New Horizons. Innovate Reconciliation Action Plan for July 2018 July A message from the CEO

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2 New Horizons Innovate Reconciliation Action Plan for July 2018 July A message from the CEO Firstly, I would like to acknowledge all Aboriginal and Torres Strait Islander peoples as the Traditional Custodians of the lands. Acknowledging Traditional Custodians is important, but it s only part of the story. New Horizons has a proud history of supporting Aboriginal and Torres Strait Islander peoples. It is important that we continue to work together to strengthen communities, build connections and enhance cultural wellbeing. Cultural awareness and safety is more than just something we aim for; it is a part of who we are. In fact, I m proud to say that we ve supported Aboriginal and Torres Strait Islander peoples for more than a decade, providing local initiatives that enhance social, emotional and physical wellbeing. Introducing the first RAP plan in 2012 was one more step on our reconciliation journey. From increasing our participation in NAIDOC Week events to sponsoring the Lismore Aboriginal Rugby event in 2016, we continue to take steps forward together. As far back as 2012 we offered 7 Aboriginal and Torres Strait Islander Traineeships in Cert IV Mental Health. Some of those trainees are still working with us today. All of our offices now officially recognise the Traditional Custodians of the land through plaques and office signage. These examples are just part of our commitment to playing our part in improving outcomes for the Aboriginal and Torres Strait Islander community, with our employees, partners and most importantly our customers. The RAP is an evolving document which will grow with us. We want to continually deepen and strengthen our understanding of Aboriginal and Torres Strait Islander cultural identities, values and beliefs. The latest RAP reflects the hard work of the. I d like to recognise each of them and all the Aboriginal and Torres Strait Islander employees who helped with its development, and for the passion they showed while doing so. I am proud of how far we have come, and look forward to continuing our journey towards reconciliation. Judi Higgin CEO - New Horizons RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

3 2. Our business New Horizons began 50 years ago when it partnered with BP to form a world first social enterprise, a garage that provided meaningful employment to people with psychiatric disabilities. It now employs more than 900 people across 19 locations in NSW. New Horizons provides a range of services and supports for people looking to enhance their wellbeing. As a registered NDIS provider, we specialise in supporting people with disability, mental health concerns, those who are aged, people at risk of homelessness, humanitarian entrants, youth, and Aboriginal and Torres Strait Islander peoples. Some of the general supports we provide are: Individual Support daily living, budgeting, community access and participation, social skills development, and employment Advice and Planning support coordination, funds management, and behavioural and complex supports Home Supports accommodation and tenancy support, meals, medication and hygiene, and personal and domestic care We ve supported Aboriginal and Torres Strait Islander peoples for more than a decade and are committed to providing culturally safe and appropriate services and programs. We employ more than 30 team members who identify as Aboriginal and Torres Strait Islander peoples and offer a range of support services for Aboriginal and Torres Strait Islander peoples, such as: Gumargai - supporting Aboriginal and Torres Strait Islander families to connect with culturally appropriate services and activities Tribal Dreaming supporting Aboriginal and Torres Strait Islander males transition back into the community after being in contact with the justice system Aboriginal and Torres Strait Islander Community Hub connecting Aboriginal and Torres Strait Islander peoples with Aboriginal and Torres Strait Islander and mainstream supports Aboriginal and Torres Strait Islander Personal Helpers & Mentors helping people with their recovery journey Aboriginal Housing & Accommodation Support Initiative supporting tenancies and community access Wellbeing Warriors Aboriginal and Torres Strait Islander Mental Health Group and Peer Navigation promoting connection with culture, identity and empowerment for Aboriginal and Torres Strait Islander peoples experiencing or at risk of experiencing mental health issues Cultural awareness flows through our services, people and practices. We promise to put wellbeing at the heart of everything we do and have supported tens of thousands of Australians in hundreds of communities to discover their potential. RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

4 3. Our RAP Journey Our organisation s vision is to see happy inclusive communities work together in collaborative, inclusive ways to create opportunity and improve quality of life. Our Reconciliation Plan (RAP) provides a framework to guide and direct us towards achieving our vision in a culturally safe way. The RAP is just one step on our cultural journey and supports us to embed positive and personal organisational growth. Our RAP guides the way in which our organisation creates and fosters enduring relationships, both internally and externally, with Aboriginal and Torres Strait Islander communities. It also provides guidance in how to respectfully engage and enhance relationships with our employees and communities. The RAP will enable us to add real value to our existing services and programs, tailor services to meet the varying needs of our diverse communities and strengthen our promise to put wellbeing at the heart of everything we do. New Horizons continues to be committed to reconciliation and cultural diversity in an inclusive and connected working environment. We have: Developed and implemented a cultural protocol document for Welcome to Country and Acknowledgement of Country online Invited Traditional Owners to provide a Welcome to Country at our office openings and formal events Included an Acknowledgement of Country at internal and external meetings (and continue to encourage staff to do so) Provided opportunities for staff to participate in NAIDOC Week and to share learnings about local cultures and communities Continued to provide cultural awareness training: through online learning opportunities; face-to-face cultural training; the delivery of Aboriginal and Torres Strait Islander Mental Health First Aid; as part of all staff orientation and as a focal point in selected professional development days for all New Horizon staff. The first Reconciliation Action Plan (RAP) built stronger and mutually respectful relationships between Aboriginal and Torres Strait Islander and non- Aboriginal and Torres Strait Islander staff, as well as in the communities New Horizons works in. It was a major milestone and step forward for service equity and access for Aboriginal and Torres Strait Islander peoples. Our second documented RAP presented an opportunity to reflect on previous accomplishments and limitations, and to further work towards our Reconciliation Vision by identifying future activities and priorities with our Aboriginal and Torres Strait Islander staff and communities. Since its inception, the RAP has remained a guide for our practices, how we support our customers and employees and how we embed culturally appropriate processes into the organisation. We always aim to incorporate culturally appropriate governance through feedback from the approximately 8% of our employees who identify as Aboriginal and/or Torres Strait Islander peoples. We recognise that reconciliation is a journey, so to ensure we continuously improve the quality of our Aboriginal and Torres Strait Islander engagement (both internally and externally) we reviewed and refreshed the RAP in This RAP has input from the dedicated Committee, some of whom have been striving to improve the RAP since its inception. The committee comprises Aboriginal and Torres Strait Islander staff from a number of different countries, nations and lands within Australia and other staff from all levels and services across New Horizons. The current members are: RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

5 Aboriginal and Torres Strait Islander employees Thomas Franks Team Shelley Holten Support Worker Taslene Jopp Support Worker Noel Rashleigh Team Diane Greenup Case Worker Other employees Nhu Nguyen Project Manager () Michelle Unwin Community Engagement Manager Gulrez Khan Capability and Development Manager Carolyn Williams Regional Customer Service Manager Jacqui McKenzie Service Excellence Manager We also consult with the Aboriginal and Torres Strait Islander communities in which we operate to ensure we remain culturally appropriate. They are consulted either directly or via Customer Representative Councils when delivering and evaluating New Horizons services. Our RAP is championed by Nhu Nguyen, who leads the and reports on RAP matters to the CEO. The RAP will feature as a standing agenda item on Executive ship meetings, with all stakeholders regularly updated on its progress. We acknowledge the invaluable support and input received from the Gaimaragal Group and previous members of the Committee in the review and refreshment of our RAP to develop this Innovate RAP July July RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

6 1. Relationships New Horizons believes that having solid connections with our people is important. Through our collective strengths we can address the challenges that both Aboriginal and Torres Strait Islander communities and other communities experience. Maintaining and nurturing these relationships is an extremely important part of our core business, now and into the future. Aboriginal and Torres Strait Islander peoples continue to fare worse in a range of areas when it comes to many indicators of social and emotional wellbeing. As a large provider of human services, we believe that working hand-in-hand with Aboriginal and Torres Strait Islander peoples, through strong and trusted relationships and co-creation of our services and programs, is an essential component for closing this gap. Action Deliverable Timeline Responsibility Focus Area 1: Implementing the New Horizons Reconciliation Action Plan 1.1 (RC) actively monitors RAP development and implementation of actions, tracking progress and reporting. Meet at least three times per year to monitor and report on RAP implementation RC oversees the development, endorsement and launch of the RAP Ensure Aboriginal and Torres Strait Islander peoples are represented on the RC August, December 2018, April, August, December 2019, April 2020 July 2018 July 2018 & 2019 July 2020 Review Terms of Reference for the RC Focus Area 2: Aboriginal and Torres Strait Islander community engagement and program participation 1.2 Continue to identify and engage with key Aboriginal and Torres Strait Islander individuals and organisations within the community to build stronger relationships and increase participation. Engage Aboriginal and Torres Strait Islander consultants to provide RAP support, and cultural advice for staff and executive Create a database of key relationships with Aboriginal and Torres Strait Islander Peoples and organisations July 2020 December 2018 Service RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

7 Identify Aboriginal and Torres Strait Islander organisations that we could develop partnerships with July 2018, December 2018, Service Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement September 2018, December 2019 Service 1.3 Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians Develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islander stakeholders Organise at least one internal NRW event each year Support one external NRW event Register all NRW events via Reconciliation Australia s NRW website Extend an invitation to Aboriginal and Torres Strait Islander peoples to share their reconciliation experiences or stories Ensure our participates in an external event to recognise and celebrate NRW Focus Area 3: Cross-cultural communication and consultation July 2018 & 2019 May 2019 & 2020 May 2019 & 2020 May 2019 & 2020 May 2019 & 2020 May 2019 & 2020 Service Head of Marketing & Communication 1.4 Raise internal and external awareness of our RAP to promote reconciliation across our business and sector Deliver Formal CEO updates to our stakeholders on matters relating to Aboriginal and Torres Strait Islander projects, work and the progress of our RAP July 2018, May 2019 & 2020 CEO RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

8 Develop and implement a plan to communicate our RAP to all internal and relevant external stakeholders Report on RAP progress and achievements to internal and relevant external stakeholders through appropriate communication channels. Ensure RAP updates are an agenda item on all Senior ship and Management Quarterly meetings Conduct employee surveys to measure understanding and awareness of New Horizons Aboriginal and Torres Strait Islander policies and programs Promote reconciliation through ongoing active engagement with all stakeholders August 2018 August 2018 August 2018 November 2018, 2019 & 2020 April 2019 Head of Marketing & Communications Head of Marketing & Communications CEO People and Culture Services RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

9 2. Respect A core value of New Horizons is respect. New Horizon s seeks to find ways to build respect and understanding of culture within all areas of our business, to further advance our reconciliation goals. Creating a sense of shared understanding, awareness of and pride in Aboriginal and Torres Strait Islander peoples, cultures and histories is fundamental to our reconciliation activities. Action Deliverable Timeline Responsibility Focus area 4: Welcome to Country, Acknowledgement of Country, and local protocols 2.1 Include and acknowledge Aboriginal and Torres Strait Islander artwork in our communication materials and collateral. Ensure all relevant forms of communication, marketing and promotional material acknowledge Aboriginal and Torres Strait Islander connections, continuity and resilience Update signatures in recognition of NAIDOC Week Ensure all Aboriginal and Torres Strait Islander collateral is reviewed for appropriateness and correct application of the branding July 2020 July 2018, 2019 & 2020 September 2019 Head of Marketing & Communications Head of Marketing & Communications Head of Marketing & Communications 2.2 Continue to engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning Annually review and update New Horizon s cultural protocol document Develop and review 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 annual Head Office end of year event Include an Acknowledgement of Country at the commencement of all important internal and external meetings September 2018, 2019 August 2018 December 2018 & 2019 July 2018 January 2019 & 2020 CEO RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

10 Continue to encourage employees to include an Acknowledgement of Country at the commencement of meetings Focus area 5: Cultural Learning, Safety and Security 2.3 Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements Investigate opportunities to work with local Traditional Owners and/or Aboriginal and Torres Strait Islander consultants to develop cultural awareness training Develop and implement a strategy for Aboriginal and Torres Strait Islander cultural awareness training, which defines the cultural learning needs of employees in all areas of our business and considers various ways cultural learning can be provided (online, face-to-face workshops and cultural immersion) Provide opportunities for the, People & Culture Managers and other key leadership to participate in cultural training Review existing induction and orientation processes to ensure cultural learning is integrated September 2018 November 2018 January 2019 February Provide opportunities for Aboriginal and Torres Strait Islander staff to engage with their cultures and communities by celebrating NAIDOC Week Review People & Culture policies and procedures to ensure barriers to employee participation in NAIDOC Week are minimised Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate with their cultures and communities during NAIDOC Week January 2019 & 2020 July 2018, 2019 & 2020 RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

11 3. Opportunities By identifying and pursuing our reconciliation opportunities, we can contribute to better outcomes for Aboriginal and Torres Strait Islander Peoples, across areas including but not limited to employment, procurement, program development and self-determination, and sponsorship/support of community initiatives and priorities. Action Deliverable Timeline Responsibility Focus area 6: Aboriginal and Torres Strait Islander Staff training, development and support Review People & Culture and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace Engage with existing Aboriginal and Torres Strait Islander employees to consult on employment strategies, including professional development July 2020 July Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within the workplace Collect information on our current Aboriginal and Torres Strait Islander employees to inform future employment opportunities Advertise all vacancies in Aboriginal and Torres Strait Islander specialist media December 2018 July 2020 Develop and implement an Aboriginal and Torres Strait Islander Employment and Retention Strategy January 2020 Develop and distribute an online survey to all Aboriginal and Torres Strait Islander employees to identify the ways in which New Horizons can provide a more culturally safe workplace. December 2019 RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

12 3.2 Develop opportunities for New Horizons to support Aboriginal and Torres Strait Islander students 3.3 Support and Increase leadership and professional development opportunities for Aboriginal and Torres Strait Islander staff 3.4 Support a strong internal Aboriginal and Torres Strait Islander employee network that maintains and encourages our Aboriginal and Torres Strait Islander workforce. 3.5 Identify opportunities that broaden and increase support to Aboriginal and Torres Strait Islander customers 3.6 Promote and share information about our Aboriginal and Torres Strait Islander programs, community information and opportunities Develop and implement at least 2 Aboriginal and Torres Strait Islander internships and/or traineeships Explore opportunities to develop and support Aboriginal and Torres Strait Islander scholarship programs Scope and encourage professional development opportunities for Aboriginal and Torres Strait Islander employees Develop leadership pathways for Aboriginal and Torres Strait Islander staff Create an Aboriginal and Torres Strait Islander employee network within the organisation Ensure all Aboriginal and Torres Strait Islander staff receive information about the network within their induction Organise at least one formal, organisationally resourced meeting of the network, annually Establish a target for the number of Aboriginal and Torres Strait Islander Representatives on our Customer Representative Councils Continue to consult with local Aboriginal and Torres Strait Islander communities to identify opportunities to improve services provided and ensure they are culturally appropriate Create a link on New Horizons website homepage to lead staff and external website users to information about Aboriginal and Torres Strait Islander projects, programs and local community information and opportunities July 2019 July 2019 September 2018 September 2018 & 2019 December 2018 February 2019 February 2019 March 2019 October 2019 December 2019 People & Culture People & Culture Service Services Services Head of Marketing and Communications RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

13 Focus area 7: Procurement and Supplier Diversity Investigate becoming a Certified Member of Supply Nation July 2019 Investigate becoming a member of the NSW Indigenous Chamber of Commerce July Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation Develop at least one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business Review and update procurement policies and procedures to ensure there are no barriers for procuring goods and services from Aboriginal and Torres Strait Islander businesses December 2019 November 2019 Services Services Develop and communicate to staff, a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services February 2020 Services RECONCILIATION ACTION PLAN FOR JULY 2018 JULY

14 4. Governance, tracking progress and reporting New Horizons believes in continually improving what we do. This means we not only pride ourselves in a flexible, holistic and innovative approach to Aboriginal and Torres Strait Islander program delivery but also to the way in which we assess and evaluate ourselves. We see evaluation as a way to appraise if we are on track and to assess if we can improve our program delivery and the manner in which we deliver them. Action Deliverable Timeline Responsibility 4.1 Report RAP achievements, challenges and learnings internally and externally 4.2 Report RAP achievements, challenges and learnings to Reconciliation Australia Publicly report our RAP achievements, challenges and learnings in our Annual Report Assess progress and implementation of RAP Plan annually Provide annual updates on RAP progress to staff and Board Complete RAP Impact Measurement Questionnaire and submit to Reconciliation Australia annually Investigate participating in the RAP barometer October 2019 & 2020 November 2018 & 2019 December 2018 & 2019 September 2018 & 2019 May Review, refresh and update RAP Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements Send draft RAP to Reconciliation Australia for review and feedback Submit draft RAP to Reconciliation Australia for formal endorsement. January 2020 February 2020 June 2020 Contact Details Nhu Nguyen Project Manager nnguyen@newhorizons.net.au RECONCILIATION ACTION PLAN FOR JULY 2018 JULY