RECONCILIATION ACTION PLAN
#04 / ACKNOWLEDGMENT OF COUNTRY
#06 / OUR RAP
#08 / THE ARTIST
#10 / OUR BUSINESS
#12 / OUR RECONCILIATION JOURNEY
#20 / RELATIONSHIPS
#24 / RESPECT
#28 / OPPORTUNITIES
#32 / GOVERNANCE
ACKNOWLEDGEMENT OF COUNTRY
At Schenck Process Australia, we respectfully acknowledge Aboriginal and Torres Strait Islander peoples as the Traditional Custodians of Country throughout Australia and recognise their continuing connection to land, waters, and culture. We pay our respects to Elders, both past and present, and stand together with Aboriginal and Torres Strait Islander leaders of today and tomorrow.
MESSAGE FROM OUR PRESIDENT
OUR VISION FOR RECONCILIATION
Our vision for reconciliation is restoring cultural acceptance to First Nations peoples by building understanding and sharing education and knowledge, allowing us to strengthen relationships with our workplace participants, suppliers, and customers. Building and maintaining these critical relationships will allow us to foster and support the restoration of dignity, equity, and respect through our sphere of influence.
We are committed to ensuring that all Schenck Process employees are educated in First Nations peoples, cultures, and histories.
We believe that through deepening our relationships with communities whose lands we live on, work on, and walk across; we can seek guidance and work in collaboration to foster our ongoing commitment to invest in equal and equitable education and sustainable career opportunities throughout our business for future generations of First Nations peoples.
On the 1st of November 2022, the global mining-related business of Schenck Process became part of Sandvik’s Rock Processing Solutions business area. Schenck Process Australia Pty Limited is now a wholly-owned subsidiary of Sandvik AB. Like Schenck Process, Sandvik places great importance on diversity and inclusion.
Over the last eighteen months, the Reconciliation Action Plan (RAP) Working Group, guided by members of our Executive Leadership Team (ELT), have worked incredibly hard to implement our Reflect RAP. This has created new pathways which will allow us to improve our relationships with Aboriginal and Torres Strait Islander peoples and communities. As we progress with our reconciliation journey, we will continue to measure our performance and effectiveness against our success factor goals which aim to:
Recognise Aboriginal and Torres Strait Islander peoples as the First Australians. Integrate diversity and inclusion into our everyday business.
Respect cultural differences and learn from Aboriginal and Torres Strait Islander Communities within our sphere of influence.
Co-design reconciliation activities in consultation with Aboriginal and Torres Strait Islander representation. Improve Aboriginal and Torres Strait Islander participation in our business.
We have successfully reached the end of our Reflect RAP which laid the foundations for us to continue to deliver against these success factor goals.
Thanks to the ongoing hard work of our RAP Working Group, we are now ready for the next step in our journey through the launch of our 2023-2025 Innovate RAP.
In creating this RAP, we recognise the importance of education in our Innovate journey, not only to build our own knowledge of cultures and histories but working with First Nations peoples, our partners, and stakeholder to create future education and engagement opportunities within our sphere of influence.
thank the RAP Working Group, the ELT, and our partners for their continued participation and passion in developing our Innovate RAP. Together we will find the best way forward as we move towards advance reconciliation.
A MESSAGE FROM OUR RAP CHAMPION
I am proud to champion our Innovate RAP 2023-2025, which builds on deliverables we completed during our Reflect phase. In developing this RAP, we engaged a First Nations business consultant, and in collaboration with our RAP Working Group, we challenged ourselves to find ways to enhance and deliver on our vision for reconciliation.
Our Innovate RAP reinforces our commitment to the ongoing journey towards advanced reconciliation. It articulates the actions and deliverables we will take over the next few years to build stronger and more inclusive relationships with Aboriginal and Torres Strait Islander peoples.
Working with our RAP Working Group and strategic partners over the last eighteen months has been a pleasure. Together we planned and laid the foundations for our journey ahead. We will continue to work together and engage with honesty and integrity with First Nations peoples.
We recognise that the path to reconciliation is long, and we are still only at the beginning of our journey. Our work and progress over the last eighteen months are a small start when reflecting on the 60,000 years of Aboriginal and Torres Strait Islander histories.
Our ongoing commitment to investing in education and creating opportunities for future generations, we believe, will deepen our relationships with First Nations peoples.
On behalf of Schenck Process, thank you to Reconciliation Australia for your guidance through this process. To our Schenck Process people, customers, suppliers, and partners, your ongoing support will be vital as we collectively move forward with our journey.
INTRODUCING OUR RAP WORKING GROUP
As we move into the Innovate phase of reconciliation, we took the opportunity to refresh our group with some new members joining, some retiring and many of our original members continuing due to their passion for our reconciliation journey. Our Innovate RAP Working Group encompasses a diverse range of individuals from most areas of our business.
Denette Magnus Head of Human Resources
Brian Morante Sales Manager
Josua Kirsch Vice President of Technology
Georg Bommers Senior Vice President Finance APAC
Peter Newfield Head of Marketing Tristan Barrie Engineering Manager
Denette Magnus Head of Human Resources (RAP Champion)
Martin Burgman Head of Procurement
Vel Thangavelu Operations Manager and Global Screening Media Operations Specialist
Gabriela Rojas Human Resources Business Partner
Binil Kattiparambil BMH Instrumentation Specialist
Louise Hitchcock Head of Research and Development
Justina Atwell First Nations Employment and Engagement Adviser
John Hitchcock Service Manager
Donovan
THE ARTIST
Luke Penrith’s ancestry is connected through the Wiradjuri, Wotjobaluk, Yuin and Gumbaynggirr
Nation. His passion is mentoring and nurturing First Nations jobseekers. Lore, culture, and heritage are paramount to Luke. His art reflects what he sees, hears, smells and touches. Luke is a modern contemporary Aboriginal Artist living in Brungle, New South Wales.
The act of trade had several cultural importance, taking on ritual and ceremonial aspects. It shaped the way that landscapes were understood. The lines are the way First Nations peoples’ historical stories travelled along trade routes. They are all interconnected. Every individual and community were touched by trade, from the pearl shells in the West to the stone axes in the North.
Ochre was another commodity that was traded widely. Red ochre was particularly important to First Nations peoples across Australia. It was used to adorn the body during ceremonies, decorate wooden implements, and in rock
art. The ochre trade is particularly ancient with the Mungo Man, the 40,000-year-old ritual burial found in the Willandra Lakes area of Western New South Wales.
In modern Australia, we trade through the sense of reconciliation and recognition. The U shapes in the middle represent a Yarning circle or meeting place for trade to continue. Respect was and still is an important element of cultural trade and how we interacted between tribal nations and clans. Mountains, seas, valleys, plains, and deserts represent Australia’s vast landscape. Respectfully we acknowledge all the First Nations community and mobs.
JOURNEY ACROSS THE NATION - THROUGH TRADITIONAL TRADING ROUTES
This artwork connects traditional means of trade of the past with our contemporary collaboration through reconciliation and recognition of today. At the heart of the artwork, the middle circle represents a collective view of Schenck Process’s vision, mission, values, mindset, and behaviours. We believe our culture plays a fundamental role in our company’s success and the way that we engage with our sphere of influence.
The U shapes form a circle around our organisational culture, representing yarning circles where those who come together can speak and listen from the heart. These yarning circles also connect our six operations around Australia, where diversity and inclusion are valued, and all our people have the opportunity to come together in a fair and collaborative environment.
The importance of red ochre to First Nations peoples is acknowledged within this artwork; red ochre represents how education and building strong relationships will play a vital role in our reconciliation journey.
OUR BUSINESS – we are now part of Sandvik AB
INN OV ATE
Sandvik is a global, high-tech engineering group providing solutions that enhance productivity, profitability and sustainability for the manufacturing, mining and infrastructure industries. In 2021, the group had approximately 39,000 employees, sales in more than 150 countries and revenues of about AUD12.3 billion (SEK 86 billion) within continuing operations.
Our offerings cover the entire customer value chain and are based on extensive investments in research and development, customer insights and deep knowledge of industrial processes and digital solutions. Sandvik has a decentralised organisation. Operations are conducted in three business areas:
• Metal Cutting & Machining Solutions
• Mining & Rock Solutions
• Rock Processing Solutions Each business area has several divisions responsible for research & development (R&D), production and sales of their respective products and services.
On 1 November 2022, Schenck Process Mining became part of Sandvik Rock Processing Solutions. Combining Sandvik’s expertise in crushing with the screening, feeding, and loading know-how of Schenck Process Mining will allow us to provide even more value to the mining industry. Through our combined network of production and R&D facilities worldwide, we have increased our capacity to deliver high-quality equipment and life-cycle services, from commissioning right through to refurbishment, plus genuine OEM spare parts and consumables.
Schenck Process Australia is a wholly owned subsidiary of Sandvik AB and a key part of Sandvik Rock Processing Solutions business area’s Stationary Crushing & Screening Division. We employ approximately 320 people Australia-wide, of which 1.5% identify as either Aboriginal and/or Torres Strait Islander people.
Our Reconciliation Journey
Our story started with a vision to integrate diversity and inclusion into our everyday business by creating respect for cultural differences across our business worldwide.
Our Australian Leadership team acknowledged that the recognition of Aboriginal and Torres Strait Islander peoples as the First Australians was a vital ingredient in our drive to create a more diverse and inclusive workplace. In 2021 Schenck Process Australia joined the reconciliation movement with the launch of our first Reflect RAP. Bringing our employees along on the journey was critical. We formed our RAP Working Group at the start of our Reflect RAP to ensure that we have ambassadors in most areas of our business across most of our operations to support the reconciliation movement.
The deliverables of our Reflect RAP were successfully completed in September 2022. Building on the positive feedback and experiences from staff, specifically those of the RAP Working Group members, it became apparent that our people are naturally curious and willing to learn more about Australia’s shared history with First Nations peoples.
In late October 2022, our RAP Working Group met for a two-day workshop to develop our Innovate RAP. The workshop was officially opened with a traditional Welcome to Country and a smoking ceremony.
I am proud to have been a part of the start of the Schenck Process’s reconciliation journey. It has been great to see the growth of cultural knowledge by the RAP Working Group members and the support provided by the group in ensuring First Nation employees’ voices are considered and heard.
Louise Hitchcock Head of Research & Development
The following timeline reflects our journey thus far and true accounts of the learnings we experienced along the way
RAP Working Group formed Jan 2021
At the commencement of our reconciliation journey, Schenck Process successfully formed a RAP Working Group with clear Terms of Reference outlining how the group would work together. The RAP Working Group consists of Aboriginal and Torres Strait Islander staff representatives and has been maintained throughout the Reflect phase and would be maintained through our Innovate journey.
In April 2021, we took advantage of an opportunity to use our sponsorship of the Mountain View Golf Club in Tom Price to demonstrate respect for the local community. The sponsorship included branded signage at two of the holes on the golf course. Instead of regular branded signs, we decided to create ‘Acknowledgement of Country’ signs. The first challenge was to determine who the Traditional Owners were in that area.
“I started with the map of Indigenous Australia, but upon further research and consultation with IPS, I realised that I hadn’t identified the correct group. IPS helped me to find the correct people to talk to, and together we were able to find a beautiful photo from the local area to use on the sign. That process helped me to understand the importance of local community consultation and engagement.”
Peter Newfield Head of Marketing
During our Reflect RAP, the RAP Working Group members had the opportunity to undergo training with a consultant of Supply Nation. Since then, Schenck Process has maintained its membership with Supply Nation. Led by Martin Burgman, Head of Procurement, we look forward to deepening our partnership with Supply Nation and its members.
“This feedback became instrumental in setting the foundations for our Innovate RAP objectives, with education at the centre of our strategy.”
Josua Kirsch
Vice President Technology
“I’m very proud to have my artwork featured in the Reflect RAP and be part of the RAP Working Group from the beginning. I have seen first-hand how committed Schenck Process is to Reconciliation and our own Journey. As a group, I think we have achieved many milestones on our journey and still have many steps to take. Still, I know the heart space of our group is driving this, and I couldn’t be any prouder to be a part of it.”
Justina Atwell
First Nations Employment and Engagement Adviser
Launching our Reflect RAP Sep 2021
In September 2021, we officially launched our Reflect RAP. Justina Atwell, an active RAP Working Group member, crafted the artwork for our Reflect RAP. Justina is a proud Watjarri/ Nyamal woman from the Murchison and Pilbara Regions of Western Australia. From 1 January 2023, Justina was appointed Schenck Process First Nations Employment and Engagement Adviser.
Reconciliation WA membership Sep 2021
Schenck Process maintained its membership with Reconciliation WA. Some of our RAP Working Group members supported Reconciliation WA by attending the following events:
14 September 2021 - RAP ready program providing advice and guidance on developing and lodging a Reflect RAP.
28 October 2021 - RAP Rings (Reflect) brought together like-minded organisations at their Reflect phase to share learnings and discuss how to overcome the challenges experienced on their journey.
30 August 2022 - Racism stops with me online webinar supports the national campaign to educate people and organisations about racism and provides guidance, tools and resources to help create change.
Engagement with Career Trackers Jun 2021
At the commencement of our work on the Opportunities pillar of our Reflect RAP, we began a search for organisations that specialised in providing support for Aboriginal and Torres Strait Islander students seeking careers in STEM. Career Trackers became known to us through Louise Hitchcock, Head of Research & Development and a Career Trackers Alumni. Leveraging the direct connection, we engaged with the local Career Trackers team to understand more about their organisation, what they do, and how their support model works.
Through the data provided by Career Trackers, we quickly identified that the number of Aboriginal and Torres Strait Islander students interested in the STEM space was quite limited. There was a very competitive landscape for employers offering internship opportunities for those students.
Our key learnings from the feedback provided by Career Trackers were twofold:
Focus on establishing a culturally competent and safe workplace for Aboriginal and Torres Strait Islander employees.
National Reconciliation Week May 2022
I personally attended all three of these events hosted by Reconciliation WA. After each event, I walk away with more insights enabling me to continue making a meaningful contribution as a RAP Working Group member and RAP Champion.
Engage at the school level, provide awareness of STEM opportunities, and offer work experience to build trust and awareness of our company and what we can offer within the community.
Schenck Process successfully hosted an online “Lunch and Learn” event facilitated by IPS Management Consultants. D meaning and history of Reconciliation. Over 100 people attended the session and had the opportunity to ask questions.
To bring awareness to National Reconciliation Week, Schenck Process’s RAP Working Group members organise the purchase of Valley Bush Tucker chocolate bars for every workplace participant from Yarra Valley Chocolateries & Ice Creamery. Proceeds from the purchase went towards the Wurundjeri Tribe Council to support their art and craft wellbeing program.
Denette Magnus Head of Human Resources
“It
was an honour to represent our company at the awards. It was a great night.”
Peter Newfield Head
Tristan Barrie, Engineering Manager and RAP Working Group Member, attended the production of York by the Black Swan Theatre company as part of the 2021 NAIDOC week events. The production was set at an abandoned hospital in the township of York (Ballardong Nyoongar Country), telling the site’s history over the last 200 years. The play told the true history of Aboriginal people through the generations.
“It was informative, entertaining, and confronting. I am very glad I attended with my partner. We both took a lot away from it.”
Tristan Barrie
Our group identified several different initiatives – putting up NAIDOC week posters at all our facilities around Australia, sending out an all-staff email, organising email banners on the footer of all staff emails, attending NAIDOC week events & encouraging our staff to do so too. We recognised the National NAIDOC week awards in Melbourne as a key event. We organised a table at the awards and invited some of our key leaders to attend. We captured good photos of our participation and shared these broadly in our staff communications and on our corporate LinkedIn channel.
Tristan Barrie, Engineering Manager and RAP Working Group Member, attended a smoking ceremony at Friends of Lake Claremont Shed (Whadjuk Nyoongar Country). Noongar man Phil Walley-Stack conducted a smoking ceremony and told some great stories and history of the Noongar people who once lived in the area, both locally and throughout Noongar Country. He spoke of land management, particularly some of the traditional approaches of the Aboriginal people of the area, and its importance to the preservation of the land.
Tristan recalls, “It was great to see how the land care group that contributes to the care of the bushlands around Lake Claremont are clearly consulting and implementing the knowledge of the local Aboriginal people to better look after the area and improve flora and fauna in the area, returning native species to the area. This was particularly interesting to me as I live in the area and love visiting the park with my family.”
RAP Working Group Members Tristan Barrie, Justina Atwell and Denette Magnus attended the In Conversation: Human Rights session at the WA Museum Boola Bardip with Dr Hannah McGlade. This session was powerful and gave great insights into some of the successes and many ongoing battles and injustices Aboriginal people face throughout Australia.
May 2022
Cultural protocol lunch n learn
To get our staff ready to start seeing Welcome to Country, smoking ceremonies and the application of Acknowledgement of Country at our formal gatherings, we started in August 2021 with an article in our staff magazine explaining the protocols and what they meant to First Nations peoples. We followed this up in 2022 with a “Lunch n Learn” session hosted by IPS Management Consultants. The session was attended by more than 100 of our staff and was very well received. We also drafted a guidance document to create a uniform application of the protocols company-wide, to be launched during the Innovate phase.
“ I enjoyed every moment of the event, and it was a great opportunity to network. It was fantastic to see the breadth of small to medium emerging First Nations business representation exhibiting at the event.”
Denette Magnus, Head of Human Resources.
Reconciliation WA invited Schenck Process to attend, as their guest, the 2022 Indigenous Emerging Business Forum held at the Crown Towers in Boorloo Perth, Whadjuk Boodja. IEBF set a new benchmark on employment and business development opportunities for First Nations peoples, with more than 100 emerging and established Aboriginal organisations exhibited at the event.
One of the big reminders and takeaways was the reinforcement of the need for self-determination for Aboriginal people and the ongoing paternalistic ways that matters continue to be handled. There were so many powerful topics to do with Aboriginal Human Rights, and it was insightful to hear from Dr Hannah McGlade and her incredible work, experiences, and perspectives on human rights for Aboriginal people in Australia.
Tristan Barrie Engineering Manager.
Engineering Manager.
We have worked with Florence Drummond, founder of Indigenous Women in Mining and Resources Australia (IWIMRA), since the start of our Reconciliation journey. IWIMRA was organising to send a delegation to the International Mineral and Resources Conference in Sydney in early November 2022.
Florence contacted Peter Newfield (Head of Marketing) to see if we would like to sponsor IWIMRA’s presence at the conference. We agreed and arranged for Josua Kirsch (Vice President of Technology) and Denette Magnus (Head of Human Resources), two of our key leaders and RAP Working Group members, to attend IWIMRA’s table at the gala dinner.
Overall it was a great networking opportunity for our people.
At the start of 2022, we identified the opportunity to sponsor this category. We chose it because we thought that it would be a great opportunity to demonstrate our commitment to the Reconciliation movement. The awards were presented at a gala dinner ceremony in Perth which was attended by 270 mining industry professionals.
Our Innovate RAP Oct 2022 Prospect Awards Nov 2022 IWIMRA sponsorship Nov 2022
In October 2022, we held a twoday workshop to develop our Innovate RAP. Elders from Mungart Yongah Nyoongah Arts Enterprise opened the first day by performing a Welcome to Country and smoking ceremony.
Terese Withington, our APAC President, delivered an Acknowledgement of Country followed by a speech explaining the reason for our sponsorship and reaffirming our commitment to reconciliation. She then presented the award to the winner – Atlas Iron.
Photos, video and a write-up about the sponsorship were broadly communicated to our staff. It was also communicated with the outside world via social media and editorial/advertising in Australian Mining magazine.
It was incredible to see the large number of our people attending the Welcome to Country and Smoking Ceremony and showing their respect for Aboriginal cultural protocols.
Reflection of our Learnings
Communication
Learnings - We can do better with clear and concise communication that reaches all corners of our business.
Call for Action - Develop and implement a communication plan that will enable groundlevel conversations, persuading and influencing managers to bring about change and channel all available methods of communication that would reach our more expansive audiences.
Accountability
Learnings - Passion is great to have, but it led to an over-commitment in the ability to deliver an effective and efficient result
Call for Action - Accountability of RAP working group members to focus on actionable steps that bring about meaningful change, and strong support from senior leaders in executing the RAP implementation process. The appointment of a First Nations Employment and Engagement Adviser is instrumental in facilitating the effective and efficient delivery of our RAP.
Education
Learnings - Understanding Aboriginal and Torres Strait Islander histories and cultures lay the foundation for our ability as a RAP working group to deliver on our RAP commitments.
Call for Action - Education of First Nations Peoples histories and cultures must continue to be evident in our journey to progress towards advanced reconciliation.
Having the opportunity to share a meal and a conversation with IWIMRA’s delegation of Aboriginal and Torres Strait Islander women was a wholesome and energising experience. It was fantastic to reflect on the past three years of engagement with IWIMRA’s founders and to share stories about how far both organisations have come together. We made connections to support us with our STEM in school engagement plans, which we have already followed up on and are planning into our Innovate RAP execution plans.
Josua
Vice President Technology.
Thank you
Since the beginning of 2021, Schenck Process has developed a strong relationship with First Nations business IPS Management Consultants (‘IPS’). IPS was instrumental in assisting Schenck Process with understanding and developing strategies for contributing to Australia’s reconciliation movement and mentoring our RAP Working Group members.
IPS provided meaningful input and guidance to developing both Reflect and Innovate RAPs. This work included facilitating workshops with the RAP Working Group to create a vision, understand stakeholder networks, and co-design deliverables that positively impact Aboriginal and Torres Strait Islander communities. IPS continues providing advice and guidance on RAP-related matters as we continue our reconciliation journey.
As part of Reflect RAP implementation, IPS conducted a company-wide cultural competency survey and analysis, which resulted in developing a learning plan for implementing cultural competency training across the entire company.
IPS conducted two virtual “Lunch and Learn” sessions with Schenck Process workplace participants. The first was held in National Reconciliation Week 2022, where IPS RAP Consultant Danie Zappa talked through the meaning and history of Reconciliation. The second focused on cultural protocols, where Danie discussed and educated staff on the importance of connection to Country, the meaning and purpose of Welcome to Country and Acknowledgement of Country and smoking ceremonies. Over a hundred workplace participants attended each virtual “Lunch and Learn”, followed by an engaging question and answer session with the team.
In October 2022, IPS assisted Schenck Process in connecting with Mungart Yongah Nyoongah Arts Enterprise, a First Nations business that performed a Welcome to Country and smoking ceremony at the start of our two-day workshop to develop Schenck Process Innovate RAP. Most of our Jandakot operations participated in the Welcome to Country and smoking ceremony.
Schenck Process would like to thank IPS for their advice and guidance, as we look forward to working with them in the future.
Kirsch,
Relationships
Relationships are at the heart of reconciliation; it is vital to educate positive change through our sphere of influence. We are excited to develop our connections and build respectful relationships with Aboriginal and Torres Strait Islander peoples and organisations, to deepen our understanding of culture and work towards long-term, mutually beneficial relations with a common goal.
Establish and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations.
RAP working group members to review and prepare the Schenck Process Engagement Framework before commencing to engage and work with Aboriginal and Torres Strait Islander stakeholders and organisations.
Meet with local Aboriginal and Torres Strait Islander stakeholders and organisations to develop guiding principles for future engagement across Schenck Process Jandakot, Sunshine, and Beresfield sites.
Maintain a substantial stakeholder list and participate in doing real actions to forge sustainable relationships.
Consult with Aboriginal and Torres Strait Islander people in our decision-making processes around how we establish mutually beneficial relationships.
Build relationships by celebrating National Reconciliation Week (NRW).
Register all our NRW events on Reconciliation Australia’s NRW website. May 2024, 2025 Original Equipment Sales Manager 1 2
Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff.
RAP Working Group members to participate in an external NRW event. Share learnings and experiences with staff.
Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW. Share the learnings and experiences with staff.
2025
2024, 2025
Organise at least one NRW event each year and invite the local community to attend. Where possible, internal events to be recorded and published on the intranet. 27 May – 3 June 2024, 2025
Promote reconciliation through our sphere of influence.
Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes.
Communicate our commitment to reconciliation publicly and share the progress we make through our main communication channels.
Celebrate the launch of this RAP across Australia and our networks.
Mar 2024 Operations Manager and Global Screening Media Operations Specialist
Nov 2023, Nov 2024 Head of Marketing
2023 Head of Human Resources
Promote positive race relations through anti-discrimination strategies.
Have our RAP document visible in the workplace and create a dedicated process portal on the intranet for staff to access information and learn about our progress. Sept 2023 First Nations Employment & Engagement Adviser
Develop an educational e-learning module or similar about this RAPs importance and circulate the training module to all staff to complete. Sept 2023 Human Resources Business Partner
Develop and implement strategies to engage our staff in reconciliation.
Celebrate successes and achievements virtually and in person, both internally and externally through our main communication channels.
Collaborate with RAP and other like-minded organisations to develop ways to advance reconciliation.
2023 Head of Human Resources
Sep 2023, Jan 2024, Apr 2024, Jul 2024, Oct 2024, Jan 2025 Head of Marketing
Mar 2024 Head of Human Resources
Provide opportunities for employees to support First Nations people and become allies.
Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions and future needs in consultation with Aboriginal and Torres Strait Islander staff and/ or advisors.
Develop, implement and communicate an anti-discrimination policy for our organisation.
Engage with Aboriginal and Torres Strait Islander staff and/or Aboriginal and Torres Strait Islander advisors to consult on our anti-discrimination policy.
Educate senior leaders on the effects of racism.
Provide volunteering opportunities for employees to engage with and support First Nations organisations and individuals.
Provide the opportunity and resources to educate our non-Indigenous employees on how to be an ally for Reconciliation in Australia.
Respect
Respect is the core value that underpins genuine relationships and meaningful change. We build respect for Aboriginal and Torres Strait Islander peoples by developing our knowledge of histories and cultures; by recognising the importance of developing our understanding of our own place and the Country we work on; by listening; and by embracing the realities of others and making them a part of our own. Action Deliverable
Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning.
Conduct annual cultural competency surveys and review the findings to understand further cultural learning needs.
Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors on the development and implementation of a cultural learning strategy.
Develop, implement, and communicate a cultural awareness training strategy to all staff.
Provide opportunities for RAP Working Group members, HR managers and other key leadership staff to participate in formal and structured cultural learning, to ensure capability to work with and manage Aboriginal and Torres Strait Islander employee in a culturally safe and appropriate way.
Leaders to participate in an on-Country cultural immersion experience.
Incorporate cultural education into regular toolbox and meetings to increase understanding.
Action Deliverable
Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols.
Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols.
Timeline Responsibility
Dec 2023 Head of Marketing
Develop, implement and communicate a cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country. Dec 2023 Head of Marketing
Encourage RAP Working Group members and senior leaders to create personalised Acknowledgement of Country’s to develop a greater understanding of why we do them and implement this at the start of significant and/or important meetings. June 2024 Head of Marketing
Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year.
Include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings.
Mar 2024, 2025 Head of Marketing
Dec 2023 Head of Marketing
Organise and display Acknowledgement of Country signage at entrances/reception areas and/or major meetings rooms of offices included in our footprint. Mar 2025 Head of Procurement
Research short history about the land offices situated on including Traditional Owners. Share learnings with staff. Mar 2024 Head of Procurement
Include an Acknowledgement of Country in email signatures and extend the opportunity for education in personalising the Acknowledgement based on individual employee knowledge and research of the Traditional Owners of the area.
Dec 2023 Head of Marketing 8 9 10 11
Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC week.
RAP Working Group to participate in an external NAIDOC Week event. Share learnings and experience with staff.
Review HR policies and procedures to remove barriers to staff participating in NAIDOC Week.
Promote and encourage participation in external NAIDOC events to all staff. Share learning and experiences through main communication channels.
Demonstrate visible signs of respect for Aboriginal and Torres Strait Islander cultures, histories and protocols throughout workspaces.
Make workplaces a welcoming and culturally safe space for First Nations peoples.
Build and maintain momentum for learning about, celebrating and appreciating Aboriginal and Torres Strait Islander histories, cultures and peoples.
Consult with Traditional Owners about utilising local languages on office meeting rooms.
Investigate commissioning local Aboriginal and Torres Strait Islander peoples’ artwork in our offices that tells “our” story.
Complete a cultural safety assessment, with relevant recommendations, of the business.
Research best practice and principles that support cultural safety in the workplace.
Have the RAP goals visible in the workplace and on the company Intranet to create internal interest and build momentum.
Keep Aboriginal and Torres Strait Islander histories and cultures visible, not just during NAIDOC Week or Reconciliation Week.
Utilise Aboriginal and Torres Strait Islander artwork and stories on office structures and, where possible, vehicle fleet, plant, and equipment.
Opportunities
Diversity is at the core of our business. We want to increase our First Nations peoples employment opportunities. Doing so will enable us to provide an inclusive work environment that values the diverse perspectives Aboriginal and Torres Strait Islander peoples can contribute. It is beneficial to increase our partnerships with First Nations communities and businesses to build capacity and capability, allowing everyone to benefit and build a future for themselves and their communities.
Invest and improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development.
Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.
Develop and implement an Aboriginal and Torres Strait Islander procurement strategy.
Maintain Supply Nation membership.
Develop and communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff.
Ensure all staff across all departments are confident in sourcing and engaging with First Nation businesses.
Review and update procurement practices to remove barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses.
Develop commercial relationships with Aboriginal and/or Torres Strait Islander businesses.
2023, May 2024, May 2025
Increase support and mentoring for Aboriginal and Torres Strait Islander staff.
Mentor Aboriginal and Torres Strait Islander employees through career progression, transitions into the workforce and performance review process.
Create a virtual platform for an Aboriginal and Torres Strait Islander Employees Network (via Microsoft Teams).
Create an Aboriginal and Torres Strait Islander Mentoring Program and develop a mentoring pool to act as role models for employees.
2024, May 2025
Develop a pipeline of employment for Aboriginal and Torres Strait Islander peoples.
Support and/or provide STEM-based workshops to Aboriginal and/or Torres Strait Islander students targeting local income and remote schools.
Formally advertise and contact Universities and other entities about available undergraduate vacation positions for Aboriginal and/or Torres Strait Islander students.
Gather student feedback on their experiences and capture future improvement.
2024, May 2025
Governance
Establish and maintain an effective RAP Working group (RWG) to drive governance of the RAP.
Maintain Aboriginal and Torres Strait Islander representation on the RWG.
Establish and apply a Terms of Reference for the RWG. May 2023, May 2024, May 2025
Meet at least four times yearly to drive and monitor RAP implementation.
Provide appropriate support for effective implementation of RAP commitments.
resource needs for RAP implementation. May 2023, May 2024, May 2025
Engage our senior leaders and other staff in the delivery of RAP commitments. Sept 2023
Define and maintain appropriate systems to track, measure and report on RAP commitments.
Maintain an internal RAP Champion from senior management. May 2023, May 2024, May 2025
Action Deliverable Timeline Responsibility
Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally.
Contact Reconciliation Australia to verify that our primary and secondary contact details are up to date, to ensure we do not miss out on important RAP correspondence.
Contact Reconciliation Australia to request our unique link, to access the online RAP Impact Measurement Questionnaire.
Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia.
Report RAP progress to all staff and senior leaders quarterly.
Jun 2023, Jun 2024, Jun 2025 First Nations Employment & Engagement Adviser
Jun 2023, Jun 2024, Jun 2025 First Nations Employment & Engagement Adviser
30 Sep 2023, 2024, 2025
Jun 2023, Sep 2023, Dec 2023, Mar 2024, Jun 2024, Sep 2024, Dec 2024, Mar 2025
Publicly report our RAP achievements, challenges and learnings, annually. May 2024, May 2025
Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer.
Submit a traffic light report to Reconciliation Australia at the conclusion of this RAP.
Continue our reconciliation journey by developing our next RAP.
Register via Reconciliation Australia’s website to begin developing our next RAP.
2024
2025
& Engagement Adviser
