CONTENTS Acknowledgement 2 Message from the Secretary 3 Executive summary 4 Introduction 5 Departmental Aboriginal inclusion action plans DTF’s commitment Consultation Implementation and delivery Monitoring and evaluation Areas of focus and key references 6 Inclusion Plan Close the Gap Karreeta Yirramboi Victorian Aboriginal Economic Strategy Victorian Aboriginal Framework Our actions 8 Employment and retention Inclusion and awareness Role in government and community Evaluation and monitoring Appendix 12 DTF’s action plan matrix
Inclusion Plan To ensure consistency across all departments, the Victorian Government Aboriginal Inclusion Framework proposed that all Action Plans cover the following areas of focus: leadership and governance; policy development; programs and services; workplace diversity; and communication. This last point of communication is critical for the success and as such will underpin every item in this plan. These focus areas have been addressed in our goals (as detailed in DTF’s Action Plan matrix on page 10). DTF has also taken into account the Close the Gap action areas and Kareeta Yirramboi’s objectives as part of the plan to ensure these are addressed. Close the Gap In an important speech, marking National Close the Gap Day on 24 March 2011, the whole of Victorian Government’s approach to closing the gap between Aboriginal and nonAboriginal Victorians was outlined. Our action plan will seek to close the gap in the following key areas: Aboriginal public sector employment; Aboriginal procurement; Aboriginal representation on government boards and committees; and mainstream services. Karreeta Yirramboi Karreeta Yirramboi is the Victorian Aboriginal Public Sector Employment and Career Development Action Plan 20102015, which aims to increase Aboriginal participation in the Victorian Public Service workforce. Our action plan aligns with Kareeta Yirramboi in the following key areas: building pathways between education and employment; making DTF an employer of choice for Aboriginal people; creating an inclusive workplace; supporting DTF to recruit, develop and retain Aboriginal employees; and providing leadership and accountability. Victorian Aboriginal Economic Strategy The Victorian Aboriginal Economic Strategy, 2013–2020 states that ‘Economic prosperity is central to Victoria’s Aboriginal agenda. The vision is building opportunity for all Aboriginal Victorians’. The Economic Strategy has three goals: build foundations and aspirations for jobs and business throughout life; more job opportunities across the economy; and grow Aboriginal enterprise and investment.
Employment and retention Aim: Pathways built with education providers and tools created to develop and retain Aboriginal Outcome Action Who Timeframe Pathways between education and DTF employment Request Aboriginal candidates are on shortlists for YES trainees from graduate training providers. PCI Feb 2015 then ongoing Build relationships with higher education providers to promote DTF graduate opportunities to Aboriginal students utilising the Aboriginal Pathway to the Graduate Program. PCI Mar 2015 then January Build relationships with higher education providers to promote DTF internship opportunities to Aboriginal students. PCI Aug 2015 then annually Begin feasibility assessment of an Aboriginal scholarship/internship. Establish if doing this in conjunction with other departments would be more viable/attractive. PCI Sep 2015 Engage with the Australian Indigenous Education Foundation and other relevant bodies to promote work experience opportunities. PCI Sep 2015 Reduced barriers for Aboriginal people to obtain employment Promote DTF as the department of choice for Aboriginal secondments from other departments. PCI May 2015 Review recruitment processes with Aboriginal members to ensure they are inclusive. PCI May 2015 Investigate the use of Aboriginal media (e.g. the Koori Mail, jobsgatheringplace.com.au, indigenousjobsaustralia.com.au, National Indigenous Times and the Torres News) to be used as standard rather than optional. PCI Sep 2015 DTF managers and Aboriginal are provided tools for development and retention Develop a career support package for all Aboriginal employees in collaboration with other departments. PCI Jul 2016 100 per cent studies assistance will be made available to Aboriginal employees. PCI As required Inclusion and awareness Aim: DTF is an inclusive environment that is considerate and respectful of Aboriginal culture and people. Outcome Action Who Timeframe Increased awareness of Aboriginal culture and internal relationships Include Acknowledgement of Country at all formal DTF events (e.g. all forums, executive forums, budget addresses). Corporate Comms Feb 2015 SEG, Directors, and PCI teams to undertake cultural safety training. All By Dec 2015 Any DTF working on and assessing Expenditure Review SubCommittee bids related to Aboriginal issues or dealing with PCI