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POLITYRESEARCH & CONSULTING

________________________________________________________________________

Workplace RAP Barometer 2016

Darryl NelsonManaging DirectorPolity Pty. [email protected]

October 2016

mailto:[email protected]

http://www.reconciliation.org.au/raphub/category/who-has-a-rap/state-government





_______________________________

Contents

1. Introduction & background

2. Methodology

► Workplace RAP tracking

► Online surveys and comparative data details

3. Workplace RAP Barometer 2016 (WRB)

► Key findings and trends analysis

► Full results

i. Race Relations & Unity

ii. Workplace practices, RAP outcomes & Employee satisfaction

4. Appendix

► Workplace survey participating organisations and sample

profiles

2


_______________________________

Introduction & background

Reconciliation Australia (RA) has monitored reconciliation initiatives

at the workplace level since 2012, through regular online

surveys of participating employees. RA uses this information to

broadly inform how its Reconciliation Action Plan (RAP)

program is performing, but also to work more closely with

specific partner organisations, helping them implement and

improve the performance of their workplace RAP.

To date, surveys have been conducted in:

August 2012

Sept – Oct 2014

Aug – Sept 2016

This report presents the latest wave of this tracking, and where

possible compares results to those in the previous waves. Also,

workplace results are directly compared with findings among the

general public, where possible, to demonstrate the effects

Reconciliation Action Plans are having on perceptions, attitudes

and behaviours, vis-à-vis the general Australian population.

It is acknowledged that, in the interests of graphical and reporting

brevity, the abbreviation “Indigenous” has been occasionally

used in this report, to refer to Aboriginal and Torres Strait

Islander peoples.

3


_______________________________

Methodology

Survey method

The main results presented in this report are based on an online survey of working adults (aged 16+) in Australia (i.e.

“employees”), conducted in August and September 2016.

The total sample of n=18,385 was drawn from the workforce of participating organisations, across corporate,

government and not-for-profit sectors. With this sample size, the accuracy of the results is +/-1.0% at the

95% confidence interval. This means that if a result of 50% is found, we can be 95% confident the real result

is between 49% and 51%.

Participating organisations were at various stages of their RAP development, at the time of the survey, and

were invited to take part by Reconciliation Australia.

Organisations participated of their own volition, as did the employees of those organisations (no incentive

was offered or paid to respondents).

Because the sample is based on voluntary participation and focused on organisations with a RAP, results

are not intended to be seen as representative of the Australian workforce as a whole. Accordingly, data has

not been weighted for the workplace results.

Since 2014, the survey fieldwork has also included a number of organisations in the planning stages of

implementing a formal RAP. Those results are not included here.

The Workplace RAP Barometer results have been tracked (where possible) against results from 2012 and 2014, and also

compared with relevant results from the National Australian Reconciliation Barometer (ARB), among the general

population. The ARB was conducted during July-August 2016 (for more details see page 5).

The general population sample was drawn from a professional online market and social research panel.

The ARB data is weighted to ABS population data (in terms of age, gender and residential location), using

2011 Census statistics. With a sample size of n=2277, the accuracy of the results for the general community

sample is +/-2.1% at the 95% confidence interval.

Note: For both surveys, respondents were informed that the term “Australians” was used to refer to all people who

live in Australia, including both Australian and non-Australian citizens. All percentage figures in this report are

rounded. Accordingly, totals may not add up to 100%.

4


_______________________________

Methodology (cont.)

5


► The main results in this report

are tracked against results from

the inaugural workplace survey,

where possible.

► The first Workplace RAP

Barometer was an online survey

of 4612 respondents from 19

participating RAP organisations,

and was conducted in July

2012.

► With a sample size of n=4612,

the accuracy of the results at

the overall level was +/-1.4% at

the 95% confidence interval.

► Participating organisations were

mostly in the advanced Elevate

RAP stage and included

corporate, government, and not-

for-profit sectors.

► Note: All percentage figures

in this report are rounded.

Accordingly, totals may not

add up to 100%.

2016 General Community

Barometer (ARB)

Around half the questions in the

WRB replicate questions in the

most recent Australian

Reconciliation Barometer. This

allows a comparison of attitudes

towards reconciliation between

RAP employees and the general

community.

The ARB is also a biennial survey

that monitors the progress of

reconciliation between Indigenous

and non-Indigenous Australians.

The general community

Barometer results are based upon

a July-Aug 2016 survey of n=2277

Australians, drawn from a

professional market and social

research panel and weighted to

be representative of the Australian

population by age, gender and

residential location.

The margin of error is +/- 2.1% at

the 95% confidence level.

Considerations

► The WRB survey covers only

working age people (16+) in

employment, compared to the

general community survey

which includes all ages over 18

and with respondents from a

range of working situations

(e.g. unemployed and retired).

► 2014 and 2016 results

comprise organisations at

various stages of their RAP,

compared to the 2012 results

which were mostly from

advanced RAP organisations.

► These differences should be

considered in evaluating the

results. Despite this, we

believe that through a

combination of comparison of

the barometer questions,

together with the other survey

measures, this report provides

a robust analysis of the impact

of RAPs on the attitudes of

employees in Australia.


► The 2014 results in this report

are based upon an online

survey of 8768 respondents

from 29 participating RAP

organisations, conducted in

Aug-Sept 2014.

► Employees were invited by the

participating organisations to

undertake the survey. These

organisations were at various

stages of their RAP.

► With a sample size of n=8768,

the accuracy of the results at

the overall level is +/-1% at the

95% confidence interval. This

means, for example, that if the

survey returns a result of 50%,

there is 95% probability that

the actual result will be

between 49% and 51%.

Workplace RAP Barometer 2016 Insights

6

Key findings and trends analysis


_______________________________

Reconciliation outcomes have strongly improved among RAP employees

Overall, there have been upward trends in reconciliation attitudes and perceptions of workplace RAP impact among

employees since 2014

Employee engagement with RAP activities undertaken by their organisation has mostly improved since 2014, including:

A strong increase in those who’ve undertaken various RAP activities with their current organisation

A solid increase in those who agree taking part in a RAP activity had a positive effect for them

In particular, there have been increases in the level of employees aware of Indigenous staff and the take-up of cultural awareness

training, compared with 2014. However, awareness of their organisation having a Reconciliation Action Plan remains mixed, with

half of all employees saying they “don’t know” if that is the case or not.

Outcomes for key RAP objectives have improved since 2014

Measures for key reconciliation goals have also mostly improved. For example, 3 out of 4 RAP employees (76%) feel the

relationship between Indigenous and non-Indigenous Australians is very important, compare to 69% in 2014.

It is also very clear that participation in reconciliation activities continues to be effective, in creating a greater prevalence of positive

views:

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the

relationship between Indigenous and non-Indigenous colleagues as very good (57%), compared with those who

haven’t (46%)

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to hold very

high trust (31%) for Indigenous colleagues, compared with those who haven’t (22%).

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to strongly

agree (56%) Indigenous people hold a unique place as the First Australians, compared with those who haven’t (44%).

In particular, employees who’ve participated are also considerably more likely to feel the RAP is having a positive impact on all key

workplace reconciliation outcomes, than those who haven’t.7


_____________________________

37

No, 37

12

15

52

Yes, organised by my current organisation, 47

0 25 50 75 100

2012

2014

Don't know, 48

35

No, 2

65

Yes, 50

0 25 50 75 100

2012

2014

Awareness of Indigenous colleagues and cultural awareness training have both increased

8

There has been a increase in the level of RAP employee awareness of Indigenous staff and of take-up of cultural

awareness training, since 2014.

However, employee awareness of their organisation having a Reconciliation Action Plan remains at only half of staff.

Q. Are you aware of any Aboriginal and Torres Strait Islander people working in your organisation?

Q. Does your organisation have a Reconciliation Action Plan (RAP) in place or not? (2012:Were you aware that your organisation has a Reconciliation Action Plan?)

Q. Have you undertaken any of the following activities either within or outside your current organisation?

14

No, 28

86

Yes, 72

0 25 50 75 100

2012

2014

RAP employees – 2012, 2014 RAP employees

No, 21 Yes, 79

0 25 50 75 100

Aware of any Aboriginaland Torres Strait

Islander people workingin your organisation?

Don't know, 50

No, 1 Yes, 49

0 25 50 75 100

Does yourorganisation have aReconciliation Action

Plan (RAP) in place ornot?

No, 26 12Yes, organised by my current

organisation, 62

0 25 50 75 100

Received CulturalAwareness Training


_____________________________

Participation in cultural awareness training improves knowledge of Indigenous people and cultures

9

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to have high

knowledge about Indigenous people and cultures, compared with those who haven’t.

28

43

38

50

5

8

6

10

0 25 50 75 100

Not participated in cultural awarenesstraining with current organisation

Participated in cultural awarenesstraining with current organisation

Not participated in cultural awarenesstraining with current organisation

Participated in cultural awarenesstraining with current organisation

Fairly high Very high

Q. How would you describe your level of knowledge about the following topics?

RAP employees

Knowledge about the history of Aboriginal and Torres Strait Islander people in Australia:

Knowledge about Aboriginal and Torres Strait Islander cultures:


_____________________________

2 9 15 49 26

0 25 50 75 100

All staff

Very dissatisfied Dissatisfied Neither satisfied nor dissatisfied Satisfied Very satisfied

Awareness of organisational RAP helps drive satisfaction with current job

10

RAP employees who are aware their organisation has a Reconciliation Action Plan (80%) are more likely to be satisfied with

their current job, compared to those who aren’t aware. They are also most likely to be very satisfied (29%).

Conversely, staff who believe their organisation does not have a RAP are most likely to be dissatisfied (24%).

Q. Overall, are you satisfied or dissatisfied with your current job?

Q. Does your organisation have a Reconciliation Action Plan (RAP) in place or not?

RAP employees

9

3

2

15

10

7

14

17

12

42

47

51

21

22

29

0 25 50 75 100

Believe org doesn't have a RAP

Don't know

Staff aware of RAP

Workplace RAP Barometer 2016 Insights

11

RAP participation analysis


_____________________________

No, 15 Yes, 85

0 25 50 75 100

Participated in at least oneactivity arranged by current

organisation

Participation in reconciliation activities improves employee views of Indigenous significance

12

Participation in reconciliation activities continues to be effective, in creating a greater prevalence of positive views.

For example, employees who’ve participated in at least one RAP activity with their current organisation are more likely to believe

strongly that Indigenous Australians do hold a unique place (56%), compared with those who haven’t (44%).

Q. Have you undertaken any of the following activities either within or outside your current organisation? – Participation with current org or not

Q. Do you agree or disagree that Aboriginal and Torres Strait Islander people hold a unique place as the first Australians?

RAP employees

Overall impact of reconciliation activities on views that Aboriginal and Torres Strait Islander people hold a

unique place as the first Australians:

2

1

4

3

16

10

34

30

44

56

0 25 50 75 100

Not participated in any reconciliationactivities with current organisation

Participated in at least onereconciliation activity with current

organisation

Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree


_____________________________

Participation in reconciliation activities improves employee views of the importance of the relationship

13


relationship between Indigenous and non-Indigenous Australians as very important (77%), compared with those

who haven’t (67%).

3

1

5

3

25

19

67

77

0 25 50 75 100

Not participated in anyreconciliation activities with

current organisation

Participated in at least onereconciliation activity with


Not important at all Fairly unimportant Fairly important Very important

Q. How important is the relationship between Aboriginal and Torres Strait Islander people and other Australians, for Australia as a nation?

RAP employees

Overall impact of reconciliation activities on views of how important the relationship is for Australia:


_____________________________

Participation in reconciliation activities improves employee views of colleague relationships

14


relationship between Indigenous and non-Indigenous colleagues as very good (57%), compared with those who

haven’t (46%).


RAP employees aware of Indigenous colleagues

1 4

2

50

40

46

57

0 25 50 75 100





Very poor Fairly poor Fairly good Very good

Overall impact of reconciliation activities on views of the relationship between Indigenous employees and

other employees:


_____________________________

Participation in reconciliation activities improves employee views of trust

15

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the trust

between Indigenous and non-Indigenous colleagues as high, compared with those who haven’t.

41

46

42

48

20

28

22

31

0 25 50 75 100









Fairly high Very high

Q. How would you describe the level of trust between the following groups of people in your organisation?

Overall impact of reconciliation activities on views of the trust among employees aware of Indigenous

colleagues:

Trust that non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander employees

Trust that Aboriginal and Torres Strait Islander people in my organisation have for other employees


_____________________________

34

32

35

33

40

44

45

50

52

53

60

60

60

69

0 25 50 75 100

Reducing prejudice against Aboriginal and Torres StraitIslander people

Improving understanding of Aboriginal and Torres StraitIslander peoples customs (e.g. attendance at…

Building relationships with your local Aboriginal and/orTorres Strait Islander community

Your knowledge of Aboriginal and Torres Strait Islanderpeople and cultures

Clear leadership from your senior manager(s) towardsreconciliation

Providing employment opportunities for Aboriginal andTorres Strait Islander people in your organisation

Shared celebration of National Reconciliation Weekand/or NAIDOC week, by ATSI employees AND Non-…

Participated in at least one reconciliation activity with current org

Not participated in any reconciliation activities with current org

% say RAP

has had a

positive

impact on this

Participation in reconciliation activities improves employee views of RAP outcomes

16

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to consider the

RAP has had a positive impact on key organisational practices, compared with those who haven’t..

Q. What impact do you think your organisation’s RAP has made to the following…?

Overall impact of reconciliation activities on positive views of key RAP outcomes among

employees aware of RAP:


_____________________________

Participation in reconciliation activities improves employee views of the organisation

17

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to strongly agree

their organisation is achieving key reconciliation practices, compared with those who haven’t. This is particularly evident in

terms of employee perceptions of management attitudes and support for reconciliation.

Q. How much do you agree or disagree with the following statements as descriptions of your main employer and your feelings about work?

14

16

16

20

22

23

31

28

34

15

17

18

23

25

25

34

34

36

0 25 50 75 100

I feel in control of my career

I feel appreciated by my organisation

I feel I have the opportunity to progress my career

Job vacancies are advertised widely to attract adiverse applicant pool

I feel I can really be true to my culture or personalbeliefs at work

Individuals from all backgrounds have the samechance of promotion

My immediate manager is good at listening to allviews

My immediate manager values differences in people

My immediate manager treats everyone fairly

Participated in at least one reconciliation activity with current organisation

Not participated in any reconciliation activities with current organisation

% Strongly

agree

RAP employees

Overall impact of reconciliation activities on positive employee perceptions of workplace at

current organisation:


_____________________________

Participation in reconciliation activities improves employee views of the organisation

18

Employees who’ve participated in at least one RAP activity with their current organisation are slightly more likely to rate

their organisation as having good workplace practices, compared with those who haven’t.

Q. In your experience, how would you rate your organisation on the following company practices?

52

66

63

66

72

78

55

65

70

70

77

81

0 25 50 75 100

Dispute resolution (e.g. dealing with employeearguments, racism, complaints etc

Recruitment (e.g. candidate interview, screening andselection

Career development (e.g. skills training,secondments, promotion opportunities etc

HR induction and support (e.g. welcome andintroduction to company processes, employee rights

etc

Workplace support (e.g. mentoring, day-to-dayadvice etc

Workplace flexibility (e.g. childcare services, unpaidleave, working from home etc



% Rate

organisation

Good/Very good

RAP employees

Overall impact of reconciliation activities on positive employee ratings of workplace at current

organisation:


_____________________________

32

41

14

34

0 25 50 75 100




organisation

Somewhat visible Very visible

Participation in reconciliation activities improves employee views of cultural safety in the workplace

19

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to be aware of

Indigenous cultures being visible in their workplace and to consider that visibility is very important, compared with those

who haven’t.

Q. In your experience, is cultural diversity visible in your current workplace (e.g. artworks, artefacts, events, catering etc)?

Q. And in your opinion, is it important or not to make cultural diversity (e.g. artworks, artefacts, events, catering etc) visible in a workplace?

Overall impact of reconciliation activities on visibility of Indigenous culture at current organisation:

RAP employees

42

40

31

43

0 25 50 75 100




organisation

Somewhat important Very important

Overall impact of reconciliation activities on importance of Indigenous culture visibility in the workplace:


_____________________________

Participation in reconciliation activities improves employee acceptance of past facts

20

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to accept a range

of historical issues for Aboriginal and Torres Strait Islander peoples as facts, compared with those who haven’t.

Q. Do you accept or not accept the following as facts about Australias past?

64

59

64

64

66

75

76

81

83

84

0 25 50 75 100

Australia was owned by Aboriginal and Torres StraitIslander communities at the time of colonisation in

1770

Government policy in the 1900s dictated whereAboriginal and Torres Strait Islander Australians

could live and be employed

ATSI Australians were subject to mass killings,incarceration, forced removal from land andrestricted movement throughout the 1800s

Aboriginal and Torres Strait Islander people did nothave full voting rights throughout Australia until the

1960s

Government policy enabled Aboriginal children to beremoved from their families without permission until

the 1970s



% Accept

this as fact

RAP employees

Overall impact of reconciliation activities on employee acceptance of historical facts:


_____________________________

Participation in reconciliation activities influences employee views of the importance to learn more

21

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel it is

very important for all Australians to learn more about the past issues of European settlement and government policy

for Indigenous Australians.

Q. In your opinion, is it important or not important for all Australians to learn more about the past issues of European settlement and government policy for Aboriginal

and Torres Strait Islander people?

RAP employees

3

1

9

6

40

33

48

Very important for all Australians to learn more about the past issues of European settlement and govt policy for Indigenous

peoples, 54

0 25 50 75 100

Not participated inany reconciliation

activities withcurrent

organisation

Participated in atleast one

reconciliationactivity with

currentorganisation

Not important at all Fairly unimportant Fairly important


_____________________________

Participation in reconciliation activities influences employee views of historical acceptance

22

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel that

wrongs of the past must be rectified before all Australians can move on (34%), compared with those who haven’t (28%).

Q. In terms of the history of European settlement in Australia, which of the following statements do you most agree with?

RAP employees

4

3

3

1

28

The wrongs of the past must be rectified before

all Australians can move on, 34

There should be forgiveness for the

wrongs of the past and all Australians should

now move on, 65

62

0 25 50 75 100

Not participated inany reconciliation

activities withcurrent

organisation

Participated in atleast one

reconciliationactivity with

currentorganisation

The wrongs of the past can never be forgiven

I dont believe there have been any wrongs of the past

The wrongs of the past must be rectified before all Australians can move on

There should be forgiveness for the wrongs of the past and all Australians should now move on

Workplace Reconciliation Barometer 2016

23

Full results tracking and comparisons between RAP

organisation employees and the general public


24

Race relations, Unity & Historical acceptance in the

workplace: Comparisons with the national situation


_____________________________

Race relations

25

RAP employees are most likely to socialise with people of British or European cultural backgrounds on a frequent basis

(77%), as are the general public (51%). When it comes to socialising with Indigenous people, RAP employees are much

more likely to do so frequently (25%) than the general public (8%). However, both RAP employees (14%) and the general

public (24%) are still less likely to socialise with Indigenous people than with any other major cultural group.

5

10

14

4

1

22

31

33

14

5

39

35

28

32

17

35

24

25

50

77

0 25 50 75 100

Never Rarely Occasionally Frequently

Q. In a typical week, at work or otherwise, how often do you socialise with people from the following different cultural groups (including your own)?

RAP employees General community

7

19

24

7

4

25

35

43

20

12

45

33

24

37

32

23

14

8

35

51

0 25 50 75 100

Another culturalbackground

Middle Easternheritage

Aboriginal orTorres Strait

Islander heritage

Asian heritage

British orEuropean heritage


_____________________________

Race relations

26

More RAP employees are now likely to socialise with Indigenous people frequently (25%), than in 2014 (20%).

Similarly, fewer RAP employees (14%) now say they never socialise with Indigenous people, compared to two

years ago (18%).

18

14

36

33

26

28

20

25

0 25 50 75 100

2014

2016

Never Rarely Occasionally Frequently

Q. In a typical week, at work or otherwise, how often do you socialise with people from the following different cultural groups (including your own)?


24 43 24 8

0 25 50 75 100

Socialise withpeople of Aboriginal

or Torres StraitIslander heritage?


_____________________________

Race relations

27

RAP employees continue to be more likely to consider the relationship between Indigenous and non-Indigenous

Australians as very important (76%) than the general public (48%).

This is also much higher than in 2014 (69%), and also reflects an upward trend in the general public, compared to two

years ago (43%).

1

3

2

3

5

3

21

24

20

75

69

76

0 25 50 75 100

2012

2014

2016


Q. How important is the relationship between Aboriginal and Torres Strait Islander people and other Australians, for Australia as a nation?


4 7 41 48

0 25 50 75 100

How important is therelationship betweenAboriginal and TorresStrait Islander peopleand other Australians,

for Australia as anation?


_____________________________

Race relations

28

RAP employees continue to be more likely than the general public to consider the trust between Indigenous and non-

Indigenous Australians is low.

However, there has been a continued improvement since 2012, with more RAP employees now considering trust levels as

fairly high or very high.

Q. How would you describe the level of trust between the following groups of people?

26

23

24

23

17

17

56

47

48

61

51

52

10

18

15

6

14

12

7

10

11

9

16

17

1

2

2

1

2

3

0 25 50 75 100

2012

2014

2016

2012

2014

2016

Very low Fairly low Don't know Fairly high Very high


21

14

46

48

14

13

15

20

4

4

0 25 50 75 100

Trust that Aboriginaland Torres Strait

Islander people havefor other Australians

Trust that otherAustralians have for

Aboriginal andTorres Strait Islander

people


_____________________________

Race relations

29

RAP employees remain more likely than the general public to consider the level of prejudice between Indigenous and

non-Indigenous Australians is high.

They are also more likely to believe that prejudice is high between those two groups than between non-Indigenous

people and new immigrants from overseas, in line with 2014.

Q. How would you describe the level of prejudice between the following groups of people in Australia?

7

8

9

10

42

43

46

47

16

16

15

14

29

27

25

23

6

6

5

6

0 25 50 75 100

2014

2016

2014

2016

Very high prejudice Fairly high prejudice Don't know Fairly low prejudice Very low prejudice


12

12

37

37

19

19

26

27

6

6

0 25 50 75 100

Prejudice between Non-Indigenous Australians and

new Immigrants fromoverseas

Prejudice between Non-Indigenous Australians andAboriginal and Torres Strait

Islander Australians


_____________________________

Race relations

30

RAP employees remain much more likely than the general public to disagree that other races/cultures are harmful to

their own or that they find it difficult to understand other races/cultures. However, the same percentage of RAP

employees (31%) and the general public (31%) still agree they are concerned about causing offence when meeting

people from other races/cultures.

Q. Please indicate your level of agreement with the following statements

1

4

7

4

27

20

12

23

45

27

31

27

56

14

0 25 50 75 100

Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree


3

3

5

15

13

26

29

24

26

37

30

30

16

30

13

0 25 50 75 100

I find it difficult tounderstand the

customs and ways ofother races/cultures

Other races/culturesare harmful to mine

I worry about causingoffence when I meet

people from otherraces/cultures


_____________________________

31

72 72

8183

4745

20

30

40

50

60

70

80

90

100

2014 2016

% D

isa

gre

e/S

tro

ngly

dis

agre

e

I find it difficult to understand the customs and ways of other races/cultures

Other races/cultures are harmful to mine

I worry about causing offence when I meet people from other races/cultures

Race Relations

RAP Employees:


The percentage of RAP employees who are not worried about other races/cultures remains stable from 2014. In particular,

most employees of RAP organisations continue to disagree that other races/cultures are harmful to their own (83%) – in line

with two years ago (81%).


_____________________________

Race relations

32

RAP employees (70%) remain more likely than the general public (40%) to strongly disagree that non-Indigenous Australians

are superior to Indigenous Australians.

This continues a slow improving trend since 2012, in the prevalence of this view.


2

2

2

11

10

8

23

20

19

64

67

70

0 25 50 75 100

2012

2014

2016



2 6 25 26 40

0 25 50 75 100

Non-IndigenousAustralians are

superior to Aboriginaland Torres Strait

Islander Australians


_____________________________

Race relations

33

RAP employees remain more likely than the general public to agree that Australia is better off with many different

races/cultures and that it is possible for all Australians to be united.

Furthermore, there has been a slight improvement in the numbers strongly agreeing with those sentiments, since 2014.


2

2

2

1

9

8

4

3

14

12

14

13

47

47

37

36

28

31

44

46

0 25 50 75 100

2014

2016

2014

2016



3

4

10

9

18

21

45

41

23

25

0 25 50 75 100

I believe it is possiblefor all Australians to

become united

Australia is better offbecause we have

many differentraces/cultures


_____________________________

Race relations

34

RAP employees (44%) remain more likely than the general public (39%) to agree that Australia is a racist country.

Furthermore, this sentiment is now more widely held among RAP employees than in 2014 (40%).

Q. Please indicate your level of agreement with the following statement

7

9

33

35

29

28

23

21

7

7

0 25 50 75 100

2014

2016



6 33 29 23 9

0 25 50 75 100

Australia is aracist country


_____________________________

Knowledge and cultural understanding

35

RAP employees continue to be more likely than the general public to feel that their knowledge of Aboriginal and Torres Strait

Islander history and cultures is high.

Furthermore, there has been a steady improvement in these levels since 2014.

19

6

13

4

2

48

51

39

42

20

24

29

37

41

45

64

62

4

7

6

9

14

14

0 25 50 75 100

2014

2016

2014

2016

2014

2016

No knowledge at all/very low Fairly low Fairly high Very high

Q. How would you describe your level of knowledge about the following topics?


12

10

4

55

48

26

29

37

56

4

5

14

0 25 50 75 100

Knowledge aboutAboriginal and Torres

Strait Islandercultures

Knowledge about thehistory of Aboriginal

and Torres StraitIslander people in

Australia

Knowledge about thehistory of Australia


_____________________________


36

RAP employees continue to be more likely than the general public to believe it is important for Australians to know about

Aboriginal and Torres Strait Islander history and cultures. Furthermore, while both groups more widely rate the

importance of Australian history as high, the gap in these views has narrowed among RAP staff, since 2014.

For example, 10% more staff felt Australian history was very important (58%) than Indigenous history (48%) in 2014.

This gap has narrowed to 5% in 2016 (61% vs 56%).

1

1

1

1

9

6

7

5

3

2

47

42

44

38

39

36

43

51

48

56

58

61

0 25 50 75 100

2014

2016

2014

2016

2014

2016

Not important at all Fairly unimportant Fairly Important Very important

Q. How important is it that all Australians know about the following topics?


4

3

1

13

11

5

50

48

39

34

37

55

0 25 50 75 100

Importance of knowingabout Aboriginal andTorres Strait Islander

cultures

Importance of knowingabout the history of

Aboriginal and TorresStrait Islander people in

Australia

Importance of knowingabout the history of

Australia


_____________________________


37

RAP employees are more likely than the general public to be proud of Australia’s Indigenous cultures and to see the cultures

as important to Australia’s national identity.

Furthermore, there has been an improvement since 2014, with more employees now agreeing with those statements.

Q. As an Australian, or as someone living in Australia, please indicate your level of agreement with the following statements

1

1

1

1

1

4

3

2

2

2

2

18

25

21

7

10

8

36

42

42

34

42

39

41

29

35

57

45

50

0 25 50 75 100

2012

2014

2016

2012

2014

2016



2

2

5

4

33

18

39

46

21

31

0 25 50 75 100

I feel proud of our Aboriginal andTorres Strait Islander cultures

Aboriginal and Torres StraitIslander cultures are important to

Australia's identity as a nation


_____________________________


38

RAP employees (85%) remain more likely than the general public (69%) to feel proud of Australia’s multiculturalism.

Conversely, similar percentages of RAP employees and the general public continue to agree they are proud of Australia’s

British and European cultures.


1

1

1

1

5

6

2

2

31

30

13

12

44

44

47

46

19

20

37

39

0 25 50 75 100

2014

2016

2014

2016



2

3

6

7

29

21

43

42

21

27

0 25 50 75 100

I feel proud of ourBritish/European

cultures

I feel proud of ourmulticulturalism


_____________________________

39

71

77

63 64

84 85

20

30

40

50

60

70

80

90

100

2014 2016

% A

gre

e/S

tro

ngly

agre

e

I feel proud of our Aboriginal and Torres Strait Islander cultures

I feel proud of our British/European cultures

I feel proud of our multiculturalism


RAP Employees:


The percentage of RAP employees who feel proud of our Indigenous cultures (77%) has increased from 2014 (71%).

However, more employees of RAP organisations continue to feel proud of our multiculturalism in general (85%) – in line with

two years ago (84%).


_____________________________


40

RAP employees (85%) are still more likely than the general public (73%) to agree that Indigenous Australians hold a unique

place as the first Australians (73%).

Furthermore, there has been a solid increase in the numbers of staff who strongly agree with this sentiment, since 2014.


24

3

13

11

34

31

48

54

0 25 50 75 100

2014

2016



2 4 20 39 34

0 25 50 75 100

Aboriginal and TorresStrait Islander people

hold a unique place asthe first Australians?


_____________________________

Inclusive workplaces

41

RAP employees are more likely than the general public to feel they always have the right and the opportunity to raise their

issues at work, if they are unhappy about something.

However, there has been a decrease in both these sentiments since 2014.

3

4

3

5

32

43

29

39

65

53

68

56

0 25 50 75 100

2014

2016

2014

2016

No, never Only sometimes Yes, always

Q. If you feel unhappy about something at work, do you feel you have the right to raise your issues?

Q. If you feel unhappy about something at work, do you feel you have the opportunity to raise your issues?

RAP employees

13

11

42

37

45

51

0 25 50 75 100

Feel you have theopportunity to raise

your issues at work?

Feel you have theright to raise yourissues at work?

General community


_____________________________

Historical acceptance

42 Q. Do you accept or not accept the following as facts about Australia’s past?


14

9

11

9

12

29

33

25

24

21

57

58

64

67

68

0 25 50 75 100

Australia was owned by Aboriginal and TorresStrait Islander communities at the time of

colonisation in 1770

Government policy in the 1900s dictatedwhere Aboriginal and Torres Strait Islander

Australians could live and be employed

Aboriginal and Torres Strait IslanderAustralians were subject to mass killings,

incarceration, forced removal from land andrestricted movement throughout the 1800s

Aboriginal and Torres Strait Islander peopledid not have full voting rights throughout

Australia until the 1960s

Government policy enabled Aboriginalchildren to be removed from their families

without permission until the 1970s

8

7

8

7

9

19

19

13

13

10

74

74

79

80

81

0 25 50 75 100

RAP employees are more likely than the general public to accept as facts, many of the consequences of European settlement

and government policy for Indigenous people in Australia.

However, both groups are least likely to accept that Australia was owned by Indigenous people, prior to colonisation.


_____________________________


43

RAP employees remain more likely than the general public to feel it is very important for all Australians to learn more about

the past issues and consequences of European settlement and government policy for Indigenous people in Australia.

Furthermore, there has been a strong increase in the numbers of staff who feel it’s very important (58%), since 2014 (49%).

Q. In your opinion, is it important or not important for all Australians to learn more about the past issues of European settlement and government policy for Aboriginal

and Torres Strait Islander people?

RAP employees

2

2

8

7

41

34

49

58

0 25 50 75 100

2014

2016


General community

3 10 44 43

0 25 50 75 100

Is it important or notimportant for all

Australians to learn moreabout the past issues of

European settlement andgovernment policy forAboriginal and TorresStrait Islander people?


_____________________________


44

The majority of both RAP employees (62%) and the general public (61%) continue to feel there should be forgiveness for the

past issues of European settlement and government policy and all Australians should now move on.

However, more staff now feel the wrongs of the past must be rectified first (33%), than in 2014 (27%).

Q. In terms of the history of European settlement in Australia, which of the following statements do you most agree with?


3

3

2

1

27

33

68

62

0 25 50 75 100

2014

2016

The wrongs of the past can never be forgiven

I don't believe there have been any wrongs of the past

The wrongs of the past must be rectified before all Australians can move on

There should be forgiveness for the wrongs of the past and all Australians should now move on

6 5 28 61

0 25 50 75 100


45

Workplace practices, RAP outcomes & Employee satisfaction


_____________________________

2 9 15 49 26

0 25 50 75 100

Very dissatisfied Dissatisfied Neither satisfied nor dissatisfied Satisfied Very satisfied

Organisational practices and RAP outcomes

46

Most RAP employees (75%) are satisfied with their current job.

Senior execs (51%) and entry level employees (32%) are most likely to be very satisfied, compared to other staff levels.

Q. Overall, are you satisfied or dissatisfied with your current job?

RAP employees

3

2

2

2

1

10

8

7

5

2

17

13

11

13

8

48

53

52

48

38

23

24

29

32

51

0 25 50 75 100

Employee (Non-managerial)

Deputy managerial (e.g.Assistant/Trainee manager)

Managerial (e.g. Line manager,Dept manager)

Entry level (e.g. apprenticeship,graduate intake, internship)

Senior executive (e.g. C-level, boardlevel)


_____________________________

14

13

11

4

5

3

20

21

20

8

9

8

34

34

34

28

32

29

33

32

35

59

54

60

0 25 50 75 100

2012

2014

2016

2012

2014

2016

I would feel very uncomfortable doing this I would feel slightly uncomfortable doing this

I would feel comfortable doing this I would feel very comfortable doing this


47

There has been slight increase since 2014 in the percentage of RAP employees that would feel comfortable personally

delivering an Acknowledgement of Country. Similarly, more RAP employees (60%) would feel very comfortable being

present at such an event, compared with 2014 (54%).

Q. How comfortable would you feel about taking part in an Acknowledgement of Country in the following ways?

RAP employees

Being present at an event containing an Acknowledgement of Country:

Personally delivering an Acknowledgement of Country:


_____________________________

14

13

11

4

5

3

20

21

20

8

9

8

34

34

34

28

32

29

33

32

35

59

54

60

0 25 50 75 100

2012

2014

2016

2012

2014

2016

I would feel very uncomfortable doing this I would feel slightly uncomfortable doing this

I would feel comfortable doing this I would feel very comfortable doing this


48

There has been slight increase since 2014 in the percentage of RAP employees that would feel comfortable personally

delivering an Acknowledgement of Country. Similarly, more RAP employees (60%) would feel very comfortable being

present at such an event, compared with 2014 (54%).

Q. How comfortable would you feel about taking part in an Acknowledgement of Country in the following ways?

RAP employees

Being present at an event containing an Acknowledgement of Country:

Personally delivering an Acknowledgement of Country:


_____________________________


49

There has been a solid increase since 2014 in the percentage of RAP employees that have participated in various

reconciliation activities at their current organisation. Most notably, more RAP employees (62%) have received cultural

awareness training, than in 2014 (47%).

78

47

37

24

7

14

15

17

16

39

47

59

0 25 50 75 100

No Yes, but not organised by my current organisation Yes, organised by my current organisation


65

58

34

76

37

26

17

12

11

26

7

14

12

16

23

30

40

17

48

62

67

0 25 50 75 100

Worked with an Aboriginal or TorresStrait Islander business supplier

Attended an event or gatheringspecifically to meet with your

Indigenous colleagues

Engaged with people from a localAboriginal or Torres Strait Islander

community

Personally delivered a Welcome toCountry or an Acknowledgement of

Country

Attended an event to celebrateNational Reconciliation Week or

NAIDOC week

Received Cultural AwarenessTraining

Been present at an event containinga Welcome to Country or an

Acknowledgement of Country

RAP employeesRAP employees – 2014


_____________________________


50

There has been a strong increase since 2012 in the percentage of RAP employees that have received cultural awareness

training and/or attended an NRW or NAIDOC week event, with their current organisation.

46

47

37

37

37

26

14

14

14

12

15

12

42

39

48

52

47

62

0 25 50 75 100

2012

2014

2016

2012

2014

2016



RAP employees

Received Cultural Awareness Training:

Attended an event to celebrate NRW or NAIDOC week:


_____________________________


51

There has been a strong increase since 2012 in the percentage of RAP employees that have been present at an event with a

Welcome to Country or an Acknowledgement of Country, at their current organisation. However, most staff have still never

personally delivered such an address.

82

78

76

26

24

17

5

7

7

23

17

16

14

16

17

60

59

67

0 25 50 75 100

2012

2014

2016

2012

2014

2016



RAP employees

Been present at an event containing a Welcome to Country or an Acknowledgement of Country:

Personally delivered a Welcome to Country or an Acknowledgement of Country:


_____________________________

26 3 9 62

0 25 50 75 100

Don't know No cultural awareness training at all Only for some staff Yes for all staff

54 26 20

0 25 50 75 100

Face-to-face (e.g. seminars/workshops) Documented (e.g. brochures, intranet) Combination of face-to-face and documents


52

Most RAP employees (62%) say their organisation conducts cultural awareness training for all staff. However, one in four

(26%) of staff at organisations with a RAP ‘don’t know’ if this is the case or not.

Most staff who’ve undertaken cultural awareness training did so in face-to-face seminars or workshops (54%).

RAP employees

Employees who’ve undertaken Cultural Awareness Training by current organisation:

Q. Does your organisation provide Cultural Awareness Training about Aboriginal and Torres Strait Islander people/communities for all staff or not?

Q. How was your Cultural Awareness Training about Aboriginal and Torres Strait Islander people/communities conducted?


_____________________________


53

There has been a slight increase since 2014 in the percentage of RAP employees who agree they learnt something from

being present at a Welcome to Country or an Acknowledgement of Country, or that they enjoyed it, or that they felt more

positively towards Indigenous people and cultures after attending such an event.

Q. Present at event containing a Welcome to Country or an Acknowledgement of Country organised by your current organisation?

2

2

2

10

8

4

30

38

28

37

31

40

20

21

27

0 25 50 75 100


RAP employees – 2014 RAP employees

Employees who’ve been Present at Welcome/Acknowledgement event arranged by current organisation:

2

2

1

9

7

3

30

37

25

35

31

40

23

24

30

0 25 50 75 100

I learnt something fromthis activity

I felt more positivelyabout Aboriginal &

Torres Strait Islanderpeople and cultures after

this activity

I enjoyed participating inthis activity


_____________________________

54

77

6771

64

57 5859

5254

20

30

40

50

60

70

80

90

100

2012 2014 2016

% A

gre

e/S

tro

ngly

agre

e

I enjoyed participating in this activity

I learnt something from this activity

I felt more positively about Aboriginal and Torres Strait Islander people and cultures afterthis activity


Employees who’ve been Present at Welcome/Acknowledgement event arranged by current organisation:

Q. Present at event containing a Welcome to Country or an Acknowledgement of Country organised by your current organisation? Yes

More RAP employees continue to agree they enjoyed being present at a Welcome to Country or an Acknowledgement of

Country, than say they learnt something from it, or that they felt more positively towards Indigenous people and cultures after

attending such an event. This trend has remained uniform since 2012.

.


_____________________________


55


cultural awareness training, or that they enjoyed it, or that they felt more positively towards Indigenous people and cultures

after training.

Q. Cultural Awareness Training which was organised by your current organisation?

2

2

2

7

4

5

33

19

12

31

40

45

26

35

36

0 25 50 75 100



Employees who’ve undertaken Cultural Awareness Training arranged by current organisation:

1

1

1

5

3

4

30

15

10

33

42

46

30

39

39

0 25 50 75 100


Torres Strait Islanderpeople and cultures

after this activity

I enjoyed participatingin this activity



_____________________________

56

90

818586

75

81

73

58

64

20

30

40

50

60

70

80

90

100

2012 2014 2016

% A

gre

e/S

tro

ngly

agre

e





Employees who’ve undertaken Cultural Awareness Training arranged by current organisation:

Q. Cultural Awareness Training which was organised by your current organisation? Yes

More RAP employees continue to agree they learnt something from cultural awareness training, than say they enjoyed it, or

felt more positively towards Indigenous people and cultures after training. This trend has remained uniform since 2012.

.


_____________________________


57


celebrating a National Reconciliation Week or NAIDOC week event. However, there has been no change in the numbers

who enjoyed it, or felt more positively towards Indigenous people and cultures after celebrating one or both of these events.

Q. Attended a National Reconciliation week or NAIDOC week event which was organised by your organisation?

1

1

1

4

4

1

27

16

10

38

47

48

31

32

41

0 25 50 75 100



Employees who’ve celebrated NRW or NAIDOC week event arranged by current organisation:

3

4

1

27

14

9

38

47

48

32

35

41

0 25 50 75 100


Torres Strait Islanderpeople and cultures

after this activity




_____________________________

58

93

88 89

85

7981

75

69 70

20

30

40

50

60

70

80

90

100

2012 2014 2016

% A

gre

e/S

tro

ngly

agre

e





Q. Attended a National Reconciliation week or NAIDOC week event which was organised by your organisation? Yes

More RAP employees continue to agree they enjoyed attending an NRW or NAIDOC week celebration at their organisation,

than say they learnt something from it, or that they felt more positively towards Indigenous people and cultures after attending

such an event. This trend has remained uniform since 2012.

Employees who’ve celebrated NRW or NAIDOC week event arranged by current organisation:


_____________________________


59


personally delivering a Welcome to Country or an Acknowledgement of Country, or that they enjoyed it, or that they felt more

positively towards Indigenous people and cultures after doing so.

Q. Personally delivered Welcome to Country or an Acknowledgement of Country organised by your current organisation?

1

2

1

5

4

2

29

32

16

34

31

40

30

32

41

0 25 50 75 100



Employees who’ve Personally delivered Welcome/Acknowledgement arranged by current organisation:

1

1

1

5

4

1

26

31

15

35

30

38

33

35

44

0 25 50 75 100


I felt more positivelyabout Aboriginal & TorresStrait Islander people andcultures after this activity



_____________________________

60

7164 6868

6365

87

81 82

20

30

40

50

60

70

80

90

100

2012 2014 2016

% A

gre

e/S

tro

ngly

agre

e





Q. Personally delivered Welcome to Country or an Acknowledgement of Country organised by your current organisation? Yes

More RAP employees continue to agree they enjoyed personally delivering a Welcome to Country or an Acknowledgement of

Country at their organisation, than say they learnt something from it, or that they felt more positively towards Indigenous

people and cultures after doing so. This trend has remained uniform since 2012.

Employees who’ve Personally delivered Welcome/Acknowledgement arranged by current organisation:


_____________________________


61

More RAP employees agree they enjoyed engaging with a local Indigenous community with their organisation, than say they

learnt something from it, or that they felt more positively towards Indigenous people and cultures after doing so.

Q. Engaged with people from a local Aboriginal or Torres Strait Islander community, organised by your current organisation?

RAP employees

Employees who’ve Engaged with people from a local Indigenous community arranged by current organisation:

13

2

1

23

15

12

38

43

45

35

39

42

0 25 50 75 100

I felt more positively about Aboriginaland Torres Strait Islander people and

cultures after this activity





_____________________________


62

More RAP employees agree they enjoyed meeting with Indigenous colleagues at a specific event arranged by their

organisation, than say they learnt something from it, or that they felt more positively towards Indigenous people and cultures

after doing so.

Q. Attended an event or gathering specifically to meet with your Aboriginal or Torres Strait Islander colleagues, organised by your current organisation?

RAP employees

Employees who’ve Attended an event to meet with Indigenous colleagues arranged by current organisation:

2

2

1

21

13

9

39

45

46

37

41

44

0 25 50 75 100







_____________________________


63

More RAP employees agree they enjoyed working with an Indigenous business supplier at their organisation, than say they

learnt something from it, or that they felt more positively towards Indigenous people and cultures after doing so.

Q. Worked with an Aboriginal or Torres Strait Islander business supplier, organised by your current organisation?

RAP employees

Employees who’ve Worked with an Indigenous business supplier arranged by current organisation:

1

1

4

3

2

31

26

23

35

39

42

30

31

34

0 25 50 75 100







_____________________________


64

Business Actions: Employee awareness of reconciliation business actions undertaken by their organisation has mostly

improved since 2014, particularly in terms of recruitment. However, there has been no growth in awareness of contracting

Indigenous business suppliers.

4

5

3

58

34

35

39

62

62

0 25 50 75 100

My organisation doesn't do this I'm not sure if my organisation does this My organisation does this

Q. Are you aware if your organisation is taking any of the following actions? – Business actions

RAP employees – 2014

3

3

2

58

30

30

39

66

68

0 25 50 75 100

Committing to contractingAboriginal and Torres

Strait Islanderbusinesses, when all

other tender conditions…

Providing opportunitiesfor employees to learnmore about Aboriginal

and Torres Strait Islandercultures

Specifically trying torecruit more Aboriginal

and Torres Strait Islanderpeople as staff

RAP employees


_____________________________

65

7768

71

6266

46

39 39

0

10

20

30

40

50

60

70

80

90

100

2012 2014 2016

% Y

es m

y o

rga

nis

ation

do

es th

is

Specifically trying to recruit more Aboriginal and Torres Strait Islander people as staff

Providing opportunities for employees to learn more about Indigenous cultures

Committing to contracting Indigenous businesses, as part of a supplier diversity strategy


More RAP employees continue to see their organisation is trying to recruit Indigenous staff, than undertaking other business

actions. In particular, awareness of committing to contracting Indigenous business suppliers remains relatively low.

Employees aware of business actions undertaken by current organisation:

Q. Are you aware if your organisation is taking any of the following actions? – Business actions


_____________________________


66

Workplace Actions: Employee awareness of reconciliation workplace actions undertaken by their organisation has

improved since 2014, particularly in terms of acknowledging the traditional owners of the land.

3

2

20

17

77

81

0 25 50 75 100


Q. Are you aware if your organisation is taking any of the following actions? – Workplace actions


2

1

14

10

85

88

0 25 50 75 100

Acknowledging theTraditional Owners of the

land

Promoting andcelebrating NationalReconciliation Week

and/or NAIDOC Weekwithin the workplace

RAP employees


_____________________________

67

7781

88

67

77

85

0

10

20

30

40

50

60

70

80

90

100

2012 2014 2016

% Y

es m

y o

rga

nis

ation

do

es th

is

Promoting and celebrating NRW and/or NAIDOC Week within the workplace

Acknowledging the Traditional Owners of the land


More RAP employees continue to see their organisation is promoting NRW and NAIDOC celebrations for staff, than

undertaking Acknowledgement of Country. However, the gap in awareness levels has narrowed since 2012.

Employees aware of workplace actions undertaken by current organisation:

Q. Are you aware if your organisation is taking any of the following actions? – Workplace actions


_____________________________


68

Community Actions: Employee awareness of reconciliation community actions undertaken by their organisation has

increased in terms of providing opportunities for Indigenous people to extend their education, since 2014.

However, there has been a decrease in the staff awareness of Indigenous partnerships.

2

2

28

36

70

62

0 25 50 75 100


Q. Are you aware if your organisation is taking any of the following actions? – Community actions


2

2

34

30

64

68

0 25 50 75 100

Partnering with Aboriginaland Torres Strait Islander

organisations orcommunities

Providing opportunitiesfor Aboriginal and TorresStrait Islander people toextend their educationthrough scholarship,

traineeships and workplacements

RAP employees


_____________________________

69

77

62

6872

70

64

0

10

20

30

40

50

60

70

80

90

100

2012 2014 2016

% Y

es m

y o

rga

nis

ation

do

es th

is

Providing opportunities for Indigenous people to extend their education

Partnering with Aboriginal and Torres Strait Islander organisations or communities


RAP employee awareness levels of their organisation undertaking community reconciliation actions have been inconsistent

since 2012.

Employees aware of community actions undertaken by current organisation:

Q. Are you aware if your organisation is taking any of the following actions? – Community actions


_____________________________


70

There has been a solid increase since 2014 in the percentage of RAP employees who strongly support reconciliation

business actions. Most notably, 43% strongly support committing to contracting Indigenous business suppliers, up from

37% two years ago.

Q. And would you support or oppose your organisation taking the following actions? – Business actions

2

2

1

4

4

1

22

21

15

35

34

37

37

39

46

0 25 50 75 100

Strongly oppose Oppose Neither support nor oppose Support Strongly support

RAP employees 2014 RAP employees

Support for business actions taken by current organisation:

1

1

3

3

1

19

18

10

34

33

37

43

44

51

0 25 50 75 100

Committing to contractingAboriginal and Torres Strait

Islander businesses, when allother tender conditions areequal, as part of a supplier…

Specifically trying to recruitmore Aboriginal and Torres

Strait Islander people as staff

Providing opportunities foremployees to learn more about

Aboriginal and Torres StraitIslander cultures


_____________________________

71

91

83

88

81

73

7776

72

77

20

30

40

50

60

70

80

90

100

2012 2014 2016

% S

up

po

rt/S

tron

gly

su

pp

ort

Providing opportunities for employees to learn more about Indigenous cultures

Specifically trying to recruit more Aboriginal and Torres Strait Islander people as staff

Committing to contracting Indigenous businesses, as part of a supplier diversity strategy


More RAP employees continue to support their organisation providing staff with opportunities to learn about Indigenous

cultures, than undertaking other business actions. However, support for contracting Indigenous business suppliers has

improved to be in line with Indigenous recruitment policies (both 77% support).

Q. And would you support or oppose your organisation taking the following actions? – Business actions

Support for business actions taken by current organisation:


_____________________________


72

There has been a solid increase since 2014 in the percentage of RAP employees who strongly support reconciliation

workplace actions.

Q. And would you support or oppose your organisation taking the following actions? – Workplace actions

2

1

4

2

17

14

31

37

45

45

0 25 50 75 100



Support for workplace actions taken by current organisation:

1

2

1

3

11

13

37

32

51

51

0 25 50 75 100

Promoting andcelebrating NationalReconciliation Week

and/or NAIDOC Weekwithin the workplace

Acknowledging theTraditional Owners of

the land


_____________________________

73

8582

88

76 76

83

20

30

40

50

60

70

80

90

100

2012 2014 2016

% S

up

po

rt/S

tron

gly

su

pp

ort

Promoting and celebrating NRW and/or NAIDOC Week within the workplace

Acknowledging the Traditional Owners of the land


More RAP employees continue to support their organisation’s efforts promoting NRW and NAIDOC celebrations for staff, than

undertaking Acknowledgement of Country. However, the gap in support levels has narrowed since 2012.

Support for workplace actions taken by current organisation:

Q. And would you support or oppose your organisation taking the following actions? – Workplace actions


_____________________________


74

There has been a slight increase since 2014 in the percentage of RAP employees who strongly support reconciliation

community actions.

Q. And would you support or oppose your organisation taking the following actions? – Community actions

1

1

1

14

12

39

37

46

48

0 25 50 75 100



Support for community actions taken by current organisation:

1

1

12

10

38

36

49

52

0 25 50 75 100

Partnering with Aboriginal &Torres Strait Islander

organisations orcommunities

Providing opportunities forAboriginal & Torres StraitIslander people to extendtheir education through

scholarships, traineeshipsand work placements


_____________________________

75

92

858888

8587

20

30

40

50

60

70

80

90

100

2012 2014 2016

% S

up

po

rt/S

tron

gly

su

pp

ort

Providing opportunities for Indigenous people to extend their education

Partnering with Aboriginal and Torres Strait Islander organisations or communities


RAP employee support levels for their organisation undertaking community reconciliation actions have been consistent

since 2012.

Support for community actions taken by current organisation:

Q. And would you support or oppose your organisation taking the following actions? – Community actions


_____________________________

No, 14

No, 28

Yes, 86

Yes, 72

0 25 50 75 100

2012

2014

4

3

51

43

44

54

0 25 50 75 100

2012

2014

Very poor Fairly poor Fairly good Very good


76

There has been a solid increase in the level of RAP employee awareness of Indigenous staff at their current organisation,

compared with 2014. However, there has been little change in the percentage of employees who consider the

relationship between Indigenous and non-Indigenous colleagues is very good.

Q. Are you aware of any Aboriginal and Torres Strait Islander people working in your organisation?

Q. Would you say that the current relationship between Aboriginal and Torres Strait Islander employees and other employees in your organisation is...?


RAP employees aware of Indigenous colleagues:

No, 21 Yes, 79

0 25 50 75 100

Aware of anyAboriginal andTorres Strait

Islander peopleworking in yourorganisation?

2 41 56

0 25 50 75 100

Relationship betweenIndigenous and non-

Indigenous employeesis..?


_____________________________


77

There has been little change in the perception of levels of trust between Indigenous and non-Indigenous employees

since 2014.

1

1

5

5

22

17

45

46

27

31

0 25 50 75 100

Very low Fairly low Don't know Fairly high Very high


RAP employees aware of Indigenous colleagues – 2014 RAP employees

1

1

5

5

21

17

45

47

27

30

0 25 50 75 100

Trust that Aboriginal andTorres Strait Islander

people in my organisationhave for other employees

Trust that non-Indigenouspeople in my organisationhave for Aboriginal andTorres Strait Islander

employees


_____________________________

78

71

77 77

66

72 72

20

30

40

50

60

70

80

90

100

2012 2014 2016

% F

airly

hig

h/V

ery

hig

h tru

st

Trust non-Indigenous people in my organisation have for Indigenous employees

Trust Aboriginal and Torres Strait Islander people in my organisation have for otheremployees


More RAP employees aware of Indigenous colleagues continue to believe there is high trust for Aboriginal and Torres Strait

Islander colleagues among non-Indigenous staff, than believe Indigenous staff hold high trust for other employees.

This gap in perceived trust has remained consistent since 2012.

High trust among Indigenous and non-Indigenous colleagues at current organisation:



_____________________________

1

1

4

4

26

33

24

22

45

40

0 25 50 75 100

Very high prejudice Fairly high prejudice Don't know Fairly low prejudice Very low prejudice

1

1

5

5

27

34

24

22

43

38

0 25 50 75 100

Prejudice that non-Indigenous people in my

organisation have forAboriginal and Torres

Strait Islander employees

Prejudice that Aboriginaland Torres Strait Islanderpeople in my organisationhave for other employees


79

There has been little change in the perception of prejudice between Indigenous and non-Indigenous employees since 2014.

Q. How would you describe the level of prejudice between the following groups of people in your organisation?

RAP employees aware of Indigenous colleagues – 2014 RAP employees


_____________________________

80

64

6967

6062

60

20

30

40

50

60

70

80

90

100

2012 2014 2016

% F

airly

low

/Ve

ry lo

w p

reju

dic

e

Prejudice non-Indigenous people in my organisation have for Indigenous employees

Prejudice Aboriginal and Torres Strait Islander people in my organisation have for otheremployees


More RAP employees aware of Indigenous colleagues continue to believe there is low prejudice for Aboriginal and Torres

Strait Islander colleagues among non-Indigenous staff, than believe Indigenous staff hold low prejudice for other employees.

This gap in perceived prejudice has remained consistent since 2012.

Low prejudice among Indigenous and non-Indigenous colleagues at current organisation:

Q. How would you describe the level of prejudice between the following groups of people in your organisation?


_____________________________

33 14 52

0 25 50 75 100

2014

I have no idea of RAP impact on this Negative impact on this Made no difference to this Positive impact on this


81

There has been little change in the level of RAP employee awareness of their organisation having a Reconciliation Action

Plan, since 2014.

However, there has been a solid increase among those who are aware and feel the RAP has had a positive impact on

employment opportunities for Indigenous people (52% up to 59%).

Don't know, 48

No, 35

No, 2

Yes, 65

Yes, 50

0 25 50 75 100

2012

2014


RAP employees aware of RAP:

Don't know, 50

No, 1 Yes, 49

0 25 50 75 100

Does yourorganisation

have aReconciliation

Action Plan(RAP) in place

or not?

30 11

RAP has had a positive impact on this , 59

0 25 50 75 100

Providingemployment

opportunities forIndigenous

people in yourorganisation

Q. Does your organisation have a Reconciliation Action Plan (RAP) in place or not? (2012:Were you aware that your organisation has a Reconciliation Action Plan?)

Q. What impact do you think your organisation’s RAP has made to the following…? (Note: not asked in 2012)


_____________________________

36

34

33

18

24

33

23

17

21

15

29

15

14

12

46

45

52

53

61

52

65

0 25 50 75 100

I have no idea of RAP impact on this Negative impact on this Made no difference to this Positive impact on this


82

The majority of those who are aware of their organisation’s Reconciliation Action Plan continue to feel the RAP has had a

positive impact on most reconciliation objectives, particularly regarding shared celebrations of Indigenous events.

However, there has been a slight fall in perceived impact regarding clear leadership from senior managers.


RAP employees aware of RAP – 2014

35

32

33

17

25

30

21

16

17

15

25

15

11

11

49

51

52

58

59

59

68

0 25 50 75 100

Reducing prejudice against Aboriginal and TorresStrait Islander people

Improving understanding of Indigenous peoplescustoms (e.g. attendance at extended family…

Building relationships with your local Indigenouscommunity

Your knowledge of Aboriginal and Torres StraitIslander people and cultures

Clear leadership from your senior manager(s)towards reconciliation

Providing employment opportunities forIndigenous people in your organisation

Shared celebration of National ReconciliationWeek and/or NAIDOC week

RAP employees


_____________________________

83

45

5153

58

52

59

20

30

40

50

60

70

80

2014 2016

% P

ositiv

e im

pa

ct o

n th

is

Improving understanding of Aboriginal and Torres Strait Islander peoples customs (e.g.attendance at extended family funerals)Your knowledge of Aboriginal and Torres Strait Islander people and cultures

Providing employment opportunities for Aboriginal and Torres Strait Islander people in yourorganisation


More RAP employees now feel their organisation’s RAP has had a positive effect on the following reconciliation objectives,

compared with 2014. Most notably, 59% see a positive impact on providing employment opportunities for Indigenous people,

up from 52% two years ago.

Employees aware of RAP and see positive impact of RAP on reconciliation objectives:



_____________________________

2

3

34

30

64

67

0 25 50 75 100

2012

2014

My organisation provides too many opportunities for me to engage

I would like my organisation to provide more opportunities for me to engage

My organisation provides an appropriate amount of opportunities to engage


84

There has been little change since 2012 in the percentage of RAP employees who would like more or less opportunities to

engage with Indigenous people and cultures, with the majority (63%) continuing to feel there is already an appropriate

structure in place. However, more staff (35%) would now like more opportunities, than two years ago (30%).

Q. Do you feel that your organisation provides you with enough opportunities to engage with Aboriginal and Torres Strait Islander people and cultures?


2 35 63

0 25 50 75 100

Does your organisationprovide you enough

opportunities to engage withAboriginal and Torres Strait

Islander people and cultures?


_____________________________


85

There has been a decrease since 2014 in the level of RAP employees who strongly agree their organisation is following a

diversity strategy with an effective employment equality approach.


3

4

10

11

13

8

46

46

28

31

0 25 50 75 100

Strongly disagree Disagree Don't know Agree Strongly agree


Employee perceptions of employment equality at current organisation:

5

6

11

13

12

9

49

47

23

25

0 25 50 75 100

Job vacancies areadvertised widely to attract

a diverse applicant pool

Individuals from allbackgrounds have the

same chance of promotion


_____________________________


86

There has been a decrease since 2014 in the level of RAP employees who strongly agree their organisation is following a

diversity strategy with an effective management commitment and approach.


2

3

5

6

7

4

45

45

41

43

0 25 50 75 100



Employee perceptions of diversity commitment/management support at current organisation:

4

3

3

8

6

7

4

9

4

51

50

49

33

33

36

0 25 50 75 100

My immediate manageris good at listening to all

views

My immediate managervalues differences in

people

My immediate managertreats everyone fairly


_____________________________


87

There has been a decrease since 2014 in the level of RAP employees who strongly agree they can be true to their culture or

beliefs at their organisation.

In terms of career progression, most staff agree they have control, opportunities and feel appreciated at work. However, it is

notable that less than 1 in 5 people strongly agree with those premises.


3 9 5 54 28

0 25 50 75 100



Employee perceptions of inclusive workplace and career opportunities at current organisation:

8

9

9

5

23

17

20

11

4

6

5

5

50

51

49

55

15

17

18

24

0 25 50 75 100

I feel in control of mycareer

I feel appreciated by myorganisation

I feel I have theopportunity to progress

my career

I feel I can really be trueto my culture or

personal beliefs at work


_____________________________

88

9088

85

86 8683

8077

7279

74

20

30

40

50

60

70

80

90

100

2012 2014 2016

% A

gre

e/S

tro

ngly

agre

e

My immediate manager treats everyone fairly

My immediate manager values differences in people

Individuals from all backgrounds have the same chance of promotion

Job vacancies are advertised widely to attract a diverse applicantpool


There has been a steady decrease since 2012 in the level of RAP employees who agree their organisation is following a

diversity strategy with an effective employment equality approach. This is particularly notable in terms of individuals from all

backgrounds having the same chances of promotion, which has dropped from 80% agreement to 72%.

Employee evaluations of current organisation:



_____________________________

7

7

7

6

5

5

15

16

19

15

15

10

23

12

6

9

5

5

42

51

53

53

58

49

13

14

16

17

18

32

0 25 50 75 100

Dispute resolution (e.g. dealing withemployee arguments, racism etc)

Recruitment (e.g. candidate interview,screening and selection)

Career development (e.g. skills training,secondments, promotion opportunities etc)

HR induction and support (e.g. welcome andintroduction to company, employee rights

etc)

Workplace support (e.g. mentoring, day-to-day advice etc)

Workplace flexibility (e.g. childcare services,unpaid leave, working from home etc)

Very bad Bad Don’t know Good Very good


89

The majority of RAP employees see their organisation is performing well in terms of key workplace processes, particularly

regarding workplace flexibility, support and HR.

However, it is notable that career development is the area where staff most widely rate the performance as bad (26%).

Q. In your experience, how would you rate your organisation on the following company practices?

RAP employees

Employee perceptions of workplace processes at current organisation:


_____________________________


90

The majority of RAP employees (81%) say it is important for Indigenous cultural diversity to be visible in the workplace.

However, despite this only 70% also say Indigenous culture actually is visible at their current workplace, including only

31% who say it is very visible.

Q. In your experience, is cultural diversity visible in your current workplace (e.g. artworks, artefacts, events, catering etc)?

Q. And in your experience, is it important or not to make cultural diversity visible in a workplace?

RAP employees

5

5

14

13

42

40

39

41

0 25 50 75 100

Important multi-cultural diversity isvisible?

Important Indigenous cultural diversityis visible?

Not important at all Not very important Somewhat important Very important

8

9

23

21

41

39

28

31

0 25 50 75 100

Multi-cultural diversity visible?

Indigenous cultural diversity visible?

Not visible at all Not very visible Somewhat visible Very visible

Appendix

91

Sample characteristics


_______________________________

Government Organisations # in sample

Legal Aid, Victoria 199

City of Melbourne 521

Regional NSW Council (name withheld) 102

Dept of Primary Industries and Regions,

SA (PIRSA)92

National Health and Medical Research

Council80

National Disability Insurance Agency

(NDIS)568

Dept of Environment 362

Dept of Defence 398

Dept of Prime Minister and Cabinet 369

Dept of Health 844

Dept of Human Services 7074

Dept of Agriculture and Water 853

Participating organisations:

92

Not-for-Profit Organisations # in sample

Australian Drug Foundation 51

Gowrie SA 36

ReachOut Australia 25

Fred Hollows Foundation 90

Lifestart 73

Benevolent Society 280

Northcott Disability Services 30

Walter and Eliza Hall Institute 372

Association of Independent Schools, SA 25

UnitingCare West 131

Reconciliation Australia 41

RAP organisations total sample size: 18,385

Please note, percentages have been rounded and may not equal 100%


_______________________________


93

Corporate Organisations # in sample

UGL Limited 567

WSP Parsons Brinkerhoff 487

Pritchard Francis 43

Crown Resorts Ltd 171

Energy Australia 113


Please note, percentages have been rounded and may not equal

100%

Corporate Organisations # in sample

NAB 104

CBA 167

Westpac 1424

ANZ 67

Insurance Australia Group (IAG) 74

Gilbert & Tobin Lawyers 131

Herbert Smith Freehills 36

KPMG 280

PwC 311

Sodexo 115

Compass Group Australia 175

Woodside 149

Richmond Football Club (AFL) 75

The NRL 132

Education Organisations # in sample

Edith Cowan University 454

University of Southern Queensland 419

Swinburne University 275

Total RAP organisation employees 18,385


_______________________________


94

Sample characteristic % of sample # in sample

Male37% 6864

Female62% 11,439

Other0% 82

16 to 17 years old0% 5

18 to 2914% 2535

30 to 3926% 4716

40 to 4930% 5462

50 to 5924% 4502

60 to 696% 1111

70+0% 54


Please note, percentages have been rounded and may not

equal 100%


NSW26% 4818

ACT16% 2896

VIC22% 4058

QLD15% 2781

WA10% 1888

SA6% 1193

NT2% 294

TAS2% 457

Capital city69% 12,679

Major regional city14% 2529

Regional town9% 1712

Rural town6% 1096

Remote town or community2% 369


_______________________________


95


Current title/position:

Senior executive (e.g. C-

level, board level, VP, GM,

Area Divisional manager, MD,

ADF Star-ranked officer) 3% 486

Managerial (e.g. Line

manager, Dept manager,

Director, ADF LTCOL(E) or

COL (E)) 22% 4095

Deputy managerial (e.g.

Assistant/Trainee manager,

ADF SGT(E) to MAJ(E)) 11% 2055

Employee (Non-managerial,

ADF PTE(E) to CPL(E)) 61% 11,259

Entry level (e.g.

apprenticeship, graduate

intake, internship, student

placement, ADF recruit or

IET) 3% 490




Working full-time

82% 15,155

Working part-time

18% 3230

How long worked at current organisation (tenure):

Less than 6 months 10% 1807

7-12 months 8% 1470

13 months - 2 years 9% 1717

2+ years - 5 years 16% 3021

More than 5 years 56% 10,370


_______________________________


96


Working full-time82% 15155

Working part-time18% 3230

Born in Australia75% 13781

Not born in Australia25% 4604

Non-Indigenous95% 17421

Australian Aboriginal/ Torres

Strait Islander 5% 964




Cultural background (non-Indigenous):

British or Irish 56% 9765

European 19% 3374

Asian 8% 1431

Middle Eastern 1% 171

African 1% 148

Pacific Islander 1% 135

Central or South American 1% 123

Mixed cultures/other 13% 2274

POLITY PTY. LTD.RESEARCH & CONSULTING

______________________________________________________________________

Polityresearch.com.au Surry Hills; NSW 2010

ABN: 93 169 495 130

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