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South Metropolitan Area Health Service

Aboriginal Employment Action Plan2011 to 2016

The South Metropolitan Area Health Service:

Respectfully acknowledges the Noongar people both past and present, the traditional owners of the land on which we work.

Affirms its commitment to reconciliation through strengthening partnerships and continuing to work with Aboriginal and Torres Strait Islander peoples.

Message StickThe Message Stick represents the constant cycle of Growth/Change/Relationships/Togetherness/Gatherings and the coming together to create:

Seeds for growth and change.

Circles for meetings and gatherings.

Cross hatching for coming together to create partnerships and relationships.

Waves for the calming flow of movements to create new ways of change of direction.

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The South Metropolitan Area Health Service (SMAHS) is committed to increasing the representation of Aboriginal people employed in the health service and ensuring that the health services offered are delivered by people who are representative of the communities the SMAHS serves.

Aboriginal people who are of working age (15 to 64 years) represent 2.6% of the Australian population [1] and 2.0% of the population of Western Australia.[2] However, compared with other working age Australians, Aboriginal people are under-represented in the workforce.

Under-representation is particularly noticeable in senior positions and specialist medical professions as Aboriginal employment is predominantly concentrated at lower salary positions. In 2008, Aboriginal public sector employees held 0.5% of salary ranges 9 and 10, and 4.7% of salary ranges 7–10.[3]

The SMAHS workforce of 14,000 people deliver services to local communities in the metropolitan area south of Perth. The Aboriginal population in this area is 15,000,[2] which is the second largest in the State, after the Kimberley.

Aboriginal employees bring diverse knowledge, skills and understanding of their histories, traditions and culture to the health service. Increasing the employment of Aboriginal people in the SMAHS will offer the opportunity to deliver better services and health outcomes for Aboriginal patients and families. It will also provide employment and social, cultural and economic opportunities for local Aboriginal people.

The SMAHS is committed to being an organisation that Aboriginal people choose as a preferred employer. The SMAHS aims to achieve this by investing in culturally secure employment and health care for Aboriginal people while creating a respectful workplace free from discrimination.

Why do we need an Aboriginal Employment Action Plan?

Aboriginal Employment Action Plan 2011 to 2016

[1] COAG National Partnership Agreement on Indigenous Economic Participation.

[2] Rates Calculator – this program was created by Dr Jim Codde and obtained from the Epidemiology Branch, Department of Health, WA.

[3] Director of Equal Opportunity in Public Employment, Annual Report 2008. OEEO 2008 Annual Report. Perth: Office of Equal Employment Opportunity.

2

Through the Aboriginal Employment Action Plan 2011 – 2016, the SMAHS will:

Increase the Aboriginal workforce in the SMAHS by 100 and, through the implementation of this plan, aspire to exceed this target to reflect the Aboriginal working age demographic.

Feedback received from the local Aboriginal community highlights the importance of this target:

“An Aboriginal person at a service is an open door for us.” [5]

[5] South Metropolitan Aboriginal Health Plan, February 2010. Fremantle: SMPHU.

The SMAHS Aboriginal Employment Action Plan aligns with key WA Health strategies, and reinforces the commitment and collaboration across WA Health to increase Aboriginal employment at all levels. Key strategies include:

The Healthy Workforce Strategic Framework (2006–2016) – “Increasing the number of Aboriginal and Torres Strait Islander people working across all the health professions in the WA Health system”

The WA Health Strategic Intent (2010-2015) – “Working hard to close the gap in health and wellbeing between Aboriginal and non-Aboriginal Australians”

The WA Health Equity & Diversity Plan (2010-2015) – “Establish strategies targeted at improving employment outcomes for Aboriginal and Torres Strait Islanders at all levels of the organisation”

The SMAHS Aboriginal Health Plan (2010) – “Increase the Aboriginal workforce and maximise their involvement in all services”

The Reconciliation Action Plan (2009-2014) – “Build the capacity of the Aboriginal workforce employed by the SMAHS”

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The mission of the SMAHS is to improve, promote and protect the health of Western Australians by:

Caring for individuals and the community

Caring for those who need it most

Making best use of funds and resources

Supporting our team

Our vision is to provide healthier, longer and better quality lives for all Western Australians.

The SMAHS provides a range of services including health promotion, community-based services, and hospital services that include specialty clinical services.

The SMAHS workforce is central to the ability of the health care system to provide safe, high quality, culturally appropriate services that are accessible and that meet the population’s needs. We employ approximately 14,000 people across a range of occupational groups including medical, nursing, allied

health & health science, Aboriginal health, administration, engineering & trades and support services.

While Aboriginal people suffer disproportionately high morbidity and mortality due to numerous medical, mental health and drug related conditions, they are often reluctant to access mainstream medical and hospital services. Increasing the employment of Aboriginal people in the health system will assist in providing a more culturally secure environment for Aboriginal people who need to access health services. Aboriginal people consulted in the south metropolitan area identified that an increase in the Aboriginal workforce across the SMAHS is necessary to improve Aboriginal health.

Aboriginal people remain significantly under represented in the SMAHS workforce. Increasing the Aboriginal workforce across all services will assist the SMAHS to provide services that Aboriginal people are more likely

to use and that better meet the needs of the Aboriginal population.

SMAHS comprises:

Fremantle Group – Fremantle Hospital, Kaleeya Hospital and the Rottnest Island Nursing Post

Rockingham Peel Group – Rockingham General Hospital and Murray District Hospital

Royal Perth Hospital Group – Royal Perth Hospital and Bentley Hospital

Armadale Kelmscott Memorial Hospital

Community Based Services – Aged care, hospital in the home, rehabilitation, chronic disease management

Fiona Stanley Hospital (due for commissioning in 2014)

Mental Health Services – Mandurah Community Health, Alma St Fremantle and Bentley

Public Health Unit

Our Business


4

The South Metropolitan Area Health Service:

Acknowledges past policies and injustices against Aboriginal people, including colonisation without consent, the dispossession of land, the separation and removal of children from families, assimilation, segregation and discrimination.

Acknowledges and supports the National Apology to the Stolen Generation for the mental, social, emotional, physical and cultural pain and suffering caused by the shared involvement of our health system in past policies and injustices.

Recognises the continued negative impact that past policies and injustices continue to have on the Aboriginal population, and seeks to develop policies with a positive impact for Aboriginal people.

Acknowledges our shared responsibility for action to heal the wounds of past injustice by building on the positive initiatives of many Aboriginal people and organisations by:

Improving our understanding of the impact of past actions on the present and the future; and

Enhancing our awareness of the holistic view of health that links the mental, physical, emotional, social, environmental and cultural aspects of health and wellbeing of the person, the family and the community through linkages with the land and sea.

Recognises the value and commitment of all staff within the organisation who are committed to developing inclusive and culturally secure workplaces. It is the intention of this plan to provide a framework to build upon this strong base to achieve improvements and to ensure a culturally secure workplace and service provision across the region.

Culturally Secure Service

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The SMAHS respects the holistic view of health held by Aboriginal people and recognises the values, beliefs, rights and customs of Aboriginal people.

The SMAHS also acknowledges the impact that social determinants of health have on Aboriginal people. We recognise that employment is one social determinant that contributes to achieving improved health outcomes.

Our goal is to see improved education, employment and career development opportunities for Aboriginal people in the south metropolitan area. This includes a commitment to strengthening relationships between Aboriginal and non-Aboriginal people and increasing the level of respect and understanding by both partners. This will assist the SMAHS to identify and address barriers to employment. It will also enable Aboriginal people to participate more fully in social and economic development opportunities

and, in the longer term, improve health outcomes for Aboriginal people in the south metropolitan area.

In order to achieve this vision the following will be observed:

A focus on relationships and support

The SMAHS will ensure that a culturally respectful working relationship with the Aboriginal community and other stakeholders in the south metropolitan area will increase future employment prospects for Aboriginal people who choose to work in the SMAHS.

A focus on attraction and recruitment

The SMAHS will ensure that it is a safe and respectful place to work, and a workplace that provides job security, professional growth and career opportunities for Aboriginal people.

A focus on retention

The SMAHS will demonstrate its commitment to Aboriginal employees by ensuring cultural support, cultural security and respect in an inclusive and safe work environment for Aboriginal people who choose to work in the SMAHS.

A focus on monitoring and evaluation

The SMAHS will provide ongoing monitoring and evaluation of the strategies identified in the SMAHS Aboriginal Employment Action Plan. The strategies provide a platform for evaluating the success of the plan and improved employment opportunities for Aboriginal people. Through this plan we will ensure that learnings are shared within the SMAHS. Continuous learning and reflection will help to create a robust evidence base to inform future directions in Aboriginal employment.

Our Focus


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The SMAHS Aboriginal Employment Action Plan has been developed in partnership and collaboration with members of the Noongar community who are the traditional owners of the land, and Aboriginal staff who work in the SMAHS. The plan’s development has been informed by the Cultural Respect Implementation Framework, the WA Aboriginal Health Impact Statement and Guidelines and other key policy documents.

The SMAHS Aboriginal Employment Action Plan has been based upon the results of consultations with the:

South Metropolitan District Aboriginal Health Action Groups

Aboriginal and non-Aboriginal SMAHS staff

Human Resource Consultants

SMAHS Workforce Planning and the

Institute for Health Leadership.

This process evolved over several months and has been overseen by the Manager, Aboriginal Health at the South Metropolitan Public Health Unit (SMPHU).

The attached table outlines the focus areas of associated aims and actions. The Aboriginal Health Employment Action Plan is based on building relationships and providing support to assist staff attraction, recruitment and retention. Monitoring and evaluation will be included in the plan along with actions, responsibilities, timelines and targets.

The implementation of the SMAHS Aboriginal Employment Action Plan will be ongoing throughout the period 2011-2016. The aim is to make changes which are sustainable over the long term. An Aboriginal Employment and Traineeship Coordinator (AETC) will lead the implementation of the plan with the support of the SMAHS

Aboriginal Health Team. Community participation and engagement will be through the existing SMAHS Aboriginal Community Engagement Framework.

The AETC will produce an annual report to track the progress of the plan’s implementation and to assist SMAHS Executive Group in evaluating progress.

This plan also represents one component of a strategy designed to help to close the gap in health status between Aboriginal people and non-Aboriginal people. Its ultimate success will depend on the adoption of a wide range of measures and an ongoing commitment within the health system to support change.

The SMAHS Aboriginal Employment Action Plan will be revised and/or updated as needed.

Our Journey to our Aboriginal Employment Action Plan and its planned implementation

7Aboriginal Employment Action Plan 2011 to 2016

Relationships and Support

SMAHS will promote a culturally respectful working relationship with the Aboriginal community and other stakeholders to inform stronger future employment prospects for Aboriginal people within the service.

FOCUS AREA ACTION RESPONSIBILITY MEASURABLE TARGETS TIMELINE COST

1. Partnerships – community/SMAHS

District Aboriginal Health Action Groups (DAHAGs) will provide the mechanism for SMAHS accountability to the Aboriginal community for the implementation of the SMAHS Aboriginal Employment Action Plan

SMPHU / SMAHS Aboriginal Employment and Traineeship Coordinator (AETC)

SMAHS Employment Action Plan implementation progress is a regular agenda item at all DAHAG meetings

Ongoing $20,000/yr

SMAHS will provide employment, education and training programs for DAHAG community members based on their identified needs (e.g. how to apply for jobs, participating on recruitment and selection panels, working with government)

DAHAG Steering group

Annual training program developed

Number of programs run

Number of participants

Evaluation and feedback

Ongoing $25,000/yr

Develop partnerships with relevant areas within WA Health and employment groups (e.g. TAFE, Centrelink, Aboriginal Employment Groups, registered training organisations) to identify and facilitate pathways to employment (e.g. traineeships, cadetships, scholarships)

SMAHS AETC Number of new Aboriginal employees recruited through partnerships each year

Business cases developed

Number of traineeships

Number of cadetships

Number of scholarships

Dec 2011 Within existing resources

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Relationships and Support (cont.)


1. Partnerships – community/ SMAHS

Develop partnerships with other traineeship programs (e.g. Australian Medical Association [AMA] in the south metropolitan area to share learning and experiences)

SMAHS AETC/Aboriginal Employment Action Group

Number of meetings with other relevant agencies

Ongoing Within existing resources

Increase the number of trainees employed each year through the SMAHS traineeship program

SMAHS AETC 20 traineeships 2016 $100,000/yr

Actively promote Aboriginal employment opportunities in the SMAHS (e.g. forums, expos, open days, work experience programs, and seminars)

SMAHS AETC SMAHS representative to attend at least 4 events annually

Number of new Aboriginal employees recruited from promotional activities each year

Dec 2011 $10,000

Aboriginal employees included on the SMAHS Policy Network Group to implement the WA Health Policy Impact Statement and Guidelines

SMAHS AETC/Governance and Policy/relevant departments

Monitoring and compliance through existing Policy Network Group


2. Support for Aboriginal employment strategies

Aboriginal leaders & Area Executive Group endorse the SMAHS Aboriginal Employment Action Plan

Executive Director Public Health, Ambulatory Care and Strategic Allied Health, SMAHS

Plan endorsed May 2011 Within existing resources

Aboriginal employment objectives and targets included in the SMAHS Business Plans

All Executive Directors

All SMAHS business plans include Aboriginal employment objectives

June 2012 Within existing resources


Relationships and Support (cont.)


3. Implementation Promote the SMAHS Aboriginal Employment Action Plan


Aboriginal Employment updates included in existing newsletters

Aboriginal Employment Action Plan included on RAP website and HR services intranet


Form an Aboriginal Employment Action Group with strong Aboriginal representation

SMAHS AETC Action Group formed

Four meetings annually

Quarterly implementation reports

June 2011

Ongoing

Within existing resources

Community event to launch the SMAHS Aboriginal Employment Action Plan

SMAHS AETC Aboriginal Employment Action Plan launched

June 2011

$5,000

TOTAL: $740,000 over 5 years

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Attraction and Recruitment

SMAHS will offer a safe and respectful place to work that encompasses job security, professional growth, development and career opportunities.


4. Create a culturally safe environment

Present a series of workshops to promote awareness of the WA Health Substantive Equality Policy and to develop implementation strategies

SMAHS AETC Number of workshops delivered

Implementation strategies identified

Strategies implemented

December 2011


5. Recruitment processes

Promote best practice recruitment for Aboriginal employees including JDF development, advertising, short listing, interviewing, selection panels, etc.

SMAHS AETC/HCN/HR

Best practice recruitment strategies promoted to managers and those involved in the recruitment process


Develop a training program for managers/ supervisors, Aboriginal community members and Aboriginal staff in recruitment processes for Aboriginal employees

SMAHS AETC/HR Training program developed

Training program delivered


Evaluation of managers and new Aboriginal employees

Dec 2011

Dec 2012


Develop a register of Aboriginal community people and staff who are trained and available to participate on selection panels

SMAHS AETC/HR Number of Aboriginal community members and staff trained

Register developed and maintained


Include the WA Health Substantive Equality Statement in all vacancy advertisements and expressions of interest (EOI)

HCN Substantive equality statement included in all vacancy advertisements and EOI



Attraction and Recruitment (cont)


6. Increasing the Aboriginal workforce

Increase the number of positions where Aboriginality is a genuine occupational qualification under S50D of the Equal Opportunity Act and monitor that they are filled without exception by Aboriginal people

SMAHS AETC/HR Increase in number of S50D positions identified as occupied by Aboriginal people


Identify strategies for the use of measures intended to achieve equality under S51 of the Equal Opportunity Act to offer more mainstream job opportunities to Aboriginal people

SMAHS AETC/SMAHS Aboriginal Employment Action Group/Workforce Planning/HR

Strategies endorsed by AEG

Number of roles where S51 has been utilised


Develop and implement targeted strategies to increase the Aboriginal workforce to reflect population ratios within existing FTE

Area Executives Strategies endorsed by AEG

Achieve SMAHS annual KPI to maintain continuous improvement in this area

By 2016 Within existing resources

Appoint to the permanent position of Aboriginal Employment and Traineeship Coordinator (AETC)

SMPHU Position filled April 2011 $15,000/yr for resources

TOTAL: $75,000 over 5 years

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Retention

SMAHS will demonstrate the value placed on Aboriginal employees by offering cultural support, cultural security and respect in an inclusive and safe work environment for Aboriginal people who select us as an employer of choice.


7. Entry into the organisation

Orientation for new Aboriginal staff includes working in the public sector and organisational culture

SMAHS AETC Program developed


Evaluation report

Program developed by Dec 2011


Develop a buddy program for new Aboriginal employees

SMAHS AETC/HR/Training and Development

Program established

Number of buddies connected


Program developed by June 2012


Establish an Aboriginal Mentoring Program for Aboriginal employees at all levels within the SMAHS

SMAHS AETC/Aboriginal Employment Action Group/HR/Workforce Planning/Training and Development

Number of programs for mentors and mentees delivered


Program developed by Dec 2012

$20,000

8. Workforce Development

Develop a culturally sensitive performance development toolkit for use with Aboriginal employees

SMAHS AETC/HR/Line Managers and staff

Toolkit developed

Mandatory completion of performance development plans


Develop an Aboriginal employee career development strategy plan

SMAHS Aboriginal Employment Action Group/HR/ Workforce Planning/ Staff Development

Plan developed

Endorsed by AEG

Evaluation from Aboriginal employees


Develop an Aboriginal specific staff development and training budget

Staff Development Process developed for access to budget funds

Regular reports are provided on the number of Aboriginal employees attending training programs

June 2012 $70,000


Retention (cont)


8. Workforce Development

Partner with accredited registered training organisations to support existing Aboriginal staff in undertaking recognised prior learning assessments (RPL) to gain relevant qualifications

SMAHS AETC/SMAHS Staff Development

Number of Aboriginal staff participating in RPL

Number of Aboriginal staff obtaining accredited qualification

Ongoing $15,000

Part of staff training budget above: 10 staff per year @ $300 per person

9. Building resilience in Aboriginal employees

Develop an action plan that identifies strategies to support Aboriginal employees specific needs (e.g. grief management)

SMAHS AETC/Aboriginal Employment Action Group/Staff Development

Action plan developed

Annual Aboriginal employee feedback

June 2012 $20,000

Support the implementation of Aboriginal Leadership Development as outlined in the Reconciliation Action Plan (RAP)

SMAHS AETC/RAP Coordinator/Institute of Health Leadership/Workforce Planning/Staff Development

Number of Aboriginal leadership programs


Program – first delivery by Jan 2012

Ongoing

$50,000

Develop a SMAHS Aboriginal Employees’ Support Network as outlined in the RAP

SMAHS AETC/RAP Coordinator

Four meetings per year


End May 2011


Recruit Aboriginal employees to the SMAHS Aboriginal Employees’ Support Network

HR/Workforce Planning

Increase in number of Aboriginal employees included in the Aboriginal Employee Support Network


Review the existing Employee Assistance Program (EAP) to ensure it meets the needs of Aboriginal employees


Aboriginal counsellors are included in EAP service

Contract for EAP includes the need for counsellors to undertake cultural training

June 2012 Within existing resources

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Retention (cont)


10. A culturally aware workforce

Educate managers and supervisors working with and managing Aboriginal people (e.g. managing cultural leave, family structures, grief and performance development etc)

SMAHS AETC/SMAHS Aboriginal Employment Action Group/HR

Program developed


Evaluation report


Implement mandatory cultural training program across SMAHS as outlined in the RAP

RAP Coordinator/SMAHS AETC

Online training implemented

Number of programs delivered


June 2011, ongoing

$20,000/yr

11. Policy development and implementation

Support the implementation of the WA Health Aboriginal Cultural Respect – Implementation Framework in the SMAHS as outlined in the RAP

SMAHS AETC/RAP Coordinator/Aboriginal Health Team/HR/Governance and Policy

Implementation plan endorsed by AEG

Evaluation of implementation plan

December 2012


TOTAL : $260,000 over 5 years


Monitoring and Evaluation

Through this plan we will ensure lessons learnt are shared within the SMAHS. Shared experiences will inform future directions in Aboriginal employment within the SMAHS.


12. Advocacy Develop partnerships with relevant agencies to review existing industrial awards to include appropriate cultural and study leave arrangements

SMAHS Aboriginal Employment Action Group/Area Health Services/OAH/Health Industrial Relations Service

Six monthly progress reports

Immediate and ongoing


13. Aboriginal employee data

Implement revised New Employee form to identify Aboriginal employees

HCN Increase in numbers of Aboriginal employees in the SMAHS

Staff retention statistics developed

Immediate and ongoing


Identify current number of Aboriginal employees

HR Number of current Aboriginal employees identified


Include Aboriginal workforce data in the SMAHS at a glance HR Reporting Framework to measure improvements in Aboriginal employment

Workforce Planning Data included in regular report


Develop reporting process to monitor Aboriginal employment across all levels in the SMAHS

SMAHS Aboriginal Employment Action Group/ Workforce Planning

Annual report Annual report


14. Reporting Develop an annual feedback process to enable Aboriginal staff and community members to report on the cultural security of the SMAHS workplace

SMAHS Aboriginal Employment Action Group/HR

Annual report Annually $10,000

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Monitoring and Evaluation (cont)


15. Measure satisfaction

Measure workplace satisfaction of Aboriginal employees in the SMAHS on a regular basis

AETC Aboriginal staff satisfaction Ongoing $10,000

TOTAL: $20,000

This document can be made available in alternative formats on request for

a person with a disability.

Produced by the South Metropolitan Public Health Unit © Department of Health 2011 H

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