Department of Treasury and Finance CULTURAL INCLUSION AND RECONCILIATION FRAMEWORK. DTF Cultural Inclusion and Reconciliation Framework 1 of 14

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1 Department of Treasury and Finance CULTURAL INCLUSION AND RECONCILIATION FRAMEWORK DTF Cultural Inclusion and Reconciliation Framework 1 of 14

2 UNDER TREASURER S FOREWORD The Department of Treasury and Finance (DTF) is committed to providing a workplace that is culturally inclusive and that ensures all employees feel respected and valued by their managers, supervisors and colleagues. Every culture has a set of values and beliefs that are meaningful to its people but may be unfamiliar to others. There are also differences within cultures as well as between cultures. We can take our own culture for granted and not be aware of it until we interact with someone from a different culture. This framework has a specific focus on Aboriginal people but the underlying principles of awareness and inclusion can be applied more broadly and are just as applicable to people from other cultures. signed Jim Wright UNDER TREASURER 23 / 05 / 2007 CONTEXT The intentions of cultural inclusion and reconciliation in DTF are to ensure we build a culturally competent workforce and provide culturally inclusive programs and services. Cultural inclusion is based on the principle that the development and provision of services offered by DTF will recognise the legitimate cultural rights, practices, values and expectations of Aboriginal people. A definition of cultural competency is The ability of individuals and systems to respond respectfully and effectively to people of all cultures, races, ethnicities, sexual orientations and faiths or religions in a manner that recognises, affirms and values their worth and protects their dignity 1. It is acknowledged that Aboriginal people are the most socially and economically marginalised peoples in Australia and that they experience greater barriers in accessing government services and opportunities compared to the rest of the community. With this in mind, the Department supports reconciliation with the Aboriginal people as outlined in the attached Reconciliation Statement. 1 Child Welfare League of America Inc., Cultural Competence: A Guide for Public Service Agencies 2003 DTF Cultural Inclusion and Reconciliation Framework 2 of 14

3 Note: Indigenous people in South Australia prefer to be referred to as Aboriginal people, therefore the term is used throughout this document. It is in no way meant to exclude Torres Strait Islander people, nor does it disregard the broad diversity of Aboriginal languages and cultures in Australia. The South Australian government has made a clear commitment in its Strategic Plan 2007 to expand the opportunities for South Australian Aboriginal people and communities, with the inclusion of 9 specific targets, of which 8 are new. The government has committed to: reducing unemployment, improving life expectancy, improving the management of Aboriginal Lands, increasing our understanding of Aboriginal culture, developing Aboriginal leadership in communities, improving overall wellbeing and increasing early-years literacy. In particular the Plan identifies an increase in the percentage of the Aboriginal population in the South Australian Public Sector to 2% by This increase is to be represented in all departments and in all classification levels and demographics, aligned with the Non-Aboriginal workforce. Consultation with Aboriginal community representatives, other government agencies and DTF staff will continue to enhance this Framework. AIMS The key aims of the framework are to: develop cultural competence for DTF employees; provide increased opportunities for Aboriginal people and increase the number of Aboriginal men and women employed in DTF; and establish effective monitoring and reporting systems to assist in the implementation of the Framework. BENEFITS Focusing on cultural inclusion and competence within the department will provide benefits to DTF in the provision of its services to Government and the community through reconciliation, and therefore will assist the community as a whole. It is predicted that the number of new employees entering the workforce will reduce significantly in the next decade, in addition to the impact of an ageing population reducing the available workforce. (Access Economics 2001, Population, Ageing and the Economy) Aboriginal people are currently under-represented in the public sector and have a generally younger demographic profile, which provides an untapped resource of potential employees for the department. DTF Cultural Inclusion and Reconciliation Framework 3 of 14

4 In addition to the services and advice provided by DTF directly to the public and across Government, there is a ripple affect in the community, as Aboriginal people share their experience and distribute information by word of mouth. This provides an opportunity to build relationships and promote DTF as a preferred employer using the established, traditional networks. STRATEGIES FOR SUCCESS The responsibility for the management of the Framework rests with the Under Treasurer and Executive. The successful implementation of its strategies will rely on the goodwill and commitment of all DTF employees and stakeholders. DTF is a diverse organisation with a variety of responsibilities from policy development and advising government, to developing regulatory frameworks and their enforcement. This variety provides a range of opportunities for Aboriginal men and women in roles at all levels. The DTF Cultural Inclusion and Reconciliation Framework contains a variety of approaches intended to meet the targets of the State Strategic Plan, as listed below. 1. Develop increased awareness and cultural competence within DTF. (The improved understanding and respect for Aboriginal culture and heritage will support reconciliation and promote DTF as an employer of choice.) 2. Increase the number of Aboriginal people recruited into DTF at all levels by providing a supportive work environment through the development of culturally sensitive recruitment, development and retention practices. 3. Ensure ongoing stakeholder consultation and review of DTF policies, programs and services (including inter-agency) to ensure they are culturally inclusive. DTF Cultural Inclusion and Reconciliation Framework 4 of 14

5 OBJECTIVE 1: Develop increased awareness and cultural competence within DTF, leading to improved understanding and respect for Aboriginal culture and heritage STRATEGY Actions Responsibility Performance indicators Progress Establish internal champions and external relationships Confirm DTF Executive commitment. Inclusion of diversity statement in Corporate Plan UT Comms UT approval of framework. Purpose, importance and goals tabled at EMG. Corporate Plan updated (has broad people statement not specific enough for cultural reference). Completed - May 2007 Assign responsibility for coordination of the program and resource from within the existing Team. Executive support to the program assigned to Senior Consultant as. Completed - May 2007 Cultural Inclusion Officer () Establish a Cultural Inclusion Committee with representation across DTF. Cultural Inclusion Committee established with terms of reference. Target June 2008 Establish networks with: Contacts established with interstate counterparts. interstate Treasury Departments to source applicable strategies/actions external Agencies able to advise and assist with implementation of the Framework Networks established with: Premier & Cabinet (Aboriginal Affairs & Reconciliation Division & OPE), other departments who have progressed with employment initiatives. DTF Cultural Inclusion and Reconciliation Framework 5 of 14

6 DTF Cultural Inclusion selfassessment Record the number of employees in DTF who identify as Aboriginal. Update CIS to ensure data accurate. Improved accuracy in CIS records of number of Aboriginal staff. to meet with theses staff to inform re the role. Target June 2008 Target June 2008 Survey staff re valuing culture and diversity in DTF using the OPE self-assessment instrument. Initial survey to be conducted after cultural awareness program. Continuing assessment of competence via Induction program. Target June Consultation with senior management to assess action/support required to fulfill the framework requirements. All Branch Heads consulted. Target Sept 2008 Establish consultative processes with stakeholders Program coordinator to facilitate consultation with a range of stakeholders. Options include: Meetings with stakeholder groups held and outcomes recorded. Aboriginal staff Reconciliation representative(s) Committee Focus group open to all staff Selected external stakeholders Conduct cultural awareness training with a strong Aboriginal perspective Procure training from approved panel of providers for delivery specific to 1) customer service staff 2) managers 3) general staff Training procured, scheduled and delivered. Incorporate elements of cultural awareness into Induction program. Target March 2008 Provide ongoing cultural awareness sessions Committee Guest speakers present lunchtime seminars, e.g. Sistas in the Sector movie screened. DTF Cultural Inclusion and Reconciliation Framework 6 of 14

7 Review of policies, procedures and website to ensure cultural inclusion Review of policies, procedures and websites Ensure compliance to acknowledgement protocol at meetings, conferences, training. Comms Workforce Improvement team Communications reviewed and updated, as required. DTF fully compliant with protocol. Reconciliation statement displayed in all meeting rooms. Acknowledgement Statement read out at all external conferences and gatherings convened by units from DTF. Target Dec 2007 DTF Cultural Inclusion and Reconciliation Framework 7 of 14

8 OBJECTIVE 2: Increase the number of Aboriginal people recruited into DTF (at all levels) STRATEGY Actions Responsibility Performance indicators Progress Promote DTF as a preferred employer for Aboriginal people. Aboriginal employment is identified in the work plan. Advertising and communication materials reviewed/created to incorporate appropriate Aboriginal focus. Comms 3-yearly Work Plan includes Aboriginal employment initiatives, targets and resource allocation. Advice from stakeholders gathered and incorporated into communication materials, including job ads. Updated annually Included in Selection panel training March Develop partnerships with schools and Universities to promote DTF to Aboriginal students. GAR (Graduate Recruitment) Targeted discussions held with careers advisers in schools and Universities. Liaison with GAR re across-govt. recruitment. Target Annually Liaise with NT Treasury to understand and adopt assistance programs for Aboriginal graduates/employees. Programs evaluated and, where appropriate, implemented. Explore cadetships, internships and work experience for Aboriginal people. Programs, processes and targets established. Target June 2008 Ensure DTF recruitment processes make use of the Promote and utilise Aboriginal Employment Register in DTF - across all classification levels. Promote DFEEST s register to managers, to utilize it in first instance. DTF Cultural Inclusion and Reconciliation Framework 8 of 14

9 Aboriginal Employment Programs Target Trainee positions for Aboriginal young people Number of Trainee positions targeted for Aboriginal recruitment in Annual Planning. e.g. 3 in 2008/09. Target June 2008 Develop culturally inclusive recruitment practices Recruitment: Targeted job advertising. Culturally sensitive job advertising, elimination of barriers to applicants of a particular cultural background. Recruitment and selection training includes cultural awareness to ensure no disadvantage to applicants. Inclusion of statements to encourage applicants from Aboriginal background to apply for targeted (and all DTF) positions. Target March 2008 Promote Temp Staff companies employing Aboriginal people. Temp staff sourced from companies employing Aboriginal people. Selection. Interview techniques are culturally sensitive. Guidance to selection panels re culturally sensitive aspects e.g. respect, body language, elders. Target March 2008 Induction Checklists and processes are supportive. OHS&W Induction procedures and checklists are culturally inclusive. Retain Aboriginal employees Provide tailored development opportunities and ongoing support networks, including: 1. Assigning a coach/mentor 2. Education assistance 3. Ensuring the Employee Assistance Program is culturally inclusive 4. Creating support mechanisms for managers of Aboriginal staff. DTF Managers Tailored development opportunities and ongoing support networks are established. Participate in DPC AARD network. Monitor success through consultation with Aboriginal staff, and managers and PMP results. 1 ongoing 2 ongoing 3 Completed Sept Target Dec 2008 DTF Cultural Inclusion and Reconciliation Framework 9 of 14

10 PMP documentation and process addresses cultural sensitivity for managers and employees. Processes and documentation reflect cultural competence e.g. Managers aware of culturally sensitive aspects e.g. respect, body language, elders. Target Sept 2008 Included in selection training March 2008 DTF Cultural Inclusion and Reconciliation Framework 10 of 14

11 OBJECTIVE 3: Implement monitoring and reporting systems to measure progress against performance indicators and enable continuous improvement. STRATEGY Actions Responsibilit y Performance indicators Progress Use selfassessment outcomes to determine DTF benchmarks Implement the review schedule developed during selfassessment. Committee Schedule implemented. To be reviewed and updated annually, and reported to UT. DTF policies and procedures reviewed as scheduled. Annually Showcase good work of Super SA (and others) in appropriate publications. Committee Promotion and celebration of DTF achievements in internal newsletter, intranet articles. Promote DTF achievements against the Framework. Improve data collection re targets and reporting requirements Develop targets for: attraction, recruitment, retention and development of Aboriginal employees. Strategies established to record and measure against targets and reporting requirements. Target June 2008 consultation with stakeholders Networks with internal and external stakeholders established and maintained. Key contacts established with: Aboriginal employees Reconciliation representative(s) Aboriginal Affairs and Reconciliation Division and OPE Attorney Generals, DFEEST. DTF Cultural Inclusion and Reconciliation Framework 11 of 14

12 Report as required to OPE on progress against Cultural Inclusion Framework and SA Strategic Plan Implement data collection and reporting to meet OPE reporting framework. (Note OPE reporting framework yet to be communicated 011/07) UT Target 2% Aboriginal employees (currently 0.8% as at 09/07). Number of staff attended cultural awareness training - overall and in last 12 month period. Target 100% in 2007/08 through training, then ongoing via induction of all new staff. OPE reporting requirements met. Annually DTF Cultural Inclusion and Reconciliation Framework 12 of 14

13 Acknowledgements Northern Territory Treasury, Indigenous Employment and Career Development Strategy DAIS Aboriginal Employment Strategy Australian Health Ministers Advisory Council, Cultural Respect Framework for Aboriginal and Torres Strait Islander Health Australian Bureau of Statistics Population and housing information References Access Economics 2001, Population and the Economy. Child Welfare League of America Inc., Cultural Competence: A Guide for Public Service Agencies Department of Employment and Workplace Relations 2005, Workforce Tomorrow, Adapting to a More Diverse Australian Labour Market. Government of South Australia, South Australian Strategic Plan Office for Public Employment, Cultural Inclusion Framework for South Australia Links Reconciliation Statement - Department of Treasury and Finance, Across Government Reconciliation Implementation Reference Committee (SAGRRC). Turkindi Indigenous Employment and Information Network. DTF Cultural Inclusion and Reconciliation Framework 13 of 14

14 RECONCILIATION STATEMENT DEPARTMENT OF TREASURY AND FINANCE The Department of Treasury and Finance is the lead agency supporting the Government s key economic and financial policy outcomes through the provision of advice and coordination of resource allocation for Government programs. It also provides financial services to the Government and the community, including financial asset and liability management, overseeing Government businesses, collection of State taxes and insurance and superannuation services. The Department also supports the Government s target for improved administrative efficiency within the public sector through the provision of shared services including strategic procurement and fleet management. The Department of Treasury and Finance supports the achievement of the vision of Reconciliation Australia: An Australia that provides equal life chances for all, recognising and respecting the special place, culture and contribution of Aboriginal and Torres Strait Islander peoples as the First Australians. The Department will demonstrate its commitment by working to: Improve staff awareness of the broader Aboriginal community and respect for diversity of values, cultures, ideas and identity of Indigenous and non-indigenous Australians Improve employment opportunities for Aboriginal people within the Department Improve service delivery through cultural awareness and targeted services Support Aboriginal people to achieve their potential and participate in the social and economic life of the State. The Department will undertake a range of measures to support the achievement of these outcomes including: Implementing strategies aimed at increasing the proportion of Aboriginal employees within the Department Providing awareness sessions for staff on Aboriginal history, culture and issues of concern and information on culturally sensitive work practices Working to promote superannuation options to Aboriginal employees in the South Australian public sector. DTF Cultural Inclusion and Reconciliation Framework 14 of 14

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