South Australia Police. Reconciliation Action Plan

Transcription

1 South Australia Police Reconciliation Action Plan -2016

2 Reconciliation Action Plan Foreword South Australia Police (SAPOL) is committed to reconciliation which is formalised in this, our innovative Reconciliation Action Plan (RAP). Importantly, we acknowledge the traditional owners and custodians of the lands on which we work and pay respect to all elders, both past and present. As part of the community, Aboriginal and Torres Strait Islanders need to have a shared belief and reliance on being part of a safe, peaceful and prosperous South Australia that supports the growth and aspirations of all its citizens. Police play a key role in providing the foundation that underpins this by helping to keep South Australia safe. SAPOL recognises the importance of reconciliation and is committed to integrating the delivery of police services with a strong regard for the contribution of Aboriginal and Torres Strait Islander culture to the community. SAPOL works in partnership across government and non-government agencies in engaging with community groups on Aboriginal issues. This broad problem solving approach delivers a range of police services and activities aimed at ensuring the safety of local communities and the wider South Australian community. Within this framework it is also important that we educate and empower SAPOL staff to make their contribution to this Plan. With this collaborative approach in building a culturally competent workforce and providing culturally inclusive services and programs, SAPOL can continue to engage and build respectful relationships with Aboriginal and Torres Strait Islander people. In this way SAPOL supports the community safety goals and specific Aboriginal targets of South Australia s Strategic Plan that sustain the economic, social and cultural wellbeing of the state. Gary T Burns COMMISSIONER OF POLICE 31 January Page 1

3 Our vision for reconciliation South Australia Police (SAPOL) is committed to engaging with Aboriginal and Torres Strait Island people to deliver police services that recognise the importance of reconciliation and acknowledge their cultural rights. Our RAP SAPOL s Reconciliation Action Plan (RAP) is championed by the Commissioner of Police and supported by every member of the Senior Executive Group. The Assistant Commissioner Regional Operations Service is corporately responsible for preparing, coordinating and monitoring activity within the RAP. SAPOL has an Aboriginal and Torres Strait Islander Focus Group to provide Aboriginal and Torres Strait Islander staff an opportunity to discuss relevant matters that affect Aboriginal employees or their communities. A RAP working group has been established as a sub-group of the Aboriginal and Torres Strait Islander Focus Group, and along with membership from other relevant areas, the group will advise on and monitor progress of the Plan. This RAP builds on SAPOL s foundation of engaging with Aboriginal and Torres Strait Islander communities, organisations and leaders across a broad spectrum of service delivery. It also strengthens SAPOL s engagement with its own workforce in acknowledging reconciliation and supporting an understanding of Aboriginal and Torres Strait Islander culture, values and tradition. Our business SAPOL is a medium sized public service organisation with more than 5,600 employees, including sworn and non-sworn staff members. As at 17 December 2013 it has 64 Aboriginal and Torres Strait Islander employees working as sworn police officers, Community Constables, Police Aboriginal Liaison Officers (casual) and Administrative Support Officers. SAPOL provides a 24-hour, seven-day per week policing response across the state to meet community needs and requirements. The South Australia Police Strategic Direction provides the vision for SAPOL being a visible, responsive police service. The goals of SAPOL are to: Ensure police are more visible, available and responsive to the public. Take a highly visible prevention first approach to reduce crime and improve road safety. Ensure professional and effective management of emergencies to protect life and property. Improve communication and engagement with the community. Improve development and support for staff. Innovate to meet serious crime trends such as organised crime and cybercrime. Build more multi-agency collaboration for wider community benefits. Enhance public confidence, trust and reputation of police. Page 2

4 Legend Front cover image and inside artwork: Aboriginal artist Rene Kulitja s painting hangs proudly in the foyer of South Australia Police s headquarters. It was painted for SAPOL to explain the story of the Cross Border Justice Act. The canvas has two themes one is about times long ago and the other is about the present day - and how the children who have followed on have the knowledge of the old days and are also experiencing and learning in the present time. The three circles represent the east, west and north (Western Australia, Northern Territory and South Australia) and the desire to join together, work together and support each other. A/C CSB HR LSA MOS O/C OSS RAP ROS SAPOL SEG Assistant Commissioner Commissioner s Support Branch Human Resources Service Local Service Area Metropolitan Operations Service Officer in Charge Operations Support Service Reconciliation Action Plan Regional Operations Service South Australia Police Senior Executive Group Page 3

5 Relationships Policing is a service delivered by people for people and directed at community safety and community engagement, inclusive of Aboriginal and Torres Strait Islander people and communities. 1. The RAP Working Group will provide advice on RAP development, including implementation of actions. The RAP Working Group will continue to operate as a sub-group of the Aboriginal and Torres Strait Islander Focus Group with representatives from other relevant SAPOL areas. The RAP Working Group will meet three times per. 2. Engage with local Aboriginal community leaders/elders/agencies to promote regular engagement in respect to local policing, cultural and stakeholder relationship needs. LSA managers LSA managers to identify key Aboriginal leaders, elders and agencies relevant to their service provision. LSA managers to promote regular engagement with relevant Aboriginal leaders, elders and agencies. 3. Provide local Aboriginal knowledge resources for induction and information on local community relationships. By 31 July Develop a corporate induction program that can be tailored to suit individual LSA needs and reflect local Aboriginal resources. LSA managers Develop local resources in respect of social, historical or cultural issues relevant to policing and promote those resources within the workplace. 4. Celebrate National Reconciliation Week by providing opportunities for SAPOL employees to build relationships. 27 May 3 June each All SEG members support employee participation in National Reconciliation Week activities. Events Project Team to develop a display for use corporately or by LSAs/branches. At least one National Reconciliation Week activity will be conducted either corporately or at a local level each. Page 4

6 Relationships 5. Provide Aboriginal youth crime prevention activities relevant to LSA and state-wide Aboriginal and Torres Strait Islander crime prevention needs to support engagement with young people. O/C CSB Conduct Aboriginal and Torres Strait Islander Blue Light camps. Conduct crime prevention programs structured for Aboriginal and Torres Strait Islander youth. 6. Participate in programs that provide opportunities for Aboriginal and Torres Strait Islander youth at risk to reduce their involvement in the justice system. SAPOL participation in youth justice programs or projects (including but not limited to Building Family Opportunities and Community Protection Panel). 7. Provide stakeholder assistance in coordinating the Aboriginal Power Cup to support community engagement with young people. By August each Engage with young Aboriginal and Torres Strait Islander people from schools throughout the state. SAPOL participation and coordination of events during Aboriginal Power Cup activities. 8. Provide stakeholder support and assistance in coordinating the Rio Tinto APY and Maralinga/Yalata Lands Football Challenge Cup. By August each Engage young Aboriginal people from the APY and Maralinga/Yalata Lands. SAPOL participation and coordination of activities during the Rio Tinto APY and Maralinga/Yalata Lands Football Challenge Cup. Page 5

7 Respect By recognising, respecting and celebrating the contribution made by Aboriginal and Torres Strait Islander people to Australia, great strides forward can be made together for a safe and harmonious future for all. 9. Engage employees in use of Acknowledgement/Welcome to Country ceremonies to ensure there is shared meaning behind the ceremonies. 31 July Provide advice to managers on the use and understanding of Acknowledgement and Welcome to Country. Develop locally customised Acknowledgement and Welcome to Country protocols relevant to Aboriginal and Torres Strait Islander communities. 10. Provide contemporary cultural awareness training for all SAPOL staff through the online Training Gateway. 31 December 31 July 2015 Develop a culturally sensitive training and awareness video as an innovative method of engaging with all SAPOL staff. 100 per cent completion of culturally sensitive training by all employees. 11. Provide cultural awareness training for recruit and in-service Police Academy courses to incorporate cultural awareness into staff development. Completion of recruit specific cultural awareness training by all police recruits. Recognition of cultural awareness in all in-service courses. 12. Promote Interactive Ochre as a learning resource for Aboriginal and Torres Strait Islander cultural awareness to provide staff with ongoing cultural development. 30 September Disseminate information to SAPOL staff regarding Interactive Ochre as a learning resource. 13. Support National Aborigines and Islanders Day Observance Committee (NAIDOC) week awards. Coordinate nominations of SAPOL employees, work areas or programs for recognition. Coordinate nominations of people who have assisted SAPOL s Aboriginal and Torres Strait Islander service provision. Page 6

8 Respect 14. Support NAIDOC Week. Support and encourage all staff to participate in NAIDOC Week activities, in particular Aboriginal and Torres Strait Islander employees. Events Project Team to develop a corporate display for use at NAIDOC events. At least one NAIDOC week activity will be conducted either corporately or at a local level each. 15. Implement the Equal Opportunity Commission Anti-Racism Strategy. 31 July Promotion of the Anti-Racism Strategy within the workplace and in public areas using material produced by the Equal Opportunity Commission. 16. Develop human resource policies that support the cultural requirements of Aboriginal and Torres Strait Islander employees. 31 December Develop and disseminate a HR cultural policy statement. 17. Display Aboriginal and Torres Strait Islander flags at appropriate times in SAPOL premises. O/C CSB Promote the use of Aboriginal and Torres Strait Islander flags. 18. Recognise SAPOL s Aboriginal and Torres Strait Islander staff achievements. Acknowledge awards for Aboriginal and Torres Strait Islander staff achievements. Consider opportunities to promote achievements through SAPOL media and other communication channels. Page 7

9 Opportunities Liaison and engagement with Aboriginal and Torres Strait Islander people and communities is integral to providing access to police services relevant to the needs of Aboriginal and Torres Strait Islander communities in ensuring public safety, crime prevention and road safety. 19. Recommit to the 2004 South Australia Police Reconciliation Statement. 31 July The Commissioner of Police re-launch the SAPOL Reconciliation Statement. 20. In accordance with South Australia s Strategic Plan 2011 increase the participation of Aboriginal people in the South Australian public sector, spread across all classifications and agencies, to two per cent by and maintain or better those levels through to 2020 (baseline: 2003). 31 December Two per cent participation rate of Aboriginal staff employed by SAPOL by. 21. Recruit and retain Aboriginal and Torres Strait Islander volunteers. 31 December Explore opportunities to engage with Aboriginal and Torres Strait Islander communities to identify and recruit suitable people for volunteer roles within SAPOL. Appoint an Aboriginal Patron for the Police Academy. 22. Provide Aboriginal traineeships in SAPOL. 31 July Support SAPOL Aboriginal and Torres Strait Islander traineeships. Provide pathways for trainees to gain employment in SAPOL (Police Act or Public Sector Act). 23. Provide pathways for Aboriginal and Torres Strait Islander employees to become police officers. Identify non-police Aboriginal and Torres Strait Islander employees to undertake transitional pathways to become a police officer. Page 8

10 Opportunities 24. Utilise and develop Police Aboriginal Liaison Officers on APY Lands. 31 July Explore developmental opportunities for Aboriginal and Torres Strait Islanders within police service delivery. 25. Facilitate ongoing development of employment opportunities for Aboriginal and Torres Strait Islander employees. By December each Explore opportunities to provide development for Aboriginal and Torres Strait Islander employees. 26. Provide road safety education to remote Aboriginal communities. A/C OSS Road Safety Section attendance at regional Aboriginal communities. Work with the Department of Planning, Transport and Infrastructure and Motor Accident Commission regarding initiatives specific to Aboriginal drivers. 27. Acknowledge the history and involvement of Aboriginal and Torres Strait Islander people with SAPOL during 175- commemoration celebrations. O/C CSB 30 April Promote the history, participation and involvement of Aboriginal and Torres Strait Islander people in SAPOL s 175- commemoration celebrations. 28. Promote policing and reconciliation issues with National Aboriginal TV. O/C CSB 31 December Explore opportunities to market community safety and recruiting messages to regional Aboriginal communities. 29. Promote supplier diversity in engaging with Aboriginal and Torres Strait Islander businesses. Director Business Service Support government policy on Aboriginal Business Procurement. Page 9

11 Tracking progress and reporting Reconciliation 1. Monitor and coordinate RAP implementation through the Aboriginal and Torres Strait Islander Portfolio Governance framework. By December each Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia each. 2. Report outcomes through SEG. Annual presentation by the to SEG. 3. Report achievements, challenges and learnings to the Minister for Police. Report to the Minister for Police. Contact details Chief Superintendent Scott Duval, Coordinator, Regional Operations Service, South Australia Police, telephone Page 10