RECONCILIATION ACTION PLAN. May May 2020

Transcription

1 RECONCILIATION ACTION PLAN May May

2 RECONCILIATION ARTWORK This design represents people coming together in the Department of Treasury and Finance (DTF) and the South Australian community to work towards reconciliation with Aboriginal and Torres Strait Islander people. The hands (A) connecting in the centre of the design symbolise people from diverse backgrounds reaching out to engage with each other as well as develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander people. The left hand circles represent the collaborative groups across DTF which support and champion the delivery of our Reconciliation Action Plan (RAP). These groups include: (B) Executive Leadership Group (C) Collaboration and Workforce Committee (D) People and Culture Committee (E) Reconciliation Working Group (RWG). The right hand circles represent the members of the RWG, which ensures the actions within the RAP are achieved across the department. The members of this group include, at a minimum: (F) Executive Sponsor (G) Senior Cultural Diversity (H) Manager, Office of the Chief Executive (OCE) (I) Senior Human Resources Officer (J) Aboriginal and Torres Strait Islander employees (K) Representative, People and Culture Committee (L) Representatives from each branch in DTF. The infinity symbol (M) has been incorporated into the background as a watermark to represent a connected DTF, always linked and striving for continuous improvement and learning constantly, seeking to do better. H I C B G J F K A D E M L Featured Artist This design was created by Karen Briggs. Karen is a proud Yorta Yorta woman whose ancestral homeland radiates from the junction of the Goulburn and Murray Rivers on the New South Wales and North East Victoria border. She is an artist and currently works as a senior designer in State Government. Karen has a Bachelor of Design from the University of South Australia, and has produced many designs and publications. She is also a children s book illustrator who was shortlisted for the CBCA Crichton Award in

3 OUR VISION FOR RECONCILIATION DTF acknowledge the First Peoples of South Australia; the Aboriginal Customary Owners and the role that Aboriginal People continue to have in purposefully shaping and caring for the area that we now know as South Australia. We also recognise the deep and irreversible damage and dislocation that Aboriginal and Torres Strait Islander people have experienced and continue to experience, through colonisation, settlement and displacement. DTF s vision for reconciliation is to work together to support and empower Aboriginal and Torres Strait Islander people, communities and organisations based on a foundation of deep respect for their culture and an understanding of our shared histories. This vision accords with DTF s purpose of working together to support the future prosperity and wellbeing of all South Australians. DTF s goal is to build a diverse and inclusive workplace and become an employer of choice for Aboriginal and Torres Strait Islander people. We support this by providing equitable access to employment opportunities as well as ongoing development assistance to increase the capabilities, development and retention of Aboriginal and Torres Strait Islander employees. OUR BUSINESS DTF is the lead agency for economic, social and financial policy outcomes, where we play a vital role in providing economic and fiscal policy advice to the government of South Australia. Our people conduct research, analyse information, give advice, contribute to government policy and decision making and support the Treasurer in producing the State Budget. Our people also provide corporate and business services in the areas of Payroll, Accounts Payable, Accounts Receivable and Financial Services so that all South Australian government departments can focus on their core business operations. As an organisation we contribute to South Australia by providing financial services to the community, covering asset and liability management, collection of state taxes, insurance and superannuation as well as services for work health and safety and state-based industrial relations services across South Australia. DTF has 1709 employees and 49 of those employees identify as Aboriginal and Torres Strait Islander people. DTF currently has a number of office locations throughout the Adelaide CBD and regional South Australia and our organisation s geographical reach is state-focused. 3

4 OUR RAP Our previous RAP was a harmonised, shared plan between DTF and the Department of the Premier and Cabinet (DPC). Although there were many positive outcomes of this collaboration, we learnt the importance of having a dedicated RAP developed and driven by our own department. We also recognise that while we have made progress on the reconciliation journey, there are some foundational aspects that need a special focus before we can move towards the next RAP levels. While our new RAP is no longer a shared plan, we will continue to build on our relationship with DPC by collaborating on various reconciliation initiatives. Our RAP now has a clear focus on ownership and input from all DTF branches, to ensure that deliverables are driven across the whole organisation. We have also developed a stronger governance structure with branch representatives and a clear line to our Executive Leadership Group (ELG). We believe these changes will support us to achieve our vision for reconciliation. As outlined in our strategic plan we are committed to creating a skilled and flexible workforce that embraces cultural diversity as a positive influence across our organisation. We have established goals to increase Aboriginal and Torres Strait Islander participation in our workforce as well as develop our people to have a greater understanding of Aboriginal and Torres Strait Islander cultures, histories and achievements. We support this commitment by ensuring we have a number of committees with members across a variety of levels (including senior executive) who champion the delivery of our RAP. These committees include: > > Executive Leadership Group > > Collaboration and Workforce Committee > > People and Culture Committee > > Reconciliation Working Group. Our RAP was developed by the RWG, in consultation with Aboriginal and Torres Strait Islander employees, human resources (HR), senior leadership and the Senior Cultural Diversity. The RWG ensures that actions within the RAP are realised across the department. Members of this group at a minimum include: > > Aboriginal and Torres Strait Islander employees > > Executive sponsor > > Manager, Office of the Chief Executive > > Senior Cultural Diversity > > Senior HR Officer > > Representative, People and Culture Committee > > Representatives from each branch in DTF. 4

5 RELATIONSHIPS Building relationships with the Aboriginal and Torres Strait Islander community is integral to DTF s purpose: working together to support the future prosperity and wellbeing of all South Australians. We are committed to partnering and collaborating with Aboriginal and Torres Strait Islander people so that we can better serve the South Australian community. Our Plan Objective: Trust and empower our skilled, diverse, flexible and committed people: 1.1 Creating a connected DTF 1.4 Increasing diversity across the workforce ACTION DELIVERABLES TIMELINE RESPONSIBILITY 1. Implement the RWG to actively monitor RAP development and implementation of actions, tracking progress and reporting - in consultation with the Collaboration and Workforce Committee. Maintain RWG membership with representatives from each branch across the organisation. Ensure Aboriginal and Torres Strait Islander peoples are represented on the RWG. Review: Feb Review: Feb Executive Officer Deputy Senior Cultural Diversity Maintain Terms of Reference for the RWG. Review: Feb Executive Officer RWG oversees the development, endorsement and launch of the RAP. Jan-May 2018 Executive Officer RWG meet at least quarterly each year to monitor and report on RAP implementation. Quarterly Executive Officer 2. Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander people and other Australians. Organise at least one internal event for NRW (27 May-3 June) each year. Feb-May People and Culture and the OCE 5

6 ACTION DELIVERABLES TIMELINE RESPONSIBILITY Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander people and other Australians. Register all NRW events via Reconciliation Australia s NRW website. Support an external NRW event. May May Executive Officer Deputy Manager, OCE Ensure members of the RWG participate in an external event to recognise and celebrate NRW. May Relationships Chief Executive communicates to all staff advising of NRW and encouraging staff to participate in activities. May Chief Executive Manager, OCE Available activities are advertised via the DTF Intranet and screen savers. May Manager, OCE Relationships Host NRW events across the areas in which DTF operates (e.g. Level 1 Collaboration Space). May Manager, OCE Download Reconciliation Australia s NRW resources and circulate to staff. May Deputy Executive Officer 3. Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander people, communities and organisations to support positive outcomes. Develop and implement an Engagement Plan to work with our Aboriginal and Torres Strait Islander stakeholders. Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement. Senior Cultural Diversity Senior Cultural Diversity Investigate ways to consult more widely with Aboriginal and Torres Strait Islander stakeholders in the development of the DTF s next RAP. Sep 2019 Senior Cultural Diversity 6

7 ACTION DELIVERABLES TIMELINE RESPONSIBILITY 4. Engage the Senior Cultural Diversity as a shared resource to support the achievements of deliverables contained in the RAP. Resourcing commitment confirmed by the DPC. Senior Cultural Diversity is a member of the RWG and consulted and involved in all decisions relating to the DTF RAP. Review: Feb Director, HR and Organisational Development (DPC) and Senior Cultural Diversity 5. Raise internal and external awareness of our RAP to promote reconciliation across our business and sector. Develop and implement a communications strategy to communicate our RAP to all internal and external stakeholders. Complete: Jul 2018 OCE Promote reconciliation through ongoing active engagement with all stakeholders. Ongoing Review: Apr Deputy Branch Heads support and promote the RAP and its associated activities within their branch. Ongoing Review: Apr Chief Executive ELG and Upcoming activities and events are scheduled into forward planner and promoted to staff on an ongoing basis. Ongoing Review: Feb Develop a dedicated Aboriginal webpage on the DTF intranet with links to relevant policies, documents, other supporting governance material, information about events and other resources including the DPC intranet (relevant sites) and, importantly, the RAP. Consult with Aboriginal and Torres Strait Islander employees on content that would be useful and supportive. Up to date and relevant information / links are available to DTF staff. Review: Dec Review: Dec OCE and Senior Cultural Diversity OCE and Senior Cultural Diversity Include specific information about this webpage within induction for Aboriginal and Torres Strait Islander employees on commencement in DTF. Review: Dec HR 7

8 ACTION DELIVERABLES TIMELINE RESPONSIBILITY Develop a dedicated Aboriginal webpage on the DTF intranet with links to relevant policies, documents, other supporting governance material, information about events and other resources including the DPC intranet (relevant sites) and, importantly, the RAP. All employees are provided with the opportunity to provide feedback on this site and any other Aboriginal reconciliation or employment matters through an online form located on the DTF intranet. Review: Dec OCE 8

9 RESPECT Respect for Aboriginal and Torres Strait Islander people, cultures, lands, waters, histories and rights is important to DTF. Respect is the foundation on which we strive to build cultural understanding, drive reconciliation and increase diversity across our workforce. Our Plan Objective: Trust and empower our skilled, diverse, flexible and committed people: 1.1 Creating a connected DTF 1.4 Increasing diversity across the workforce ACTION DELIVERABLES TIMELINE RESPONSIBILITY 7. 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 is and can be provided (online, face to face workshops or cultural immersion). Lead, Respect HR & Senior Cultural Diversity Investigate opportunities to work with local Traditional Owners and/or Aboriginal and Torres Strait Islander consultants to develop cultural awareness training. Lead, Respect HR & Senior Cultural Diversity Provide opportunities for RWG members, RAP champions (including ELG), HR managers and other key leadership staff to participate in further cultural training. Lead, Respect OCE and Senior Cultural Diversity Branch Heads ensure that all staff complete the appropriate cultural awareness training. Branch Head performance reviews incorporate a focus on cultural awareness and compliance. Sep Chief Executive ELG and Manager, OCE 9

10 ACTION DELIVERABLES TIMELINE RESPONSIBILITY 8. 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, which includes commitment to read Acknowledgement of Country at all important external and internal meetings. Lead, Respect Senior Cultural Diversity & OCE Develop a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships. Lead, Respect Senior Cultural Diversity Invite a Traditional Owner to provide a Welcome to Country at significant events, including (Reconciliation and NAIDOC Weeks). May-Jul Lead, Respect Senior Cultural Diversity Engage Aboriginal graphic designer to develop and display an Acknowledgement of Country in all DTF Conference Rooms. Feb 2019 Lead, Respect OCE 9. 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: Jul 2018 Jun-Jul Principal HR Account Manager Respect Chief Executive ELG and Actively encourage and provide opportunities for all staff to participate in NAIDOC Week events (including the Lord Mayor s NAIDOC Awards ceremony). Jun-Jul Chief Executive ELG and 10

11 ACTION DELIVERABLES TIMELINE RESPONSIBILITY 10. Review policies, procedures, intranet content and websites for cultural inclusiveness and appropriateness; and ensure guidance and supporting material is adequate. Policies and other supporting governance material is reviewed and updated, as required. Undertake 12 monthly reviews of intranet and website content and update as required. Dec Principal HR Account Manager Respect 11

12 OPPORTUNITIES DTF is committed to supporting Aboriginal and Torres Strait Islander people and organisations by providing opportunities in employment, retention, professional development and procurement, while also promoting methods of building financial stability to Aboriginal and Torres Strait Islander communities. Creating these opportunities is integral to DTF s purpose: working together to support the future prosperity and wellbeing of all South Australians. Our Plan Objective: Trust and empower our skilled, diverse, flexible and committed people: 1.1 Creating a connected DTF 1.4 Increasing diversity across the workforce ACTION DELIVERABLES TIMELINE RESPONSIBILITY 11. 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 which will include a focus on retention and personal/professional development. Principal HR Account Manager Opportunities Opportunities Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, including professional development. Lead, Opportunities Senior Cultural Diversity Achievement of 2% target of total DTF employees (across all classifications) identifying as Aboriginal or Torres Strait Islander, in line with South Australian Strategic Plan. Apr 2020 Chief Executive Implement a process to effectively reach Aboriginal and Torres Strait Islander job seekers and stakeholders (including identifying appropriate media channels to advertise external vacancies). Principal HR Account Manager Opportunities 12

13 ACTION DELIVERABLES TIMELINE RESPONSIBILITY Investigate opportunities to improve and Increase Aboriginal and Torres Strait Islander employment outcomes within our workplace. 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. Principal HR Account Manager Opportunities 12. Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation. 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. Manager, Procurement Opportunities Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services. Lead, Opportunities OCE Develop at least one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business. Opportunities Investigate Supply Nation membership. Lead, Opportunities 13. Promote the benefits of superannuation options to Aboriginal and Torres Strait Islander employees in the South Australian Public Sector. Identify networks/organisations and coordinate events through which to promote superannuation benefits to Aboriginal and Torres Strait Islander employees. Chief Executive, Super SA Opportunities 13

14 GOVERNANCE, TRACKING PROGRESS AND REPORTING ACTION DELIVERABLES TIMELINE RESPONSIBILITY 14. ELG commits to and endorses the DTF RAP The DTF RAP is endorsed by ELG and launched as a bonafide DTF action plan (incorporates CE approval of RAP). May 2018 Manager, OCE RAP is promoted within DTF and published on the department s intranet and internet web pages. Complete: Jun 2018 Review: May Communications Officer RWG RAP incorporated into DTF Strategic Plan. Jul 2018 Chief Executive 15. Report RAP achievements, challenges and learnings to Reconciliation Australia. Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually. 30 Sep Deputy Chair RWG Investigate participating in the RAP Barometer. May 2019 Deputy Chair RWG 16. Report RAP achievements, challenges and learnings internally and externally. Publicly report our RAP achievements, challenges and learnings. May 2020 Chief Executive 17. Review, refresh and update RAP. Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements. Nov 2019 RWG Send draft RAP to Reconciliation Australia for review and feedback. Dec 2019 RWG Submit draft RAP to Reconciliation Australia for formal endorsement. Feb 2019 RWG 14

15 ACTION DELIVERABLES TIMELINE RESPONSIBILITY 18. Monitor and report on compliance of mandatory training (Cultural Awareness for all staff and Cultural Competency for managers and executives) Provide report every six months to Branch Heads on compliance. Sep Mar Principal HR Account Manager RWG new employees complete within 6 months of commencement existing employees complete refresher every three years 19. Report to ELG on the number of employees in DTF who identify as Aboriginal or Torres Strait Islander. Aboriginal and Torres Strait Islander employment statistics are provided to ELG every six months. Sep Mar Principal HR Account Manager 15

16 For enquiries about our RAP please contact: Chair, Reconciliation Working Group (08)