Putting First Nations Employment Strategies into Action
Improving employment outcomes for Aboriginal and Torres Strait Islander Peoples needs both a conscious effort on the part of employers to recruit Aboriginal and Torres Strait Islander Peoples, and the development of workplace policies which aim to retain Aboriginal and Torres Strait Islander employees once recruited. Workplace policies should include a cultural safety policy. A workplace that respects the cultural safety of its First Nations employees recognises that Aboriginal and Torres Strait Islander employees have a unique culture and puts a variety of measures and practices in place to ensure that First Nations employees cultural needs are met, and that non-indigenous employees can act in a culturally sensitive manner.
Examples of workplaces which have developed policies to attract and retain First Nations employees:
Identifying an industry that suits the already existing skills of the intended employees:
- The Ngaanyatjarra Camel Company, formed by the Board of The Ngaanyatjarra Council, took advantage of the hundreds of thousands of wild camels roaming on Ngaanyatjarra Council lands to provide employment opportunities that were located on country and that the local people found meaningful. Over 40 First Nations peoples work to muster the camels, which are sold to camel breeders in the Middle East. One representative commented on how the work suited the local people saying, “We find people who like the work and really want to do it. Building good relationships is important to [the local people]. They are not terribly motivated by money. It’s about relationships, being in a team. It’s part of their identity, enjoying the work.”
Advertising roles through established First Nations employment networks:
- The St Vincent de Paul Society in NSW, in their policy document ‘Aboriginal and Torres Strait Islander Recruitment and Retention Strategy’, has developed policies that will aid in the attraction and retention of First Nations employees in their services. This includes developing partnerships with First Nations employment services, conducting ‘Yarning Circles’ in specific locations to advertise the work of the society and developing culturally sensitive employment selection methods.
Development of a First Nations Employment Strategy
- The Australian Health Practitioner Regulation Agency (AHPRA), have instituted the AHPRA Aboriginal and Torres Strait Islander Employment Strategy 2020 – 2025 (Employment Strategy). The strategy document identifies key priorities for increasing Aboriginal and Torres Strait Islander participation in the regulatory body including implementing culturally safe workplace practices and investing in developing the capabilities and careers of Aboriginal and Torres Strait Islander employees. See also:
Examples of workplaces that have developed policies/practices which promote cultural safety for First Nations employees:
Provision of Cultural Awareness Training
- Sandvik Mining and Rock Solutions Australia, the Australian arm of the multinational engineering company, have put into place a Reconciliation Action Plan that includes the provision of cultural awareness training. The training, developed in partnership with Mirri Mirri Productions, includes eLearning modules such as guides on respectful terminology when working with First Nations Australians and First Nations Dates of Significance. Senior management at the company also participated in an OnCountry experience with the Worimi Aboriginal Land Council to further their cultural awareness.
Creation of detailed guidelines for cultural safety
- Charity Group, Mission Australia, created an Aboriginal and Torres Strait Islander Cultural Safety Practice Guideline for their employees to use. Formulated with the help of Yilabara Solutions, an Aboriginal-owned consulting organisation, the 34-page guideline goes in depth to describe to employees what cultural safety in the workplace should look like. The guideline includes general information to build awareness, checklists to help with the implementation of the guidelines and self-assessment tools to assist accountability.
Establishing traineeship programs
- Developed in partnership with Wan-Yaari Aboriginal Consultancy Services, Barwon Water in the Geelong area have developed an Aboriginal employment and retention strategy. The strategy includes a commitment to building a culturally safe workplace through cultural safety training and a commitment to inclusive workplace practices and environment. The commitment to creating a culturally safe environment for First Nations peoples is evident in:
- The placing of an Acknowledgment of Country plaque in the entryway of the premises,
- A sculpture designed by a local Aboriginal artist in the foyer,
- Aboriginal artwork displayed throughout the working spaces,
- The naming of meeting rooms in local Wadawurrung language.
Sincere thanks to Peter Arndt, Director, and the team of the Office for Justice, Ecology and Peace (Catholic Social Justice agency), for this article. Further information available from: https://socialjustice.catholic.org.au/
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