Reconciliation Action Plan November

Transcription

1 Reconciliation Action Plan November Connection with Aboriginal and Torres Strait Islander communities

2 Laurie Nilsen Laurie is a highly respected and celebrated Indigenous Australian artist, and a founding member of the Campfire Group and proppanow arts collectives. Laurie created the piece on the front cover using traditional layering and stencilling techniques, the image evolving over a continuous build-up of colours and motifs unique to his Mandandanji heritage. This artwork represents Dreaming stories that tell of the relationships between seasonal, meteorological and astronomical changes and how Aboriginal peoples read these changes to inform life on country. With thanks to Reconciliation Australia, Grant Sarra Consultancy Services, the Bureau s Reconciliation Action Plan Working Group, other interested employees and those who assisted in the development of this plan. 2

3 Message from Reconciliation Australia Reconciliation Australia congratulates the Bureau of Meteorology on its past successes and ongoing commitment to reconciliation as it implements its second Reconciliation Action Plan (RAP). Since the implementation of its first RAP in 2010, the Bureau of Meteorology has been a leading advocate for reconciliation, and has demonstrated dedication to making progress across the key dimensions of the RAP program relationships, respect, and opportunities. The Bureau understands the importance of building and maintaining respectful relationships with Aboriginal and Torres Strait Islander peoples in order to produce mutually beneficial outcomes. An example of how it champions these relationships is the creation of its Indigenous Weather Knowledge (IWK) website, which it maintains and updates by working collaboratively with Aboriginal communities who wish to record and share their valuable knowledge of weather patterns. Respect for Aboriginal and Torres Strait Islander peoples, histories and cultures is key to the Bureau of Meteorology s core values and vision for reconciliation. It demonstrates this respect through its commitment to improving cultural awareness and understanding within the organisation by implementing a cultural awareness plan, comprising a range of cultural learning resources and activities for employees. The Bureau is dedicated to driving reconciliation through employment and training outcomes for Aboriginal and Torres Strait Islander peoples, as highlighted in its commitment to increase its representation of Aboriginal and Torres Strait Islander employees to 2.7 per cent by December 2018, and ensuring the set targets for annual procurement from Aboriginal and Torres Strait Islander suppliers are achieved. The Bureau s Stretch RAP signifies its deep commitment to reconciliation within the organisation, as well as across its sphere of influence. On behalf of Reconciliation Australia, I commend the Bureau of Meteorology on its Stretch RAP commitments and achievements, and look forward to following its ongoing reconciliation journey. Justin Mohamed Chief Executive Officer Reconciliation Australia 31

4 Foreword The Bureau of Meteorology s Reconciliation Action Plan November (RAP ) seeks to build on the achievements and learnings from the Reconciliation Action Plan (RAP ). An outcome of the RAP was greater employment opportunities for Aboriginal and Torres Strait Islander people through our participation in the Indigenous Australian Government Development Programme and continued involvement in the Australian Public Service Commission s Graduate Pathways Programs. The Indigenous Weather Knowledge website continues to expand, with collaborative work occurring across organisations and local communities. The Maung, Nyoongar and Tiwi Islands seasonal calendars are exciting additions to the website. Other highlights from the RAP include: delivering Closing the Gap online cultural awareness training; Through the RAP the Bureau is committed to achieving better outcomes for Aboriginal and Torres Strait Islander people by: improving employment and ensuring retention by implementing a new Aboriginal and Torres Strait Islander Employment Strategy; expanding the Indigenous Weather Knowledge website by continuing to work with communities who wish to record and share valuable seasonal, climate and weather knowledge; and committing to improved services for Aboriginal and Torres Strait Islander communities with the convening of a Service Delivery Task Team. participating annually in the National Remote Indigenous Media Festival; working with Yolngu Radio to produce and broadcast cyclone and severe weather education programs in Yolngu language; collaborating with the Australian Maritime Safety Authority to improve boater safety in the Torres Strait Islands; and hosting annual NAIDOC and National Reconciliation Week events. Dr Andrew Johnson CEO and Director of Meteorology A story of reconciliation Tropical cyclone Monica caused severe damage and community evacuations in the Northern Territory s Arnhem Land in The Australian Government subsequently funded a high-resolution Doppler radar in the region. The radar is in Warruwi, on South Goulburn Island, and is decorated with murals, painted by members of the community, representing the saltwater and freshwater environment. During installation of the radar, Bureau staff spent time answering questions and explaining radar technology to the community who also shared their local weather and environmental knowledge with the Bureau. You can view this knowledge in the Maung seasonal calendar on our Indigenous Weather Knowledge website 42

5 Our vision for reconciliation The Bureau s vision for reconciliation is to acknowledge and harness the culture, skills and knowledge of Aboriginal and Torres Strait Islander people, to the benefit of all Australians. For the Bureau of Meteorology, reconciliation means meaningful engagement with Aboriginal and Torres Strait Islander people, whether they are end users of Bureau products and services, or otherwise contributing to our workplace, business and services. Central to this intent is striving to understand, and then harness, the unique skills and perspectives of Aboriginal and Torres Strait Islander people. Our business The Bureau s mission is to provide Australians with the information they need to manage and live within their natural environment, encompassing the atmosphere, water and land. Providing such environmental intelligence entails: monitoring and reporting on current environmental conditions; analysing and explaining trends in environmental data; providing forecasts, warnings and long-term outlooks on environmental phenomena that affect the safety, prosperity and resilience of Australians; and fostering greater public understanding and use of environmental intelligence. Our RAP A RAP identifies actions, timelines and accountability to strengthen relationships, build respect and create opportunities to deepen our engagement with Aboriginal and Torres Strait Islander people. The RAP was developed with extensive consultation both internally and in collaboration with external partners Reconciliation Australia and Grant Sarra consultancy. Our progress The Bureau s Indigenous Champion Chris Stocks, chairs the RAP Working Group which monitors objectives and reports successes, challenges and learnings to Reconciliation Australia. The RAP Working Group consists of members from across all divisions and work areas of the Bureau and maintains a strong representation from the Bureau s Aboriginal and Torres Strait Islander employees. Our employees As at 21 October 2016, the Bureau had 1679 employees, 20 of whom identified as being Aboriginal or Torres Strait Islander. This is 1.2 per cent of the total workforce and below the target level of representation set by the Australian Public Service (APS). As part of RAP , the Bureau s commitment to fair employment representation is a set target of 2.7 per cent of the workforce identified as Aboriginal and Torres Strait Islander by December Chris Stocks SES Indigenous Champion Bureau of Meteorology 53

6 Statement of commitment The Bureau is committed to the reconciliation process in Australia. We want to engage with, and share in, the culture of Aboriginal and Torres Strait Islander peoples to strengthen our organisation and provide better services to the Australian public. RAP objectives are organised into three core pillars: relationships; respect; and opportunities. These pillars have different focus areas and assist in aligning objectives under a common aim. A fourth pillar outlines how the Bureau will track the progress of the plan and how we will report that progress to ensure commitment and accountability. Relationships The Bureau recognises the long history of Aboriginal and Torres Strait Islander life on Country and the importance of building and maintaining relationships to support the sharing of knowledge for mutual benefit. We will: 1. build and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations; 2. improve service delivery to ensure the safety, sustainability, well-being, prosperity and security of Aboriginal and Torres Strait Islander communities; 3. promote and further develop the Indigenous Weather Knowledge (IWK) website; 4. partner with other APS agencies, non-government organisations (NGOs) and Aboriginal and Torres Strait Islander organisations and communities; 5. promote the Bureau s commitment to reconciliation through ongoing active engagement with all stakeholders; and 6. celebrate National Reconciliation Week at the Bureau. Respect 9. acknowledge and celebrate Aboriginal and Torres Strait Islander dates of significance; and 10. celebrate NAIDOC Week. Opportunities The Bureau aims to improve the attraction, retention and career progression of Aboriginal and Torres Strait Islander employees. The Bureau is also committed to providing opportunities for Aboriginal and Torres Strait Islander people and businesses. We will: 11. increase the representation of Aboriginal and Torres Strait Islander employees to 2.7 per cent by December 2018; and 12. ensure the set targets for annual procurement from Aboriginal and Torres Strait Islander suppliers are achieved. Tracking progress and reporting The implementation of the plan will be guided by the RAP Working Group, which represents the Bureau s commitment to monitoring, and reporting on, the progress of reconciliation objectives. We will: 13. hold quarterly RAP Working Group meetings to monitor and review the implementation of the RAP The Bureau respects Aboriginal and Torres Strait Islander cultures, has a willingness to observe and follow cultural protocols and a commitment to educate employees on cultural awareness. We will: 7. improve cultural awareness and understanding of Aboriginal and Torres Strait Islander history, culture and perspectives; 8. respect Aboriginal and Torres Strait Islander peoples and communities by embedding cultural protocols in the workplace; 64

7 Relationships The Bureau recognises the long history of Aboriginal and Torres Strait Islander life on Country and the importance of building and maintaining relationships to support the sharing of knowledge for mutual benefit. Objective 1: Build and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations. 1.1 Consult with two or more local Aboriginal or Torres Strait Islander organisations to develop guiding principles for community engagement April 2017 ; and Chair, RAP Working Group 1.2 Develop an engagement plan to assist Bureau employees in building and maintaining respectful relationships with Aboriginal and Torres Strait Islander stakeholders 1.3 Implement the engagement plan, with uptake from all work areas of the Bureau 1.4 Build capacity by maintaining partnerships with five Aboriginal and Torres Strait Islander organisations and/ or communities July 2017 January 2018 ; and Chair, RAP Working Group ; and Chair RAP Working Group ; and Chair, RAP Working Group Objective 2: Improve service delivery to ensure the safety, sustainability, well-being, prosperity and security of Aboriginal and Torres Strait Islander communities. 2.1 Establish a Service Delivery Task Team January 2017 Deputy Director Hazards, Warnings and Forecasts 2.2 Service Delivery Task Team to investigate improvements in service delivery by engaging with Aboriginal and Torres Strait Islander people and communities June 2017 Deputy Director Hazards, Warnings and Forecasts; and Chair, Service Delivery Task Team 2.3 Develop the Service Delivery Strategy and Action Plan November 2017 Deputy Director Hazards, Warnings and Forecasts; and Chair, Service Delivery Task Team 2.4 Implement the Service Delivery Strategy and Action Plan November 2018 ; and Chair, Service Delivery Task Team 2.5 Coordinate with other agencies to identify shared objectives and improve reach to communities June 2018 Deputy Director Hazards, Warnings and Forecasts; and Chair, Service Delivery Task Team 2.6 Review the Service Delivery Strategy and Action Plan to ensure the Bureau is on track to achieve our objectives November 2018 and Deputy Director Hazards, Warnings and Forecasts; and Chair, Service Delivery Task Team 57

8 Relationships continued Objective 3: Promote and further develop the Indigenous Weather Knowledge (IWK) website. 3.1 Establish an IWK reference group to oversee and drive the IWK website 3.2 Develop a communications plan to guide the promotion of the IWK website 3.3 Enhance and update the IWK website to engage a broader audience 3.4 Develop IWK toolkit to better assist communities in creating seasonal calendars May 2017 May 2017 July 2018 May 2017 Deputy Director Information Systems and Services; and Bureau Indigenous Champion Manager, Talent Strategies; and National Communications Manager Deputy Director Information Systems and Services and Bureau Indigenous Champion Bureau Indigenous Champion 3.5 Develop a set of guiding principles for the IWK website May 2017 Bureau Indigenous Champion 3.6 Build relationships with Indigenous communities to increase the number of seasonal calendars hosted on the IWK website 3.7 Maintain relationships with communities participating in the IWK website November 2019 From November 2016 and monitored during quarterly RAP meetings and Bureau Indigenous Champion Objective 4: Partner with other APS agencies, non-government organisations (NGOs) and Aboriginal and Torres Strait Islander organisations and communities to assist in delivering RAP objectives. 4.1 Build relationships with universities, focusing on Aboriginal and Torres Strait Islander study units, to promote career opportunities at the Bureau 4.2 Share learnings between APS, NGOs and Aboriginal and Torres Strait Islander partners to inform best practice on employment and service delivery 4.3 Bureau s Indigenous Champion to participate in APS-wide Indigenous Champions Network March 2017 and reviewed annually From December 2016 and quarterly Bureau Indigenous Champion 68

9 Relationships continued Objective 5: Promote the Bureau s commitment to reconciliation through ongoing active engagement with all stakeholders. 5.1 Implement a communications plan to guide the promotion of the RAP Celebrate and promote RAP milestones and achievements in Corporate Connections 5.3 Celebrate and promote the Bureau s commitment to reconciliation through the Bureau s social media platforms 5.4 One-page statement of commitment to be displayed at all Bureau offices and to be provided during employee on-boarding 5.5 At least one RAP champion appointed from each Division and Region 5.6 RAP champions to undergo training to become a point of contact for information on the RAP December 2016 October 2017 and November 2016 March 2017 January 2017 July 2017 Manager, Talent Strategies; and National Communications Manager Chair, RAP Working Group Manager, Talent Strategies; and National Communications Manager Manager, Corporate Real Estate 5.7 Communications plan to be reviewed and updated Manager, Talent Strategies; and National Communications Manager 5.8 Support RAP objectives in performance agreement July 2017 and annually Objective 6: Celebrate National Reconciliation Week at the Bureau 6.1 Organise, host and promote Nation Reconciliation Week events in Head Office and regional offices 6.2 Promote strong employee participation in our National Reconciliation Week events 6.3 Invite community Elders to provide Welcome to Country and participate in the Bureau s National Reconciliation Week events 6.4 Provide opportunities for our Aboriginal and Torres Strait Islander employees to attend external National Reconciliation Week events May 2017 and annually May 2017 and annually May 2017 and annually May 2017 and annually Chair, RAP Working Group and Regional Directors Chair, RAP Working Group and Regional Directors Chair, RAP Working Group and Regional Directors ; and Chair, Aboriginal and Torres Strait Islander Employee Network 97

10 Respect The Bureau respects Aboriginal and Torres Strait Islander cultures, has a willingness to observe and follow cultural protocols and a commitment to educate employees on cultural awareness. Objective 7: Improve cultural awareness and understanding of Aboriginal and Torres Strait Islander history, culture and perspectives. 7.1 Implement a cultural awareness plan comprising a range of cultural learning resources and activities 7.2 All new employees complete the online cultural learning within three months of commencement 7.3 All mentors and supervisors of Aboriginal and Torres Strait Islander employees undertake face-to-face cultural awareness workshops 7.4 All employees working in or collaborating with Aboriginal or Torres Strait Islander communities undertake face-toface cultural awareness workshops 7.5 All RAP Working Group members undertake face-toface cultural awareness workshops November 2017 ongoing ongoing ongoing November 2017 Chair, RAP Working Group 7.6 All employees to undertake online cultural learning July Bureau to encourage participation in cultural immersion training by participating in the Jawun Secondment Program May Review cultural awareness plan November 2018 and Objective 8: Respect Aboriginal and Torres Strait Islander peoples and communities by embedding cultural protocols in the workplace. 8.1 Maintain and promote the Bureau s cultural awareness and cultural protocol guidance 8.2 Organise a Welcome to Country from local Elders for two or more Bureau events 8.3 Bureau speakers include an Acknowledgement of Country at all public events 8.4 Include an Acknowledgment of Country at the commencement of all important internal meetings 8.5 Each Region to maintain an up-to-date list of relevant external contacts for organising a Welcome to Country November 2017 November 2016 and ongoing November 2016 and ongoing January 2017 and and Bureau Indigenous Champion and Bureau Indigenous Champion and Bureau Indigenous Champion Regional Directors 8.6 Display an Acknowledgment of Country in Bureau offices March 2017 Manager, Corporate Real Estate 8.7 Promote inclusion of an Acknowledgement of Country into signature blocks May 2017 and annually and Bureau Indigenous Champion 10 8

11 Respect continued Objective 9: Acknowledge and celebrate Aboriginal and Torres Strait Islander dates of significance 9.1 Maintain and promote a calendar of Aboriginal and Torres Strait Islander days of significance January 2017 and updated annually 9.2 Promote the Bureau s cultural leave policy January 2017 and Objective 10: Celebrate NAIDOC Week at the Bureau 10.1 Organise, host and promote NAIDOC Week events in Head Office and regional offices 10.2 Promote strong employee participation in our NAIDOC Week events 10.3 Invite community Elders to provide Welcome to Country and participate in the Bureau s NAIDOC Week events 10.4 Provide opportunities for our Aboriginal and Torres Strait Islander employees to attend external NAIDOC Week events July 2017 and annually July 2017 and annually July 2017 and annually July 2017 and annually Chair, RAP Working Group and Regional Directors Chair, RAP Working Group and Regional Directors Chair, RAP Working Group and Regional Directors and Chair of Aboriginal and Torres Strait Islander Employee Network 11 9

12 Opportunities The Bureau is committed to providing opportunities for Aboriginal and Torres Strait Islander people and businesses. The Bureau aims to improve the attraction, retention and career progression of Aboriginal and Torres Strait Islander employees. Objective 11: Increase the representation of Aboriginal and Torres Strait Islander employees to 2.7 per cent by December Investigate existing Aboriginal and Torres Strait Islander employment and retention strategies to inform the development of a Bureau Aboriginal and Torres Strait Islander employment strategy 11.2 Each Division to provide actions to inform an Aboriginal and Torres Strait Islander employment strategy 11.3 Develop the Aboriginal and Torres Strait Islander Employment Strategy and Program focusing on attraction, recruitment and retention 11.4 Bureau-wide implementation of the Aboriginal and Torres Strait Islander Employment Strategy and Program 11.5 Aboriginal and Torres Strait Islander Employee Network will monitor and provide feedback to the RAP Working Group and Executive on the Aboriginal and Torres Strait Islander Employment Strategy and Program 11.6 Review and evaluate the effectiveness of the Aboriginal and Torres Strait Islander Employment Strategy and Program January 2017 March 2017 July 2017 January 2018 January 2019 and November 2019 Chair, Aboriginal and Torres Strait Islander Employee Network and Bureau Indigenous Champion Objective 12: Ensure that the 3 per cent annual procurement target from Aboriginal and Torres Strait Islander suppliers is achieved by Promote Aboriginal and Torres Strait Islander procurement strategy January 2017 and Assistant Director Finance 12.2 Maintain records on Indigenous procurement July 2017 and annually 12.3 Develop five or more commercial relationships with Aboriginal and Torres Strait Islander businesses July 2019 Assistant Director Finance Assistant Director Finance 12 10

13 Tracking progress and reporting The Bureau is committed to achieving the outcomes specified in the RAP and reporting on each action to the RAP Working Group and the. Objective 13: RAP Working Group meets quarterly to monitor and review the implementation of the RAP Each Executive member to attend at least one RAP Working Group meeting 13.2 Executive to meet with Aboriginal and Torres Strait Islander Employee Network to seek feedback on RAP implementation 13.3 Maintain Aboriginal and Torres Strait Islander representation on the RAP Working Group Chair, Aboriginal and Torres Strait Islander Employee Network; and Chair, RAP Working Group 13.4 Each division to report to the RAP Working Group on the progress of RAP actions 13.5 RAP working Group to report to the Executive on RAP progress including achievements and challenges March 2017 and quarterly Chair, RAP Working Group Objective 14: Report on RAP objectives and actions annually 14.1 RAP Working Group to reflect on the challenges and achievements quarterly and include in a RAP Traffic Light Report 14.2 If a RAP action is being met consistently, record in a RAP Traffic Light Report March 2017 and quarterly Chair, RAP Working Group Objective 15: Begin developing the Bureau s next Reconciliation Action Plan 15.1 Liaise with Reconciliation Australia to begin developing the Bureau s next RAP based on learnings, challenges and achievements from the RAP Send draft of the Bureau s next RAP to Reconciliation Australia for formal feedback and endorsement March 2019 November 2019 Chair, RAP Working Group 13 11

14 Referencences Racial Discrimination Act 1975 Public Service Act 1999 Australian Public Service (APS) Values & Code of Conduct Reconciliation Australia s Reconciliation Action Plans Bureau of Meteorology s Strategic Plan Bureau of Meteorology s Workplace Diversity Program Contact us For any enquiries related to the Bureau s Reconciliation Action Plan please contact the Talent Strategies team at ampd@bom.gov.au 12 14

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