Reconciliation Action Plan. coming together

Transcription

1 Reconciliation Action Plan. coming together

2 Hello, I m excited to share with you the Avivo Reconciliation Action Plan. For nearly 50 years we have been working with people to provide the supports they choose that gives them greater control of how they want to live life. Our organisation works in both metropolitan and regional areas of Western Australia with people of all ages, cultures and ethnicities. The importance of developing our Reconciliation Action Plan offers a means to build stronger relationships with Aboriginal and Torres Strait Islander peoples. In developing our RAP, we demonstrate our commitment towards creating a more inclusive and culturally secure organisation for Aboriginal and Torres Strait Islander employees and customers. Avivo is a diverse organisation made up of people from all over the world that bring their passion and drive towards delivering great support services each and every day. The RAP offers people a path to greater understanding and awareness of the heritage and history of this land s first people and to develop respectful and culturally secure practices. In creating this document I m inspired to see how we continue to build an inclusive organisation and challenge ourselves to build greater depth in how we work with people to have active citizenship. Rosie Lawn, CEO 2 avivo.org.au

3 For nearly 50 years Avivo has been helping people with support services in the Aged, Mental Health and Disability sectors. We are a not for profit organisation with offices in Geraldton, Northam, Osborne Park, Jandakot and Mandurah providing regular support across Western Australia to approximately 2,000 customers. We have over 1,000 employees and our aim is to have people with passion, values and skills recruited, developed and retained to deliver our organisation s vision. We currently employ approximately 10 Aboriginal and Torres Strait Islander staff. We are a strong organisation that takes pride in building and keeping close relationships with the many wonderful people we work with. As an organisation, we firmly believe our Vision and Values must be something you see in each and every person at Avivo.

4 Our Vision Our vision guides all that we do. We are all committed to people living as valued citizens, making their own decisions, developing their abilities and growing in their relationships. Our Purpose Our particular purpose is to work in partnership with people and families to plan and provide the supports they choose to lead their lives. Our Values Our values are simple to understand and easy to spot. Each day we challenge ourselves to do our best and to look ahead to make things better. Your life We respect you, value your strengths and listen to what is important to you. In partnership We work in a partnership with you, respect your decisions and work together to do things better. Can do attitude We do what it takes, we are optimistic and innovative as well as practical and persistent. Valuing people We value, develop and support each other to do great work. 4 avivo.org.au

5 Avivo Aboriginal and Torres Strait Islander peoples support Avivo partners with people to develop and provide care and support they need to live life. We recognise through the low take-up of services by Aboriginal and Torres Strait Islander peoples there is a need for Avivo to develop services that are more culturally appropriate. Avivo works alongside Aboriginal and Torres Strait Islander peoples across communities to ensure people who need support due to disability, mental illness or ageing get the help they need. In particular we are developing stronger relationships through the: Wheatbelt Home and Community Care (HACC) Project Garrgatup HACC Project within Metropolitan Perth Personal Helpers and Mentors (PHaMS) program in the Midwest and Wheatbelt Respite for Carers funded by DSS. Avivo acknowledges these areas of good practice within the organisation and that this knowledge needs to be shared more widely so that a consistent, collective approach will grow.

6 Avivo Reflect Reconciliation Action Plan We have developed this Reflect RAP as we recognise the importance of embedding Aboriginal and Torres Strait Islander cultural awareness and understanding into the values of Avivo. We recognise the value of the diverse skills, abilities and culture of our employees, customers and partners and the West Australian community including all Aboriginal and Torres Strait Islander members of the community. We believe that building strong, respectful partnerships with our Aboriginal and Torres Strait Islander peoples and communities is fundamental to achieving our goals for reconciliation and our outcomes for the delivery of appropriate services supporting all people to live life. This Reflect RAP will allow Avivo time to build relationships externally and internally with Aboriginal and Torres Strait Islander communities and organisations. It will help us to inform and guide future RAP commitments. The commitments in the RAP will also help us to involve and engage our Aboriginal and Torres Strait Islander employees, customers and community to ensure our approach and supports are developed with respect and cultural awareness. The RAP formation group is a small team of members from positions across the organisation who are responsible for developing this Reflect RAP. The members include two Aboriginal employees Silvana Oxenbridge-Pidhirnyj, Kiga person (Fleet and Property Services Officer) and Kevin Giles, Noongar man (Personal Helpers and Mentor) as well as Susan Peden (General Manager), Nicki Dyson (Area Manager Wheatbelt), Kylie Jackson (Practice Coach), Melanie Kelsall (Executive Manager Human Resources), Grace Grennan (Training and Development Manager). Although this group will cease once the RAP Working Group has been appointed, Silvana Oxenbridge-Pidhirnyj, Kevin Giles, Nicki Dyson and Kylie Jackson will, through the RAP Working Group continue to champion the implementation of the Reflect RAP. We understand that Avivo will be enriched as we add value to our organisation by creating a foundation which encourages and supports Aboriginal and Torres Strait Islander peoples and for our staff to build their knowledge and cultural awareness of the first Australians. 6 avivo.org.au

7 Avivo Reconciliation Action Plan: February 2018nd Relationships Actions Responsibility Timeline Target Establish a RAP Working Group for the implementation of the RAP. Area Manager Wheatbelt April 2017 March, July & Nov 2017 April 2017 Form the RAP Working Group. Engage Aboriginal and Torres Strait Islanders employees and customers to join this group. Launch the RAP. At least three meetings of the RAP Working Group annually. Explore funding opportunities for resources. Develop strategies to raise awareness of the RAP commitments. Marketing and Communications Manager April 2017 Organise RAP launch event for internal and external stakeholders. RAP Working Group to develop and implement strategies to raise awareness amongst all staff across the organisation about our RAP commitments. Develop and implement a plan to engage and inform key internal stakeholders of their responsibilities within our RAP. Develop and maintain relationships with Aboriginal and Torres Strait Islander peoples, organisations and/or communities in our operating areas. General Manager East Community Services July 2017 Identify Aboriginal and Torres Strait Islander Health Planning Forums or like-minded influential networks within our operating areas and seek Avivo representation. Identify and develop relationships with Elders groups and networks within operating areas. Establish connections and networks with Aboriginal and Torres Strait Islander organisations in service areas. Participate in and celebrate National Reconciliation Week (NRW). Chair of RAP Working group June 2017 Encourage our staff to attend a NRW event. Circulate Reconciliation Australia s NRW resources and reconciliation materials to our staff. Ensure our RAP Working Group participates in an external event to recognise and celebrate NRW. avivo.org.au 7

8 Avivo Reconciliation Action Plan: February 2018nd Respect Actions Responsibility Timeline Target Inform employees around the protocols of the Welcome and Acknowledgement to Country ceremonies to ensure shared understanding of cultural meanings. Chair of RAP Working group From March 2017 Develop, communicate and implement cultural protocol guidelines. Explore and develop a list of the Traditional Owners of the lands and waters within each of the local areas that Avivo is located. Ensure senior management and leadership team are well informed and able to respond to Welcome to Country ceremonies and to deliver cultural Acknowledgements. All public external meetings and events to include Welcome to Country performed by a Traditional Owner. Display culturally appropriate promotional material. Brand Officer Develop an understanding of what is culturally appropriate for promotional materials. Relaunch a film showcasing Avivo s support service that we provide to Elders. Develop a leaflet specifically for promotion to Aboriginal and Torres Strait Islander people around the support services that Avivo offers. Identify other media opportunities to extend reach to Aboriginal and Torres Strait Islander communities. Acknowledge and share information around the meaning of key cultural events and celebrations such as Sorry Day, NAIDOC, Multicultural Day. Brand Officer February 2017 Create a calendar of Aboriginal and Torres Strait Islander events. Encourage staff to participate in local community events eg: NAIDOC, Sorry Day. Raise awareness of the meaning of the events and local communities. RAP Working Group to participate in an internal or external event. Promote events and activities through internal media such as Facebook, ConnectUs, newsletter. 8 avivo.org.au

9 Actions Responsibility Timeline Target Develop a culturally aware, confident and safe workplace. Learning and Development Manager April 2017 July 2017 Sept 2017 Sept 2017 Sept 2017 Capture data and measure our staff s current knowledge and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievement. Conduct a review of cultural awareness training needs within Avivo. Develop and implement a cultural awareness training strategy. Explore and make available learning resources and opportunities to increase awareness of Aboriginal and Torres Strait Islander cultures, histories and achievements within Avivo. Provide culturally specific leadership training opportunities for the RAP Working group, senior management team and board members. Provide on-going cultural awareness through team meetings. avivo.org.au 9

10 Avivo Reconciliation Action Plan: February 2018nd Opportunities Actions Responsibility Timeline Target Investigate opportunities to increase employment opportunities for Aboriginal and Torres Strait Islander peoples. Human Resources General Manager February 2017 June 2017 June 2017 June 2017 Establish baseline data of current Aboriginal and Torres Strait Islander employees. Develop a business case for Aboriginal and Torres Strait Islander employment including traineeships, scholarships and other employment pathways within Avivo. Review HR policies and procedures to ensure they are culturally appropriate. Advertise all job vacancies within Aboriginal and Torres Strait Islander media (ie: our Mob, Dept of workforce development). Support Aboriginal and Torres Strait Islander cultural leadership and peer support within Avivo. Investigate Aboriginal and Torres Strait Islander supplier diversity. Fleet and property services June 2017 July 2017 July 2017 Develop an understanding of the mutual benefits of procurement from Aboriginal and Torres Strait Islander owned businesses. Develop a business case for procurement from Aboriginal and Torres Strait Islander owned businesses. Investigate opportunities to become a member of Supply Nation. 10 avivo.org.au

11 Avivo Reconciliation Action Plan: February 2018nd Tracking progress and reporting Actions Responsibility Timeline Target Report achievements, challenges and learnings to RAP Working Group. Avivo Managers June 2017 Avivo managers to reports to RAP Working Group via Executive team every 6 months outlining RAP activities, learnings, challenges and achievements. Acquit RAP actions on Team Operational Plans. Report findings to Reconciliation Australia through reporting. Chair of RAP Working Group Sept 2017 Define systems to report to track, measure and report on RAP activities. Send report on RAP progress to Reconciliation Australia. Complete annual RAP Impact Measurement questionnaire and submit to Reconciliation Australia. Report to senior management team and the Board. Chair of RAP Working Group Aug 2017, Jan 2018 Review and refresh RAP. Working Group February 2018 RAP progress report provided by the RAP Working group to senior management team and Board annually. Liaise with Reconcilliation Australia to develop a new RAP based on learnings, challenges and achievements. Submit draft Innovate RAP to Reconciliation Australia for formal review and endorsement. Contact details: Nicki Dyson, Avivo, Area Manager Wheatbelt, 149 Fitzgerald Street, Northam WA 6401 Tel: avivo.org.au 11

12 Contact details Call us on Crisis Support Drop us an Watch our customer films avivo.org.au/livinglife Visit our website avivo.org.au We acknowledge Kevin Giles, an Avivo employee, as the artist.