Government of Western Australia
Department of Commerce
Relationships • Respect • Opportunities
Reconciliation
Action Plan
2014–2016
Our commitment
The Department of Commerce (department) is
serious about our commitment to the reconciliation
journey.
The department aspires to be an organisation that is seen as
leading by example , undertaking the positive actions outlined in
our Reconciliation Action Plan 2014–2016 (plan). We will continue
to develop and strengthen our plan to support broader social and cultural
change .
Our approach is to create real work and career opportunities for Aboriginal and
Torres Strait Islanders. We will guide , mentor and support people of Aboriginal
and Torres Strait Islander descent who are working with us to allow them to
fully realise and achieve their abilities and goals.
Our plan will guide us on a shared journey that will enrich our knowledge
and understanding of Aboriginal and Torres Strait Islander culture
and history, build constructive change and foster meaningful
relationships.
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It is our commitment to empower, support and develop
our people by respecting individuality and diversity,
both internal and external to the organisation .
By fostering a workplace culture that is
respectful , welcoming and encouraging,
we will create long term sustainable
activities that will make a real
difference in the community.
Contents
A message from the Director General...................................................................................2
Our business ..........................................................................................................................3
Building Commission Division............................................................................................... 3
Consumer Protection Division.............................................................................................. 3
Corporate Services Division................................................................................................. 3
EnergySafety Division........................................................................................................... 3
Industry and Innovation Division........................................................................................... 3
Labour Relations Division..................................................................................................... 3
WorkSafe Division................................................................................................................. 3
Office of the Director General............................................................................................... 3
Employment profile ................................................................................................................4
Case Study (Opportunities) Trainee graduate careers on track................................................ 4
Our vision ................................................................................................................................5
Our Reconciliation Action Plan .............................................................................................5
Our journey so far......................................................................................................................6
Achievements 2008–2009 ................................................................................................... 6
Achievements 2009–2011..................................................................................................... 7
Achievements 2011–2013..................................................................................................... 7
Our Reconciliation Action Plan for 2014–2016..........................................................................8
Case Study (Respect) My Dardy Car .......................................................................................9
Reconciliation Action Plan 2014–2016................................................................................10
Case Study (Relationships) Visual living language to inspire.................................................. 11
Reconciliation Action Plan 2014–2016
1
A message from the
Director General
The Department of Commerce acknowledges the traditional custodians
throughout Western Australia and their continuing connection to the
land, waters and community. We pay our respects to all members of the
Aboriginal and Torres Strait Islander communities and their culture.
Reconciliation is about building better relationships between Aboriginal
and Torres Strait Islander peoples and the wider Australian community
for the benefit of all Australians. Appreciation and respect for Aboriginal
and Torres Strait Islander people is central to reconciliation and the
Department of Commerce (department) is proud to acknowledge
and celebrate the rich and diverse culture and affinity with the land of
Aboriginal and Torres Strait Islander peoples.
Our department’s mission to create a contemporary, diversified economy that provides
for the growth, safety and protection of the community - refers to a community that is made up
of cultural, linguistic and religious diversity. The department is committed to building an inclusive
and cohesive environment that values and supports diversity while providing State-wide services
accessible to all Western Australians.
It is with great pleasure that I present to you the Department of Commerce’s Reconciliation
Action Plan 2014–2016 (the plan).
The plan provides us with the blueprint for conducting our business in ways which promote our
relationships with Aboriginal and Torres Strait Islander people. It was developed in consultation
with senior staff across the department, an internal Reconciliation Action Plan Subcommittee
and a number of other Aboriginal and Torres Strait Islander stakeholders and contacts.
The development of the plan for 2014–16 is based on insights and lessons learnt since the
introduction of our first Reconciliation Action Plan in 2008. The plan identifies the next strides
we will take to enhance relationships, respect and opportunities for the mutual benefit of
Aboriginal and Torres Strait Islander and non-Aboriginal and Torres Strait Islander Western
Australians.
The plan is an important milestone, and its effective implementation and the achievements
of outcomes will be the measure of our success.
I encourage all employees to embrace this plan and become involved in this ongoing process
to improve the reconciliation of Aboriginal and Torres Strait Islander peoples and the wider
Australian community and by doing so enrich both our workplace and our lives.
Brian Bradley
DIRECTOR GENERAL
Department of Commerce
1 January 2014
2
Reconciliation Action Plan 2014–2016
Our business
Our department plays a vital role in facilitating a business environment that is productive,
innovative, fair and safe. It works to create a contemporary, diversified economy that
provides for the growth, safety and protection of the Western Australian community.
As at 31 December 2013 the department comprised the following eight divisions:
Building Commission Division
The Building Commission Division works to ensure fair and efficient building and plumbing
industries by consolidating policy, standards and registration of practitioners and contractors.
Consumer Protection Division
The Consumer Protection Division provides consumers and traders with access to fair and
competitive marketplace by providing advice and assistance to the community.
Corporate Services Division
The Corporate Services Division supports the department’s outcomes by providing effective
governance and policies and procedures for a range of activities.
EnergySafety Division
The EnergySafety Division carries out the technical and safety regulation of electricity
transmission, electricity distribution, electricity and gas utilisation (consumers’ installations
and appliances) and gas distribution.
Industry and Innovation Division
The Industry and Innovation Division facilitates strategic investment in industrial and
innovative capacity and capture the benefits of the state.
Labour Relations Division
The Labour Relations Division promotes and encourages flexible, fair and productive
employment practices in Western Australian workplaces that recognise the rights and
obligations of both employees and employers.
WorkSafe Division
The WorkSafe Division promotes safe and healthy workplaces in Western Australia by
enforcing occupational safety and health laws, provides education and information about
occupational safety and health matters to workers and employers and aims to improve
workplace safety culture through industry and community awareness programs.
Office of the Director General
The Office of the Director General provides strategic and executive support to the Director
General and the Corporate Executive.
Reconciliation Action Plan 2014–2016
3
Employment profile
The department has 880 employees with 30
employees based in regional offices located in
Albany, Broome, Bunbury, Geraldton, Kalgoorlie,
and Karratha which provide a range of services
to regional Western Australians.
There are currently six permanent Aboriginal
and Torres Strait Islander employees working
in the department and four Aboriginal and Torres
Strait Islander trainees engaged through the
Public Sector Commission Aboriginal Traineeship
Program.
Brian Bradley, Director General and Jillian Collard,
Manager Aboriginal Strategy Co-ordination, Office
of the Director General.
Case Study
Trainee graduate careers on track
Aboriginal trainees, Nestor Jordan and Elizabeth Kelly are great examples of what
the department’s Aboriginal Employment Strategy is striving to achieve.
Elizabeth started her traineeship in April 2013 with Consumer Protection’s Retail, Building
and Services Branch and Nestor commenced as a Licensing Officer in Consumer Protection’s
Licensing Branch in October 2012. With the support and guidance of their team managers and
supervisors, Elizabeth and Nestor were able to gain valuable skills and abilities in administrative
work, customer service and government processes
while completing their course work.
As their confidence and skills developed, they
were able to move into other operational areas
of the department. Elizabeth is now a permanent
Administrative Assistant for the Office of the
Director General and Nestor has gained a
permanent position as a Labour Relations Officer
with Labour Relations’ Wageline team. They also
completed and received their Certificates
in Government on 22 November, 2013.
Nestor Jordan, Labour Relations Officer, Labour
Relations Division; Elizabeth Kelly, Administration
Officer; and Brian Bradley, Director General, Office
of the Director General
4
Reconciliation Action Plan 2014–2016
Our vision
Reconciliation is a collaborative effort. Reconciliation requires exploring the journey
we share as Australians. Our Reconciliation Action Plan 2014–2016 represents one of
many steps that we will take together to ensure a culturally inclusive workplace where all
employees feel respected and valued.
Aboriginal and Torres Strait Islander people are an essential part of our workforce.
The department in its Corporate Plan 2013–2016, recognises their valuable contribution
in providing a business environment that is productive, innovative, fair and safe. The
department is committed to discovering ways in which we can work together cohesively
and move forward together.
We recognise that how we work is as important as what we do. We acknowledge
organisational change is required to enhance Aboriginal and Torres Strait Islander
employment and this is a starting point to assist in improving the lives of Aboriginal
and Torres Strait Islander people.
Our Reconciliation Action Plan
Our Reconciliation Action Plan (RAP) is a living document that began its journey in 2008.
It outlines practical actions that guide what we will aim to do within our sphere of influence
to contribute to reconciliation in Australia.
To build on our previous RAP, new approaches have been taken into consideration to
ensure opportunity was given to all divisions within the department to be involved and
assist in shaping the plan to truly reflect our aspirations and commitment.
A number of employees were involved in developing the plan for 2014–2016.
A Reconciliation Action Plan Sub Committee (Committee) was established to develop
the content. The Committee was chaired by the Aboriginal Strategy Co-ordination Manager, and
membership included people of Aboriginal and Torres Strait Islander descent and representatives
from all divisions within the department. A number of Aboriginal and Torres Strait Islander key
stakeholders were approached for input during the development and endorsement of the plan.
A Reconciliation Action Plan Working Group will be established in early 2014 to actively monitor
the implementation and promotion of the plan.
Our Reconciliation Action Plan Sub Committee: Madeleine Derwort, Jillian Collard and John Donovan from
the Office of the Director General; Robyn Parker, WorkSafe; Julie Hunter, Corporate Services; Melanie Williams,
Labour Relations; Nadia Balla, EnergySafety (and members Teena Forrest-Benavides, Consumer Protection;
Daniela Mattheys, Industry and Innovation; Donna Allan, Building Commission; and Meagan Smith, Office of the
Director General who were absent on the day of the photo).
Reconciliation Action Plan 2014–2016
5
Our journey so far
The department views its work on the RAP as an ongoing journey of constant growth,
improvement and strengthened commitment to reconciliation. We place focus on innovative
ways to address the step by step actions contained in our RAP and recognise the importance
of this journey to make a difference. We will embrace and celebrate our achievements, and
continue to learn and grow throughout the process.
Every employee within the department is encouraged to learn and actively engage in the
reconciliation journey and contribute to making a difference.
Our key achievements from our reconciliation journey so far have been outlined below:
Achievements 2008–2009
•
Two Indigenous Community
Education Officers are
employed to implement
consumer education initiatives
relevant to Indigenous
consumers throughout
Western Australia.
The department’s first RAP was
developed and endorsed by
Reconciliation Australia. The RAP
is accessible on the department’s
Intranet and website.
• A Working Group was identified
to progress the RAP.
• Indigenous consumer program and
National Indigenous Consumer
Strategy web pages were published
on the department’s website.
• ThinkSafe consultants visited
17 Indigenous communities in the Goldfields,
Pilbara, Mid-West and Gascoyne to conduct
risk assessments and construction safety
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consulting with Indigenous communities
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expanded to include broader coverage
of remote and isolated communities.
a guide for
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people look
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and
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• A series of three booklets
were developed to better
prepare Indigenous consumers
to secure, maintain and leave
rental accommodation by
explaining both their rights and
responsibilities.
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• Aboriginal Acknowledgement and
Aboriginal Welcome to Country
Policy developed.
6
Reconciliation Action Plan 2014–2016
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• The RAP was launched at a
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session which was attended by
leaders from within the department
at Director level and above.
Achievements 2009–2011
• The website was updated to
include access to Don’t get
ripped off - a series of radio
announcements targeting
Indigenous consumer issues
including: signing contracts,
obtaining refunds, scams and
tenancy rights.
Achievements 2011–2013
• An Aboriginal
Strategy Coordinator
is employed to
focus on Aboriginal
and Torres Strait
Islander staff
development.
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• Consumer Protection Division
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• An informal mentoring program for
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Reconciliation Action Plan 2014–2016
7
Our Reconciliation Action Plan for 2014–2016
Looking forward and continuing our journey, the department is committed to our plan
for 2014–2016 which focuses on:
• increasing opportunities for Aboriginal and Torres Strait Islander participation and
employment within the department;
• fostering the growth and development of our Aboriginal and Torres Strait Islander staff;
• ensuring equal access to the department’s facilities, services and information for
all Australians;
• increasing the knowledge and raising awareness of staff on Aboriginal and Torres
Strait Islander culture and history; and
• encouraging staff engagement in the
reconciliation journey.
Respect
The department recognises
that respect is developed and
supported by open communication and
mutual understanding. The department
respects the culture and knowledge of people
from Aboriginal and Torres Strait Islander descent
and hopes to increase awareness
and understanding within the
department and align with the
value of respect and value each
other as outlined in its Corporate
Plan 2013–2016.
Our plan remains aligned with Reconciliation
Australia’s three core principles of
relationships, respect and opportunities.
Relationships
The department
recognises the importance
of strong relationships
between Aboriginal and
Torres Strait Islander people
and other Australians so that
business decisions are made
within an inclusive and informed
environment. The department recognises the
The department understands the
strength that comes from working collaboratively
right of every person to participate and
and in partnership with others as documented
encourages the principles of equity and
in its Corporate Plan 2013–2016 and is
diversity as outlined in its Corporate Plan 2013–
committed to achieving this by fostering
2016 and recognises the importance of increasing
an environment that is respectful,
the participation of people from Aboriginal and
and encourages mutual
Torres Strait Islander descent in our workforce.
understanding and trust.
The department understands how important it is to
Opportunities
create sustainable opportunities for all people and
will continue to offer opportunities to Aboriginal and
Torres Strait Islander
peoples to achieve
equality.
8
Reconciliation Action Plan 2014–2016
Case Study
My Dardy Car
Research indicates Aboriginal and Torres Strait Islander consumers can experience
significant problems when buying and repairing cars. My Dardy Car radio series was first
broadcast during NAIDOC Week in July 2013 to reach out to Aboriginal and Torres Strait
Islander communities with the aim of reducing the occurrence of these problems.
This exciting and informative series was heard on Perth’s Noongar Radio, relayed live to
Aboriginal and Torres Strait Islander radio stations by Geraldton’s Radio Mama, Broome’s
Radio Goolarri and later heard throughout regional Western Australia. The series was
produced and presented by the Consumer Protection division’s, Indigenous Education
Officer Carol Dowling. Carol interviewed consumers, car dealers and vehicle repairers
across the state to develop the series.
“The series gives Aboriginal and Torres Strait Islander consumers the knowledge to help
them avoid falling into the traps of signing contracts they don’t understand, committing
themselves to finance deals they can’t afford or getting a bad deal from car dealers and
repairers,” Ms Dowling said.
Consumer Protection Commissioner, Anne Driscoll said that Aboriginal and Torres Strait
Islander consumers were particularly vulnerable to high pressure sales tactics and are often
targeted by unscrupulous traders. “Consumer Protection has special education campaigns
focussing on the issues affecting Aboriginal and Torres Strait Islander consumers, who often
live in regional and remote areas and therefore have unique problems related to distance
and culture,” Ms Driscoll said. “We hope that programs like ‘My Dardy Car’ equips Aboriginal
and Torres Strait Islander consumers with knowledge about their rights that ensure a positive
buying experience and result in any problems being resolved to their satisfaction.”
“Consumer Protection is ready and willing to assist in resolving any disputes and take legal
action if required, so I encourage Aboriginal and Torres Strait Islander consumers to check
our website and to lodge a complaint with us if they are unable to solve any problems with
a trader.”
Listen to the series online anytime at www.commerce.wa.gov.au/ConsumerProtection/
Content/Consumers/Indigenous_consumers/DardyCar.html
Reconciliation Action Plan 2014–2016
9
Reconciliation Action Plan 2014–2016
RELATIONSHIPS – The department recognises the importance of strong relationships
between Aboriginal and Torres Strait Islander people and other Australians so that
business decisions are made within an inclusive and informed environment. The
department recognises the strength that comes from working collaboratively and in
partnership with others as documented in its Corporate Plan 2013–16 and is committed
to achieving this by fostering an environment that is respectful, and encourages mutual
understanding and trust.
ACTION
1.1 Develop, launch
and monitor the
Reconciliation
Action Plan 2014–
2016 (plan)
RESPONSIBILITY
TIMELINE
• Manager Aboriginal
December 2013
Strategy Co-ordinator
• Reconciliation Action
Plan (RAP) Working January, June,
Group
November 2014
June, November
2015
March 2014
MEASURABLE TARGET
• Aboriginal and Torres Strait Islander
stakeholders and contacts are invited to
comment on the draft plan.
• RAP awareness surveys are conducted
on a regular basis to collect information
on employee awareness, understanding
and engagement in RAP content, training
and themed activities and the results will
be reported to Corporate Executive.
• A RAP Working Group is established to
advise on the content and oversee the
launch as well as to actively monitor
the development, implementation and
promotion of the RAP. The RAP Working
Group will meet quarterly.
• An implementation plan is developed to
help guide and focus the department’s
efforts towards achieving the targets set
out in the RAP.
July, December
2014, 2015
• The implementation plan is reported on by
each division.
May 2014
• A communication strategy is developed to
inform and promote the plan to staff.
• The plan is formally launched during
National Reconciliation Week in 2014.
September 2014,
2015
1.2 Department
business areas
are well informed
about the identity
of key Aboriginal
and Torres
Strait Islander
stakeholders
10
• Manager Aboriginal
June 2015
Strategy Co-ordinator
• Manager
Publications and
Campaigns
• Manager Online
Services
Reconciliation Action Plan 2014–2016
• Achievements are included in the Annual
Report.
• A list of key stakeholders and organisations
that work with Aboriginal and Torres Strait
Islander people is developed and maintained
for each division of the department.
• This list will include Aboriginal and Torres
Strait Islander Elders as advised by the
Educational Institutions.
• This list will include a contact list for
invitations to events.
• The establishment of partnership
agreements with other organisations.
ACTION
RESPONSIBILITY
1.3 Providing services
to Aboriginal
and Torres Strait
Islanders in remote
communities
• Manager Regional
Services
• Manager Aboriginal
Strategy Coordination
TIMELINE
July and December
2014, 2015
MEASURABLE TARGET
• Report the regional services provided
to regional Aboriginal and Torres Strait
Islander communities.
• Manager Workforce May, annually
1.4 Celebration of
Planning and
Aboriginal and
Torres Strait
Development Branch
Islander culture and • Manager
significant events
Publications and
Campaigns
• Manager Aboriginal
Strategy Co-ordinator
• National Reconciliation week promoted
and supported by the department.
• Manager Aboriginal
January, annually
1.5 Enhance and
Strategy Co-ordinator
strengthen
• Manager Online
relationships
Services
between Aboriginal
and Torres Strait
• Manager
Islander people and
Publications and
other Australians
Campaigns
• RAP Working Group
• Full acknowledgement of all Aboriginal
and Torres Strait Islander flags, artwork
and imagery in our workplace and
resources.
• Enhance the focus on Aboriginal and
Torres Strait Islander successes and
promote it on the intranet and website.
Case Study
Visual living language to inspire
Aboriginal artist, Barbara Bynder and designer, Paul Innes were given the challenge to create
the visual design of the Aboriginal Employment Strategy and projects.
Paul’s unique brief was to use Barbara’s visual living language of her art to create a design
that will represent and inspire an inclusive corporate culture for Aboriginal and Torres Strait
Islander employees and will encourage Aboriginal and Torres Strait Islander people to take
up work opportunities.
Coming from vastly different cultures and experiences, Barbara and Paul spent many hours
discussing, sketching and reviewing language, colour and meanings. As Barbara said the
collaborative partnership was about “understanding how we are the same, not what makes
us different.” The partnership resulted in the exceptional Aboriginal Employment Strategy
design and message, Kendjil Kadjininy – together know, listen, understand and think.
Born in Bruce Rock, Barbara Bynder was introduced to
art by her Noongar uncle, Charles Pickett. She has a
passion to educate the community about the richness
and diversity of Aboriginal and Torres Strait Islander
art, culture and heritage. Barbara Bynder, Western Australian artist and Paul Innes,
Communications Officer, Office of the Director General
Reconciliation Action Plan 2014–2016
11
RESPECT – The department recognises that respect is developed and supported by
open communication and mutual understanding. The department respects the culture
and knowledge of people from Aboriginal and Torres Strait Islander descent and hopes to
increase awareness and understanding within the department and align with the value of
respect and value each other as outlined in the department’s Corporate Plan 2013–2016.
ACTION
RESPONSIBILITY
TIMELINE
MEASURABLE TARGET
2.1 Implement
protocols for
Welcome to
Country and/
or Aboriginal
and Torres
Strait Islander
acknowledgement
at corporate events
• Manager Aboriginal
June 2015
Strategy Co-ordinator
• RAP Working Group
• Review the current Aboriginal
Acknowledgement and Aboriginal Welcome
to Country Policy (Policy).
• Develop Acknowledgement of Traditional
Owners and Welcome to Country
Guidelines (Guidelines).
• Ensure the revised Policy and new
Guidelines are promoted and provided
to staff on protocols for acknowledging
Traditional owners.
• Ensure that the protocols outlined in the
Guidelines are followed at events and
that all relevant communications, events
policies and check-lists refer to the Policy
and Guidelines.
• Continue to conduct Acknowledgement of
Country at all events.
• Continue to conduct Welcome to Country
by a traditional owner at significant events.
The level of the significance of the event is
decided by the Executive Director for their
divisional event as per the Policy.
• Employees are encouraged to include
an acknowledgement to country in their
departmental signature block.
2.2 Promote and
raise employee’s
awareness of
Aboriginal culture,
information and
resources
• Manager Aboriginal
Ongoing
Strategy Co-ordinator
• Manager
Publications and
Campaigns
• Publish articles featuring awareness of
Aboriginal and Torres Strait Islander people
and cultural diversity on Intranet.
• Display Aboriginal and Torres Strait
Islander artwork and literature throughout
the department.
• Promotion of Aboriginal and Torres Strait
Islander art exhibitions.
• Develop an Aboriginal and Torres Strait
Islander webpage to house all resources.
• Enhance the libraries to include additional
Aboriginal and Torres Strait Islander
resources such as publications, DVD’s etc.
• Encouragement of employees to
participate in external cultural excursions
such as Dumbartung, Kings Park
Aboriginal Walk trail.
2.3 Develop a
Cultural Capability
Development
Framework
• Manager Workforce June 2014
Planning and
Development Branch
• Manager Aboriginal
Strategy Co-ordinator
• A Cultural Capability Development
Framework is developed and implemented
to build relationships and provide
understanding of Aboriginal Australia and
Aboriginal and Torres Strait Islander people
using the following methods; e-learning
programs, face to face workshops and
cultural external excursions.
12
Reconciliation Action Plan 2014–2016
ACTION
RESPONSIBILITY
TIMELINE
2.3 cont.
2.4 Provide cultural
awareness training
for staff
MEASURABLE TARGET
• Include the Public Sector Commission’s
online cultural confidence module Sharing
Culture as a compulsory induction
requirement for new employees into the
department.
• Provide a detailed e-learning program for
employees to complete.
• Provide face to face workshops for
employees.
• Provide cultural external excursions for
employees.
• Manager Workforce
Planning and
Development Branch
• Manager Aboriginal
Strategy Co-ordinator June 2014
June 2016
Ongoing
• The Public Sector Commission’s online
cultural confidence module Sharing Culture
is a compulsory induction requirement for
new employees in the department.
• The Sharing Culture online module
is promoted to achieve a 40 per cent
completion rate across the whole
department by 30 June 2014.
• Achieve a 95 per cent completion rate for
Sharing Culture training by 30 June 2016.
• The number of staff members to
complete this training is to be included
in the Executive Director’s Performance
Agreements.
June 2016
• The department’s Aboriginal and Torres
Strait Islander cultural awareness online
training module is promoted for staff
completion.
June 2016
• Engage with an Aboriginal Cultural
Learning service to deliver face to face
workshops to provide a more in depth and
holistic understanding of Aboriginal culture.
June 2015
• Arrangements put in place for cultural
awareness excursions for staff.
• Manager Aboriginal
Ongoing
Strategy Co-ordinator
• Establish an Intranet page with tools
and resources designed to increase staff
knowledge on Aboriginal and Torres Strait
Islander people. Included will be a list of
culturally appropriate training resources,
media, stories, videos and handouts.
• Manager Online
Ongoing
Services
• Manager Publications
and Campaigns
• Promotion and marketing of the cultural
learning programs and events.
2.5 Celebration of
• Manager Workforce July annually
Aboriginal and
Planning and
Torres Strait
Development Branch Annually
Islander culture and • Manager Aboriginal
significant events
Strategy Co-ordinator
Ongoing
•
NAIDOC Week promoted and supported
by the department.
•
Recognition and promotion of dates that
are significant to Aboriginal and Torres
Strait Islander people such as: Harmony
Week; National Close the Gap Day;
National Sorry Day; MABO Day; National
Aboriginal and Torres Strait Islander
Children’s Day; and International Day of
the Worlds Indigenous People.
Promotion of attendance at such events.
•
Reconciliation Action Plan 2014–2016
13
OPPORTUNITIES – The department understands the right of every person to
participate and encourages the principles of equity and diversity as outlined in
its Corporate Plan 2013–2016 and recognises the importance of increasing the
participation of people from Aboriginal and Torres Strait Islander descent in our
workforce. The department understands how important it is to create sustainable
opportunities for all people and will continue to offer opportunities to Aboriginal and
Torres Strait Islander peoples to achieve equality.
ACTION
3.1 Develop and
implement an
Aboriginal and
Torres Strait
Islander Mentoring
Program
RESPONSIBILITY
TIMELINE
• Manager Aboriginal
December 2014
Strategy Co-ordinator
• Manager Workforce
Planning and
Development
MEASURABLE TARGET
• Pilot an informal mentoring program for
Aboriginal and Torres Strait Islander
employees.
• Develop an informal mentoring program for
current Aboriginal and Torres Strait Islander
employees.
• Implement and promote the informal
mentoring program within the department,
encouraging senior management
participation.
January 2015
• Develop a formal mentorship program for
employees.
• Mentors mentoring Aboriginal employees
will undertake Indigenous cross cultural
awareness training.
• Mentors from other Government agencies
will be included in the program.
3.2 Involvement
with the Jawun
Secondment
Program
• Manager Aboriginal
January 2016
Strategy Co-ordinator
• Provide information on the Jawun
Secondment Program to Corporate
Executive for endorsement to promote
the program and seek nominations for the
program from staff L7 and above.
• Promote the program and co-ordinate
nominations with the Public Sector
Commission.
3.3 Develop and
promote case
studies
• Manager Online
Ongoing
Services
• Manager
Publications and
Campaigns
• Manager Aboriginal
Strategy Co-ordinator
• Development and promotion of case
studies outlining the journey of Aboriginal
and Torres Strait Islander employees within
the department for the Intranet and external
website.
3.4 Develop and
implement
a Graduate
Development
Program for
Aboriginal and
Torres Strait
Islander people
• Manager Aboriginal
December 2015
Strategy Co-ordinator
• Manager Workforce
Planning and
Development Branch
• Develop and implement an Aboriginal
Graduate Development Program
to combine ongoing employment
with structured learning to increase
representation of Aboriginal and Torres
Strait Islander employees working in
Government.
14
Reconciliation Action Plan 2014–2016
ACTION
RESPONSIBILITY
TIMELINE
3.5 Implementation of
the department’s
Aboriginal
Employment
Strategy 2013–
2015
• Manager Aboriginal
Ongoing
Strategy Co-ordinator
• Manager Human
Resources Service
Delivery
3.6 Increase the scope
of the Wellbeing
Program to cater
and meet the
needs of Aboriginal
and Torres Strait
Islander people
• Manager
Occupational
Safety, Health and
Wellbeing
3.7 Increase
opportunities for
businesses owned
and controlled
by Aboriginal
and Torres Strait
Islander people to
supply their goods
and services to the
department
March 2014
• Manager Finance
and Administration
• Manager Aboriginal
Strategy Co-ordinator
December 2014
Ongoing
MEASURABLE TARGET
• Implement strategies from the department’s
Aboriginal Employment Strategy 2013–
2015 to improve long-term sustainable
opportunities and career pathways for
Aboriginal and Torres Strait Islander people
within the department.
• Achieve 3.2 per cent Aboriginal and Torres
Strait Islander employment within the
department by 2015.
• The number of Aboriginal and Torres Strait
Islander employees in each division to
be included in the Executive Director’s
Performance Agreements.
• Develop a partnership with relevant
organisations to make available: Aboriginal
and Torres Strait Islander counsellors;
and information and resources on chronic
diseases within the Aboriginal and Torres
Strait Islander Community.
• Development of an Aboriginal and
Torres Strait Islander wellbeing pack for
employees.
• Update the department’s Procurement
Guidelines to include reference to the
Aboriginal and Torres Strait Islander
Business Directory.
• Promote the Aboriginal and Torres Strait
Islander Business Directory to staff.
• Survey staff on their knowledge and usage
of the Aboriginal and Torres Strait Islander
Business Directory.
• Report the number of contracts established
with Aboriginal and Torres Strait Islander
businesses.
Reconciliation Action Plan 2014–2016
15
TRACKING PROGRESS AND REPORTING
ACTION
RESPONSIBILITY
TIMELINE
MEASURABLE TARGET
4.1 Report
achievements,
challenges and
learning’s to
Reconciliation
Australia for
inclusion in the
Annual Impact
Measurement
Report
• Manager Aboriginal
September 2014,
Strategy Co-ordinator 2015
• Complete and submit the RAP Impact
Measurement Questionnaire to
Reconciliation Australia annually.
4.2 Report
achievements
against the RAP
to the Department
annually
• Manager Aboriginal
July, annually
Strategy Co-ordinator
• Provide a Corporate Executive Report
annually.
4.3 Report the
• Manager Aboriginal
April and October
percentage of
Strategy Co-ordinator annually
Aboriginal and
• Manager Corporate
Torres Strait
Development
Islander employees • Manager Workforce
within the
Planning and
department and
Development
the percentage of
employees that
have completed
Indigenous cross
cultural awareness
training
16
Reconciliation Action Plan 2014–2016
• Report figures in the Executive Director’s
Performance Agreements at mid-year and
end of year.
The Department of Commerce would like to acknowledge and thank Barbara for her artwork titled “Kendjil Djena Koorliny”
(together walking).
Barbara’s guidance and contribution throughout the design of this document has been invaluable and are a reflection of
the wonderful expression of contemporary Aboriginal artwork.
Barbara’s work has been reproduced in this document and has inspired the visual message of the department’s
Reconciliation Action Plan 2014 – 2016.
Kendjil Djena Koorliny (together walking)
“The painting is about two cultures. The spirit figures also represent same but different. We have the same
biological make up yet we are different in culture and in the colour of our skin. The song lines coming from both
cultures is about walking together side by side.
The circles in the background represent Noongar cultures. Some are lighter and some are darker. This translates
to some noongar groups are stronger in culture than others but we are all there, alive, existing, changing, adapting
and evolving.
The green and brown at the top left hand side represents the land. The blue on the bottom right hand side
represents water our life force. We all need water to survive.”
Barbara Bynder
Department Of Commerce
Office of the Director General
Locked Bag 14, Cloisters Square Western Australia 6850
Excerpt from Kendjil Djena Koorliny.
DP1189/2013/ February _14/ 100
Aboriginal Strategy Co-ordination