ACTION PLAN : January 2018 December 2019

Transcription

1 INNOVATE RECONCILIATION ACTION PLAN : January 2018 December 2019

2 Holyoake is committed to walking side by side with Aboriginal and Torres Strait Islander people. It is in this spirit that each member of our organisation hand painted gum leaves to symbolise what reconciliation means to us. The leaf artworks featured on the cover, this page and the last page brings the leaves together to represent collaboration, unity and reconciliation. Significance of gum leaves in Aboriginal culture Gum leaves were an important aspect of Aboriginal life. They were used for whistling to each other out in the bush, creating music during sing-alongs, for healing cuts and sores, used around the fire to put food on, as bedding under blankets, and as a message of peace (karrung nodogdie). PAGE 2 : RAP MARCH

3 Walking by side side It is my pleasure to present Holyoake s Innovate Reconciliation Action Plan (RAP). This is the next step forward from our Reflect RAP which was implemented successfully and has been a great learning experience. Holyoake is committed to meaningful reconciliation and to recognise the culturally unique and valuable perspectives that Aboriginal and Torres Strait Islander people bring to our organisation, our services and teams. I would like to thank all those who worked together to develop our Innovate RAP. This includes the Holyoake RAP Committee, representatives from the Mental Health Commission and the Swan City Youth Service, as well as Reconciliation Australia. Significantly, every member of the Holyoake team painted gum leaves to symbolise what reconciliation means to us. These leaves were then arranged carefully to create unique artworks which are included in this brochure. The myriad colours, designs and themes reflect our differences but they come together to create works of art. This Innovate RAP reflects our vision to enable better futures for all individuals and communities. Angie Paskevicius CEO, Holyoake PAGE 3 : RAP MARCH

4 The Holyoake Reconciliation Action Plan Journey Holyoake is a leading non-government provider of alcohol and other drug treatment services in WA and has been operating since We offer a wide range of counselling programs and operate social enterprises as well. Our vision is to enable better futures for all communities through a holistic and inclusive approach to provide social and emotional wellbeing services. Holyoake employs over 95 people (4 are Aboriginal). We provide alcohol and other drug counselling and support services and education programs to over 5,000 people each year in Western Australia. We acknowledge Aboriginal and Torres Strait Islander people as the Traditional Custodians of Country and recognise their continuing connection to land, waters and community. We pay our respects to Elders past, present and emerging. We implemented our Reflect RAP successfully in Our key learnings include the importance of: Engaging with Aboriginal elders and leaders and listening and providing space for them to drive the agenda Approaching Aboriginal staff in relation to working alongside Aboriginal and Torres Strait Islander peoples Acting on our human resource commitment to employ more Aboriginal and Torres Strait Islander peoples Having diverse representation on the RAP Committee Maintaining ongoing communication with staff around reconciliation Holding regular RAP meetings to ensure aspirations are put into action We are now committed to moving to the next level with our Innovate RAP Holyoake s RAP has enabled us to translate our good intentions into action and in doing so, I believe that we really are contributing towards reconciliation in Australia, albeit within our sphere of influence. Every bit counts. - Mario Gallo, General Manager Operations - Holyoake PAGE 4 : RAP MARCH

5 Holyoake Innovate Reconciliation Action Plan Our Innovate RAP signifies our commitment to the journey of bridging the gap; to truly recognise the culturally unique and valuable perspectives and strengths that Aboriginal and Torres Strait Islander people bring to our organisation, our services and our teams. We re-affirm our commitment to further develop key relationships, to work in partnership with Aboriginal and Torres Strait Islander people, communities and services and to work on our heart, mind and spirit, so that we can better contribute to building strong and resilient communities together. Our Innovate RAP is designed to: Increase our awareness of Aboriginal and Torres Strait Islander people s histories, associated trauma and injustice by acknowledging the marginalisation and difficulties they face when accessing our services. We commit to adapting the way we work to remove those barriers. Help our communities to embrace and respect the richness and diversity of Aboriginal and Torres Strait Islander people s cultures, including languages, the importance of kinship and connection to country. Create opportunities for Aboriginal and Torres Strait Islander peoples through the actions contained within our RAP, thereby addressing the social and economic disparities between Aboriginal and Torres Strait Islander Australians and non-aboriginal and Torres Strait Islander Australians. Build positive and authentic relations between Aboriginal and Torres Strait Islander Australians and non-aboriginal and Torres Strait Islander Australians. Our Innovate RAP focuses on four main aspects: RELATIONSHIPS RESPECT OPPORTUNITIES REPORTING PAGE 5 : RAP MARCH

6 RELATIONSHIPS By building strong relationships between Aboriginal and Torres Strait Islander peoples and other Australians, Holyoake will create a genuine and welcoming environment where barriers are broken down, and Aboriginal and Torres Strait Islander peoples can access our services, promoting inclusion, healing and strong resilient communities together. Focus area: The importance of relationships aligns to Holyoake s Strategic Plan for through our focus on being recognised as an innovative leader in all service areas. Specifically, this will be achieved by broadening service access and developing quality strategic partnerships that in the context of our RAP, will also have a focus on building strong, meaningful relationships with Aboriginal and Torres Strait Islander communities. Holyoake s Strategic Plan articulates our Vision, Purpose and Values as follows: Vision - Better futures for Individuals, Families and Communities Purpose - Because People Matter Values - Passion, Innovation, Integrity, Courage, Relationships ACTION DELIVERABLE TIMELINE RESPONSIBILITY 1. RAP Working Group (RWG) actively monitors RAP development and implementation of actions, tracking progress and reporting 2. Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians Establish Terms of Reference for the RWG. Complete February, 2018 RWG oversees the development, endorsement and launch of the RAP. Complete April, 2018 Ensure Aboriginal and Torres Strait Islander peoples are represented on the Complete February, 2018 RWG. Meet quarterly to monitor and report on RAP implementation. Quarterly, 2018 and 2019 Develop and distribute an expression of interest to join the RWG to key Complete March, 2018 Aboriginal and Torres Strait Islander peoples within our sphere of influence. Establish external Aboriginal and Torres Strait Islander Advisory Groups (metro and regional) including Elders to provide cultural advice and guidance. Complete August, 2018 General Manager Operations Organise at least one internal event for NRW each year. Implement 26 May - 3 June, 2018 and 2019 Register all NRW events via Reconciliation Australia s NRW website. Implement May, 2018 and 2019 Support an external NRW event. Implement May, 2018 and 2019 Clinical Services Manager (Vic Pk) Ensure our RAP Working Group participates in an external event to recognise Complete May, 2018 and 2019 and celebrate NRW Extend an invitation to Aboriginal and Torres Strait Islander peoples to share Complete May, 2018 and 2019 their reconciliation experiences or stories at Holyoake s internal event. Encourage staff to participate in external events to recognise and celebrate Complete May, 2018 and 2019 NRW. Download Reconciliation Australia s NRW resources and circulate to staff. Complete May, 2018 and 2019 Regional Manager WCADS PAGE 6 : RAP MARCH

7 RELATIONSHIPS Cont Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes 4. Raise internal and external awareness of our RAP to promote reconciliation across our business and sector Develop and implement an engagement plan to work collaboratively with Aboriginal and Torres Strait Islander stakeholders, including service delivery and workforce development areas. Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement. Develop local partnerships with Aboriginal and Torres Strait Islander stakeholders to support positive outcomes. Develop and implement a strategy to communicate our RAP to all internal and external stakeholders. Strategy to include: o o o Hosting an event (e.g. involving Aboriginal musicians / performers) to launch the new RAP inviting key stakeholders including funders, partners, consumer groups and employees. Quarterly updates on RAP progress for staff through Staff Update Newsletter Send a copy of the Holyoake RAP to stakeholders and posting on the Holyoake website and 2019 Review December, 2018 and 2019 Complete April, 2018 Implement April, 2018 Complete March, June, September and December 2018 and 2019 Complete May 2018 General Manager Operations Clinical Service Managers in each location (i.e. Vic Pk; Midland; Wheatbelt) Regional Manager WCADS Personal Assistant to the CEO Business Development Manager Promote reconciliation through ongoing active engagement with all stakeholders. Review December, 2018 and 2019 Arrange for the new RAP to be professionally designed for distribution Complete March, 2018 Business Development Manager Holyoake staff member to be supported to join an external reconciliationrelated board or committee. 5. Support external reconciliation activities to further promote awareness, education and understanding of Aboriginal and Torres Strait Islander peoples and cultures. Explore opportunities to support the Recognise campaign including encouraging staff to sign up and support Support Reconciliation Australia and Reconciliation WA by being aware of initiatives and promoting to staff and stakeholders where appropriate to do so. Contact the relevant local councils for each Holyoake location to be placed on mailing list for reconciliation activities in each local area Seek to have Holyoake listed in Aboriginal and Torres Strait Islander services directories Review December, 2018 and 2019 Chief Executive Officer Clinical Services Manager (Vic Pk) Business Development Manager Business Development Manager PAGE 7 : RAP MARCH

8 RESPECT By showing and promoting respect for Aboriginal and Torres Strait Islander peoples, cultures, lands, waters, histories and rights, Holyoake acknowledges and promotes the richness and diversity of Aboriginal and Torres Strait Islander peoples cultures including languages, the importance of kinship and connection to country. Focus area: The importance of respect aligns to Holyoake s Strategic Plan for through our focus on strengthening workforce capability and wellbeing. Specifically, this will be achieved by engaging all staff in a shared vision for Holyoake, which includes support for our RAP. ACTION DELIVERABLE TIMELINE RESPONSIBILITY 6. Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements Develop and implement an Aboriginal and Torres Strait Islander cultural awareness training strategy for our staff which defines cultural learning needs of employees in all areas of our business and considers various ways cultural learning can be provided (online, face to face workshops or cultural immersion). Investigate opportunities to work with local Traditional Custodians, Aboriginal and Torres Strait Islander consultants including Holyoake employees to develop cultural awareness training. Clinical Service Managers in each location (i.e. Vic Pk; Midland; Wheatbelt) Provide opportunities for RWG members, RAP champions, managers and other key leadership staff to participate in cultural training. Promote the Reconciliation Australia s Share Our Pride online tool to all staff. Support Holyoake Aboriginal and Torres Strait Islander employees to develop knowledge and skills to deliver formal and/or informal cultural awareness training, including story-telling or yarning it up Invite employees to nominate themselves as RAP Champions Complete April, 2018 and 2019 Ensure that all new staff complete a cultural awareness training program within 6 months of commencement. Review June 2018 and 2019 Clinical Service Managers in each location (i.e. Vic Pk; Midland; Wheatbelt) Explore ways to evaluate changes in staff awareness and knowledge regarding Aboriginal and Torres Strait Islander cultures. PAGE 8 : RAP MARCH

9 RESPECT Cont Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Country. Develop a list of key local Elders for organising a Welcome to Country and maintaining respectful partnerships. Invite an appropriate Aboriginal or Torres Strait Islander person to provide a Welcome to Country at significant events, including Holyoake Team Days. Review June, 2018 Complete August, 2018 Review June, 2018 and 2019 General Manager Operations Chair Wellbeing Committee Include a Welcome to Country or an Acknowledgement of Country (as appropriate) at the commencement of all important internal and external meetings. In addition, identify and document those Holyoake meetings / events that require an official Welcome to Country or Acknowledgement of Country Review June, 2018 and 2019 Managers in each location (i.e. Vic Pk; Midland; Wheatbelt) Encourage staff to include an Acknowledgement of Country at the commenc ment of all meetings. Review December 2018 and 2019 Managers in each location (i.e. Vic Pk; Midland; Wheatbelt) Invite Traditional Custodians to explain the significance of Welcome to Country and Acknowledgement of Country. Complete November, 2018 Chair Wellbeing Committee Organise and display an Acknowledgment of Country plaque in our office/s or on our office building. Have Noongar wording of Acknowledgement of Country printed and laminated, and available to all employees. Review November, 2018 Chair Wellbeing Committee Explore opportunities to provide our teams with an experiential understanding of Aboriginal and Torres Strait Islander cultures and connection to country (e.g. caring for country; the seasons and wildlife) Complete November, 2019 Chair Wellbeing Committee Incorporate the use of Noongar language in some way in Holyoake buildings or processes. For example in the clinical area have the words for listening, talking, wisdom, growth, understood and used in some way. Complete September, 2018 Develop a policy that provides guidelines for the payment of Aboriginal people for providing an official Welcome to Country for Holyoake significant events. PAGE 9 : RAP MARCH

10 RESPECT Cont Provide opportunities for Aboriginal and Torres Strait Islander staff to engage with their culture and communities by celebrating NAIDOC Week Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week. Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate with their cultures and communities during NAIDOC Week. Complete June 2018 Complete July, 2018 and 2019 Clinical Service Managers in each location (i.e. Vic Pk; Midland; Wheatbelt Provide opportunities for all staff to participate in NAIDOC Week activities. Complete July, 2018 and 2019 Clinical Service Managers in each location (i.e. Vic Pk; Midland; Wheatbelt Consult with Aboriginal and Torres Strait Islander peoples to hold an internal or external NAIDOC Week event. Complete July, 2018 and 2019 Clinical Service Managers in each location (i.e. Vic Pk; Midland; Wheatbelt Support an external NAIDOC Week community event. Complete July, 2018 and 2019 Contact our local NAIDOC Week Committee to discover events in our community. Complete March, 2018 and 2019 Clinical Service Managers in each location (i.e. Vic Pk; Midland; Wheatbelt 9. Develop a culture at Holyoake that is well-informed, respectful and celebrates Aboriginal and Torres Strait Islander peoples histories, talents and cultures. Implement proposal that Aboriginal and Torres Strait Islander staff can take the following ceremonial leave (i.e. additional to current leave entitlement): o 1 extra day of leave during NAIDOC week o 2 days to attend a funeral (extra to compassionate leave entitlement) or other ceremonial purposes Celebrate and recognise Aboriginal and Torres Strait Islander dates of significance. Start the process of engagement with Noongar Elders, with the support of Aboriginal staff to assist with identifying the appropriate people. Develop a policy that identifies significant Aboriginal and Torres Strait Islander cultural events and provides guidelines for all Holyoake staff to participate in relevant community events that recognise cultures, community issues etc (e.g. NAIDOC, Sorry Day, Closing the Gap, Reconciliation Week, Harmony Day) Review December, 2018 and 2019 Consider Aboriginal and Torres Strait Islander flags at each site. CompleteDecember, 2018 Work with the Aboriginal people including Elders and Leaders to develop culturally appropriate and effective programs, products and services recognise that at times, this may require payment. Continue commitment to display Aboriginal and Torres Strait Islander art works at all sites and develop a register. Review September, 2018 Review March, 2019 Manager Social Enterprises Consider commissioning an artwork to launch the new RAP. Complete January, 2018 Manager Social Enterprises PAGE 10 : RAP MARCH

11 OPPORTUNITIES By promoting opportunities for Aboriginal and Torres Strait Islander peoples, Holyoake will create an inclusive workplace, with a diverse, capable and skilled workforce that is better equipped to meet the cultural needs of Aboriginal and Torres Strait Islander consumers and employees. Focus area: The importance of opportunity aligns to Holyoake s Strategic Plan for through our focus on strengthening workforce capability and wellbeing and having systems and processes that support the business and its growth. Specifically, this will be achieved by providing staff with opportunities to develop their potential through improved business processes that include culturally secure recruitment, retention and supplier diversity strategies. ACTION DELIVERABLE TIMELINE RESPONSIBILITY 10. Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within our workplace Collect information on our current Aboriginal and Torres Strait Islander staff to inform future employment opportunities. Develop and implement an Aboriginal and Torres Strait Islander Employment and Retention strategy and develop a policy/procedure accordingly. Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, including professional development. Complete September, 2018 Advertise all vacancies in Aboriginal and Torres Strait Islander media (e.g. Noongar Radio; Aboriginal Workforce Development; Marr Mooditj; Holyoake s existing Aboriginal staff). Complete March, 2018 Review HR and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace. Complete September, 2018 Develop an Aboriginal and Torres Strait Islander professional development strategy (e.g. Provide professional development to Aboriginal and Torres Strait Islander staff to enable them to move into supervising roles). Student Placement Coordinator Include Aboriginal and Torres Strait Islander representation on recruitment and selection panels where possible. Complete March, 2018 Include in all job advertisements, Aboriginal and Torres Strait Islander people are encouraged to apply. Complete March, 2018 Engage with external Aboriginal and Torres Strait Islander peoples and/or consultants to advise on recruitment, employment and retention strategies, including professional development. Develop and implement Aboriginal and Torres Strait Islander employment pathways (e.g. traineeships or internships). Complete September, 2018 Identify positions that, in the event of staff turnover or growth, could be offered to Aboriginal and Torres Strait Islander applicants Review June, 2018 and 2019 Provide training in culturally appropriate supervision Complete September, 2018 Student Placement Coordinator PAGE 11 : RAP MARCH

12 OPPORTUNITIES Cont Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within Holyoake. Review and update procurement policies and procedures to ensure there are no barriers for procuring goods and services from Aboriginal and Torres Strait Islander businesses. Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services, and could be invited to tender when existing supply contracts come up for tender. Complete September, 2018 Develop at least one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business. Investigate Supply Nation membership. Investigate opportunities to partner with your local Indigenous Chamber of Commerce. Complete September, 2018 Approach Aboriginal and Torres Strait Islander owned businesses that might provide complementary services to offer space to let within our building at favourable rates. 12. Develop a workforce culture that provides opportunities for Aboriginal and Torres Strait Islander students and employees to be valued, respected and identified as leaders within Holyoake. Develop an Aboriginal and Torres Strait Islander professional mentoring network to support Aboriginal employees. Develop a community of practice to support Holyoake staff and other agencies to access ongoing cultural mentoring and support. Support scholarships and student placements for Aboriginal and Torres Strait Islander students (i.e. Marr Mooditj, Centre for Aboriginal Studies at Curtin University). Complete September, 2019 Complete June, 2019 Review September, 2018 Student Placement Coordinator Student Placement Coordinator General Manager Student Placement Coordinator Provide professional development opportunities for Aboriginal and Torres Strait Islander staff to build leadership capability. Review June, 2018 and 2019 and Managers in each location (i.e. Vic Pk; Midland; Wheatbelt) Investigate traineeship opportunities through the Public Sector Commission and/or other government agencies as a way of contributing to workforce development. Student Placement Coordinator PAGE 12 : RAP MARCH

13 REPORTING ACTION DELIVERABLE TIMELINE RESPONSIBILITY 13. Report RAP achievements, challenges and learnings to Reconciliation Australia Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually. Complete 30 September 2018 and 2019 Investigate participating in the RAP Barometer. Manager Social Enterprises Develop and implement systems and capability needs to track, measure and report on RAP activities. 14. Report RAP achievements, challenges and learnings internally and externally Publically report our RAP achievements, challenges, learnings and stories via Holyoake website, newsletters and annual report. Report September, 2018 and 2019 Business Development Manager 15. Review, refresh and update RAP Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements. Send draft RAP to Reconciliation Australia for review and feedback. Submit draft RAP to Reconciliation Australia for formal endorsement. July 2019 To me, Reconciliation means that cultural safety is being respected in a way that shows an understanding of the meaning of one s existence. It provides a safe space, where learning through a willingness to hear and share, can take place. To begin with Reconciliation, all facets beyond why people need to reconcile should be encompassed. Understanding why it is essential for communities to reconcile with Aboriginal people is the beginning of our journey. - Gayle Schatkowski, Yamatji/Yawuru Woman & Holyoake Counsellor PAGE 13 : RAP MARCH

14 WHAT RECONCILIATION MEANS TO ME By Claire McGuire, Counsellor - Holyoake I am a proud Balladong Noongar woman from the Wheatbelt area. People often ask me about what reconciliation means to me. I like to explain the reconciliation process in simple terms: The river is the river and the sea is the sea. Salt water and fresh, two separate domains. Each has its own complex patterns, origins, stories. Even though they come together they will always exist in their own right. This is Reconciliation. * I believe it is important for organisations to have a RAP because it is an expression of respect. It shows they care enough about the people who work for them and the communities in which they work. It shows that they recognise the hardships that Aboriginal and Torres Strait Islander people suffered. A RAP provides the foundation to create cultural safety in our working environments for Aboriginal and Torres Strait Islander people. A safe environment where there is no assault, challenge or denial of their identity, of who they are and what they need. It is about shared respect, shared meaning, shared knowledge and experience, of learning together with dignity and true listening. I believe the most important thing about cultural safety is that it is a process, and achieving it requires acceptance and respect of cultural and individual differences by everyone. A RAP reflects a deep respect for traditional owners cultural diversity and nurtures a feeling of belonging and acceptance. It also proves that the barriers between Aboriginal and non-aboriginal people are truly starting to come down and we are closing the gap. These are things that make me comfortable to bring my whole self to work and start to move away from having to walk in two worlds. I am proud to be part of Holyoake s RAP Committee as the organisation implements our action plan and demonstrates a genuine commitment to reconciliation. This journey will be one that we will look back on and be proud of how far we have come. *Patrick Dodson PAGE 14 : RAP MARCH

15 The internal champions of this Innovate RAP include Holyoake s RAP Committee, Chief Executive Officer, General Manager of Operations, Corporate Services Manager, and Senior Managers from Holyoake s Counselling and Support and Social Enterprises. The RAP Committee has enjoyed external support through Aboriginal representatives from the Mental Health Commission and Swan City Youth Service. For more details, please contact: Angie Paskevicius CEO Holyoake Phone: apaskevicius@holyoake.org.au PAGE 15 : RAP MARCH 2018