Creating pathways in:

Transcription

1 Queensland Murray Darling CommitteE ABORIGINAL EMPLOYMENT STRATEGY Creating pathways in: Employment, economic and career opportunities for Aboriginal people in natural resource management and agribusiness industries in the Maranoa-Balonne and Queensland Border Rivers catchments (including the Moonie River catchment)

2 Disclaimer The geographic area of the Aboriginal Employment Strategy is referenced in the introduction section (Map 1), which identifies the regions as the Maranoa-Balonne and Queensland Border Rivers catchments (including the Moonie River catchment). At the time of publishing, all information presented in the Aboriginal Employment Strategy is up-to-date and based on research and community consultations. It is acknowledged that this information is subject to changes in legislation. All due care and diligence has been taken to accurately reflect the aspirations and ideas of the QMDC steering committee, Aboriginal community working group, Aboriginal people, industry representatives and the broader community. Implementation and resourcing of the Aboriginal Employment Strategy actions and targets are subject to funding. Queensland Murray-Darling Committee: Does not give any guarantee or accept any responsibility for the accuracy or currency of information, errors or omissions within this document. Does not endorse external products or services provided by people identified within the document. Will respect cultural protocols by ensuring all documentation and photographs of deceased Aboriginal people for publication purposes will be printed with permission from family members. Holds no responsibility for resourcing the implementation actions and targets of the Aboriginal Employment Strategy.

3 Acknowledgements The Aboriginal Program of the Queensland Murray-Darling Committee (QMDC) acknowledges values and pays respect to all Traditional Owners and the QMDC Regional Aboriginal Advisory Group of the Maranoa-Balonne and Border Rivers catchments and neighbouring communities who may be affected by regional planning for their ongoing support, direction and commitment to the Aboriginal Employment Strategy. We wish to thank all those who have contributed to the development of the Aboriginal Employment Strategy, especially the QMDC Regional Aboriginal Advisory Group, Aboriginal community members who attended the workshops held across the seven communities and the Aboriginal Community Working Group for their invaluable commitment in compiling the document. We also wish to acknowledge the staff and executive committee members of QMDC for their attendance and commitment for assisting in the development of the Aboriginal Employment Strategy. QMDC acknowledges the Aboriginal Program Regional Coordinator Tim Knox for his support and direction and Aboriginal Project Officer, Cheryl Moggs for her management and invaluable work in gathering and collating information to assist the completion of the Aboriginal Employment Strategy. The Aboriginal Employment Strategy is produced with funding from the Australian Government Department of Education, Employment and Workplace Relations. i

4 Foreword With the adoption of the Regional Caring for Country Plan, QMDC put in place a framework to highlight some of the issues that have concerned Aboriginal communities for a long time. This strategy, the Aboriginal Employment Strategy, will provide a process to address some of those concerns, and create a way forward in achieving the community s aims and aspirations. As outlined in the strategy, the process for addressing these concerns is focussed on four key initiatives. 1. Assessing the potential that exists for professional or semi-skilled employment within the community. 2. Identifying the skills necessary to access those employment opportunities, and ensuring that members of the community have the ability to acquire those skills. 3. Identifying long term career pathways that those skills will provide for, and the potential that will arise as a result of obtaining those skills, to create small businesses. 4. Looking at specific potential opportunities that will arise as a result of Aboriginal cultural heritage and traditions. The problems that this strategy aims to address are not new. They have been around for a long time and have proven to be hard to find solutions to. In the formulation of this strategy, QMDC has brought together those with a major interest in finding answers to these problems, and with the knowledge to create meaningful outcomes that will have long term effects. The strategy has been community driven, and particular thanks must go to the members of the Regional Aboriginal Advisory Group for their input and knowledge. The success of the strategy will depend on community ownership and participation. Without these things, there will be no success in finding ways to overcome the barriers that exist to the many opportunities that are out there. Thanks must also go to those from government and industry who have contributed to this strategy. It is essential that the whole community works together to achieve successful outcomes. Of course, the strategy would not have been possible if it weren t for the QMDC staff that pulled it all together. QMDC Aboriginal Program Regional Coordinator Tim Knox and QMDC Aboriginal Program Project Officer Cheryl Moggs have made the development of this document possible through their hard work and effort, and that work is very much appreciated. I hope that the adoption of this strategy will mark the beginning of a journey that leads to greater opportunity and fulfilment for our Aboriginal communities, and because of that, our broader community as a whole, and I look forward to seeing the positive results that I feel sure will result from the implementation of this program. Peter Blundell Chair Queensland Murray-Darling Committee ii

5 Table of Contents Acknowledgements Foreword i ii Part 1: Setting the Scene Introduction 1 Developing the Aboriginal Employment Strategy 1 Planning methodology and consultation process 1 Stakeholder input 1 Background 2 Key findings of the consultancy phase 2 Barriers to success 2 Opportunities 7 The Big Picture: a statistical overview 11 Queensland 12 Maranoa-Balonne and Queensland Border Rivers catchments 13 Additional graphs 15 Part 2: The Strategy Overcoming Aboriginal Disadvantage 21 Implementing the Aboriginal Employment Strategy 22 Objectives 22 QMDC Regional Aboriginal program 23 Traditional Owners and Aboriginal Communities 23 Shared Vision 24 Key initiatives 25 Mapping out potential opportunities for semi-skilled and professional employment 25 Goals and actions 26 Identifying career pathways and potential for progression into small business 27 Goals and actions 28 Identifying skill development and resourcing options 29 Goals and actions 30 Mapping out potential opportunities to ensure sustainability and growth of Aboriginal cultural heritage and traditions 31 Goal and actions 32 References 33 Appendices 35 iii

6 Introduction The Aboriginal Employment Strategy has been prepared by QMDC in partnership with the QMDC s Regional Aboriginal Advisory Group, Aboriginal communities, staff, industry and government representatives from the Maranoa- Balonne and Queensland Border Rivers catchments. Following the successful preparation and implementation of the Regional Caring for Country Plan as a key supporting document to QMDC s Regional Natural Resource Management Plan, it was recognised that the further involvement of Aboriginal communities in identifying employment, training and economic opportunities was necessary. In the development of the Aboriginal Employment Strategy, principles and processes used to develop the strategy placed an emphasis on valuing what has gone before. The planning methodology process built on Aboriginal community values and knowledge gathered in previous consultation processes and projects in the development of the Regional Caring for Country Plan, St George Aboriginal Employment Strategy and the Indigenous Agri-food and Agribusiness Labour Market Scoping Analysis Report. Planning methodology and consultation process QMDC sent out an invitation in 2008 across the Maranoa-Balonne and Border Rivers catchments to a range of people to attend seven community forums in Inglewood, Goondiwindi, Dirranbandi, St George, Mitchell, Roma and Miles. A series of workshops were also held with QMDC staff, Aboriginal community and government representative working group members and the QMDC Regional Aboriginal Advisory Group. Final consultation with the broader community consisted of a review of a draft copy of the Aboriginal Employment Strategy in Stakeholder input The objective of the consultations and workshops was to engage a broad range of stakeholders to: identify potential opportunities and gaps in: semi-skilled and professional employment career pathways and potential progression into small business skill development and resourcing options sustainability and growth of Aboriginal cultural heritage and traditions provide a forum for key stakeholders to develop partnerships with the aim to address community aspirations and needs, and assist in the development of the Aboriginal Employment Strategy. The region covered by the Aboriginal Employment Strategy sits within the Maranoa-Balonne and Queensland Border Rivers (including the Moonie River) catchments as identified in Map 1. Map 1: Region covered by the Aboriginal Employment Strategy 1

7 Background Key findings of the consultancy phase The consultancy process provides sufficient evidence that potential opportunities and barriers exist across the region for Aboriginal people that impact on industry, training organisations, schools and the broader community organisations in assisting Aboriginal people in closing the gap in employment, training and economic development. The following responses from all key stakeholders has been an integral component of identifying employment, training and economic opportunities for Aboriginal people and allows us to view barriers and challenges and gives us insight into the potential opportunities that exist. Barriers to success (indicative only) Cultural Educational/ Experience Employment Economic Natural Resource Management Skills preservation and protection of culture heritage and the natural environment identification of weeds and pests qualified drivers with licenses and tickets for machine operators and heavy transport literacy and numeracy educational and leadership small business management entrepreneurship qualified trainers and delivery at a local level recognition of prior learning limited teacher aides and programs in schools to assist students to achieve training delivery styles are not relevant or culturally appropriate to meet community and industry needs mentoring support for Indigenous people and employers is lacking job readiness retention of workforce availability of financial capital and inability to access financial capital due to various impediments small business management skills and knowledge entrepreneurial skill development educational and leadership skills identification of weeds and pests plant propagation and management preservation and protection of culture heritage and the natural environment Knowledge limited cultural knowledge and customs held by Aboriginal people traditional knowledge and customs are not always passed on to the next generation knowledge of recruitment processes for mining, petroleum and gas companies of industry specific skills, qualifications and experience career development opportunities not reaching the broader community, industries knowledge of recruitment processes for mining, petroleum and gas companies awareness of advisory and support services dissemination of funding opportunities to individual and community knowledge and experience accessing funding information and opportunities Aboriginal people have cultural understanding of natural resource management but lack understanding of science and ecology 2

8 Barriers to success (continued) Cultural Understanding Aboriginal people have cultural understanding of natural resource management but lack understanding of science and ecology in these areas Educational/ Experience Employment Economic Natural Resource Management the broader community has limited cultural awareness, understanding and experience in communicating and working with Aboriginal people. cultural groups and councils need to be more involved in developing community cultural profiles Aboriginal community groups and schools need to be more involved in developing cultural profiles and support systems land owners and managers lack understanding of Aboriginal employment programs commitment to fulltime employment for Indigenous people from government, industries and communities industry specific skills, qualifications and experience accommodation to meet industry and community needs work culture getting people to and from work is a major problem due to transport and commitment from individuals identification and awareness of Aboriginal business operators motivation and experience Aboriginal people at face front drought Aboriginal people have cultural understanding of natural resource management but lack understanding of science and ecology families are not encouraged to take on leadership/mentoring roles to support individuals in the workplace Further potential barriers that impact on Aboriginal people in the agrifood and agribusiness sectors have also been identified from a previous consultancy process conducted for the Department of Education, Employment and Workplace Relations. (Indigenous Agri-food and Agribusiness Labour Market Scoping Analysis, 2008) This analysis suggests the greatest barrier affecting long-term unemployed Indigenous people seems to be the lack of a work ethic. During the consultancy phase of developing this strategy, it was widely viewed by all of the communities visited that lack of commitment and motivation from Aboriginal people entering and participating in the workforce is due to a diverse range of barriers that have been identified. The consultation found stakeholders believe these barriers need to be addressed before Indigenous people enter the workforce to ensure success and sustainability. The following graph identifies Indigenous unemployment participation rate in comparison with non-indigenous people. No doubt these statistics could be affected by the barriers identified through the consultancy phase. 3

9 Unemployment rate - Border Rivers 4.3% Unemployment rate - Maranoa-Balonne 2.6% Unemployment rate - Queensland 4.5% 19.2% 9.8% 13.1% Non-Indigenous Indigenous Non-Indigenous Indigenous Non-Indigenous Indigenous Figure 5: Comparison of unemployment rates Figure 5 shows that the Border Rivers region s Indigenous unemployment rate of 19.2% is higher than both the Australian and Queensland Indigenous unemployment rates of 15.6% and 13.1% respectively. Unemployment rates in the Maranoa-Balonne for both Indigenous people (9.8%) and non-indigenous people (2.6%) are lower than the national rates (15.6% and 5.1% respectively) state rates (13.1% and 4.5%). ( Another barrier that impacts on work participation for Aboriginal people is transport, including limited numbers and loss of licences, vehicle reliability, vehicle ownership and the dependence on family, friends and employer to get employees to work. A licence is an essential item for participation in the workforce and the lack of one is a clear disadvantage for Aboriginal people keen to take up opportunities across the region. Positions exist in heavy transport industries, with landholders and mining companies but the lack of the requisite licences is a hindrance. There are further suggestions (DEEWR 2008 report), that few Indigenous people have reliable transport to attend assessment, employment interviews, training sessions, work experience or to travel to work. Method of travel to work - Border Rivers Indigenous Worked at home 3 (1.9%) More than one method 0 (0%) Other 0 (0%) Taxi 0 (0%) Walked 24 (15.6)% Bicycle 4 (2.6%) Motorbike/scooter 3 (1.9%) Truck 1 (0.6%) Car as passenger 16 (10.4%) Car as driver 103 (67%) Figure 18: Border Rivers: method of travel to work - Indigenous people Figure 18 shows that Indigenous people in the Border Rivers are more likely to be drivers and, and less likely to be passengers in cars, walk, cycle or travel by truck or motorbike/scooter than their state counterparts. A comparison of Border Rivers Indigenous to non-indigenous people regarding methods of travel to work shows that Indigenous people are more like to be drivers and passengers in cars or cycle than non-indigenous people, more likely to walk and less likely to travel by truck or to work from home. 4

10 As seen in figures 16, a much higher proportion of Queensland Indigenous people walk to work (18.5%) compared to non-indigenous people (0.03%). Indigenous people were more likely to be passengers in cars (17%) than non-indigenous (8.4%) and less likely to be drivers of cars (53% Indigenous compared to 76.3% non-indigenous). A lower proportion of Indigenous people (2%) worked from home compared to non- Indigenous people (6.6%). ( Method of travel to work - Queensland Indigenous Other 419 (1.3%) Walked 5,793 (18.5%) Worked at home 639 (2%) More than one method 785 (2.5%) Taxi 156 (0.5%) Bicycle 559 (1.4%) Motorbike/scooter 268 (1.4%) Truck 602 (2%) Car as passenger 5,388 (17%) Car as driver 16,673 (53.3%) Figure 16: Queensland: method of travel to work - Indigenous people As seen in figure 16, a much higher proportion of Queensland Indigenous people walk to work (18.5%) compared to non-indigenous people (0.03%). Indigenous people were more likely to be passengers in cars (17%) than non-indigenous (8.4%) and less likely to be drivers of cars (53% Indigenous compared to 76.3% non-indigenous). A lower proportion of Indigenous people (2%). worked from home compared to non-indigenous people (6.6%). ( Overall key findings identified through the consultancy processes demonstrate that there are a number of opportunities, challenges and barriers for Aboriginal people in Maranoa- Balonne and Border Rivers catchments in the natural resource management and agribusiness industries. 5 Rosemarie Waters, St George

11 Employment positions that exist across the region (indicative only) Opportunities Experience / Qualifications Skill / Knowledge Technical Officers: vegetation water and wetlands salinity weed and pest animal management nature conservation/vegetation/riparian management or appropriate NRM discipline Applied Science or Environmental Resource Management or other NRM discipline Agricultural Science or Environmental Science or other appropriate NRM discipline Certificate IV in Assessment is desirable workplace training is desirable demonstrated experience in developing and implementing pest management plans relevant experience in nature conservation/ vegetation/riparian management or appropriate NRM discipline industry experience in Water Use Efficiency is an advantage Driver s Licence project management/reporting communication delivery action learning strategies software use of Word, Excel, databases, , internet understanding of GIS applications demonstrated technical skills and knowledge in weed and pest management demonstrated knowledge of salinity risk assessment and hydro geological processes demonstrated ability to interpret and present technical information demonstrated knowledge of the landscapes, natural resource management, farming and grazing systems Landcare Coordinator qualification in rural or natural resource management discipline is desirable Certificate IV in Assessment and Workplace Training would be an advantage demonstrated ability in community education, communication and event management or public relations high level of written and oral communication Driver s Licence software use in Word, Excel, databases, and the internet understanding of GIS applications Regional Coordinator Aboriginal Programs no minimum qualification requirement tertiary qualification may be an advantage demonstrated knowledge and experience working with Aboriginal communities demonstrated ability to communicate effectively with Aboriginal communities in the region and acknowledge of Aboriginal protocols demonstrated knowledge of Aboriginal natural and cultural resource management issues and processes Driver s Licence project/reporting/financial management Aboriginal Employment Strategy Officer identified Aboriginal position high level of written and oral communication. Driver s Licence software use in Word, Excel, databases, and the internet Indigenous Engagement Officer no minimum qualification requirement tertiary qualification may be an advantage demonstrated knowledge and experience of working with Indigenous communities demonstrated ability to communicate effectively with Indigenous communities in the region and knowledge of Indigenous cultural protocols demonstrated knowledge of Indigenous natural and cultural management issues and processes Driver s Licence high level of written and oral communication GIS Officer qualification in an Applied Science field (e.g. Information Technology, GIS, Cartography, Natural Resource Management) demonstrated high-level ability to utilise Geographic Information Systems demonstrated knowledge of the application of a range of remote sensing techniques and modelling methodologies. Driver s Licence advanced proficiency in the use of Word, Excel, database systems, ArcView, and the internet 6

12 Opportunities within communities identified through the Aboriginal Employment Strategy consultations (indicative only) Cultural Educational/ Experience Employment Economic Natural Resource Management native nurseries market gardens training profiles in small business, nursery, horticulture and conservation and land management. Traditional Owners and elders working in schools traineeships with local nurseries/ schools to identify and manage native plants establishment of Aboriginal native nursery/ market gardens for commercial and community purposes management of weeds and pests Aboriginal work teams assist Aboriginal people with specific licences and tickets heavy machinery operators/drivers on farms, Regional Councils lands and mining operations small business transport contractor managing and working on traditional country development of Aboriginal leaders and mentors. leadership/mentor training assist school children industry and community mentoring business membership on NRM boards Carp Busters series (traditional customs and practices) cultural knowledge implemented in management of Carp and preservation of native fish coordination of Carp Buster Fishing Series small business in the management of Carp with Regional Councils, landholders and fishing clubs preservation and protection of native fish. retail Aboriginal products training in retail and small business management Self-employment with avenues of becoming an employer small business in retail selling Aboriginal food products preservation and protection of traditional country/ native food products traditional customs and practices traineeships in conservation and land management, cultural heritage mining/petroleum, gas companies (individuals) Traditional Owners and Elders small business in conservation and land management, cultural heritage input into environmental impacts statements cultural heritage management plans cultural trails/story lines cultural awareness training across the broader community self-employment with avenues of becoming an employer small business in Indigenous tourism preservation and protection of traditional country development and passing down of traditional knowledge and practices fire management Aboriginal customs and practices acknowledged training in fire management Elders and Traditional Owners sharing knowledge and skills Aboriginal people working with landholders and Regional Councils small business in fire management preservation and protection of traditional country Aboriginal Rangers preserving and protecting cultural heritage develop traineeships and training opportunities Rangers to work in partnerships with landholders and Regional Councils small business in managing traditional country development of Cultural Heritage/ NRM management plans 7

13 Opportunities within communities identified through the Aboriginal Employment Strategy consultations (indicative only) (continued) Cultural Educational/ Experience Employment Economic Natural Resource Management culturally appropriate training localised training job readiness training geared for the workforce development of local trainers to assist community, industry at a local level real training for real jobs by working with industry to identify skill sets required qualified trainers released from government jobs to assist communities small business training to assist Aboriginal people to develop enterprises conservation and land management/ cultural heritage issues specifically addressed at a local level development of a Community Training profile in consultation with Indigenous people, council, and industry recognition of prior learning development of career forums at a local level (specifically identifying local opportunities) QMDC Regional Aboriginal Advisory Group, staff, government representatives and community members addressing culture heritage in the Queensland Murray-Darling Basin. 8

14 The information and graphs in this section give an indication of challenges and barriers for Aboriginal people and the broader community in addressing Aboriginal participation and growth in the Australian economy. According to the Open for Business: Developing Indigenous Enterprises report 2008, non-indigenous people are three times more likely to own and run their own business then Indigenous people; this factor is further influenced by remoteness. According to 2006 ABS statistics, 6% of employment Indigenous people indicated they worked in their own business, which compares with 17% of employed non-indigenous people across the state. The proportion of employed Indigenous people who worked in their own business was highest in major cities (7%) and lowest in very remote areas (2%). These statistics support the notion if the rate of Indigenous participation in small business increased there is likely to be a flow on effect of employment and increased economic participation which could further close the gap between Indigenous and non-indigenous people. The low education levels of many Indigenous Australians means they can be ill-equipped to work in most of the skills shortage areas in South West Queensland today. Lack of education also means that they are not well prepared educationally and often psychologically to undertake training. However, there comes a point at which personal resources the individual s qualifications for work or attitude to work also become a limiting factor. (DWEER 2008 report) The levels of education reached by Indigenous people as compared against non-indigenous people for Queensland are less than the Indigenous proportion of the population (3%) for all levels of education. The two highest completion rates for Queensland Indigenous education at the levels of Certificate (1.9%) and Year 1 2 (1.6%) are still well below the state s Indigenous population value of 3%. The rates of completion by Indigenous people for the Border Rivers differ in comparison with state figures and in the Maranoa-Balonne the rates of completion by Indigenous person s level of education are higher than the state figures. However, completion rates for Indigenous people in comparison to non-indigenous people create a very competitive market in entering the professional domain. The qualifications and skills provided for the listed positions and opportunities across the region are an example of what Aboriginal people need to strive for if they want to be in the position as non-indigenous people to enter the workforce at different levels of formal education and skill development. ( QMDC Aboriginal Employment Strategy think tank session, March

15 Postgraduate Degree Bachelor Degree Graduate Diploma & Graduate Certificate Advanced Diploma and Diploma Year 12 Or Equivalent Certificate Level Level of education completed - Border Rivers 4.1% 0.9% 4.9% 0.2% 1.4% 1.5% 93.4% 98.5% 95.1% 98.5% 97.8% 97.7% Indigenous Non-Indigenous Figure 7: Level of education completed in the Border Rivers The rates of completion by Indigenous people for the various levels of education in the Border Rivers (figure7) differ in comparison with state figures, as shown in figure 7. The proportion of the Indigenous population completing Certificate (1.5%), Year 12 (1.4%), Advanced Diploma (0.2%) are all less than the corresponding state figures (1.9%, 1.6% and 1.3% respectively). The rate for Indigenous completion of Bachelor level at 0.9% is slightly higher than the state s 0.7%, whilst that for completion for Graduate Diploma (4.9%) and Postgraduate (4.1%) levels are significantly higher than the state completion rates of 0.9% and 0.5%. ( Postgraduate Degree Bachelor Degree Graduate Diploma & Graduate Certificate Advanced Diploma and Diploma Year 12 Or Equivalent Certificate Level 3.4% 1.3% 3.1% 2.0% 3.6% 5.4% Level of education completed - Maranoa-Balonne 96.6% 98.2% 96.9% 97.6% 95.8% 93.5% Indigenous Non-Indigenous Figure 8: Level of education completed in the Maranoa-Balonne In the Maranoa-Balonne (as shown in figure 8), the rates of completion by Indigenous people for the various levels of education is higher for all categories than the corresponding state figures. Certificate level rate of 5.4% shows the greatest difference compared to the state rate of 1.9%. Postgraduate completion rate (3.4%), Graduate Diploma and Graduate Certificate (3.1%) and Year 12 (3.6%) completion rates are much higher than the state rates (0.5% and 0.9% and 1.6% respectively). Indigenous completion proportions for Bachelor and Advanced Diploma levels (1.3% and 2%) are both also higher that than the state levels (0.7% and 1.3%). Completion rates in all levels of education are less than the Maranoa-Balonne Indigenous population proportion of 9%. ( 10

16 Big Picture As shown in the 2006 census data represented in figures 1 and 2, Aboriginal people make up 2% of the total Australian population; whilst in Queensland Aboriginal people comprise 3% of the total population. ( Australian Population 455,031, (2%) Queensland Population 127,578 3% Non-Indigenous Indigenous 18,266,812 (98%) Non-Indigenous Indigenous 3,552,041 97% Figure 1: Australian population Figure 2: Queensland population Border Rivers Population 741 (3%) Maranoa-Balonne Population 1,611 (9%) Non-Indigenous Indigenous 20,785 (97%) Non-Indigenous Indigenous 16,937 (91%) Figure 3: Border Rivers: population Figure 4: Maranoa-Balonne: population The Indigenous 1 proportion of the population in the Border Rivers region is 3%, with the Maranoa-Balonne regions having a greater proportion of Indigenous people at 9% of the total population 2. 1 The population data provided by QRBIS for Regional bodies does not differentiate between Aboriginal and Torres Strait Islanders, whilst Australian and Queensland data does differentiate. Therefore, the regional data for Indigenous people may include people of Torres Strait Island or a mixture of Aboriginal and Torres Strait Island heritage. 2 Source of all regional data in these charts: Australian Bureau of Statistics, 2006 Census of Population and Housing, Indigenous Profile queries to Queensland Regional Bodies Information System (QRBIS) via Queensland Office of Economic and Statistical Research of Collection series: I01, I10, I29, I32 & I34 accessed online at 11

17 Education: completion The levels of education reached by Indigenous people as compared against Non-Indigenous people for Queensland are less than the Indigenous proportion of the population (3%) for all levels of education. The two highest completion rates for Queensland Indigenous education at the levels of Certificate (1.9%) and Year 1 2 (1.6%) are still well below the state s Indigenous population value of 3%. The rates of completion by Indigenous people for the various levels of education in the Border Rivers differ in comparison with state figures. The proportion of the Indigenous population completing Certificate (1.5%), Year 12 (1.4%), Advanced Diploma (0.2%) are all less than the corresponding state figures (1.9%, 1.6% and 1.3% respectively). The rate for Indigenous completion of Bachelor level at 0.9% is slightly higher than the state s 0.7%, whilst that for completion for Graduate Diploma s (4.9%) and Postgraduate (4.1%) levels are significantly higher than the state completion rates of 0.9& and 0.5%. In the Maranoa-Balonne, the rates of completion by Indigenous people for the various levels of education is higher for all categories than the corresponding state figures. Certificate level rate of 5.4% shows the greatest difference compared to the state rate of 1.9%. Postgraduate completion rate (3.4%), Graduate Diploma and Graduate Certificate (3.1%) and Year 12 (3.6%) completion rates are much higher that the state rates (0.5% and 0.9% and 1.6% respectively).indigenous completion proportions for Bachelor and Advanced Diploma levels (1.3% and 2%) are both also higher that than the state levels (0.7% and 1.3%). Completion rates in all levels of education at a state level are less than the Maranoa-Balonne Indigenous population proportion of 9%. These last two educational categories also show greater rates of completion than the 3% proportion of the population represented by Indigenous people in the Border Rivers regions, with the remaining categories showing rates much less than the population proportion. Education: attendance In Queensland the number of Indigenous people attending Secondary education (11,592) represents 4.9% of the state s total attendance at this level ( ). Technical and Other education Institution students (2,343) comprised 3.4% of total state attendees (65,150). Both levels are above the 3% Indigenous proportion of the state population. At 1,983 people, a lower proportion (1.4%) of Queensland s University or other Tertiary students were Indigenous compared to state numbers (135,004) for that category. For the Border Rivers region, Indigenous attendance numbers at University (13) represents 6.8% of the total attendees (191) and is a much higher proportion than the state rate of 1.4%. The Indigenous Secondary attendance of 57 people is 4.8% of the total number (1,185) which is only slighter lower than the state rate of 4.9%. The two Indigenous people attending a Technical or Further Educational Institution at 0.7% is much lower than the Indigenous state rate of 3.4%. Maranoa-Balonne rates of Indigenous attendance at all three listed types of institutions were much greater that both state and Border Rivers levels. The 20 students at Technical or Further Education attendance represented 7.7% of totals, the 15 University attendees being 8.1% of total and the 135 Secondary students representing 14.3% of regional attendance totals. 12

18 Education: field of study The Queensland rates of Indigenous involvement in three particular fields of study shows only 1% of the state s Nature and Physical Sciences students are Indigenous, whilst Agriculture/ Environmental and Related studies and Society and Culture Indigenous students were both 3% of the state totals. There were no Indigenous people within the total 114 students studying Nature and Physical Sciences in the Border Rivers and only one student for Agriculture/ Environmental and Related studies where the regional total was 581. The 13 Indigenous Society and Culture students comprised 2.7% of the state s total of number 476 people. The three Indigenous students of Nature and Physical Sciences comprised 5% of the regional total of 58 for Maranoa-Balonne, whilst the 13 Agriculture/ Environmental and Related studies and 26 Society and Culture Indigenous students made up 2.3% and 7% respectively of the regional totals of 575 and 369 people. Maranoa-Balonne: industries of employment The Maranoa-Balonne s 31 Indigenous workers in the Construction industry category comprised 5.9% of that region s total industry workers, and the 17 Mining Indigenous industry workers comprised 6.6% of total industry workers. These figures reveal a much higher proportion of Indigenous workers are employed in the Maranoa-Balonne than in the Border Rivers, where the 7 construction workers are 1.1% of total and there are no mining workers. The Maranoa-Balonne s proportions for both categories are also higher that Queensland s 2,913 construction workers who comprise1.8% of total industry workers and 911 mining workers comprising 3% of total industry workers. Regarding the Education and Training category, the 17 Border Rivers Indigenous workers were proportionally more plentiful at 2.3% of the total, as were the 39 Maranoa-Balonne workers (5.7% of total) compared to Queensland s 2,810 Indigenous workers in this category who comprised 2% of total industry workers. For the Professional/Scientific and Technical Services category, the 13 Indigenous Border Rivers workers (1.4% of total) and the five Maranoa-Balonne Indigenous workers (2.5% of total) were both higher that the Queensland s 730 workers comprising 0.7% of total. The 54 Indigenous Agriculture, Forestry and Fishing industry workers represent 2% of the Maranoa-Balonne s total industry workers, which is greater than the Queensland Indigenous proportion of 1.8% for its 1,142 workers. It is also greater than the Border Rivers proportion of 1.2% for its 34 industry workers. The proportion of self-employed Indigenous people for both the Border Rivers (four people representing 0.4% of total) and Maranoa-Balonne (five people representing 0.5%) is lower than that for the Queensland s 901 workers, representing 0.7% of total. 13

19 Unemployment The Border Rivers region s Indigenous unemployment rate of 19.2% is higher than both the Australian and Queensland Indigenous unemployment rates of 15.6% and 13.1% respectively. Unemployment rates in the Maranoa-Balonne for both Indigenous people (9.8%) and Non- Indigenous people (2.6%) are lower than the national rates (15.6% and 5.1% respectively) state rates (13.1% and 4.5%). Economic development Non-Indigenous people are three times more likely to own and run their own business than Indigenous people; this factor is further influenced by remoteness. According to 2006 ABS statistics 6% of employed Indigenous people indicated they worked in their own business, which compares with 17% of employed non-indigenous people across the state. (Open for Business: Developing Indigenous Enterprises Report 2008) QMDC's Aboriginal Program was expanded in 2009 to include an Aboriginal Rangers team. 14

20 Additional Graphs Postgraduate Degree Bachelor Degree Graduate Diploma & Graduate Certificate Advanced Diploma and Diploma Year 12 or equivalent Certificate Levels I, II, III & IV 0.5% 0.7% 0.9% 1.3% 1.6% 1.9% Level of education completed - Queensland 99.1% 98.8% 98.7% 98.1% 97.7% 97.2% Indigenous Non-Indigenous Figure 6: Queensland: levels of education completed by Indigenous and non-indigenous people The levels of education reached by Indigenous people as compared against non-indigenous people for Queensland (as shown in figure 6) are less than the Indigenous proportion of the population (3%) for all levels of education. The two highest completion rates for Queensland Indigenous education at the levels of Certificate (1.9%) and Year 1 2 (1.6%) are still well below the state s Indigenous population value of 3%. Persons attending an educational institution - Queensland Secondary 11, ,968 University Or Other Tertiary Institution 1, ,004 Technical Or Further Educational Institution 2,343 65,150 Indigenous Non-Indigenous Figure 9: People attending an educational institution in Queensland Figure 9 show that the number of Indigenous people attending Secondary education (11,592) represents 4.9% of the state s total attendance at this level ( ). Technical and Other education Institution students (2,343) comprised 3.4% of total state attendees (65,150). Both levels are above the 3% Indigenous proportion of the state population. At 1,983 people, a lower proportion (1.4%) of Queensland s University or other Tertiary students were Indigenous compared to state numbers (135,004) for that category. 15

21 Persons attending an educational institution - Border Rivers Secondary 57 1,106 University Or Other Tertiary Institution Technical Or Further Educational Institution Indigenous Non-Indigenous Figure 10: Border Rivers; people attending education institutions For the Border Rivers region, Indigenous attendance numbers at University (13) represents 6.8% of the total attendees (191) and is a much higher proportion than the state rate of 1.4%. The Indigenous Secondary attendance of 57 people is 4.8% of the total number (1,185) which is only slighter lower than the state rate of 4.9%. The two Indigenous people attending a Technical or Further Educational Institution at 0.7% is much lower than the Indigenous state rate of 3.4%. Persons attending an educational institution - Maranoa-Balonne Secondary University Or Other Tertiary Institution Technical Or Further Educational Institution Indigenous Non-Indigenous Figure 11: Maranoa-Balonne people attending education institutions Maranoa-Balonne rates of Indigenous attendance at all three listed types of institutions were much greater that both state and Border Rivers levels. The 20 students at Technical or Further Education attendance represented 7.7% of totals, the 15 University attendees being 8.1% of total and the 135 Secondary students representing 14.3% of regional attendance totals. 16

22 Field of study - Queensland Society And Culture 2, ,852 Agriculture\ Environmental And Related Studies ,301 Natural And Physical Sciences ,957 Non-Indigenous Indigenous Figure 12: Queensland: Fields of study by Indigenous and non-indigenous people The Queensland rates of Indigenous involvement in three particular fields of study shows only 1% of the state s Nature and Physical Sciences students are Indigenous, whilst Agriculture/Environmental and Related studies and Society and Culture Indigenous students were both 3 % of the state totals (figure 12). Field of study - Border Rivers Society And Culture Agriculture\ Environmental And Related Studies Natural And Physical Sciences Non-Indigenous Indigenous Figure 13: Border Rivers: Fields of study by Indigenous and non-indigenous people There were no Indigenous people within the total 114 students studying Nature and Physical Sciences in the Border Rivers (figure 13), and only one student for Agriculture/ Environmental and Related studies where the regional total was 581. The 13 Indigenous Society and Culture students comprised 2.7% of the state s total of number 476 people. 17

23 Method of travel to work - Queensland Non-Indigenous Walked 419 (0.03%) Bicycle19,843 (1.4%) Other 11,178 (0.8%) Worked at home 92,301 (6.6%) More than one method 38,576 (2.8%) Taxi 4,327 (0.3)% Motorbike/scooter 19,650 (1.4%) Truck 28,397 (2%) Car (as passenger) 116,762 (8.4%) Car (as driver) 1,066,058 (76.3%) Figure 15: Queensland: method of travel to work non-indigenous people As seen in figures 15 and 16, a much higher proportion of Queensland Indigenous people walk to work (18.5%) compared to non-indigenous people (0.03%). Indigenous people were more likely to be passengers in cars (17%) than non-indigenous (8.4%) and less likely to be drivers of cars (53% Indigenous compared to 76.3% non-indigenous). A lower proportion of Indigenous people (2%). worked from home compared to Non-Indigenous people (6.6%) Method of travel to work - Border Rivers Non-Indigenous Worked at home1,289 (14.6%) More than one method 65 (0.74%) Taxi 12 (0.14%) Other 104 (1.2%) Walked 816 (9.2%) Bicycle 84 (1%) Motorbike/scooter 81 (1%) Truck 266 (3%) Car as passenger 659 (7.5%) Car as driver 5,461 (62%) Figure 17: Border Rivers: method of travel to work non-indigenous people Figures 17 shows that non-indigenous people in the Border Rivers are less likely to be either drivers or passengers in cars and more likely to walk or work from home than their state counterparts. Motorbike/ scooter and bicycle and truck proportions are similar to state values. 18

24 Figures 19, 20 and 21 show the number and proportions of Indigenous and non-indigenous workers in various industries of employment chosen for comparisons between Queensland, the Border Rivers region and the Maranoa-Balonne region. Industry of employment - Queensland Mining 911 (3%) 29,581 (96.3%) Professional\Scientific & Tech Services 730 (0.7%) 101,184 (98.8%) Construction Education & Training Self Employed 2,913 (1.8%) 2,810 (2%) 901 (0.7%) 120,004 (98.5%) 160,796 (97.5%) 135,608 (97.5%) Agriculture\ Forestry & Fishing 1,142 (1.8%) Non-Indigenous 60,002 (97.2%) Indigenous Figure 19: Queensland industries of employment Industry of empolyment - Border-Rivers Mining 0 (0%) 67 (100%) Professional\Scientific & Tech Services 13 (4.4%) 284 (96.3%) Construction 7 (1.1%) 651 (97.9%) Education & Training 17 (2.3%) 706 (96.6%) Self Employed 4 (0.4%) 941 (99.3%) Agriculture\ Forestry & Fishing 34 (1.2%) 2,732 (98.1%) Indigenous Non-Indigenous Figure 20: Border Rivers industries of employment 19

25 Industry of employment - Maranoa-Balonne Mining Professional\Scientific & Tech Services 242 (93.4%) 17 (6.6%) 194 (97%) 5 (2.5%) Construction Education & Training Self Employed 31 (5.9%) 39 (5.7%) 5 (0.5%) 489 (92.8%) 645 (93.9%) 1,007 (99.5%) Agriculture\ Forestry & Fishing 54 (2%) 2,584 (97.2%) Non-Indigenous Indigenous Figure 21: Maranoa-Balonne industries of employment The Maranoa-Balonne s 31 Indigenous workers in the Construction industry category comprised 5.9% of that region s total industry workers, and the 17 Mining Indigenous industry workers comprised 6.6% of total industry workers. These figures reveal a much higher proportion of Indigenous workers are employed in the Maranoa-Balonne than in the Border Rivers, where the seven construction workers are 1.1% of total and there are no mining workers. The Maranoa-Balonne s proportions for both categories are also higher that Queensland s 2,913 construction workers who comprise1.8% of total industry workers and 911 mining workers comprising 3% of total industry workers. Regarding the Education and Training category, the 17 Border Rivers Indigenous workers were proportionally more plentiful at 2.3% of total, as were the 39 Maranoa-Balonne workers (5.7% of total) compared to Queensland s 2,810 Indigenous workers in this category who comprised 2% of total industry workers. For the Professional/Scientific and Technical Services category, the 13 Indigenous Border Rivers workers (1.4% of total) and the five Maranoa-Balonne Indigenous workers (2.5% of total) were both higher that the Queensland s 730 workers comprising 0.7% of total. The 54 Indigenous Agriculture, Forestry and Fishing industry workers represent 2% of the Maranoa- Balonne s total industry workers, which is greater than the Queensland Indigenous proportion of 1.8% for its 1,142 workers. It is also greater than the Border Rivers proportion of 1.2% for its 34 industry workers. The proportion of self-employed Indigenous people for both the Border Rivers (4 people representing 0.4% of total) and Maranoa-Balonne (5 people representing 0.5%) is lower than that for the Queensland s 901 workers, representing 0.7% of total. 20

26 Overcoming Indigenous Disadvantage Raising the living standards, social and economic outcomes of Indigenous Australians continues to be a high priority for the Australian Government. The Australian Government's long-term vision is that Indigenous Australians will have the same opportunities as other Australians to make informed choices about their lives, realise their full potential in whatever they choose to do and take responsibility for managing their own affairs. The Queensland Government is committed to a national Indigenous reform agenda through the Council of Australian Governments (COAG) centred on six national closing the gap targets. One of these targets will be supported through the implementation phase of this Aboriginal Employment Strategy, namely, halving the gap in employment outcomes between Indigenous and non- Indigenous Australians within a decade. (COAG, 2007) According to the Business Council of Australia, as the country moves forward challenges will arise from the ageing of the population, thus increasing the number of dependents against a declining taxpaying workforce. Australia will grapple with the transition to a supply-constrained economy in which the key inputs of growth, such as labour, skills and infrastructure, are in increasingly short supply. Dealing with these challenges means Australia needs to improve the productivity of its existing workforce, through increased education and skills levels. This presents new challenges and opportunities for government, business and the community in the attempt to lift participation levels and address chronic disadvantage among key segments of the community. Indigenous adults have been one of those groups identified as being significantly disadvantaged in workforce participation terms. (Business Council of Australia Engaging Our Potential, 2007) The Department of Education, Employment and Workplace Relations (DEEWR) is committed to the Australian Government s goal of reducing Indigenous disadvantage including halving the employment gap between Indigenous and non-indigenous Australians within a decade. The reformed Indigenous Employment Program (IEP) will make employment and training services more responsive to the specific needs of Indigenous job seekers, Indigenous businesses and employers. Under the reformed IEP, support is available for activities that increase employment opportunities and participation for Indigenous Australians and that which will offer value for money. This may include activities that: encourage and support employers to provide sustainable employment opportunities for Indigenous Australians encourage and prepare and support Indigenous Australians to take up training and employment opportunities, stay in jobs and enhance their future employment prospects help Indigenous communities, industry bodies and groups of employers to develop Indigenous workforce and economic development strategies that support local and regional economic growth help Indigenous Australians to develop sustainable businesses and economic opportunities in urban, regional and remote areas. The reformed IEP will complement Job Services Australia as well as the reforms to Community Development Employment Projects (CDEP). (DEEWR, 2009) From an industry perspective, there are labour shortages and skills needs in the agri-food processing industry and relevant agribusiness supply chains in South West Queensland. There is potential for unemployed Indigenous people to alleviate part of this labour shortage. Very few jobs offer a career path and there is currently no mechanism that can address the problems of the Indigenous labour force by focusing directly on industry identified labour skills needs. As the situation facing industry and Indigenous people differs across the region, different communities would require different strategies tailored to the needs in that location. (DEEWR 2008 report) 21

27 The following graphs give us insight into Aboriginal people s career pathways in comparison to non- Indigenous people. The challenge is if Aboriginal people are to participate fully into the Australian s economy on a professional level then career paths needs to be developed and choice given instead of focusing on just skill sets to address the shortage of labour. There were no Indigenous people within the total 114 students studying Nature and Physical Sciences in the Border Rivers (figure 13), and only one student for Agriculture/ Environmental and Related studies where the regional total was 581. The 13 Indigenous Society and Culture students comprised 2.7% of the state s total of number 476 people. The three Indigenous students of Nature and Physical Sciences comprised 5% of the regional total of 58 for Maranoa-Balonne, whilst the 13 Agriculture/ Environmental and Related studies and 26 Society and Culture Indigenous students made up 2.3% and 7% respectively of the regional totals of 575 and 369 people (figure 14). ( Field of study - Border Rivers Society And Culture Agriculture\ Environmental And Related Studies Natural And Physical Sciences Non-Indigenous Indigenous Figure 14: Field of study (Maranoa-Balonne) Implementing the Aboriginal Employment Strategy During the next five years, the Aboriginal Employment Strategy aims to assist in closing the gap for Aboriginal people s participation in the Australian economy, employment and training sectors in the Maranoa-Balonne and Border Rivers catchments through the following objectives and actions identified in the implementation phase of the Aboriginal Employment Strategy. Strategy objectives 1. Inform the Regional Caring for Country Plan (as a key supporting document) and guide regional investment decisions. 2. Inform government, non-government and community about the region s Aboriginal aspirations and priorities in employment, training and economic development. 3. Provide a key negotiation tool in resourcing discussions and investment opportunities to deliver strategies and actions in the QMDC Aboriginal Program with a range of potential investors. 4. Implement opportunities, strategies and recommendations identified within the St George Aboriginal Employment Strategy and the Agri-food and Agribusiness Labour Needs Scoping Analysis Report. 22

28 The overall aim of the implementation phase is to address the under representation of Aboriginal people in natural resource management and agribusiness industries by developing a shared vision that will endeavour to provide pathways to employment, training, skill development and economic sustainability. In developing a shared vision for Aboriginal communities in the Maranoa-Balonne and Queensland Border Rivers catchments, traditional owners and other Aboriginal people across the region at times identify differing community priorities. Whilst there may be similarities in values and principles associated with developing a shared vision, community priorities are likely to vary with regard to cultural diversity and practices, human and physical resources and remoteness. The QMDC Aboriginal Program The Aboriginal Program of QMDC is committed to the Aboriginal Employment Strategy, Traditional Owners and Aboriginal communities across the region to further progress development of a shared vision. This commitment is evident in the four key strategic areas of the Regional Caring for Country Plan: (1) Caring for Country, (2) community and culture (3), meaningful involvement and (4) Aboriginal knowledge. Identified priorities within these four key strategic areas aim to: ensure traditional knowledge of caring for country is recognised and incorporated in natural resource management the sustainability of Aboriginal communities, including maintaining the economic viability of communities and commercial use of resources increased employment of Aboriginal people in managing country and training programs that will deliver long-term employment opportunities. Traditional Owners and Aboriginal communities in the QMDC region QMDC acknowledges those Traditional Owner groups throughout the region with registered claims with the National Native Title Tribunal. QMDC also recognises those Traditional Owners who do not have a registered claim with National Native Title Tribunal and those Aboriginal people throughout the region that have strong historical connections to certain areas within the region. Aboriginal communities and Traditional Owners are encouraged to be actively involved in QMDC activities to ensure that Aboriginal customs and laws are recognised, respected, protected and are implemented in future strategic directions. QMDC made a commitment in 2008 to the Aboriginal community and Traditional Owners by establishing a Regional Aboriginal Advisory Group of the eight Traditional Owner groups, including representation of a male and female from each traditional owner group. Traditional Owner groups with an association to country within the Maranoa-Balonne and Queensland Border Rivers catchments include: Barunggam Bidjara Bigambul Gunggari Kambuwal Kamilaroi/Goomeroi Kooma Mandandanji 23

29 Shared Vision There are a number of employment, training and economic development opportunities in the Maranoa- Balonne and Border Rivers catchments as identified through the Aboriginal Employment Strategy s consultancy phase. The following section aims to highlight a range of goals, actions and potential partners/ projects that will endeavour to support and guide the development of employment, training and economic opportunities for Indigenous people during the next five years. These actions and goals address only a limited of opportunities and challenges identified through the development of the Aboriginal Employment Strategy. Further development and implementation of remaining Aboriginal community and industry aspirations and needs may be achieved by: collaborative approach by all key stakeholders community and industry decision process, rather than driven by government continual government support development of career pathways model real jobs - real training profile local community capacity building. To this end, four key initiatives have been developed, in consultation with stakeholders, that will assist in addressing Aboriginal community and industry aspiration and needs. mapping out potential opportunities for semi-skilled and professional employment Identifying career pathways and potential for progression into small business Identifying skill development and resourcing options Mapping out potential opportunities to ensure sustainability and growth of Aboriginal cultural heritage and traditions 24

30 Key Initiative 1: Map out potential opportunities for semi-skilled & professional employment Goal: Identify pathways to ensure Aboriginal people are meaningfully involved and employed in natural resource management and agribusiness industries. Community Comments Our sites are covered with weeds, paper, and bottles. We need to clean them up and take care of them. We are concerned about our country and there are people trying to control weeds, pests and monitor our rivers. We need to be involved to manage our country. Actions 1.1 Reduce the impact and spread of Weeds of National Significance during the next two years. 1.2 Develop Indigenous partnerships that engage Indigenous communities in delivering Caring for our Country. 1.3 Increase Indigenous involvement in weeds and pest management on stock routes and crown land. 1.4 Develop Indigenous traineeships in horticulture, conservation and land management. Potential Partners/Projects (indicative only) Australian Government Caring For Our Country Initiative QMDC will investigate partnering with the Federal Department of Education, Employment and Workplace Relations (DEEWR) and Regional Councils to develop the Indigenous Cadetship Support program. QMDC will endeavour to work with the Queensland Government, Regional Councils, schools and Landcare will endeavour to develop Indigenous traineeships in weed and pest management under The First Start Program. COOEE (Coordinating Opportunities for Organisations involved in Enterprise and Education) Job Services Australia and other job networks providers 25

31 Goal: Develop a skilled, committed and productive workforce. Community Comments Jobs are available, but there is limited housing, lack of transport, commitment and qualified people. Our communities lack the knowledge of what industries needs is. Some of us never even finished school. How can we apply for a job when we have problems reading and writing? Actions 1.5 Develop specific industry job readiness programs that integrate Literacy and Numeracy skill development. 1.6 Establish a community and industry reference group to address skill gaps and opportunities. 1.7 Assist Aboriginal people to gain licences to take up transport opportunities with mining companies, landholders and commercial networks. 1.8 Develop industry tours to expose Aboriginal people to workplace culture and seasonal peaks. 1.9 Implement cultural awareness programs across all sectors to develop an understanding of Indigenous Australian s history and cultures; and to employ appropriate protocols to work effectively with Indigenous people Engage employers in the design of work readiness programs including work experience and guaranteed employment placement Become an employer of choice, for example by providing transport, better conditions, encouraging good workers, rewarding good workers with opportunities for skills development that could lead to full time employment. Potential Partners/Projects (indicative only) Registered Training Organisations and Job Services Australia in consultation with community and industry Workplace English Language & Literacy (WELL) Aboriginal organisations and industry Community and industry Job Services Australia, Queensland Transport Job Services Australia, schools and community organisations Wal-meta. Cultural Awareness Training program (Mura ama Wakaana) Department of Employment and Industrial Relations: Skilling Queenslanders for Work-Industry Alliances, Job Services Australia All employers 26

32 Key Initiative 2: Identifying career pathways and potential for progression into small business Goal: Develop linkages and partnerships to support establishment of Aboriginal businesses to ensure sustainability and economic independence. Community Comments As Aboriginal people we continue to live off the land and we need to grasp the cultural and economic benefits that other Australians have been doing for years. Opportunities exist in cultural tours to educate people about bush tucker and medicine plants. There are also business opportunities in transport, work teams and contractors. Actions 2.1 Develop a feasibility study to determine viability for an Aboriginal native nursery or market garden. 2.2 Customise training programs for potential and existing business owners/operators. 2.3 Identify a database of business mentors to work with community to assist in the development of business concepts and long term planning. 2.4 Capture and identify Aboriginal business success stories as a means to educate and inspire Aboriginal people to develop and manage potential businesses. 2.5 Increase strategic alliances with community, industry and government bodies by developing small business workshops and seminars to address marketing, management, capital and other topics identified by potential Aboriginal business operator/owners. Potential Partners/Projects (indicative only) Community, schools, local nurseries, Indigenous Business Australia (IBA) Registered training organisations Office For Women, Aboriginal community, Indigenous Community Volunteers Indigenous Business Reconciliation awards National Australian Bank micro enterprise loans assists Aboriginal people start up or support existing business. Indigenous Business Australia Enterprise assists Aboriginal with business loans and support services for small to medium businesses to establish and grow. DEEWR NEIS labour market initiative to assist unemployed Aboriginal people to establish and operate a business. Westpac Indigenous Capital Assistance Scheme assists Aboriginal people with business, financial and advisory support. Indigenous Community Volunteers links Aboriginal people/ communities with skilled volunteers to provide access to skills and knowledge requested. Department of Employment, Economic Development and Innovation assist Aboriginal people to develop and sustain business development and opportunities. 27

33 Goal: Foster long-term, economic independence and growth. Community Comments There is a lack of motivation and commitment from our people and others. We need leaders in the community to help and support our people. We have great ideas, but where do we start? Actions 2.6 Develop Indigenous school based traineeships in natural resource management and agribusiness. 2.7 Mining companies providing increased employment and enterprise opportunities for local Indigenous people. Potential Partners/Projects (indicative only) Arrow Energy, Origin, Queensland Gas Company and Santos will provide 16 Indigenous schools-based traineeships and distribute an information kit for Indigenous students outlining employment recruitment processes and requirements of their industries. Six placements have been completed. Schools, COOEE 2.8 Expansion of the Mains Roads Alliance Partnership model with traditional owners for Indigenous enterprise development for business capability and the job skills and job mobility development of local indigenous people. Department of Employment and Industrial Relations and Department of Main Roads 28

34 Key Initiative 3: Identifying skill development and resourcing options Goal: Develop appropriate training and career development to ensure opportunities for career advancement,economic sustainability and employment retention. Community Comments We are over trained and don t really know what programs or experiences lead us into other courses or jobs. We want to have training in our communities that help us get jobs and give us careers. We don t want to leave our communities. Actions 3.1 Assess the skills levels in Aboriginal communities to identify gaps in industry, education and training requirements. 3.2 Develop employment and career pathways targets for Aboriginal people to take up positions and careers in NRM and agribusiness industries. 3.3 Industry advice mechanisms to government and members to address Indigenous skills and employment through Skills Formation Strategies, Centres of Excellence, Skills Alliance and Industry-Government partnerships and direct engagement. Potential Partners/Projects (indicative only) Skilling Solutions Queensland and Registered Training Organisations QMDC, industry, schools, COOEE Job Services Australia Department of Employment and Industrial Relations and Department of Education Training and the Arts % of all hours of training delivered under Skilling Queenslanders for Work targeted to Indigenous people. 3.5 Develop traineeships that offer real jobs and real training at a local level. Queensland s Green Army Cooee 29

35 Goal: Increase educational levels to allow Aboriginal people to take full advantage of employment, economic opportunities. Community Comments Our kids are failing at school. This stops them from getting better jobs. We are not educated enough to apply for jobs in natural resource management. We are not sure what you need for these jobs. Actions 3.6 Develop pathways for Indigenous scholarships in natural resource management for secondary students. 3.7 Increase Indigenous teachers in schools to assist in better outcomes for Indigenous students. 3.8 Develop First Start traineeships 3.9 Subsided traineeships in Indigenous based organisations Potential Partners/Projects (indicative only) QMDC, Job Services Australia, schools, COOEE Education Queensland and Remote Area Teacher Education Program (RATEP) Queensland Department of Employment and Industrial Relations 30

36 Key Initiative 4: Map out potential opportunities to ensure sustainability and growth of Aboriginal cultural heritage and traditions Goal: Protect and preserve local traditional knowledge and customs. Community Comments How do we involve ourselves in natural resource management when we don t own land and have to get permission to even access our own country? Where do we go to teach our kids when we don t have country? Actions 4.1 Develop systems for the storage of traditional Aboriginal knowledge and customs. 4.2 Ensure sites of Aboriginal cultural value and significance are preserved and protected. 4.3 Develop partnerships to allow access to country to revive and manage traditional knowledge and customs. Potential Partners/Projects (indicative only) QMDC will endeavour to create databases and geographic information systems (GIS) under its Traditional Knowledge Recording Program with eight Traditional Owner groups. QMDC will offer workshops to landowners and Indigenous people about their duty of care under the Aboriginal Cultural Heritage Act QMDC will employ an Aboriginal engagement officer to manage and protect Aboriginal cultural sites in partnerships with Regional Councils and landowners. 4.5 Develop projects to ensure recording of Aboriginal traditional knowledge from Aboriginal communities during the next two years. Landowners, schools, QMDC Regional Aboriginal Advisory Group and Traditional Owners Australian Government Caring For Our Country Initiative 31

37 Goal: Create effective mechanisms for Aboriginal leadership and representation in natural resource planning and management. Community Comments We need our elders in schools to be role models and educators. There is a lack of motivation and leadership in our communities. Actions 4.6 Establish a database of Aboriginal elders to support and raise the profile of Aboriginal people in natural resource management. 4.7 Develop training profile to assist leadership in natural resource management for women. Potential Partners/Projects (indicative only) Community, Traditional Owners and schools QMDC will endeavour to offer its Naturally Resourceful Program for Aboriginal women to three Traditional Owner groups to develop leadership responsibilities within natural resource management. 4.8 Increase the capacity of Aboriginal people to be effective leaders in their communities. 4.9 Increase capacity of Aboriginal people to be meaningful involved and employed in natural resource management Queensland Government s Office for Women Federal Department of Families, Housing, Community Services and Indigenous Affairs aims to develop and support Aboriginal people in leadership, representative and management roles and Aboriginal cultural traditions through the Indigenous Women s and Indigenous Leadership Development programs. The Australian Indigenous Leadership Centre aims to develop skills and knowledge in leadership through its training programs. QMDC will encourage its Regional Aboriginal Advisory Group to adopt a lead role by working with schools, industries, landholders and communities. Registered Training Organisations 32

38 References Websites Australian Bureau of Statistics 2006 Census of Population and Housing, Basic Community Profile and Indigenous Profile, ABS Canberra Australian Bureau of Statistics 2006 Experimental Estimates of Aboriginal and Torres Strait Islander Australians, ABS Canberra. Australian Bureau of Statistics 2008 Labour Force Characteristics of Queensland Aboriginal and Torres Strait Islander People, ABS Canberra. Australian Government Caring For Our Country: Business Plan Australian Indigenous Leadership Centre Indigenous leadership Training Australia Parliament Open for Business: Developing Indigenous enterprises in Australia Australian Workplace Australian Government. Indigenous Cadetship Support. Australian Workplace Australian Government. New Enterprise Incentive Scheme. Business Council of Australia Engaging Our Potential, COOEE Expanding Horizons Council of Australian Governments (COAG) National Framework of Principles for Delivering Services to Indigenous Australians, last viewed September Department of Education, Employment, Workplace Relations Indigenous Youth Leadership Program: The National Indigenous Cadetship Program Department of Education, Employment, Workplace Relations Indigenous Agri-food and Agribusiness labour Market Scoping Analysis, Department of Employment, Economic Development and Innovation 33

39 Department of Employment and Industrial Relations Department of Environment and Resource Management Department of Families, Housing, Community Services and Indigenous Affairs Indigenous Women s Program, Leadership Opportunities Innovation and Business Skills Australia Workplace English Language and Literacy (WELL) Indigenous Business Australia Indigenous Community Volunteers National Australia Bank Indigenous Entrepreneurs. Office for Women Queensland Government Department of the Premier and Cabinet Queensland Government Department of Education and Training: Positive Dreaming, Solid Futures Queensland Government Green Army Australian Government Caring For Our Country: Business Plan Queensland Murray-Darling Committee Inc Queensland Regional Bodies Information System (QRBIS) via Queensland Office of Economic and Statistical Research Remote Area Teacher Education Program Wal-Meta The Aboriginal and Torres Strait Islander Public Sector Employment Development Unit: Cultural Awareness Training Westpac Indigenous Capital Assistance Scheme. 34

40 Appendices AI. Consultations for Aboriginal Employment Strategy The objectives of the consultations and workshops across the seven communities were to: develop the Aboriginal Employment Strategy provide an opportunity to all participants to identify gaps and opportunities in the Natural Resource Management and Agribusiness sectors and make recommendations into the development of the Aboriginal Employment strategy provide a forum for key stakeholders to develop partnerships with the aim to address community aspirations and needs. When Activities Attendees 15/17 July 2008 (Stanthorpe) 3rd October 2008 (Toowoomba) 6th October 2008 (Inglewood) 8th October 2008 (Goondiwindi) 10th October 2008 (Dirranbandi) 13th October 2008 (St George) Whole staff workshops to identify and map out opportunities within the organisations. Regional Aboriginal focus workshops to identify and map out opportunities. Community and industry workshop forums to identify and map out Aboriginal opportunities in natural resource management and agribusiness industries. Community and industry workshop forums to identify and map out Aboriginal opportunities in natural resource management and agribusiness industries. Community and industry workshop forums to identify and map out Aboriginal opportunities in natural resource management and agribusiness industries. Community and industry workshop forums to identify and map out Aboriginal opportunities in natural resource management and agribusiness industries. QMDC and Landcare staff QMDC Regional Aboriginal Advisory Group QMDC staff Goondiwindi Regional Council Inglewood Farms Landcare QMDC staff QMDC staff Border Rivers Chamber of Commerce Best Employment Centrelink Brisbane North Institute of TAFE Department of Education Training and Industrial Relations New England Institute of TAFE Goondiwindi Training and Technology Centre Goondiwindi State High School QMDC staff Community members Queensland Health Landowner Dirranbandi State School QMDC staff Balonne Becon Newspaper Balonne Shire Best Employment Kamilaroi Training Landcare 35

41 Appendices AI. Consultations for Aboriginal Employment Strategy (continued) When Activities Attendees 14th October 2008 (Mitchell) 15th October 2008 (Roma) 16th October 2008 (Miles) 18th October (Roma) 30th March 2009 Community and industry workshop forums to identify and map out Aboriginal opportunities in natural resource management and agribusiness industries. Community and industry workshop forums to identify and map out Aboriginal opportunities in natural resource management and agribusiness industries. Community and industry workshop forums to identify and map out Aboriginal opportunities in natural resource management and agribusiness industries. QMDC staff workshops to identify and map out opportunities within QMDC Community & Government workshop to assist in the development of a final draft and map out opportunities QMDC staff Roma Regional Council Cooee Inc-Local Community Partnerships Bob Collins Enterprises QMDC Regional Aboriginal Advisory Group QMDC staff Western Downs Skill Project Cooee Inc-Local Community Partnerships Southern Queensland Institute of TAFE Landcare Max Employment Collinson Training Centrelink Busy At Work QMDC staff Landowner Australian Industry Group Qld Apprenticeships Services Western Downs Skills Project Miles State High School Landcare QMDC staff Queensland Mental Health QMDC staff Balonne Agricultural Services and Employment St George Aboriginal Strategy Coordinator Community members St George Aboriginal Housing 36

42 37 36

43 PO Box 6243 Toowoomba West Qld 4350 Ph: PO Box 1078 Roma Qld 4455 Ph: Locked Bag 3 Gondiwindi Qld 4390 Ph: info@qmdc.org.au QMDC is funded by: