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
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Aboriginal Attraction Recruitment & Retention that’s Meaningful
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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
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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
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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
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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
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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.
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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. »
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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
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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. »
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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.
Aerial Imagery - HIllarys
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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
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PO Box 2222 MIDLAND WA 6936
Telephone: (08) 9273 7373
Email: [email protected]
www.landgate.wa.gov.au LG 4
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