A.R.T. EMPLOYMENT. Aboriginal Owned and Managed Aboriginal Certified Services Industry-led Training. Employment: Safe and Secure Workplaces

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2 A.R.T. EMPLOYMENT Aboriginal: Recruitment: Training: Employment: Aboriginal Owned and Managed Aboriginal Certified Services Industry-led Training Safe and Secure Workplaces

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4 FOUR KEY GUIDING PRINCIPALS Culturally Inclusive Culturally Responsive Culturally Safe Culturally Secure

5 CULTURALLY INCLUSIVE Research has shown that providing culturally inclusive workplace support to employers and employees who are tasked with working with Aboriginal people and communities, can significantly improve service outcomes via this interaction. Culturally inclusive preparation has many levels of impact, and can prevent organisations from an embarrassing moment, a breakdown in inter-company communication, to a loss of service or poor service reputation.

6 CULTURALLY RESPONSIVE Workplaces MUST understand history, pre-contact, colonisation, past policies and their lasting effects on Aboriginal people and on racism. Those areas of learning will give you the knowledge and understanding of Aboriginal cultures, histories, contemporary realities and awareness of Aboriginal peoples, combined with the ability to engage and work effectively in Aboriginal contexts consistent to the expectations of Aboriginal people. Workplaces must have effective and inclusive policies and procedures, monitoring mechanisms and allocation of sufficient resources to foster culturally competent behaviour and practice at all levels of the institution.

7 CULTURALLY SAFE AND SECURE WORKPLACES Cultural safety and cultural security both add something to the way we think about addressing inclusive workplaces for Indigenous peoples. Cultural safety encapsulates the relationships that we need to foster in our communities and workplaces, as well as the need for cultural renewal and revitalisation. The creation of cultural safety in our workplaces continues to be a challenge for many industries in Australia.

8 COATES HIRE ABORIGINAL EMPLOYMENT PROGRAM GOAL 40 Video link:

9 OUR KEY SERVICE AREAS: CORPORATE COMPETENCIES TRAINING CULTURALLY COMPONENT MENTORING INDUSTRY SKILL SET DEVELOPMENT

10 CORPORATE COMPETENCIES TRAINING Policies and procedures: Do not judge against racist, colour, nationality, beliefs, morals or gender. If you as a person can successfully uphold the policies and procedures within a workplace, you will be successful in any workplace. It is ART s mandate to ensure that Aboriginal jobseekers are competent in those areas prior to entering the workforce.

11 CULTURALLY COMPONENT MENTORING The word mentoring is like the word community. Were do you start? Where do you finish? Our mentoring methodologies combine both mentoring and coaching practices. 24 hours per day / 7 days per week is required. Systematic mentoring services do not work!

12 INDUSTRY SKILL SET DEVELOPMENT Eliminate TRAINING FOR TRAINING SAKE Incorporate TIME TO TASK Live Training Works Industry Based Learning structured workplacements Health Checks well-being/drug and alcohol testing

13 HOLDEN ABORIGINAL APPRENTICESHIP PROGRAM 13 apprentices with a 100% retention rate for 24 months. The program won the 2013 Australian Human Resource Institute, Diversity Award for Aboriginal Employment.

14 ABORIGINAL JOB CENTRE The establishment of the Northern Aboriginal Job Centre offers the Aboriginal community in the northern regions of Adelaide a dedicated culturally inclusive and responsive training and employment place of learning. The Centre is absolutely critical in order to bring about change in a community that experiences high intergenerational unemployment, where workforce participation is not the norm for the cohort and where limited knowledge exists in relation to industry standards and acceptable workplace behaviours and attitudes.

15 The foundation of the Centre is based on the maximisation of all key stakeholders and partners capacities in order to capitalise on current funding and programs, thus ensuring no duplication of services but optimisation of participation in programs and/or training funding available.

16 The Job Centre is accessible to all Aboriginal job seekers providing training and skills development in the following areas: Career advice and planning Job search skills development, including resume and portfolio preparation, interview techniques, applying for work - writing job applications Corporate competencies training Literacy and numeracy training Industry skills set development Referral to specialist vocational training, if appropriate Referral to real jobs Community Support Services

17 The Job Centre is a partnership-based model, to sustain and expand the model needs the commitment from all three levels of Government. Whole of Government Approach

18 LGA ABORIGINAL EMPLOYMENT PROGRAM Partnership with traditional owners (Kaurna People) Commitment to real jobs from supporting councils Development of a Kaurna Workforce Participation Strategy Resourcing

19 WOOLWORTHS ABORIGINAL EMPLOYMENT PROGRAM

20 HORIZON POWER INDIGENOUS FIELD SERVICES EMPLOYMENT PROGRAM Horizon Power is the major supplier of power to regional Western Australia; Horizon Power engaged A.R.T. Employment to develop and implement a state-wide Indigenous Field Services project. The project recruited, trained and placed Aboriginal job seekers into employment with Horizon Power. Job seekers were recruited from Esperance, Perth, Carnarvon, Kununurra, Karratha, Port Hedland and Broome.

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