Indigenus Emplyment Strategy 2014-2017 Created 8 th May, 2014 Wilsn Security Level 16 The Twer 360 Elizabeth Street Melburne VIC 3000 Australia cntact@wilsnsecurity.cm.au wilsnsecurity.cm.au
2 Wilsn Security Indigenus Emplyment Strategy Cntents 1. Intrductin t the Strategy... 3 2. Methdlgy... 4 3. Objectives... 5 Objective 1... 5 Objective 2... 5 Objective 3... 6 Objective 4... 6 Objective 5... 7 4. The Actin Plan... 8
3 Wilsn Security Indigenus Emplyment Strategy 1. Intrductin t the Strategy Wilsn Security s Indigenus Emplyment Strategy (the IES) aims t develp and deliver increased emplyment pprtunities fr Abriginal and Trres Strait Islander peple acrss its sites thrughut Australia. The Strategy als acknwledges that thrugh imprved engagement with Abriginal and Trres Strait Islander cmmunities and the prvisin f culturally safe and respectful wrkplaces, sustainable emplyment utcmes fr Indigenus peple can be achieved. The key bjectives f this strategy are imprved accessibility leading t an increased Indigenus wrkfrce; an increased knwledge and appreciatin f Indigenus culture acrss the rganisatin; and imprved relatinships with external Indigenus rganisatins and lcal Abriginal and Trres Strait Islander cmmunities. This Strategy prvides clear and measurable actins t address these bjectives. While the Strategy fcuses predminantly n creating direct emplyment pprtunities fr Indigenus peple, the Cmpany recgnises the increasing ptential t engage with Indigenus wned and perated businesses t prvide sub-cntracting services, where apprpriate. We als recgnise that cmmercial engagement f Indigenus business can lead t increased emplyment pprtunities fr Indigenus peple within thse businesses. This Strategy als cntributes t the brader gals f Cuncil f Australian Gvernments (COAG) Australian Gvernment s Clsing the Gap initiatives, in particular t halve the gap in emplyment utcmes between Indigenus and nn-indigenus Australians within a decade. Wilsn Security understands that thrugh increased emplyment and ecnmic develpment pprtunities, Abriginal and Trres Strait Islander peple, families and cmmunities will experience imprved scial and ecnmic utcmes. The implementatin, mnitring and evaluatin f the Indigenus Emplyment Strategy will be fully supprted by Wilsn Security thrugh: ensuring accuntability fr the Strategy s utcmes ensuring stakehlder wnership f the Strategy ensuring an nging cmmitment t the Strategy frm senir management ensuring adequate and apprpriate resurces are made available t supprt the aims f the Strategy ensuring all Wilsn Security wrkplaces are culturally safe spaces fr Abriginal peple, and ensuring a cntinued effrt in develping relatinships and partnerships with Indigenus cmmunities and rganisatins. A new apprach t attracting Indigenus emplyees is necessary because traditinal mainstream recruitment appraches are nt the mst effective way t attract Indigenus peple t the wrkplace. The develpment f relatinships and accessing the resurces prvided by Jb Services Australia prviders (JSAs) and Registered Training Organisatins (RTOs) will supprt Wilsn Security t achieve its bjective f prviding increased accessibility and therefre emplyment pprtunities fr Abriginal and Trres Strait lslander Australians. The Cmpany spnsrs f the IES are the Natinal Operatins Manager and the Natinal HR Manager.
4 Wilsn Security Indigenus Emplyment Strategy 2. Methdlgy A brad cnsultatin prcess was undertaken t seek input n the develpment and implementatin f the Indigenus Emplyment Strategy. Cnsultatins were undertaken with: Wilsn Security cmpany representatives including: Human Resurce Advisrs Operatins Managers Natinal Training Manager State Managers Abriginal cmmunity rganisatins and businesses, including emplyment, training and mentring services. Mainstream Jb Services Australia (JSA) and RTOs 2.1 Cnsultatin analysis Cnsultatins with relevant Wilsn Security persnnel prvided an understanding f the current labur market envirnment in which Wilsn Security perates. The cnsultatins als prvided an understanding f the current challenges faced by the security sectr in relatin t business develpment and emplyment. Thse challenges are largely cncerned with prviding clients with a diversity f quality security related services in a changing market place. Further, as Wilsn Security delivers services in client wrkspaces i.e. mining and cnstructin sites, crprate ffices, hspitals and universities etc., it is imperative that Wilsn Security ensure their services, including staff, are aligned with the cultural and envirnmental expectatins f the client s wrkplace. Other messages emerging frm the cnsultatins include: Wilsn Security has a gd reputatin as an emplyer f chice in the security industry; Wilsn Security emplys a multicultural wrkfrce; and Develping and delivering an Indigenus Emplyment Strategy will see Wilsn Security better aligned with its crprate partners which als have an Indigenus Emplyment Strategy. These key messages prvide an advantage t successful recruitment and retentin and will serve t blster the bjectives f the verall Strategy. Cnsultatins with external stakehlders prvided the fllwing insights: The need fr imprved relatinships and clser engagement between private sectr and Abriginal and Trres Strait Islander cmmunities; The need fr Indigenus wned and perated rganisatins t develp clser cmmercial relatinships with the crprate sectr; The need fr the prmtin f Indigenus emplyment pprtunities thrugh culturally relevant resurces; The imprtance f undertaking Abriginal cultural educatin training and mre specifically, lcal cultural educatin delivered by the lcal Abriginal cmmunity; The need fr emplyers t prvide prfessinal and cultural mentring fr Indigenus emplyees; and The need fr emplyers t prvide cultural mentring fr managers and team leaders wrking with Indigenus emplyees. These key messages will serve t prvide Wilsn Security with a clear directin in attaining the bjectives established by the Strategy.
5 Wilsn Security Indigenus Emplyment Strategy 3. Objectives Each bjective is accmpanied by a set f strategies, which utline hw the bjective will be achieved. Fllwing this sectin is the Indigenus Emplyment Strategy Actin Plan, which prvides detailed actins and areas f respnsibility fr each bjective and strategy. Objective 1 Establish effective partnerships with lcal indigenus cmmunities and businesses and ther key stakehlders f the Indigenus Emplyment Strategy. Strategies: Wilsn Security t identify relevant lcal Indigenus cmmunity grups and businesses; Engage with relevant rganisatins and cmmunity grups t seek ways t further t the bjectives f the Strategy. Identify ptential sub-cntracting pprtunities (where relevant) fr Abriginal wned and perated businesses; Becme a member f Supply Natin; Investigate pprtunities arising thrugh tenders i.e. sub-cntracting pprtunities. Identify pprtunities fr Wilsn Security t cntribute t and supprt activities and events in Indigenus cmmunities; NAIDOC Week events Sprts carnivals Schl awards Objective 2 Increase attractin, recruitment and retentin f Abriginal emplyees. Strategies: Increase external stakehlders awareness f Wilsn Security s IES thrugh the develpment and implementatin f an external Cmmunicatins Strategy that prmtes accessibility and emplyment pprtunities ; Prmte emplyment pprtunities t relevant cmmunity grups, and emplyment and training services; Engage Indigenus emplyment services t assist in identifying suitable Abriginal candidates fr emplyment pprtunities; Prmte (advertise) emplyment pprtunities in relevant rganisatins and media where practicable i.e. Indigenus recruitment rganisatins; Kri Mail, Natinal Indigenus Times, nline emplyment frums Linked In, etc. Identify and attend Indigenus Jb Exps, infrmatin sessins r Career Days Develp pprtunities fr current Abriginal emplyees t speak with Abriginal jb seekers and abut their experiences wrking fr Wilsn Security; Develp cultural and prfessinal mentring prgrams t supprt Indigenus emplyees and increase retentin rates; Explre flexible wrkplace arrangements t supprt Indigenus emplyees cultural and cmmunity cmmitments including explratin f a Cultural and Ceremnial Leave Plicy; Develp and undertake Indigenus emplyee survey annually t btain data n wrkplace experiences, needs and recmmendatins; Thrugh the Perfrmance and Develpment review prcess, identify career develpment pprtunities and training and learning needs fr Indigenus emplyees; Where pssible, prmte ptential f transferability f emplyment t ther regins, territries and states.
6 Wilsn Security Indigenus Emplyment Strategy Objective 3 Prmte awareness f Wilsn Security s Indigenus Emplyment Strategy internally. Develp a Statement f Cmmitment t Indigenus Emplyment and explre its display in apprpriately identified areas. Strategies: Develp and implement an internal Cmmunicatins Strategy t prmte awareness f the IES bjectives; Identify key internal Champins, wh will be respnsible fr: prmting the Strategy internally and externally; and facilitating the prgress f the Strategy. Ensure that all human resurce and recruitment persnnel, and management representatives are aware f the Indigenus Emplyment Strategy thrugh the develpment f an internal cmmunicatins strategy; Ensure the human resurces persnnel are culturally prficient thrugh the delivery f Indigenus cultural awareness training; Ensure all staff invlved in recruitment, including selectin panel members, have undertaken cultural awareness training; and Ensure selectin/interview panels include an Indigenus representative (where pssible) when interviewing Indigenus applicants. Objective 4 Ensure Wilsn Security wrkplaces are culturally safe spaces fr Abriginal peple t wrk. Strategies: Identify and deliver an Indigenus cultural educatin package which builds awareness f Abriginal and Trres Strait Islander culture thrughut the rganisatin; Prvide caching and mentring t managers f Indigenus emplyees t build their cultural cmpetency skills; Identify Wilsn Security clients that have similar Indigenus cultural plicies in place and build upn that existing framewrk t address cultural security in wrkplaces; Cnsider the creative use f the Abriginal and/r Trres Strait Islander flag design in cllateral and crprate dcumentatin and cnsider the display f lcal Abriginal artwrk in public areas f Wilsn Security ffices; and
7 Wilsn Security Indigenus Emplyment Strategy Objective 5 Ensure effective mnitring and evaluatin f the Indigenus Emplyment Strategy. Strategies: Develp IES Evaluatin Strategy t enable effective mnitring and reprting f IES utcmes; Identify suitable metrics eg. Current number f Indigenus emplyees; Number f external stakehlders engaged Number f staff wh have cmpleted Cultural Awareness training Develp and undertake Indigenus emplyee survey annually t btain data n wrkplace experiences, needs and recmmendatins. Develp IES Actin Plan identifying; key activities required resurces key persnnel and related respnsibilities metrics, success indicatrs benchmark data data surces Prepare annual reprt n Indigenus Emplyment Strategy utcmes t the Chief Executive Officer f Wilsn Security and ther key stakehlders.
88 Wilsn Security Indigenus Emplyment Strategy n Security Indigenus Emplyment Strategy 4. The Actin Plan Prepared by: Date: WILSON SECURITY INDIGENOUS EMPLOYMENT STRATEGY ACTION PLAN 2014-2017 Endrsed by: Date: The Indigenus Emplyment Strategy Wilsn Security s Indigenus Emplyment Strategy aims t develp and deliver increased emplyment pprtunities fr Abriginal peple acrss its business. The Strategy als acknwledges that thrugh the prvisin f a culturally safe and diverse wrkplace, sustainable emplyment utcmes fr Abriginal peple can be achieved. An increased Indigenus wrkfrce will als cntribute tward the prgressin f imprved scial and ecnmic utcmes fr lcal Abriginal and Trres Strait Islander cmmunity. This Actin Plan will be reviewed and updated annually t accurately reflect the prgress f the Indigenus Emplyment Strategy. Hence, first 12 mnths f the Strategy will fcus n: Develping relatinships with relevant Indigenus cmmunities and rganisatins. Develping an internal cmmunicatins plan t prvide a clear message as t the intent f the Strategy. Identify Champins within Wilsn Security wh can lead and prmte the Strategy. The fllwing key indicates the prgress achieved fr each actin. Target met r imprved upn Requires mnitring Immediate attentin needed
9 Wilsn Security Indigenus Emplyment Strategy Objective 1 - Establish effective partnerships with the lcal Abriginal cmmunity and ther key stakehlders f the Indigenus Emplyment Strategy Activities Resurces Required Respnsibility: Timing: Perfrmance Indicatrs/Outcmes: Prgress: Identify and meet with relevant Indigenus cmmunity grups and businesses t prgress the bjectives f the Strategy State Managers, Human Resurces 2014 & then nging At least ne relevant Indigenus cmmunity rganisatin has been identified, and ne meeting has taken place with each rganisatin. Identify ptential sub-cntracting pprtunities fr relevant Abriginal wned and perated businesses State Managers Onging Sub-cntracting pprtunities fr Indigenus businesses have been identified Investigate membership t Supply Natin and cmmence develpment f an Abriginal business prcurement plicy Human Resurces Natinal Operatins Manager 2014 Jined Supply Natin Cmmenced develpment f Abriginal business prcurement plicy Identify pprtunities fr Wilsn Security t cntribute and supprt activities and events in Abriginal cmmunities State Managers Onging Wilsn Security have participated and cntributed t at least ne cultural event.
10 Wilsn Security Indigenus Emplyment Strategy Objective 2 - Increase attractin, recruitment and retentin f Abriginal and Trres Strait Islander emplyees. Activities Resurces Required Respnsibility: Timing: Perfrmance Indicatrs/Outcmes: Prgress: Develp and implement External Cmmunicatins Strategy t prmte IES t cmmunity and ther external stakehlders Natinal Operatins Manager & Natinal HR Manager 2014 External Cmmunicatins Plan develped Identify and attend Indigenus Jb Exps, Infrmatin sessins r career days Human Resurces 2014 & then nging Attended at least ne Indigenus Jbs Exp, Infrmatin sessins r career days Identify Indigenus staff t speak with Indigenus jb seekers abut wrking with Wilsn Security. Team leaders, State Managers, Human Resurces 2014 & then nging Staff identified and have attended meeting with jb seekers at infrmatin sessins. Develp Emplyee Survey Natinal HR Manager 2014 and then annually Staff survey develped Develp/ identify suitable cultural and prfessinal mentring t supprt Indigenus emplyees Natinal HR Manager January 2015 Mentring prgram develped/identified. Investigate benefits f a Cultural Leave Plicy Natinal HR Manager June 2015 Cultural Leave Plicy discussin paper develped
11 Wilsn Security Indigenus Emplyment Strategy Objective 3 - Increase awareness f Wilsn Security s Indigenus Emplyment Strategy t internal stakehlders. Activities Resurces Required Respnsibility: Timing: Perfrmance Indicatrs/Outcmes: Prgress: Develp and implement internal IES Cmmunicatins Strategy Identify key internal Champins t undertake prmtin and supprt f the IES t internal stakehlders - HR t prvide supprt t Champins t assist them in prgressing the IES bjectives Identify suitable Indigenus Cultural Awareness prgram and btain apprval t rll ut training incrementally Ensure all mainstream emplyment pprtunities are als prmted thrugh Indigenus channels i.e. lcal cmmunity rganisatins, jb search agencies etc. Identify relevant surces Deliver cultural awareness training t all staff incrementally (if apprved) Ensure selectin/interview panels have an Indigenus persn (where apprpriate) when interviewing Indigenus applicants Natinal HR Manager June 2014 Internal IES Cmmunicatin Strategy develped and implemented IES distributed thrughut Wilsn Security State Managers June2014 One Champin identified in each state and prvided with individual supprt t undertake the rle. Natinal HR Manager June 2015 Suitable Indigenus Cultural Awareness prgram identified and apprval btained Human Resurces June 2014 All emplyment pprtunities prmted t Indigenus jb seekers. Human Resurces Human Resurces 2015 nwards Cultural Awareness training delivered t all staff invlved in recruitment prcesses and Managers/Team Leaders f Indigenus persnnel All selectin/interview panels respnsible fr interviewing Indigenus applicants cntain an Indigenus representative
12 Wilsn Security Indigenus Emplyment Strategy Objective 4 Ensure Wilsn Security wrkplaces are culturally safe fr Abriginal peple t wrk Activities Resurces Required Respnsibility Timing Perfrmance Indicatrs/Outcmes Prgress Identify and prvide mentring fr managers f Indigenus emplyees t build their cultural cmpetency skills June 2015 Mentring fr managers made available Investigate ptential surces f lcal Abriginal artwrk t be displayed in public areas f the rganisatin January 2015 Sme artwrk purchased and displayed Develp a Statement f Cmmitment t be displayed in apprpriate areas f Wilsn Security ffices January 2015 Statement f Cmmitment develped and displayed
13 Wilsn Security Indigenus Emplyment Strategy Activities Objective 5 Ensure effective mnitring and evaluatin f the Abriginal Emplyment Strategy Resurces Required Respnsibility: Timing: Perfrmance Indicatrs/Outcmes Prgress: Undertake rganisatinal census t determine: Human Resurces 2014 Organisatinal census cmpleted and analysed current number f Indigenus emplyees wrkplace and training needs f Indigenus emplyees ther wrkplace experiences Prepare annual reprt n prgress f Indigenus Emplyment Strategy utcmes t Chief Executive Officer and ther key stakehlders 2014 Annual Reprt finalised and tabled
1414 Wilsn Security Indigenus Emplyment Strategy n Security Indigenus Emplyment Strategy