Innovate. Reconciliation Action Plan. April 2017 April 2019

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1 Innovate Reconciliation Action Plan April 2017 April 2019

2 About the artist The artist Jade Dolman Jade Dolman of J.D. Penangke Art is a Whadjuk/Ballardong Nyoongar (Mother s side), Eastern Arrernte (Father s side) young woman from Perth. She remains connected to her culture through painting and family. She has a passion for creating change within Australia and especially with Aboriginal youth. She reaches out by using different forms of art whether it be painting, dance or song. The name J.D. Penangke comes from Jade Dolman s initials and Penangke (pronounced pen-ung-ga) which is her skin name which she inherited from her Father s line. The artwork Two Becoming One Jade has created Two Becoming One to represent two bodies joining together to become one. It symbolises reconciliation and the coming together of Aboriginal and non-aboriginal people. The artwork reminds us that we must work together to truly achieve reconciliation. The background dots and colour scheme represent the wetlands of the Nyoongar Country, which is Jade s country and the location of Jackson McDonald s office. The artwork has been painted in acrylic paints and reflects a Western Desert style of painting. 2

3 Chairman s message Welcome to Jackson McDonald s Reconciliation Action Plan (RAP). This plan outlines the actions that we are committed to implementing in the next three years. Established in 1922 and today Western Australia s largest independent law firm, Jackson McDonald recognises our social responsibility in this important area. Our Perth office is situated on Whadjuk Noongar country and we value our strong ties to this region. We embrace the opportunity to prioritise reconciliation within our firm and in our interactions with the wider Australian community. Chairman Richard Sandover At Jackson McDonald, we value the learning opportunities that can be shared between our firm and the Aboriginal and Torres Strait Islander communities with whom we work and interact. At Jackson McDonald, we value the learnings to be shared between our firm and the Aboriginal and Torres Strait Islander communities with whom we work and interact. Both inside and outside the firm, our people seek to build their understanding of Aboriginal and Torres Strait Islander cultures and at all times show our respect to these complex and ancient cultures. Jackson McDonald has a long and proud history of engagement with Aboriginal and Torres Strait Islander organisations and communities. The firm played an instrumental role in establishing the Forum for Directors of Indigenous Organisations and we partnered in establishing the Aboriginal Business Directory WA. We have an ongoing pro-bono programme which we offer to Aboriginal organisations across the State. Jackson McDonald continues its seminal work in relation to the ground breaking South West Native Title Settlement. There is still much work to be done in addressing the inequality between Aboriginal and non-aboriginal Australians. We view our Reconciliation Action Plan as another step for our firm in working with and assisting our Indigenous Australian brothers and sisters. I am proud of our firm s longstanding commitment to reconciliation and our people s passionate and hard work in the area. The Reconciliation Action Plan provides a robust framework for us to formalise and recognise Jackson McDonald s existing efforts towards reconciliation, and our striving to achieve new and better outcomes for Aboriginal and Torres Strait Islander organisations and communities. On behalf of the firm, I wish to thank the RAP Working Group for their commitment and hard work in developing the Reconciliation Action Plan and assisting our firm to take another positive step in this journey. I am confident that the actions and commitments to which the firm has embraced in our Reconciliation Action Plan, will enable us to play an even more meaningful role in the wider reconciliation movement in Australia. As part of this, Jackson McDonald looks forward to strengthening our engagement with Aboriginal and Torres Strait Islander organisations and communities across Australia. 3

4 Our vision for reconciliation At Jackson McDonald we are committed to supporting community-wide change that will ultimately eradicate the inequality that exists between Aboriginal and Torres- Strait Islanders and non-aboriginal Australians. We recognise that reconciliation can involve enhanced relationships with Aboriginal and Torres Strait Islander peoples, increased awareness of issues impacting Aboriginal and Torres Strait Islander cultures and communities, and development of opportunities for Aboriginal and Torres Strait Islander peoples. Jackson McDonald wishes to implement a meaningful and appropriate RAP to advance and prioritise reconciliation within our firm and in our interactions with the wider Australian community. 4 Jackson McDonald has developed a RAP to focus and expand our existing reconciliation efforts across Aboriginal and Torres Strait Islander communities and to gain a better understanding of the meaningful role we can play in reconciliation in Western Australia

5 Our journey Jackson McDonald has a long history of engagement with Aboriginal and Torres Strait Islander organisations and communities and a longstanding commitment to reconciliation. Our recent involvement includes: FDIO A particularly successful initiative which Jackson McDonald was instrumental in establishing is FDIO the Forum for Directors of Indigenous Organisations. FDIO is an independent, non-profit organisation that provides support to directors and officers of Australian Aboriginal and Torres Strait Islander organisations, businesses and trusts. FDIO seeks to assist organisations in building strong governance practices, providing professional development opportunities, networking, mentoring and an information hub. A Jackson McDonald Partner currently chairs FDIO and a Jackson McDonald Special Counsel sits on the board. Jackson McDonald continues to provide partnership support to FDIO and advice on governance related matters. Aboriginal Business Directory of WA Jackson McDonald is proud to be a supporting partner to the Aboriginal Business Directory WA, which has previously been nominated for a Premier s Award, under the category of improving Aboriginal outcomes. The directory provides Aboriginal businesses in Western Australia with an opportunity to promote their products and services to potential buyers from government and private organisations. Jackson McDonald provides pro bono legal support to Aboriginal organisations in the directory. LawHelp Program Jackson McDonald is listed on the Australian Government Office of the Registrar of Indigenous Corporations (ORIC) as a member of the LawHelp program. LawHelp is a service established by ORIC and volunteer lawyers. It gives Aboriginal and Torres Strait Islander corporations registered under the Corporations (Aboriginal and Torres Strait Islander) Act 2006 access to pro bono legal assistance. Other areas of impact Jackson McDonald s pro-bono offering has a strong focus on native title, prescribed bodies corporate and other Aboriginal organisations. We have worked with the National Native Title Tribunal in developing training programs for Aboriginal organisations. A Jackson McDonald Partner is a facilitator for the Australian Institute of Company Directors (AICD) specialised course for Aboriginal and Torres Strait Islander directors. A Jackson McDonald Partner co-presented a number of training workshops for Aboriginal and Torres Strait Islander businesses on joint ventures via the WA Small Business Development Corporation (office of the WA State Government). 5

6 Our business Jackson McDonald is Western Australia s largest independent law firm providing a full range of commercial legal services. For nearly a century, we have played an integral role in shaping the State by providing our clients with clear, concise legal advice that is tailored to their commercial and operational needs. Our vision: to be the first choice for clients doing business in Western Australia by delivering strong partner engagement and utilising our unmatched connection with Western Australia s business and community sectors, our independence and our geographical location. Jackson McDonald is Western Australia s largest independent law firm, with over 200 staff and 27 partners as of April We have eminent expertise in construction, commercial litigation, commercial transactions, corporate advisory, mergers & acquisitions, mining & resources, energy, property, taxation, insurance, reconstruction & insolvency and private client service. It is our depth of knowledge, breadth of expertise and local presence in the WA market that sets us apart. We pride ourselves on providing support and presence to our clients in regional and remote areas of WA. Jackson McDonald has been at the forefront of the changing native title landscape for the past decade, having worked closely on the majority of major native title settlement packages in Western Australia. As native title moves into the future, Jackson McDonald is well positioned to service Aboriginal organisations looking to maximise the value of native title arrangements, establish Aboriginal corporations and businesses, develop collaborative relationships and pursue economic development opportunities. Our RAP will provide a framework within which Jackson McDonald can enhance and develop our already strong relationships with Aboriginal organisations and communities throughout the State. Whilst not currently employing any Aboriginal and Torres Strait Islander peoples, we aim to develop new employment initiatives and strategies through our RAP. Jackson McDonald s core values define who we are as an organisation and reflect our commitment to our people, our clients and our communities. We continuously strive to ensure that our behaviours reflect those core values which are: honesty and ethics; client focus; complete professionalism; mutual respect and teamwork; and contribution to the community. Jackson McDonald believes that supporting reconciliation, and implementing our RAP, is consistent with the firm s core values and culture. 6

7 People and projects Some of our previous work has involved: Miriuwung and Gajerrong People Miriwoong and Gidga People Larrakia People Eastern Guruma People Kariyarra People Goolarabooloo Jabirr Jabirr People Kuruma Marthudunera People Kununurra Dambimangari, Mayala and Bardi Jawi People Broome Kimberley Land Council Thalanyji People Yamatji Marlpa Aboriginal Corporation Martu People Onslow Karratha Roebourne Port Hedland Newman Ngarluma People Banjima People Yinhawangka People Nyiyaparli People Wajarri Yamatji People Ngaanyatjarra Council Geraldton Central Desert Native Title Services Perth Kalgoorlie Goldfields Land and Sea Council Noongar People Bunbury Margaret River Albany Esperance 7

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9 Our RAP At Jackson McDonald we have a strong and lasting commitment to the communities we work in, which extends to a recognition and acknowledgement of the work that is to be done in closing the gap between Aboriginal and non- Aboriginal Australians. At Jackson McDonald we are acutely aware that reconciliation should be on our daily agenda. Jackson McDonald has therefore developed a RAP to focus and expand our existing reconciliation efforts across Aboriginal and Torres Strait Islander communities and to gain a better understanding of the meaningful role we can play in reconciliation in Western Australia. Our RAP has been developed under the leadership of two RAP Champions, Adam Levin (Partner) and Emma Chinnnery (Special Counsel). Adam and Emma are senior lawyers whose practices focus on working closely with, and providing ongoing legal support to, Aboriginal organisations and communities throughout Western Australia. The RAP Working Group members include a diverse range of partners, lawyers and support staff from within our office and an external Aboriginal advisory member who previously worked within Jackson McDonald and understands our dynamics. We have also sought input and insight from Aboriginal community stakeholders whilst developing our RAP. The RAP Working Group will play a key role in RAP implementation and monitoring, and in developing new community relationships related to our RAP actions. This April 2017 April 2019 RAP is Jackson McDonald s inaugural RAP. The RAP Working Group members include a diverse range of partners, lawyers and support staff from within our office and an external Aboriginal advisory member who previously worked within Jackson McDonald and understands our dynamics. 9

10 RAP actions 1. Relationships 2. Respect 3. Opportunities 4. Tracking progress and reporting 10

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12 1 RELATIONSHIPS Jackson McDonald s vision is to be the first choice for clients doing business in Western Australia. This requires strong community engagement and partnerships and naturally involves effective and open communication with diverse groups of people across the State. We believe that building strong relationships with Aboriginal and Torres Strait Islander peoples is key to our firm s success in Western Australia. We strive for community engagement by conducting our business in a way that is consistent with our firm values of honesty, ethics, mutual respect and teamwork. Our staff are committed to giving their time, energy and skills to help those in the community and we are keen to share our experiences and connect with people in order to better understand the community we serve. 12

13 ACTION DELIVERABLE TIMELINE RESPONSIBILITY 1.1. RAP Working Group (RWG) actively monitors RAP development and implementation of actions, tracking progress and reporting 1.2. 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 1.3. Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes (a) RWG to oversee the development, endorsement and launch of the RAP. (b) Ensure that Aboriginal and Torres Strait Islander peoples are represented on the RWG. (c) Meet at least twice per year to monitor and report on RAP implementation. April 2017 April 2017, April 2018, April 2019 May and August 2017, 2018 RWG Chair, RWG Chair (d) Establish Terms of Reference for the RWG. April 2017 RWG Chair, RWG Secretariat (e) Identify and commence engaging with external Aboriginal and Torres Strait Islander peoples within our sphere of influence as advisers to our RWG and to provide cultural advice and guidance. April 2017 RWG Chair (a) Organise at least one internal event for NRW each year. June 2017, 2018 RWG Chair with support of Community Committee Chair (b) Consider opportunities to engage with Aboriginal and Torres Strait Islander peoples to share their reconciliation experiences or stories during NRW. (c) Register our NRW event via Reconciliation Australia s NRW website. June 2017, 2018 June 2017, 2018 RWG Chair (d) Support an external NRW event. June 2017, 2018 Business Development (e) Encourage our RWG and staff to participate in an external event to recognise and celebrate NRW. June 2017, 2018 RWG Chair, Chairperson of Partners, CEO (f) Promote local NRW events internally. June 2017, 2018 (g) Disseminate information internally to staff about NRW, including Reconciliation Australia s NRW resources. (a) Develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islander stakeholders. (b) Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement. June 2017, 2018 July 2017 September 2017 Pro Bono Partner in conjunction with Aboriginal Organisations Practice Group Leader Pro Bono Partner (c) Attend the National Native Title Conference annually. June 2017, 2018 Aboriginal Organisations Practice Group Leader (d) Develop relationships with Aboriginal and Torres Strait Islander law students by inviting them to attend Jackson McDonald CPD seminars and other relevant events. September 2017 L&D (e) Continue supporting the UWA Aspire program introducing Aboriginal and Torres Strait Islander high school students from remote and regional areas to professional workplaces and career options by providing seminars and tours. September 2017 Pro Bono Partner 1.4. Raise internal and external awareness of our RAP to promote reconciliation across our business and sector 1.5. Support and be involved with reconciliation initiatives within the legal sector, WA and nationally (a) Implement and review a strategy to communicate our RAP to all internal and external stakeholders. (b) Provide all new staff with a copy of the RAP in their induction material. (c) Promote reconciliation through ongoing active engagement with all stakeholders. July 2017, 2018 September 2017, 2018 September 2017, 2018 Business Development Human Resources Advisor Business Development, Pro Bono Partner (d) Develop and maintain the RAP on the firm s intranet. July 2017, 2018 Knowledge (a) Participating in Reconciliation WA as a member. July 2017 Aboriginal Organisations Practice Group Leader 13

14 2 RESPECT Jackson McDonald recognises the significance and value of cultural diversity to our community in Western Australia and within our firm. Mutual respect is one of our firm s core values and shapes the way we engage in our business and treat one another. Respect for Aboriginal and Torres Strait Islander peoples and their cultures is an integral part of this core value. 14

15 ACTION DELIVERABLE TIMELINE RESPONSIBILITY 2.1. Engage employees in cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements (a) Develop and implement a cultural awareness training strategy 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 to face workshops or cultural immersion). (b) Investigate opportunities to work with Aboriginal and Torres Strait Islander consultants to develop cultural awareness training. July 2017 July 2017 L&D L&D (c) Provide opportunities for RWG members, RAP champions, Human Resources managers and other key leadership staff to participate in cultural training. September 2017 L&D (d) Promote the Reconciliation Australia s Share Our Pride online tool to all staff. May 2017 (e) Developing a knowledge database and reading list of publications and materials that provide education and information on Aboriginal and Torres Strait Islander culture, histories, achievements and challenges. July 2017, 2018 Knowledge 2.2. 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 (a) Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Country. (b) Develop a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships. (c) Invite a Traditional Owner to provide a Welcome to Country for at least one significant event. April 2017, 2018 July 2017 July 2017, 2018 RWG Chair, RWG Chair, CEO, Chairperson of Partners (d) Include Acknowledgement of Country at the commencement of important internal and external meetings. September 2017, 2018 to promote (e) Investigate opportunities for Traditional Owners to come into our office to explain the significance of Welcome to Country and Acknowledgement of Country. July 2017 RWG Chair (f) Organise and display an Acknowledgment of Country plaque in our office/s or on our office building. July 2017 Office Services 2.3. Provide opportunities for Aboriginal and Torres Strait Islander staff to engage with their culture and communities by celebrating NAIDOC Week (a) Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week. (b) Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate with their cultures and communities during NAIDOC Week. July 2017, 2018 July 2017, 2018 Human Resources Human Resources (c) Encourage all staff to participate in NAIDOC Week activities by promoting local events in our community. July 2017, 2018 RWG Chair, (d) Disseminate information internally to staff about NAIDOC Week. July 2017, Create a welcoming environment for Aboriginal and Torres Strait Islander staff, partners and clients (a) Investigate opportunities for displaying local Aboriginal and Torres Strait Islander artwork at our office. July 2017 Office Services 15

16 3 OPPORTUNITIES Jackson McDonald is committed to exploring, identifying and creating opportunities for Aboriginal and Torres Strait Islander peoples and organisations. Our focus will be on employment and enterprise opportunities. Jackson McDonald seeks to be actively engaged in, and supportive of, the communities that we work within. We acknowledge that increased opportunities for Aboriginal and Torres Strait Islander peoples can form a critical aspect of this. 16

17 ACTION DELIVERABLE TIMELINE RESPONSIBILITY 3.1. Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within our workplace (a) Develop and implement an Aboriginal and Torres Strait Islander employment and retention strategy. (b) Engage with Aboriginal and Torres Straight Islander staff, both former and current, to consult on employment strategies, including professional development. July 2017 July 2017, 2018 Human Resources Human Resources (c) Advertise all vacancies in Aboriginal and Torres Strait Islander media. September 2017, 2018 Human Resources (d) Engage with current Aboriginal and Torres Strait Islander staff to gather information to inform the development of future employment opportunities for other Aboriginal and Torres Strait Islander peoples. July 2017, 2018 Human Resources (e) Review HR 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. April 2017 Human Resources (f) Include in all job advertisements, Aboriginal and Torres Strait Islander peoples are encouraged to apply. September 2017 Human Resources 3.2. Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation (a) Review our procurement policies and procedures to identify barriers faced by Aboriginal and Torres Straight Islander businesses in supplying our organisation with goods and services. (b) Develop and communicate to procurement staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services. July 2017 July 2017 Office Services Office Services (c) Develop at least one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business. December 2017 Office Services (d) Investigate and consider Supply Nation membership. July 2017 Office Services 3.3. Support Aboriginal and Torres Strait Islander peoples in their legal matters (a) Continue our existing support for Aboriginal and Torres Strait Islander clients through a 15% discount on our hourly rates and the provision of pro bono assistance (on certain matters). September 2017, 2018 Pro Bono Partner, Aboriginal Organisations Practice Group Leader (b) Continue assisting Aboriginal and Torres Strait Islander business ventures with legal matters. September 2017, 2018 Aboriginal Organisations Practice Group Leader (c) Continue to support LawHelp (a pro bono service offering managed by ORIC). September 2017, 2018 Pro Bono Partner (d) Continue to support Aboriginal Business Directory of WA. September 2017, 2018 Pro Bono Partner 17

18 4 TRACKING PROGRESS AND REPORTING Jackson McDonald is actively monitoring and reviewing the implementation of our Reconciliation Action Plan. We look forward to communicating our achievements as our reconciliation journey progresses. 18

19 ACTION DELIVERABLE TIMELINE RESPONSIBILITY 4.1. Report RAP achievements, challenges and learnings to Reconciliation Australia (a) Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually. September 2017, 2018 RWG Chair, (b) Investigate participating in the RAP Barometer. June 2018 RWG Chair, 4.2. Report RAP achievements, challenges and learnings internally and externally (a) Publicly report our RAP achievements, challenges and learnings. December, annually RWG Chair, 4.3. Review, refresh and update RAP (a) Liaise with Reconciliation Australia to review, refresh and update RAP based on learnings, challenges and achievements. (b) Send draft RAP to Reconciliation Australia for formal feedback and endorsement. October 2018 October

20 Contact a Level St Georges Terrace Perth WA t e RAP@jacmac.com.au