Aboriginal Employment and Career Development Strategy 2015 ... · 6 Stand Together Legal Aid NSW...

Aboriginal Employment and Career Development Strategy 2015-2018

Stand Together

2 Stand Together Legal Aid NSW Aboriginal Employment Strategy 2015 - 2018

Legal Aid NSW recognises the diverse language groups, kinship structures and customs of Aboriginal and Torres Strait Islander peoples and communities throughout metropolitan, rural, remote and regional locations in NSW. While in this document, reference is made in general terms to Aboriginal, Aboriginal and Torres Strait Islander and Indigenous peoples, this in no way diminishes this diversity.

Cover photograph: Peta MacGillivray (foreground). L-R: Mervyn Hoskins, Naomi Broom and Janelle Clarke (background).

3Stand Together Legal Aid NSW Aboriginal Employment Strategy 2015-2018

ContentsForeword . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Aboriginal Workforce Profile . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

‘Stand Together’ Action Plan 2015-2018 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Reporting and Evaluation . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

Definitions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17

Legal Aid NSW Aboriginal Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18


In 2013 Legal Aid NSW launched Stand Together: Aboriginal Employment & Career Development Strategy, which formed the centre piece of our commitment to developing a workforce at Legal Aid NSW that is both representative of our client base and acknowledges the complex issues facing Aboriginal and Torres Strait Islander people in the legal system.

Now in 2015 we are once again recommitting the organisation to these obligations as well as raising the bar in regard to the number of Aboriginal and Torres Strait Islander people working in our organisation. From 2015 Stand Together will also be central to each successive Legal Aid NSW Plan and our Reconciliation Action Plan 2015-2018.

The plan has been developed by Aboriginal Services and People and Organisational Development following extensive consultation with senior managers and staff involved in all practice and policy areas to ensure it is informed by the business needs of the organisation and reflects each area’s commitment to these obligations. It also draws on internal and external consultations conducted as part of the development of our Reconciliation Action Plan (RAP).

Stand Together builds upon our commitment to improving employment and retention outcomes for Aboriginal and Torres Strait Islander people. We recognise that by providing these opportunities, we are generating positive change for Aboriginal and Torres Strait Islander people and communities now and in the future.

We hope that Stand Together will achieve a number of goals for Legal Aid NSW, including:

� Provide direction for recruitment and identify where and when to target recruitment based on client need, organisational requirements and professional development opportunities

� Coordinate and support professional and career development.

Foreword


Bill Grant CEOLegal Aid NSW

Vicki LeaverDirectorPeople and Organisational Development

Scott HawkinsDirectorAboriginal Services

All staff at Legal Aid NSW are to review Stand Together, particularly those who are involved in the recruitment, retention and supervision of Aboriginal and Torres Strait Islander people.


The Legal Aid NSW Aboriginal Services unit was established in 2007 and is part of the Executive. The unit works across all policy, program and practice areas. The purpose of the unit is to ensure that Legal Aid NSW responds to the legal needs of Aboriginal and Torres Strait Islander people in a culturally appropriate and comprehensive manner. The unit is also responsible for the employment and career development needs of Aboriginal and Torres Strait Islander staff (Figure 1).

Legal Aid NSW has been guided by five previous Aboriginal Services and Employment strategies which seen Aboriginal and Torres Strait Islander staff grow from 1% in 2004 to 4.6% in 2015. These strategies were designed to increase Aboriginal employment and strengthen professional and career development opportunities. They were also developed with the aim of retaining valuable Aboriginal and Torres Strait Islander staff and broadening the diversity of our workforce to reflect our client base.

The new strategy will build upon previous initiatives and drive the implementation of the ‘opportunities’ section of Reconciliation Action Plan for 2015-2018.

Stand Together: Aboriginal Employment and Career Development Strategy 2015-2018 commits us to increasing Aboriginal and Torres Strait Islander employment to 6% and ensure representation across grades, regions and divisions.

Shortened FormsASU Aboriginal Services Unit

GSE Government Sector Employment Act

PLT Practical Legal Training

POD People and Organisational Development

RAP Reconciliation Action Plan

Introduction


VacancyArises

No

No

No

Refer to 1-up manager

Is there a compassionate

transfer for this role?Yes

No

Is the vacancy temporary? Yes

See temp vacancy process (over 6m)

See temp vacancy process (under 6m)

Over 6 month temporary vacancy?

POD will notify you after 3 days

Is this role excess matched in Taleo? Yes

Has ASU determined recruitment to be

Aboriginal identified or targeted?

Yes

Panel Pack 1Drawing from a combined

recruitment pool

Panel Pack 2Comparative assessment

Is there an existing Aboriginal identified

talent pool?

Yes

No

Is there an existing talent pool?

Panel Pack 1Drawing from a combined

recruitment pool

Panel Pack 2Comparative assessment

Yes

No

Yes

No

Figure 1: Aboriginal and Torres Strait Islander recruitment process under the Government Sector Employment Act.

8 Stand Together Legal Aid NSW Aboriginal Employment Strategy 2015-2018

The information below (Figures 2, 3, 4 and Table 1) provide a snapshot of our Aboriginal workforce and should be used only as a guide. Information will be updated annually.

As of June 2015 the Aboriginal workforce in Legal Aid NSW shows that:

� Out of 1046 staff, 48 staff members identify as Aboriginal and/or Torres Strait Islander

� Aboriginal staff make up 4.6% of our workforce.

Figure 2: Aboriginal staff by division, June 2015 snapshot.

Aboriginal Workforce Profile

Aboriginal and non-Aboriginal staff by division

0

50

100

150

200

250

300

Non-Aboriginal

Aboriginal

Stra

tegi

c Pl

anni

ng a

nd P

olic

y

Regi

onal

Adm

in

Libr

ary

Gra

nts

and

Com

mun

ity P

artn

ersh

ips

Fam

ily

Exec

utiv

e (in

corp

orat

es A

SU)

Crim

e

Cor

pora

te S

ervi

ces

Clie

nt A

sses

smen

t and

Ref

erra

l Ser

vice

(CAR

S)

Civ

il

6

163

010

3

89

11

286

6

2010

197

4

103

0 48

159

0

15

Table 1: Proportion of Aboriginal staff by division: June 2015 snapshot. Note: The numbers for the Executive are significantly high for such a small division as it includes all roles within Aboriginal Services i.e. this includes Aboriginal Cadets, PLT students and Graduates. There were no staff who identified as Aboriginal and/or Torres Strait Islander in CARS and Strategic Planning and Policy.

Figure 3: Distribution of all staff by grade: June 2015 snapshot. Note: The highest numbers of Aboriginal Identified roles are at a Clerk Grade 1/2 and Legal Officer Grade I-III level. These are both entry level grades which indicate there is room to target roles at higher levels to facilitate career development and progression within Legal Aid NSW. This is now reflected in both the Aboriginal Employment Strategy (Action 1) and Reconciliation Action Plan (Action 3.1).

0

50

100

150

200

250

300

350

Non-Aboriginal

Aboriginal

LO VILO VLO IVLO I-IIIClerk 11/12Clerk 9/10Clerk 7/8Clerk 5/6Clerk 3/4Clerk 1/2Clerk Gen

1 211

228

9

109

6

51

0

47

1

41

1

21 18

323

0

109

1

51

0

47

Division % Aboriginal staff Civil 3.7Client Assessment and Referral Service (CARS) 0.0Corporate Services 3.4Crime 3.8Executive (incorporating ASU) 30.0Family 5.1Grants and Community Partnerships 3.9Library 0.0Regional Administration 5.0Strategic Planning and Policy 0.0

Aboriginal and non-Aboriginal staff by grade

Proportion of Aboriginal staff by division


Figure 4: Distribution of Aboriginal staff by geographical office locations. Snapshot as at June 2015.

0

5

10

15

20

25

30

Aboriginal

Wol

long

ong

Wag

ga W

agga

Tam

wor

th

Suth

erla

nd

Port

Mac

quar

ie

Penr

ith

Parra

mat

ta J

ustic

e Pr

ec

Parra

mat

ta

Ora

nge

Now

ra

New

cast

le

Live

rpoo

l

Lism

ore

Cen

tral S

ydne

y

Gos

ford

Fairf

ield

Dub

bo

Cof

fs H

arbo

ur

Cam

pbel

ltow

n

Burw

ood

Blac

ktow

n

Bank

stow

n

0 0 0

2

01 1 1

26

10

1

3 3

0 001 1 11

5

Aboriginal staff by geographical office location

L-R: Mervyn Hoskins, Naomi Broom, Peta MacGillivray, Sean McCarthy and Janelle Clarke


Stand Together: Aboriginal Employment and Career Development Strategy Action Plan 2015-2018Action Who Timeline Targets1 Improve Aboriginal and Torres

Strait Islander employment outcomes.

Executive

Director, Aboriginal Services

People and Organisational Development (POD)

June 2018 � Increase employment of Aboriginal and/or Torres Strait Islander staff at Legal Aid NSW to 6%

� Increase the number of ongoing roles specific for Aboriginal and/or Torres Strait Islander peoples

� Increase number of Aboriginal and/or Torres Strait Islander staff in senior roles by at least three positions across the organisation. (Increase those in Legal Officer IV grade and/or Clerk 7/8 grade upwards)

� Advertise job vacancies in Aboriginal and Torres Strait Islander media including Koori Mail, National Indigenous Times, Our Mob, University Indigenous law centres and/or law faculties

2 Increase Aboriginal and Torres Strait Islander representation in offices located in areas of high Aboriginal and Torres Strait Islander populations.

Executive


Office Manager

Solicitor-in-Charge

Regional Program Coordinator

Regional Admin Coordinator

June 2016, 2017, 2018

� Update workforce profile to establish geographical and divisional location of Aboriginal and/or Torres Strait Islander staff, roles and grading. This will identify gaps and provide strategic information about future recruitment options

� Engage with divisions/locations regarding recruitment options

� Run Aboriginal Identified or Targeted recruitment in regional and metropolitan areas where there is a high population of Aboriginal people in accordance with the profile


3 Provide professional development opportunities for Aboriginal and Torres Strait Islander staff.

POD


December 2016, 2017, 2018

� Maintain Chairperson’s Scholarship Award to provide assistance for ongoing Aboriginal and Torres Strait Islander staff to pursue professional development through further study

� Support Aboriginal and/or Torres Strait Islander staff with job applications, the interview process and individual planning with targeted training throughout the year. This may include at the Aboriginal Staff Network Meetings held twice a year and with staff from the Aboriginal Services Unit

� Provide opportunities for at least three Aboriginal and/or Torres Strait Islander staff to engage in further education each year

� Provide opportunities for at least three Aboriginal and/or Torres Strait Islander staff to attend the annual National Indigenous Legal Conference

� Continue to encourage and support all Aboriginal and/or Torres Strait Islander staff to undertake professional development, particularly in regard to external tertiary, TAFE and skills based study through financial assistance as well as study time

Actions Who Timeline Targets


4 Continue Judge Bob Bellear Pathways to Legal Careers Program.


POD

June 2016, 2017, 2018

• Four Scholarships for Aboriginal and/or Torres Strait Islander secondary students will be awarded every two years

• Four Cadetships for Aboriginal and/or Torres Strait Islander law students to be maintained each year

• Two positions to be allocated for Aboriginal and/or Torres Strait Islander law graduates into the Aboriginal Professional Legal Placement Program each year

• Two positions into the Career Development Program for Aboriginal and/or Torres Strait Islander law graduates

• Use progression or completion of Judge Bob Bellear program as a guide for targeting recruitment

• Continue to attend regular Indigenous job markets and establish direct relationships with Universities through their Aboriginal support units

• Host information sessions for Aboriginal employment programs (Judge Bob Bellear Pathways to Legal Careers Program and scholarships) to maximise opportunities for Aboriginal and/or Torres Strait Islander people to find out about Legal Aid NSW employment opportunities

5 Develop a broader workforce strategy.


June 2016 • Target ongoing roles for Aboriginal recruitment in POD, I.T, Finance and Operational Services

• Ensure there is Aboriginal representation on all selection panels for Aboriginal Identified and Targeted recruitment


Stand Together: Aboriginal Employment and Career Development Strategy Action Plan 2015-2018 cont.


6 Provide support for staff to attend Annual National Indigenous Legal Conference.


June 2016, 2017, 2018

• Provide opportunities for Aboriginal and/or Torres Strait Islander staff from each practice area to attend

• Each practice area to provide funding and organise attendance for approved staff

7 Monitor the effects of the Government Sector Employment Act (GSE) changes on Aboriginal recruitment and retention.


POD

June 2018 • Issues paper of GSE impact on recruitment, retention and career development

• Undertake employee engagement survey for Aboriginal and/or Torres Strait Islander staff



This strategy is a framework for the whole organisation to achieve our obligations in both the Legal Aid NSW Plan and Reconciliation Action Plan. All divisions will need to incorporate relevant strategies and targets into their respective divisional plans to ensure these obligations are achieved within the set timeframes. This can be done with ASU guidance.

Monitoring and reporting of the Aboriginal Employment and Career Development Strategy will form part of the monitoring and reporting arrangements within successive Legal Aid NSW Plans and Reconciliation Action Plan 2015-2018. This will involve quarterly and annual reviews by ASU of the initiatives set out in this strategy and reporting on the progress of all obligations.

Reporting and Evaluation


Aboriginality

There are three criteria for confirmation of Aboriginal or Torres Strait Islander heritage that are commonly accepted by most community organisations and government agencies. All three must be met for confirmation to occur. They are:

� being of Aboriginal or Torres Strait Islander decent

� self-identification as an Aboriginal or Torres Strait Islander

� being accepted as such by the community in which you live, or formally lived.

Definition sourced from: www.antidiscrimination.lawlink.nsw.gov.au

While these criteria are commonly used by agencies, Legal Aid NSW does not require a certificate of Aboriginality to apply for targeted or identified roles.

Identified Roles

Roles in which Aboriginality is a genuine occupational qualification and with specific role descriptions that signify that the role has a strong involvement in issues relating to Aboriginal and Torres Strait Islander people. Typically, these roles will involve either the direct service delivery to Aboriginal and Torres Strait Islander people and communities and/or policy and program development and implementation.

Legal Aid NSW considers that being Aboriginal or Torres Strait Islander is a genuine occupational qualification under s 14 of the Anti-Discrimination Act 1977 (NSW).

Targeted Roles

Targeted roles are filled using advertising and recruitment strategies that maximise applications from Aboriginal and Torres Strait Islander people. Agencies may reserve a Targeted role for filling by a suitable Aboriginal and/or Torres Strait Islander applicant with the aim of providing improved access to employment and career opportunities for Aboriginal and Torres Strait Islander people.

Recruitment Panels

Ensure there is Aboriginal representation on all selection panels for Aboriginal Identified and Targeted recruitment. Ideally this should be somebody from the local community. ASU can work with convenors to ensure this.

Definitions


Director 9219 5109Senior Project Officer 9219 5146Project Officer 9219 6316

Email: [email protected]

Aboriginal Services Unit

Graphic Design by Charmaine Mumbulla

www.legalaid.nsw.gov.au Dec 2015

Aboriginal Employment and Career Development Strategy 2015 ... · 6 Stand Together Legal Aid NSW...

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