reconciliation action plan...

Reconciliation Action Plan 2010-12Department of Sustainability, Environment, Water, Population and Communities (DSEWPaC)

Department of SuStainability, environment, Water, population anD CommunitieS (DSeWpaC) reConCiliation aCtion plan – 2010-12

DSEWPaC Mission“Protecting and enhancing Australia’s environment, heritage and culture.”

Our Vision for Reconciliation

The Department of Sustainability, Environment, Water, Population and Communities (DSEWPaC) values the experiences, perspectives and cultures of Aboriginal and Torres Strait Islander peoples. We support Indigenous peoples and their aspirations to maintain, protect and manage their culture, language, land and sea country and heritage.

Through our Reconciliation Action Plan, the Department will:

• deepen our relationships with traditional owners and Indigenous communities where we do business;

• ensure our programs are accessible and sought after by Aboriginal and Torres Strait Islander peoples and communities;

• ensure our staff are culturally aware and equipped to communicate effectively and to work with Aboriginal and Torres Strait Islander peoples; and

• strengthen its position as an employer of choice for Aboriginal and Torres Strait Islander peoples.

Our Business

The Department of Sustainability, Environment, Water, Population and Communities (DSEWPaC) has stewardship of policies, programs, legislation and stakeholder relationships which help to sustain and enhance the natural and cultural fabric of Australia.

WerecognisethesignificantcontributionAboriginal and Torres Strait Islander peoples make to Australia’s culture and heritage. We value their unique relationship with the environment and their cultural obligation to care for country, the sea and waterways.

The Department is committed to building stronger, more effective and mutually respectful relationships with Aboriginal and Torres Strait Islander peoples and their communities.

DSEWPaC Reconciliation Action Plan 2010 - 12 | 2

This commitment is realised through a diversity of culture, environment and heritage programs. These programs are designed to achieve DSEWPaC business outcomes while meeting Indigenous community aspirations.

DSEWPaC program outcomes contribute to the Australian Government’s Closing the Gap initiative by building capacity through, for example, employment and training, and providing broader flow-oneffectsintermsofincreasedwealthgeneration, autonomy and self-esteem,andotherreportedbenefits relatingtohealthandwell-being.

The DSEWPaC Indigenous Strategy articulates values and principles associated with respect for Aboriginal and Torres Strait Islander peoples and cultures. The strategy calls for strengthened relationships internally and externally between IndigenousAustraliansandnon-IndigenousAustralians.

The DSEWPaC Indigenous Employment and Capability Strategy seeks outcomes for our Indigenous Australian employees in the areas of recruitment, retention, capability/career

development and workplace support.

Reconciliation Journey

The Department is committed to achieving the goals of reconciliation; building positive relationships, respect, better cultural understanding, access and equity for and with Aboriginal and Torres Strait Islander stakeholders and employees.

To guide our reconciliation journey, we established a RAP Steering Committee, which is overseen by the Department’s Indigenous Policy Leadership Group (IPLG). The IPLG membership consists of Departmental First Assistant Secretaries.

The RAP Steering Committee consulted with all DSEWPaC divisions, the Indigenous Advisory Committee and Reconciliation Australia.

TheRAPSteeringCommitteewillholdbi-annualmonitoring meetings and an annual progress report will be provided to the DSEWPaC Secretary, Executive and the IPLG. A progress report will also be provided to Reconciliation Australia and updates will be featured in the Department’s Annual Report.

This Reconciliation Action Plan consolidates and advances the Department’s efforts to achieve mutual respect, build stronger relationships, provide opportunities with and for Aboriginal and Torres Strait Islander peoples.

3 | DSEWPaC Reconciliation Action Plan 2010 - 12

Respect Respecting and valuing the experiences, perspectives and cultures of Aboriginal and Torres Strait Islander peoples is fundamental to DSEWPaC building a diverse business and workplace culture.

Focus area: Acknowledging, learning and celebrating Aboriginal and Torres Strait Islander history, culture, language, and law

Action Responsibility Timeline Measurable Target

1. Include this Reconciliation Action Plan, the DSEWPaC Indigenous Strategy, the Indigenous Employment and Capability Strategy, and other relevant policy documents in staff induction packages.

Workforce Strategies December 2010 The Indigenous Employment and Capability Strategy (IndECS) to be available on the DSEWPaC intranet.

December 2010 A link to the Reconciliation Action Plan, the Indigenous Strategy, IndECS and associated policy documents to be included in the DSEWPaC online orientation program.

2. Portfolio agencies encouraged to develop Reconciliation Action Plans in conjunction with Reconciliation Australia.

Indigenous Policy Branch, portfolio agencies

December 2010 Information on the Reconciliation Action Plan development process provided to all agencies.

3. Policy for acknowledgement of Traditional Owners and Welcome to Country incorporating recognition of Indigenous languages wherever possible developed and implemented.

Indigenous Policy Branch April 2011 Policy developed and launched by the Secretary.

Acknowledgements and Welcome to Country ceremonies included as part of formal departmental events.

Policy reviewed, updated as required, and promoted.

4. Develop an engagement and communication protocol, capturing the principle of free, prior and informed consent, for DSEWPaC staff interacting with Aboriginal and Torres Strait Islander peoples and communities.

Indigenous Policy Branch April 2011 Engagement and communication protocol developed, implemented and promoted.

June 2011 Feedback obtained from divisions; protocol updated as required.





5. Provide opportunities for departmental staff to participate in cultural awareness training programs.

Workforce Strategies Annually Commencing August 2010

Five cross cultural awareness programs run each year.

6. Establish a mentoring program for Indigenous employees comprising trained Indigenous and non-Indigenousmentors.

Workforce Strategies December 2010 AnelectronicregisterwithprofilesofIndigenousandnon-Indigenousmentors (currently 46 trained) to be placed on the DSEWPaC intranet.

December 2010 A hard copy of the mentor register to be sent to Parks and other staff with limited intranet access.

7. Department-widecelebrationofsignificanteventsforAboriginalandTorres Strait Islander peoples.

Indigenous Policy Leadership Group, relevant division allocated responsibility

June 2011 Annual calendar of events developed and promoted.

Program of activities developed and promoted for a minimum of two national events (NAIDOC and Reconciliation Weeks) each year. Costs incorporated into budget.

8. Raise the visibility of Aboriginal and Torres Strait Islander cultures and presence throughout DSEWPaC by:

• including appropriately labelled Indigenous Australian artworks in buildings; and

• displaying Aboriginal and Torres Strait Islanderflags.

Shared Corporate Services Commencing August 2010 Continue to display Indigenous artworks, particularly in spaces where thereispublicaccessandhightrafficofDSEWPaCstaff(egfoyer).

December 2010 InformationontheAboriginalandTorresStraitIslanderflagstobedisplayed on the DSEWPaC intranet.

Commencing August 2010 AboriginalandTorresStraitIslanderflagstobedisplayedonappropriateoccasions.





9. DSEWPaC public affairs sections to work together to develop and implement relevant and appropriate communication strategies to better engage Indigenous audiences and the wider community and ensure delivery of DSEWPaC messages are made through appropriate communication channels that are accessible to Indigenous audiences.

Public Affairs June 2011 Communications strategies developed and implemented.


Relationships Respectful relationships between Indigenous and other Australians enable DSEWPaC, our staff and stakeholders to achieve business outcomes and to fulfil cultural aspirations by working together with a positive shared purpose.

Focus area: Consolidate and expand our relationships and networks


1. Establish a Reconciliation Action Plan Steering Committee consisting of Aboriginal and Torres Strait Islander and non-Indigenouspeoplestoguide,informand monitor DSEWPaC’s Reconciliation Action Plan activities.

Indigenous Policy Leadership Group supported by Indigenous Policy Branch

November 2010 Reconciliation Action Plan Steering Committee established.

December 2010 Report to Indigenous Policy Leadership Group.

2. Identify a Reconciliation contact person in each division to channel information and report between the Reconciliation Steering Committee and DSEWPaC divisions.

Reconciliation Action Plan Steering Committee supported by Indigenous Policy Branch

November 2010 Contactpeopleidentified.

December 2010 Role responsibility and processes for exchanging of information developed.

3. Expand the involvement of Traditional Owners in DSEWPaC events.

All divisions, Indigenous Policy Branch

Commencing August 2010 Increasing number of events, launches, conferences and workshops with Traditional Owner involvement with a minimum of 4 per year.

4. Establish an online Departmental Reconciliation Network to disseminate news about DSEWPC and Reconciliation Australia activities, and to gather feedback from DSEWPaC staff.

Indigenous Policy Branch November 2010 Network established.

December 2010, Half Yearly till 2012

Increased Network membership. Staff feedback reported to the Reconciliation Action Plan Steering Committee.

5. Build our relationship with Reconciliation Australia (RA) and its networks for mutualbenefitby:

• encouraging staff to access RA’s online information ‘Share our Pride’ site; and

• promoting RA’s other resources and networks.

Indigenous Policy Branch, Reconciliation Action Plan Steering Committee, all divisions

November 2010, Quarterly DSEWPaC Annual survey of staff, through the online Reconciliation Network, to determine use of Reconciliation Australia’s resources and networks.

Number of joint activities between Reconciliation Australia and DSEWPaC.


Relationships Respectful relationships between Indigenous and other Australians enable DSEWPaC, our staff and stakeholders to achieve business outcomes and to fulfil cultural aspirations by working together with a positive shared purpose.

Focus area: Consolidate and expand our relationships and networks


6. Support the Department’s Indigenous Advisory Committee to work with communities to better inform DSEWPaC of situations within Indigenous Australian communities in regard to issues under the portfolio.

Indigenous Policy Branch, all divisions

June 2011 Indigenous Advisory Committee secretariat allocates time in meeting agendas for the discussion of community issues as they relate to the activities and responsibilities of the department.

7. Support Aboriginal and Torres Strait Islander organisations and communities to access DSEWPaC programs

• by reviewing programs to streamline and improve processes taking account of the communication needs and the administrative burden faced by Indigenous applicants.

Indigenous Policy Branch, all relevant program areas

December 2010 Program reviews completed and recommendations made to Indigenous Policy Leadership Group and the Secretary.

Number of policies amended and recommendations endorsed by management.


Opportunities All portfolio areas of DSEWPaC impact on the lives of Aboriginal and Torres Strait Islander peoples. We will structure our business to ensure DSEWPaC contributes to Closing the Gap on Indigenous disadvantage.

Focus area: Strengthen our position as an employer of choice for Aboriginal and Torres Strait Islander peoples


1. Develop an action plan to support implementation of the DSEWPaC Indigenous Strategy 2009-2012 which sets out the Department’s vision for working with Indigenous Australians.

Indigenous Policy Branch November 2010 Action plan developed.

Commencing November 2010 Progress in implementing the plan is evaluated by the Indigenous Policy Leadership Group and reported to the Secretary.

2. Implement the DSEWPaC Indigenous Employment and Capability Strategy 2007-10/2010-13.

Workforce Strategies Commencing November 2010 Annual progress reports to Workforce Management Committee.

3. Increase the successful recruitment outcomes in the department for Aboriginal and Torres Strait Islander employees by increasing the representation of Indigenous staff to 4.5% by 30 June 2012.

Workforce Strategies, all divisions

July 2012 Participate in the Australian Public Service commission’s Indigenous Graduate recruitment program. Targeting a minimum of one graduate per year.

Participate in the Australian Public Service Commission’s Indigenous Cadetship recruitment program. Targeting a minimum of one cadet per year.

Continue to target Indigenous Australians for the School Leavers program. Targeting a minimum of one school leaver per year.

Continue the current practice of including ‘Indigenous Australians are encouraged to apply’ in every job advertisement place in the print media.

These targets are part of the IndECS strategy and are reported to Workforce Management Committee annually.





4. Increase the capability and career development opportunities for Aboriginal and Torres Strait Islander employees in the department.

• Kevin McLeod scholarship.

Workforce Strategies, all divisions

Commencing August 2010 Develop and support individual career plans including offering opportunities for:

• Accessing the Australian Public Service Commission’s Indigenous APS careers – a workshop for Indigenous APS 1-4employees.

• Accessing the Australian Public Services Commission’s Drivingyourcareer–aworkshopforIndigenousAPS5-6employees.

• An internal exchange program.

• Indigenous employee conferences.

• Mentoring program for Indigenous employees.

Encourage Indigenous Executive Level staff to undertake the DSEWPaC Leadership Program.

Consolidate the agency wide formal Indigenous staff network.

Promote access to the FaHCSIA Indigenous Leadership program.

These targets are part of the IndECS strategy and are reported to Workforce Management Committee annually.

Two $10,000 Kevin McLeod scholarships awarded annually.





5. Include measures for achieving quality outcomes for Aboriginal and Torres Strait Islander peoples and communities in all divisional business plans, including:

• business planning requirements (engagement strategy, program participation targets, outcomes statement and evaluation strategy); and

• Aboriginal and Torres Strait Islander specificmeasuresandreportingprocesses (community perceptions and feedback).

All divisions Commencing June 2011 All divisional business plans include the number of events, launches, conferences and workshops with Traditional Owners involvement (from Relationships Action 3).


Tracking progress and reporting


1. Monitor the progress of the DSEWPaC Reconciliation Action Plan.

Reconciliation Action Plan Steering Committee, Indigenous Policy Leadership Group

April 2011 and every 6 months thereafter

Biannual monitoring meetings held.

Annually Commencing August 2010

Progress report to Secretary, Executive, and Indigenous Policy Leadership Group.

Annually Commencing August 2010

Reconciliation Action Plan report in DSEWPaC Annual Report and to Reconciliation Australia for uploading on website.

2.Finaliseimplementationofthe2010-2012Reconciliation Action Plan and develop a new Reconciliation Action Plan to follow.

Indigenous Policy Leadership Group, Reconciliation Action Plan Steering Committee

July 2012 Development of new Reconciliation Action Plan commences in consultation with Reconciliation Australia.

December 2012 Final Reconciliation Action Plan report endorsed by Reconciliation Australia, sent to Secretary, approved and placed on DSEWPaC and Reconciliation Australia websites.

New Reconciliation Action Plan endorsed and registered by Reconciliation Australia approved by Secretary, launched and placed on DSEWPaC and Reconciliation Australia websites.

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