At a glance Vision Developing deeper relationships with the Victorian Aboriginal Community; one where children, young people and families’ needs are met more fully and interactions are efficient. Key action areas 1. Systemic inclusion 2. Data improvement 3. and economic participation 4. • Ensure that inclusion is the core of every level of the Department • Develop cultural inclusion principles that will align with the Department’s values • Improve the quality of collection and analysis of Aboriginal related data • Assist with enhancing access, participation and the effectiveness of services to the Victorian Aboriginal community • Partner with Aboriginal people to create opportunities for employment and support local economic participation of Aboriginal businesses • Foster stronger, more transparent relationships with Aboriginal community through timely and appropriate communication • Embed action in organisational structures such as • Business Plans • Regional Plans • Key Performance indicators in Staff Performance Development Plans (PDPs) • Develop and implement strategies that have achieved the attraction, recruitment and retainment of Aboriginal and/or Torres Strait Islander people • Actively build a as an ‘employer of choice’ • Create mechanisms and support structures that champion Aboriginal inclusion • Utilise staff surveys to garner perceptions of cultural safety and inclusion to inform decision making • Engage a broad range of Aboriginal people in developing, implementing, monitoring and evaluating plans and programs • Create culturally safe and respectful environments and provide services in a way that demonstrates cultural understanding and ensures Aboriginal people feel respected and welcome • Purchases goods and services from Aboriginal businesses • Create culturally safe and respectful environments • Provide services in a way that demonstrates cultural understanding • Ensure that Aboriginal people feel respected and welcome • Ensure that partnerships with Aboriginal and Torres Strait communities • Are sustainable • Clarify commitments and resource allocation when developing initiatives Victorian Government Aboriginal Affairs Framework Kareeta Yirramboi — Aboriginal Public Sector Employment and Career Development Action Plan 2010–15
Secretarie’s Leadership Group on Aboriginal Affairs Oversight of the implementation of the Government’s inclusion framework to improve access by Aboriginal people across service systems and to employment opportunities DET Executive Board – Chair Gill Callister (Secretary) Authorising body for Wirnalung Ganai – approved October 2014 Senior Officers’ Group on Aboriginal Affairs Review progress implementing the Inclusion Framework and opportunities to strengthen inclusion actions People and Culture Standing Committee – Chair Monique Dawson (Deputy Secretary People and Executive Services Group) Responsible for the effective delivery of the People Strategy 2013-15 ensuring the implementation of outcomes meets identified success measures outlined in the strategy Inter- departmental Aboriginal Inclusion Working Group VAGO Committee Aboriginal Education Steering Committee Chair John Sullivan Executive Director (Strategy Review Group) Role is ensure that the development of the education strategy is informed by relevant perspectives across government and Koorie community, with a view to reaching consensus on the optimal way forward and to ensure that the summit is deemed a success by participants. Cultural Inclusion Implementation Committee – Chair Sharon Ardley (Executive Director People and Productivity Division -PESG) Oversees the implementation or Wirnalung Ganai – Aboriginal Inclusion Plan 2015-17 and champions Aboriginal inclusion across DET. The committee consists of VPS6+ or equivalent Statewide Koorie Advisory Group Chair - TBC Formed as a result of a recommendation from the inaugural Secretary’s Aboriginal Round Table held in 2014 Aboriginal and/or Torres Strait Islander DET employees from across the State and cross classifications and is responsible For identifying emerging issues and sharing learning experiences with a view to ensuring effective Aboriginal inclusive practices support the implementation of the plan Executive Directors Koorie Round Table (John Sullivan) Comprising Executive Directors with Koorie responsibilities from across DET Meetings: Quarterly Purpose: Ensure Executive Directors across the Department are aware of major Koorie initiatives and collaborate on Directors Group Comprising Directors with Koorie responsibilities from across DET Meetings: Weekly (informal) Purpose: Share work priorities, identifying opportunities for collaboration and mitigating potential conflicts/duplications
Key Action Area 1: Systemic inclusion Objective Action/Activity Lead Time frame Performance indicator 1.1 Embed action plan in organisational structures such as: • Business plans • Regional plans • DET Management Framework • Responsibility for actions are included in relevant staff performance development plans Include a statement of commitment to Aboriginal inclusion in strategic plans and ensure that the Wirnalung Ganai actions are reflected in business planning frameworks Develop cultural inclusion principles and guidelines for the Department that align to the Department’s CORE values Increase participation and engagement of the Executive Board with Aboriginal people and communities, particularly through participation in Aboriginal forums and local area partnerships Embed culturally inclusive practice across the employee life-cycle, in particular for induction and recruitment guidelines for managers Secretary, Deputy Secretaries — PESG, RSG Executive Directors, Regional Directors 2016 Business Planning By 2017, an increase of 15% of group business plans and regional plans include actions that operationalise /translate the departmental Aboriginal inclusion plan to their unique operating environment By 2017 an increase of 15% of PDPs for managers responsible for Aboriginal people contains actions that align to the departmental Aboriginal inclusion plan
Objective Action/Activity Lead Time frame Performance indicator 1.2 The action plan is a standing agenda item and actions are addressed and corresponding activities are discussed collaboratively amongst executive team at the: • People and Culture Standing Committee • RSG Regional Leadership Group Regional Aboriginal Inclusion plans are developed, implemented and reported on at RSG Leadership meetings Review internal guidelines, frameworks and templates — such as Project Management and Change Management Frameworks–to ensure that protocols to engage the Aboriginal Community are embedded into the process Secretary, Deputy Secretaries — PESG, RSG, Executive Directors, Regional Directors, People and Productivity Division First quarter 2015 for development Quarterly reporting through People and Culture Committee Second Quarter 2015 Systemic inclusions will be evidenced through embedding inclusion across our existing business structures Systemic inclusions will be evidenced through embedding inclusion across our existing business structures 1.3 DET will provide key decision makers in the process for making appointments to boards and committees within the education portfolio with advice on initiatives and approaches to increase Koorie participation Prioritise existing Aboriginal staff with membership on departmental boards, committees and internal advisory bodies Acknowledge Aboriginal community and family obligations through the granting of leave for culturally important events Secretary, Deputy Secretaries — PESG, RSG, Executive Directors, Regional Directors In accordance with appropriate committee timelines or requests On-going Increased Aboriginal representation on education portfolio boards and committees to 10% by end 2016
Key Action Area 2: Data improvement Objective Action/Activity Lead Time frame Performance indicator 2.1 Develop, implement and/or increase relevant data collection with the view of increasing access, participation and effectiveness of services to the Koorie community Develop specific processes to capture data on Aboriginal employees to inform from: • Client satisfaction • People Matters Survey • Exit surveys • Induction People and Productivity Division Third quarter and fourth quarter 2015 By end 201, data is provided to 95% accuracy against agreed measures By 2015 key data metrics are established 2.2 Review current policies to ensure cultural safety in the workplace and appropriate mechanisms are in place to deal with discriminatory behaviour Utilise staff surveys to garner perceptions of cultural safety and inclusion to inform decision-making People and Productivity Division Human Resource Division Third quarter and fourth quarter 2015 Timely analysis of all surveys, including induction and on- boarding process are monitored for the purpose of change Encourage and support employees to self-identify on the EduPay system Human Resource Division On-going An increase of 20% in staff who as Aboriginal and/or Torres Strait Islander descent through Edupay identify
Key Action Area 3: Employment and economic participation Objective Action/Activity Lead Time frame Performance indicator 3.1 Develop and implement a department-wide cultural capacity building and inclusion workshop program for all DET staff Provide leaders and managers who are responsible for Aboriginal people with priority access to cultural awareness and inclusion training, and coaching panels Engage Aboriginal elders, respected persons and community members in the development of the cultural capacity workshops Where possible, conduct cultural capacity workshops at Aboriginal organisations and/or community settings People and Productivity Division Fourth quarter 2015 for cultural capacity building Plan Third quarter 2015 Executive Board participating in cultural capacity building workshop Second quarter/ third quarter 2015 commencement of regional executives and managers cultural capacity workshops 100% of the Executive Board will have participated in cultural capacity building workshop training by third quarter 2015 Develop a cultural capacity maturity model People and Productivity Division Third quarter/fourth quarter 2015 DET has a defined set of values and principles, and demonstrate behaviors, attitudes, policies, and structures 3.2 Conduct an inclusion survey to establish baseline data that measures Aboriginal staff perceptions of DET’s cultural inclusiveness and responsiveness Develop an online survey, facilitate regional focus groups Develop training to support employees to address and understand ‘Lateral Violence’ People and Productivity Division Baseline data established and targets set for first quarter 2016 Survey conducted by Fourth quarter 2015 Survey to be conducted with the view of measuring change every 12 months
Objective Action/Activity Lead Time frame Performance indicator 3.3 Incorporate inclusive Aboriginal employment processes to grow the numbers of Aboriginal employees outside of the existing Identified employees that support the delivery of the whole-of- government target of 1 per cent Aboriginal employment by 2015 (as set in Karreeta Yirramboi) Develop an Aboriginal Employment Team consisting of an Aboriginal Manager, Policy and Project Officer and Cultural Advisor Establish an Aboriginal staff network People and Executive Services Group People and Productivity Division People and Productivity Division 2015–2016 Fourth quarter – 2015 70% staff agree that they have greater clarity and understanding of the complexities of Aboriginal culture and family structure as measured through staff surveys conducted in 2016 Actively building a reputation as a good employer- one which values diversity and which supports Aboriginal employment An established network of ten DET Aboriginal employees representative of central and regional to provide information and advice to DET regarding services and policy development
Objective Action/Activity Lead Time frame Performance indicator 3.5 In line with the Victorian Government’s priority to improve Koorie economic development and participation, DET will actively consider the priority through all purchasing processes Amend procurement policies and procedures to reflect the Victorian Government’s directions relating to use of Aboriginal– owned or controlled service providers Work collaboratively to ensure DET Procurement Policy has consideration of how we can support Koorie economic participation Conduct cultural capacity building workshops during Contract Manager forums regarding exemption policy and Aboriginal inclusion Investigate clauses for tender documentation that can encourage provisions for Aboriginal inclusion and employment from suppliers — that could apply to goods, services and capital Governance and Executive Services Procurement Division In accordance with reporting timelines A panel of Aboriginal providers identified for procurement opportunities
Key Action Area 4: Community engagement Objective Action/Activity Lead Time frame Performance indicator 4.1 Create and design Aboriginal specific communication products Increase the visibility of Aboriginal culture across Departmental workplaces • Display of Aboriginal and Torres Strait Islander flags • An of Traditional Owners plaque • Aboriginal artworks • Naming of meeting rooms with Aboriginal language words, or honour of significant Aboriginal people Executive Board, Regional Directors Central Office, Regional Offices Third quarter and fourth quarter – 2015 On-going Culturally inclusive communication products across DET The Victorian Aboriginal community will have access to clear information about education and early childhood programs 4.2 Establish Aboriginal inclusion plan EduGate page as the primary channel Explore the value in utilising social media such as Yammer to promote positive messaging Communications Division People and Productivity Division Second quarter 2016 Greater access for sharing information