The ACTPS is committed to building a more inclusive workforce. During the 2018-19 reporting year, multiple pathways and programs were delivered to support and encourage employment opportunities for Aboriginal and Torres Strait Islander Peoples in the ACTPS. In February 2018, the ACT Government and the ACTPS renewed their partnership with Canberra’s Aboriginal and Torres Strait Islander community with the formal signing of the new ACT Aboriginal and Torres Strait Islander Agreement 2019-2028 (the Agreement).
The Agreement is a commitment to Reconciliation and Self-Determination for Aboriginal and Torres Strait Islander people as the guiding principle. The Agreement builds on the strength of the previous Agreement (2015-2018) and outlines five significant focus areas of work with Aboriginal and Torres Strait Islander people in our community. One of these key areas is increasing economic participation by maximising opportunities for employment.
To deliver on its commitments, the ACTPS will increase the number of:
- Aboriginal and Torres Strait Islander people employed through the Employment Inclusion Program (supporting traineeships and apprenticeships);
- Aboriginal and Torres Strait Islander people in senior positions across the ACT Public Service by 2021; and
- Aboriginal and Torres Strait Islander employees across the ACT Public Service and non‑government services.
At 30 June 2019, the number of employees who identified as an Aboriginal and Torres Strait Islander Peoples increased from 380 to 423 employees, a growth of 11.3 per cent since 30 June 2018. This represents a 41.5 per cent increase over the last five years, as shown in Table 17.
| Jun-15 | Jun-16 | Jun-17 | Jun-18 | Jun-19 |
|---|---|---|---|---|---|
Headcount | 299 | 313 | 350 | 380 | 423 |
Percentage of total workforce | 1.4% | 1.5% | 1.6% | 1.7% | 1.8% |
The 2016 Census revealed that Aboriginal and Torres Strait Islander Peoples represented 2.8 per cent of the Australian population, up from 2.5 per cent in 2011 and 2.3 per cent in 2006[1]. In the ACT, Aboriginal and Torres Strait Islander Peoples represented 1.6 per cent of the total population of the ACT[2].
The Education Directorate has the highest number of Aboriginal and Torres Strait Islander employees across the ACTPS Directorates, followed by Canberra Health Services. Trainees continue to be the largest cohort of Aboriginal and Torres Strait Islander employees at 22.9 per cent, followed by Corrections Officers at 6 per cent and Legal Support Officers at 5 per cent.
The average salary for Aboriginal and Torres Strait Islander employees in the ACTPS increased to $85,657 but continues to be less than the average ACTPS salary ($94,406).
The separation rate of Aboriginal and Torres Strait Islander employees has increased to 10.5 per cent over the last 12 months. This rate continues to be higher than the separation rate for the whole ACTPS which was 6.9 per cent at June 2019, however the sample size is smaller.
Total Employees (Headcount) | 423 | Age | Headcount | |
|---|---|---|---|---|
Total Employees (FTE) | 383.1 | <20 years old | 12 | |
Aboriginal and Torres Strait Islander Peoples by directorate | % (Headcount) | 20-29 years old | 108 | |
Canberra Health Services | 1.0% (76) | 30-39 years old | 117 | |
Chief Minister, Treasury and Economic Development Directorate | 1.8% (45) | 40-49 years old | 90 | |
ACT Insurance Authority | n/a | 50-59 years old | 74 | |
Community Services Directorate | 4.1% (39) | 60-69 years old | 22 | |
Education Directorate | 1.7% (119) | >70 years old | 0 | |
Environment, Planning and Sustainable Development Directorate | 3.5% (24) | Employment Type | ||
ACT Health Directorate | 2.1% (12) | Permanent | 298 | |
Justice and Community Safety Directorate | 2.8% (54) | Temporary | 100 | |
Transport Canberra and City Services Directorate | 2.6% (54) | Casual | 25 | |
ACTPS Total | 1.8% | Employment Category | ||
Full Time | 311 | |||
Average Salary | $85,657 | Part Time | 87 | |
Separation Rate | 10.5% | Casual | 25 | |
The Workforce Capability and Governance Division (Employment Inclusion Team) in CMTEDD continues their strong focus on expanding Whole of Government inclusion employment initiatives, developing diversity employment resources and providing direct support to directorates to assist the ACTPS in increasing the employment of Aboriginal and Torres Strait Islander people across the workforce. By strengthening career pathways and providing increased permanent employment opportunities, the ACTPS increased the number of Aboriginal and Torres Strait Islander employees and exceeded its employment target in 2018-19 by 3.9 per cent.
Recruitment for the 2018 Aboriginal and Torres Strait Islander Vocational Employment Program (VEP), previously known as the Aboriginal and Torres Strait Islander Traineeship Program, was finalised in July 2018. Ten candidates commenced the program between September and November 2018. Nine participants remain in the program. One participant resigned for personal reasons.
As part of the program, participants are required to complete a learning and development program equivalent to a minimum Certificate lll or undertake training and development applicable to the position. Following successful completion, participants are permanently confirmed to the ACT Public Service at the Administrative Service Officer Class 2 or equivalent depending on the directorate and position in which they are placed. The Vocational Employment Program also allows for flexibility in the level of promotion.
Applications for the 2020 Aboriginal and Torres Strait Islander VEP are expected to open in September 2019 with participants commencing in January-February 2020.
In 2018-19, a number of career development and retention programs and initiatives were introduced for Aboriginal and Torres Strait Islander employees. These included:
- Mentor training with specific cultural focus. In March 2019, training was held for 52 employees to develop individuals (both Aboriginal and Torres Strait Islander and non‑Identified) to mentor and support Aboriginal and Torres Strait Islander employees. From this training, a mentor pool has been created to support and mentor Aboriginal and Torres Strait Islander ACT Public Service Employees.
- Aboriginal and Torres Strait Islander Career Development and Retention Program. In May 2019, 26 Aboriginal and Torres Strait Islander employees participated in the program which help participants reach their full potential in the ACT Public Service for personal satisfaction and career advancement.
- ACT Public Service Aboriginal and Torres Strait Islander Leadership Program. In June 2019, 19 Aboriginal and Torres Strait Islander employees at the Senior Officer Grade level and Executives commenced this new program. The program provides participants with the opportunity to develop in their current leadership roles and will assist these employees to reach their full potential in the ACTPS.
These training and development programs will be evaluated. Participants will be asked to complete training evaluation forms and follow up surveys at six month and 12 month intervals which will measure the impact of each initiative and inform future improvement and directions.
Other programs and initiatives undertaken at a Whole of Government level for Aboriginal and Torres Strait Islander employment include:
- Australian School Based Apprenticeships in both the Disability and Aboriginal and Torres Strait Islander Groups;
- Development, maintenance and promotion of inclusion employment policies and guidelines (for example, the Reasonable Adjustment Policy and the Aboriginal and Torres Strait Islander employment pathways overview);
- Maintenance of the Respect Equity and Diversity (RED) Framework;
- Pastoral care and support to participants and work areas for inclusion trainees, VEPs and inclusion graduates;
- Monitoring and reporting on inclusion employment numbers and initiatives across the ACT Public Service;
- Creation, implementation, development, coordination and ongoing support of the ACT Public Service Inclusion Practitioners Network;
- Monitoring and providing support and advice to ACT Public Service directorates and agencies on cultural inclusion matters; and
- Promotion of the ACTPS commitment to inclusion employment at public events including expos, forums, schools, organisations and broader community.
Attracting, retaining and supporting employees
The 2019 Agency Survey asked directorates to report on their employment strategies for the attraction and retention of Aboriginal and Torres Strait Islander Peoples. The most commonly reported strategy during 2018-19 was designated positions (see Table 19).
Total directorates | |
|---|---|
Designated positions | 8 |
Aboriginal and Torres Strait Islander Traineeship | 4 |
Work experience | 1 |
Positions in the ACTPS Graduate Program for Aboriginal and Torres Strait Islander Peoples | 3 |
Mentoring programs | 7 |
School based apprenticeships for Aboriginal and Torres Strait Islander Peoples | 5 |
All respondents: 2018-19 = 8
Most Directorates reported having mentoring programs for senior Aboriginal and Torres Strait Islander employees to provide support and career pathway advice for other Aboriginal and Torres Strait Islander employees.
Snapshot Mentoring Network: National Arboretum Canberra
On 18 June 2019, CMTEDD’s Aboriginal and Torres Strait Islander Staff Network participated in a Back to Country activity at Tidbinbilla to create a range of cultural objects.
Back to Country activities are a key element for the Network which began in late 2017 as a mentoring group continuing as a Staff Network. The Network is led by Scott Saddler, Senior Director at the National Arboretum Canberra, a proud Wiradjuri man.
The Network meets approximately every two months. All Aboriginal and Torres Strait Islander staff are welcome to become members of the Network at any time and/or join the contacts list for ongoing Network updates and opportunities.
In addition to the employment strategies listed in Table 19, directorates also reported using the following strategies to attract and retain Aboriginal and Torres Strait Islander Peoples to the ACTPS:
- participation in the Aboriginal and Torres Strait Islander Career Development Program;
- encouraging Aboriginal and Torres Strait Islander employees to have performance and learning and development plans which include professional development and work-related study opportunities;
- engaging local Indigenous Employment Networks to build relationships and identify talent pipelines with employment providers;
- tapping into Scholarships which provide financial support beyond study assistance;
- creating fact sheets to assist with recruiting to positions identified for Aboriginal and Torres Strait Islanders; and
- utilising their Reconciliation Action Plan art work when advertising vacancies.
The Agency Survey also asked Directorates what strategies were used to support Aboriginal and Torres Strait Islander employees during 2018-19. Aboriginal and Torres Strait Islander cultural awareness training was the most commonly reported strategy.
Snapshot School Leaders Program: Education Directorate
The Education Directorate is focussed on building the cultural integrity of staff in order that the policy position of ‘Schools that meet the needs and aspirations of all Aboriginal and Torres Strait Islander students’ is met. A significant investment was made in designing and delivering a professional learning program to school leaders, called “Cultural Integrity – Eighteen Months On”. During this program principals confirmed the cultural action plans developed with individual school communities and challenged their own assumptions to confirm next steps.
To deeply explore stereotypes and deficit discourse, excerpts of the lived experiences of Aboriginal and Torres Strait Islander students; staff and community members were captured and replayed to principals with the key objective of working to eliminate racism from the public education system. Addressing organisational culture, through an increased understanding of the lived experience of staff is critical in attracting and retaining Aboriginal and Torres Strait Islander employees.
Four of the eight Directorates have a dedicated Liaison Officer or an identified position in place to provide support to Aboriginal and Torres Strait Islander staff. Six Directorates reported having a formal Aboriginal and Torres Strait Islander Staff Network to provide ongoing support for Aboriginal and Torres Strait Islander employees.
Examples of other activities reported by Directorates during 2018-19:
- EPSDD facilitated the Murumbung Rangers Network, which is a network of Aboriginal and Torres Strait Islander staff from across ACT Parks and Conservation Service, who together help manage culturally significant areas and projects relating to the management of national parks, reserves, wildlife, forests and rural lands in the ACT.
- TCCS provided a ‘scholarship’ opportunity aimed at building capability for progression to more senior roles;
- JACS Aboriginal and Torres Strait Islander staff had access to training and leadership development including Job Application and Interview Skills, and career planning programs organised by the Workforce Capability and Governance Division (Workforce Learning and Development Unit), CMTEDD. Seven staff attended the ACT Government Career Development Program for Aboriginal and Torres Strait Islander Staff, and two have enrolled to attend the Leadership Program for Aboriginal and Torres Strait Islander Senior Officers which will commence in July 2019; and
- CSD purchased the Australian Institute of Aboriginal and Torres Strait Islander Studies eLearning program to enhance their workforce learning. The Aboriginal and Torres Strait Islander Australia (CORE) Foundation Course is an online course developed to strengthen an organisation’s cultural capability. It is designed to be informative, interactive and to create a greater awareness of the history and cultural heritage of Aboriginal and Torres Strait Islander peoples. The 10-module program is designed to encourage people to understand their own cultural perspectives as the basis for effective interactions with people of (other) diverse backgrounds. CSD has identified CORE as mandatory training for new starters.
International Year of Indigenous Languages 2019 was an opportunity for the ACTPS to raise awareness of the crucial role languages play in people's daily lives, and to revitalise, preserve and promote Australia's indigenous languages. Australia has an estimated 250 original Aboriginal and Torres Strait Islander languages. Of these, 120 are still spoken but 90 per cent are considered endangered.[3] In support of International Year of Indigenous Languages, the ACTPS encouraged all staff to include an acknowledgement of country in all suitable communications.
Snapshot Senior Executive Service Planning Day: Chief Minister, Treasury and Economic Development Directorate
CMTEDD Senior Executive participated in a Ngunnawal language presentation by Roslyn Brown, Co-Chair of the United Ngunnawal Elders Council and Ngunnawal Elder and Dr Doug Marmion, Research Fellow in Linguistics with Australian Institute of Aboriginal and Torres Strait Islander Studies (AIATSIS) as part of their Planning Day. The presentation was designed to educate staff as to the significance of Aboriginal languages and teach them how to do an Acknowledgement of Country in Ngunnawal.
Below is a comment from an executive participant from the Planning Day:
‘Gulanyin dhuniang, ngalawirinyin, dhunayinyin, Ngunnawal dhawra (we acknowledge that we are meeting on the lands of the Ngunnawal people). Sharing language is a great way of recognising culture and respecting the custodians of this country. Knowing just these 6 words, gives me a foundation to strengthen my understanding of the Ngunnawal people.’
(Andrew Parkinson, Registrar, Secure Local Jobs Code)
Supporting the community
Aboriginal and Torres Strait Islander Procurement Policy
During the 2018‑19 reporting year, the ACTPS developed the Aboriginal and Torres Strait Islander Procurement Policy (ATSIPP) and it was launched on 31 May 2019.
The policy is part of the ACT Aboriginal and Torres Strait Islander Agreement 2019-28 and the ACT Government’s commitment to providing equal access to employment and growth. The policy addresses known barriers for Aboriginal and Torres Strait Islander enterprises when trying to compete for government work, clarifying procurement requirements, allowing enough time for responses and considering financial burdens.
Directorates must consider the ACT Government Aboriginal and Torres Strait Islander Procurement Policy when buying goods, services or works on behalf of the ACT Government. From 1 July 2019, Directorates will report annually on three performance measures:
- The number of responses to proposals or requests for quotes from Aboriginal and Torres Strait Islander enterprises;
- The number of unique Aboriginal and Torres Strait Islander enterprises Directorates have engaged; and
- One per cent of total Directorate spend has been spent on goods and/or services from Aboriginal and Torres Strait Islander enterprises.
Reconciliation Action Plans
The 2019 Agency Survey asked Directorates to report whether their directorate had a Reconciliation Action Plan (RAP) in place during the 2018-19 reporting year, and if so, what the key attributes of the plan were, and what activities/initiatives were undertaken by the directorate to promote/implement the plan. A RAP is a framework for an organisation to realise their vision for reconciliation. ‘It is a strategic document that supports an organisation’s business plan and includes practical actions that will drive an organisation’s contribution to reconciliation both internally and in the communities’.
Of the eight directorates, five reported having a current RAP in place during the 2018-19 reporting year. ACT Health Reconciliation Action Plan 2015-2018 was current until 31 December 2018. Following the transition of ACT Health Directorate and Canberra Health Services (CHS) into two separate organisations on 1 October 2018 a decision was made to develop a new Reconciliation Action Plan for Canberra Health Services to lay the foundations and prepare the organisation for future RAPs and reconciliation initiatives. The remaining directorate reported that they are developing their RAP in consultation with Reconciliation Australia.
Directorates also reported various activities and initiatives used for the promotion and/or implementation of their RAP, including through information on their directorate website, intranet and email, and through celebration of significant days and events, such as Reconciliation Week and NAIDOC Week.
Snapshot Reconciliation Week
Colleagues from across the ACT Public Service participated in a range of activities and events to celebrate National Reconciliation Week – below are a few examples:
- A number of our colleagues participated in the National Sorry Day Bridge Walk on Friday 24 May 2019. The Bridge Walk commemorates the first National Sorry Day held on 26 May 1998.
- The Aboriginal and Torres Strait Islander Elected Body, in conjunction with the ACT Government, hosted the ‘Back to Boomanulla’ event to mark the re-opening of Boomanulla Oval following recent renovations. The day featured entertainment, music, storytelling and tours of the Garden of Achievement.
- ‘Reconciliation Day in the Park’ was held on Monday 27 May 2019 in Glebe Park, Civic. This celebration of Aboriginal and Torres Strait Islander culture featured many Aboriginal and Torres Strait Islander artists and performers. A walking track was featured highlighting touchpoints of reconciliation.
- EPSDD held a Reconciliation Week BBQ at Dame Pattie Menzies House where commissioned artwork by Leilani Keen-Church was officially presented. The new artwork will feature on the EPSDD Innovate RAP.
- ACT Health hosted an unveiling of a sculpture at the Ngunnawal Bush Healing Farm by Minister for Aboriginal and Torres Strait Islander Affairs, Rachel Stephen-Smith. For the past year, people attending the Ngunnawal Bush Healing Farm have been building a sculpture of a wedgetail eagle (Mulyan or Mulleun) using blacksmithing techniques.
- CSD hosted a forum at the University of Canberra aimed at supporting Aboriginal and Torres Strait Islander entrepreneurs to engage in the local innovation ecosystem. A panel discussed the question ‘What can (and does) the oldest surviving culture on the planet teach us about how to do business and good at the same time and, perhaps most importantly, will we listen?’.
- The TCCS Women’s Network and RAP Working Group held a ‘TCCS Reconciliation Walk’ through the Southern Tablelands Ecosystems at the National Arboretum. Participants came together and shook hands in a gesture of being united and ‘walking together with courage’.
- CMTEDD held its 2019 Reconciliation Staff Awards at the National Arboretum. Following the awards, a tree planting ceremony was performed in the Arboretum’s Bush Tucker Garden that also acknowledged the launch of the Indigenous Weaving Area. The bush tucker garden and the weaving area were both commitments in the CMTEDD RAP and were completed in partnership with the Southern Tablelands Ecosystems Park volunteers.
- Throughout the week, the Education Directorate had a special focus on reconciliation with staff submitting their own personal commitment to reconciliation as part of the Directorate’s RAP plan. Schools across the ACT also acknowledged Reconciliation Week with events focusing on Indigenous culture, bush tucker and language.
[1] Aboriginal and Torres Strait Islander Population: 2016 Census Data Summary http://www.ausstats.abs.gov.au/Ausstats/subscriber.nsf/0/C1DE83F220B089E3CA2581470023C96E/$File/aboriginal%20and%20torres%20strait%20islander%20population,%202016%20census%20data%20summary.pdf
[2] Ibid.