DEPARTMENT OF TREASURY AND FINANCE
Indigenous Employment and Career Development
Strategy Overview 2016-2021
Overview
Principles
The Department of Treasury and Finance (DTF) continually strives
to maintain a skilled, diverse and resilient workforce that reflects the
community it serves. Our Indigenous Employment and Career
Development (IECD) Strategy 2016 -2021 provides a framework to
improve Indigenous representation in our workforce.
1. Commit to long-term recruitment and capacity building of
Indigenous employees.
Over 30% of the Northern Territory population is Indigenous
and as one of the major employers in the Territory, the Northern
Territory Public Sector (NTPS) has a unique opportunity to
improve the social and economic outcomes for Indigenous
Territorians. As a leader in employment program initiatives for
many years, DTF continues to take up the challenge to engage
young Indigenous Territorians who would like to be part of
shaping the future direction of their communities.
Contestability and accountability for how we provide more
efficient and relevant services for our clients will see us
continue to push through traditional boundaries to utilise
technology, innovative workforce models and partnerships to
achieve the best outcomes for our communities.
This IECD Strategy is a living document and will be reviewed
and updated as new priorities evolve and workforce profiles or
service demands change. The Senior Management Group and
the leaders at all levels of DTF will support the strategies and
priorities outlined in this document.
Purpose
The purpose of this IECD Strategy Overview is to set out the
goals and strategies required to continue to deliver higher
Indigenous representation in our workforce and advancement
opportunities the next five years.
The key driver is improved and more equitable Indigenous
representation across our workforce at all levels.
The key outcome is a well-planned culturally diverse workforce
by 2021 with Indigenous representation at all levels including
senior management.
Objective
Improve existing strategies to attract, retain and improve career
opportunities for Indigenous staff in all areas within DTF.
Improve the cultural competence and awareness of staff at all
levels of DTF.
2. Innovate the ways we attract, recruit and retain Indigenous
applicants.
3. Engage staff in creating a culturally diverse workforce that
respects Indigenous culture and embraces cultural
differences.
Priorities
1. Increase the Indigenous workforce in DTF from 3.6% in
June 2015 to 6.6% by December 2021 with 100%
participating in career development and training pathways
and employment programs.
2. Increase Indigenous workforce representation in
decision-making processes by providing leadership and
development opportunities.
3. Attract and retain Indigenous employees through strong
partnerships within the private and public sector and higher
learning education centres.
4. Promote the employment pathways and career opportunities
through community and secondary education sponsorship
and education.
5. Strengthen the cultural competency of DTF as an employer
of choice for Indigenous Territorians by ensuring all staff
complete the Aboriginal and Torres Strait Islander Cultural
Competency Course (accredited) on appointment.
6. Develop and maintain measurable key performance
indicators and reporting to provide feedback on the impact
of this strategy in meeting its key outcomes.
JODIE RYAN
UNDER TREASURER
December 2015