CHURCHES OF CHRIST IN QUEENSLAND RECONCILIATION ACTION PLAN

Transcription

1 CHURCHES OF CHRIST IN QUEENSLAND RECONCILIATION ACTION PLAN

2 MESSAGE FROM THE CEO I would like to acknowledge the Traditional Owners of the land and sea that we live and work on, and pay my respects to Elders both past and present, and to the young people, who are the future Elders who will carry with them the stories, history and wisdom of our world s oldest living culture. Reconciliation describes the journey we must take to realising a future where Aboriginal and Torres Strait Islanders and other Australians stand together as equals. We do not start this journey with a clean slate, as our shared history has often been painful, with its effects reflected in many areas including inequalities in health, education and employment. This inequality, and what we stand for as Churches of Christ, compels us to change: to walk a path that acknowledges our shared history with Aboriginal and Torres Strait Islander peoples and seeks to build lasting relationships, transforming our future together. Our journey requires us to walk side by side, and to listen and learn. I am proud to present our first Reconciliation Action Plan, which outlines a number of actions that we, as an organisation will take to contribute to reconciliation. At times these actions will challenge us; they will require us to listen and sit with the knowledge that we do not have all the answers. However, through the relationships we build with Aboriginal and Torres Strait Islander peoples, we can find a shared path with opportunities to bring uplift and transform lives some of which may even be our own. Dean Phelan Chief Executive Officer 1

3 OUR ARTISTS OUR ARTWORK Our artwork was created by a group of Aboriginal and Torres Strait Islander and other Australian young people in a workshop led by artist Arthur Conlon. Arthur was born in Cherbourg and is a descendent of the Wakka Wakka/Kullilla people. He has a long history of visiting schools and facilitating art workshops and demonstrations with students from pre-school to university. Arthur and the young people formed a close connection as they worked together to create the piece. Arthur shared some of his history with the young people and gently assisted them to complete their own personal artworks as well as the main piece for the Reconciliation Action Plan. The young people approached learning and creating the artwork with respect, and Arthur explained the symbolism behind what they created together. Since creating this piece, the young people have talked enthusiastically about their time working with Arthur and have been proudly displaying their own personal artworks. Bringing Arthur and the young people together to develop this artwork created a shared space of cultural learning, friendship and reconciliation. The artwork depicts a gathering place. The centre circle is the meeting place and the surrounding circles are the children. The blue lines moving towards the centre are the pathways to the gathering, where everyone comes together. The handprints represent the uniqueness of each of the young people. The black lines are the individual tribes, and the animals represent Torres Strait Islander and Aboriginal peoples. Finally the white stars are a symbol of us moving into the future. 2

4 OUR VISION FOR RECONCILIATION Churches of Christ in Queensland exists to bring the light of Christ into communities. For us this means building safe, inclusive, respectful and compassionate communities where individuals experience belonging and have opportunities to reach their potential. Reconciliation guides our staff and volunteers on a path that encourages them to reach out and learn from Aboriginal and Torres Strait Islander peoples to develop friendships, share culture, and live and work together in compassionate communities. Our reconciliation journey gives us a number of opportunities. Our journey calls us to develop a deep awareness and respect for Aboriginal and Torres Strait Islander cultures. In time, we will become a great place for Aboriginal and Torres Strait Islander peoples to work a place that offers understanding, belonging, development and a career path. And we will become a place that supports local Aboriginal and Torres Strait Islander businesses and like-minded organisations. On this journey we must challenge ourselves to be humble and to become better listeners so we can learn about different cultures and ways of doing things. By doing this we can build stronger relationships with Aboriginal and Torres Strait Islander peoples and identify how we need to change to realise our vision. 3

5 OUR BUSINESS Churches of Christ in Queensland has been an active part of the Queensland community for more than 130 years. We work across Queensland and Victoria with over 200 services in more than 100 communities, touching tens of thousands of lives each year. We operate a range of missional and community care services to assist families, the elderly and people in need through church communities and our care services operated through Churches of Christ Care. Since 1930, Churches of Christ Care has grown to be one of Australia s largest and most diverse not-forprofit organisations. We currently operate more than 150 services throughout Queensland and Melbourne, Victoria, with the support of over 3,200 staff and over 1,100 volunteers. In our 2015 Staff Satisfaction Survey, 59 staff members identified as Aboriginal and/or Torres Strait Islander. This represented three per cent of the 1,821 staff responding to the survey. In the same survey, none of our volunteers identified as Aboriginal and/or Torres Strait Islander. We work in the areas of early childhood care, children, youth and family services, community housing, retirement living, home care and residential aged care services. We work in metropolitan, regional and remote areas, providing Christ-inspired care and compassion to vulnerable people at different stages of their life journey. At any point in time we are working with Aboriginal and Torres Strait Islander peoples as: Elders through our housing services, seniors and support living and community and home care programs Children and young people through our early childhood, housing, family support and out-ofhome care Carers through our kinship care services Families through our housing, family support and out-of-home care programs and services Christian groups and church communities s including community services, peak bodies, recognised entities and business partners. 4

6 OUR RECONCILIATION ACTION PLAN Reconciliation describes the path we must take to realise a future where Aboriginal and Torres Strait Islander peoples and other Australians stand together as equals. By walking this path, we have the opportunity to significantly contribute to the mission and values of Churches of Christ in Queensland. Due to the breadth of our work with Aboriginal and Torres Strait Islander children, families and elders, we must understand and respect cultures around birth, family, kinship, growing up, passing on culture and rituals for the end of life. We must also respect and acknowledge the importance of the land and sea in Aboriginal and Torres Strait Islander culture and spirituality. This understanding and respect will allow us to build trust and move towards reconciliation. Our journey to reconciliation will require us to face some uncomfortable truths about our nation s history and acknowledge the impacts of past government and institutional policies on Aboriginal and Torres Strait Islander families and communities. We must understand how this history plays out in the experiences of Aboriginal and Torres Strait Islander peoples today, and how it is related to the overrepresentation of Aboriginal and Torres Strait Islander peoples in the criminal justice and the child protection systems. Our Reconciliation Action Plan allows us to draw our existing relationships, knowledge and resources into an overarching vision and plan for reconciliation. The Plan will guide us through a series of actions aiming to build stronger relationships with Aboriginal and Torres Strait Islander peoples, develop stronger respect of their cultures and create opportunities for us to work together. We know that there is no single path to reconciliation, nor is there a finish line or a box to tick to know we have got there. What we do know is that our Plan will start us in the right direction, and that if we are doing a good job, we can expect to see the following outcomes: Our staff and volunteers across all locations demonstrate a strong knowledge and understanding of Aboriginal and Torres Strait Islander peoples, histories, and cultures. Our staff and volunteers across all locations have the confidence, understanding and desire to build strong working relationships with Aboriginal and Torres Strait Islander peoples be they colleagues, clients or community members. Our staff and volunteers are proud of and respect Aboriginal and Torres Strait Islander cultures, and participate in activities to share and promote culture and encourage reconciliation. Services and groups across all of our locations are connected with local Elders and have knowledge of Aboriginal and Torres Strait Islander history in the area in which they operate. Aboriginal and Torres Strait Islander peoples see Churches of Christ as an organisation they want to be associated with. Aboriginal and Torres Strait Islander peoples feel safe and have a sense of belonging when they access our services. Our staff and volunteers across all locations recognise and celebrate significant and special days for Aboriginal and Torres Strait Islander peoples. Our internal documentation and policies and procedures are culturally appropriate. 5

7 Our Plan is championed by members of our Executive Team and our Reconciliation Action Plan Working Group. The working group includes Aboriginal and Torres Strait Islander staff and representatives from the following areas: Children, Youth and Families Housing Services Seniors and Supported Living Mission Communications Procurement and Fleet. Our first Plan was developed by our working group with feedback and support from many people in our organisation. In 2015, our working group came together from across the country with the help of telephone lines and other technology. The working group has four Aboriginal and Torres Strait Islander staff representatives and seven other staff representatives. The group includes: Alfrieda Roberts and Marion Callope from the Department of Aboriginal and Torres Strait Islander Partnerships Carol Miller Senior Youth Worker, Townsville Residential, descendant of the Kalkadoon People from the Mount Isa region Colleen Power Aboriginal and Torres Strait Islander Support Worker, South East Fostering Service, descendant from the Juru people and Torres Strait Island on her father s side and Jangga and Birriah on her mother s side Karen Bozier Operations Manager, Churches of Christ Housing Services Lynda Summers Operations Manager, Seniors and Supported Living, Churches of Christ in Queensland Mark Bunny Senior Procurement Officer, Churches of Christ in Queensland Murray Thomson Community Chaplain Team Leader, Mission, Churches of Christ in Queensland Peter McAloney al, Churches of Christ in Queensland Sharon Lowe Operations Manager, Children, Youth and Families, Churches of Christ in Queensland Val Taylor Operations Manager, Seniors and Supported Living, Churches of Christ in Queensland. Anne Curson Government Relations and Policy Advisor, Churches of Christ in Queensland 6

8 RELATIONSHIPS Building strong relationships with Aboriginal and Torres Strait Islander peoples and other Australians is essential for building trust. This trust facilitates the genuine engagement and understanding we need for working together to generate positive change. If we are doing this work well, we would expect to see our staff and volunteers: across all locations having the confidence, understanding and desire to build strong working relationships with Aboriginal and Torres Strait Islander peoples be they colleagues, clients or community members proud of and respecting Aboriginal and Torres Strait Islander cultures, and participating in activities to share and promote culture and encourage reconciliation across all locations recognising and celebrating significant and special days for Aboriginal and Torres Strait Islander peoples. Action Responsibility Timeline Deliverables 1. RAP Working Group The RAP Working Group (RWG) actively monitors RAP Plan development and implementation. This includes tracking progress and reporting. Chair, RAP Working Group August Oversees the development, endorsement and launch of the Plan. 1.2 Meet at least monthly in the first year and bimonthly or quarterly after that to monitor and report on Plan implementation. 1.3 Develops and uses a Terms of Reference. 2. Celebrate National Reconciliation Week Promote activities and events that provide opportunities for Aboriginal and Torres Strait Islander employees and other employees to build relationships during National Reconciliation Week. Director, Communications Director, Communications Events to be held in 27 May 3 June, 2016, 2017 March Organise at least one internal event at our head office in Kenmore each year. 2.2 Develop event resource kits and a communication plan to support services in hosting their own event or to participate in local events. This kit will include guidance to encourage active outreach to Aboriginal and Torres Strait Islander organisations and people in the local community. Director, Communications March May 2016, Provide information and encourage services to either host their own event or participate in local events each year. Director, Communications May 2016, Register all National Reconciliation Week events on Reconciliation Australia s website. 7

9 Action Responsibility Timeline Deliverables 3. Extending our external relationships with Aboriginal and Torres Strait Islander peoples Reconciliation Action Plan Project Officer August 2015 November Investigate and address any barriers to building relationships in key communities and service areas. Proactively build relationships with Aboriginal and Torres Strait Islander Elders, communities and organisations. Reconciliation Action Plan Project Officer Chief Operating Officer November 2015 June Develop and implement an engagement plan that includes at least four meetings per year with identified people and communities. This will involve examining how each service or service area can take responsibility for building and maintaining a connection with local Elders and groups. Reconciliation Action Plan Project Officer April Investigate forming an external advisory group of Aboriginal and Torres Strait Islander Elders to provide additional oversight to how the Plan is implemented. 4. Raising awareness of our Reconciliation Action Plan within Churches of Christ in Queensland Ensure that staff and volunteers are aware of the vision, actions and outcomes of the Plan. Director, Communications Plan by September 2015 Fully implemented by June Develop and implement a communication plan for promoting the Plan following the launch. This will include: publishing the Plan on our website capturing stories as we implement the Plan and sharing them in our regular publications. June Investigate how information about the Plan can be incorporated into our induction and on boarding processes. Director, Communications July 2016 June Develop a short video about our Plan for staff and volunteers this can be incorporated into annual celebrations/events or induction processes. 8

10 9 RESPECT

11 RESPECT At Churches of Christ in Queensland we value responding to people and communities out of compassion, considering the needs of others before pursuing our own wants, and treating all people as we would like to be treated. At the heart of this value is the notion of respect and listening, which must be our core way of being. This value drives us to develop a deep understanding of Aboriginal and Torres Strait Islander cultures and history. This will allow us to improve how we work with Aboriginal and Torres Strait Islander peoples as colleagues and clients. If we are doing this work well, we would expect to see: services and groups across all of our locations connected with local Elders and with a knowledge of Aboriginal and Torres Strait Islander history in the area in which they operate our staff and volunteers across all locations demonstrating a strong knowledge and understanding of Aboriginal and Torres Strait Islander history, peoples and cultures Aboriginal and Torres Strait Islander peoples feeling safe and have a sense of belonging when they access our services our internal documentation and policies and procedures culturally appropriate. Action Responsibility Timeline Deliverables 5. Cultural awareness training and development for staff Engage employees in a journey of cultural learning to increase their understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements. Reconciliation Action Plan Project Officer Develop and pilot by May 2016 Review by June 2016 June 2016 June Develop, pilot and review a cultural awareness training strategy with the working group, Executives and other key staff. This will draw from cultural awareness training and activities that already occur in some service areas, and allow them to be shared across the rest of the organisation. 5.2 Develop a strategy for rolling out the cultural awareness training package across the organisation. This strategy will examine the training and development requirements for all staff, and the requirements for staff working in specific service areas, locations and key leadership positions. 10

12 Action Responsibility Timeline Deliverables 6. Aboriginal and Torres Strait Islander cultural protocols Reconciliation Action Plan Project Officer December Develop, implement, communicate and regularly update a protocol document for the organisation that includes: Engaging employees in understanding and using protocols around Acknowledgement of Country and Welcome to Country ceremonies. This will ensure there is shared understanding of the meaning behind the ceremonies. when to use a Welcome to Country versus an Acknowledgement of Country one or two acknowledgement statements for staff to use Traditional Owners and language groups in areas our services operate contacts for services to access details on their local Elders local protocols that are specific to different areas in which we operate protocols for the use of artwork, imagery and flags in publications and physical spaces what impacts on Aboriginal and Torres Strait Islander people and communities need to be considered when we plan new projects or acquire new facilities and land. Director, Communications March Develop, implement and communicate a policy and procedure around Welcome to Country and Acknowledgement of Country in communications and at significant corporate events, such as the opening of new facilities or networking breakfasts. Director, Communications March A Welcome to Country will be performed at the opening of our new head office building in Kenmore during

13 Action Responsibility Timeline Deliverables 7. Celebrate NAIDOC Week Provide opportunities for Aboriginal and Torres Strait Islander staff and clients to engage with culture and community through NAIDOC Week events. Reconciliation Action Plan Project Officer Director, Communications July 2016 and Review Human Resources policies and procedures to reduce barriers to staff participating in NAIDOC Week celebrations. 7.2 Provide opportunities for Aboriginal and Torres Strait Islander peoples and other staff to participate in local NAIDOC Week events and host their own events to celebrate culture. 7.3 Host an internal event at our head office in Kenmore each year. 8. Culturally appropriate internal planning, documentation and policies and procedures Ensure that cultural understandings and awareness are reflected in our internal planning, documentation and policies and procedures. Director, Information, Technology and Project Management February 2016 July Review outcomes from Children, Youth and Families practice review process and scope, and develop a business case for applying any relevant changes across the organisation. 8.2 Ensure that new project proposals including mission action strategies include components that consider any impacts on Aboriginal and Torres Strait Islander peoples and communities. Chief Mission Officer 9. Continuing and respecting culture Ensure that artefacts of culture, such as flags, artworks and posters are displayed in prominent positions across our services and sites. Director, Communications Director, Property and Develop plan by June 2016 Implement by June 2017 July Develop and implement a plan that is consistent with cultural protocols to increase the visibility of Aboriginal and Torres Strait Islander flags, artwork and other items of cultural significance across our services and sites. 9.2 Scope and develop a business case for including elements of culturally appropriate design into our building and landscaping projects. 10. Proactively support constitutional recognition of Aboriginal and Torres Strait Islander peoples Support policy and legislative change that supports reconciliation. Director, Communications August 2015 June Develop an organisational position on constitutional recognition and communicate this to staff and clients. This position will guide our support and involvement in relevant campaign activities. 12

14 13 OPPORTUNITIES

15 OPPORTUNITIES Churches of Christ in Queensland seeks to advance the physical, mental, emotional, social and spiritual wellbeing of everyone we work with, striving to bring uplift to every person and situation we encounter. Creating opportunities for Aboriginal and Torres Strait Islander peoples through training, employment, professional development and support for community businesses allows us to live this intention. We must take pride in our Aboriginal and Torres Strait Islander staff s connections to their communities and cultures, and work to build open and trusting relationships with staff, built on a strong understanding of culture. If we are doing well, we would expect to see Aboriginal and Torres Strait Islander peoples seeing us as an organisation they want to be associated with. Action Responsibility Timeline Deliverables 11. Aboriginal and Torres Strait Islander employment Work towards becoming an employer of choice for Aboriginal and Torres Strait Islander peoples. Review completed by December Develop and pilot an Aboriginal and Torres Strait Islander recruitment and retention strategy in the North Queensland region, and review this program with a view to roll it out across all of our service areas. This will include: examining different options for employment including identified positions, cadetships, internships and traineeships exploring the barriers for Aboriginal and Torres Strait Islanders to be employed with Churches of Christ in Queensland engaging with existing Aboriginal and Torres Strait Islander staff to consult on employment. August Commence 12 month traineeship for 10 Aboriginal and Torres Strait Islander staff as a pilot program in North Queensland. December Review and implement appropriate mechanisms for recording and tracking how many of our staff identify as Aboriginal and/or Torres Strait Islander. December Research and review a scholarship program for Aboriginal and Torres Strait Islander staff to complete tertiary qualifications. August Advertise all vacancies in Aboriginal and Torres Strait Islander media or local Aboriginal and Torres Strait Islander networks. 14

16 Action Responsibility Timeline Deliverables 12. Aboriginal and Torres Strait Islander volunteer opportunities Create motivation for Aboriginal and Torres Strait Islander peoples to engage with our organisation as volunteers. June Scope and prepare a business case for increasing volunteer opportunities for Aboriginal and Torres Strait Islander peoples Review and implement appropriate mechanisms for recording and tracking how many volunteers identify as Aboriginal and/or Torres Strait Islander Review mechanisms for recording and tracking the satisfaction levels of Aboriginal and Torres Strait Islander volunteers and use these as a feedback mechanism to improve our strategies Advertise all vacancies in Aboriginal and Torres Strait Islander media or local Aboriginal and Torres Strait Islander networks. 13. Aboriginal and Torres Strait Islander education opportunities for people in our care Create opportunities and better outcomes for the Aboriginal and Torres Strait Islander people we support. Children, Youth and Families December 2015 December Scope and prepare a strategy for a scholarship program for Aboriginal and Torres Strait Islander young people in our care services to complete tertiary qualifications Scope and develop a strategy for developing cultural care plans for all of our Aboriginal and Torres Strait Islander clients. Housing Services Seniors and Supported Living Chief Mission Officer December Scope and develop a strategy for an Aboriginal and Torres Strait Islander Chaplaincy program. 14. Aboriginal and Torres Strait Islander supplier diversity Investigate opportunities to increase supplier diversity to encourage the use of Aboriginal and Torres Strait Islander businesses. Group Manager, Procurement and Fleet Develop by December Scope and develop a strategy for Aboriginal and Torres Strait Islander supplier diversity and how our organisation can develop an Aboriginal and Torres Strait Islander supplier diversity program. This will include a list of suppliers. 15

17 TRACKING PROGRESS AND REPORTING 16

18 TRACKING PROGRESS AND REPORTING Action Responsibility Timeline Target 15. Report achievements, challenges and learnings to Reconciliation Australia for inclusion in the Annual Impact Measurement Report. Reconciliation Action Plan Project Officer By September 2015, 2016, Complete and submit the Reconciliation Action Plan impact measurement questionnaire to Reconciliation Australia annually. 16. Develop a methodology for measuring, tracking and reporting Plan outcomes. Chair, RAP Working Group Group Manager, Strategy and Reporting June Develop methodology and incorporate into existing survey and feedback mechanisms where possible. 17. Report on Plan outcomes, progress and any road blocks through the organisation s strategic reporting processes. Group Manager, Strategy and Reporting Quarterly from April 2016 and July Reports provided quarterly as a part of the strategic plan reporting to the Executive team and Mission and People Committee Report on the Plan outcomes and key actions included in the annual report. 18. Review, refresh and update the Churches of Christ in Queensland Reconciliation Action Plan. Reconciliation Action Plan Project Officer April Review, refresh and update the organisation s Plan based on challenges, learnings and achievements from previous Plan Provide draft Plan to Reconciliation Australia for review and endorsement. 17

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20 CONTACT DETAILS Government Relations and Policy Advisor Churches of Christ in Queensland Head Office 41 Brookfield Road Kenmore Q 4069 Phone: Fax: communications@cofcqld.com.au Website: cofc.com.au