Reconciliation Action Plan 2018/19 to 2020/21Action Plan (RAP), 2018/19-2020/21, developed following...

Reconciliation Action Plan2018/19 to 2020/21

RECONCILIATION ACTION PLAN1 2

“When I was a girl I slept out under the stars and that’s when I learned about a group of stars called the seven sisters. The seven sisters is one of my favourite

stories. The seven sisters are women who are attacked many times on their way

across country. But they fight back and escape to the night sky to become stars. The women of the story are strong and free and make me think of how strong

Aboriginal women are.”

Resident from Boronia Pre-Release Centre for Women

Artist’s description of The Seven Sisters Standing in a Line

Contents

Message from Reconciliation Australia 3

Message from the Director General 4

Our vision for reconciliation 5

Our business 5

Our RAP 6

Relationships 7

Respect 9

Opportunities 11

The Department uses the term “Aboriginal people” throughout this document to refer to both Aboriginal and Torres Strait Islander peoples, acknowledging the overrepresentation

of Aboriginal people in Western Australia in the care of the Department.


Message from the Director General

Welcome to the Department of Justice inaugural Reconciliation Action Plan (RAP), 2018/19-2020/21, developed following the July 2017 amalgamation of the former Departments of the Attorney General and Corrective Services.

Through this RAP we acknowledge all Traditional Custodians of the land on which the Department operates across Western Australia and pay our respects to their Elders past, present and future. We recognise the diversity of Aboriginal and

Torres Strait Islander people and value their strength, resilience and capacity. We also recognise the injustices and disadvantage experienced in the past which continue to impact today.

By focusing on RAP actions and initiatives that assist and support the Aboriginal people we work with, the Department and its partners will engage in the development and delivery of targeted initiatives that produce better outcomes for our Aboriginal colleagues, clients and those in our care.

It is the responsibility of each and every one of us working in the Department to ensure that reconciliation becomes a reality. Together with the support of the community, we have an opportunity to improve the cultural competency of our agency and reduce the rate of reoffending for Aboriginal people in Western Australia. In this document we progress toward reconciliation by committing to actions that enhance relationships and respect, and provide

opportunities that benefit both Aboriginal people and the broader community.

I encourage all employees to innovate, to identify ways to work smarter, and to be part of creating a more reconciliatory approach to our business. I will be leading the implementation of the Department’s RAP along with all members of the Corporate Executive Committee. It is my expectation that everyone in the Department will play their part to implement the RAP and demonstrate our values: respecting rights and diversity; fostering service excellence; and being fair and reasonable.

As we deliver our RAP, the Department will be making a tangible and measurable contribution to reducing the number of Aboriginal adults and young people encountering the justice system, and entering and returning to custody.

I am proud to lead this important initiative to promote equity, respect and understanding in our distinctive organisation.

Dr Adam Tomison Director General Department of Justice

Message from Reconciliation Australia

Reconciliation Australia is delighted to welcome WA Department of Justice to the Reconciliation Action Plan (RAP) program by formally endorsing its inaugural Innovate RAP.

As a member of the RAP community, WA Department of Justice joins over 1,000 dedicated corporate, government, and not-for-profit organisations that have formally committed to reconciliation through the RAP program since its inception in

2006. RAP organisations across Australia are turning good intentions into positive actions, helping to build higher trust, lower prejudice, and increase pride in Aboriginal and Torres Strait Islander cultures.

Reconciliation is no one single issue or agenda. Based on international research and benchmarking, Reconciliation Australia defines and measures reconciliation through five critical dimensions: race relations; equality and equity, institutional integrity; unity; and historical acceptance. All sections of the community—governments, civil society, the private sector, and Aboriginal and Torres Strait Islander communities—have a role to play to progress these dimensions.

The RAP program provides a framework for organisations to advance reconciliation within their spheres of influence. This Innovate RAP provides WA Department of Justice with the key steps to establish its own unique approach to reconciliation. Through implementing an Innovate RAP, WA Department

of Justice will develop its approach to driving reconciliation through its business activities, services and programs, and develop mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders.

We wish WA Department of Justice well as it explores and establishes its own unique approach to reconciliation. We encourage WA Department of Justice to embrace this journey with open hearts and minds, to grow from the challenges, and to build on its successes. As the Council for Aboriginal Reconciliation reminded the nation in its final report:

“Reconciliation is hard work—it’s a long, winding and corrugated road, not a broad, paved highway. Determination and effort at all levels of government and in all sections of the community will be essential to make reconciliation a reality.”

On behalf of Reconciliation Australia, I commend WA Department of Justice on its first RAP, and look forward to following its ongoing reconciliation journey.

Karen Mundine Chief Executive Officer Reconciliation Australia


Our vision for reconciliation

The Department of Justice (the Department) is committed to providing high quality and accessible justice services which meet the needs of community and government. Our reconciliation aim is to provide these services in a manner that is equitable, responsive and relevant to Aboriginal people.

We recognise that building strong, respectful partnerships with Aboriginal people and communities is fundamental to achieving our goals for reconciliation and to delivering appropriate services across Western Australia.

We know that in Western Australia, Aboriginal people are in contact with the justice system and imprisoned at a higher rate than other Australians. As a Department we are committed to reducing the over-representation of Aboriginal people in the justice system. We will do this by working collaboratively with Aboriginal people in developing services and initiatives.

As a way of moving forward the Department is committed to the development and implementation of actions that make the Department more culturally sensitive, inclusive and responsive to Aboriginal people. In order to achieve this we all need to move beyond being culturally aware to becoming culturally competent in the way we conduct business.

Reconciliation is important to the Department as it is about:• Unity and respect between Aboriginal and

non-Aboriginal people;• Valuing shared histories;• Recognising the diversity of Aboriginal people

across Western Australia;• Acknowledging the Traditional Custodians of the

land on which the Department conducts its business; • Working respectfully with Aboriginal people;• Valuing the unique skills and knowledge that

Aboriginal staff bring to the Department;• Celebrating Aboriginal culture;• Building collaborative partnerships with

Aboriginal people and communities;• Acknowledging and appreciating the rich

culture and history of Aboriginal people both traditional and contemporary; and

• Acknowledging the injustices imposed on Aboriginal people in the past that continue to impact today.

The Department will have achieved its vision for

reconciliation when it is working consistently and collaboratively with Aboriginal people and can demonstrate that it has increased the number of Aboriginal employees, and increased the cultural competency of services and programs provided to Aboriginal people.

Our businessThe Department provides high quality and accessible justice services which meet the needs of the community, Western Australian Government and judiciary contributing to a fair, just and safe community. This means support for justice outcomes and opportunities for current and future generations.

In particular, the Department directly contributes to the following key result areas:• Responsive to Government;• Improved data, analytical and evaluative capability;• Targeted and strategic policy development and

legislative reform;• Improved service delivery and collaboration; • Improved community safety and security; and• Sustainable strategies and outcomes.

The Department is the agency principally responsible for assisting the Attorney General and Minister for Corrective Services in developing and implementing policy and the administration of, and compliance with, approximately 200 Acts.

The Department provides diverse services including:• Court and tribunal services• Adult custodial and youth detention services• Community corrections• Offender management • Victims services

Services to the Community:• Advocacy, guardianship and administration services• Trustee services• Birth, death and marriage services

Services to Government:• Policy advice• Legal advice and representation• Legislative drafting and related services

The Department’s operation covers the entire State of Western Australia, with facilities and employees managing services and offenders in the Kimberley, the Pilbara, the Midwest Gascoyne, the Goldfields, the Great Southern, the South West and the Metropolitan area.

As at 5 May 2018, the Department employed 6,780 people. The Aboriginal employment rate was approximately four per cent.

For the Department, Aboriginal engagement is about:• Working with Aboriginal communities, groups and

representatives to develop more effective ways of addressing the complex factors that contribute to offending among Aboriginal people;

• Consulting with the Department’s Aboriginal employees to identify solutions that are likely to have the most impact;

• Working to develop the cultural competency of all employees so that culturally responsive services and processes are provided to Aboriginal people and their communities; and

• Reviewing existing interagency partnerships and forums with the aim of developing wrap around services and supports needed to reduce Aboriginal overrepresentation in the justice system.

Our RAPIn July 2017 the Departments of the Attorney General and Corrective Services were amalgamated into the Department of Justice. Both previous Departments had a RAP with progress made in achieving the commitments in each. For example, the Department of Corrective Services produced an Aboriginal recruitment strategy which will be utilised in the development of the Aboriginal Workforce Development Strategy. The Department of the Attorney General’s strategy of displaying Aboriginal art works in public spaces of the Department will be continued.

An Innovate RAP is a core part of the new Department’s business demonstrating our commitment to improving justice services and outcomes for current and future generations of Aboriginal people. This RAP aims to identify actions and targets that are equitable, responsive and relevant to Aboriginal people and communities.

This RAP is championed by the Department’s Corporate Executive Committee (CEC), which comprises the most senior representatives from

all Departmental Divisions. The RAP Steering Committee is co-chaired by a CEC member and a senior Aboriginal employee. The committee is a sub-group of senior managers and employees, responsible for overseeing the development and maintenance of the RAP and its actions. Membership of the RAP Steering Committee ensures that there is a balance of male and female, Aboriginal and non-Aboriginal, senior and frontline employees from a variety of business areas that have high interaction with Aboriginal clients.

Membership is as follows:• Manager Aboriginal Advisory Services,

Magistrates Court and Tribunals (co-Chair)• Executive Director Strategic Reform (co-Chair)• Assistant Director Reconciliation• Assistant Director HR Planning• Deputy Commissioner Adult Justice Services• Prison Support Service Manager• Manager Training and Development

Public Trustee’s Office• Public Advocate• Senior Adviser, State Solicitor’s Office• Registrar Births Death Marriages• Team Leader, Policy & Aboriginal Services• Director Magistrates Courts and Tribunal Services• Regional Manager Eastern Goldfields Regional Prison

The Department is committed to ensuring the progress of reconciliation through internal strategies, such as the implementation of an Aboriginal Workforce Development Strategy, including employment and retention strategies, to increase the numbers of Aboriginal people employed.

The Terms of Reference for the RAP Steering Committee encourage the involvement of external parties on the committee to further the Department’s reconciliation endeavours.

This Innovate style RAP involves the Department working with Aboriginal stakeholders and employees to test and trial approaches that build relationships, show respect and improve opportunities. As part of this approach the Department is reinvigorating an external Aboriginal Advisory group to guide the Department in its reconciliation and Aboriginal services initiatives. This RAP identifies actions, timelines deliverables and responsibilities under four broad headings – Relationship; Respect; Opportunities; and Tracking Progress and Reporting.

In the development of this RAP the Department has been guided by the framework structure and philosophy offered by Reconciliation Australia.


Relationships

The Department of Justice understands and appreciates the benefits to Aboriginal people of strong relationships and partnerships involving employees, communities and organisations. This promotes broader social value of equitable and respectful relationships and partnerships between Aboriginal and non-Aboriginal people, and the role that it can play in contributing to positive social change. The Department is committed to fulfilling its responsibilities by delivering real outcomes to Aboriginal people involved in the justice system in Western Australia.

Focus areas: Improved service delivery and collaboration; and Improved community safety and security from the Key Result Areas in the Department’s Strategic Framework 2017 – 2020.

Action Deliverable Timeline Responsibility

1. RAP Steering Committee (RSC) actively monitors RAP development and implementation of actions, tracking progress and reporting

• RSC oversees the development, endorsement and launch of the RAP.

July 2018 Director Aboriginal Services

• Ensure Aboriginal people are represented on the RSC.

July 2018

• Meet at least twice per year to monitor and report on RAP implementation.

July, December 2019, 2020, 2021

• Establish Terms of Reference for the RSC. August 2018

• Develop and distribute an expression of interest to participate in the RSC to key Aboriginal people and organisations interfacing with the Department’s services.

July 2019, 2020, 2021

• Establish an external Aboriginal Advisory Group to provide cultural advice and guidance.

December 2018

2. Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal people and other Australians

• Organise at least one event involving external stakeholders at each of the Department’s offices and facilities for NRW each year.

May – June, 2019, 2020, 2021

Corporate Executive Committee members

• Register the Department’s NRW events on Reconciliation Australia’s NRW website.

May – June, 2019, 2020, 2021

Director Aboriginal Services

• Ensure our RSC members participate in an event involving internal and external stakeholders to commemorate NRW.

May – June, 2019, 2020, 2021


• Encourage employees to download Reconciliation Australia’s NRW resources to assist in raising awareness.

May – June, 2019, 2020, 2021


• Encourage employees to participate in an external NRW event during work time.

May – June, 2019, 2020, 2021


• Ensure there is a Departmental event to celebrate NRW theme such as an exhibition.

May – June, 2019, 2020, 2021



3. Maintain an Aboriginal Services Committee in each prison and detention centre to provide a focus on the appropriate management and delivery of services to Aboriginal prisoners and detainees

• Aboriginal Services Committees (ASCs) operating with Terms of Reference, generic agenda items and reporting templates.

June 2019 Commissioner for Corrective Services

• ASCs to meet a minimum of four times per annum.

March, June, September & December 2019, 2020, 2021

• Service plans developed, implemented and reports on progress provided.

July 2019

• Review membership of committees on an annual basis.

March 2019, 2020, 2021

• Report on implementation of service plans and membership review outcomes.

July 2019, 2020, 2021

• Establishment and performance of ASCs to be part of the individual Performance Assessment agreements for the Deputy Commissioner and the Superintendents.

July 2019, 2020, 2021

4. Develop and maintain mutually beneficial relationships with Aboriginal people, communities and organisations to support positive outcomes

• Develop and implement an engagement plan to work with our Aboriginal stakeholders.

Plan September 2019 Implement June 2021


• Meet with local Aboriginal organisations to develop guiding principles for future engagement.

June 2019, 2020, 2021

• Develop partnerships with Aboriginal people, communities and organisations and support community capacity-building opportunities.

June 2019, 2020, 2021

5. Raise internal and external awareness of our RAP to promote reconciliation across the Department and the sector

• Develop and implement a strategy to communicate our RAP to all internal and external stakeholders.

December 2018 Director Aboriginal Services

• Promote reconciliation through ongoing active engagement with all stakeholders.

June 2019, 2020, 2021


Respect

Respect is one of the Department’s overarching values. It requires all employees to consistently demonstrate actions such as treating others the way they expect to be treated, and by acknowledging, accepting and celebrating difference. The Department respectfully acknowledges Aboriginal people as the First Peoples of Australia and their unique and valuable contribution to our society in general, and to our Department in particular.

Focus area: Respecting rights and diversity; and Being fair and reasonable from the Values in the Department’s Strategic Framework 2017 – 2020.


6. Engage employees in cultural competency programs to increase understanding and appreciation of different Aboriginal cultural backgrounds in order to support the achievement of other RAP actions

• Map the level of Aboriginal Cultural Competency needs across the Department to identify the types and levels of training needs.

March 2019 Director Aboriginal Services

• Develop and implement an Aboriginal cultural competency training strategy which defines a competency continuum for development of employees in all areas of our business and considers various ways it can be provided (online, face to face workshops or cultural immersion).

December 2019


• Investigate opportunities to work with Aboriginal consultants to develop the cultural competency training.

December 2019


• Provide opportunities for RSC members, RAP champions, HR managers and other key leadership employees to participate in cultural competency training.

December 2019


• Ensure all new employees complete the Reconciliation Australia’s Share Our Pride online tool.

June 2019, 2020, 2021


7. Engage employees in understanding the significance of Aboriginal cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning and understanding behind the ceremonies as part of the Department’s core business

• Develop, implement and communicate a cultural protocols document for Welcome to Country and Acknowledgement of Country for Western Australian use.

March 2019 Director Aboriginal Services

• Develop a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships across all Aboriginal land areas where the Department operates in Western Australia.

June 2019 Director Aboriginal Services

• Invite a Traditional Owner to provide a Welcome to Country at significant events, including the Department’s main NAIDOC Week event.

July 2019, 2020, 2021


• Include an Acknowledgement of Country at the commencement of important internal and external meetings where there is not a suitable Aboriginal Elder available.

June 2019, 2020, 2021


• Encourage employees to include an Acknowledgement of Country at the commencement of significant meetings.

June 2019, 2020, 2021


• Organise and display an Acknowledgment of Country message at the bottom of all Departmental emails.



8. Provide opportunities for Aboriginal employees to engage with their culture and communities by celebrating NAIDOC Week

• Ensure HR policies and procedures present no barriers to employees participating in NAIDOC Week.

June 2019 Executive Director Corporate Services

• Provide opportunities for all Aboriginal employees to participate with their cultures and communities during NAIDOC Week.

July 2019, 2020, 2021


• Provide opportunities for all employees to participate in NAIDOC Week activities.

July 2019, 2020, 2021


• Consult with Aboriginal people to hold an internal or external NAIDOC Week event.

July 2018, 2019, 2020, 2021


• Support an internally developed NAIDOC Week community event for external stakeholders.

July 2018, 2019, 2020, 2021


• Ensure that the prisoner education and arts programs include projects about the significance of NAIDOC Week across Western Australia including an art exhibition and design of promotional material for all Departmental locations.

July 2018, 2019, 2020, 2021

Commissioner for Corrective Services

9. Provide opportunities for Aboriginal people in custody to display their art works including on Departmental premises

• Ensure art work produced by Aboriginal people in custody is professionally and lawfully managed including works being catalogued, curated and displayed throughout the Department’s offices.

June 2019 Executive Director Offender Management


Opportunities

The Department recognises the importance of providing opportunities to Aboriginal people and organisations to achieve positive outcomes for Aboriginal people involved in the justice system. Positive outcomes in justice will influence positive outcomes in the broader Aboriginal community and benefit the Western Australian community as a whole.

Focus area: Respecting rights and diversity; and Being fair and reasonable from the Values; and Sustainable strategies and outcomes from the Key Result Areas in the Department’s Strategic Framework 2017 – 2020.


10. Investigate opportunities to improve and increase Aboriginal employment outcomes across the Department with an aspirational target of 7.5% over the next 10 years and 35% in the Kimberley over the next 10 years

• Collect and report on information on our current Aboriginal employees to inform future employment opportunities.

June 2019, 2020, 2021

Executive Director Corporate Services

• Achieve 3.5% Aboriginal employment rate (Kimberley 5%).

June 2019 Corporate Executive Committee members

• Achieve 4% Aboriginal employment rate (Kimberley 10%).


• Achieve 5% Aboriginal employment rate (Kimberley 15%).


• Develop and implement an Aboriginal Workforce Development Strategy incorporating employment and retention approaches.

September 2018 Executive Director Corporate Services

• Appoint an Aboriginal Workforce Development Officer.

July 2018 Executive Director Corporate Services

• Appoint a Director Aboriginal Engagement. March 2019 Director Aboriginal Services

• Engage with existing Aboriginal employees to consult on employment strategies, including professional development.

December 2019 Executive Director Corporate Services

• Advertise all vacancies in Aboriginal media where practicable.

June 2019, 2020, 2021


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

June 2019, 2020, 2021


• Include Aboriginal representation on recruitment and selection panels, wheresoever practicable.

December 2018 Executive Director Corporate Services

• Include in all job advertisements, ‘Aboriginal people are encouraged to apply.’

December 2018, 2019, 2020, 2021


• Develop and implement Aboriginal employment pathways (e.g. traineeships or internships).

December 2018, 2019, 2020, 2021


• Develop a cultural mentoring network for existing employees and managers.


• Continue the Aboriginal Liaison Officers – Courts program.

June 2019 Director Court and Tribunal Services


11. Investigate opportunities to further develop the Aboriginal Visitors Scheme

• Review the operation of the Aboriginal Visitor Scheme for effectiveness in meeting the recommendations of the Royal Commission into Aboriginal Deaths in Custody.

June 2019 Executive Director Offender Management

• Following the above review implement a strategy to continue to improve the cultural competence of the service provided in the community and for our clients.

December 2019 Commissioner for Corrective Services

12. Legislate and implement a custody notification system

• Develop and implement an agreement between the Western Australia Police Force (WAPOL), the Department and a service provider to deliver a custody notification system so that the service provider is notified by WAPOL when an Aboriginal person enters custody, and appropriate welfare checks occur and legal advice is provided.

June 2021 Executive Director Strategic Reform

13. Improve Aboriginal engagement with the justice system

• Develop and implement a strategy to improve Aboriginal engagement which will include meeting government targets for reduction of Aboriginal people incarcerated and improves Aboriginal engagement with justice services. This will aim to link all initiatives and operations through identified KPIs.

December 2019 Corporate Executive Committee members – lead Executive Director Strategic Reform

• Enable more Aboriginal people to obtain identity documents including driver’s licences and birth certificates, and deal with outstanding fines by increasing the effectiveness of the Open Day program.

December 2019, 2020, 2021


• Support Community Service Delivery Days. June 2019 Director Aboriginal Services

• Develop targets and measurements for take up of opportunities of Open Days, Community Service Delivery Days, and Royalties for Regions Driver Training and Education programs.


• Expand and enhance the Driver Training and Education program take up and outcomes.

June 2019 Director Advisory Services

• Promote the Aboriginal Mediation Service program through electronic and print media.

June 2019 Director Advisory Services

• Improve victims of crime support program take up and outcomes.

June 2019 Commissioner for Victims of Crime

13


14. Council of Australian Governments (COAG) Prison to Work Report – Western Australian Government Action Plan

• Implement the Prison to Work – Western Australian Government Action Plan.


• Report to COAG on the Prison to Work – Western Australian Government Action Plan.


• Implement the Commonwealth Prison to Work Employment Service.

September 2018 Director Aboriginal Services

15. Investigate opportunities to improve remand and bail management

• Review the drivers underpinning the increase in remand prisoners, particularly Aboriginal people, and investigate opportunities to halt or reverse this trend.

June 2019 Executive Director Strategic Reform

16. Investigate opportunities to incorporate Aboriginal supplier diversity within the Department

• Review and update procurement policies and procedures to ensure there are no barriers for procuring goods and services from Aboriginal businesses.

September 2019 Executive Director Corporate Services

• Develop and implement a strategy to comply with the WA Government’s Aboriginal Procurement Policy requiring 3 per cent of all government contracts are to be awarded to Aboriginal businesses by 2020.

June 2019 January 2020


• Develop and communicate to employees a list of Aboriginal businesses that can be used to procure goods and services.


• Develop at least one commercial relationship with an Aboriginal owned business.


• Investigate Supply Nation membership. June 2019 Executive Director Corporate Services

GOVERNANCE, TRACKING PROGRESS AND REPORTING


17. Report RAP achievements, challenges and learnings to Reconciliation Australia

• Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually.

September, 2018, 2019, 2020


• Investigate participating in the RAP Barometer. September, 2018, 2020


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

December 2018 and then six monthly


18. Report RAP achievements, challenges and learnings internally and externally

• Publicly report our RAP achievements, challenges and learnings.

June 2019, 2020, 2021


19. Review, refresh and update RAP

• Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements.

April 2021 Director Aboriginal Services

• Send draft RAP to Reconciliation Australia for review and feedback.

• Submit draft RAP to Reconciliation Australia for formal endorsement.

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“Our struggle for Indigenous rights and equality is bound up

inextricably with the rights of all Australians. Our freedom is your freedom. Reconciliation is not an

isolated event but part of the fabric of this nation. Will you take our

hand? Will you share our dream?

We extend our hand to other Australians. Those Australians who take our hands are those

that dare to dream of an Australia that could be.”

Dr Evelyn Scott

Former Chair Council for Aboriginal Reconciliation

RECONCILIATION ACTION PLAN

PLEASE DIRECT ALL ENQUIRIES TO

THE RECONCILIATION TEAM

T 9264 1600

E [email protected]

Reconciliation Action Plan 2018/19 to 2020/21Action Plan (RAP), 2018/19-2020/21, developed following...

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