’s time for change and action by government. As an Aboriginal person, you’ve got to be thick-skinned and deal with racial attitudes all the time. We can’t do it by ourselves and rely on our nonIndigenous friends to fight for us and stand up.” A big thank you to Charmaigne for her years of supporting and uplifting Aboriginal communities – her clients and our team are lucky to have her.
*Artwork by Charmaigne
Meet Brad: A Passionate Aboriginal Family
Violence Support Worker and an Aboriginal Circuit Worker
It’s clear that Brad Meredith, a proud Bundjalung man, is driven by a deep-seated commitment to making a difference in the lives of others. His journey, which began in nursing, has taken him through various roles, ultimately leading him to his current position with Relationships Australia NSW as an Aboriginal Family Violence Support Worker and Aboriginal Circuit Worker in the Family Advocacy and Support Service team.
Brad sees his job at Relationships Australia NSW as a chance to effect change on a larger scale, working with fathers who are estranged from their children, those who have used domestic violence and others who just need help navigating the complexities of the court system. Brad aims to provide support and guidance, leveraging his background in mental health to foster understanding and compassion.
“The flow-on effects of violence and family separation can last generations, affecting not just the individuals involved but the entire community. Working in this space gives us a chance to change that,” Brad said.
A significant aspect of Brad’s work involves ensuring that children maintain connections with both parents. “It’s just healthy for kids to have a relationship with both parties,” he said. “A lot of kids coming through that have only got one Indigenous parent…if they don’t maintain their relationship, the child loses their connection [not only to their parent but] to the community and the culture.”
Brad’s personal history informs his passion for this work. Growing up in a community affected by domestic violence, he witnessed firsthand the detrimental effects of familial disconnection. “I grew up with a lot of kids whose fathers had given up trying to see them because they didn’t understand the legal system,” he said. This inspired him to contribute positively, not just for his generation but especially for children experiencing similar circumstances now. ‘I think that’s reflected in the whole family court approach,’ he said. ‘Now it’s all about the children’s rights, not the parents. I think it’s a really good way to make a change for the future.’
As Brad navigates his role at Relationships Australia NSW, he appreciates the organisation’s support for innovative approaches and the collaborative nature of the work. He explained that this environment has enabled him to explore creative solutions and initiatives that better serve the communities and individuals he works with.
Brad’s commitment to fostering understanding and connection continues to drive him forward, ensuring that he remains a catalyst for positive change. The people he works with, along with everyone at Relationships Australia NSW, are fortunate to have him.
Relationships
1. Establish and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations
Activity Details
Local Stakeholder Meetings
Each Relationships Australia NSW Centre will meet with key local Aboriginal and Torres Strait Islander stakeholders at least once a year to negotiate the best approaches and processes for consultation, engagement and collaboration between Relationships
Australia NSW and local Aboriginal and Torres Strait Islander peoples, families and communities (a set of ‘principles of engagement’).
Engagement PlanEach Relationships Australia NSW Centre will design and implement an annual Aboriginal and Torres Strait Islander Engagement Plan aligned with Diversity, Culture, and Inclusion plans. Reviewed annually.
Input from Aboriginal and Torres Strait Islander Staff
Maintain Existing Partnerships
Non-Aboriginal staff and leadership will consult Aboriginal and Torres Strait Islander staff for input and sign-off before launching the new RAP.
Maintain partnerships with community-controlled organisations, such as:
+ The Gaimariagal Group (Northern Sydney/Northern Beaches)
+ Wiradyuri Elders Group (Bathurst)
+ Bathurst Local Aboriginal Land Council (Bathurst)
+ Birrang Aboriginal Enterprises (Bathurst)
+ Orange Local Aboriginal Land Council (Bathurst outreach - Orange)
+ Orange Aboriginal Medical Service (Penrith outreach - Orange)
+ Weigelli Drug and Alcohol Rehabilitation Centre (Bathurst outreach - Cowra)
+ Illawarra Titans Football Club (Illawarra)
+ Wariga Ngurra Women and Children’s Refuge (Hunter)
+ Nikinpa Aboriginal Child and Family Centre (Toronto)
+ Mindaribba Local Aboriginal Land Council (Hunter)
+ Wirringa Baiya Aboriginal Women’s Legal Centre (Sydney City)
+ Weave Youth and Community Services (Sydney City)
+ Mudgin-Gal Women’s Group (Sydney City)
+ The Shed Men’s Info and Resource Centre (WSFRS/Rouse Hill)
+ Bolwarra Transitional Centre/Jacaranda Cottage (Penrith)
+ Marrin Weejali Aboriginal Corporation (Penrith)
+ Penrith Aboriginal Legal Service (Penrith)
+ Baabayn Aboriginal Corporation (WSFRS/Rouse Hill)
+ Marrin Weejali Aboriginal Corporation (WSFRS/Rouse Hill)
+ Ngroo Education Incorporated (WSFRS/Rouse Hill)
+ Knowmore Legal Aboriginal Engagement Team (Wattle Place/Parramatta/Sydney City)
+ Kinchella Home for Boys Aboriginal Corporation (Wattle Place/Parramatta)
+ Australian Unity Wejali (Illawarra)
+ Link-Up (Wattle Place/Parramatta)
+ Gawura Aboriginal Corporation (Illawarra)
CEO Communication Relationships Australia NSW CEO will send a broadcast email with NRW resources, highlighting its importance and encouraging participation in internal and external events. In the annual NRW all-staff email, the CEO will endorse employee release from duties and encourage participation by employees (including senior employees) in external NRW events.
Internal NRW Events All Centres will organise at least one internal NRW event, including an organisation-wide video conference for the CEO to address staff.
Participation in NRW RAN members will attend at least one event during NRW.
Community Engagement Relationships Australia NSW will have stalls at a minimum of two NRW community events. Centre budgets will allow at least one employee and one senior leader to participate.
Innovation Funding Reconciliation Innovation Funding ($5,000) will be allocated from the DIB budget to be shared across the Centres to undertake creative collaborations with Aboriginal and Torres Strait Islander communities during NRW.
3. Promote Reconciliation through our sphere of influence
Activity Details
RAP Endorsement Email The CEO will announce the endorsement of the November 2024 - November 2028 RAP in an all-staff email and encourage participation throughout its life.
RAP WorkshopsLeadership A RAP workshop will be held with the Leadership Group to cascade the Reconciliation vision and objectives through the organisation, directly aligned to the Business and Strategic Plans.
RAP Workshops –Relationships Australia NSW Centres
Relationships Australia NSW Orientation
Each Centre will participate in a facilitated workshop of the RAP as integral to their annual planning in order to engage employees, reach shared agreement on actions and drive Reconciliation outcomes.
An Aboriginal or Torres Strait Islander person will speak of Relationships Australia NSW’s commitment to Reconciliation at each New Starter Orientation.
Email SignaturesDigital banners will be included in Relationships Australia NSW email signatures in the week leading up to and the week of NRW and NAIDOC.
Social Media Relationships Australia NSW will upload the RAP within one month (maximum) of final endorsement by Reconciliation Australia and the Relationships Australia NSW Board to:
+ Relationships Australia NSW website
+ Relationships Australia NSW Facebook (facebook.com/ RelationshipsAustraliaNSW)
+ Relationships Australia NSW LinkedIn (linkedin.com/company/ relationshipsaustraliansw/)
Job Advertisements Relationships Australia NSW job advertisements will state that we are an organisation committed to a Stretch RAP
Service TendersRAP commitments will be included in all service tenders.
Agencies Alert agencies of which we are a member (or have an ongoing relationship) of our RAP including:
+ Diversity Council Australia (DCA)
+ Family and Relationship Services Australia (FRSA)
Collaboration with National Networks
Work with the National Relationships Australia Indigenous Network (RAIN) to ensure accountability for RAP commitments.
2. Build relationships through celebrating National Reconciliation Week (NRW) Activity Details
4. Promote positive race relations through anti-discrimination strategies
Activity Details
Policy Review Update the following policies in relation to promoting positive race relations as per the five dimensions of Reconciliation:
+ Relationships Australia NSW Anti-Discrimination and Equal Employment Opportunity Policy
+ Recruitment and Selection Procedures
+ Bullying and Harassment Policy
+ Culturally Appropriate Communication Protocols
Employee Engagement Quarterly meetings with the DIB Partner to review P&C policies on anti-discrimination, including monitoring and acting upon employee culture survey results. Policies and procedures concerned with anti-discrimination will be reviewed and revised in consultation with Aboriginal and Torres Strait Islander employees and external expert advisors. All employees will be notified of current and updated policies and procedures including an explanatory note of their importance in the workplace and the expectations of all employees in relation to each policy.
Leadership EducationThe Leadership Group, Executive and Board of Directors will engage in at least one yarning circle a year with Aboriginal and Torres Strait Islander employees or external Knowledge Holders to learn about racism, deep listening, Aboriginal principles such as Wiradyuri ‘Yindyamarra’, and truth-telling.
Data Analysis Employee organisational culture, engagement and pulse survey data will be analysed for themes related to discrimination and racism and presented and discussed by the Leadership Group to ensure continuous improvement. The Leadership Group will share the findings of the pulse survey data with their relevant teams to acknowledge key themes relating to discrimination and racism and develop actions for continuous improvement.
Public CampaignsRelationships Australia NSW will continue to sign up to relevant anti-racism, antidiscrimination campaigns that align with RAP commitments.
Public EngagementAt least one member of the Executive, Leadership Group or RAN will attend one (minimum) public lecture or event on racism annually during the life of the RAP (minimum nine in total).
Respect
1. Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning.
Activity Details
Cultural Learning Strategy
Connecting with Country Experiences
80% of permanent employees will undertake Aboriginal and Torres Strait Islander cultural learning annually under the Relationships Australia NSW Cultural Learning Strategy 2024 – 2027. Learning will be conducted using various modes - 50% online, 50% face-to-face.
Centres will participate in one full or half-day cultural learning session offsite annually, organised with local Aboriginal organisations. Centres may combine where geographically appropriate. All casual employees will be invited and encouraged to attend.
Cultural Learning Strategy All activities under the Cultural Learning Strategy will be evaluated for impact, and to inform future practice.
Cultural Immersion for Leadership
The Board of Directors will participate in an annual formal gathering (yarning circle or site visit, for example) hosted by Aboriginal and Torres Strait Islander Peoples for reciprocal sharing, to hear personal stories, discuss Reconciliation and emerging social issues that impact Aboriginal and Torres Strait Islander Peoples. The full Executive and the Leadership Group (12 in total) will participate in a full day cultural immersion experience (or two half days) over the life of this RAP.
Onboarding New Employees Onboarding will include information on Relationships Australia NSW services for Aboriginal and Torres Strait Islander Peoples.
Cultural Symbols and Materials Each Relationships Australia NSW Centre will display Aboriginal and Torres Strait Islander cultural symbols and materials including flags, maps, artwork, and program information to demonstrate inclusiveness. Materials will be checked annually by the Aboriginal Practice Specialist.
Welcome to Country A Welcome to Country will be conducted by Traditional Custodians at significant Relationships Australia NSW events held during the life of this RAP, for example, the Annual General Meeting, Head Office and Centre events marking National Reconciliation Week, and the all-employees Showcase.
Acknowledgement of Country An Acknowledgement of Country will be spoken at the commencement of larger internal meetings. Hosts will aim to speak from the heart rather than a script. Employees and senior leaders will Acknowledge Country at all public events hosted by Relationships Australia NSW both on and off-site, including echoing where a Welcome to Country has occurred.
2. Demonstrate respect through cultural protocols
Activity Details
5. Continually review and strengthen cultural safety
Activity Details
Cultural Safety Feedback Cultural safety will be a standing agenda item in Mariyang Malang team meetings.
External Cultural Supervision Available and promoted to support Aboriginal and Torres Strait Islander employees.
Cultural Protocols A Cultural Protocols document and intranet information pack will be developed centrally and for each Centre to ensure accurate and relevant information on Aboriginal and Torres Strait Islander protocols, services, partnerships and contacts for all Relationships Australia NSW employees across NSW.
Torres Strait Islander staff will be encouraged to engage with their communities, using paid NAIDOC leave provisions.
Centre Support for NAIDOC Centres will allocate budgets to support employee participation in local NAIDOC events.
Service Review Frontline services will be reviewed to ensure cultural safety and responsiveness to Aboriginal and Torres Strait Islander clients and employees.
Feedback on Communication The BMC team will consult the Aboriginal and Torres Strait Islander Practice Specialist for feedback on content for the website, social media, and marketing materials.
Intranet Work with the Aboriginal and Torres Strait Islander employees to ensure our employee intranet is accessible, culturally appropriate and information is current.
Opportunities
Think Tank on Recruitment Annual Think Tank with our First Nations staff, other key employees and hiring managers annually to deeply consider a new approach for Aboriginal and Torres Strait Islander recruitment, retention and professional development.
Employment Strategy Review P&C will review and update Relationships Australia NSW’s employment strategy.
Advertising Roles Identified positions will be advertised through Koori Mail, Indigenous Times, and other avenues. Where response rates are low or candidates deemed non-appointable, Relationships Australia NSW will contact agencies such as Shine Employment and the Aboriginal Employment Service to source suitable candidates. These mechanisms will be discussed in the Think Tank above.
Board Positions The Board will prioritise and actively seek Aboriginal and Torres Strait Islander candidates for Board positions as vacancies arise.
Higher Duties Opportunities Relationships Australia NSW CEO will review the outcomes of previous higher duties opportunities to identify and address barriers to Aboriginal and Torres Strait Islander employee participation.
Mentoring Program Establish and roll out a professional mentoring program for Aboriginal and Torres Strait Islander employees to support applications for higher duties, senior and leadership roles.
Graduate Diploma Scholarships
Provide two scholarship places for Aboriginal and Torres Strait Islander People in our Graduate Diploma programs per intake where practicable. This may be an internal staff member building a career or an external candidate from a service partner. 2.
Supply
Centre Planning Procurement from Aboriginal and Torres Strait Islander-owned and operated businesses will be encouraged and articulated in each Centre’s annual planning.
Supply Chain Audit
Commercial Relationships
will audit the current supply chain and, in consultation with Aboriginal and Torres Strait Islander employees, identify any barriers our existing procurement processes create for Aboriginal and Torres Strait Islander businesses.
long-term commercial relationships with Supply Nation office suppliers and investigate new partnerships to increase our annual spend with Aboriginal and Torres Strait Islander businesses.
Local Business Engagement Centre managers will provide evidence annually of outreach to local Aboriginal and Torres Strait Islander-owned businesses, including Supply Nation members.
3. Improve services and programs for Aboriginal and Torres Strait Islander clients
4. Support Aboriginal and Torres Strait Islander-led community
3. Engage with Aboriginal and Torres Strait Islander cultures during NAIDOC Week
Stall Run a stall promoting our services at least one external NAIDOC event annually.
4. Gain cultural guidance through internal expertise Activity Details
1. Improve employment outcomes for Aboriginal and Torres Strait Islander Peoples Activity Details
Governance
TRACKING PROGRESS AND REPORTING
1. Establish and maintain an effective RAN to drive governance of the RAP
Activity Details
Terms of ReferenceThe RAN will continue to have a robust Terms of Reference, reviewed annually with input from the Aboriginal and Torres Strait Islander Practice Specialist.
Meetings The RAN will meet monthly.
New Employee Engagement New employees will be invited to participate in RAN activities.
2. Provide appropriate support for effective implementation of RAP commitments
Activity Details
Dedicated RAP Budget Relationships Australia NSW will maintain a separate budget line for RAP delivery, included in the annual Business Plan. Aboriginal and Torres Strait Islander staff will have input in the allocation of this Budget.
Executive Accountability RAP accountabilities for Executive employees will be incorporated into the Relationships Australia NSW Business Plan.
Executive Sponsorship Relationships Australia NSW will maintain executive sponsorship of the RAN, ensuring leadership involvement and direct reporting to the CEO.
Tracking SystemsExisting systems will be used to track, measure, and report RAP commitments.
Progress ReportingRAP progress will be a standing agenda item in Centre meetings, Business Planning meetings, People, Culture, and Learning meetings, and quarterly on Executive Team meetings.
Leadership KPIs The Relationships Australia NSW Board and CEO will have KPIs for Reconciliation, including maintaining:
+ The Mariyang Malang Aboriginal and Torres Strait Islander Employee Network + The RAN
+ Participation in the RAIN and caucuses
+ Designated senior RAP coordinator role reporting to P&C
3. Build accountability and transparency through reporting RAP achievements, challenges, and learnings Activity Details
RAP Impact Questionnaire Continue to participate in Reconciliation Australia’s RAP Impact Measurement Questionnaire.
Progress UpdatesA RAP progress update will be uploaded to the intranet every six months, with links shared with all employees and discussed in Centre meetings, Business Planning meetings, People, Culture and Learning team meetings and Executive meetings. A quarterly update will also be provided to the Executive Team and Board.
Annual RAP ReportPublish an annual RAP progress report on the organisation’s website.
Workplace RAP Barometer
Explore participation in Reconciliation Australia’s biennial Workplace RAP Barometer initiative.
4. Continue our Reconciliation journey by developing our next RAP Activity Details
New RAP RegistrationRelationships Australia NSW will register via Reconciliation Australia’s website to begin developing the next RAP.
5. Contribute to the national Relationships Australia Indigenous Network
Activity Details
Network Participation Relationships Australia NSW will actively participate in the national Relationships Australia Indigenous Network and Practice Group caucuses, sharing relevant experience and knowledge to drive Reconciliation