RESPECT It is essential for the Gascoyne Development Commission to respect and have an understanding of Aboriginal culture and people with all aspects of its services in the Gascoyne region. This will ensure that Aboriginal people feel safe and valued when interacting with the Gascoyne Development Commission Action Responsibility Timeline Performance Indicators Provide Aboriginal cross cultural awareness training for staff and Board members Corporate Ongoing All GDC staff trained in cultural awareness All new staff and board members complete training within six months of appointment Include cultural education/awareness material in staff induction packages including a copy of the Commission’s RAP Corporate Ongoing Cultural education/awareness section included in staff induction packages Celebrate, promote and support Aboriginal culture, learning and achievements with opportunities for staff to participate in events All Staff Ongoing Number of events promoted, celebrated and supported by GDC Number of staff participating in events. Consult with Aboriginal community members when developing projects, policy advice and or publications that are relevant to Aboriginal people All Staff Ongoing All relevant projects, policy advice and publications have opportunity for Aboriginal input Promote the success of the Commission’s partnerships with Aboriginal clients, industry and government relating to Aboriginal projects Project Staff Ongoing GDC partnerships with Aboriginal clients, industry and government relating to Aboriginal projects promoted in relevant publications, newsletters and the media Display Aboriginal art/craft in Commission premises Corporate Ongoing Aboriginal art/craft displayed in Commission premises.
OPPORTUNITIES It is essential that the Gascoyne Development Commission provides opportunities for Aboriginal people to be on the Commission’s Board and be employed at the Gascoyne Development Commission. It is also essential that the GDC draws on the expertise of Aboriginal professionals and partners with Aboriginal organisations as appropriate when delivering its services Action Responsibility Timeline Performance Indicators Include an Aboriginal recruitment and retention strategy in the GDC’s Strategic Workforce Plan Corporate Ongoing GDCs Aboriginal recruitment and retention strategy developed Regularly review methods of recruitment advertising to maximise opportunities for Aboriginal people Corporate Ongoing Recruitment methods reviewed, improvements identified and implemented on regular basis Provide advice and high level economic and social development services to and for Aboriginal people across the Gascoyne and assist with the negotiation, management and implementation of projects Corporate Ongoing Number of Aboriginal individuals, groups, corporations, and enterprises assisted by the GDC annually Participate in Public Sector Commission employment strategies for Aboriginal trainees Corporate and Project Staff Ongoing Possibility an aboriginal trainee be placed at the GDC Support strategies to improve governance, management and capacity of Aboriginal businesses and organisations in the Gascoyne, in consultation with Aboriginal stakeholders Corporate and Project Staff Ongoing Governance and capacity of the Gascoyne Aboriginal business and organisations actively supported and developed where appropriate Support Aboriginal business, not for profit Aboriginal organisations and communities throughout the Gascoyne to improve economic and social outcomes Corporate and Project Staff Ongoing Number of Aboriginal businesses, not for profit organisations and communities supported by the GDC throughout the region annually.ie. human resources or funding