1011.0 - ABS Reconciliation Action Plan, 2018-21  
Latest ISSUE Released at 11:30 AM (CANBERRA TIME) 28/08/2018   
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STRATEGY 3: CREATE OPPORTUNITIES

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.
ActionsDesired ResultsTimelinesResponsibilitySupporting 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 2021Program 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 2019Program Manager, People Services BranchAboriginal 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 2019Program Manager, Risk, Planning and Policy BranchCommunications 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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