WAARRM - Landgate

WAARRM(Welcomes Aboriginal Attraction Recruitment & Retention that’s Meaningful)

Gaining Aboriginal Talent and Expertise an enriching Aboriginal Employment Strategy

2010-2013

Aboriginal Attraction Recruitment & Retention that’s Meaningful


ACKNOWLEDGEMENTS

Landgate respectfully acknowledges the past and present traditional owners of this

land, the Noongar people. It is a privilege to be located in Wadjuk Country.

The Landgate Aboriginal Employment Strategy has been written by Marion Chalker

Human Resource Specialist.

Cover photo of Kojunop by HR Specialist Marion Chalker.

CONSULTATION

In keeping with the Landgate values and inclusive people policies, development of

the Aboriginal Employment Strategy has been informed by ongoing consultation with

our Staff Consultative Council (SCC), People Culture Committee (PCC), Corpex, the

Public Sector Commission (PSC), the Department of Indigenous Affairs (DIA), Aboriginal

Elders, and community and local Aboriginal organisations.

Earth is Art - Red Earth Yarraloola


TABLE OF CONTENTS

Executive Summary 5

Operational Context 6

Landgate Values 7

Labour Market Context 8

Key Objectives 9

Key Focus Areas 10

Focus Area 1: Growing Respectful Relations

Focus Area 2: Warm Inclusive Work Environment

Focus Area 3: Attracting Talented Recruits.

Focus Area 4: Building Capability

Terms of Reference 11

Definitions 12

Reference 12


EXECUTIVE SUMMARY

The Landgate ‘WAARRM Aboriginal Employment Strategy 2011-2013’ seeks to deliver

meaningful employment and training opportunities for Aboriginal people. It provides

a vehicle for contributing to the state governments target of 3.2% employment

representation across the public sector workforce by 2009. It will address the chronic

under-representation of Aboriginal people in Landgate’s workforce which is currently

below 1%. Employment of Aboriginal Australians is also a key objective of Landgate’s

Reconciliation Action Plan 2009-2011, a guiding factor in positioning Landgate as an

employer of choice for Aboriginal people.

This strategy describes the direction that Landgate will take over the next three years in

line with government workforce policy, including the recently released Training Together

– Working Together strategy which aims to deliver sustainable employment outcomes

for Aboriginal people through training. Human Resources will monitor Landgate’s

progress towards its objectives through the Equal Opportunity Management Plan 2008-

2011 annual reporting, and provide advice and assistance.

The vision of Landgate is to build the presence of Aboriginal employees across all job

types and salary levels. This will enable Landgate to play an important role in ensuring

equality of access to our products and services, as well as promoting equality of

employment and career development opportunities thereby supporting the vision of

self determination held by Aboriginal people.

Policies and strategies will be shaped to fit the social and cultural context of our Aboriginal

staff and community in a way that will enhance business outcomes, and provide

opportunities for the participation in the full range of career pathways available.

As a Statutory Authority, Landgate will focus on specific actions in relation to the

attraction, recruitment and retention of Aboriginal employees. The focus areas outlined

in this strategy will be supported by clear and practical actions to increase the

participation of Aboriginal people in our workforce.

Mike BradfordCHIEF EXECUTIVE


OPERATIONAL CONTEXT

The government recognises the need to provide services and facilities for communities

which are increasingly diverse. An important part of that diversity includes Aboriginal

Australians, who make up a growing percentage of the workforce and the community.

The Equity and Diversity Plan for the Public Sector Workforce 2006–2009 asks all public

sector agencies to achieve an Indigenous Australian workforce representation of 3.2%.

In 2008, Landgate was below the representation objective with less than 1% Aboriginal

representation. To address this, Landgate set an interim objective of 0.75% for 2010

and expected to exceed this over time.

The figure below, represents our current workforce diversity, and shows that our

Aboriginal staff representation equals 0.75% of all staffing levels.

LANDGATE EEO DATE AUGUST 2010

0.83% 3.33%

5.83%

14.79%

75.63%

Figure 1. Landgate Workforce Diversity as at August 2010

Aboriginal Disability Youth

Cultural Background Other

8 3256

142

727


LANDGATE VALUES

Landgate already has strategies for addressing workforce diversity, but a strategy to

concentrate specifically on Aboriginal employment issues will focus action on specific

needs. Implementation of the Landgate ‘WAARRM Aboriginal Employment Strategy

2011-2013’ will address these issues. Landgate’s values have been used as a guiding

principle to underpin the initiative:

Community

Showing respect and taking responsibility by engaging with

the Aboriginal community to draw from, and add to, a wide

variety of experiences and perspectives that benefit both the

community and Landgate;

Excellence

Providing excellent service in everything we do through people

who are representative of our diverse Community and who

provide culturally appropriate services and products;

CreativityLeveraging diversity by providing all staff with an opportunity

to be innovative and fully productive;

Growth &

Learning

Growing our business and our people with experiences that

culturally enrich our organisation and benefit our business and

customers;

Celebration &

Recognition

Celebrating and recognising the contribution of Aboriginal

people and participating in cross-cultural events and the

reconciliation process;

Sustainability and

a Sustaining Work

Environment

Providing a sustaining environment for Aboriginal employees

by applying equitable employment systems and flexible

work/life balance practices that emphasise respect and

acknowledge individual capacity and diversity.


LABOUR MARKET CONTEXT

In a changing labour market, it is in Landgate’s best interest to market itself as an

employer of choice by adopting innovative attraction and retention strategies. This

can include strategies to explore relatively untapped labour pools, and invest in the

recruitment and development of workers from non-traditional areas, including Aboriginal

people.

The Aboriginal population in Australia is growing at a faster rate than the non-Aboriginal

population. About 56% of Aboriginal Australians are under 25 years of age, compared

with about 33% of the rest of the population. The growing number of young working-

age Aboriginal people is a valuable source of labour for Australia’s workforce today

and for the future. For this reason, employing more Aboriginal Australians makes good

business sense.

This strategy has been developed in the context of and in response to:

The State Government’s 2001 Statement of Commitment—which is a guide to »

enable government, non-government organisations and Aboriginal people to build

mutual respect, identify responsibilities and share aspirations through active and

meaningful engagement;

The Western Australian Government’s Equity and Diversity Plan for the Public »

Sector Workforce 2006-2009;

The COAG National Partnership Agreement on Indigenous Economic Participation »

along with other State and National priorities relating to Aboriginal Employment;

Training WA Training Together – Working Together Strategy. »


KEY OBJECTIVES

WAARRM will add to Landgate’s ability to engage with the Aboriginal community by:

Retaining a minimum of 1.5% (14) or more Aboriginal employees by 2013/2014; »

Gaining access to Aboriginal talent and expertise; »

Ensuring that Landgate’s products and services are relevant to a diverse Aboriginal »

community;

Providing a culturally appropriate service to the Aboriginal community, Aboriginal »

business and Industry;

Ensuring provision of staff that reflect Landgate customer base; »

Gaining better access to business opportunities with Aboriginal organisations; »

Benefiting from a culturally diverse workforce; »

Building Landgate’s reputation for inclusivity. »

Earth is Art - Serenity Abrolhos


KEY FOCUS AREAS

Landgate ‘WAARRM Aboriginal Employment Strategy 2011-2013’ will focus on key

areas such as:

Growing Respectful Relations 1.

Warm, Inclusive Work Environment2.

Attracting Talented Recruits3.

Building Capability4.

1: GROWING RESPECTFUL RELATIONS

Aim: To build and maintain internal / external networks that encourage Aboriginal

people to look upon Landgate as an employer of choice by:

Promoting WAARRM within and external to Landgate; »

Collaborating with and supporting local Aboriginal Industry; »

Celebrating Aboriginal Culture. »

2: WARM, INCLUSIVE WORK ENVIRONMENT

Aim: To be inclusive and welcoming in order to ensure the retention of talented

Aboriginal staff by:

Creating a culturally inclusive workplace; »

Developing and delivering a mentor training program; »

Providing an in-depth and appropriate induction for Aboriginal recruits. »

3: ATTRACTING TALENTED RECRUITS

Aim: To increase the number of talented Aboriginal people employed by Landgate

at all levels and occupations by:

Developing a relevant tailored work based training and employment program; »

Promoting a wide range of entry level & retention strategies; »

Ensuring culturally appropriate recruitment processes. »

4: BUILDING CAPABILITY

Aim: To empower Aboriginal employees to pursue opportunities for professional

development and career pathways by:

Encouraging succession and enhancing pathway options for Aboriginal staff; »

Identifying opportunities for Aboriginal staff to gain tertiary qualifications; »

Developing Aboriginal leaders. »


TERMS OF REFERENCE

The Terms of Reference for ‘WAARRM’ Landgate’s Aboriginal Employment Strategy

2011-2013’ is to:

Recognise that Aboriginal people experience great disadvantage in relation to the

dispossession of land and culture, housing, health and education, as well as economic

and social status within Australian society.

Further recognise that Aboriginal people are disproportionately represented in the State

Public Sector workforce, by:

Providing culturally appropriate consultation on all issues concerning Aboriginal »

Attraction Recruitment and Retention at Landgate;

Ensuring effective consultation occurs with Aboriginal people on matters concerning »

Aboriginal Employment at Landgate;

Developing a WAARRM Action Plan with aims and objectives and responsibilities »

to provide a informative framework of strategies to ensure a WAARRM outcome;

ensuring that appropriate monitoring and reporting occurs concerning WAARRM; »

acknowledging that nobody better understands the needs of the Aboriginal »

community and individuals than Aboriginal people themselves.

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DEFINITIONS

Aboriginal

“Means pertaining to the original inhabitants of Australia and to their descendants”

(Source – Aboriginal Affairs Planning Authority Act (1972)

Person of Aboriginal descent

Means any person living in Western Australia wholly or partly descended from the

original inhabitants of Australia who claims to be an Aboriginal and who is accepted as

such in the community in which he/she lives”

(Source – Aboriginal Affairs Planning Authority Act (1972)

Torres Strait Islander

“A Torres Strait Islander means a person who:

(a) Is descended from a Torres Strait Islander, and

(b) Identifies as a Torres Strait Islander, and

(c) Is accepted as a Torres Strait Islander by a Torres Strait Islander community”

(Source - Children and Young Persons (Care and Protection) Act (1998) No 157)

REFERENCE

Landgate Statement of Corporate Intent

Landgate Human Resource Management Plan 2009/2013

Landgate’s Reconciliation Action Plan 2009-2011;

Landgate’s Equal Opportunity and Diversity Management Plan 2008-2011;

Landgate Strategic Plan 2008/09—2012/13

Western Australian Government’s Equity and Diversity Plan for the Public Sector

Workforce 2006-2009;

Training WA Training Together – Working Together Strategy;

COAGs National Partnership Agreement on Indigenous Economic Participation

PO Box 2222 MIDLAND WA 6936

Telephone: (08) 9273 7373

Email: [email protected]

www.landgate.wa.gov.au LG 4

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WAARRM - Landgate

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