Our Aboriginal and Torres Strait Islander employees provide us with a unique insight into understanding, appreciating, and building relationships with other Aboriginal and Torres Strait Islander peoples, communities and organisations. While we deeply value the perspectives and knowledge of our existing employees we acknowledge that our representation rates are lower than those in the Australian population. We need to attract and recruit more Aboriginal and Torres Strait Islander employees as the opportunity arises. We also need to support and encourage our Aboriginal and Torres Strait Islander employees to stay with us, demonstrating our commitment to them and to positive outcomes for all Aboriginal and Torres Strait Islander peoples.
STRATEGY 3: DESIRED RESULTS
Our Aboriginal and Torres Strait Islander employee representation is the same as for the Australian population.
We procure goods and services from Aboriginal and Torres Strait Islander businesses. |
| Actions | Desired Results | Timelines | Responsibility | Supporting Partners |
| A10. Increase Aboriginal and Torres Strait Islander recruitment and retention. | Aboriginal and Torres Strait Islander employee representation is the same as for the Australian population (3%). | By December 2021 | Program Manager, People Services Branch
SES
Recruiting Managers | Aboriginal and Torres Strait Islander Reference Group
Youmpla Network
Reconciliation Champions
Inclusion and Diversity Champion |
| We have an Aboriginal and Torres Strait Islander employment and retention strategy (including pathways) developed in consultation with our Aboriginal and Torres Strait Islander employees. | By March 2019 | Program Manager, People Services Branch | Aboriginal and Torres Strait Islander Reference Group
Youmpla Network
Reconciliation Champions
Diversity and Inclusion Champion
SES |
| We advertise positions in Aboriginal and Torres Strait Islander media (as appropriate) using language relevant to the target audience. | Ongoing
Review July annually |
| We employ local Aboriginal and Torres Strait Islander guides to support ABS Interviewers during field work on Country. | By December 2021 |
| We partner with other APS agencies to support Aboriginal and Torres Strait Islander employees to remain employed with APS where required for example family move. | Ongoing
Review July annually |
| We provide support and encouragement for our Aboriginal and Torres Strait Islander employees to undertake management and/or leadership opportunities as part of the Employment and Retention Strategy. | Ongoing
Review September annually |
| We actively promote and encourage Aboriginal and Torres Strait Islander employees, and senior employees, to participate in the APS Indigenous Mentoring Program and the ABS mentoring program. | Ongoing
Review September annually |
| A11. Increase Aboriginal and Torres Strait Islander supplier diversity. | We have an Aboriginal and Torres Strait Islander procurement strategy which aligns with the APS Indigenous Procurement Policy. | By March 2019 | Program Manager, Risk, Planning and Policy Branch | Communications and Parliamentary Branch |
| We increase the amount of goods and services from Aboriginal and/or Torres Strait Islander owned businesses each year. | Review Annually - July |
| We use cross-agency resources to increase our use of Aboriginal and Torres Strait Islander business, for example the ATO Indigenous Panel. | Ongoing
Review July annually |
| We increase our commercial relationships with Aboriginal and/or Torres Strait Islander businesses, including artists and communication suppliers. | Ongoing
Review July annually |
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