Reconciliation Action Plan (RAP) Innovate March 2021 – March 2023
“Tjintitia Tjukurpa” Artist: Rita Watson Region: Pitjantjatjara This painting, which is proudly displayed at the Workskil Australia Head Office, depicts the story of the woman ‘Linga’ (lizard people) drinking water from the rock hole Tjintita. All the Wati Wananmbi (army of water snakes) see her drinking from this water and decide to kill her and place her body in the hole at Wanambi Nguraa Nigultu. The marks depict the spear marks of her death. The Pitjantjatjara people don’t drink the water as it’s too dangerous; only dingos drink the water. This site of Ilurpa in Western Australia is known as sandhill country and is where the artist Rita Watson originates from. Rita Watson was born in 1964 in Warburton, a remote Western Australia community. She is the daughter of renowned Irrunytju artist, Tjuruparu Watson. During her younger years she spent a lot of time travelling across the NPY Lands, particularly between Irrunytju and Amata. Today she lives in Kalka with her husband. As an artist, Rita is extremely passionate, dedicated and hard working. Her art is heavily influenced by her father’s country, Ilurpa, from which she paints striking, iconographic designs using a combination of soft, feminine colours with bold graphics.
Reconciliation Action Plan (RAP) Innovate March 2021 – March 2023 Message from The Chair and CEO......................................................02 Our vision for reconciliation .................................................................04 Our business..............................................................................................05 Our Reconciliation Action Plan............................................................06 Our journey in the services we deliver..............................................08 Our journey of support...........................................................................10 Reconciliation Action Plan: Relationships........................................12 Reconciliation Action Plan: Repsect...................................................14 Reconciliation Action Plan: Opportunities.......................................16 Reconciliation Action Plan: Governance...........................................18
We are passionate about helping our Indigenous community achieve social and economic independence. Workskil Australia acknowledges Aboriginal and Torres Strait Islander peoples as the Traditional Owners and Custodians of this country, and their connection to land, water and community. We pay our respect to them, their cultures and customs, and to Elders both past and present.
March 2021 – March 2023
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Nicole Dwyer
Alex Zimmermann
Chief Exectutive Officer
Chairperson
Message from The Chair and CEO Workskil Australia is proud to continue our work to promote and advance reconciliation by implementing our second Reconciliation Action Plan (RAP) - Innovate. Our values are at the centre of what we do, and guide the way we deliver services, which is with care, respect and integrity. Our key organisational mission is to support Australians to find and keep a job. Whilst much work has been done, our First Nations people are still significantly underrepresented in the workforce, and in most workplaces. In order to extinguish inequality, we must achieve parity in this key area. As a national employment and community services organisation, we have the privilege of supporting Aboriginal and Torres Strait Islander communities in the services we deliver. We also have a significant role to play in educating our key stakeholders, employers and educators we engage with nationally in the reconciliation conversation. Over the last four years, we have increased Aboriginal and Torres Strait Islander representation in our own workforce to 4.7% and we are aspiring to 6% during the next two years.
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Reconciliation Action Plan (RAP) Innovate
We have launched an Aboriginal and Torres Strait Islander traineeship program and continue to promote First Nations voices in all levels of management within our organisation. By the work that we do across our organisation, we have also motivated many other businesses to place Aboriginal and Torres Strait Islander job seekers into sustainable employment. In addition, we have supported businesses to build their own internal Cultural Competencies, create safe and culturally appropriate workplaces and promote Aboriginal and Torres Strait Islander talent across the country through our dedicated and fee free Workskil Indigenous division. Our partnerships with Aboriginal and Torres Strait Islander owned business have seen a year on year increase in spend as we strive to lead by example. Our focus will continue to be on building respectful relationships and promoting practical action and solutions. We are committed to keep growing, evolving, listening and contributing. Our participation in the reconciliation journey is one of the most important things we can do, and will do, as an organisation.
March 2021 – March 2023
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Our vision for reconciliation Workskil Australia’s vision for reconciliation is a united nation that celebrates our First Nations culture, acknowledges truths of the past and is committed to inclusivity and equality in all aspects. We seek this vision of reconciliation within our business and for the communities we serve. We will advance this vision by operating an organisation that acknowledges our First Nations culture consistently through our workplace practices. We will build the cultural competence of all staff members through quality education and learning. We will increase our employment of Aboriginal and Torres Strait Islander staff and achieve a target of 6%. We will increase year on year our purchasing with Aboriginal and Torres Strait Islander owned businesses. We will mentor and financially support Aboriginal and Torres Strait
owned businesses in our sector. We will operate a vibrant and engaged Reconciliation Action Committee, who will help our business to achieve our vision of reconciliation. We will seek to be an Employment and Community Service Provider who excels in the provision of high quality and culturally appropriate services, consistent with our vision of inclusivity and equality. We will seek to achieve employment and education parity for Aboriginal and Torres Strait Islander people in all services we deliver. We will seek to educate and improve the cultural competence of the employers we recruit for and the community members we engage with.
Artist Corey Turner’s paintings that are featured throughout this RAP are proudly displayed in our Adelaide CBD office.
“Pundonya” (Goanna Dreaming) Artist: Corey Turner Region: Kaurna Country, Adelaide
The little sandy goannas are a part of the Kaurna southern lands of South Australia and represent the time of occupancy where they witnessed the introduction of colonisation. The sandy goannas in their wisdom had vacated the great dunes not to be a part of the new lifestyle yet they remain an integral part of Kaurna history.
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Reconciliation Action Plan (RAP) Innovate
Our business Workskil Australia is a national not-for-profit organisation, with over 35 proud years of supporting Australians to achieve sustained economic and social self-reliance. We do this by providing a range of employment and community services.
We work hard every day to: •
Provide quality employment and community services to people seeking work;
•
Provide specialist employment and community services to young people, people with mental illness, people with disability and Aboriginal and Torres Strait Islander peoples to address barriers to securing long term employment;
•
Meet the labour needs of business and industry through quality and no cost recruitment services; and
•
Deliver quality work experience projects across the community.
Workskil Australia delivers a range of Australian and State Government funded programs aimed at supporting Australians achieve employment, education and social outcomes, from school to retirement age. We deliver programs that specifically support Aboriginal and Torres Strait Islander people, unemployed people, youth at risk, prisoners and ex-offenders, mature age people and those with disability or injury. We work with, and in, businesses, community organisations, prisons, schools and the general community to deliver services. Workskil Australia operates across four States – South Australia, Western Australia, Victoria and New South Wales. There are 66 offices across these locations with services provided to over 70,000 customers. Workskil Australia employs over 500 staff nationally and employs 32 Aboriginal and Torres Strait Islander staff, representing 4.7% of our total workforce (30 June 2020). This has increased by 2.1% since 2017, and we have a plan to increase to 6% by 2021.
Workskil Australia NSW Program Manager Nadina, a proud Dunghutti woman from the Macleay Valley (Kempsey) region.
March 2021 – March 2023
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Our Reconciliation Action Plan Workskil Australia has always had a strong commitment to improving outcomes for Aboriginal and Torres Strait Islander peoples through the services we deliver, our engagement with Aboriginal and Torres Strait Islander communities and as an employer of Aboriginal and Torres Strait Islander people. We have over the last five years strengthened our organisational knowledge, systems and practices to improve outcomes in these areas, with a key achievement being the increase of Aboriginal and Torres Strait Islander employees from 1% to 4.7%. As an organisation, we recognise reconciliation is a journey that requires constant focus, leadership and accountability. We have detailed the progress of our current journey below.
Our journey as an employer: •
2012 First Indigenous Employment Policy, including execution of the Australian Government Indigenous Australian Training, Employment and Supplier Plan.
•
2017 Supplier Register now in place and able to track and monitor expenditure with Aboriginal and Torres Strait Islander owned organisations.
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2013 Recruitment practices enhanced to attract Aboriginal and Torres Strait Islander new recruits. Internal program to encourage current staff to feel comfortable identifying as Aboriginal and Torres Strait Islander staff. At this time, we had 3 staff (1%) who were Aboriginal and Torres Strait Islander.
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2018 Our first Reconciliation Action Plan was approved, at the Initiate Level. Our RAP Committee commenced.
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2019 All 66 sites have visible Aboriginal and Torres Strait Islander plaques, flags and art in reception areas.
2015 executed the Australian Employment Covenant, with GenerationOne and committed to 50 jobs for Aboriginal and Torres Strait Islanders. Supportive cultural practices and processes implemented across our business, including Welcome to Country practices, implementing Cultural Awareness Training to all staff, attendance at NAIDOC and National Reconciliation Week events (which has continued year on year) and flexible leave arrangements for cultural purposes. Implemented our first dedicated Aboriginal Traineeship Program, with two recruits (who are now in more senior roles in the business).
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Workskil Australia has actively participated in NAIDOC and National Reconciliation Week Events and activities since 2012 across South Australia, Western Australia, Victoria and New South Wales.
•
2020 Workskil Australia has adopted and complies with the National Principles of Child Safe Organisations, which has a strong focus on the safety and wellbeing of Aboriginal and Torres Strait Islander Children and Young People in the services we deliver. All staff have undertaken Child Safe Organisation Training during 2020.
•
•
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Since 2016 all Managers within our business have undertaken face to face Aboriginal and Torres Strait Islander Cultural Awareness Training.
Reconciliation Action Plan (RAP) Innovate
March 2021 – March 2023
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Our journey in the services we deliver Workskil Australia has delivered employment and community services to Aboriginal and Torres Strait Islander peoples for over 30 years. More recently our focus to improve outcomes for Aboriginal and Torres Strait Islander peoples through service delivery has been strengthened, and we have made concerted efforts to grow our dedicated services. In the 2019/2020 financial year, Workskil Australia provided services to over 12,000 Aboriginal and Torres Strait Islander customers, across 7 employment and community service programs. For the same period, Workskil Australia supported 1,891 Aboriginal and Torres Strait Islander customers into paid employment. In 2018, Workskil Australia successfully tendered for and won, the South Australian State Government funded Work Ready, Release Ready Program (WRRR). The program, which is a contract managed via the Department for Correctional Services, supports an ambition to reduce reoffending rates in South Australia by 10%, by the year 2020.
On average, this program supports 30% Aboriginal and or Torres Strait Islander participants at any given time. In 2019, Workskil Australia was purposeful in entering into a sub-contract arrangement with People Plus, to commence delivery of the Time to Work Employment Service Program (TWES) in South Australia. This program is a dedicated and targeted in-prison and community employment program for adult sentenced Aboriginal and Torres Strait Islander prisoners. These programs support work towards reducing Aboriginal and Torres Strait Islander people’s overrepresentation in the criminal justice system, which is a key Closing the Gap target. In 2018, Workskil Australia expanded our jobactive program into Western Australia, and opened 14 offices across the State, including a regional office in Geraldton, which is a coastal city in the Mid-West region of the State, 442 kilometres north of Perth.
Probe Group: Cross cultural training “Since 2017, Workskil Australia has been a key recruitment partner to Probe. Workskil’s local, regional and broader knowledge of unemployment, state demographics, training, and recruitment, as well as their stakeholder connections with Registered Training Organisation (RTO’s) and other employment service providers, has been pivotal in supporting the growth of our business. Importantly, Workskil provides ongoing support to Probe on delivering recruitment solutions for cohorts such as Indigenous peoples, those who identify with disability, youth, and mature age job seekers. They engage and collaborate with other employment service providers across the state and facilitate the promotion of Probe’s recruitment opportunities to their job seekers. Probe’s support service teams have successfully completed Workskil’s Cultural and Diversity Training, to build understanding around Indigenous culture. This allows us to ensure we are appropriately placed to support candidates throughout the employee lifecycle.” Jessica Eaton | Recruitment Lead | Probe Group
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Reconciliation Action Plan (RAP) Innovate
Geraldton is Yamatji country and home to almost 38,000 people. Aboriginal and Torres Strait Islander people make up 9.6% of the population and over 40% of our customer base. In July 2019, Workskil Australia held our own dedicated Aboriginal and Torres Strait Islander jobs expo in Perth. The expo, “Koomba Katijin” meaning big knowledge in Noongar language, was held at Victoria Park Community Centre on 3 July. At the expo, 10 employers with job vacancies met with 80 Aboriginal and Torres Strait Islander Workskil Australia customers. A range of Aboriginal and Torres Strait Islander businesses were engaged in fee for service arrangements and job seekers were offered jobs. Workskil Australia has a dedicated division which provides specialist recruitment support to employers who have diversity, inclusion and parity objectives in their own businesses.
Through this division, we also provide culturally appropriate and sensitive pre-placement and employment mentoring to support Aboriginal and Torres Strait Islander peoples commencing work. Since 2017, Workskil Australia has also offered no cost Cultural Intelligence Workshops to employers to help improve cultural competency in businesses, and to further promote vacancy opportunities for our Aboriginal and Torres Strait Islander customers. In 2019, Workskil Australia was presented the “Excellence in Indigenous Employment Award” at the National Employment Services Association (NESA) Awards in Melbourne by The Hon Ken Wyatt AM MP, Minister for Indigenous Australians. This award recognised commitment to culturally appropriate and community led initiatives and projects and improving the lives of Aboriginal and Torres Strait Islanders.
Workskil Australia won the 2019 NESA Award for Excellence in Indigenous Employment. March 2021 – March 2023
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Our journey of support Workskil Australia currently purchases from a range of Aboriginal and Torres Strait Islander owned supplier organisations and continues to pursue relevant opportunities for further engagement.
Procurement Workskil Australia continues to focus on supporting Aboriginal and Torres Strait Islander supplier diversity through delivery of our procurement and purchasing activities. This focus is supported by our purchasing framework and measured annually for expenditure with Supply Nation registered businesses and Aboriginal and Torres Strait Islander owned businesses.
A 28% increase in spend with Aboriginal and Torres Strait Islander owned business was achieved in the 2018/2019 and 2019/2020 financial years compared with the two prior, 2016/2017 and 2017/2018. In the 2019/2020 FY, Workskil Australia spent $467,542.36 with Aboriginal and Torres Strait Islander owned businesses. Workskil Australia is a member of Supply Nation, the Noongar Chamber of Commerce and Industry in Western Australia and a member of Reconciliation SA Friends.
Where possible we look to direct our purchasing activities to those organisations who share our commitment to support economic and social outcomes of Aboriginal and Torres Strait Islander peoples. Each year we measure not only the overall number of vendors who support this commitment, but also the overall spend and spend as a percentage of total expenditure. In the four years this data has been measured we have seen a dramatic increase in all three metrics.
The Workskil Australia CEO, Nicole Dwyer, champions our RAP internally and this will continue during the life of this RAP. The RAP has extensive input from the Executive team and staff who identify as Aboriginal and Torres Strait Islander. The Executive Team will primarily champion this document with all staff. A RAP Committee will monitor current progress and include Aboriginal and Torres Strait Islander staff.
The RAP Committee Members are: State
Location
Name
Role
Aboriginal & Torres Strait Islander
NSW
Hunter
Nadina Potter
Transition to Work Manager
Yes
SA
Adelaide
Aaron Dadleh
Work Ready, Release Ready Mentor
Yes
VIC
Melbourne
Kenny Nagloo
Indigenous Employment Mentor
No
SA
Adelaide
Chloe King
Employment Service Administrator
Yes
SA
Adelaide
Anita Koch
Indigenous Account Manager
No
SA
Port Augusta
Julie Brady
Regional Account Manager
Yes
SA
Adelaide
Nicole Dwyer
Chief Executive Officer
No
SA
Adelaide
Alex Apostolakis
National Business Development Manager
No
The CEO will have an ongoing role in ensuring the RAP is appropriately resourced and receives management support.
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Reconciliation Action Plan (RAP) Innovate
Page 11 – Filler
March 2021 – March 2023
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Relationships The core of our business is based on a common set of shared values which guide our behaviour and relies upon both people and relationships working in unison. Strong relationships with Aboriginal and Torres Strait Islander peoples foster stronger Australian communities and a better understanding of, and subsequent appreciation for, cultural diversity. This is crucial to our organisation as we work together to secure meaningful employment and networks for our customers. We are committed to establishing lasting relationships through connecting people and helping them build professional networks.
Focus area: • Provide high quality services to people in need: our services respond to our customers’ needs. • Invest in improving our efficiency and effectiveness: we seek customer feedback and insights that drive performance improvement.
Zancott Recruitment “Workskil Australia and Zancott Recruitment have worked closely together since 2015. Workskil has supported Zancott Recruitment, a 100% Indigenous owned and operated company, to expand beyond our original footprint of Adelaide, South Australia, into new markets and new states. Whenever we need support to co-deliver services or open an office in a new location, Workskil is the first to support us. We have partnered with Workskil to deliver pre-employment programs to benefit long-term unemployed Indigenous job seekers in regional areas, and to help our employer clients to meet their diversity and skills shortage objectives. We look forward to continuing our relationship with a great diversity partner and ally like Workskil Australia.” Managing Director of Zancott Recruitment | Cameron Buzzacott - A proud Aboriginal Arabunna man from the Far North region of South Australia
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Reconciliation Action Plan (RAP) Innovate
Action
Deliverable
Timeline
Responsibility
June 2021
CEO
1. Establish and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations.
1.1 Meet with local Aboriginal and Torres Strait Islander stakeholders and organisations to develop guiding principles for future engagement. 1.2 Develop and implement an engagement plan to work with Aboriginal and Torres Strait Islander stakeholders and organisations.
September 2021
CEO
2. Build relationships through celebrating National Reconciliation Week (NRW).
2.1 Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff and encourage participation in external NRW events.
27 May – 3 June Annually
Marketing Manager
2.2 Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW via email and the intranet.
27 May – 3 June Annually
CEO
2.3 Mandate all Workskil Australia Regions to host at least one NRW event each year.
27 May – 3 June Annually
CEO
2.4 Register all our NRW events on Reconciliation Australia’s NRW website.
27 April- 3 June Annually
Marketing Manager
2.5 Support all staff and key stakeholders of Workskil Australia to attend NRW events, in the spirit of raising awareness of reconciliation and promoting and developing relationships.
May – June Annually
Executive
2.6 Communicate our commitment to reconciliation publically by displaying the RAP on the Workskil Australia Website and in Reception areas.
April 2021
Marketing Manager
3.1 Implement strategies to engage our staff in reconciliation.
April 2022
CEO
April 2022
CEO
3. Promote reconciliation through our sphere of influence.
3.2 Collaborate with RAP approved and other likeminded organisations to develop ways to advance reconciliation. 3.3 Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes. 3.4 Communicate our commitment to reconciliation publically. Including provision of a copy of the RAP document to all new employees upon Induction.
4. Promote positive race relations through antidiscrimination strategies.
February 2023
CEO
February 2023
CEO
December 2021
National People Manager
4.2 Engage with Aboriginal and Torres Strait Islander staff and/or Aboriginal and Torres Strait Islander advisors to consult on our anti-discrimination policy.
March 2022
National People Manager
4.3 Educate Senior Leaders on the effects of racism.
March 2022
National People Manager
4.4 Conduct a review of Human Resource policies and procedures to identify existing anti-discrimination provisions, and future needs.
June 2021
National People Manager
4.1 Develop, implement and communicate an antidiscrimination policy for our organisation.
March 2021 – March 2023
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Respect At Workskil Australia, we respect people for who they are, their knowledge, skills and the shared experiences they bring. Aboriginal and Torres Strait Islander communities have a unique voice through ancient knowledge, skills and experience which has been passed down through ancestors. We believe that First Nations people have an important story to tell and can only truly be heard when their voice is given true value and respect.
Focus area: • Invest in improving our efficiency and effectiveness: we seek customer feedback and insights that drive performance improvement.
Some of Workskil Australia’s Aboriginal and Torres Strait Islander team members
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Nadina
Aaron
Lisa
Chris
Kiara
Proud Dunghutti woman from the Macleay Valley (Kempsey) region.
From the Arabunna group, located in the far north South Australia region
An Arabunna woman whose people are the Traditional Owners of the Lake Eyre region in the Far North of South Australia.
From the Worimi region.
Identifies as Wiradjuri and Erawirung.
Reconciliation Action Plan (RAP) Innovate
Action 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.
7. Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week.
Deliverable
Timeline
Responsibility
5.1 Provide opportunities for RAP Working Group members, HR managers and other key leadership staff to participate in formal and structured cultural learning.
April 2022
National People Manager
5.2 Develop, implement and communicate a cultural learning strategy for our staff.
June 2021
National People Manager
5.3 Regularly circulate and upload educational resources on the intranet for staff to learn more about Aboriginal and Torres Strait Islander cultures.
June 2022
National People Manager/Marketing Manager
5.4 Conduct a review of cultural learning needs within our organisation.
March 2023
National People Manager
5.5 Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors on the development and implementation of a cultural learning strategy.
June 2021
National People Manager
5.6 Organise talks for staff to inform staff about the Uluru Statement from the Heart.
March 2023
National People Manager
5.7 Organise a nationwide trivia quiz on First Nations Histories.
September 2022
National People Manager
6.1 Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols.
June 2021
COO
6.2 Develop, implement and communicate a cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country.
June 2021
COO
6.3 Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year.
March 2023
CEO
6.4 Include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings.
March 2023
CEO
July 2021
Marketing Manager
March 2021
National People Manager
July 2021
National People Manager
7.1 Promote and encourage all staff and the RAP Working Group members to participate in NAIDOC Week events. 7.2 Review existing HR policies and procedures to remove barriers to staff participating in NAIDOC Week. 7.3 Ensure Aboriginal and Torres Strait Islander employees are encouraged to access cultural leave, to participate in NAIDOC Week events.
March 2021 – March 2023
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Opportunities Workskil Australia continues to create and improve opportunities for Aboriginal and Torres Strait Islander peoples through employment, training and education. We are committed to seeing communities realise their full potential and succeed in finding meaning or purpose through their occupation. We care for those around us and have a genuine desire to improve lives, which drives professional standards and our ethical interactions within the community.
Focus area: • Provide high quality services to people in need: our services respond to our customers’ needs. • Innovate and influence to tackle the ‘root cause’: we explore innovative options and actively advocate against disadvantage and inequality.
I am an Arabunna woman whose people are the Traditional Owners of the Lake Eyre region in the Far North of South Australia. My Grandfather’s brother is a well-known host to all visitors in that region, who enjoys sharing stories of our Elders to ensure our people’s history does not disappear with our Elders. My family grew up in Port Augusta, a country town with a large Indigenous population, and we were lucky to have great youth development programs and activities which encouraged independence and confidence to achieve anything. Being part of some of the development programs often saw me travel to share our stories through dance and song. This helped encourage ideas and programs in other cities and smaller towns and made us really proud. Lisa | Workskil Australia SA team member
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Reconciliation Action Plan (RAP) Innovate
Action 8. Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development.
9. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.
Deliverable
Timeline
Responsibility
8.1 Increase our Aboriginal and Torres Strait Islander employee numbers to 6% of total staff by 2023. Demonstrate an ongoing increase each year of Aboriginal and Torres Strait Islander employees in leadership positions.
March 2023
National People Manager
8.2 Review existing programs and services to ensure they are culturally safe and accessible to Aboriginal and Torres Strait Islander peoples.
June 2022
National People Manager
8.3 Review, and update our Aboriginal and Torres Strait Islander Employment Strategy.
March 2021
National People Manager and RAP Committee
8.4 Review and document all career pathways for current Aboriginal and Torres Strait Islander staff and consider leadership pathways.
June Annually
National People Manager
8.5 Review HR and Recruitment procedures and policies to promote the employment of Aboriginal and Torres Strait Islander peoples, including developing Interview Skills Training for staff involved in recruitment.
September 2021
National People Manager
8.6 Aboriginal and/or Torres Strait Islander members of staff will be invited to be involved in all interview panels.
June 2022
National People Manager
8.7 Advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders.
March 2023
National People Manager
8.8 Engage with Aboriginal and Torres Strait Islander staff to consult on our recruitment, retention and professional development strategy.
March 2021
National People Manager
8.9 Use our knowledge and skills to support and improve Aboriginal and Torres Strait Islander outcomes for the employers we engage with, through training, support and education.
March 2023
CEO
9.1 Develop and implement an Aboriginal and Torres Strait Islander procurement strategy.
September 2021
COO
9.2 To increase the overall spend (with either Supply Nation businesses and Aboriginal and Torres Strait Islander-owned businesses) each year.
June Annually
COO
9.3 Develop and communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff.
June Annually
COO
9.4 Develop commercial relationships with Aboriginal and/or Torres Strait Islander Businesses, to increase the number of vendors (who are either Supply Nation businesses and Aboriginal and Torres Strait Islanderowned businesses) each year.
June Annually
COO
9.5 To increase the overall, spend as a percentage of total expenditure (with either Supply Nation businesses and Aboriginal and Torres Strait Islander-owned businesses) each year.
June Annually
COO
March 2023
COO
December 2021
COO
9.6 Review and update procurement practices to remove barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses. 9.7 Create an Aboriginal and Torres Strait Islander Organisation preferred Supplier List for national circulation to all Workskil staff.
March 2021 – March 2023
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Governance Action
Deliverable
Timeline
Responsibility
10. Establish and maintain an effective RAP Working group (RWG) to drive governance of the RAP.
10.1 Maintain a minimum of 50% Aboriginal and Torres Strait Islander representation on the RAP Working Group.
June 2022
National BD Manager
10.2 Annually review the Terms of Reference for the RWG.
June Annually
National BD Manager
10.3 Meet at least four times per year to monitor and consult on the RAP actions and deliverables.
June Annually
National BD Manager
11.1 Engage our senior leaders and other staff in the delivery of RAP commitments.
June 2022
National BD Manager/ RAP Committee
11.2 Define and maintain appropriate systems to track, measure and report on RAP commitments.
June 2022
National BD Manager
12.1 Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia.
September Annually
CEO
12.2 Report RAP progress to all staff and senior leaders quarterly.
June 2022
National BD Manager
12.3 Publically report our RAP achievements, challenges and learnings, annually.
June 2022
Marketing Manager
12.4 Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer.
May 2022
National BD Manager
March 2022
National BD Manager
11. Provide appropriate support for effective implementation of RAP commitments.
12. Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally.
13. Continue our reconciliation journey by developing our next RAP.
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13.1 Register via Reconciliation Australia’s website to begin developing our next RAP.
Reconciliation Action Plan (RAP) Innovate
“Kondili” (Whale Dreaming) Artist: Corey Turner Region: Kaurna Country, Adelaide
Kondili ‘Whale Dreaming’ is an integral part of a greater dreaming called fire stick dreaming. Kondili, was a Kaurna/ Ramindjeri man who was given the secret of fire by the great ancestors. The community was fascinated by his power and often wanted him to share it with them, however being a selfish and aggressive man, he kept his power from the community. Kondili was invited to a major ceremony and was expected to bring fire for the evening dance. Kondili refused to bring fire, making the community very mad. Two brothers, determined to make Kondili change his mind chased him to the cliffs and threw their spears at Kondili. As Kondili jumped from the cliffs out to sea a spear went into the back of his neck. Kondili turned into a whale as he fell into the ocean. The two red circles represent the fire stick dreaming.
March 2021 – March 2023
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“Tandanyangga” (Red Kangaroo) Artist: Corey Turner Region: Kaurna Country, Adelaide Tandanyangga or Tarndanyangga derives from Tarnda ‘red kangaroo’ and kanya meaning ‘rock’. The male red kangaroo (Tarnda) plays a central role in Kaurna religion. Victoria Square (Tandanyangga) is still an important meeting place for Indigenous peoples hence the ‘heart’ of the Adelaide City and is the focus for many political and community-based Indigenous events. Should you look at a topographical view of South Australia (sideways) you will see Tandanyangga with his tail at the base of Cape Jervis, his heart in the Adelaide City, head towards the Flinders Ranges and his extended legs as if in motion.
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Reconciliation Action Plan (RAP) Innovate
This RAP was produced with the assistance of Print Junction, an Indigenous owned and operated family company and Supply Nation Certified Supplier.
Reconciliation Action Plan (RAP) Contact details: Employment and Community Services
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Reconciliation Action Plan (RAP) Innovate
Nicole Dwyer, Chief Executive Officer Phone: 08 7088 8000 Email: care@workskil.com.au
