Reconciliation Action Plan Relationships, respect, opportunities

Transcription

1 Reconciliation Action Plan Relationships, respect, opportunities % Murrumbidg ee Loddon-Avo ca Eastern Mt Lofty 80 Murray Ran ges Selle rs Buyers % 70 35% 78% 22% 20 Goulbu rn-b rok en % 67% 55% 55% 45% 45%

2 % Murrumbidgee Loddon-Avoca Eastern Mt Lofty Ranges Murray Goulburn-Broken 45% 45% 55% 55% % % Sellers 78% Buyers 35% 33% 67% 50 Cover story Celebrating diversity The department works to build and support a diverse workforce one that reflects the diversity of the broader Australian community. Staff featured on the cover include biosecurity officer James Bond (far right) from our office in Bamaga, Far North Queensland, who works closely with Indigenous communities of the Torres Strait and Cape York Peninsula. This report is on the web at Creative Commons licence: Material in this publication is licensed under a Creative Commons Attribution 3.0 Australia Licence except for photos of people, logos and the Commonwealth Coat of Arms. A summary of the licence terms is available from creativecommons. org/licenses/by/3.0/au/deed.en. Note about images: Written permission from the subjects should be sought before reproducing any of the images in this publication. Cultural sensitivities may apply.

3 Contents 1. Our business 4 2. History and highlights 5 3. Our RAP 6 Overview 6 Indigenous Champion 6 Indigenous Ambassadors 6 Indigenous Employee Network 7 Indigenous Working Group 7 4. Relationships 8 5. Respect Opportunities Tracking progress and reporting 14 3

4 Our business Our business The Department of Agriculture, Fisheries and Forestry works to sustain the way of life and prosperity of all Australians. We do this by: advising the government and our stakeholders how to improve the productivity, competitiveness and sustainability of our portfolio industries helping people and goods move in and out of Australia while managing the risks to the environment and animal, plant and human health. The department employs around 4500 full-time-equivalent staff including policy officers, program administrators, economists, meat inspectors, researchers, veterinary officers, communicators and project managers. Our staff work in Australia and overseas in a variety of geographic locations including capital cities, regional centres, and rural and remote communities. Our staff work in places as varied as offices, airports, mail centres, shipping ports, laboratories and abattoirs. Torres Strait Regional Authority rangers Kevin Levi and Desmond David check plant samples for DAFF on Poruma (Coconut Island) in the Torres Strait. Workplace diversity Our staff come from many cutural backgrounds, perform a broad range of activities, and work in a variety of workplaces and geographical locations. 4 Department of Agriculture, Fisheries and Forestry

5 History and highlights History and highlights Since our first RAP in 2006, some of our reconciliation-related achievements have included: establishing an Indigenous Working Group to improve how we coordinate and communicate the portfolio s Indigenous policies and programs establishing the DAFF Indigenous Employees Network and appointing Diversity Ambassadors in each of our regions developing the Indigenous Employees Network portal, DAFFIEN developing the Indigenous Lands in Australia map, which identifies potential economic development opportunities as part of the National Indigenous Forestry Strategy contributing to the government s Invest Action Plan, which outlines strategies to promote Indigenous employment in primary industries and natural resource management implementing employment and development initiatives, through our Workplace Diversity Program, that focus on recruitment and retention of Indigenous staff celebrating and recognising, through our Enterprise Agreement, the significance of events such as NAIDOC Week, National Sorry Day and Reconciliation Week. Biosecurity officers help protect the Torres Strait for future generations like Masig (York Island) students Amos Mosby, Tamara Kelly, Riann Mene and Ruecca Morris. Department of Agriculture, Fisheries and Forestry 5

6 Our RAP Our RAP We are committed to ensuring Indigenous and non-indigenous people continue to work together to increase reconciliation. Overview Our DAFF Reconciliation Action Plan (RAP) aligns with our Diversity Strategy and Action Plan , and aims to help us build and maintain beneficial relationships by respecting the contribution of Indigenous Australians and their communities. Our RAP is supported by our Indigenous Champion and has been developed in consultation with our Indigenous Ambassadors, Indigenous Employee Network and Indigenous Working Group. We support the Australian Government s objective of a true representation of the Australian population within its workforce by committing to a 3 per cent Aboriginal and Torres Strait Islander workforce participation rate by Indigenous Champion A representative from the department s senior executive service is our Indigenous Champion. The champion represents the interests of the department s Indigenous Employee Network at meetings of the department s Executive Management Team and at various other forums. The champion actively encourages staff to engage with the Indigenous Employee Network and to participate in workplace diversity initiatives and events. The champion participates in the APS-wide Champions Network. This network meets regularly to exchange ideas and discuss solutions to workplace diversity issues across the APS. Indigenous Ambassadors Indigenous Ambassadors are employee representatives that: represent staff in their region, provide support and point them in the right direction for assistance support and promote departmental diversity initiatives 6 Department of Agriculture, Fisheries and Forestry

7 Our RAP encourage staff to disclose their diversity details to assist in providing accurate workforce statistics and enable initiatives to be developed that match our workforce needs. Indigenous Employee Network The Indigenous Employee Network will: work with the Indigenous Champion to represent the interests of Indigenous staff communicate the benefits of a diverse workplace promote network activities and initiatives meet and discuss issues relevant to staff provide input to departmental policies, strategies, action plans and programs provide advice, support and guidance to Indigenous staff. Indigenous Working Group The DAFF Indigenous Working Group: meets quarterly is chaired by a senior member of the department s Agricultural Productivity Division provides coordinated responses on policy developments and program progress across DAFF ensures the portfolio s Indigenous programs are well-informed and have access to the same level of information considers how DAFF programs that affect Indigenous people could be improved to address Indigenous concerns identifies opportunities to build and foster relationships with Indigenous Australians. Indigenous representation By 2015, we aim for 3 per cent of our workforce, or around 135 staff, to come from Indigenous backgrounds. Anindilyakwa Rangers from the Gulf of Carpentaria work with us to protect Australia from exotic pests: here the rangers are familiarising themselves with a lure designed to screen for and trap Asian honey bees. Department of Agriculture, Fisheries and Forestry 7

8 Relationships Relationships Our policy and program decisions may affect the lives of Indigenous Australians including those in the agriculture, fisheries, food and forestry industries. Our goal is to maintain strong, sustainable and mutually-respectful relationships between Aboriginal and Torres Strait Islander people and the department. Sampling for pests Our staff work with community rangers across northern Australia to sample for exotic pests and diseases. Early detection provides our best chance of eradicating pests that could hurt our environment, crops, livestock and trade. Collaboration We ll continue to work with Indigenous communities to do biosecurity monitoring across northern Australia. 8 Department of Agriculture, Fisheries and Forestry

9 Relationships Lama Lama traditional owner Rex Liddy, left, with DAFF officer Bruce Lansdown. A number of our staff have, like Bruce, worked with Indigenous communities for many years, forging strong personal relationships. TABLE 1 Action items Action Responsibility Timeline Target Indigenous Working Group to meet quarterly to discuss projects that impact on Indigenous communities Indigenous Working Group July 2013, 2014, 2015 and 2016 improvements monitored through an annual survey RAP developed and monitored in consultation with the Indigenous Working Group Encourage Indigenous staff to utilise the Indigenous Employee Network People Strategy and Capability Branch July 2013, 2014, 2015 and 2016 increased staff attendance at Indigenous Employee Network meetings improvements monitored through an annual survey Promote and recognise the contributions of Aboriginal and Torres Strait Islander people within the workplace and community Communication Branch Ongoing positive news stories and articles on the department s staff intranet Continue to consult with Indigenous communities All management Ongoing invest in Indigenous projects that support the department s strategic goals increase consultation with Indigenous council and community networks to ensure project teams develop relevant and culturally-appropriate strategies continue to collaborate with Indigenous communities on biosecurity monitoring through the department s Northern Australia Quarantine Strategy Program Department of Agriculture, Fisheries and Forestry 9

10 Respect Respect We foster a supportive, respectful and inclusive workplace environment where all staff have an opportunity to gain an understanding of and celebrate the heritage, values and beliefs of Aboriginal and Torres Strait Islander people. DAFF officers Michael Gorton, left, and Gadu Banu inspect the health of a chilli plant on the Torres Strait island of Boigu. Seeking permission We will seek permission from Indigenous landowners before undertaking pest and disease surveys on their lands. 10 Department of Agriculture, Fisheries and Forestry

11 Respect Rangers from Dhimurru Aboriginal Corporation join DAFF staff on a plant health survey in East Arnhem Land. TABLE 2 Action items Action Responsibility Timeline Target Raise awareness of Indigenous cultures among staff throughout the organisation Indigenous Working Group, Indigenous Employee Network and People Strategy and Capability Branch July 2013 January 2013 July 2013 increase staff participation in Indigenous cultural awareness training include an Indigenous cultural awareness component in the induction program start to develop an e-learning module on Indigenous culture to raise staff awareness Appropriate use of Welcome to Country and acknowledgement of traditional owners All staff Ongoing increase participation of Indigenous leaders and elders at major events Acknowledgement of traditional owners at all major departmental events Promote and participate in community events relating to Aboriginal and Torres Strait Islander people Indigenous Working Group, Indigenous Employees Network and People Strategy and Capability Branch Ongoing continue to celebrate significant cultural days such as NAIDOC Week, Sorry Day and Reconciliation Week display Aboriginal and Torres Strait Islander flags at cultural events encourage staff to attend Indigenous events and utilise NAIDOC Week leave as outlined in the Enterprise Agreement Encourage staff to complete work with diversity training Consult with Indigenous landowners All management Ongoing all staff start to undertake diversity training such as that available through the Certificate III in Government and the department s Emerging Leaders Program All staff Ongoing seek permission from Indigenous landowners before undertaking biosecurity-related pest and disease surveys on Indigenous lands Department of Agriculture, Fisheries and Forestry 11

12 Opportunities Opportunities We value the varying perspectives, experiences and knowledge that Indigenous Australians bring to our department. Because of this we are committed to increasing the recruitment, retention and development of Aboriginal and Torres Strait Islander staff. DAFF officer Sabrina Ober who is based at our Thursday Island office in the Torres Strait. Staff satisfaction We aim to improve or maintain workplace satisfaction levels among our Indigenous staff. 12 Department of Agriculture, Fisheries and Forestry

13 Opportunities TABLE 3 Action items Action Responsibility Timeline Target Provide access to flexible employment options for Indigenous staff Indigenous Working Group, Indigenous Employees Network, People Strategy and Capability Branch, People Strategies Branch August 2013, 2014, 2015 and 2016 increase or maintain Indigenous staff members levels of satisfaction with their ability to access and use flexible working arrangements this will be measured via DAFF s annual staff survey Develop a diversity employment strategy and action plan to enhance the recruitment and retention of Aboriginal and Torres Strait Islander people People Services Branch, People Strategy and Capability Branch 2015 Annually increase Indigenous workforce participation to 3% of DAFF s overall workforce by 2015 improve or maintain level of Indigenous staff satisfaction as measured via DAFF s annual staff survey Support Indigenous agencies and services People Strategy and Capability Branch July 2013, 2014, 2015 and 2016 July 2013 sponsor the NAIDOC Week schools competition increase staff awareness and departmental usage of Indigenous suppliers through the Australian Indigenous Minority Supplier Council Provide opportunities for Aboriginal and Torres Strait Islander staff through Australian Public Service traineeships, cadetships, internships; identify Indigenous-specific operational roles and work experience placements People Strategy and Capability Branch and Operational Programs Ongoing recruit, within agreed timeframes, Indigenous biosecurity officers, graduates, trainees, cadets and University Vacation Employee Program participants continue to recruit Indigenous staff through the Australian Public Service Commission s Pathways Programs Assist Indigenous staff to develop career pathways People Strategy and Capability Branch Ongoing increase Indigenous staff participation in the department s Studybank scheme ongoing participation of Indigenous executive-level staff in the Organisational Leadership Program through the APSC for Indigenous Leaders two executive-level staff to participate in the Jawun Indigenous Corporate Partnership Promote employment opportunities through targeted Indigenous media and networks People Services Branch, People Strategy and Capability Branch Ongoing March 2013, 2014, 2015 and 2016 advertise all relevant vacancies on Indigenous-specific job boards maintain an Indigenous recruitment page on the department s website target those universities that have a high proportion of Aboriginal and Torres Strait Islander students Department of Agriculture, Fisheries and Forestry 13

14 Tracking progress and reporting Tracking progress and reporting To ensure our RAP remains relevant and to progress our targets we will take the following actions Rangers from Kowanyama in north Queensland discuss biosecurity issues with DAFF team leader and community liaison officer Bruce Lansdown. From left: Fitzroy Lawrence, Darren Birchley, Bruce and Willie Banjo. 14 Department of Agriculture, Fisheries and Forestry

15 Tracking progress and reporting Masigalgal Rangers Francis Nai, Edna Nai and Loice Naawi download biosecurity data on a laptop on Masig (Yorke Island), Torres Strait. TABLE 4 Action items Action Responsibility Timeline Target Endorse RAP Secretary of DAFF September 2012 Secretary and Reconciliation Australia endorse RAP Manage implementation of RAP People and Service Delivery Division September 2012 communicate RAP to all staff and publish on staff intranet, DAFF website and Reconciliation Australia website Annual review of RAP People and Service Delivery Division, Indigenous Working Group and Indigenous Employees Network Ongoing Annually track the progress of actions identify any need for new reconciliation initiatives, and any opportunities to improve existing initiatives publish updates to the RAP and actions on department s website provide updates to the Executive Management Team and the People Management Committee Survey the Indigenous Working Group annually to gauge satisfaction and obtain feedback about initiatives People and Service Delivery Division and Indigenous Working Group September 2013, 2014, 2015 and 2016 implement improvements and actions identified in the annual survey Report to Reconciliation Australia People and Service Delivery Division July 2013, 2014, 2015 and 2016 provide Reconciliation Australia with an annual report of completed actions Report annual progress in external reports People and Service Delivery Division Annually report on RAP completed actions in Annual Report contribute to APS State of the Service Report contribute to APS Access and Equity Report report to Reconciliation Australia Department of Agriculture, Fisheries and Forestry 15

16 % Murray 45% 45% The Biosphere Graphic Element 90 Murrumbidgee 10 The biosphere is relevant to the work we do and aligns with our mission We work to sustain the way of life and prosperity for all Australians. We use this shape as a recognisable symbol across our information materials. 35% 65% 22% 78% Buyers Sellers The biosphere used for this RAP, right, features some of our own staff engaged in some of the many diverse activities we perform. They include James Bond, far right, a biosecurity officer from Bamaga in Far North Queensland. James is a member of and works closely with Indigenous communities of Cape York Peninsula. 60 Loddon-Avoca Eastern Mt Lofty Ranges Goulburn-Broken 33% 55% 55% 40 67% People Strategy and Capability Branch Department of Agriculture, Fisheries and Forestry GPO Box 858 Canberra ACT 2601 Switchboard daff.gov.au/publications/corporate