Fundamental strategies to support and advance Indigenous career prospects
Head of Indigenous, Diversity & InclusionAustralian Broadcasting Corporation
Indigenous Business Development ManagerColes Group
Associate Director, Indigenous Strategy & Social InclusionUniversity of Melbourne
Manager, Diversity, Inclusion Program Strategy & DeliveryNational Australia Bank
Senior Manager, Aboriginal Strategy & EngagementCreate NSW, Department of Premier and Cabinet
District Manager, Aboriginal Mental Health Service & WorkforceHunter New England Local Health District
Manager, Aboriginal Partnerships & Engagement Support UnitDepartment of Environment, Land, Water and Planning
National Indigenous Engagement Leadnbn Australia
CEONational Indigenous Culinary Institute
CEOIndigenous Energy Australia
Aboriginal & Torres Strait Islander Co-ordinatorUGL Limited
Wendy Ah Chin
Branch ManagerNational Indigenous Australians Agency
Senior Adviser, Aboriginal Employment UnitVictorian Public Sector Commission
Founder, DirectorIndigenous Cultural Connection
Indigenous Development CoordinatorArmadale City Council
DirectorJohn Briggs Consultancy
Chief Executive OfficerIndigenous Employment Partners
Community Development Consultant & Community Emergency Plan FacilitatorJeder Institute
- Reflect on & maintain a cultural safety in your office
- Innovative strategies to advance your RAP
- Stretch your organisation's boundaries & develop strategic frameworks
- Elevate your Indigenous employees to their full potential
Explore the maturity of your organisation’s Indigenous engagement program
- Understand your organisation’s business imperative and how it is working to meet requirements
- Treating targets as a starting point for the conversation (including targets informed by the IPP)
- Normalising diversity and inclusion into your organisation’s DNA
Recruitment strategies and pre-employment training
- Identify and access the right talent pool for your organisation
- Indigenous media, online and other platforms for engagement
- Choosing culturally appropriate interview and induction environments and processes
Retention and development of Indigenous talent
- Developing culturally appropriate mentoring frameworks
- Secondment opportunities that are effective and yield positive long-term results
- Using technology to support engagement initiatives (delivering training to remote areas)
Creating a culturally safe workplace
- Accentuating and accelerating natural leadership strengths
- Move from understanding to execution, from ‘what’ to ‘how’
- Code-switching to improve cross-cultural communication
How do we know when we get there? Going beyond tokenism
- Explore different metrics and measures to track performance
- Learn how to communicate successes to your business and its leaders
- Reflection on core themes and ideas addressed over the two days
- Practical takeaways and action plans to take back to your workplace
John Briggs Director John Briggs Consultancy
Employment is central to bridging the gap between Indigenous and Non-Indigenous employees, providing the autonomy that allows Indigenous people to explore their aspirations. Increasing employment rates reduces Indigenous disadvantage through RAP initiatives and support programs. Join Cinda as she discusses the value of closing the employment gap and what you can do as advocates for Indigenous career advancement.
- Understand the importance of supporting our Indigenous communities
- Establish a culture of support, understanding and empowerment
- Establish what you can do to support your Indigenous staff and colleagues
Cinda Viranna Head of Indigenous, Diversity & Inclusion Australian Broadcasting Corporation
Many Indigenous people who seek jobs must cope with personal, social and cultural pressures in contrast to their non-Indigenous peers. These pressures place the Indigenous employee at risk of failing to complete accredited training programs or remain in the workforce. Early intervention through a structured mentoring relationship may give Indigenous people the tools and support they need to deal with conflicting demands. Dennis will discuss how you can develop and deliver a successful mentoring program that will assist in retaining your Indigenous employees and support their career progression.
- Encourage and empower your Indigenous employees through a mentor-ship
- Develop a mentoring program in line with your organisation's policy
- Formal and informal mentoring structures
Dennis Batty Chief Executive Officer Indigenous Employment Partners
Without social inclusion, diversity will reap no benefit. Innovation will halt, leaving your organisation as an echo chamber of outdated norms. Join Margot as she discusses how you can support Indigenous career pathways by fostering social inclusivity through inclusive strategies and programs.
- Develop Indigenous cultural awareness initiatives
- Build on program successes by extending targets to your RAP
- Build a code of conduct to support cultural awareness
Margot Eden Associate Director, Indigenous Strategy & Social Inclusion University of Melbourne
RAPs assist organisations in creating a workplace culture that understands, values and respects the histories, cultures and contributions of Aboriginal and Torres Strait Islander peoples. They transform attitudes through action to develop cultural awareness and foster relationships between employees and First Australians. But how do you create the foundations for your organisation's reconciliation journey? How do you establish strategies to ensure the success of your RAP, and what RAP best suits you? Join Seona as she discusses how you can design a RAP, as well as identify what RAP best suits you.
- Create the foundations for your reconciliation journey
- Reflect, Innovate, Stretch and Elevate. What best suits you?
- Develop strategies for effective launch
Seona James Founder, Director Indigenous Cultural Connection
A safe and culturally responsive workplace environment acknowledges, respects, and accommodates difference. Cross-cultural training programs and strategies can bring traction in the private and public workplace domain. Join our panellists as they discuss methods, strategies and critical points in creating an office culture that is aware, informed and safe.
- Defining cultural safety and cultural security
- Creating cultural competency
- Understanding social and emotional wellbeing
Bron Rose District Manager, Aboriginal Mental Health Service & Workforce Hunter New England Local Health District
Wendy Ah Chin Branch Manager National Indigenous Australians Agency
Jodie Clarke Indigenous Development Coordinator Armadale City Council
Career development plans are imperative to beneficial employment outcomes for Indigenous Australians. However, the inclination for ‘identified’ and ‘designated’ positions is a common error in this pursuit, creating frustration for the employees who plan to progress beyond the position. Join Nathan as he discusses how you can create authentic growth opportunities for your employees.
- Identify employees ready for career advancement
- Personalise each plan based on the individual
- Create an actionable plan and follow-through
Nathan Lovett CEO National Indigenous Culinary Institute
Companies tend to roll out intensive cultural training regarding RAPs, overwhelming and disengaging staff. So how do you ensure you’re keeping employees informed about the value of your RAP? Join Vanda as she discusses how you can secure the success of your RAP through a strategic rollout.
- Establish short but frequent intervals of awareness training
- Establish comms on NRW and NAIDOC events and tailor to your RAP
- Develop training for all levels and departments of your business
Vanda Strange National Indigenous Engagement Lead nbn Australia
To support and increase Indigenous employment, you must also support the underlying methodology. You can only achieve this through an embedded understanding of how to promote growth within the Indigenous community. Join Gningala as she discusses how UGL has managed to resolve their employment targets through identifying barriers to employee attraction and working in partnership with Indigenous businesses to support and develop Aboriginal and Torres Strait Islander candidates.
- Distinguish barriers to employee attraction and practice alternative techniques
- Develop strategies to overcome acquisition roadblocks
- Establish partnerships to secure Indigenous employees and support career advancement
Gningala YarranMark Aboriginal & Torres Strait Islander Co-ordinator UGL Limited
Success isn't measured by the number of Indigenous people employed, but rather by retention and contribution. Unfortunately, retention is a challenge, attributed to the lack of cultural awareness within the organisation, a deficit in support from senior management, and inadequate support for Indigenous employees.
Coles is the largest private-sector employer of Indigenous Australians and has implemented an employment model that resulted in a dramatic improvement in Indigenous employment and retention. Join Topaz as she discusses the strategic elements and methods you can execute to boost the retention of your workforce.
- Build organisational Indigenous awareness
- Identifying issues affecting the retention of Indigenous employees
- Secure support and buy-in from management and executive leadership
Topaz McAuliffe Indigenous Business Development Manager Coles Group
You might have heard of the words “bridging”, “enabling” or, most commonly, “career pathways”. These are terms used to describe structured programs in which Indigenous candidates can build their skills, helping them launch a long-term career. But what works? How should you implement these pathways? Join our group of panellists as they discuss alternative pathway programs, which pathways work better than others, and thoughts on how we can harness the strengths of our Indigenous employees.
- Ensure the successful implementation of plans and pathways
- Aim to achieve equal completion rates through engagement
- Build robust, respectful and collaborative partnerships with the individual
Luke Bishop Manager, Diversity, Inclusion Program Strategy & Delivery National Australia Bank
Peter White Senior Manager, Aboriginal Strategy & Engagement Create NSW, Department of Premier and Cabinet
Michael Frangos CEO Indigenous Energy Australia
Gningala YarranMark Aboriginal & Torres Strait Islander Co-ordinator UGL Limited
Australian businesses are committed to improving and sustaining employment outcomes for people from diverse backgrounds by recognising the knowledge, insights and capabilities of Aboriginal and Torres Strait Islander people. Applying recruitment provisions tailored to Indigenous peoples for job vacancies will succeed in asserting your organisation's cultural competency. Discover how you can strengthen your Indigenous employment strategies for attracting and employing Indigenous talent for your business.
- Expand the range of Indigenous employment opportunities
- Improve the awareness of Indigenous culture in the workplace
- Utilise cultural capability within your agency and work with community
Cassimah Hodgman Senior Adviser, Aboriginal Employment Unit Victorian Public Sector Commission
The Government acknowledges that Aboriginal Victorians hold the knowledge and expertise about what is best for themselves, their families and their communities. Aboriginal self-determination is driven by communities, while the Government is responsible for the supporting systems and structures. Cross-examine the initiatives undertaken at the Department of Environment Land Water and Planning, and learn how you can infuse these strategies throughout your organisation.
- Collaborate with the community to create long-lasting opportunities
- Develop talent pools through community engagement
- Partner with First Nation Peoples and establish traineeship programs
Paul Paton Manager, Aboriginal Partnerships & Engagement Support Unit Department of Environment, Land, Water and Planning
Summarise the takeaways from the event and share ideas for taking the next step in your career.
- Create your plan of action
- Summarise takeaways
- Forge the future for First Australians
Creating partnerships with Indigenous communities is critical to ensuring the cultural safety of your Indigenous employees. A culturally safe environment provides cultural awareness to your Non-Indigenous employees and will support the satisfaction and retention of your Indigenous staff.
Attending this workshop will provide you with the skills to understand how to impact cultural safety in a positive manner through collaboration, supporting and enhancing diversity of thought, cultural awareness and organisational effectiveness.
Create successful engagement and participation across your organisation
- Understand how cultural awareness contributes to an inclusive workplace
- Promote effective leadership to drive Indigenous initiatives
- Normalise diversity and inclusion into your organisation’s DNA
Develop a culturally competent workplace that supports your organisational values
- Embrace an organisation-wide understanding of Indigenous culture
- Manage and promote cross-cultural conversations
- Design and maintain a values-based culture
Successful approaches to Indigenous Cultural Awareness
- Build sustainable partnerships with the community
- Enhance cultural competency through internal and external skills training
- Understanding the importance of a Reconciliation Action Plan
Manage potential blockers
- Manage personal and professional morale in potentially challenging environments
- Get comfortable with uncomfortable conversations when needed
- Identify and develop strategies to handle potential roadblocks
Michelle Dunscombe Community Development Consultant & Community Emergency Plan Facilitator Jeder Institute
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