Reflect Reconciliation Action Plan (RAP) September September 2018

Transcription

1 Reflect Reconciliation Action Plan (RAP) September September 2018

2 ACKNOWLEDGEMENTS MIGAS Limited respectfully acknowledges Aboriginal and Torres Strait Islander peoples as the Traditional Custodians of the land upon which we work. We would like to thank all our staff, Aboriginal and Torres Strait Islander apprentices and trainees, Elders and associated people involved in developing our Reflective Reconciliation Action Plan. We recognise the ongoing effort of these people to protect and promote Aboriginal and Torres Strait Islander culture which will establish a legacy for future generations. ABOUT OUR RAP ARTWORK Migas is the centre circle. The U shapes are people, that s you. They are reaching out to the community and the community is reaching in. The outer circles are community and travel lines between them. As you can see they reach to each other but also to the inner circle, these lines go both ways. The outer outer circle are the ones that need support and they will get that soon with your help. Stephen Hogarth at Hogarth Arts 2

3 MESSAGE FROM OUR MANAGING DIRECTOR Rodney Margetts has been with the MIGAS Board since 2008 and was appointed Managing Director in October Rod is also Principal Consultant with Oxford Associates a consultancy firm specialising in a range of innovative business improvement solutions and management advice to clients in the health, employment and training sectors. Rod has worked in the health, education and employment sectors, with SkillsTech Australia and the Department of Education and Training. Rod is a Chartered Accountant (CAANZ). Migas is very proud to begin our journey towards reconciliation. Our core business is to source, recruit, induct and support high quality apprentices and trainees right through to completion of their qualification, and we take this very seriously. We currently employ a number of Aboriginal and Torres Strait Islander apprentices and trainees throughout Australia who are all tracking to successfully maintain their employment right through to completion of their trade or vocational qualification. We look forward to developing our first Reflect Reconciliation Action Plan which outlines our actions and targets to promote and achieve reconciliation. As a Group Training Company, we will be accountable for these RAP actions across all areas of our organisation to ensure our RAP remains the focus and is intertwined into our everyday work. Migas will support our internal employees with cross-cultural training and promote opportunities for them to participate in cultural events. Migas respects the cultural protocols and heritage of Aboriginal and Torres Strait Islander people and will continue to provide education, training and employment opportunities to our internal staff, apprentices and trainees. We look forward to continuing our respectful partnerships with Reconciliation Australia and our Aboriginal and Torres Strait Islander communities, organisations, families and peoples in the areas in which we operate. We recognise that these relationships will assist us greatly in understanding Aboriginal and Torres Strait Islander peoples and help build a better future for all Australians. Rodney Margetts Managing Director 3

4 OUR COMMUNITY PARTNERSHIPS MIGAS recognises the deep relationship between family and community in the success and wellbeing of Aboriginal and Torres Strait Islander youth. MIGAS will proactively consult with Aboriginal and Torres Strait Islander community groups and Elders on an ongoing basis to establish links and facilitate engagement with and employment opportunities for Aboriginal and Torres Strait Islander people through the following key partnerships. 4 MISSION AUSTRALIA Mission Australia is a Vocational Training and Employment Centre (VTEC) under agreement with the Australian government. MIGAS and Mission Australia have a Memorandum of Understanding in place to reinforce their partnership and commitment to changing the lives of individuals including Aboriginal and Torres Strait Islander people by delivering employment opportunities for VTEC clients into apprenticeships and traineeships that will secure their future trade careers. GENERATIONONE GenerationOne is one of MIGAS key partners in New South Wales and is a Vocational Training and Employment Centre (VTEC). GenerationOne provides a conduit for MIGAS to offer apprenticeship and traineeship opportunities for Aboriginal and Torres Strait Islander job seekers in the Sydney, Hunter Valley and Newcastle regions. ENERGY SKILLS QUEENSLAND MIGAS work closely with Energy Skills Queensland who are currently delivered the Skilling Queenslanders for Work programs across Queensland. Graduates from these programs who meet the placement requirements are put forward for MIGAS apprenticeship and traineeship vacancies and intakes with host employers in Brisbane Metropolitan and Queensland regional areas. PRESTON CAMPBELL FOUNDATION The Preston Campbell Foundation encapsulates the vision of Preston Campbell to develop programs and opportunities which inspire and mentor Aboriginal and Torres Strait Islander participants to achieve their dreams, connect to their culture, sense of place and wellbeing. Through Presto s Training Café, eligible participants interested in working in Hospitality or Tourism undertake a 6 week training program. At the completion of each program, MIGAS representatives are invited to the Café to meet completed participants at a morning tea and discuss apprenticeship and traineeship opportunities and career pathways. CAPACITY 1 We have recently engaged Capacity 1 as a key partner to assist us in sourcing, recruiting and mentoring Aboriginal and Torres Strait Islander apprentices and trainees placed with host employers located in various regions across Queensland including Brisbane Metropolitan, Moreton Bay, Darling Downs and Surat Basin, Central Queensland and Bowen Basin, and North Queensland. MIGAS plans to develop our Indigenous capability and propose to further utilise Capacity1 to provide and facilitate Aboriginal and Torres Strait Islander cultural awareness and mentoring training to our internal staff to include our Managers, Regional Field Officers and School Liaison Officers. CLONTARF FOUNDATION The Clontarf Foundation operates nationally with a primary focus is to improve the education, employment prospects and life skills of young Aboriginal and Torres Strait Islander people. Migas is currently networking with the Clontarf Foundation to provide mentoring, support and assistance to our Aboriginal and Torres Strait Islander apprentices and trainees in the Darling Downs and Surat Basin regions and to assist us to strengthen our relationships with local Indigenous communities in these regions.

5 OUR COMMITMENT TO RECONCILIATION In Australia, our society values equality, diversity and contributions from everyone. MIGAS is committed to developing our Reflect Reconciliation Action Plan (RAP) which will create awareness and understanding across our organisation that Aboriginal and Torres Strait Islander people enjoy the same opportunities as other Australians. MIGAS is and will continue to be proactive in our approach to provide Aboriginal and Torres Strait Islander candidates with the best opportunities for employment. These opportunities may include (but not limited to): Co-ordination of our HeadStart Program in metropolitan and regional high schools; Facilitation and management of pre-vocational programs; Development, management and co-ordination of Aboriginal and Torres Strait Islander apprenticeship and traineeship programs with our host employers; and Partnering with community networks and Indigenous employment organisations. MIGAS is also committed to: Building relationships, integrating cultural learning and developing respect for the diversity of the Aboriginal and Torres Strait Islander cultures. Developing a whole of community approach which demonstrates and highlights the key strengths of Aboriginal and Torres Strait Islander individuals and how these skills can support employment pathways into apprenticeships and traineeships. Demonstrating a commitment from all parties and stakeholders to ensure a concerted and sustained effort to support not only the success of our Indigenous apprenticeship and traineeship programs, but also the success of the Aboriginal and Torres Strait Islander person, as well as the whole community. Encouraging, recognising and promoting achievements of Aboriginal and Torres Strait Islander candidates and to build dreams and aspirations, to empower them and to align with their sense of place and cultural wellness. 5

6 OUR RAP MIGAS has supported, encouraged and mentored Aboriginal and Torres Strait Islander people in apprenticeships and traineeships for nearly 30 years. We begin our reconciliation journey because we want to reinforce our strong commitment to initiating and establishing respectful and trusting relationships with Aboriginal and Torres Strait Islander peoples in the communities and regions in which we operate. As a Group Training Organisation, we want to fully understand, learn and gain an insight into Aboriginal and Torres Strait Islander culture and traditions. Our reconciliation journey will support our business by sourcing young and mature aged Aboriginal and Torres Strait Islander people and placing them into apprenticeships and traineeships in metropolitan, rural and remote regions of Australia. Our reconciliation journey has begun with indepth talks with our existing Aboriginal and Torres Strait Islander staff and non-indigenous staff, and consultation with external Indigenous organisations. We are now working towards changing our existing plans, policies and procedures to reflect our diversity strategy and the way we connect with Aboriginal and Torres Strait Islander people and communities in the regions in which we operate. We have begun to participate in and attend Aboriginal and Torres Strait Islander cultural events such as NAIDOC Week with a willingness to learn as much as we can about the culture and backgrounds of our Aboriginal and Torres Strait Islander apprentices and trainees. A number of our key staff including our Managing Director, Business Development Managers and Field Officers attended 2016 NAIDOC Week celebrations in Brisbane at Roma House, a trauma informed accommodation service which offers intensive support in a residential setting run by Mission Australia. We are compiling a list of Aboriginal and Torres Strait Islander dates of significance and developing a database of Aboriginal and Torres Strait Islander key contacts in each of the communities in which Migas operates. We are also in the process of developing our Diversity Employment plan which reinforces our strong commitment to providing employment, training and mentoring to Aboriginal and Torres Strait Islander apprentices and trainees across Australia. We have recently partnered with Indigenous consultancy Capacity1 to facilitate Aboriginal and Torres Strait Islander cultural awareness training to Managers, Field Officers and School Liaison Officers. 6

7 OUR RAP WORKING GROUP COMMITTEE To begin our Reconciliation Action Plan, Migas has formed a RAP Working Group consisting of key senior managers, internal operational staff and three of our Aboriginal apprentices and trainees. CHAIRPERSON RAP WORKING GROUP COMMITTEE Rod Margetts Managing Director Rod will chair the Working Group Committee meetings and provide expert advice and leadership regarding the development of our indigenous recruitment, retention, wellbeing and transitional strategies, cultural awareness training, and networking with indigenous community support organisations. RECONCILIATION ACTION PLAN (RAP) CO-ORDINATOR Rachel Miller Project Co-ordinator Rachel will co-ordinate Working Group Committee meetings, provide administrative support to the Chairperson, and liaise with committee members and Migas internal staff to ensure that action items for our Reflect RAP are followed-up, approved and implemented. COMMITTEE MEMBERS: Damien Shea National Operations Manager Damien will provide feedback on Best Practice regarding how we support and mentor our Aboriginal and Torres Strait Islander internal staff, apprentices and trainees. He will give his insight in relation to employment, retention, mentoring and wellbeing, post-apprenticeship and traineeship career transitional strategies and how we provide the best possible career pathways for our Aboriginal and Torres Strait Islander apprentices and trainees. Holly Osborne National Human Resources Manager Holly will provide assistance and input to the Working Group Committee in relation to developing our workplace diversity and inclusion strategies, Aboriginal and Torres Strait Islander recruitment strategies and give her insight into the protocols to successfully deliver these strategies. Chris Winter Business Development Manager Darling Downs and Surat Basin Chris will provide feedback in relation to mentoring our Aboriginal and Torres Strait Islander apprentices and trainees, connecting and establishing relationships with local Elders and indigenous support and community groups in the Darling Downs and Surat Basin regions. Our indigenous representatives will provide feedback and guidance to the committee on Aboriginal and Torres Strait Islander culture, traditions and cultural awareness: Chloe Appo School-Based Trainee Bonnie-Rae Johnson Apprentice Wayne Krause Trainee 7

8 RELATIONSHIPS MIGAS is committed to building and maintaining relationships with Aboriginal and Torres Strait Islander people and providing support and mentoring to our Aboriginal and Torres Strait Islander apprentices and trainees employed in the communities in which we operate. These relationships will be based on trust, honesty and respect so we can all achieve shared goals. ACTION DELIVERABLES TIMELINE RESPONSIBILITY 1. (a) Establish a RAP Working Group Committee which supports the development of our Reflect Launch our Reflect RAP for September 2017 September Rachel Miller to co-ordinate with RAP Working Group Committee and RAP and comprises of consultation with Marketing Contribution by internal staff and external contacts on a regular basis. Aboriginal and Torres Strait Islander peoples and decision-making staff from across our organisation. Report on progress annually. September 2018 Rachel Miller to co-ordinate Review and revise RAP annually. July 2018 Rachel Miller to co-ordinate 1. (b) The MIGAS RAP working group continues to meet on a regular basis to monitor and review the implementation of the RAP and to support and facilitate the development of our next RAP. MIGAS RAP Working Group Committee including MIGAS Aboriginal and Torres Strait Islander apprentices and trainees to meet regularly. The working group is to meet at least four times a year with each meeting documented and uploaded to the MIGAS intranet. February 2018 March 2018 April 2018 May 2018 June 2018 July 2018 August 2018 September 2018 Rachel Miller to co-ordinate (with guidance from Jade Lee) 8

9 RELATIONSHIPS ACTION DELIVERABLES TIMELINE RESPONSIBILITY 2. (a) Build and maintain relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations within each community where MIGAS operates. Develop a list of Aboriginal and Torres Strait Islander community and organisational contacts in our local areas that we could approach and connect with. Review, revise and provide advice and feedback on an annual basis. August 2018 Rachel Miller to co-ordinate with RAP Working Group Committee Develop a list of RAP contacts and organisations that we could connect with and assist us with our Reconciliation journey. Rachel Miller to co-ordinate with RAP Working Group Committee Review, revise and provide advice and feedback on an annual basis. August 2018 Rachel Miller to co-ordinate with RAP Working Group Committee 2. (b) Promote our understanding and commitment towards equal opportunity and diversity through various marketing and advertising platforms. Release a range of marketing material promoting MIGAS understanding and commitment towards diversity and equal opportunity. Rachel Miller to seek feedback from RAP Working Group Committee and then co-ordinate with Marketing 3. Recognise, participate and celebrate in National Reconciliation Week (NRW) Introduce staff to National Reconciliation Week (27 May to 3 June) and encourage staff to attend planned activities. May 2018 Rachel Miller to co-ordinate Distribute National Reconciliation Week resources and materials published by Reconciliation Australia to all staff. May 2018 Rachel Miller to co-ordinate RAP Working Group to participate in an external event to celebrate and recognise National Reconciliation Week. April 2018 Rachel Miller to plan and to co-ordinate with RAP Working Group Committee 4. Raise awareness of the Reconciliation Action Plan Develop and implement a plan to raise and increase stakeholder s awareness. Rachel Miller to seek feedback from RAP Working Group Meeting and then co-ordinate with Marketing 9

10 RESPECT MIGAS acknowledges that respect is pivotal in strengthening our relationships with Aboriginal and Torres Strait Islander peoples. We have a strong commitment to learn about Aboriginal and Torres Strait Islander cultures and to participate in cultural festivals and celebrations. Our leaders and managers will adopt a spirit of humility and they will listen more than speak as they willingly try to understand the cultural ways necessary to gain trust and respect. ACTION HOW WE WILL MEASURE OUR SUCCESS TIMELINE RESPONSIBILITY 1. Educate staff of the importance of cultural protocols to develop cultural awareness. Explore and compile a list of who the Traditional Owners of the lands and waters are in the areas where MIGAS operates. Rachel to draft in consultation with RAP Working Group Committee. Include this list in cultural awareness training material or upload to company intranet. 2. Develop a plan and develop the protocols Communicate cultural protocols such as Acknowledgement of Country and Welcome to Country at appropriate events. 3. Organise staff to participate in cultural awareness and diversity training to increase their understanding and appreciation of Aboriginal and Torres Strait Islander cultures. Conduct a review of our staff to measure the overall level of knowledge and understanding of Aboriginal and Torres Strait Islander cultures, history and achievements. Build a business case to capture and measure the level of knowledge for employees to determine the level of training to staff and to whom. February 2018 May 2018 August 2018 Rachel to co-ordinate with Holly Osborne, National Human Resources Manager Rachel Miller to seek feedback from RAP Working Group Committee initially and then co-ordinate with Marketing. Holly Osborne, National Human Resources Manager Holly Osborne, National Human Resources Manager 10

11 RESPECT ACTION HOW WE WILL MEASURE OUR SUCCESS TIMELINE RESPONSIBILITY Introduce a two tier cultural competency training to new and existing staff dependent on their roles and how closely the staff member works with Aboriginal and Torres Strait Islander peoples. Tier 1 training would be broader awareness training, with Tier 2 incorporating more in-depth training to include face-to-face workshops. Rachel Miller to seek feedback from RAP Working Group Committee and then co-ordinate with Holly Osborne, National Human Resources Manager Encourage and promote to staff to use Reconciliation Australia s Share our Pride website. September 2017 February 2018 September 2018 Rachel Miller to co-ordinate Celebrate/recognise Aboriginal and Torres Strait Islander dates of significance and communicate to all staff via social media channels. 4. Participate in and celebrate NAIDOC week. Promote and raise awareness with all staff of the importance and meaning of NAIDOC week. Include information about the local Aboriginal and Torres Strait Islander peoples and communities in which MIGAS operates around Australia. December 2017 February 2018 April 2018 June 2018 August 2018 October 2018 June 2018 July 2018 Rachel Miller to seek feedback from RAP Working Group Committee initially and then co-ordinate with Marketing. Rachel Miller to seek feedback from RAP Working Group Committee and then co-ordinate with Marketing The MIGAS RAP Working Group Committee to participate and celebrate at an external NAIDOC Week event. June 2018 July 2018 Rachel Miller to plan and co-ordinate with RAP Working Group Committee 11

12 OPPORTUNITIES MIGAS will closely consider how to improve our employment and human resources strategies to effectively identify and increase employment opportunities to Aboriginal and Torres Strait Islander people in the local communities in which we operate. ACTION HOW WE WILL MEASURE OUR SUCCESS TIMELINE RESPONSIBILITY Promote to Aboriginal and Torres Strait Islander peoples, organisations and businesses in the regions (in which MIGAS operates) that MIGAS is committed to the employment, training and mentoring of Aboriginal and Torres Strait Islander peoples. Talk specifically about what our intentions are and how we are going to deliver these opportunities Review MIGAS Aboriginal and Torres Strait Islander employment and retention strategy Distribute RAP Plan and inclusive marketing material to all regional offices across Australia. Publish information on MIGAS website which reflects our strong commitment to the employment, training and mentoring of Aboriginal and Torres Strait Islander peoples Engage with National Operations Manager and National Recruitment Manager to co-develop a strategy which will identify and source employment and training opportunities for Aboriginal and Torres Strait Islander peoples in the regions in which we operate. Advertise MIGAS apprenticeships and traineeships in Aboriginal and Torres Strait Islander media channels and platforms. Review all human resources policy and procedures to identify and address any barriers to Aboriginal and Torres Strait Islander people. Rachel Miller to co-ordinate with RAP Working Group Committee and Marketing Rachel Miller to co-ordinate with RAP Working Group Committee and Marketing Damien Shea, National Operations Manager Jade Lee, National Recruitment Manager Jade Lee, National Recruitment Manager to co-ordinate with Marketing Holly Osborne, National Human Resources Manager 12

13 OPPORTUNITIES ACTION HOW WE WILL MEASURE OUR SUCCESS TIMELINE RESPONSIBILITY Continue to promote internally to staff and externally in schools to raise awareness of educational and career pathways for Aboriginal and Torres Strait Islander people. Continue to network with schools, give presentations, network with career advisors to create opportunities and pathways for students. Introduce our staff to NAIDOC Week by promoting community events in our local area. December 2017 February 2018 April 2018 June 2018 August 2018 October 2018 Damien Shea, National Operations Manager David Hoey, CEO, MiTraining Develop an understanding of diversity procurement processes and the mutual benefits of procurement from Aboriginal and Torres Strait Islander businesses. Investigate Aboriginal and Torres Strait Islander suppliers in the regions in which we operate. Rachel Miller to co-ordinate with RAP Working Group Committee Review and amend existing procurement procedures to include diversity procurement procedures. Rachel Miller to co-ordinate with Taris Cox, Group Finance Manager 13

14 TRACKING AND REPORTING ACTION HOW WE WILL MEASURE OUR SUCCESS TIMELINE RESPONSIBILITY 1. Review and Refresh RAP Our RAP actions and targets to be reviewed and assessed for the second RAP. May 2018 Rachel Miller to co-ordinate with Working Group Committee Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements. May 2018 Rachel Miller in consultation with RAP Working Group Committee 2. Report progress of the Reconciliation Action plan process to the Managing Director Submit draft RAP to Managing Director for approval. June 2018 Rachel Miller Submit draft RAP to Reconciliation Australia for review June 2018 Rachel Miller Submit draft RAP to Reconciliation Australia for formal endorsement. July 2018 Rachel Miller A report to be submitted to the Managing Director so RAP progress can be reported at Board meetings. February 2018 May 2018 August 2018 Rachel Miller to draft report for approval by Jade Lee, Chairperson, RAP Working Group Committee 3. Build support for the RAP Define resource needs for RAP development and implementation. Rachel Miller to seek feedback from RAP Working Group Committee Define systems and capability needs to track, measure and report on RAP activities. Complete the annual RAP Impact Measurement Questionnaire and submit to Reconciliation Australia September 2018 Rachel Miller to seek feedback from RAP Working Group Committee Rachel Miller to seek feedback from RAP Working Group Committee and submit draft for and final approval by Jade Lee. 14

15 migas.com.au CONTACT: Rachel Miller Migas RAP Co-ordinator T: M: E: