LAVAN RECONCILIATION ACTION PLAN...Lavan also has a strong regional focus, having established an...

The Quadrant, 1 William Street Tel +61 8 9288 6000 lavan.com.au Perth Western Australia 6000 Fax +61 8 9288 6001

LAVANRECONCILIATIONACTION PLAN JANUARY 2018 - DECEMBER 2020


Lavan’s Reconciliation Action Plan 2018–2020

Contents

Message from the Managing Partner ................................................................................................................ 1

Message from the RAP Committee Chairperson ......................................................................................... 2

Vision .................................................................................................................................................................................. 3

Our Business ................................................................................................................................................................... 3

Our Reconciliation Action Plan ............................................................................................................................. 4

Relationships .................................................................................................................................................................. 5

Respect .............................................................................................................................................................................. 8

Opportunities ................................................................................................................................................................. 12

Tracking Progress and Reporting ........................................................................................................................ 15

Front CoverArtist: NgarraTitle: Bangkal and Gularrt CountryImage: Courtesy Mossenson Art Foundation

AdjoiningArtist: NgarraUntitledImage: Courtesy Mossenson Art Foundation



Lavan’s Reconciliation Action Plan

This document is Lavan’s Reconciliation Action Plan (RAP) for 2018–2020 which outlines both the continuing and new initiatives which Lavan will endeavour to implement and fulfil over this three year period.

Message from the Managing PartnerAs a leading Western Australian law firm, Lavan embraces its social responsibility and is very conscious of the importance of promoting the values and objectives of Reconciliation Australia.

The firm is proud of the reconciliation initiatives we have implemented to date. These initiatives have helped strengthen the relationships between Lavan and Aboriginal and Torres Strait Islander peoples and communities and have also taught us valuable lessons along the way. We acknowledge it is vitally important that as a firm we reinforce reconciliation values.

Our RAP Committee has replaced its previous RAP with this Stretch RAP 2018-2020. The fresh plan introduces new projects

as well as reinforces existing partnerships and relationships.

We are very proud of our RAP achievements over the past seven years and are motivated to build on them. For example, we will continue our involvement with University of Western Australia’s Aboriginal and Torres Strait Islander law students and significant role in Yirra Yaakin Aboriginal Theatre Company. Our ongoing cultural awareness training including our acknowledgment of significant dates for Aboriginal and Torres Strait Islander peoples will be reinforced.

I am very pleased to present our 2018-2020 Stretch RAP.

Dean HelyManaging Partner



Message from the RAP Committee ChairpersonFor the past seven years of implementing RAPs, the firm has progressively achieved many positive outcomes along the reconciliation path.

The range of projects identified and scope of this Stretch RAP for the current period has been expanded. In so doing we have sought new initiatives both to assist with the process of increasing the social and economic benefits for Aboriginal and Torres Strait Islander peoples and to help to address barriers and reduce inequality in the community.

I am confident our RAP for 2018-2020 will build materially on our reconciliation progress so far. Increasingly more of our personnel

are being exposed to the issues and challenges and consequently they are becoming increasingly involved in the process. This positive internal situation coincides with the firm’s expansion of its reconciliation contribution and motivation to have a broader and increased positive influence on the general community.

I acknowledge the role and contribution of my fellow committee members and the extent to which as a firm, Lavan is continuing to enhance reconciliation objectives.

It has been most satisfying personally to have played a role in this important exercise to date and to be part of the firm’s ongoing commitment to reconciliation.

Dan MossensonEmeritus Partner and RAP Committee Chairperson

Artist: Ngarra Title: Imal Image: Courtesy Mossenson Art Foundation



Our vision for reconciliationLavan’s vision for reconciliation is to work alongside local Aboriginal & Torres Strait Islander peoples to build relationships that create strong, connected and economically active communities. Lavan aims to do this by promoting principles of social justice and equality and contributing to reconciliation by helping to overcome inequality in the community, demonstrating respect and providing opportunities for Aboriginal and Torres Strait Islander Australians.

Lavan is acutely conscious of its social responsibilities and the need to make a meaningful contribution to the community over and above the mere provision of legal services to clients. We respect and value the rights and roles of Aboriginal and Torres Strait Islander peoples in the Australian community and recognise the importance of committing to and partnering with Aboriginal and Torres Strait Islander individuals, organisations and businesses. The firm has resolved to actively explore and develop meaningful ways to consult with and help encourage Aboriginal and Torres Strait Islander organisations to facilitate the growth and consolidation of Aboriginal and Torres Strait Islander businesses and their commercial activities. The motivation is to ensure Aboriginal and Torres Strait Islander businesses and endeavours of all types are fostered so as to tangibly assist them to play an increasingly important role in the overall economic activity in this State and elsewhere and at the same time to help preserve the unique aspects of Aboriginal and Torres Strait Islander cultures.

Our businessLavan is a proudly independent Western Australian law firm. The firm’s roots trace back to the 1890s when Michael Gibson Lavan first set up practice in Perth and subsequently established the partnership Lavan & Walsh. The firm has always played a prominent role in the provision of legal services in Western Australia with a broadly based practice and extensive range of clients.

Lavan’s office is located in Perth. The firm is comprised of some 150 staff, including Aboriginal staff members.

Our wide practice base includes specialist departments handling nearly every area of law including commercial advice and litigation, corporate services, property transactions, leasing, conveyancing, wills and estate planning, taxation matters, employment, native title, environment, land compensation claims, town planning, liquor licensing, tourism and sports law, family law, contracts, intellectual property, corporate services, banking and finance, insurance and construction law.

Lavan also has a strong regional focus, having established an Asia Desk operated from its Perth office with a focus on Singapore, China, Hong Kong, Malaysia and Indonesia.

Lavan offers a specialised understanding of the law, government business and the community in Western Australia. Our clients range from large corporates, institutions, government agencies and authorities, small businesses and organisations to private individuals.



Our RAPLavan launched its inaugural Reconciliation Action Plan in November 2010 in order to help to contribute towards the process of achieving reconciliation and bridging the inequality that exists in the community. Our experiences in the years which followed as further RAPs were developed and actioned highlighted the importance of reconciliation and the productive role which the firm can play in helping to bridge the gap that exists in the community.

The firm’s RAP Committee was established by the then Chairman of Partners (now Emeritus Partner) Dan Mossenson. Dan continues to be the firm’s RAP champion. Our RAP Committee now comprises staff volunteers, including our human resources manager, partners as well as our Aboriginal staff members.

The firm has employed a number of Aboriginal staff members in a variety of different capacities. One of the objectives of our new RAP going forward is to expand on this and to increase employment opportunities for Aboriginal and Torres Strait Islander peoples. We look forward to the opportunity to train and retain more Aboriginal and Torres Strait Islander peoples, as well as to provide them with satisfying long term career paths.

In preparing this new Reconciliation Action Plan, the RAP Committee has reviewed the progress of the firm’s reconciliation work during our previous RAP. In addition to identifying ways to expand on the firm’s ongoing initiatives, the Committee has also identified a variety of opportunities to increase Lavan’s involvement with reconciliation in the community. This new RAP sets out Lavan’s goals and ambitions that reflect its history of commitment to working with Aboriginal and Torres Strait Islander peoples and organisations.

A noteworthy contribution of our first RAP was to make a significant monetary contribution to the Clontarf Foundation to assist it with its endeavours of improving the education, discipline, self-esteem, life skills and employment prospects of young Aboriginal men. In our more recent RAPs we have endeavoured to identify and provide financial assistance to a fairly wide range of organisations rather than a single focus. These organisations include: w Noongar Wellbeing and Sports (City to Surf team) w ICEA Foundation (Classic surf event) w Yirra Yaakin Aboriginal Theatre Company (Noongar Shakespeare Sonnets program and training programs for developing artistic directors)

w Mirima Dawang Woorlab-gerring Language & Cultural Centre (Miriwoong public dictionary) w Animal Management in Rural and Remote Communities (veterinary program)

Danny Ford, Director of Kambarang Services, has been of special assistance to the firm with his ongoing cultural training sessions and related contributions. Danny is a consultant who was formally an experienced senior executive officer in the Western Australian state government. Danny offers expertise in community development, cultural awareness training and Aboriginal and Torres Strait Islander affairs. We are both pleased and proud to be able to continue to work with Danny. We consider it appropriate to make particular mention of Danny in this RAP and at the same time acknowledge others with specialist skills and knowledge that will be called on to provide supplementary cultural training contributions as well.

The firm has endeavoured to contribute towards the preservation and dissemination of Aboriginal culture in the community. For example, it has assisted the Yirra Yaakin Aboriginal Theatre Company in a variety of ways including having its RAP Champion on the Board for the last seven years and by sponsoring the publishing of two art monographs ‘Ngarra: the texta drawings’ and ‘Shane Pickett Meeyakba’.



RELATIONSHIPS

The firm is aware of the inequality of opportunity afforded to minority groups in the community, particularly our nation’s first Australians. As an organisation whose professional role often is to stand up for the less fortunate in the community, to protect those with unique rights which are not being given appropriate recognition, to defend equality before the law and maintain justice, we fully appreciate it is most important to contribute meaningfully to the reconciliation process. A tangible way to achieve this is to help build strong relationships between Aboriginal and Torres Strait Islander peoples and other Australians.

A key strategic direction of our business is to support Aboriginal and Torres Strait Islander businesses to gain access to Government business procurement contracts and other commercial opportunities as well as to provide training and networking opportunities. To help facilitate these measures the firm has established a First Nations Practice Group and is creating a business hub concept specifically directed at least initially towards Noongar businesses.

Action Target Timeline Responsibility

Develop, implement and maintain the RAP

Oversee the development and launch of the RAP 2018-2020

April 2018 RAP Committee Chairperson and Secretary

Appoint an internal RAP Champion from senior management

February 2018 RAP Committee Partners

Hold at least six RAP Committee meetings each year, of which at least two involve reporting on RAP implementation

January, March, May, July, September and November of 2018, 2019 and 2020

RAP Committee Chairperson and Secretary

Establish a Terms of Reference for the RAP

January 2020 RAP Committee Partners

Maintain the RAP Committee Deliver a RAP Committee presentation to new law graduates

March 2018, 2019 and 2020

RAP Committee member

Review membership of the RAP Committee every year to ensure it is representative across teams

February 2018, 2019 and 2020

Human Resources Manager

Ensure there are Aboriginal and Torres Strait Islander staff members on the RAP Committee

February 2018, 2019 and 2020

RAP Committee Chairperson and Human Resources Manager

Invite expressions of interest from all staff members to join the RAP Committee

November 2018, 2019 and 2020

All RAP Committee members




Celebrate National Reconciliation Week (NRW) to strengthen and maintain relationships between Aboriginal and Torres Strait Islander staff and other staff

Organise an internal NRW morning tea event

27 May – 3 June 2018, 2019 and 2020

Managing Partner, Human Resources Manager and Catering Staff

Register all NRW events via Reconciliation Australia’s NRW website.

May 2018, 2019 and 2020

RAP Committee Secretary and Human Resources Manager

Display posters and other promotional material in the office to promote NRW

May 2018, 2019 and 2020

RAP Committee Secretary, Office Services Manager

RAP Committee members to participate in at least one external NRW event

July 2018, 2019 and 2020

All RAP Committee members

Inform all staff of and encourage participation in external events to recognise and celebrate NRW

2018, 2019 and 2020 RAP Committee Chairperson and Secretary

Strengthen relationships with local Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes

Develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islander stakeholders.

June 2020 RAP Committee Partners, Business Development Manager

Meet with at least two local Aboriginal and Torres Strait Islander organisations annually to develop guiding principles for future engagement.

June 2018, 2019 and 2020

RAP Committee Chairperson, Business Development Manager

Commit to establishing a two-way partnership to build capacity in Aboriginal and Torres Strait Islander organisations and communities relevant to our sphere of influence.

December 2018 RAP Committee Chairperson, Business Development Manager

RELATIONSHIPS




Raise internal and external awareness of our RAP and commitment to promoting reconciliation

Develop and implement a strategy to communicate our RAP to staff, clients and external stakeholders

July 2020 RAP Committee Chairperson, Business Development Manager

Promote reconciliation through ongoing active engagement with all stakeholders.

December 2020 RAP Committee Chairperson, Business Development Manager

Engage partners, senior practitioners and Executive Team in the delivery of RAP outcomes

December 2020 RAP Committee Chairperson and Partners, Managing Partner

Publish the RAP on the Law Society of WA’s website

July 2018 RAP Committee Chairperson, Business Development Manager

Include RAP in employee induction materials

February 2018 Human Resources Manager

Establish a First Nations Practice Group and an identity as a “hub” to assist Aboriginal and Torres Strait Islander businesses

Create and deliver an ongoing series of boardroom meetings and/or seminars for representatives from Aboriginal and Torres Strait Islander businesses and other interested parties, where a diverse range of practical legal and other commercial issues are addressed and discussed.

January 2019 Special Counsel (Native Title)

Provide specialist services, through the firm’s First Nations Practice Group, to Prescribed Bodies Corporate and other Aboriginal and Torres Strait Islander Organisations, assisting native title holders and groups to manage and protect native title rights and interests.

June 2020 Special Counsel (Native Title)

Support the cultural endeavours of the local Aboriginal Theatre Company

Provide a senior committee member to be a board representative for Yirra Yaakin Theatre Company

December 2020 RAP Committee Chairperson/Emeritus Partner

RELATIONSHIPS



RESPECT

Lavan’s partners and staff comprise people with a fairly diverse range of ethnic backgrounds and religions who collectively are sensitive to different people’s cultures, histories and opportunities. The firm fully appreciates the importance of ethnic tolerance and the harm which ignorance and prejudice perpetuates in the community. Supporting the underprivileged to strive for success and capitalise on personal achievements are encouraged at all levels.

A key strategic direction of the firm is to provide cultural training to staff so as to raise awareness of the issues involved in achieving reconciliation.


Increase knowledge and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievements

Develop and implement an Aboriginal and Torres Strait Islander cultural awareness training strategy through face-to-face workshops for Lavan staff which defines continuous cultural learning needs of employees in all areas of our business

January 2019 RAP Committee Chairperson, Human Resources Manager and Business Development Manager

At least 50% staff to undertake face to face cultural workshop learning activities

December 2020 RAP Committee Chairperson

Investigate opportunities to work with local Traditional Owners and/or Aboriginal and Torres Strait Islander consultants to develop cultural awareness training.

At least 50% staff to undertake cultural immersion learning activities, including cultural training workshops and seminars


All RAP Committee members to undertake cultural learning activities


All senior executives to undertake cultural learning activities

December 2020 RAP Committee Partners

Artist: NgarraTitle: Yalyaji to Kangwala During Wet SeasonImage: Courtesy Mossenson Art Foundation




Demonstrate respect to Aboriginal and Torres Strait Islander peoples and communities by embedding cultural protocols as part of the way our organisation functions

Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Traditional Owners

June 2018 RAP Committee Chairperson and Partners

Invite a local Traditional Owner to provide a Welcome to Country at one significant event each year

December 2020 RAP Committee Chairperson, Business Development Manager, Special Counsel (Native Title)

Include an Acknowledgement of Traditional Owners by a Partner or senior staff member at the commencement of all other events

December 2020 RAP Committee Chairperson and all other senior practitioners

Maintain and review a list of key contacts for organising a Welcome to Country

December 2018 RAP Committee Partners, Business Development Manager

Include an Acknowledgement of Traditional Owners at the commencement of internal meetings

December 2020 All senior practitioners

Display an Acknowledgement of Traditional Owners’ (Owners’ Plaque) plaque at the reception area in our office building

March 2018 RAP Committee Chairperson

Include cultural protocols within employee induction materials

February 2018 Human Resources Manager

RESPECT




Celebrate NAIDOC Week and provide opportunities for Aboriginal and Torres Strait Islander staff to engage with culture and community during NAIDOC Week

Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week

June 2018 Human Resources Manager

Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate in community NAIDOC Week events

June 2018, 2019 and 2020


Inform all staff of NAIDOC Week and events taking place in the local community

June 2018, 2019 and 2020

RAP Committee Chairperson and Secretary

Encourage and support staff to participate in NAIDOC Week events

June 2018, 2019 and 2020

RAP Committee Chairperson and Partners

Hold an internal NAIDOC Week event in consultation with Aboriginal and Torres Strait Islander staff and a Traditional Owner

July 2018, 2019 and 2020

RAP Committee Partners, Business Development Manager

Artist: Ngarra Title: Ngarrangkarni Changover Time 2 Image: Courtesy Mossenson Art Foundation

RESPECT




Demonstrate respect and appreciation for Aboriginal and Torres Strait Islander art and culture

Display artwork by Aboriginal and Torres Strait Islander artists in the office

December 2018 RAP Committee Chairperson, Business Development Manager, Office Services Manager

Support at least one Aboriginal and Torres Strait Islander art initiative, program or product each year

December 2018, 2019 and 2020

RAP Committee Chairperson and Partners

RESPECT

Artist: Ngarra Title: Ngarrangkarni Changeover Time 1 Image: Courtesy Mossenson Art Foundation



OPPORTUNITIES

To help address inequality of opportunity in the community and assist with addressing prejudice and racial hostility, Lavan appreciates the need to foster an environment, which welcomes employees from different backgrounds and provides opportunities for the advancement of the welfare of Aboriginal and Torres Strait Islander peoples.


Increase Aboriginal and Torres Strait Islander recruitment and retention

Collect information on our current Aboriginal and Torres Strait Islander staff to inform future employment opportunities

December 2018 Human Resources Manager

Advertise all vacancies in Aboriginal and Torres Strait Islander media


Review HR and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace


Increase Aboriginal and Torres Strait Islander employment to 4% over three years

December 2020 Human Resources Manager and Managing Partner

Develop and implement Aboriginal and Torres Strait Islander employment and retention strategy, including professional development

December 2020 RAP Committee Partners and Human Resources Manager

Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, mentoring and professional development

December 2020 RAP Committee Chairperson, Human Resources Manager



OPPORTUNITIES


Increase Aboriginal and Torres Strait Islander supplier diversity

Review and update procurement policies and procedures to ensure there are no barriers for procuring goods and services from Aboriginal and Torres Strait Islander businesses

December 2020 Office Services Manager

Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services

December 2020 Office Services Manager

Develop and implement an Aboriginal and Torres Strait Islander procurement strategy

December 2020 Managing Partner, Office Services Manager and RAP Committee Partners

Set targets for procuring goods and services from Aboriginal and Torres Strait Islander owned businesses

December 2020 RAP Committee Chairperson, Office Services Manager

Develop at least two commercial relationships with Aboriginal and/or Torres Strait Islander businesses


Investigate Supply Nation Membership


Support Aboriginal and Torres Strait Islander students to pursue a career within the legal sector

Provide financial assistance through book scholarships to five Aboriginal and Torres Strait Islander students each year who are enrolled in the Bachelor of Laws/Juris Doctor course

July 2018, 2019 and 2020


Provide annual support of the Law Society of WA’s mentoring program for Aboriginal and Torres Strait Islander students

December 2018, 2019 and 2020

RAP Committee Chairperson, Human Resources Manager, Managing Partner

Participate in the Future Footprints Indigenous Careers Expo every year to raise awareness of Aboriginal and Torres Strait Islander employment opportunities at Lavan for students or potential students of the university

September 2018, 2019 and 2020





Continue to implement strategies to support the retention and development of Aboriginal and Torres Strait Islander students in the local community

Provide funding every year to Yirra Yaakin Aboriginal Corporation for mentorship and career development of Artistic Directors and associated artistic staff members

December 2018, 2019 and 2020

RAP Committee Chairperson/Emeritus Partner

Invite Aboriginal and Torres Strait Islander law students to attend Lavan’s Continuing Legal Education (CLE) seminars and other relevant events


Provide financial support to Aboriginal and Torres Strait Islander organisations and initiatives

Nominate two organisations and/or initiatives to support every year

December 2018, 2019 and 2020

RAP Committee members

Organise and facilitate donations from “Casual Dress Fridays”

December 2018, 2019 and 2020

RAP Committee Secretary

Artist: Shane Pickett Untitled Image: Courtesy Mossenson Art Foundation

OPPORTUNITIES



TRACKING PROGRESS AND REPORTING


Report achievements, challenges and learnings to Reconciliation Australia for inclusion in the RAP Impact Measurement Report

Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia

September 2018, 2019 and 2020

RAP Committee Partners

Investigate participation in the RAP Barometer

May 2018, 2019 and 2020


Develop and implement systems and capability needs to track, measure and report on RAP activities

May 2018, 2019 and 2020


RAP Committee to collect data for the RAP Impact Measurement Questionnaire

July 2018, 2019 and 2020

RAP Committee Chairperson and Human Resources Manager

RAP Committee to seek internal approval to submit the RAP Impact Measurement Questionnaire to Reconciliation Australia

August 2018, 2019 and 2020

RAP Committee Chairperson, Secretary and Human Resources Manager

Report RAP achievements, challenges and learnings internally and externally

Publically report our RAP achievements, challenges and learnings

January 2019 and 2020

RAP Committee Chairperson

Communicate updates on RAP progress to all staff

December 2018, 2019 and 2020

RAP Committee members

Review, refresh and update RAP Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements

October 2019 RAP Committee Partners

Send draft RAP to Reconciliation Australia for feedback

January 2020 RAP Committee member

Submit draft RAP to Reconciliation Australia for formal endorsement

February 2020 RAP Committee member and Business Development Team

Contact details: Name: Dan MossensonPhone: (08) 9288 6769Email: [email protected]: www.lavan.com.au

The Quadrant, 1 William Street Tel +61 8 9288 6000 lavan.com.au Perth Western Australia 6000 Fax +61 8 9288 6001 The Quadrant, 1 William Street Tel +61 8 9288 6000 lavan.com.au Perth Western Australia 6000 Fax +61 8 9288 6001

Artist: Shane Pickett Title: As the Clouds Touch the Land a Glow for the Morning Lights Up Image: Courtesy Mossenson Art Foundation

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