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National Indigenous Employment Strategy for the

Electrical and Communications Industry

‘

National Electrical and Communications Association

December 2007

Executive Summary

Goal

To provide an industry-wide approach to increase the Indigenous participation rate in the electrical and

communications industry from the current 1.5% to 2.5%

Key Objectives

1. Provide quality advice and support to members about Indigenous employment

2. Promote a holistic approach to Indigenous employment by focusing on:

RELATIONSHIPS - develop and maintain relationships with Indigenous people and

communities

RECRUITMENT - implement processes that remove barriers to Indigenous employment

RETENTION - create a culturally sensitive, supportive and rewarding work environment

Strategy

1. Indigenous Employment & Training Coordinators for NSW, QLD, Victoria & WA

2. Indigenous role models and industry ambassadors

3. Indigenous categories for the NECA Excellence and Apprentice Awards

Key Result Areas

Progress towards achieving commencement targets for electrician apprenticeships.

UTE31199 Certificate III in Electrotechnology Systems Electrician - Commencement Targets by State and Year

Commencements 2008 2009 2010 2011 2012

New South Wales 22 25 29 34 39

Queensland 17 20 23 26 30

Victoria 11 12 14 16 19

Western Australia 11 12 14 16 19

SA, Tas, ACT, NT combined 8 10 11 13 14

Total number of apprentices 69 79 91 105 121

Contents

National Indigenous Employment Plan .................................................................................................... 1

Electrical and Communications Industry Workforce ............................................................................... 3

Indigenous Training and Employment Programs .................................................................................... 5

Indigenous Employment and Training Coordinators .............................................................................. 8

Indigenous Role Models and Industry Ambassadors ............................................................................... 9

NECA Awards .......................................................................................................................................... 10

Conclusion ................................................................................................................................................. 11

Appendix 1 State Indigenous Employment Plans .................................................................................. 12

New South Wales Indigenous Employment Plan .................................................................................... 13

Queensland Indigenous Employment Plan ............................................................................................. 13

Victoria Indigenous Employment Plan .................................................................................................... 15

Western Australian Indigenous Employment Plan ................................................................................. 16

South Australian Indigenous Employment Plan ..................................................................................... 17

Tasmanian Indigenous Employment Plan ............................................................................................... 18

Appendix 2 Sample Indigenous Employment Strategy.......................................................................... 19

Appendix 3 Articles about Indigenous Role Models & Mentors .......................................................... 23

Appendix 4 Contractors Involved in Indigenous Employment Programs ........................................... 34

Appendix 5 Whyalla’s Goal 100 Project ................................................................................................. 37

National Indigenous Employment Plan

The goal of NECA’s National Indigenous Employment Plan is to provide an industry-wide approach to

increase the Indigenous participation rate in the electrical and communications industry from the

current 1.5%1 to 2.5%.

Like many other industries, the electrical and communications industry is facing a continued shortage of

skilled workers as the ageing Australian population retires at a greater rate than young people entering

the workforce.

The younger age profile2 of Indigenous Australians means that the number of young Indigenous people

entering the labour market will continue to increase at a much faster rate than for the non-Indigenous

population. A growing number of businesses have found that implementing Indigenous employment

strategies opens up a valuable source of labour in urban, regional and remote locations.

This labour source has been largely untapped due to many years of discriminatory policies and practices

which served to create barriers and prevent many Indigenous Australians from fully participating in

employment throughout Australia. Affirmative action is needed to remove these barriers and support

Indigenous people to take up and move into both skilled and semi-skilled positions within the electrical

and communications industry.

To achieve a skilled workforce, businesses need to plan ahead and invest in continued training and up-

skilling of employees. The Australian Government’s welfare to work policy provides a number of

financial incentives to assist businesses in getting Indigenous people into work.

NECA’s National Indigenous Employment Plan is underpinned by the desire:

For an inclusive and diverse industry that values Indigenous cultures, knowledge and skills;

To maximise employment opportunities for Indigenous Australians; and

To support member organisations in employment and training of Indigenous Australians in all

areas of their business.

1 NCVER (2006) Training & Skills in the Electrical & Communications Industry

2 ABS (2004) National Aboriginal & Torres Strait Islander Social Survey, 2002 – Indigenous peoples have a median age of 20.5

years compared to 36.1 years for the non-Indigenous population.

NECA supports an industry-wide approach in developing and implementing plans aimed at increasing

Indigenous employment in the industry.

The key objectives of the NECA National Indigenous Employment Plan are to:

Achieve an Indigenous employment target of 2.5% across the industry within the next 10 years;

Provide quality advice to members about Indigenous employment; and

Promote a holistic approach (focusing on relationships, recruitment and retention) to

Indigenous employment.

Electrical and Communications Industry Workforce

Of the 8,000 people per year who commence an apprenticeship or traineeship in the electrical and

communications industry, approximately 120 are Indigenous Australians. As Indigenous Australians

make up 2.5% of the total population3 there should be about 200 Indigenous taking up apprenticeships

and traineeships in the electrical and communications industry each year.

Commencements in Electrotechnology and Telecommunications Training Package Qualifications, Jan – Dec 20044

UTE and ICT Training Package qualifications 2004 Approx # Indigenous

Target # Indigenous

Difference

Certificate III in Electrotechnology Systems Electrician 6,064 60 126 66

Certificate III in Electrotechnology Refrigeration & Air Conditioning 909 9 19 10

Certificate II in Electrotechnology Servicing 174 9 9 -

Certificate II in Telecommunications Cabling 141 4 4 -

Certificate III in Electrotechnology Communications 118 1 2 1

Certificate II in Telecommunications 104 4 4 -

Certificate III in Electrotechnology Assembly & Servicing 102 1 2 1

Certificate III in Electrotechnology Entertainment & Servicing 80 1 2 1

Certificate III in Electrotechnology Instrumentation 69 1 1 -

Certificate III in Electrotechnology Building Services 54 1 1 -

Certificate III in Telecommunications 31 - - -

Certificate III in Electrotechnology Computer Systems 40 - 1 1

Certificate II in Electrotechnology Remote Area Essential Services Operations

- 26 26 -

Certificate III in Electrotechnology Data Communications 24 2 2 -

Certificate III in Telecommunications Cabling and Customer Premises Equipment

14 - - -

Certificate III in Electrotechnology Assembly & Servicing 10 - - -

Certificate IV in Telecommunications Engineering 7 - - -

7941 119 199 80

The table above indicates that the main area where commencements need to increase is for electricians.

A doubling of the commencements of systems electrician apprenticeships over the next five years would


current 1.5% to almost 2.3%

The electrical and communication workforce is greatest in NSW, Victoria, Queensland and WA

accounting for 88% of the industry’s workforce. These four states collectively account for 78% of the

Indigenous population as shown below.

3 ABS (2007) Population Distribution, Aboriginal & Torres Strait Islander Australians

4 NCVER (2006) Training & Skills in the Electrical & Communications Industry

Ratio of Australian Electrocomms workforce5 compared with ratio of Indigenous population6 by state/territory

State % of Australian electrocomms

workforce, 2001

% of Indigenous Population, 2006

New South Wales 35.6 28.7

Victoria 23.4 6.0

Queensland 18.4 28.3

Western Australia 10.6 15.1

South Australia 7.3 5.0

Tasmania 2.0 3.3

Australian Capital Territory 1.5 0.8

Northern Territory 1.3 12.9

Australia 100.0 100.0

To achieve the goal of 121 Indigenous Australians commencing a systems electrician apprenticeship by

2012 each state needs to achieve the following targets.

UTE31199 Certificate III in Electrotechnology Systems Electrician - Commencement Targets by State and Year

Commencements 2008 2009 2010 2011 2012

New South Wales 22 25 29 34 39

Queensland 17 20 23 26 30

Victoria 11 12 14 16 19

Western Australia 11 12 14 16 19

SA, Tas, ACT, NT combined 8 10 11 13 14

Total number of apprentices 69 79 91 105 121

To assist in achieving these national and state targets NECA will employ four Indigenous Employment

and Training Coordinators for a minimum of five years based in:

New South Wales to cover NSW and ACT

Queensland to cover QLD and NT

Victoria to cover VIC and TAS

Western Australia to cover WA and SA

5 NCVER (2006) Training & Skills in the Electrical and Communications Industry

6 ABS (2007) Population Distribution Aboriginal & Torres Strait Islander Australians

Indigenous Training and Employment Programs

An apprenticeship is the most usual way people enter the electrical and communications industry. In

general, organisations employing apprentice electricians require applicants to have completed Year 11

with good grades in English, maths and science.7 The Year 11 completion rate for Indigenous people is

about 20% lower than the Year 11 completion rate for non-Indigenous people.8

Recognising that lower rates of school completion has a significant impact on the number of Indigenous

people qualified to apply for an apprenticeship, the electrical and communications industry has already

implemented several pre-apprenticeship courses specifically designed for Indigenous students.

The electrical and communications industry also employs electrical engineering professionals who have

completed a university degree. The University of New South Wales runs a program for Indigenous

students in Year 11 and 12 specifically designed to encourage students to consider engineering as a

university course and career.

VICTEC Limited9

VICTEC is one of the largest group training companies in Victoria, with more than 1,000 host employers

and 500 apprentices and trainees. VICTEC is also a Registered Training Organisation and is scoped to

deliver the pre-apprenticeship program in Victoria and Tasmania.

Pre-apprenticeship Course for Indigenous Students

VICTEC runs the Certificate I in Electrotechnology funded by the Victorian Government. The 15 week

course involves subjects aimed at increasing the students overall employability including electrical

theory, mathematics, general practical skills, interpreting electrical drawings and electrical safety. The

Certificate I is a pre-apprenticeship course that prepares students for an electrical apprenticeship

(Certificate III in Electrotechnology – Systems Electrician).

Warang Jarri Lian

A joint initiative between VICTEC and the Communications Electrical and Plumbing Union (CEPU),

Warang Jarri Lian is an exchange program that seeks to address the lack of opportunities in Broome for

young Indigenous people to access trade based careers. It is supported by Department of Employment

and Workplace Relations’ STEP Program, the Building Industry Commission and the Indigenous

Employment Centre in Broome.

7 Entry requirements for ETSA, MEGT, VICTEC

8 Steering Committee for the Review of Government Service Provision (2007) Overcoming Indigenous Disadvantage: Key

Indicators 2007 www.pc.gov.au

9 VICTEC (2007) www.victec.com.au

Electrical contractors10 Watters Electrical, Elecraft, KLM Group, O’Donnell Griffin and Apps Electrics Pty

Ltd have been involved in the Warang Jarri Lian project as host employers.

Trades Apprenticeship Program for Indigenous Communities

With assistance from the Department of Victorian Communities, the Electrical Trades Union (ETU) has

engaged in an Indigenous apprenticeship project that involves the union actively seeking out

employment for 15 Indigenous job seekers in the electrical and plumbing trades.

The program launched in September 2006 provides full support including pre-apprenticeship training

before being placed into apprenticeships. The training is provided by VICTEC while the ETU offers

mentoring and support to ensure the apprentices can handle the challenges of employment. This

mentoring and support is provided by a team of people including former AFL player Dean Rioli who is

employed by ETU as the Indigenous Project Officer.

The ETU works with schools and sporting groups to let young Indigenous people know that this program

is available to them. The apprentices are employed by electrical contractors11 including Corke, Elecraft,

Heydey, Watters Electrical and Aaps Electrics Pty Ltd through the group training organisation VICTEC.

EnergyAustralia12

EnergyAustralia is one of the largest energy suppliers in Australia with 100 years experience.

Distributing electricity to the Sydney, Central Coast and Hunter regions in NSW, Energy Australia

employs 4,300 people from engineering and trade based roles to commercial, managerial and

administrative roles. Offering more than 150 apprenticeships annually, EnergyAustralia is the largest

employer of apprentices in NSW.

Aboriginal and Torres Strait Islander Pre-Apprenticeship Course

The EnergyAustralia Aboriginal & Torres Strait Islander Pre-apprenticeship Program offers the

opportunity to participate in a fully funded, nationally recognised pre-apprenticeship program run by

TAFE NSW - Sydney Institute.

The full-time course runs for 10 weeks and participants develop the skills and knowledge needed to

identify and use a range of components, accessories, materials, tools, and equipment used to carry out

work in the energy industry. Participants also gain an understanding of Occupational Health and Safety

policies and procedures.

Participants undergo work experience at the EnergyAustralia apprentice training centre and graduates

can apply for the EnergyAustralia Apprenticeship Program.

10

Refer to Appendix 4 for profiles of electrical contractors

11 Refer to Appendix 4 for profiles of electrical contractors

12 EnergyAustralia (2007) www.energy.com.au

University of New South Wales13

Located in Sydney, UNSW has approximately 40,000 students studying more than 665 undergraduate

and postgraduate programs. The faculty of engineering consists of several schools including the School

of Electrical Engineering and Telecommunications which has almost 1,500 students.

Indigenous Australian Engineering Summer School (IAESS)14

The IAESS is a five-day live-in program offered by UNSW that each year gives 20 Indigenous Year 11 and

12 students a taste of engineering as a university course and career. Ben Lange15 attended the IAESS in

1999 then went on to be the first Indigenous person to graduate with a Bachelor of Electrical

Engineering from the University of New South Wales in 2005.

The IAESS program involves hands-on and challenging group work with Schools in the Faculty of

Engineering at UNSW in the morning and afternoons are spent on site visits to engineering companies

and major engineering projects.

IAESS is fully sponsored by a range of organisations including government departments, private donors

and private organisations. EnergyAustralia is a sponsor.

13

UNSW (2007) www.unsw.edu.au

14 UNSW Faculty of Engineering (2007) www.unsw.edu.au/iaess

15 Refer to Appendix 3 for article about Ben Lange

http://www.unsw.edu.au/futureStudents/undergrad/sad/fundergraduate.html

http://www.unsw.edu.au/futureStudents/postgradCourse/sad/postgradcourse.html

http://www.eng.unsw.edu.au/iaess/index.htm

Indigenous Employment and Training Coordinators

To assist the industry and businesses to achieve the key objectives of the National and State Indigenous

Employment Plans, NECA will employ four Indigenous Employment and Training Coordinators whose

role will be to:

Promote and implement the State Indigenous Employment Plan16;

Provide advice and support to member organisations in developing and implementing

Indigenous Employment Strategies17;

Develop partnerships with Indigenous people and communities at a national, state and local

level;

Engage Indigenous role models to act as role models and industry ambassadors;

Develop partnerships with organisations that can provide pre-employment training, mentoring

and employment services to members;

Develop and maintain an Indigenous contacts database for the industry;

Establish and provide support for an Indigenous employees’ network;

Promote the benefits of establishing Indigenous categories for the NECA Excellence and

Apprentice Awards;

Work with a Registered Training Organisation to develop an Indigenous Cultural Awareness

Training Package for the industry; and

Promote scholarships for Indigenous identified traineeships, apprenticeships and cadetships.

16

Refer to Appendix 1 for the State Indigenous Employment Plans

17 Refer to Appendix 2 for the Sample Indigenous Employment Strategy

Indigenous Role Models and Industry Ambassadors

To assist in promoting the industry to the Indigenous community, the Indigenous Employment and

Training Coordinators will identify Indigenous Australians who are willing to act as role models and

ambassadors for the industry.

Approximately 60,000 people with specialist skills (eg electrical trades) are employed in the electrical

and communications workforce.18 Assuming a current Indigenous participation rate of 1.5% it is

estimated that there are some 900 Indigenous people with specialist skills already employed in the

industry.

The following Indigenous people have been identified as potential role models.19

Brendan Bishop is a qualified electrical technician. He won several awards including the 2004 ATSI

Apprentice of the Year.

Ben Lange graduated in engineering from the University of New South Wales in 2005 becoming the first

Indigenous electrical engineer in Australia.

Phillip Matera (former AFL player) is a qualified electrician and runs his own business Matera Electrical

services in Perth.

Trevor Prior has an Advanced Diploma in Electrical Engineering and works as a Senior Technical Officer

for Snowy Hydro. Trevor won the 1999 ATSI Student of the Year. Trevor mentors apprentices at Snowy

Hydro.

Dean Riolo (former AFL player) is the Indigenous Project Officer for the Victorian Trades Apprenticeship

Program for Indigenous Communities.

Joe Ross is an electrical fitter and worked for 12 years in the trade in the Kimberley. Joe is currently

involved in Indigenous leadership development programs.

Massie Zamiak completed his electrical apprenticeship with Comalco in Weipa and he is currently

studying an engineering degree at university.

18

NCVER (2006) Training & Skills in the Electrical & Communications Industry

19 Refer to Appendix 3 for articles about these and other role models

NECA Awards

The NECA Excellence Awards are awarded annually for projects in 10 categories that demonstrate

creative solutions that meet the needs of some very difficult technical project requirements, and yet are

also carried out in a manner that reflects sound and profitable business practices.

Category 1 – Domestic

Category 2 - Small Contracting Business

Category 3 - Environmental and Energy Efficiency

Category 4 - Occupational Health & Safety

Category 5 – Industrial

Category 6 - Voice/Data - Small Project

Category 7 - Voice/Data - Large Project

Category 8 - Commercial - Small Project

Category 9 - Commercial - Medium Project

Category 10 - Commercial - Large Project

The NECA Apprentice of the Year Awards recognises the most outstanding young high achievers in the

electrotechnology industry. Apprentices in three categories are recognised for their excellence in work

skills and commitment to the industry.

Category 1 - Commercial/Domestic

Category 2 - Communications

Category 3 - Industrial

The NECA Awards are coveted amongst the industry and proudly displayed by the winners. Adding an

Indigenous category in each of the awards will recognise those companies and projects that are

successfully employing Indigenous Australians and those Indigenous apprentices who are excelling in

their field. Both awards will encourage Indigenous Australians to enter the industry as well as

encourage other companies to employ Indigenous Australians.

Conclusion

A doubling of the commencements of systems electrician apprenticeships over the next five years would


current 1.5% to almost 2.3%

NECA will drive an industry-wide approach to achieve this goal by:

1. Providing quality advice and support to members about Indigenous employment

2. Promoting a holistic approach to Indigenous employment by focusing on:

RELATIONSHIPS - develop and maintain relationships with Indigenous people and

communities

RECRUITMENT - implement processes that remove barriers to Indigenous employment

RETENTION - create a culturally sensitive, supportive and rewarding work environment

NECA will assist members to implement Indigenous Employment Strategies through the:

1. Employment of State Indigenous Employment & Training Coordinators

2. Linking with organisations that can provide work-ready employees

3. Delivery of Indigenous Cultural Awareness training

4. Engagement of Indigenous role models as industry ambassadors

5. Indigenous contacts database

6. Inclusion of an Indigenous category for the NECA Excellence Awards

NECA will support Indigenous employees through the:

1. Establishment of an Indigenous employees network

2. Engagement of Indigenous role models as industry ambassadors

3. Linking with people that can provide on-going mentoring support

4. Identification of scholarships for continued education and training

5. Inclusion of an Indigenous category for the NECA Apprentice Awards

Appendix 1 State Indigenous Employment Plans

New South Wales

Queensland

Victoria

Western Australia

South Australia

Tasmania

New South Wales Indigenous Employment Plan

The NSW/ACT Indigenous Employment Plan consists of the following strategies:

1) Engage Indigenous role models to act as mentors and Ambassadors

Trevor Prior is employed as a Senior technical Officer in the field of electrotechnology for Snowy

Hydro. He holds an Advanced Diploma level in Electrical Engineering. Trevor has won several awards

including the 1999 ATSI Student of the Year. Trevor holds leadership positions within Snowy Hydro

and mentors apprentices.

Ben Lange graduated in engineering from the University of New South Wales in 2005 becoming the

first Indigenous electrical engineer in Australia. Ben has been actively involved with the Indigenous

Australian Engineering Summer School (IAESS) for many years.

2) Involve NECA members in promoting the industry to Indigenous people

Liaise with the University of NSW Engineering Department to provide site visits for the Indigenous

Australian Engineering Summer School (IAESS).

Liaise with EnergyAustralia to provide workplace visits for their Aboriginal & Torres Strait Islander

Pre-apprenticeship Program.

3) Develop partnerships to achieve an industry-wide approach to maximise the employment of

Indigenous people in the industry

The following organisations have used STEP Projects to employ and train Indigenous Australians in

the electrical and communications industry.

Energy Australia – Project in Sep 06 to provide pre-apprenticeship training (Certificate I in

Electrotechnology) which led to the Aug 07 project to employ 10 Indigenous Australians as

apprentice line worker and cable joiners.

Australian Gas Light Company – Project in Nov 06 to develop an Indigenous recruitment and career

development strategy.

Country Energy – Project in Apr 06 to employ 50 Indigenous Australians as line workers and the

employment of an Indigenous Coordinator.

4) Develop partnerships with organisations that can provide pre-employment training, mentoring and

employment services for NECA members

Mulga Gidgee received funding to provide the above services for 18 Indigenous Australians across

the electricity, gas & water supply industry around Sydney.

Youloe-ta Aboriginal Corporation, Erambie Aboriginal Advancement Corporation and Walhallow

Aboriginal Corporation - Hunter/North Coast and Western NSW.

Queensland Indigenous Employment Plan

The Queensland Indigenous Employment Plan consists of the following strategies:








Massie Zamiak completed an electrical apprenticeship with Comalco in Weipa and he is currently

studying an engineering degree at university. He has won several awards including the 2003 ATSI

Student of the Year.

Brendan Bishop is a qualified electrical technician and has won several awards including the 2004

ATSI Apprentice of the Year and the 2006 Mackay City Council Youth Citizen Award. He was also a

member of the National Indigenous Youth Leadership 2005-06.




the building & construction trades.

MAIN Cooperative – employ and train 7 Indigenous Australians in the construction industry as

trainees/apprentices in the Mackay region.

Taninkheparee Consultants - provide employment for 10 Indigenous Australians in the mining,

construction and retail industries around Mt Isa, Cloncurry and Rockhampton.

Mornington Shire Council – employ & train 9 to 10 Indigenous Australians in the construction

industry as trainees/apprentices in Gununa.

Palm Island Aboriginal Council – continue an apprenticeship programme in the housing and

construction industry for up to 8 Indigenous Australians.

Townsville Regional Engineering Cluster Inc. – place up to 51 Indigenous apprentices in the building

and construction trades over the next five years.



Bridgeworks Employment & Training, MAXNetwork Employment, Boystown, Indigenous Directions

and Development Limited – Brisbane and Gold Coast corridor.

Skill Centred Queensland - Warwick and Toowoomba areas.

Minniecon & Burke Pty Ltd, Heartland CDEP, NEATO Employment Services, Cairns Regional CDEP

and ITEC Employment – Mackay, Rockhampton, Townsville, Gladstone and Cairns areas

Central Queensland Indigenous Development Inc (CQID) - Bundaberg and Emerald areas.

Victoria Indigenous Employment Plan

The Victoria Indigenous Employment Plan consists of the following strategies:


Former AFL player (Essendon) Dean Riolo is employed by the Electrical Trade Union (ETU) as the

Indigenous Project Officer for the Trades Apprenticeship Program for Indigenous Communities.

NECA to partner with ETU and Dean Rioli to jointly promote the industry to Indigenous Australians,

NECA and ETU members.


Liaise with VICTEC to provide workplace visits for their pre-apprenticeship programs and host

employment for apprentices.

Liaise with ETU to provide workplace host employment for apprentices under the Trades

Apprenticeship Program.





VICTEC Ltd – Project in Nov 06 to employ six Indigenous Australians to undertake apprenticeships in

one of the following Certificate III courses: plumbing and gas fitting, refrigeration or systems

electrician.



The Salvation Army Employment Plus received funding to provide the above services in the

Melbourne area including Healesville, Frankston, Dandenong and Melbourne's northern suburbs.

Worn Gundidj Aboriginal Co-operative - South West region of Victoria covering Warnambool and

surrounds towards the South Australian border.

Central Victorian Group Training - central northern regions of Victoria covering Robinvale, Kerang,

Bendigo and Swan Hill.

Goulburn Valley CDEP - Goulburn, Ovens and Kiewa locations covering Shepparton and surrounding

areas.

Western Australian Indigenous Employment Plan

The WA Indigenous Employment Plan consists of the following strategies:


Former AFL player (West Coast Eagles) Phillip Matera is a qualified electrician and runs his own

business Matera Electrical services in Perth. Matera Electrical employs 15 people including

Aboriginal apprentices.

Joe Ross completed his electrical fitting and installation apprenticeship and worked 12 years in the

trade near his home town of Fitzroy Crossing. Joe is currently involved in Indigenous leadership

development programs.


Liaise with VICTEC to provide WA based employment opportunities for participants in the Warang

Jarri Lian initiative.





Electrical Group Training Ltd – Project in Dec 06 to employ 10 Indigenous Australians as electrical

apprentices across the state. The apprentices will be supported to achieve the job competencies

required to gain an electricians’ "A" grade licence.

Skilled Group – Project in Nov 06 to employ 20 Indigenous Australians in traineeships within their

WA operations across various industry sectors including mining & energy.

Woodside Energy – Project in Aug 06 to provide training and employment opportunities for 40

Indigenous Australians.

West Australian Group Training Scheme – Project in Feb 06 to employ 10 Indigenous apprentices in

the Perth area in various trades including electrical mechanics.



Access Working Careers Pty Ltd received funding to provide the above services for 90 Indigenous

Australians in many industries including the resources, building and construction industries in WA.

Wunan Foundation received funding to provide the above services for 70 Indigenous Australians

across the construction, tourism and agriculture industries in the East Kimberley.

South Australian Indigenous Employment Plan

The SA Indigenous Employment Plan consists of the following strategies:


Cameron Brady is a qualified electrician who completed his apprenticeship with NRG Flinders in

2007. Cameron participated in SA’s Aboriginal Apprenticeship Program.


Liaise with Whyalla Economic Development Board about the Goal 10020 project to provide

employment opportunities for participants on completion of the 20-week pre-employment training

programme.





Utilities Management Pty Ltd – Project in Jun 07 to employ and train 14 Indigenous Australians as

apprentices in the electricity, gas and water supply industry around Adelaide and regional areas.

Career Employment Group – Projects in Mar 07 to provide employment opportunities for 12

Indigenous Australians job seekers and school students in regional areas in a range of industries

including mining, building and construction, energy generation, steel making and engineering.



The Salvation Army Employment Plus received funding to provide the above services for up to 50

Indigenous Australians across various industries in Port Lincoln.

Aboriginal Corporation of Employment and Training Development received funding to provide the

above services for up to 350 Indigenous Australians in various industries in the Adelaide and

Riverland regions.

Bungala Aboriginal Corporation Plus received funding to provide the above services for up to 160

Indigenous Australians in various industries in Port Augusta, Port Pirie and Whyalla.

Access Working Careers Pty Ltd received funding to place 180 Indigenous Australians into a range of

employment opportunities in metropolitan Adelaide and regional centres including Port Lincoln,

Whyalla and Port Augusta.

20

Refer to Appendix 5 Whyalla’s Goal 100 Project

Tasmanian Indigenous Employment Plan

The Tasmanian Indigenous Employment Plan consists of the following strategies:


Approach Excelior Pty Ltd and TASTEC Group Training to identify Indigenous people who are working

in the electrical and communication industry.





TASTEC Group Training – Project in Sep 07 to employ and train 5 Indigenous Australians in

apprenticeships within the electrotechnology industry across Tasmania. Participants will gain work

experience within the electricity supply industry and undertake formal training to gain a range of

qualifications at Certificate III level during the apprenticeship.

Excelior Pty Ltd – Project in Sep 06 to provide training and employment opportunities in the

telecommunications industry for up to 22 Indigenous Australians.



The Salvation Army Employment Plus received funding to provide the above services for 55

Indigenous Australians across various industries in Launceston & surrounding areas and Burnie &

surrounding areas.

Jobfind Centres Australia received funding to provide the above services for 50 Indigenous

Australians across various industries in all ESA’s of Tasmania with a minimum of 5 participants from

Queenstown, Zeehan and West Coast.

Circular Head Aboriginal Corporation received funding to provide the above services for 20

Indigenous Australians in various industries in the Smithton, Stanley and wider Circular Head area.

Appendix 2 Sample Indigenous Employment Strategy

The first step in increasing the number of Indigenous people employed in your business is to write an

Indigenous Employment Strategy. This document has been developed to assist you in determining the

most appropriate way forward for your business.

Businesses that have been successful in employing and retaining Indigenous employees have focused on

the following areas:

Relationships

developing, maintaining and fostering on-going consultative relationships with

Indigenous employees and communities

Recruitment

changing practices so that Indigenous people want to, and are able to,

apply and win positions at all levels within the business

Retention

creating a culturally sensitive, supportive and rewarding work environment

so the business becomes an employer of choice for both

Indigenous and non-Indigenous people

NECA can provide advice in developing an Indigenous Employment Strategy for your organisation –

please contact NECA’s Indigenous Employment and Training Coordinator responsible for your state.

One of the keys to a successful Indigenous Employment Strategy is when it is developed and implemented in consultation with Indigenous

Australians. Effective consultation is achieved when there are strong, positive relationships with the Indigenous community.

Goal 1: RELATIONSHIPS - Develop and Maintain Relationships with Indigenous People and Communities

Strategy Action Who When

Management increase their understanding of

the issues facing Indigenous people in

achieving full employment

Senior and middle management undertake

Indigenous Cultural Awareness training

CEO and all Managers

Identify Indigenous people currently working

in the business

Inform staff that the business is developing an IES

and invite Indigenous employees to be involved

CEO and Managers

Establish links with Indigenous agencies and

communities in your region

Contact NECA for details of Indigenous organisations

in the local area and protocols for consulting with

Indigenous Australians

CEO and HR Manager

Create a network of Indigenous people who

can advise on culturally appropriate

employment, training and mentoring

Invite representation from Indigenous employees,

potential employees and members of the local

community

CEO and HR Manager

Identify a senior manager with responsibility

and accountability for developing the

Indigenous Employment Strategy

Consult with members of the Indigenous network in

identifying an appropriate person

CEO and HR Manager

The reasons why Indigenous people are under-represented in the labour market are complex. Lack of work experience, entry-level

qualifications and understanding of the recruitment process can prevent Indigenous people from applying for jobs. Affirmative action at all

levels in the business is needed to increase the employment of Indigenous people.

Goal 2: RECRUITMENT - Implement Processes that Remove Barriers to Indigenous Employment


Set Indigenous employment targets Set a series of realistic annual targets

Review and report on targets annually

CEO, Managers and

IES Coordinator

Review recruitment and induction processes

to identify and remove barriers

Rewrite job descriptions and adverts that allow for

and encourage Indigenous people to apply

Ensure new applicants understand what the job is

and the standard that is expected

HR Manager and

IES Coordinator

Implement entry-level employment

initiatives including Apprenticeships,

Traineeships, Cadetships

Identify areas in the business where trainees and

apprentices can be employed

Negotiate an appropriate mentor or workplace

buddy

CEO, Managers and

IES Coordinator

Promote employment opportunities to

Indigenous Australians

Work with the local community and employment

agencies to develop local promotion strategies

Advertise in Indigenous media and networks

IES Coordinator and

HR Manager

Direct supervisors increase their

understanding of the issues Indigenous

people may have in achieving full

employment

Supervisors to undertake Indigenous Cultural

Awareness training

Training Manager,

Supervisor and

IES Coordinator

Recruiting and training new staff is a major expense to any business. Consequently workplaces designed to keep staff makes good business

sense. Indigenous people consistently state that they are more likely to stay in employment when their work colleagues have an understanding

of, and sensitivity towards, cultural practices and historical issues.

Goal 3: RETENTION - Create a Culturally Sensitive, Supportive and Rewarding Work Environment


Work colleagues increase their

understanding of Indigenous cultures and

historical issues

All staff undertake Indigenous Cultural Awareness

training

Training Manager and IES

Coordinator

Indigenous people and cultures are respected

and acknowledged at all times

Indigenous events (eg Sorry Day and NAIDOC) are

celebrated with the local community

All allegations of racist behaviour are investigated

and dealt with appropriately

IES Coordinator and

Managers

Managers and

IES Coordinator

Indigenous employees network with other


Encourage and support employees’ involvement

with NECA’s Indigenous employment network

IES Coordinator and

Managers

Develop flexible work practices that take into

account extended family responsibilities

Develop HR policies that provide a range of leave

options for carer’s leave, cultural leave and

bereavement leave

HR Manager and

IES Coordinator

Support the career development of

Indigenous employees

Encourage and foster staff career aspirations

Provide study leave and tutoring support

HR Manager,

Training Manager and

IES Coordinator

Appendix 3 Articles about Indigenous Role Models & Mentors

Brendan Bishop

Ben Lange

Phillip Matera

Trevor Prior

Dean Riolo

Joe Ross

Massie Zamiak

EnergyAustralia Apprentices

Aboriginal Apprenticeship Program

Brendan Bishop, Aboriginal and Torres Strait Islander Student of the Year

A school industry placement first sparked Brendan Bishop’s interest in electronics. Now Brendan is a qualified electrical technician who wants to pass on his enthusiasm to other young people in his community, including participants in the local Indigenous youth employment scheme.

Brendan completed a Certificate III in Engineering (Electronic Security and Alarm Systems) with Southbank Institute of TAFE, group training company MRAEL and host employer Advanced Alarms Mackay.

2004 Australian Training Awards Winners

www.dest.gov.au/sectors/training_skills/policy_issues_reviews/key_issues/nts/vet/vet_winners.htm

National Indigenous Youth Leadership Group 2005-06. Project Summaries and Recommendations.

www.thesource.gov.au/involve/NIYLG/pdf/NIYLG_Report_1March.pdf

UNSW Engineers November 2005)

www.eng.unsw.edu.au/alumni/unsweng/issue12/pdf/Issue%2012.pdf

Ben Lange

http://www.dest.gov.au/sectors/training_skills/policy_issues_reviews/key_issues/nts/vet/vet_winners.htm

http://www.thesource.gov.au/involve/NIYLG/pdf/NIYLG_Report_1March.pdf

http://www.eng.unsw.edu.au/alumni/unsweng/issue12/pdf/Issue%2012.pdf

WA Aboriginal Housing Infrastructure Council News (Winter 2004) www.dhw.wa.gov.au/Files/abor_hicnews04.pdf

Phillip Matera – Matera Electrical Services

http://www.dhw.wa.gov.au/Files/abor_hicnews04.pdf

Trevor Prior

Senior Technical Officer, Electrotechnology

Snowy Hydro

“I’ve been a senior technical officer at Snowy Hydro Limited for nine years. I did a four-year

traineeship with them. I work in the field of electrotechnology which encompasses

everything from hi-tech applications to the repair and maintenance of vital electrical

network systems.

“I also have another role as team leader advising on Aboriginal heritage for National Parks (part of an

environmental management plan) and I’m also the chairperson of Occupational Health and Safety for Hydro.”

“Also I encourage a lot of young apprentices at work to keep going. I’m involved in a program called Mentor

Leadership. Young people come up to me for advice and I help them through their traineeship.”

“I was a radio mechanic at Chandlers and Tandy after completing an apprenticeship as a radio mechanic. Then I

was self-employed as a TV and radio mechanic for about three years in Townsville. The recession hit and in 1991 I

had to close my business. I spent two seasons picking watermelons and also cutting sugar cane.”

Educational Details

Trade Certificate in TV and Radio Mechanics, South Brisbane TAFE

Certificates I, II ,III and IV in Electrotechnology, Wollongong TAFE

Associate Diploma and Advanced Diploma, Electrical Engineering, Wollongong TAFE

Certificate IV Workplace Assessor Trainer, Wagga TAFE.

Jobs Alive www.det.nsw.edu.au/vetinschools/jobsalive/profiles/senior1.htm

http://www.det.nsw.edu.au/vetinschools/jobsalive/profiles/senior1.htm

ETU News Southern States Branch June 2007 www.etu.asn.au/pdfs/2007/etunews_june07.pdf

Dean Rioli

http://www.etu.asn.au/pdfs/2007/etunews_june07.pdf

Joe Ross

Joe Ross – is a member of Bunuba Inc. from Fitzroy Crossing, Western Australia. Joe

has been involved in regional, state and national Indigenous issues.

Joe completed his electrical fitting and installation apprenticeship and worked

twelve years in the trade. Joe resigned his position in 1992 as Maintenance

Supervisor for BHP Minerals at the Cajuput mine near Fitzroy Crossing.

Joe is the Director of the Australian Indigenous Leadership Centre (AILC), which was

established to oversee the Indigenous Leadership Development, with the objective

of developing a continuing programs for future Indigenous leaders. He has been active in developing leadership

development programs to provide skills development opportunities for young Indigenous leaders and enable them

to contribute to shaping the future of their communities and the nation.

Joe is passionate about the socioeconomic development of Indigenous Communities in the Kimberley, Australia

and the Torres Strait Islands.

Joe is a Director of the Enterprise Career Education Foundation (ECEF) formally the Australian Student Traineeship

Foundation (ASTF).

Joe has been striving to improve the socio/economic conditions for his 600 members of the Bunuba language

group. Joe’s involvement with his Bunuba operations include developing a 250 participant CDEP program, Eco

Tourism, Town Based Investments and Pastoral operations, which export live cattle to Asia.

Multicultural Communities On-Line

www.multicultural.online.wa.gov.au/wppuser/owamc/junenews/page2.html#joe

http://www.multicultural.online.wa.gov.au/wppuser/owamc/junenews/page2.html#joe

Corporate Leaders for Indigenous Employment. Finalists for 2004 Individual Award

www.workplace.gov.au/NR/rdonlyres/2791FFF6-038E-4287-AEED-

A153B4381FD1/0/CLIEPAwardsBook2005_Individuals_w.pdf

http://www.workplace.gov.au/NR/rdonlyres/2791FFF6-038E-4287-AEED-A153B4381FD1/0/CLIEPAwardsBook2005_Individuals_w.pdf

http://www.workplace.gov.au/NR/rdonlyres/2791FFF6-038E-4287-AEED-A153B4381FD1/0/CLIEPAwardsBook2005_Individuals_w.pdf

EnergyAustralia

Apprentices

Koori Mail 14 March 2007 www.apprenticeships.energyaustralia.com.au/pdf/Clip_070314.pdf

http://www.apprenticeships.energyaustralia.com.au/pdf/Clip_070314.pdf

News Release Hon Paul Caica www.saworks.sa.gov.au/files/links/Aboriginal_Apprentices.pdf

http://www.saworks.sa.gov.au/files/links/Aboriginal_Apprentices.pdf

Appendix 4 Contractors Involved in Indigenous

Employment Programs

Apps Electrics Pty Ltd www.appselec.com.au

Apps has operated from its premises at Moorabbin since 1958. Apps specialise in the full range of

electrical and telecommunication installations of large scale construction projects.

More specifically, Apps offer the following services:

Electrical mains & standby generator & distribution from main point of supply

Lighting and power - commercial and industrial buildings

Automated lighting control

UPS installations

Voice and data services

Security, access control and CCTV

MATV systems

Audio visual

Temporary electrical installations

Specialized essential power change overs

Thermal imaging.

Corke Instrument Engineering (Australia) Pty Ltd www.corke.com.au

Based in Victoria, Corke has offices in Melbourne and Gippsland. Corke has operated as an instrument

and electrical contractor for 27 years and employs more than 350 people.

Corke provides within the areas of:

Construction - large & small electrical & instrumentation construction project

Instrument Service - calibration, service and repair to process instrumentation and gas detection

systems

Electrical Service - LV and HV switchboard and transformer maintenance and testing,

thermography, vibration monitoring

Labour Hire - provision of supplementary labour, short or long term engineers, technicians,

electricians and instrument fitters

Sales - supply of process instrumentation and gas detection systems.

Elecraft www.elecraft.com.au

Elecraft is a division of the Pacific Services Group Pty Ltd. Based in Melbourne, Elecraft has operated as

an electrical contractor for commercial builders in Melbourne for 30 years.

Today, Elecraft provide electrical and communications service with divisions in:

http://www.appselec.com.au/

http://www.corke.com.au/

http://www.elecraft.com.au/

Electrical contracting

Electrical switchboards and controls

Communication infrastructure

Intelligent building systems

Electrical maintenance services.

Heyday Group www.heyday.com.au

Based in Sydney, Heyday Group was acquired by the Hastie Group of Companies in September 2006.

With offices in Sydney, Melbourne, Brisbane, Canberra and Wollongong, Heyday has a permanent

workforce of more than 650 people. The Hastie Group employs 2,500 people throughout Australia and

New Zealand.

Heyday provides a range of design, implementation and maintenance services within the Australian

construction and office fit-out industries. These service offerings cover a comprehensive range of

building utility systems such as:

electrical infrastructure,

fire detection and suppression systems,

building controls,

energy management systems,

security, and

data and voice structured cabling systems.

Additionally, Heyday provides voice & data networking systems for the IT sector, carrier infrastructure

builds for various Telco’s, and private digital radio networks.

KLM Group www.klmgroup.com.au

Established in 1981 as a small, privately owned cabling company, KLM Group Limited is now listed on

the Australian Stock Exchange. The KLM Group provides design and installation services to the

commercial electrical and communications industry in:

Electrical installations

Data, voice communications cabling

Security and surveillance system installations

Lighting and building automation

Audio video installations.

The KLM Group employs more than 700 people across Australia in the following companies:

KLM Group – Melbourne, Sydney, Brisbane, Perth, Canberra

Allied Technologies Australia (Sydney, Brisbane, Townsville, Canberra)

North East Electrical (South Australia)

QOLiT Australia – Melbourne.

http://www.heyday.com.au/

http://www.hastiegroup.com.au/

http://www.klmgroup.com.au/

O’Donnell Griffin www.odg.com.au

Founded in 1906 O’Donnell Griffin is now owned by Norfolk Group Ltd. The Electrical and

Communications division is Norfolk’s largest division providing a comprehensive range of electrical and

communications services. O’Donnell Griffin’s core capabilities include the design, installation, service

and maintenance of:

General electrical systems

Data and communication systems

Security and access control systems

Railway signalling

Traction and communications systems

Power generation and co-generation systems

Process control systems

Instrumentation systems

HV reticulation systems

Transmission towers.

O’Donnell Griffin and its sister companies (Diverse Data Communications, WF Energy Controls, Priestley

Electrical and Newpower Electrical) employee some 1,600 people from its 28 locations throughout

Australia and New Zealand.

Watters Electrical www.watterselectrical.com.au

The Watters Electrical group of companies provides electrical and data contracting services to

commercial, domestic and industrial clients in Victoria, South Australia and NSW in the following fields:

Major projects

Service and preventative maintenance

Design and construct

Electrical automation design and installation.

Founded in Shepparton in 1957 the group now employs more than 400 people in the following

companies:

Watters Electrical Pty Ltd (Shepparton) – 125 people

Watters Electrical Melbourne – 150 people

Watters Electrical Adelaide – 90 people

Watters Electrical & Data NSW (Albury).

http://www.odg.com.au/

http://www.watterselectrical.com.au/

Appendix 5 Whyalla’s Goal 100 Project

Whyalla’s Goal 100 project aims to re-engage and skill people at risk of long-term unemployment to win

jobs in areas of strong demand. Goal 100 is a joint project between the Whyalla Economic Development

Board, South Australia Government, OneSteel Ltd, the Commonwealth Government and Bungala

Aboriginal Corporation.

Participants undertake a 20-week accredited training and mentoring program delivered principally by

TAFE SA Regional. Students undertake studies in mechanical reasoning, electrical training, self-

development training, team building, literacy and numeracy, work experience and site visits.

In October 2007, 65 people had graduated from Phase 2 with 44 already having won jobs. There were

100 participants in Phase 1, with 79 graduating and 86 having won jobs.

Whyalla’s Goal 100 project was assisted with STEP and STEP ERS funding as follows:

July 2007: Whyalla Economic Development Board Inc will engage a consultant to develop an

evaluation of the Create Your Future-Goal 100 Programme. The consultant will critically evaluate

the programme which was an innovative employment and skills formation project. The

evaluation will identify areas of best practice, issues for improvement and validation of

employment outcomes and will contribute to any future programme design.

June 2007: Bungala Aboriginal Corporation will provide pre-employment training, employment

opportunities and mentoring support for up to 160 Indigenous Australians in various industries

in Port Augusta, Port Pirie and Whyalla. A key focus will be the provision of services to ex-CDEP

participants.

June 2007: OneSteel Ltd will employ and train 30 Indigenous Australians as apprentices in the

manufacturing industry at their Whyalla Steelworks site.

March 2007: Whyalla Economic Development Board Inc will facilitate employment opportunities

for 25 Indigenous Australians in Whyalla following completion of a 20 week pre-employment

training programme.

September 2006: Whyalla Economic Development Board will provide 30 Indigenous Australians

with the opportunity to participate in the Create Your Future-Goal 100 project. This is an

innovative employment and skills formation project with local industry offering employment in

Whyalla following the completion of a 20-week pre-employment training programme.

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