ABORIGINAL EMPLOYMENT STRATEGY TAFE NSW Western Institute. Enrol Now. Enrol Anytime

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1 ABORIGINAL EMPLOYMENT STRATEGY Enrol Now. Enrol Anytime TAFE NSW Western Institute.

2 STRATEGIC SUMMARY TAFE Western s Vision for Aboriginal Employment TAFE Western values the skills, experience and knowledge of Aboriginal Peoples and is committed to improving the employment opportunities, retention and career development of Aboriginal staff. TAFE Western aspires to be an employer of choice for Aboriginal Peoples. TAFE Western rejects any form of racism. Aboriginal employment is core business and all staff at all levels of TAFE Western, in collaboration with Aboriginal communities, have a responsibility to make this Strategy a success. Each portfolio will develop a business plan for its implementation and each person is responsible for ensuring these strategies are implemented in relation to their role. Most of all, TAFE Western aspires to be a model for Indigenous education worldwide. That s why we are also introducing an Aboriginal Employment Strategy as a separate and supporting part of our Reconciliation Action Plan. The Need for an Aboriginal Employment Strategy TAFE Western employs 1,529 people of whom 41, or 2.7 per cent, are Aboriginal. While this is in line with the NSW population, we know we have an average Aboriginal population across our footprint of around 11 per cent (based on ABS data) and that the Aboriginal population in some communities is significantly higher. By employing more Aboriginal staff, and employing them across the full range of positions in the Institute, we will make TAFE Western a more welcoming and Culturally safe place for Aboriginal students. As a major employer in our footprint, we have a responsibility to demonstrate the behaviour we believe should be seen in every industry across our region. TAFE Western s Guiding Principles for Aboriginal Employment TAFE Western s guiding principles are: to increase the recruitment, participation, retention and career development of Aboriginal staff at all levels of our organisation, for the workforce of TAFE Western to reflect the Aboriginal population residing in the Institute s demographic area throughout all levels of the organisation, to make the Institute a Culturally safe and competent place where the Cultural Identity of Aboriginal Peoples is supported and celebrated. TAFE Western s Goals for Aboriginal Employment TAFE Western will focus on four goals for Aboriginal Employment from : Attraction and Recruitment being an employer which successfully recruits Aboriginal staff Retention being an employer which retains Aboriginal staff Career Development being an employer which encourages Aboriginal staff to take up diverse and more senior roles throughout the organisation Cultural Competence being an employer where all staff have opportunities to learn more about and better appreciate an Aboriginal world view. TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 2

3 TAFE Western s Overarching Targets A strong focus of our work during the life of this Aboriginal Employment Strategy (AES) will be to improve the management and leadership capabilities of Aboriginal staff to ensure equal representation across all position levels and work areas of our organisation. By the end of 2015, TAFE Western will identify baselines for relevant targets where none existed in 2014, so increasing the accuracy of recording and reporting the number of Aboriginal staff and their levels in the organisation. By 2018: the proportion of Aboriginal staff in TAFE Western will be equivalent to the Aboriginal population of the TAFE Western catchment area (which averaged 11 per cent in 2014) Aboriginal staff will be equivalently distributed across seniority levels in the organisation, from entry level to specialist and promotion positions. Definition of Promotion Position In this document, a promotion position is one which has responsibility for managing other staff or one which requires senior or specialist technical skills or both. Facilitating the Implementation of the AES To facilitate the implementation of the AES and to support its success, TAFE Western will create an Aboriginal identified permanent position at a senior level in the People and Culture portfolio. Reporting TAFE Western will undertake regular reporting on this strategy to the Aboriginal Community Reference Group and the Institute Advisory Committee. TAFE Western will report publicly on the Aboriginal Employment Strategy through its Annual Report under the Reconciliation Action Plan. The Reconciliation Action Plan Working Party will take responsibility for championing the Aboriginal Employment Strategy and maintaining and reporting on its effectiveness. New measures and instruments will be developed where needed to monitor the success of the AES amongst staff and customers. Definition of Aboriginality TAFE Western has adopted the definition of Aboriginality expressed in the NSW AECG Confirmation of Aboriginality in full (see Appendix A). This definition is in accordance with s 4 of the NSW Aboriginal Land Rights Act Alignment to State and Commonwealth Strategies, Benchmarks and Targets TAFE Western s Aboriginal Employment Strategy takes account of relevant NSW and Commonwealth Government strategies (see Appendix B). TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 3

4 GOAL 1: ATTRACTION AND RECRUITMENT - Implement initiatives to attract, recruit and support potential Aboriginal applicants for employment at all levels across the Institute Strategy Actions Target Lead Position Support Positions 1.1 Provide opportunities for TAFE Western Aboriginal students to gain experience within the Institute, in both voluntary and paid positions Encourage TAFE Western Aboriginal students to participate in work experience within the Institute Contact School Careers Advisers to advise them of work experience and traineeship opportunities Twenty Aboriginal people undertake work experience each year in non-teaching and administrative positions At least once a year Director Customer Service and College Facilities Client Manager Schools Teaching staff All Managers TVET Coordinators Contact job placement organisations to advise them of vacancies and work experience opportunities Customer relationship management system established in 2015; contact made quarterly Director Customer Service and Facilities Provide opportunities for Aboriginal Community members to volunteer with TAFE Western Volunteering program developed in 2015; and implemented in Establish strategic employment partnerships with regional councils, agencies and NGOs to enable work experience opportunities in remote locations Partnerships established TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 4

5 Strategy Actions Target Lead Position Support Positions 1.2 Provide teacher and nonteacher education scholarships for Aboriginal students Implement TAFE Western Scholarship Program, for teaching and nonteaching positions, with attachment to a discipline teacher being part of a teaching scholarship 15 TAFE Western scholarships offered per annum, 10 for teachers and 5 for non-teachers Directors VET Delivery Contact universities and community organisations to target Aboriginal students and encourage them to apply for scholarships Annually, by establishing formal links with university career services and Community organisations Directors VET Delivery 1.3 Ensure Aboriginal Peoples are well positioned to apply for positions at all levels in the Institute Target Institute students for scholarships for nonteaching careers communication strategy developed and implemented Re-design positions to achieve increasing Aboriginal employment: Work with Aboriginal Communities to develop skills to respond to advertised vacancies Information provided as part of enrolment to all intending Aboriginal students in specified courses 100% of positions reviewed by end 2016; and 100% of positions redesigned by end 2017 As requested by communities and at least annually for participating communities Director Customer Service and Facilities Coordinator Organisational Capability Leader Workforce Planning Continue the Aboriginal Cadetship program for non-teaching positions Four permanent cadetships per annum and Designate appropriate positions for Aboriginal employment 5% of positions across the Institute TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 5

6 Strategy Actions Target Lead Position Support Positions 1.4 Improve advertising for vacancies within the Institute so advertisements are more attractive to Aboriginal applicants Review advertisements to ensure all advertised vacancies include the statement Aboriginal Peoples are encouraged to apply for this position Statement included in 100% of advertisements Coordinator Recruitment 1.5 Maintain Institute s Aboriginal traineeship program Ensure all vacancies are advertised in Aboriginal media Identify potential trainees through Institute courses and associated contacts 100% of vacancies advertised in Aboriginal media Five Aboriginal traineeships appointed within the Institute at any one time; the trainee positions are diverse and across a variety of locations Provide mentor support and a support plan to assist trainees to complete their traineeships Increased number of trainees complete their traineeships: baseline established in 2015; 10% increase per annum to Ensure recruitment is fair and transparent Support trainees to seek permanent positions in TAFE Western and with other employers Develop consistent selection processes which assist and encourage Aboriginal applicants to gain employment at TAFE Western Trainees gain appropriate employment following traineeship Revised selection processes developed and implemented by end % increase each year in Aboriginal staff employed in TAFE Western from , off a 2015 base Managers Undertake random audit of recruitment reports Report provided to Institute Executive TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 6

7 Strategy Actions Target Lead Position Support Positions 1.7 Include Aboriginal staff and Community representatives on interview panels Include Aboriginal staff and/or Community representatives on interview panels for identified and nonidentified positions 100% of panels for identified positions and 30% of all panels Panel convenors Provide staff selection training for Aboriginal staff 100% of Aboriginal staff Managers 1.8 Promote TAFE Western as an Employer of Choice for Aboriginal Peoples Ensure staff selection training for all staff provides details of determining Aboriginality Promote TAFE teaching as a career of choice for Aboriginal students 100% of staff selection training Promotional campaign developed across TAFE Western at an Institute wide and local level Coordinator Recruitment Target Aboriginal TAFE graduates and encourage them to undertake the Certificate IV TAE TAE training places identified and promoted to Aboriginal graduates of TAFE Western annually Promote TAFE Western non-teaching employment as a career of choice for Aboriginal students in schools and TAFE Annual contact with school careers advisers, regular promotion to students of TAFE Western and other TAFE students Directors VET Delivery Relevant Managers Contact universities to target Aboriginal graduates and encourage them to apply for positions in TAFE Western Annual contact with universities Directors VET Delivery TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 7

8 Strategy Actions Target Lead Position Support Positions 1.9 Encourage ongoing partnerships with the NSW AECG and local AECG membership Encourage Aboriginal employees to identify to TAFE Western as Aboriginal to improve the accuracy of records and reporting Invite local AECG members to join appropriate interview panels Promote the range of levels and types of positions at TAFE Western to Aboriginal Peoples Local AECG members join appropriate interview panels All panel convenors Support AECG members through appropriate training Training, negotiated with NSW AECG, provided Institute Director and Director Aboriginal Education and Equity Provision TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 8

9 GOAL 2: RETENTION Retain Aboriginal staff at all levels across the Institute Strategy Actions Target Lead Position Support Positions 2.1 Create an environment that fosters retention and involvement of Aboriginal staff Provide workplace and Cultural mentoring program for all new Aboriginal staff 100% of new Aboriginal staff offered access to mentoring program each year from 2015 and Equity Programs with All Managers Measure success of mentoring program, determine desired outcomes and formally report these outcomes Baseline % of staff accessing mentoring program established by end 2015; 10% increase in new Aboriginal staff accessing mentoring program each year from off a 2016 base Review HR policies to ensure they support Aboriginal family structures and Community obligations 100% of HR policies reviewed by end Increase opportunities for staff to undertake a range of different roles during their careers More Aboriginal staff undertaking different roles across TAFE Western: baseline established in 2015; increase each year from All Managers Promote stories of successful Aboriginal people who have held long term or multiple roles Stories gathered and used for promotion of TAFE Western as an Employer of Choice and to provide inspirational examples internally TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 9

10 Strategy Actions Target Lead Position Support Positions 2.2 Improve understanding of why Aboriginal employees leave TAFE Western and why they stay Organise Aboriginal staff networking events and schedule these in advance Follow up with Aboriginal staff leaving the organisation to identify areas of success and failure Aboriginal staff networking events held annually, which include separate networks for men and women. Events included in Institute calendar to facilitate planning for release 100%of Aboriginal staff leaving the organisation offered an exit interview All Managers Report information provided by staff to formally and develop strategies to address relevant issues identified Formal reports provided and strategies developed and monitored Increase length of tenure of Aboriginal staff in the Institute s workforce Baseline established in 2015; targets developed for Use staff networks, forums and surveys to gather information on why Aboriginal staff stay at TAFE Western Formal report made to Institute Executive annually Manager Organisation Process and Service Improvement TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 10

11 GOAL 3: CAREER DEVELOPMENT - Implement initiatives to attract and support potential Aboriginal applicants for promotion and career development at all levels across the Institute Strategy Actions Target Lead Position Support Positions 3.1 Encourage Aboriginal staff to act in and apply for higher level and specialist positions Provide structured training sessions in application and selection skills Structured training to be held annually Increase participation of Aboriginal staff in the Department s decision making processes Increased number of Aboriginal people applying for and gaining higher level and specialist position Institute Director 3.2 Implement mentoring program for Aboriginal employees interested in applying for promotion positions Provide opportunities for Aboriginal staff to develop personal career development plans Provide structured mentoring program for all Aboriginal staff which is linked to acting opportunities and which supports them to seek promotion 100% of Aboriginal staff provided with opportunity to develop career development plans Program implemented, with Aboriginal people increasingly participating both as mentees and mentors Aboriginal and non-aboriginal staff offered access to mentoring program each year from 2015; participation baseline established in 2015; targets developed for All Managers 3.3 Encourage succession planning across TAFE Western Provide structured planning sessions to identify TAFE Western s future staff needs 100% of mentors complete Aboriginal Cultural education Structured planning sessions provided TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 11

12 Strategy Actions Target Lead Position Support Positions Undertake Institute level succession planning which includes planning for attracting Aboriginal staff to acting opportunities and links to career planning Report provided to Institute Executive on succession 3.4 Encourage Aboriginal teachers to undertake specialist teaching and non-teaching roles across the Institute Establish and implement mechanisms to assist in succession planning Identify opportunities for Aboriginal people to undertake specialist roles, both in teaching and nonteaching positions Mechanisms implemented and their success measured and formally reported to Institute Executive Six opportunities identified each year 3.5 Ensure access to acting opportunities is fair and transparent Implement a register which enables staff to indicate their interest in future acting opportunities, both levels and types of position Register created and used by all managers across TAFE Western; and its use monitored Undertake random audit of acting opportunities Report provided to Institute Executive 3.6 Provide integrated performance, capability and career planning for Aboriginal staff on a oneto-one basis All acting opportunities greater than five weeks duration to be advertised Conduct quarterly career development training Establish career network to provide ad hoc support and advice Condition of approval of every appointment over five weeks duration Quarterly career development training held Network established TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 12

13 GOAL 4: CULTURAL COMPETENCE - Implement initiatives to ensure all staff have opportunities to learn more about and better understand Aboriginal Culture and make TAFE Western a place where Aboriginal people want to work Strategy Actions Target Lead Position Support Positions 4.1 Provide Aboriginal Cultural Competence Education for staff who are involved in recruitment processes for Aboriginal staff Include Aboriginal Cultural Competence Education in training for staff involved in recruitment Increase number of Aboriginal people on selection panels (not only panels where there are Aboriginal applicants) Aboriginal Cultural Competence Education incorporated in all training for recruiters Baseline established in 2015; targets developed for Coordinator Recruitment All Managers Coordinator Recruitment Deliver the Aboriginal mentor program for non- Aboriginal staff to build cultural competency Aboriginal mentor program for non-aboriginal staff established by end Include Aboriginal Cultural Competence Education in professional development programs for current staff Implement a structured professional development program which ensures all staff complete the Cultural Competence training appropriate to the level of position they hold By 2018, 100% of staff have completed the level of Aboriginal Cultural Competence Education appropriate to their role Provide Aboriginal Cultural Competence Education for staff who are involved in mentoring for Aboriginal and non- Aboriginal staff 100% of mentors complete Aboriginal Cultural Competence Education All Directors VET Delivery TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 13

14 Strategy Actions Target Lead Position Support Positions 4.3 Ensure all new staff receive Aboriginal Cultural Competence Education Include volunteers from Aboriginal Communities in delivery of Aboriginal Cultural Competence Education as appropriate Provide all new staff with induction program which includes Aboriginal Cultural Competence Education and introduction to Aboriginal Culture and Languages Volunteers recruited and included where appropriate 100% of new staff complete an induction program which includes Aboriginal Cultural Competence Education and introduction to Aboriginal Culture and Languages All Managers Ensure induction includes building understanding of a Culturally safe workplace 100% of induction programs 4.4 Promote TAFE Western as an Employer of Choice for Aboriginal Peoples Include data on the demography of the TAFE Western catchment in all induction programs Obtain testimonials for TAFE Western from the NSW AECG and from staff 100% of induction programs Testimonials gained from NSW AECG by end 2015 Institute Director Include elements in staff surveys and networks to measure TAFE Western as Employer of Choice Formal report to Institute Executive Manager Organisation Process and Service Improvement Provide public reports on attraction, retention and promotion of Aboriginal people in TAFE Western Reports provided TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 14

15 Strategy Actions Target Lead Position Support Positions 4.5 Provide opportunities for Aboriginal and non- Aboriginal staff to participate in Institute meetings, campus, meetings, Institute forums and activities which support reconciliation Assist staff to find casual replacements so they can be released to attend designated Institute forums, mentoring, career development and Community business Portfolios provided with funding to enable specified and approved release Staff released to attend appropriate activities as designated through their roles, position descriptions and Community duties Budgets provided and their use reported to ensure fair, transparent and appropriate access Manager Finance TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 15

16 Definition of Aboriginality Appendix A In this document, the term Aboriginal refers specifically to the Aboriginal Peoples of NSW. Indigenous and Aboriginal and Torres Strait Islander are used interchangeably to refer to the Aboriginal and Torres Strait Islander people of Australia. The Institute has adopted the definition of Aboriginality expressed through the NSW AECG Confirmation of Aboriginality (draft 2014) in accordance with s 4 of the NSW Aboriginal Land Rights Act Through the principles expressed in this document, Aboriginality is recognised both at law and at lore. At law: An Aboriginal person is recognised within Statute and also within Common Law and therefore Confirmation of Aboriginality has an undeniable legal and statutory basis. At lore: An Aboriginal person is now required, under certain circumstances, to obtain a Confirmation of Aboriginality, which is a formal document that recognises, and encourages other people to both recognise and celebrate, that the Aboriginal person named within the Confirmation of Aboriginality is bound by cultural identification, teachings and responsibilities that have their origins in no less than a thousand (1000) generations of ancestry and teachings which have preceded the Aboriginal person PROCESS REQUIREMENTS This process must be owned, controlled and be provided with management oversight by Aboriginal people for the process to have any value and relevance to both the Applicant[s] and Aboriginal people. Non-Aboriginal people are encouraged to join with Aboriginal people in celebrating the uniqueness and reciprocity that is an inherent part of Aboriginal culture. Within the process of an Applicant seeking Confirmation of Aboriginality, the onus is upon the applicant claiming Aboriginality to provide all evidence and substantiating material to meet the rigid standards of confirmation, thus ensuring a positive outcome to their application. It is important to note that an Applicant must succeed in all three elements of the definition of Aboriginal person: Descent; and Identification; and Communal recognition. TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 16

17 (1) Aboriginal Descent (a) The onus rests upon the Applicant to substantiate that at least one of the Applicant s parents is/was an Aboriginal person 1 in accordance with s 4 of the Aboriginal Land Rights Act; or (b) Provide a Confirmation of Aboriginality from one of the following NSW sources - Link-Up; NSW Local Aboriginal Land Council; NSW Aboriginal Medical Service; Aboriginal Legal Service; or (c) Provide a Confirmation of Aboriginality certificate from a recognised Non-NSW Aboriginal Entity (Note: an Aboriginal Corporation will not necessarily be a recognised Non-NSW Aboriginal Entity ); Examples of recognised organisations (non-exhaustive), or records, may include - Aboriginal Medical Services; NNTT Prescribed Body Corporates; Court (Native Title Tribunal) endorsed Traditional Owner/Native Title Applicant; Aboriginal Legal Service; Government archive records stating that the Applicant is an Aboriginal person; (2) IDENTIFICATION (a) The onus rests upon the Applicant to provide clear, unequivocal substantiation that they have identified as an Aboriginal person for a substantial period of their life; The statute and common law allow very little lee-way in this element. (3) COMMUNITY ACCEPTANCE (a) Again the onus is upon the Applicant to substantiate that the Aboriginal community recognises the Applicant as an Aboriginal person; (b) Both common law and statute provide some flexibility with this element and an Applicant is free to provide evidence that they are recognised as an Aboriginal person within any Aboriginal community that the Applicant chooses; 1 Re Simon [2006] NSWSC 1410, 12 December 2006; TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 17

18 (c) (d) For consistency, if the Applicant chooses to provide evidence of acceptance from a community outside of NSW then a Confirmation of Aboriginality in accordance with 1(c), would ensure that their application is enhanced; or Written confirmation from three Aboriginal people declaring that the Applicant is recognised within their community as an Aboriginal person. The written declarations need to be from sources that have their origins as Confirmed Aboriginal people. (NSW AECG Inc [draft]; reproduced with permission). TAFE Western will seek confirmation of Aboriginality status from applicants applying for Aboriginal identified positions, targeted positions, traineeships and scholarships. However, it should be noted that the reporting of Aboriginality status by individuals is a voluntary process. For more information about Confirmation of Aboriginality, see The collection and management of personal information on Aboriginal staff and clients, particularly of Aboriginality status, is important in measuring the effectiveness of programs, services and EEO outcomes. TAFE Western will ensure that the collection and management of personal information adheres to the requirements of the NSW Privacy and Personal Information Act, Affirmation of Aboriginality In 2014, the NSW AECG was also exploring with Aboriginal communities the issue of a new form of recognition of Aboriginality, the Affirmation of Aboriginality. The Affirmation of Aboriginality has been proposed to assist legitimate offspring of Aboriginal people (by descent) to address the issues created by poorly designed Government policies and practices of the past which made it difficult for these people to meet the three criteria outlined above. TAFE Western will examine the outcomes of the consultation process and look for opportunities to implement these. TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 18

19 Alignment to State and Commonwealth Strategies, Benchmarks and Targets The TAFE Western Aboriginal Employment Strategy is linked to the relevant State and Commonwealth strategies, including: NSW the NSW Government s OCHRE Plan the Commonwealth Government s Indigenous Advancement Strategy Appendix B The Aboriginal Employment Strategy is also linked to the Department of Education and Community Cluster s: Aboriginal Human Resources Development Plan Corporate Plan , and particularly the goal of increasing access for people to learn Aboriginal Languages Strategic Human Resources Plan The Aboriginal Employment Strategy has also taken into account the NSW DEC Aboriginal Education and Training Strategy and the National Aboriginal and Torres Strait Islander Teacher Workforce Scoping Plan During 2014, NSW Public Service Commission (NSW PSC) was preparing an Aboriginal Employment Strategy (AES): Recognising that many agencies already successfully implemented their own Aboriginal Employment Strategies, this Strategy is not prescriptive. Instead, through a separate Implementation Resource, it will provide a regularly updated menu of activities that have proven to be successful in achieving improvements in Aboriginal employment results and it will monitor progress. (NSW PSC Draft of 10 September 2014) TAFE Western will look for opportunities to incorporate the NSW PSC AES into its own AES. NSW 2021 The NSW Government s ten year plan, NSW 2021, includes a target to Reduce the gap in employment outcomes between Aboriginal and non Aboriginal people within a decade. This is measured by a priority action: Deliver actions that aim to achieve 2.6% Aboriginal employment in the public sector by NSW OCHRE Plan (Opportunity, Choice, Healing, Responsibility, Empowerment) OCHRE: the NSW Government Plan for Aboriginal affairs was launched on 5 April 2013 in Parliament House. OCHRE contains three initiatives with particular relevance for the TAFE Western Aboriginal Employment Strategy: 5.1 Linking education and employment (5.1.2 Opportunity hubs; Economic participation) 5.2 Language and culture, with an Aboriginal language and culture nest being established in Dubbo. 5.4 Accountability (5.4.4 Meaningful and measurable reporting and evaluation). TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 19

20 Commonwealth Government s Indigenous Advancement Strategy A new Indigenous Advancement Strategy (IAS) began on 1 July 2014 and replaced more than 150 individual programs and activities with five flexibl e, broad-based programs: 1 Jobs, Land and Economy 2 Children and Schooling 3 Safety and Wellbeing 4 Culture and Capability 5 Remote Australia Strategies. The objective of the Strategy is to improve the lives of Indigenous Australians... (Commonwealth Government, 2014) TAFE Western - Aboriginal Employment Strategy 2015 to 2018 Final 8 January 2015 Page 20

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