Reconciliation Action Plan

Transcription

1 Department for Health and Ageing Reconciliation Action Plan June 2017 June 2019

2 Chief Executive s Message I take great pleasure in presenting the Department for Health and Ageing Reconciliation Action Plan Many Aboriginal and Torres Strait Islander Australians experience vast differences in health, education, employment, and standards of living compared to the non-aboriginal population. The impact of colonisation on Aboriginal people and culture has been devastating and is still evident today. The process of Reconciliation recognises this and seeks to build understanding and embed actions that properly recognise and respect Aboriginal cultures and people, connection with country, and the impact of history, in order to achieve equity for Aboriginal people in all aspects of life. Since my arrival in South Australia I have been impressed by how we are striving to recognise and build cultural understanding and perspectives into our business and relationships including the fundamental recognition of Aboriginal people as the custodians of the land through Welcome to Country and Acknowledgment of Country protocols. This plan outlines the Department s commitment to ensuring health equity for Aboriginal South Australians through strong respectful relationships, culturally appropriate engagement, and increased education and economic participation opportunities for Aboriginal people. Aboriginal health must be a priority for each of us and it is essential that Aboriginal perspectives are incorporated into all our policies and strategic directions. By challenging awareness and each other to create cultural change, we will begin to see the benefits of a health system change that benefits all South Australians. Vickie Kaminski Chief Executive SA Health NB: The term Aboriginal is used in this document as inclusive of people who identify as Aboriginal, Torres Strait Islander, or both. Our Vision for Reconciliation The Department for Health and Ageing s vision for Reconciliation is drawn from SA Health s vision which is South Australians are healthy, enjoy a great quality of life and experience a safe, contemporary and sustainable health care system. This means strengthening our existing relationships and building new relationships with Aboriginal individuals, families and communities to close the gap in Aboriginal health disadvantage. This will ensure Aboriginal people share the same rights, respect and access to opportunities and benefits as all South Australians.

3 Our Business SA Health is committed to strengthening existing, and building new, relationships with Aboriginal community members and staff, to seek insight, advice and guidance on the advancement of Reconciliation across the organisation. SA Health is applying systemic changes that are culturally responsive to Aboriginal people and culture in order to bring about real change and achieve Reconciliation. SA Health recognises Aboriginal people as the Traditional Custodians of the lands in which we work and live and we celebrate their culture and heritage. We acknowledge how colonisation has impacted on the health and wellbeing of Aboriginal people and we encourage non-aboriginal people to take positive steps towards Reconciliation. The Department for Health and Ageing assists the Minister for Health, the Minister for Mental Health and Substance Abuse, and the Minister for Ageing to set the policy framework and strategic directions for SA Health. The Department supports the delivery of public health services, formulates health policy, facilitates public and consumer consultation on health issues, and monitors the performance of South Australia s health system by providing timely advice, research and administrative support. The Department is supported by the Aboriginal Health Strategy unit and key Aboriginal personnel to provide cultural advice and strategic responses to Aboriginal population health needs, and to provide guidance to the Department s leadership on Reconciliation approaches and improvements in Aboriginal health. The Department for Health and Ageing has 1,846 employees with 12.8 FTE and 16 head count of Aboriginal employees, with ongoing efforts to increase the number of Aboriginal staff employed within the Department and across SA Health. Our Reconciliation Action Plan Our Commitment to Reconciliation The Department for Health and Ageing is committed to Reconciliation through our Statement of Reconciliation Policy Directive and is guided by the SA Health Reconciliation Framework for Action. This is the Department for Health and Ageing s second Reconciliation Action Plan (RAP). Under the first RAP, the Department achieved the renewal of the Statement of Reconciliation and Reconciliation Policy Directive; and contributed to the implementation of the Reconciliation Framework for Action across the organisation. The Statement of Reconciliation is a high level statement of intent overarching the SA Health Reconciliation Framework for Action and accompanying RAPs of the Department and each Local Health Network. The Statement s signatories are the Minister for Health, the Chief Executive, Mr Francis Lovegrove (Chair of the Aboriginal Elders Council of SA) and Dr Lewis O Brien OA (Kaurna Elder). The Statement of Reconciliation is prominently displayed at all Department office sites. The Reconciliation Policy Directive acknowledges that all employees share responsibility and have a role in promoting Reconciliation activities that address the health inequities experienced by Aboriginal people. The SA Health Reconciliation Framework for Action underpins and supports the intention of the Statement of Reconciliation, and outlines the guiding principles for all Local Health Networks and the Department to develop RAPs.

4 Our Reconciliation Governance Amongst the achievements of the first RAP was the formation of the Department s Reconciliation Working Group () and appointment of an Executive as. The Department s is responsible for implementing our Innovate RAP, monitoring the progress to ensure we deliver on our set targets, and reporting annually to Reconciliation Australia and the Department for State Development. The is chaired by a Senior Executive who is the champion in promoting the significance of Reconciliation and increasing the profile of Reconciliation within the Department. The comprises Aboriginal and non-aboriginal representatives from across the Department: > Aboriginal Health Strategy > Biomedical Engineering > Drug and Alcohol Services South Australia > Finance and Business Services > Nursing and Midwifery Office > Corporate Services > Public Health and Clinical Systems > Technology and Infrastructure Under the leadership of the, the members socialise the application of Reconciliation actions within their respective business units; and report back to the Reconciliation Working Group. The Department is committed to Reconciliation and recognises the important steps which include redeveloping the RAP. The first RAP created a basis for action and foundation governance for accountability for Reconciliation across the Department for Health and Ageing. The June 2017 June 2019 RAP will build upon the previous RAP and the commitment to build a culturally responsive organisation. To achieve and continuously improve upon this, the Department is committed to embedding Reconciliation throughout all Department activity.

5 Focus area: Relationships Building strong, genuine and meaningful relationships between Aboriginal people and the Department is important to developing a culturally inclusive, responsive and respectful health system that will achieve best health outcomes for Aboriginal individuals, families and communities. Increase organisational cultural understanding and commitment to Reconciliation in partnership with Aboriginal communities and organisations. Action Deliverable Timeline Responsibility 1. RAP Working Group () actively monitors RAP development and implementation of actions, tracking progress and reporting > oversees the development, endorsement and promotion of the RAP. > Ensure the involves and maintains considerable Aboriginal directive. > Meet at least four times per year to monitor and report on RAP implementation. May,, 2019 Ongoing, review July Quarterly,, 2019 > Establish Terms of Reference for the. Review July 2. Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal peoples and other Australians > Organise at least one internal event for NRW each year. > Register all NRW events via Reconciliation Australia s NRW website. > Support an external NRW event. > Ensure our participate in external events to recognise and celebrate NRW. 27 May - 3 June, & 2019 and Executive Officer > Encourage staff to participate in external events to recognise and celebrate NRW. > Circulate Reconciliation Australia s NRW resources to staff. 3. Develop and maintain mutually beneficial relationships with Aboriginal peoples, communities and organisations to support positive outcomes > Meet with local Aboriginal organisations to develop guiding principles for future engagement. > Develop and implement an engagement plan to work with our Aboriginal stakeholders. March May 4. Raise internal and external awareness of our RAP to promote Reconciliation across our business and sector > Develop and implement a strategy to communicate our RAP to all internal and external stakeholders. > Promote Reconciliation through ongoing active engagement with all stakeholders. March May, 2019

6 Focus area: Respect Respect for Aboriginal peoples, culture, land and history is important to our organisation as we acknowledge that Aboriginal people have suffered from historical injustices, and in the exercise of Aboriginal rights, should be: free from discriminations of any kind, equal to all people, but be different, consider themselves different, and to be respected as such, and acknowledge that these inherent rights promote Aboriginal health and wellbeing. > DHA staff increase their knowledge and understanding of Reconciliation and the issues that affect Aboriginal people. > Aboriginal staff are to be supported in their identity and cultural pursuits. > A culturally safe workplace where Aboriginal employees feel safe to self-identify. > DHA staff positively embrace Reconciliation and become Reconciliation advocates. > DHA staff are recognised for their efforts in promoting Reconciliation and our RAP commitments. Action Deliverable Timeline Responsibility 5. Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal cultures, histories and achievements > Develop and implement an Aboriginal cultural learning framework for our staff which defines cultural learning needs of employees in all areas of our business and considers various ways cultural learning can be provided (online, face-toface workshops or cultural immersion). > Investigate opportunities to work with local Traditional Owners and/or Aboriginal consultants to develop cultural awareness training. August August Director, Corporate Services Director, Corporate Services and > Provide opportunities for members, RAP champions, HR managers and other key leadership staff to participate in cultural training. August > Promote the Reconciliation Australia s Share Our Pride online tool to all staff. Ongoing, review July > Increase visibility of Aboriginal culture and make this more prominent within all sections of the Department. Review November, Director Communications and Director Infrastructure

7 6. Engage employees in understanding the significance of Aboriginal cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning > Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Country. > Develop a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships. > Invite a Traditional Owner to provide a Welcome to Country at significant events, including the SA Health Awards. November November 24 November 2017 Events Coordinator Media & Communications > Include an Acknowledgement of Country at the commencement of all important internal and external meetings. Ongoing, review January 2019 > Encourage staff to include an Acknowledgement of Country at the commencement of all meetings. November Provide opportunities for Aboriginal staff to engage with their culture and communities by celebrating NAIDOC Week > Review HR policies and procedures to ensure support for staff to participate in NAIDOC Week. > Provide opportunities for all Aboriginal staff to participate with their cultures and communities during NAIDOC Week. > Support an external NAIDOC Week community event. May, First week in July 2017, First week in July 2017, Director, Corporate Services 8. Build employee knowledge of Aboriginal history and culture through the circulation of a calendar of significant dates and events > Encourage staff to celebrate and recognise Aboriginal dates of significance. First week in July 2017,

8 Opportunities Aboriginal people, groups and communities are important to the Department s formation of partnership to progress the health and wellbeing of Aboriginal South Australians. Focus area: > Aboriginal people are involved in processes to bring about improvements in Aboriginal health outcomes. > Aboriginal people are positively reflected in the way we deliver services. > Increased understanding of how Aboriginal people conduct business in a culturally appropriate manner. Action Deliverable Timeline Responsibility 9. Investigate opportunities to improve and increase Aboriginal employment outcomes within our workplace Develop an Aboriginal Workforce Framework, inclusive of the following: > Collect information on our current Aboriginal staff to inform future employment opportunities. > Engage with existing Aboriginal staff to consult on employment strategies, including professional development. > Develop strategies and mechanisms to support broad advertising of all vacancies in Aboriginal media. > Review HR and recruitment procedures and policies to promote career pathways and participation of Aboriginal employees and future applicants participating in our workplace. March Director, Corporate Services 10. Investigate opportunities to support Aboriginal people into health careers > Support scholarships for Aboriginal students studying health-related courses at university. Ongoing, review February 2019 Senior Project Officer Aboriginal Health Strategy 11. Support skills development, job creation and sustainable development for Aboriginal people through the contracting of Aboriginal organisations and businesses > Review and update procurement policies and procedures to ensure there are no barriers for procuring goods and services from Aboriginal businesses. > Develop and communicate to staff a list of Aboriginal businesses that can be used to procure goods and services. > Develop at least one commercial relationship with an Aboriginal owned business. > Investigate Supply Nation membership. November Assistant Director Procurement & Supply Chain Management and

9 Governance, Tracking Progress and Reporting Action Deliverable Timeline Responsibility 12. Report RAP achievements, challenges and learnings to Reconciliation Australia > Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually. > Investigate participating in the RAP Barometer. 30 September 2017, Biennially, May Executive Officer 13. Report RAP achievements, challenges and learnings internally and externally > Publically report our RAP achievements, challenges and learnings. > Provide whole of Agency (SA Health) report to the Department of State Development. November 2017, > Provide an annual update of RAP achievements, challenges and learnings to the Department s Chief Executive. 14. Review, refresh and update RAP > Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements. January 2019 Executive Officer Contact Details Name: Tanya McGregor Position: Director, Aboriginal Health Strategy Phone: (08) tanya.mcgregor@sa.gov.au

10 For more information Aboriginal Health Strategy PO Box 287 Rundle Mall Adelaide SA Public I1 A1 Department for Health and Ageing, Government of South Australia. All rights reserved. ISBN