Acknowledgement
We acknowledge the Noongar peoples of the Whadjuk and Gnaala Karla areas as the Traditional Custodians of the Lands that South Metropolitan TAFE’s campuses are situated upon.
We acknowledge the wisdom of Aboriginal Elders past and present, and pay respect to Aboriginal and Torres Strait Islander communities of today. We recognise the rich and diverse culture of Aboriginal and Torres Strait Islander peoples, and the valuable contribution this diversity brings to our college and country.
About the artist
Emily Rose is an Aboriginal artist and Noongar Yamatji woman living here in Boorloo (Perth), Western Australia.
The mediums and methods used are guided by intuition and inspired by Emily’s spiritual connection to country, the elements of nature, and the astral bodies that pepper the night sky. Emily explores her cultural connection through her ephemeral and digital art style incorporating elements of Noongar Boodja.
About the art
Reconciliation is an ongoing journey, one which I believe continuously improves and has the future vision of unity. Designing for the SM TAFE Reconciliation Action Plan is a way for me to showcase how our culture can thrive.
The design uses ephemeral art to represent the connection to country. Each individual - a different colour and design - represents the journey forward. The star path, where you see dreamtime totems and clusters of stars, are representative of the guidance to forge ahead. Traditional lines, crosshatching and dots are used on either side of the star path, representing meeting places and journey lines.
- Emily Rose
Message from the Managing Director
Our vision for reconciliation
Our organisation
Sphere of influence
Our priorities
Our RAP
Our RAP journey: Achievements and learnings
Our RAP journey: Challenges and learnings
Aboriginal culture around our campuses
Our staff and facilities
Relationships
Respect Opportunities
Governance
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Message from the Managing Director
I am pleased to share South Metropolitan TAFE’s (SM TAFE) third Reconciliation Action Plan (RAP) for 2023 to 2025. As a provider of training to over 26,000 students annually, and as a major employer, SM TAFE is committed to joining a national network of government and non-government organisations working to advance reconciliation. We believe all organisations have a role to play in reconciliation, and we all have the opportunity to demonstrate action, leadership and unity to progress reconciliation.
Since establishment in 2016, SM TAFE is proud to have completed two Innovate RAP cycles. This new plan, our third Innovate RAP, seeks to consolidate and build on the actions achieved to date while also encouraging further action to be taken on our path to reconciliation.
Over the last two years, a series of projects focussed on cultural spaces has seen the work of local Aboriginal artists become woven into the fabric of our campuses, from large scale murals to artwork that reflects the new Noongar names of our meeting rooms – each piece telling a unique story showcasing Aboriginal culture across our campuses.
The introduction of the Aboriginal Employment Program in 2020 was pivotal in forging employment pathways for Aboriginal and Torres Strait Islander peoples. This strategic initiative has proven to be instrumental in enhancing representation within our workforce. With an additional round of recruits in 2021 and the notable success of program participants securing full-time roles across the organisation, it’s evident that the program is effectively generating genuine employment opportunities.
SM TAFE is continually working to increase the number of Aboriginal and Torres Strait Islander students that we train, working collaboratively with our partners and the community to enable this. We are pleased to be observing progressive growth in the number of Aboriginal and Torres Strait Islander students choosing to train with us. We are thankful for the ongoing support of our Aboriginal Employment, Education and Training Committee (AEETC) who provide guidance each year as we review and reflect on our Aboriginal Training Plan.
The work achieved to date would not have been possible without the support of the RAP Working Group (RWG) – a diverse group of SM TAFE staff who all share enthusiasm and dedication to implementing our RAP.
Thank you for your ongoing work and support. As an organisation, we continue to nurture opportunities that align with our RAP priorities and our organisational values. We look forward to launching our new RAP, and seeing more action taken to support reconciliation. Thank you for taking the opportunity to read our new plan, and we hope you join us on our journey.
Darshi Ganeson-Oats Managing Director
Our vision for reconciliation
SM TAFE accepts the invitation extended in the Uluru Statement from the Heart to walk with Aboriginal and Torres Strait Islander peoples on a journey of reconciliation towards a better future. We will continue to cultivate mutual respect between Aboriginal, Torres Strait Islander and non-First Nations peoples, deepening our knowledge and acceptance of shared history and encouraging respectful and positive relationships.
SM TAFE is committed to providing training opportunities for Aboriginal and Torres Strait Islander peoples and providing a learning environment that enables all members of our community to reach their full potential. Our vision for reconciliation is to create a working and learning community that reflects reconciliation in action and is a culturally safe and unified environment.
As a training provider, we are also committed to working to close the achievement gap in education and training outcomes, enabling Aboriginal and Torres Strait Islander students to achieve their full potential, make informed choices and have equal opportunity and access to pursue their life goals.
Our Reconciliation Action Plan is designed to work in synergy with the college’s Aboriginal Training Plan – it is focussed not just on training opportunities but how our college promotes reconciliation as an employer, government agency, education provider, and as an organisation
Strengthening relationships
SM TAFE is committed to strengthening, maintaining and establishing relationships with Aboriginal and Torres Strait Islander communities to ensure we have an informed understanding of the needs and aspirations of Aboriginal and Torres Strait Islander peoples, helping to build a strong place of work and learning for all students and staff.
Elevated respect
SM TAFE acknowledges the special connection Aboriginal and Torres Strait Islander peoples have with their Country/ Place, culture, land and history and how that rich history contributes to our diverse, inclusive place of work and learning. A culture of respect means that all students and staff are valued and heard.
Increasing opportunities
SM TAFE’s RAP is a commitment by the organisation to assist in closing the gap for all Aboriginal and Torres Strait Islander Australians, a role that all organisations, and all
Our Innovate RAP comprises of four key areas that are each linked to the three key RAP themes of Strengthening Relationships, Elevated Respect and Increasing
SM TAFE commits to collaborating with the Aboriginal and Torres Strait Islander peoples community to identify the needs and aspirations that promote a sustainable future, and ensures that SM TAFE can benefit from the rich contributions of Aboriginal and Torres Strait Islander communities.
Our organisation
South Metropolitan TAFE (SM TAFE) is a diverse and rich organisation that is committed to respecting and celebrating Aboriginal and Torres Strait Islander cultures and heritage.
With our 12 campuses that stretch south from the Derbal Yerrigan (Swan River) down to Mandjoogoordap (the Peel region), SM TAFE is well positioned to make an important and substantial contribution towards reconciliation with the Aboriginal and Torres Strait Islander peoples who live, work and study in our region.
As one of Western Australia’s most diverse registered Vocational Education and Training (VET) providers, SM TAFE offers more than 300 qualifications across a wide range of trade, technical and professional disciplines to over 26,000 students each year.
SM TAFE employs over 1,100 staff with 21 staff who have identified as Aboriginal and/or Torres Strait Islander. SM TAFE’s workforce is spread over our 12 campuses across the southern metropolitan region of Perth.
As a major contributor to the social and economic prosperity of our community, SM TAFE is uniquely placed to positively influence the students, staff, community stakeholders, and businesses that we interact with.
Our campuses
Sphere of influence
The SM TAFE sphere of influence incorporates a number of stakeholders across Western Australia.
Students
29,956 student entrolments across our 12 campuses
Apprentices and trainees
1,097 Aboriginal and Torres Strait Islander students
10,986 apprentices and trainees
Employers
504 Aboriginal or Torres Strait Islander students
of apprentices and trainees
3,884 employers of apprentices and trainees
337 of the employers employing Aboriginal or Torres Strait Islander apprentices or trainees
International students
SM TAFE has 364 offshore international students and 670 onshore international students
Industry advisory bodies
SM TAFE has 20 Industry Advisory Groups
Governing and advisory bodies
The SM TAFE Governing Council, Corporate Executive, Aboriginal Education, Employment and Training Committee and the ACEPT Board.
Our priorities
1. Training attainment and employment — Enhance the education and training outcomes of Aboriginal and Torres Strait Islander students to promote workforce participation and economic prosperity.
2. Respect - Aboriginal and Torres Strait Islander people and culture – Strengthen cultural understanding and engagement, particularly Noongar people as the Traditional Custodians of the land in which our campuses are located on.
3. Maximise access – Ensure Aboriginal and Torres Strait Islander people receive the support to thrive in our college community.
4. Workforce diversity – Implement genuine strategies to increase the representation and retention of Aboriginal and Torres Strait Islander people in SM TAFE’s workforce.
Our RAP
SM TAFE’s 2023-2025 RAP builds on the work achieved during the last four years. Our new plan sees the college continue progressing our Innovate RAP, representing growth as an organisation on our reconciliation journey. The past four years have set important foundations for our RAP and reconciliation journey. During this time, we have developed an engaged RAP Working Group (RWG), with all members sharing a vision to promote reconciliation at SM TAFE.
The primary responsibility for monitoring and reporting of RAP outcomes and objectives rests with the General Manager Organisational Services. The General Manager Organisational Services is a member of SM TAFE’s Corporate Executive and champions the RAP from a senior leadership position. The General Manager provides the connection and commitment from the Executive team to the RWG, ensuring the initiatives and actions for implementation of our RAP are enabled at the most senior level of the organisation. This high-level accountability for our RAP ensures that projects are initiated and supported, progress is monitored and outcomes are reported; it also ensures that there is long term sustainability of our RWG with the ongoing commitment by the Corporate Executive. The implementation of RAP actions relies on shared participation from all members of our RWG, which has diverse representation of gender, business areas, and cultural backgrounds. The RWG is enriched by the support of our Aboriginal staff members.
The RWG conducted an internal staff survey designed to gauge staff awareness on reconciliation and also held a workshop to identify key focus areas for our 2023-2025 RAP. Key findings have been included in the 2023-2025 RAP including expanding the RWG membership, developing a dedicated RAP intranet page to promote activities and information on how staff can get involved in reconciliation events held throughout the year.
This RAP was developed with the support and endorsement of SM TAFE’s Corporate Executive, Governing Council, RWG and support from our Aboriginal Employment, Education and Training Committee.
RAP working group members
General Manager, Organisational Services
Executive Director, Engineering, Transport & Defence
Director, Client Services
Director, Marketing & Communications
Director, Quality & Development
Manager, Innovative Practice
Manager, Jobs and Skills Centre Fremantle
Manager, Jobs and Skills Centre East
Manager, Student Support Services
Manager, Supply Chain Services
Manager, Business Development
Manager, People & Culture
Team Leader, Aboriginal Support
Principal Lecturer
Senior Client Engagement Officer
Aboriginal Engagement Officer
Senior Governance Officer
Student Administration Officer
Graduate Project Officer
Executive Assistant
Our RAP journey: Achievements and learnings
Established an active and engaged RWG, with employee representation across the college community.
Ensured high level representation on the RWG, which has proven critical to supporting the achievements of projects through Corporate Executive engagement and sponsorship.
Developed and distributed
Acknowledgment of Country pocket sized cards for both the Gnaala Karla and Whadjuk areas on whose land South Metropolitan TAFE campuses are situated.
Embedded Acknowledgment of Country into high level college meetings and events.
Launched a Cultural Protocols guide to assist both staff and students to respectfully acknowledge Aboriginal and Torres Strait Islander peoples and cultures.
Implemented an Aboriginal Employment Program, providing pathways into employment at SM TAFE for Aboriginal and Torres Strait Islander people.
Developed and launched RAP artwork shirts and scarves for staff, promoting our acknowledgement of culture and our RAP. These shirts have been very popular among employees.
Launched the Cultural Safe Spaces project, which has seen artwork from local Aboriginal artists feature across the college, uplifting our environment and connecting our spaces to culture.
Created a ‘Kitchen Garden’ at our Bentley campus used by our hospitality students to identify and learn about local plants used by Aboriginal and Torres Strait Islander people in food preparation.
Launched an Aboriginal Employment Strategy, aligned to the WA Public Sector Commission’s Aboriginal and Torres Strait Islander people: Action Plan to Improve WA Public Sector Employment Outcomes 2020–2025.
Created a dedicated page on the SM TAFE’s intranet called ‘Our RAP’ where information about RAP projects and initiatives is reported, culture learning activities promoted, and resources provided.
Developed and implemented an Aboriginal Leadership Program for staff.
Refurbished our two Aboriginal Training Resource Centres – Kadadjiny Mia and Koora-Marr – creating a welcoming space to provide Aboriginal and Torres Strait Islander students with a supportive environment that celebrates Aboriginal and Torres Strait Islander cultures and maximises learning potential.
Our RAP journey: Challenges and learnings
Since the launch of our Innovate RAP in 2018, we have continued to grow as an organisation and embed many practices. Initiatives such as our Cultural Safe Spaces project, RAP artwork shirts worn by staff and the refurbishment of Kadadjiny Mia and Koora-Marr Aboriginal Training centres has engaged staff across the organisation and made, in a visual and more explicit way, our commitment to reconciliation.
Importantly our Aboriginal Employment Strategy has been a commitment by SM TAFE to take a proactive approach to employment of Aboriginal and Torres Strait Islander people, with real job outcomes. This employment strategy will continue in 2023 and beyond, with the program being strengthened based on participant feedback including the opportunity for participants to undertake personal and professional development activities as part of their employment.
Due to the pandemic, a number of RAP initiatives across 20202022 were interrupted, with the most affected being our staff professional development programs. While we successfully moved a number of these professional learning activities to digital platforms, this could not be done for all planned sessions. The expected progress particularly with our Aboriginal Leadership program therefore did not eventuate. Further developing and embedding our Aboriginal Leadership Program for staff will continue to be a priority for us in 2023-2025.
While our Aboriginal Leadership Program remains a work in progress, the easing of pandemic restrictions during 2022 enabled us to recommence a number of staff learning and development opportunities, with employees across our campuses readily engaging with the cultural awareness and cultural learning focus options. To date we have implemented:
• A mandatory cultural awareness program for all staff
• Connecting to Country workshops and walking tours
• Noongar language training
• Leading and Managing an Aboriginal Workforce
• Uluru Statement from the Heart information session
Before we commence our reconciliation journey into a Stretch RAP, we would like to strengthen our relationship with the Aboriginal and Torres Strait Islander community. We know there is more to be done and that we need to continue building on the momentum of our current RAP initiatives and actions.
A key initiative commencing in the 2023 academic year will be the implementation of SM TAFE’s first Aboriginal Student Retention and Engagement Strategy. This strategy supports our existing Aboriginal Training Plan, developed by our Aboriginal Employment, Education and Training Committee, and aims to improve academic outcomes for Aboriginal and Torres Strait Islander students. While SM TAFE already has a strong Aboriginal Support team, a new dedicated Retention and Engagement officer job role has been created to implement this strategy.
For our staff we will continue to develop strategies to recruit and retain Aboriginal and Torres Strait Islander staff to work towards the WA Public Sector aspirational target of 3.7% by the end of 2025.
Our RWG now has a high profile across SM TAFE and there has been an increase in non-First Nations staff wanting to be involved in RAP initiatives and actions. Our new RAP intranet site was launched in 2022 and populated with a range of links and resources, including a “Get Involved” section to assist non-First Nations people on their reconciliation journeys.
Aboriginal culture around our campuses
Native kitchen garden education space
Room renaming project
Fourteen rooms across the college have been renamed with Noongar words reflecting each campus. Artwork has been commissioned by both Justin Martin and Mel Spillman, with each richly describing each word in art and its Noongar symbolism .
Customer Service murals
New murals featuring bright artwork by Justin Martin have been installed at Murdoch and Bentley campus. Featuring Acknowledgment of Country and Wandju (hello) in Noongar, the murals are a visual way to welcome our students.
Rockingham mural by Jade Dolman
Jade Dolman is an Aboriginal artist with Whadjuk, Ballardong, and Eastern Arrernte heritage who created the beautiful mural at our Rockingham campus. Aboriginal employees were engaged for ideas for the mural, with the final mural being an evocative artwork that tells a story of meeting, learning and growth.
Our staff and facilities
Jobs and Skills Centres - Aboriginal Services
SM TAFE’s Jobs and Skills Centres (JSCs) employ dedicated Aboriginal officers to help shape our services according to the needs of individuals. Located at Thornlie, Rockingham, Mandurah and Armadale, the JSCs Aboriginal Services assist and support Aboriginal and Torres Strait Islander jobseekers in Western Australia to choose a training course or find their career path and sustainable employment. We liaise with the community, businesses and employers to create more culturally aware workplaces that attract and retain Aboriginal employees, and we seek support from Aboriginal communities to ensure our services are appropriate and support clients.
The JSCs connect with Aboriginal community-based organisations to assist our clients with external referrals to suit their needs. SM TAFE’s Aboriginal Services team connects with schools that offer programs such as Clontarf Foundation, Stars Foundation, Follow the Dream and Deadly Sista Girlz, providing career guidance and mentoring to students.
The Aboriginal Services team also assist industry and employers looking for resources, advice or support on recruitment and retention strategies to make their workplaces and employment practices more culturally sensitive and welcoming to Aboriginal and Torres Strait Islander people.
In early 2023, a new Jobs and Skills Centre (JSC) at Fremantle’s SM TAFE campus opened. This JSC has a strong focus on enhanced Aboriginal engagement to assist in improving training and employment outcomes for Aboriginal people. Fully operated with entirely Aboriginal staff, the Fremantle JSC is a one-stop shop for careers, training and employment advice and assistance. Services are free, professional, practical and accessible to all members of the community including students, jobseekers and people wanting to upskill or change careers. The service provides a culturally supportive, vibrant and welcoming space for Aboriginal staff and clients, where community members and employers can meet, find local information and resources and get specialised advice and practical support to access jobs and training.
Aboriginal Student Support
SM TAFE has two Aboriginal and Torres Strait Islander Student Support Centres at the Koora-Marr (Thornlie) and Kadadjiny Mia (Rockingham) campuses. They are friendly, culturally sensitive spaces for Aboriginal and Torres Strait Islander students to seek advice, support and assistance with their studies, as well as feel physically, spiritually and emotionally protected. Both spaces promote shared respect, knowledge, education and are meeting places where free and open communication is valued.
For many students, entering a large training institute can be daunting – SM TAFE has aimed to create a welcoming space to provide students with a supportive environment that celebrates Aboriginal and Torres Strait Islander cultures and maximises learning potential.
Learning and development
SM TAFE’s Learning and Development team manage the mandatory online culture awareness program ensuring that all staff complete this training on commencement of employment.
Further to the mandatory online cultural awareness program, SM TAFE’s Aboriginal Student Support Services provide cross-cultural awareness professional development for all staff by working with local Aboriginal and Torres Strait Islander Elders and facilitators to provide a greater understanding, awareness and respect for local Noongar and Aboriginal and Torres Strait Islander culture, language and history.
The Learning and Development team also ensure that a range of cultural immersion options are offered each year including Connecting to Country and Noongar language training.
Aboriginal Employment, Education and Training Committee (AEETC)
SM TAFE has an active Aboriginal Employment, Education and Training Committee (AEETC), which develops the organisation’s Aboriginal Training Plan. Committee members include Aboriginal representatives from industry and community. The Aboriginal Training Plan is based on the priorities outlined in the Western Australian Department of Training and Workforce Development’s strategic priorities and the State Training Plan. It sets out strategies for creating an inclusive learning and working environment for Aboriginal and Torres Strait Islander employees and students. It also articulates our commitment to developing ongoing and new opportunities to increase the participation and retention of Aboriginal and Torres Strait Islander peoples in the training, education and employment sectors. The AEETC forms part of our broader Aboriginal engagement for the college, and is a collaborative partnership with stakeholders.
Aboriginal or Torres Strait Islander Student of the Year
Su-Nami Matsumoto, a proud Yawuro woman from Broome, was born into a multi-race family (Aboriginal, Japanese, and Filipino). Her passion for the ocean and marine wildlife led her to successfully complete her Diploma in Aquaculture and win the 2022 South Metropolitan TAFE Aboriginal and Torres Strait Islander Student of the Year Award. Su-Nami now works with Cone Bay Barramundi producer Marine Produce Australia in the Kimberley. Recognising the lack of role models for young people in her community, she is determined to use her newfound skills to establish her own aquaculture mud crab farming business and make a significant impact on improving her local environment.
Relationships
SM TAFE is committed to strengthening our relationships with the Aboriginal and Torres Strait Islander community. In doing so we will ensure the delivery of our training, career and employment services will be accessible, meaningful and reflective of Aboriginal and Torres Strait Islander people’s career aspirations.
Focus area: The relationships we build with Aboriginal and Torres Strait Islander people will inform accessible, industry relevant training that supports sustainable employment outcomes.
Action
1. Establish and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes.
1.1. Develop and implement an engagement plan to work with Aboriginal and Torres Strait Islander stakeholders and organisations.
1.2. Meet with local Aboriginal and Torres Strait Islander stakeholders and organisations to develop guiding principles for future engagement.
1.3. Continuously monitor and identify opportunities for partnerships that support our priorities for reconciliation.
1.4. Maintain SM TAFE’s Aboriginal Education, Training and Employment Committee (AEETC) as a key part of our stakeholder engagement strategy.
1.5. Develop a database of key Aboriginal and Torres Strait Islander organisations, Traditional Custodians and community for SM TAFE campuses.
2.1. Ensure National Reconciliation Week is recognised at SM TAFE through key events and activities including:
• Inviting a keynote speaker to deliver a webinar to all staff
• Three campus breakfast events during NRW for staff and AEETC members
December 2023, 2025 General Manager Organisational Services
December 2023, 2024 Manager Jobs and Skills Centre
December 2023, 2024 Manager Business Development
December 2023, 2024 General Manager Training Services
Decemeber 2023, 2024 Manager Innovative Practive
May-June 2024, 2025
General Manager Organisational Services
2. Build relationships and promote culture through celebrating National Reconciliation Week.
• Promotion of NRW on all digital information screens across all campuses
• Automatic inclusion of NRW logos/banner on staff email signatures
• SM TAFE website to display banner promoting NRW
• SM TAFE social media channels to promote NRW
2.2. Circulate Reconciliation Australia NRW and Reconcilication WA’s resources and reconciliation materials to our staff
• Add NRW resources and materials to ‘Our RAP’ intranet page
• SM TAFE staff intranet home page to promote NRW and resources available
May 2024, 2025 Director Marketing and Communications
Relationships
2. Build relationships and promote culture through celebrating National Reconciliation Week.
2.3. Encourage students to recognise and celebrate NRW through:
• Promotion of NRW on SM TAFE social media channels and website
• All student computers in labs and libraries to display NRW logos as wallpaper/backgrounds
2.4. RWG members to participate in an external NRW event such as Reconciliation WA’s:
• National Reconciliation Breakfast
• Walk for Reconciliation
2.5. Register all SM TAFE’s NRW events on Reconciliation Australia website
2.6. Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW such as Reconciliation WA’s:
• National Reconciliation Breakfast
• Walk for Reconciliation
3.1. Develop and implement a staff engagement strategy to raise awareness of reconciliation across our workforce:
• Implement and maintain a ‘Reconciliation Award’ as part of the annual staff awards, established to recognise staff contributions towards reconciliation in the college
• Implement a quarterly ‘RAP News’ for staff that provides updates on current initiatives and progress against our RAP
3.2. Communicate our commitment to reconciliation publicly through:
May-June 2024, 2025
Director Marketing and Communications
3. Promote reconciliation through our sphere of influence.
• Good news stories on SM TAFE’s website and social media channels
• Inclusion of support for the Uluru Statement from the Heart on all email SM TAFE staff signatures
3.3. Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes by:
• Inviting external stakeholders to NAIDOC and NRW events
• Ensuring Elders are invited to provide a Welcome to Country at key college events including student graduations and award ceremonies
• Support external stakeholders by sharing contacts and our reconciliation actions
• Promote and engage external stakeholders to increase participation in the annual JSC Deadly Jobs Expo
May-June 2024, 2025
General Manager Organisational Services
May 2024, 2025 Director Marketing and Communications
May-June 2024, 2025
General Manager and Communications
December 2023, 2024
December 2023, 2024
General Manager Organisational Services
December 2023, 2024
Director Markerting and Communications
Director Marketing and Communications and Manager Jobs and Skills Centre (JSC)
Relationships
Action Deliverable Timeline
3.4. Collaborate with RAP organisations and other likeminded organisations to develop innovative approaches to advance reconciliation including:
• Reconciliation WA
3. Promote reconciliation through our sphere of influence.
4. Promote positive race relations through antidiscrimination strategies.
• Department of Training and Workforce Development
• Other TAFE Colleges across WA and their Jobs and Skills Centres (JSC)
3.5. Where appropriate and with cultural considerations, celebrate the success of Aboriginal and Torres Strait Islander students and staff at least twice per year through SM TAFE’s social media, website, publications, annual reports and other relevant marketing material.
4.1. Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions and future needs.
4.2. Develop, implement, and communicate an antidiscrimination policy for our organisation.
4.3. Engage with Aboriginal and Torres Strait Islander staff and/or Aboriginal and Torres Strait Islander advisers to consult on our anti-discrimination policy.
4.4. Include anti-discrimination as a topic in:
• Staff induction program
• Bi-annual staff Integrity Awareness Sessions
4.5. Educate senior leaders on the effects of racism:
• All undertake culture awareness training as part of their induction to our organisation
• All senior leaders to undertake Leading and Managing an Aboriginal Workforce training
4.6. Senior management to publicly support antidiscrimination campaigns, initiatives or stances against racism.
Decemeber 2023, 2024
Director Marketing and Communications
December 2023, 2024
Director Marketing and Communications
December 2023, 2024
December 2023, 2024
December 2023, 2024
Director People and Culture
Director People and Culture
Director People and Culture
October 2023, 2024 Director People and Culture
December 2023, 2024
Director People and Culture
September 2023, 2024
Corporate Executive
Relationships
Leading and Managing an Aboriginal Workforce
As an organisation we are committed to building a culturally safe place of work and learning. Leading and Managing an Aboriginal Workforce is a professional development course that leads staff through a learning program that includes cultural awareness safety and competency, inducting and welcoming Aboriginal staff, developing a positive workplace environment and managing work conditions and leave.
“Although not a manager at this time and this course was aimed at managerial staff, I approached my manager and expressed my interest in attending this course. I presented to her that I wanted to prepare myself for possible future acting roles and also to enhance my mentoring/leadership skills. Also, although I am Indigenous, I am not Noongar, I am a visitor to Country. I am wanting to learn more about the Noongar culture to assist me to perform my role as Aboriginal Senior Client Engagement Officer at a higher standard for the Aboriginal Community as they deserve. I too want to contribute to a culturally safe environment for my clients. My manager was fully supportive of my attendance for this course. I enjoy learning more about the Noongar culture and would love to attend more sessions similar to this to enhance my learning and development.”
Jeannie, SM TAFE
Respect
SM TAFE commits to reconciliation as part of our everyday practice. Appreciation and respect for Aboriginal and Torres Strait Islander people, cultures, languages and knowledge remains a focus of our college. We appreciate the important role SM TAFE plays in providing opportunities for Aboriginal and Torres Strait Islander people and we will continue to work hard to ensure that our staff respect the strengths, contribution and leadership Aboriginal and Torres Strait Islander people bring to our organisation.
Focus area: We will continue to foster an inclusive workplace that respects and celebrates Aboriginal and Torres Strait Islander cultures
5. Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning.
5.1. Conduct a review of cultural learning needs within our organisation:
• Develop and implement a survey to identify areas for further development
5.2. Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisers to inform our cultural learning strategy.
5.3. Develop, implement and communicate a cultural learning strategy document for our staff
5.4. Provide opportunities for RWG members, HR managers and other key leadership staff to participate in formal and structured cultural learning:
• 100% of senior management to undergo cultural training
• All RWG members to complete cultural training
5.5. Cultural awareness training included in the staff induction program:
• All new staff to complete the online cultural awareness program
5.6. Provide cultural immersion opportunities at SM TAFE campuses as part of ongoing cultural awareness development in or at the college:
• Connecting to Country tours provided four times each year at different campuses
• At least two Noongar language workshops per year
5.7. Maintain a calendar of Aboriginal and Torres Strait Islander dates of significance on SM TAFE’s RAP intranet site.
December 2023, 2024 Manager Innovative Practice
September 2023, 2024 General Manager Organisational Services
November 2023, 2024 General Manager Organisational Services
June 2024, 2025 General Manager Organisational Services
October 2023, 2024 Manager Innovative Practice
December 2023, 2024 Manager Innovative Practice
March 2024, 2025 Director Marketing and Communication
5. Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning.
6. Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols.
5.8. SM TAFE train Teacher’s Assistants who work in schools. We will ensure that all students (and staff) undertaking the Early Childhood Education and Care courses with SM TAFE are informed of the Narragunnawali Reconciliation in Education program and are encouraged to sign up to the newsletter and undertake any PD available via the platform.
5.9. Promote Reconciliation Australia’s Narragunnawali: Reconciliation in Education program to external stakeholders throughout SM TAFE’s network including encouraging stakeholders to sign up to the Narragunnawali News mailing list.
6.1. Maintain Aboriginal and Torres Strait Islander Cultural Protocols document for Welcome to Country and Acknowledgement of Country:
• Cultural Protocols document is available on ‘Our RAP’ intranet page
• Cultural Protocols document included in all staff inductions programs
6.2. Invite a local Traditional Owner to provide a Welcome to Country or other appropriate cultural protocol at significant events each year including:
• Facility or building launches
• NRW and NAIDOC events
• International student orientation
6.3. Include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings:
• Include an Acknowledgement of Country statement in key corporate documents
6.4. Update all staff email signatures adding to the existing Acknowledgement of Country to include a statement declaring support for the Uluru Statement from the Heart.
6.5. Display Acknowledgment of Country plaques on our campus entrances or customer service centres across all 12 sites.
6.6. Staff and senior management to include and provide Acknowledgement of Country at the commencement of important meetings and at all public events.
January 2024, June 2024, January 2025 Executive Director Access, Community & Health
January 2024, June 2024, January 2025 Team Leader, Aboriginal Student Support Services
December 2023, 2024 Senior Governance Coordinator
December 2023, 2024 Director Marketing and Communications
December 2023, 2024 Senior Governance Coordinator
December 2023, 2024 Director Information Technology
December 2023 Director Client Services
December 2023, 2024 Corporate Executive
7. Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week.
8. Visibly demonstrate SM TAFE’s commitment to reconciliation.
7.1. Host a major NAIDOC event at the college and invite:
• Local Elders and Aboriginal community members
• Internal and external stakeholders including AEETC members
• Corporate Executive and RAP Working Group members
• Aboriginal and Torres Strait Islander staff and students
7.2. RAP Working Group to participate in an external NAIDOC Week event each year.
7.3. Review HR policies and procedures to remove barriers to staff participating in NAIDOC Week.
7.4. Promote and encourage participation in external NAIDOC events to all staff.
8.1. Display Aboriginal and Torres Strait Islander artwork across SM TAFE campuses:
• Procure artwork from local Noongar artists
8.2. Highlight achievements of Aboriginal and Torres Strait Islander students and staff in internal and external communications and activities including:
• SM TAFE Student Awards
• Annual Report
• Social media
• Student success stories on our website
8.3. Consult with Noongar stakeholders to name at least one facility or area in Noongar.
8.4. Host at least one student event during NAIDOC.
July 2024, 2025 Manager Jobs and Skills Centre
July 2024, 2025
General Manager Organisational Services
May 2024, 2025 Director People and Culture
June 2024, 2025 Director People and Culture
General Manager Organisational Services
June 2024, 2025 Director Marketing and
Respect
Connecting to Country
SM TAFE is committed to increasing our understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning. Connecting to Country workshops have provided opportunity for our staff to gain a deeper understanding and appreciation of Noongar culture and connection to country.
“Marissa from Bindi Bindi Dreaming taught us how having a connection to Country is such an integral part of Aboriginal life and culture. I learnt about how Aboriginal people relate to the land, native animals and vegetation and how traditionally they moved around and changed what they ate based on the seasons. I also learnt that their connection to land and animals was so strong that they coordinated their own behaviour based on the needs of the animals and the land. For example, Marissa explained that Aboriginal people did not camp near water holes or lakes because they would go there in the day, get the water they needed, then retreat back into the bush in the evening so that animals felt safe to access the water. This story illustrated to me the depth of connection and how important it is for our health and the health of the planet to develop and maintain these connections. I have always had a deep respect and appreciation for Aboriginal culture and connection to country and this session intensified this for me. I would appreciate the opportunity to attend more workshops like this one, where I could learn more about Aboriginal culture language and history”.
Opportunities
SM TAFE will work closely with our Aboriginal Employment, Education and Training Committee, local community groups and stakeholders to provide training programs that support the aspirations of Aboriginal and Torres Strait Islander peoples.
Focus area: We will continue to build on successful training programs, practices and support structures to provide and create opportunities for Aboriginal and Torres Strait Islander people. Action
9.1. Increase Aboriginal and Torres Strait Islander employment through targeted initiatives including our Aboriginal Employment Program:
9. Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development.
• Recruit and retain Aboriginal and Torres Strait Islander staff to achieve WA Public Sector aspirational target of 3.7% workforce representation. December 2025
9.2. Provide mentoring support to employees participating in the Aboriginal Employment Program:
• Establish and maintain a mentoring support program for new Aboriginal employees
• Seek feedback from employees to improve support
• Establish an Aboriginal Employee Networking Group that allows staff to meet, interact and develop a sense of community within the College
9.3. Review and continue implementing our Aboriginal Employment Strategy.
9.4. Review HR and recruitment procedures and policies to remove barriers to Aboriginal and Torres Strait Islander participation in our workplace.
December 2023, 2024
People and Culture
10. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.
December 2023, 2024
June 2024
People and Culture
People and Culture
9.5. Engage with Aboriginal and Torres Strait Islander staff to consult on our recruitment, retention and professional development strategy. December 2023, 2024 Director People and Culture
9.6. Advertise job vacancies to effectively reach Aboriginal and Torres Strait Islanders stakeholders.
June 2024, 2025 Director People and Culture
10.1. Develop and implement an Aboriginal and Torres Strait Islander procurement strategy. December 2023, 2024
10.2. Investigate Supply Nation membership. December 2023, 2024
Manager Supply Chain Services
Manager Supply Chain Services
Opportunities
10. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.
10.3. Develop and communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff:
• Work with business areas across the organisation to raise awareness of the WA State Government’s Aboriginal Procurement Policy
• Provide information on procurement on college intranet
10.4. Look for opportunities to work with Aboriginal and Torres Strait Islander businesses when procurement opportunities arise.
10.5. Review and update procurement practices to remove barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses.
10.6. Develop commercial relationship with Aboriginal and Torres Strait Islander businesses.
Aboriginal Employment Strategy
December 2023, 2024 Manager Supply Chain Services
May 2024, 2025 Manager Supply Chain Services
December 2024 Manager Supply Chain Services
December 2023 Manager Business Development
The SM TAFE Aboriginal Employment Strategy supports our vision for reconciliation; delivering on a number of action items under our Innovate Reconciliation Action Plan. The Strategy aligns to our strategic goals and mission to provide high quality training, education and community engagement to improve the lives of the community we serve.
“My journey with SM TAFE started through the Aboriginal Employment Program within the Executive Team in 2021. I have felt incredibly supported, welcomed and surrounded by people willing to learn and embrace change for Aboriginal and Torres Strait Islander people. I have had opportunities to grow and develop myself and my career through professional development, and taking on a range of committees as the Executive Officer. It has been a rewarding and fulfilling journey to become an Executive Assistant for two General Managers, as well as, the Executive Officer for both the Reconciliation Action Plan (RAP) Working Group and the Aboriginal Employment, Education and Training Committee (AEETC).
I am a proud Tubbah-Gah Wiradjuri woman on Whadjuk Noongar Boodja. It is important I can contribute to these high-level discussions on improving education, employment and training for Aboriginal and Torres Strait Islander people. Although my role as Executive Officer is to coordinate and organise the committee meetings, I feel included and seen in conversations that spark passion and elicit change”.
Chloe, Executive Officer, South Metropolitan TAFE
Governance
11. Establish and maintain an effective RAP Working Group (RWG) to monitor RAP activities and implementation.
11.1. Oversee the development, endorsement and launch of the RAP. December 2023, 2024
11.2. Maintain Aboriginal and/or Torres Strait Islander representation and business area diversity on the RWG. December 2023, 2024
11.3. Review RWG membership annually:
• Promote Expression of Interest process for membership to RWG
• Track membership to ensure active participation
12. Provide appropriate support for effective implementation of RAP commitments.
December 2023, 2024
11.4. RWG meets quarterly to monitor progress against RAP priorities. March, May, August, November 2024, 2025
11.5. Annual RAP Planning Day to be held by the RWG to review year’s progress and plan priorities and projects for the upcoming year. November 2023, 2024
General Manager Organisational Services
General Manager Organisational Services
General Manager Organisational Services
General Manager Organisational Services
General Manager Organisational Services
11.6. Review and update RWG Terms of Reference. March 2024, 2025 General Manager Organisational Services
12.1. Appoint and maintain an internal RAP Champion from Corporate Executive December 2023, 2024 Managing Director
12.2. Define resource needs for RAP implementation. December 2023, 2024 General Manager Organisational
12.3. Maintain appropriate systems to track, measure and report on RAP commitments. June 2024, 2025 Senior Governance Coordinator
12.4. Engage our senior leaders and other staff in the delivery of RAP commitments:
• Include RAP as a regular agenda item at Corporate Executive meetings
• Ensure senior leaders are engaged and participate in RAP actions and initiatives through targeted projects, actions and activities December 2023, 2024
General Manager Organisational Services
Governance
13. Build accountability and transparency through reporting RAP achievements, challenges and learning both internally and externally.
13.1. 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. June annually Senior Governance Officer
13.2. Contact Reconciliation Australia to request our unique link to access the online RAP Impact Measurement Questionnaire. 1 August annually
13.3. Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia. 30 September 2024, 2025
13.4. Publicly report our RAP achievements, challenges and learning annually:
• Include RAP outcomes in the college’s Annual Report. January 2024, 2025
13.5. Report RAP progress to all staff and senior leaders quarterly including:
• Providing quarterly to Corporate Executive on RAP initiatives, progress and outcomes
• Report progress internally through SM TAFE ‘Our RAP’ intranet page
13.6. Report to Governing Council annually on Aboriginal and Torres Strait Islander outcomes, including RAP initiatives, as part of ongoing strategic focus.
Quarterly 2023, 2024, 2025
14. Continue our reconciliation journey by developing our next RAP.
December 2023, 2024 Senior Governance Coordinator
13.7. Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer. May 2024 Senior Governance Coordinator
13.8. Submit a traffic light report to Reconciliation Australia at the conclusion of this RAP. December 2025 Senior Governance Coordinator
14.1. Register via Reconciliation Australia’s website to begin developing our next RAP. January 2025 Senior Governance Coordinator