Q.I.T.E. RECONCILIATION ACTION PLAN 2013/15

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1 Q.I.T.E. RECONCILIATION ACTION PLAN 2013/15

2 our vision Q.I.T.E. is a beacon for reconciliation, and through fostering a culture of respect for all individuals, we empower Aboriginal & Torres Strait Islander peoples to engage fully in life. Creating Opportunities Delivering Solutions

3 Q.I.T.E. our business Q.I.T.E. is a not-for-profit organisation, and proudly a Public Benevolent Institution. Commencing in 1987, Q.I.T.E. was formed after a group of concerned citizens sought to assist youth in the Mareeba community through the provision of training and employment services. Since this time, Q.I.T.E. has grown, with a current workforce in excess of 100 staff we service the communities of Mareeba, Atherton, Ravenshoe, Mossman, Cairns, Yarrabah, Innisfail, Tully & Cardwell and offer over 15 workforce, training and social enterprise programs. We are proud of our diverse workforce, and with an Aboriginal and Torres Strait Islander to non-indigenous staff contingent of approximately 10% our Aboriginal and Torres Strait Islander staff are based throughout the organisation in roles such as Community Development Officer, Mentor, Employment Consultant and Receptionist and are valued members of our ever-growing team. Within the Q.I.T.E. service area the percentage of Indigenous residents is approximately 9.1% compared to the state average of 3.3%. With this percentage being almost three times the state average, we recognise that the Reconciliation Action Plan is an integral part of Q.I.T.E. s business. Q.I.T.E. provides: Contracted employment services - Jobs Services Australia including the Generalist & Specialist Contracts, and Harvest Labour Services Recruitment Services - including a Labour Hire Division which provides on-hire employees to all industries Training Services - delivering non-accredited & accredited training under a Memorandum of Understanding with TAFE, and Allens Training Social Enterprises QT s Early Learning Centre, Timber Creations, Passenger Transport Services & Indigenous Community Links Creating Opportunities Delivering Solutions Pictured: School student at Q.I.T.E. s Indigenous Community Links program

4 our bus i n e ss Q.I.T.E. This unique service offering has evolved in response to the needs of the community, and with a strong physical presence across the Far North of Queensland; Q.I.T.E. has developed an in-depth knowledge of the issues affecting the area. This organisation has an impressive track record of achieving results within our communities, and during the financial year ending 30 June 2012, Q.I.T.E.: Assisted 2,162 unemployed clients to secure employment through the Jobs Services Australia contract; Organised and provided work experience activities for 1,123 jobseekers; Supported 330 Aboriginal & Torres Strait Islander people to access services in the community through the Indigenous Community Links program; Issued 1,492 bus tickets through our Passenger Transport Services unit; Placed 340 clients into employment through the Recruitment Department; Employed 287 on-hire staff through the Labour Hire Unit to meet the workforce needs of employers across the region; Placed 1,027 workers in harvest roles through the Harvest Labour Services department to meet the labour requirements of growers. Creating Opportunities Delivering Solutions Q.I.T.E. is proud to be recognised as a community asset, and as an organisation we provide a wrap-around service to our clients, and work to contribute to the wider community by campaigning to influence change. Pictured: Q.I.T.E. s Indigenous Employment Project Cyclone Yasi Clean Up Team (Innisfail 2011)

5 our rap our business Q.I.T.E. s Reconciliation Action Plan 2013/15 is the first for this organisation, and the Board of Directors and C.E.O. are committed to permeating a culture of acceptance and inclusivity throughout all teams within our organisation. The journey to finalise the Reconciliation Action Plan has seen the formation of Reconciliation Action Plan Working with contributions from the Office of the C.E.O. and wider organisational staff. This process of collaboration has, in itself, represented the culture within our organisation and also highlighted the steps already taken towards reconciliation. The Reconciliation Action Plan Working has devised and agreed to a Terms of Reference document that underpins the goals of the group, and serves to specify the way that these goals will be achieved. The Terms of Reference defines the Mission of the Reconciliation Action Plan Working as: We set an example for reconciliation in our organisation, and in our lives, and through this we create change and foster a culture of acceptance, equality and respect. The organisation has given priority to the development of the Reconciliation Action Plan, and this is evidenced through the support given to the Reconciliation Action Plan Working. Furthermore, with the four key stakeholder groups of Jobseekers, Q.I.T.E., Employers & Industry, and Community we seek: To Challenge To Build Capability & Capacity To Be Responsible & Proactive To Campaign to Influence Change To Educate & Elevate These pillars are synchronous with our goals under the Reconciliation Action Plan, and will serve to enhance our efforts towards reconciliation. Creating Opportunities Delivering Solutions Pictured: QT s Early Learning Centre Trainees Marlene Mathieson & Shante Agombar

6 relationships Q.I.T.E. s business is underpinned by a series of Values and Key Strategic Areas & Goals with Relationships identified as the foremost of our Values. Q.I.T.E. defines relationships as, The cornerstone of our business. Relationships with each other; our clients; and other stakeholders. We value, respect and protect these relationships. We work as a team, partnering with our stakeholders to deliver solutions to challenges. In order to achieve the goals of Q.I.T.E. s Reconciliation Action Plan we draw on the relationships with each of our stakeholder groups to access the wisdom and experience of our team, our clients and external links. At Q.I.T.E., we believe that Reconciliation is a two-way process, and the Q.I.T.E. Reconciliation Action Plan 2013/15 includes a focus on building relationships with individuals and communities. We seek to build on our existing network to create partnerships and to share experiences with other organisations, groups and individuals who are committed to Reconciliation in Australia. A Working comprising of Aboriginal & Torres Strait Islander and non-indigenous staff is established to support the development of the RAP. Ongoing Complete an Expression of Interest process to establish the R.A.P. Working. to be established during April The will establish a Terms of Reference to provide the framework and direction for the group. The will meet at the direction of the C.E.O. Develop a database of 50 key individual Aboriginal & Torres Strait Islander stakeholders, and 50 secondary contacts / organisations to be reviewed annually. Identify one National Reconciliation Week activity in the area of each of Q.I.T.E. s full-time sites (Atherton, Mareeba, Cairns, Yarrabah & Innisfail), and partner with the organisers to enhance the event and build relationships with Aboriginal & Torres Strait Islander peoples, organisations and communities. Community Enterprise & Development Manager Site Managers 31 Jul Database to be presented to Office of the C.E.O. & Site Managers by 31 July Dec Identify event & contact organiser to consider options for Q.I.T.E. involvement. 27 May 3 Jun Events to be held during NRW 2014 (27 May 3 June 2014). 30 Sep Revise 2014 events, and consider which events will be supported during Identify and connect the network of Indigenous Employment Support Officers in the public and private sectors, across the Cairns Employment Services area. Q.I.T.E. will provide the links for staff in these roles to create a forum to discuss best practice and common challenges. Community Enterprise & Development Manager 31 Mar Identify relevant positions within organisations across the Cairns ESA; Organise & host biannual meetings to build the network. Meetings to be held in November and April annually.

7 relationships Support our staff to achieve high level engagement with our clients, through appropriate and meaningful communication. We encourage our clients to feel comfortable, and to open up. Site Managers 30 Sep Utilise internal surveys to identify the top 20 jargon words and acronyms used across our organisation, to reduce communication barriers with Aboriginal & Torres Strait Islander clients. 30 Jun Investigate the development of a communication guide to assist staff with interacting and communicating with Aboriginal & Torres Strait Islander clients. This guide will also ensure a consistent message is received by all stakeholders Aboriginal and Torres Strait Islander and non-indigenous. 30 Jun Aim to launch this communication guide by completion of R.A.P. Year 2 (2014/15), with internal training completed to ensure that the language changes occur consistently across the organisation. Pictured: Members of Q.I.T.E. s First Creating Opportunities Delivering Solutions

8 respect Q.I.T.E. acknowledges the importance of fostering a culture of respect, and an environment where cultural awareness is encouraged, and practiced. We give respect to the unique history which the Aboriginal & Torres Strait Islander peoples have lived and their contributions to today s Australia. As an organisation we are committed to contributing to a collaborative and inclusive modern history for all Australians. The communities in which we operate feature an Aboriginal and Torres Strait Islander population of almost three times the State average, and our Jobs Services Australia client base includes over 40% Aboriginal & Torres Strait Islander peoples. Our Reconciliation Action Plan will enhance our ability to service our Aboriginal & Torres Strait Islander clients, and communities in a culturally acceptable manner, and will also mean that Q.I.T.E. is focussed on actively contributing to reconciliation. We view Aboriginal and Torres Strait Islander Australians as a major contributor to Australia s history, and to the workforce now and into the future. We are committed to building on existing relationships with employers and industry to ensure that our communities are working together to improve the outcomes for Aboriginal and Torres Strait Islander peoples and non- Indigenous Australians alike. Our Reconciliation Action Plan formalises the organisation s commitment to assisting our staff build on their knowledge of the Aboriginal & Torres Strait Islander cultures & histories. We anticipate that this will translate into more respectful, and in turn, successful relationships with positive outcomes for Aboriginal & Torres Strait Islander clients, and for all staff. The launch of Q.I.T.E. s first Reconciliation Action Plan will include the presentation of a framed transcript of the Apology to the Stolen Generations as penned by renowned calligrapher Gemma Black. These will be framed and displayed proudly in the Reception of all Q.I.T.E. sites, as well as in the Staff Common Rooms at each location. It is our intention to first build on this organisation s culture of respect and equality in order to create a workforce of Reconciliation Champions. We plan to contribute to reconciliation by showing respect to the Aboriginal & Torres Strait Islander peoples through recognising their contribution to Australia, and actively promoting cultural awareness within all Q.I.T.E. teams. We will then seek to become a mentor for other organisations and businesses which may be on the verge of embracing reconciliation as a business priority. Q.I.T.E. supports staff to participate in NAIDOC Week Celebrations by linking with the organisers of existing events. All staff are encouraged and supported to participate, including Aboriginal & Torres Strait Islander staff. Engage employees in the implementation of Acknowledgement of Country and Welcome to Country protocols, as well as the development of a Cultural Leave Clause. Site Managers Annually 7 14 July NAIDOC Week occurs annually from the first Sunday in July through to the following Sunday. In 2013 the applicable dates are 7 to 14 July. Identify local community events which Q.I.T.E. could contribute to, and contact organisers; Organise a stall or other agreed contribution to assist with the celebration. 30 Sep members to meet with the intention of: Developing a Policy which sets the standard for Acknowledgement of Country & Welcome to Country; Drafting an acknowledgement to be included as part of the signatures for all staff; & Devising a Cultural Leave clause for Q.I.T.E. staff.

9 respect Provide all staff with the opportunity to expand their knowledge on the local Aboriginal and Torres Strait Islander communities. Community Engagement & Development Manager 31 Jul Create a statistical profile of Aboriginal and Torres Strait Islander communities in the Q.I.T.E. service area. Profile to be uploaded to Intranet home page, and incorporated into New Staff Induction. Review annually. Create a register of Traditional Owner s / Organisations throughout the Q.I.T.E. service area. Provide to and all Site Managers. Register to be uploaded to Q.I.T.E. s Intranet home page for internal purposes. Engage employees in the implementation of Acknowledgement of Country and Welcome to Country protocols, as well as the development of a Cultural Leave Clause. Q.I.T.E. supports all staff, both new & existing, to attend Anti-Discrimination training with the Anti-Discrimination Commission Queensland. 30 Sep members to meet with the intention of: Developing a Policy which sets the standard for Acknowledgement of Country & Welcome to Country; Drafting an acknowledgement to be included as part of the signatures for all staff; & Devising a Cultural Leave clause for Q.I.T.E. staff. 31 Dec Investigate training options with the Anti-Discrimination Commission Queensland; Negotiate an appropriate training package with the Anti-Discrimination Commission Queensland; Devise a calendar of training events to ensure that all staff complete this mandatory training within 12 months. Create a culturally appropriate environment to service our clients, to improve the likelihood of achieving meaningful client engagement. Q.I.T.E. s recognises that the presence of works of art by Aboriginal and Torres Strait Islander artists can contribute to a culturally appropriate environment, and may serve to calm clients by reducing the clinical nature of the offices. 30 Apr To achieve this, the will: Investigate and design a plan for the incorporation of artworks in all sites. This may include the display of client s artworks, or the work of professional artists. Engage employees in cultural learning to increase understanding an appreciation of different cultural backgrounds to lay the foundation for all R.A.P. actions to be achieved. 30 June 2014 Research training packages which cover Aboriginal & Torres Strait Islander history, culture and reconciliation. This training package will be focussed on educating and empowering Q.I.T.E. staff to achieve meaningful engagement with staff, clients and stakeholders. Present options to the Office of the CEO at the July meeting.

10 opportunities Q.I.T.E. s core business lies in assisting people improve their lives - in fact, to connect people to purpose is a most important function for our organisation. We are committed to working with Aboriginal and Torres Strait Islander peoples to identify opportunities for development, including opportunities for business and in the community. Q.I.T.E. views opportunities for Aboriginal and Torres Strait Islander people as available, and ready to explore. It is our role to collaborate with Aboriginal and Torres Strait Islander peoples and organisations to enhance the ability to capitalise on opportunities for business development. Additionally, we work closely with individuals who may require assistance in identifying opportunities for training and employment. Q.I.T.E. is unique in that we provide a service to both employers and potential employees, including Aboriginal & Torres Strait Islander jobseekers. This provides an unmatched opportunity for our organisation to enhance the level of cultural awareness through our provision of service, and to identify opportunities for employers to contribute to Closing the Gap on Indigenous disadvantage. Q.I.T.E. s first R.A.P.is clearly focussed on setting the foundation to build sustainable opportunities for Aboriginal and Torres Strait Islander peoples within the organisation, and will form the foundation of all future R.A.P.s. Support Aboriginal & Torres Strait Islander Early School Leavers to attend information sessions to assist with motivation and to provide an insight into the options which are available. We aim to empower the Early School Leavers to question their expectations of themselves, and to consider career options which had been previously unexplored. Site Managers 31 Jan Engage with the School Aboriginal and Torres Strait Islander Support Officers in the service areas to build relationships and promote opportunities to the Early School Leavers. Q.I.T.E. to continue to support the Business Liaison Association Career Expo with sponsorship (event held annually in April). Review annually; Q.I.T.E. to support the Footy Origin Greats Career Expo (FOGS) by attending and providing an information booth (event held annually in April). Review annually; Q.I.T.E. to publicise these events to Early School Leavers to attend these events by advising them of the upcoming event, and potentially assisting with transport (dependent on requirements). Build relationships with Aboriginal & Torres Strait Islander communities and organisations, and encourage a higher intake of Aboriginal and Torres Strait Islander staff. 31 Jan The is to investigate and consider organisational capacity for a Development Role to work alongside the Community Engagement & Development Manager. 28 Feb If it is deemed appropriate, a Position Description will be drafted and presented by the C.E.O. to the Board for consideration and approval.

11 opportunities Increase employment opportunities for Aboriginal & Torres Strait Islander jobseekers, and youth across the organisation (including the community enterprises), and achieve an equivalent retention rate for Aboriginal and Torres Strait Islander and non-indigenous staff. Site Managers 30 Apr Q.I.T.E. is committed to providing sustainable opportunities to all staff, including Aboriginal & Torres Strait Islander peoples, and in 2013/15 Q.I.T.E. will: Employ 5% new Aboriginal and Torres Strait Islander staff into Traineeships within our organisation. This recruitment process will include a panel interview, and a member will be present on the panel. Additionally, the will: Design and implement a Staff Retention Survey / Record to capture the rate of retention of staff. Foster a culture of reconciliation and cultural awareness, where the Recruitment and Employment strategy and processes support this aim. Site Managers 30 Jun Investigate the design and implementation of a strategy which incorporates Indigenous Employment, Recruitment and Cultural Awareness Training. The strategy ensures that: Cultural Awareness Training is not exclusive to the Induction process for new staff, but is an ongoing focus for all staff with Key Performance Indicators to be aligned with this goal, and included in all Job Descriptions as a mandatory requirement of every role within the organisation; All staff are aware of Q.I.T.E. s culture and commitment to reconciliation, and that new recruits are a best fit ; The recruitment process is not discriminatory. This includes a review of the language used, KPIs and interviewing process.

12 reporting Report activities, events and achievements to the Monthly Review the Manager s Monthly Health Check Reports and include a section for reporting on R.A.P. activities and achievements. Report activities, events and achievements to the Board of Directors. C.E.O. 30 Sep May 2014 The C.E.O. Report to the Q.I.T.E. Board of Directors will include a section for reporting on R.A.P. activities and achievements for presentation biannually at the May and September meetings. Report achievements, challenges and learnings to Reconciliation Australia for inclusion in the Annual Impact Measurement Report. Ensure the Q.I.T.E. R.A.P. reflects the organisation s activities and plans. 31 Dec R.A.P. progress is reported each year in the R.A.P. Impact Measurement Questionnaire. 30 Jun The R.A.P. is reviewed to confirm relevance to organisational direction, and approval for any proposed changes is requested from Reconciliation Australia. For further information, please contact: Katrina Spies Chief Executive Officer Phone: Website: Our Mission in all that we do is: To assist people, especially those who are most disadvantaged, to gain, retain or enhance their position in the workforce, and their lives.

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