To ensure our relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations are as mutually beneficial as they can be we need to value the perspectives and knowledge they possess. We need to begin by deepening our understanding of the unique histories and cultures of the individuals and communities we are working with, starting with our Aboriginal and Torres Strait Islander employees and extending this to our Aboriginal and Torres Strait Islander stakeholders.
STRATEGY 2: DESIRED RESULT
We understand, acknowledge and celebrate the cultures, histories and achievements of our Aboriginal and Torres Strait Islander employees, partners, and stakeholders. |
| Actions | Desired Results | Timelines | Responsibility | Supporting Partners |
| A7. Increase knowledge and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievements. | We have a Cultural Competency / Awareness strategy that:
- identifies continuous cultural learning needs of employees for example, level of awareness, understanding, or competency depending on role and function
- identifies the differences between urban and remote communities and learning is tailored
- considers various ways cultural learning can be provided (on-line, face to face or cultural immersion)
- recognises and values position specific job hats (for example participating as a member of Youmpla) that employees undertake.
| By September 2019 | Program Manager, People Services Branch
| Aboriginal and Torres Strait Islander Reference Group
Reconciliation Champions
Diversity and Inclusion Champion
Youmpla Network
SES
Centre of Excellence for Aboriginal and Torres Strait Islander Statistics
National Property |
Our cultural competency/awareness training and cultural learning activities, are completed by:
- all new employees within six months of appointment/engagement
- 90% of employees (through the online cultural awareness module)
- all employees whose role and function require it (as face to face, cultural immersion or workshop learning activities, for example ABS Interviewers)
- our Aboriginal and Torres Strait Islander Reference Group members (at least one formal and structured cultural learning activity every 12 months)
- our Senior Executive Service employees (at least one formal and structured cultural learning activity every 12 months).
| By December 2021
Review July annually |
We promote cultural competency/awareness by encouraging employees to:
- document their specific cultural learning requirements in their Development and Performance Agreements (DPAs)
- explore Reconciliation Australia’s Share our Pride online tool.
| By June 2019
Review July annually |
| We maintain or improve our APS Employee Census diversity results (self-identification) compared with previous results for example 2017. | Ongoing
Review August annually |
| We create a safe and open trusting environment where Aboriginal and Torres Strait Islander staff are willing to self-identify which will enable the ABS to gather diversity demographics across the ABS to understand, analyse and inform diversity initiatives. | Ongoing
Review August annually |
| We have implemented Reconciliation Spaces in our offices to promote cultural awareness and understanding. | By July 2019 |
| A8. Demonstrate respect to Aboriginal and Torres Strait Islander peoples and communities by embedding cultural protocols as part of the way our organisation functions. | Our Cultural Protocol documents for Welcome to Country and Acknowledgement of Country are kept up to date and we communicate the significance of these protocols with our employees regularly. | Ongoing
Review September annually | Program Manager, People Services Branch | Centre of Excellence for Aboriginal and Torres Strait Islander Statistics
Youmpla Network
Communication and Parliamentary Section
Finance and Facilities Branch
National Data Acquisition Centre |
We recognise the Traditional Owners of the land on which we meet:
- by inviting the local owners to provide a Welcome to Country for at least two significant events each year
| Annually as required |
|
- maintaining a list of key contacts for organising a Welcome to Country and reviewing it annually.
| Review September, Annually |
We provide an Acknowledgement of Country:
- at all ABS public and internal events
| Ongoing |
|
- at internal meetings (making it a standing item on meeting agenda templates)
| September 2018 |
- by displaying Acknowledgement of Country in our offices and meeting rooms
|
- by including local Aboriginal and Torres Strait Islander cultural protocols, as appropriate, in other ABS protocol documents.
| December 2021 |
| A9. Celebrate NAIDOC Week and provide opportunities for Aboriginal and Torres Strait Islander employees to engage with culture and community during NAIDOC week. | We encourage and support our employees to:
- participate in at least one local NAIDOC Week event per year
- access relevant leave provisions to participate in NAIDOC Week each year
Our NAIDOC events include:
- at least one internal event in each ABS office each year
- celebration, promotion and recognition of Aboriginal and Torres Strait Islander dates of significance
- acknowledgment and support from senior employees
- the external release and promotion of specific relevant Aboriginal and Torres Strait Islander statistics that align with the NAIDOC theme.
| First week in July annually | Program Manager, People Services Branch | SES
Reconciliation Champions
Diversity and Inclusion Champion
Youmpla Network
Directors and Managers
National Data Acquisition Centre
Centre of Excellence for Aboriginal and Torres Strait Islander Statistics |
| Our HR policy and procedures do not provide barriers that prevent employees participating in NAIDOC week. | Review April, Annually |
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