aboriginal and torres strait islander cultural capability ... · the department of communities,...

Department of Communities, Disability Services and Seniors

Aboriginal and Torres Strait Islander Cultural Capability Action Plan 2019-22

Acknowledgement of Traditional OwnersWe acknowledge Aboriginal peoples and Torres Strait Islander peoples as the Traditional Owners and Custodians of this Country.We recognise their continuing connection to land, sea and community.We pay our respects to them, their cultures, and to their Elders, past, present and emerging.

2 DCDSS Cultural Capability Action Plan

Message from the Director-GeneralI am pleased to present the Aboriginal and Torres Strait Islander Cultural Capability Action Plan 2019-2022.

This plan continues the important work already commenced within the department and documents our ongoing commitment to growing our cultural capability towards being able to better support Aboriginal peoples and Torres Strait Islander peoples and to engage genuinely with communities.

By getting involved and contributing to the actions in this plan, you will be contributing to the growth of the department’s capability to enable more culturally responsive services and an inclusive working environment. Our cultural capability with regard to Australia’s First Peoples is fundamental to achieving both our objective of improving the wellbeing of individuals across Queensland and our vision for thriving communities.

I recognise and respect the continuing culture and contribution that Aboriginal peoples and Torres Strait Islander peoples make to the life of Australia. I encourage you to take every opportunity to increase your own cultural capability and to reflect on what you can do to contribute towards helping the department in co-creating a future that celebrates equity, diversity and inclusion.

Clare O’Connor Director-General Department of Communities, Disability Services and Seniors

DCDSS Cultural Capability Action Plan 3

Aboriginal and Torres Strait Islander employeesThe Department of Communities, Disability Services and Seniors is committed to reaching a target of three per cent of employees who identify as being of Aboriginal and/or Torres Strait Islander descent by 2022.

This plan includes actions designed to reach that target and to make the Department an employer of choice for Aboriginal and Torres Strait Islander peoples.

The Department of Communities, Disability Services and Seniors will continue to work with Department of Aboriginal and Torres Strait Islander Partnerships to progress Aboriginal and Torres Strait Islander career pathways.

The employee data included here shows the number of employees identifying as being of Aboriginal and /or Torres Strait Islander descent.

About the artworkThe artwork designed for the Department of Communities, Disability Services and Seniors by Aboriginal designer Leigh Harris of Ingeous Studios is a contemporary design which depicts Aboriginal and Torres Strait Islander communities and the wider Queensland community joining together to work towards a shared future.

52Number of Indigenous employees

2.20%Percentage of Indigenous employees

86.62%Census return rate

Aboriginal and Torres Strait Islander indicators

* Data sourced from Minimum Obligatory Human Resource Information (MOHRI) as at 31 March 2019

Monitoring and reportingReports will continue to be prepared and submitted to the whole of government Cultural Agency Leaders Committee and the Department of Aboriginal and Torres Strait Islander Partnerships every six months.

Aboriginal and Torres Strait Islander Communities

Broader Queensland Community

Introduction The Aboriginal and Torres Strait Islander Cultural Capability Action Plan 2019–2022 is integral to assisting the Department of Communities, Disability Services and Seniors achieving its vision of thriving Queensland communities, where people of all ages, backgrounds and abilities can participate, are included and resilient, and enjoy high levels of social and economic wellbeing.

The department is committed to ensure our staff are enabled to integrate an understanding of Aboriginal and Torres Strait Islander cultures and histories into work practices as part of providing responsive services and support.

Our plan is aligned with the Queensland Government Aboriginal and Torres Strait Islander Cultural Capability Framework, which provides strategic direction for Queensland Government agencies’ cultural capability planning. The framework’s strategic vision is to provide efficient, effective and responsive services to Aboriginal and Torres Strait Islander peoples by ensuring their perspectives are an inherent part of core business across all agencies, underpinned by five principles:

• Valuing culture

• Leadership and accountability

• Building cultural capability to improve economic participation

• Engagement with Aboriginal and Torres Strait Islander peoples and businesses

• Culturally responsive systems and services.

The department’s plan also incorporates elements of Reconciliation Australia’s RAP Framework to demonstrate the department’s organisational maturity matrix as a journey from Reflect (scoping), to Innovate (implement) and Stretch (embed)

4 DCDSS Cultural Capability Action Plan

Doomadgee

Cherbourg

About CherbourgWhere is it?Cherbourg is an Aboriginal community in the South Burnett district of South-East Queensland. It covers 3130 hectares of Deed of Grant in Trust land, within Wakka Wakka traditional boundaries and bordering onto Gubbi Gubbi (Kabi Kabi) territory to the east.

Some Cherbourg history1899: Originally known as Barambah, Cherbourg was established as an Aboriginal mission by Salvation Army member William Thompson.

1904: Barambah/Cherbourg was taken over as a government settlement. Under Aboriginal protection laws during the following decades, large numbers of people were moved there from all over Queensland and New South Wales.

1932: The name was changed to Cherbourg to differentiate it from the nearby Barambah Station.

1966: The first Cherbourg community council was formed.

1980: Legislation was passed to grant Cherbourg a Deed of Grant in Trust. The community council was recognised as a local authority, and the Cherbourg community began managing its own affairs.

2004: Cherbourg Aboriginal Shire Council was granted status as a legally recognised local government.

About DoomadgeeWhere is it?Doomadgee is a largely Indigenous community located in the Gulf of Carpentaria, approximately 140km from the Northern Territory border and 93km west of Burketown. The community is positioned alongside the Nicholson River and provides access to the coast, freshwater rivers and Lawn Hill National Park. Waanyi and Gangalidda people are recognised as The Traditional Owners for the region surrounding Doomadgee.

Some Doomadgee history1933: The original mission, known as ‘Old Doomadgee’, was established by a non-Indigenous family, the Akehurst family, with the support of the Christian Brethren Assemblies and Chief Protector of Aboriginals. The mission was located at ‘Dumaji’ at Bayley Point Aboriginal reserve, on Gangalidda land.

1934: The population grew rapidly with the arrival of 10 Aboriginal boys and 10 Aboriginal girls from the Burketown mission.

1936: The boys initially lived in tents and the girls lived in a house previously occupied by the Akehursts. It is unclear when the children began living in dormitories but, when a cyclone largely destroyed the mission, it was relocated and established at the present site on the Nicholson River.

1960: In the late 1960s the dormitories closed as many residents left Doomadgee and went to the Mornington Island Mission where the practice of separating children from parents in dormitories had been abandoned.

1983: Continuing criticism of conditions at Doomadgee led the Queensland Government to assume administrative control from the Brethren in August 1983.

1985: On 30 March 1985, the Doomadgee community elected five councillors to constitute an autonomous Doomadgee Aboriginal Council.

1987: The Aboriginal reserve was transferred from the Queensland Government to the trusteeship of the Doomadgee Aboriginal Council, under a Deed of Grant in Trust.

2005: The Doomadgee Aboriginal Council became the Doomadgee Aboriginal Shire Council.

Ms Clare O’Connor Director-General

Department of Communities, Disability Services and Seniors

Government Champion for Cherbourg

The Honourable Coralee O‘Rourke MP

Minister for Communities and Minister for Disability Services and Seniors

Ministerial Champion for Doomadgee

Doomadgee Population: 1405 people (2016 Census)

Cherbourg Population: 1269 people (2016 Census)

Government Champions ProgramThe Queensland Government is committed to increasing the capability of government to deliver innovative, efficient, effective and integrated services for Aboriginal and Torres Strait Islander people across Queensland, particularly to those who live in remote and discrete Indigenous communities.

The champions program brings together chief executive officers of departments and government Ministers to partner with individual communities.

DCDSS Cultural Capability Action Plan 5 r 5

Embed into practice guidelines/protocols for communicating correctly and respectfully with and about Aboriginal peoples and Torres Strait Islander peoples

Staff have access to relevant training programs (online and face to face) that raise cultural awareness and educate staff about the importance of a diverse and inclusive workforce

Understand those aspects of history and culture that unify Aboriginal peoples and Torres Strait Islander peoples as well as that there are those that are specific and unique to each community

Valuing culture

Building cultural capability to improve economic participation

Identify opportunities and partnerships to attract Aboriginal and/or Torres Strait Islander applicants to vacancies

Make the department a place where Aboriginal peoples and Torres Strait Islander peoples want to work

Genuinely and respectfully engage, collaborate and partner with Aboriginal and Torres Strait Islander peoples, organisations and communities to design, develop and deliver departmental responses and client-focused solutions

Seek out and value the cultural wisdom, experiences and knowledge of Aboriginal and Torres Strait Islander staff

Culturally responsive systems and services

Reflect Aboriginal and Torres Strait Islander perspectives in reforms and the design and delivery of services, programs and facilities

Provide and purchase the right range of services for our Aboriginal and Torres Strait Islander clients

Make every interaction with Aboriginal peoples and Torres Strait Islander peoples, customers and partners genuine, respectful and culturally appropriate

Aboriginal and Torres Strait Islander Cultural Capability Action Plan 2019-2022

Actively challenge assumptions and perceptions to reduce unconscious bias in selection panel training and build a culture of equal opportunity

Engagement with Aboriginal and Torres Strait Islander peoples and businesses

Support Aboriginal and Torres Strait Islander businesses where the opportunity arises in accordance with efficient and effective procurement practice

Recognise and commemorate Aboriginal and Torres Strait Islander events and activities

Share success stories and achievements, promote best practice strategies and resources

Demonstrate leadership and accountability for cultural capability at all levels across the agency

Recognise and respect Traditional Owners, Custodians, and Elders and historical and contemporary connections to country

To achieve our vision of thriving Queensland

communities and an inclusive workplace, we are committed to ensuring our staff are enabled to

integrate an understanding of Aboriginal and Torres Strait Islander

cultures and histories into our work practices through

these actions:Leadership and accountability

Reflect cultural capability in the department’s culture, governance, workforce, performance and risk management processes


Cultural capability framework principle

Action RAP framework

D&I Strategy

Responsible area Timing Outcome/Activity

Valuing culture Embed into practice guidelines/protocols for communicating correctly and respectfully with and about Aboriginal peoples and Torres Strait Islander peoples

Innovate All staff January 2020

The following will have been published on the intranet and promoted to staff to implement and embed into practice: • Respectful Language Guide, • Cultural Protocol Resources, and • Knowledge Lens.

Recognise and respect Traditional Owners, Custodians, and Elders and historical and contemporary connections to country

Innovate Human Resources and Ethical Standards

All staff

December 2019

Ongoing

October 2019

Materials outlining the protocols and wording for Acknowledgement of Traditional owners will be developed and distributed to all staff and promoted.

Induction materials will commence with formal acknowledgement.

Staff will formally acknowledge Traditional Owners when appropriate.

Staff have access to relevant training programs (online and face to face) that raise cultural awareness and educate staff about the importance of a diverse and inclusive workforce

Innovate 3.1.1 Human Resources and Ethical Standards

All staff to nominate for, and complete training opportunities

Figures to be monitored annually

Ongoing

Ongoing

All new staff will complete cultural capability training as part of induction processes (online or face-to-face).

Staff will commit to increasing awareness and knowledge of diversity and inclusion by participating in programs, events and initiatives.

A range of programs will be made available to staff to build capability in relation to workforce diversity and inclusion (online).

Understand those aspects of history and culture that unify Aboriginal peoples and Torres Strait Islander peoples as well as that there are those that are specific and unique to each community

Strait Islander peoples as well as that there are those that are specific and unique to each community

Innovate 2.1 Human Resources and Ethical Standards

December 2020

At least twice per year

Resources to increase staff knowledge and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievements will be published on the intranet.

Resources to be promoted in line with key significant events.




D&I Strategy Responsible area Timing Outcome/Activity

Recognise and commemorate Aboriginal and Torres Strait Islander events and activities

Stretch 3.5.1 Strategic Communications

All staff

Human Resources and Ethical Standards

Annually

Annually

Annually

Annually

DCDSS will participate in collaborative whole of government initiatives, events and activities for NAIDOC Week, Reconciliation Action Week and other cultural events.

Marketing material and other resources will be developed for NAIDOC Week, Reconciliation Action Week and other cultural events.

Events will be promoted via intranet feature pages, events page, Yammer and Communities Blog.

Staff will participate in collaborative whole of government initiatives, events and activities for NAIDOC Week, Reconciliation Action Week and other cultural events.

A calendar of events and dates of significance will have been developed and promoted on the staff intranet.

1.5.1 Annually by March

Share success stories and achievements, promote best practice strategies and resources

Innovate 3.5.2 Strategic Communications and Human Resources and Ethical Standards

Ongoing


Raise the profile of Aboriginal and Torres Strait Islander success stories and promote cultural awareness across the department.

Success stories and resources will be shared and celebrated via intranet stories, intranet feature pages, events page, Yammer and Communities Blog.




D&I Strategy


Leadership and accountability

Demonstrate leadership and accountability for cultural capability at all levels across the agency

Stretch 3.5.3 Executive Leadership Team

Strategic Communications and Human Resources and Ethical Standards

Annually

Ongoing



Workforce diversity targets will be captured in the DG and SES performance agreements.

DG will continue as Government Champion for Cherbourg.

Executive Leadership Team will champion and participate in culturally relevant events, training etc.

Aboriginal and Torres Strait Islander, success stories, events and activities will be featured in DG newsletters.

Reflect cultural capability in the department’s culture, governance, workforce, performance and risk management processes.

Stretch Executive Leadership Team with support from Human Re-sources and Ethical Standards

Annually

Annually

Ongoing

Human Resources will provide annual updates on actions and progress to the Executive Leadership Team.

Cultural capability will be included as a key priority in the DCDSS Strategic Plan. Cultural plans will be embedded within the strategic and operational context of our department.

Building cultural capability to improve economic participation

Identify opportunities and partnerships to attract Aboriginal and/or Torres Strait Islander applicants to vacancies


All managers to support the advertising of roles through new networks

July 2019

Commence June 2019

December 2020

By December 2021

A targeted internet page will provide information to attract Aboriginal and/or Torres Strait Islander job seekers.

Vacant positions will be advertised through DATSIP’s Youth Employment Program, Koori Mail and/or ATSIjobs.com.au

Proposed activities to increase attraction will be explored.

Recruitment and selection data will show increased diversity in talent pools on application and appointment


http://ATSIjobs.com.au



D&I Strategy



Innovate Human Resources and Ethical Standards and recruitment and selection panels

July 2019

Training and/or resources will be made available to panel members and key decision-makers which will include awareness of unconscious bias training and strategies to increase capability and salience of evidence based decision making.



Ongoing

Ongoing

Quarterly

Ongoing

Annually

Aboriginal and/or Torres Strait Islander employees will be supported to access learning, development and mentoring.

Aboriginal and/or Torres Strait Islander employees will be encouraged to participate as Representatives on the Diversity and Inclusion Network.

The Diversity and Inclusion Network will be consulted on development of strategies and initiatives.

Aboriginal and/or Torres Strait Islander employees will be supported through access to an employee assistance service that enables them to request counsellors who are either Aboriginal or Torres Strait Islander people and/or have completed cultural capability development programs.

Increase measures of satisfaction and engagement of Aboriginal and Torres Strait Islander employees as measured in the annual staff survey.




D&I Strategy


Engagement with Aboriginal and Torres Strait Islander peoples and businesses

Genuinely and respectfully engage, collaborate and partner with Aboriginal and Torres Strait Islander peoples, organisations and communities to design, develop and deliver departmental responses and client-focused solutions

Stretch 1.2

1.3

Community Services

Disability Services

Ongoing

December 2020

December 2021

December 2022

Mutually beneficial relationships with Aboriginal peoples and Torres Strait Islander peoples, communities and organisations will be maintained and leveraged to support positive outcomes.

The voice of Aboriginal peoples and Torres Strait Islander peoples will be improved through engagement and co-design.

DCDSS will support local service providers with capability building to ensure people with disability living in remote and discrete Aboriginal and Torres Strait Islander communities receive appropriate support.

DCDSS will provide support to Aboriginal peoples and Torres Strait Islander peoples with disability, who are not eligible for the NDIS, to help them remain in their own home and in their own community.

Seek out and value the cultural wisdom, experiences and knowledge of Aboriginal and Torres Strait Islander staff

Stretch Human Resources and Ethical Standards

December 2019

Staff who identify as having Aboriginal and/or Torres Strait Islander heritage will be engaged through the Diversity and Inclusion Network.



D&I Strategy



Innovate Human Resources and Ethical Standards and recruitment and selection panels

July 2019

Training and/or resources will be made available to panel members and key decision-makers which will include awareness of unconscious bias training and strategies to increase capability and salience of evidence based decision making.



Ongoing

Ongoing

Quarterly

Ongoing

Annually

Aboriginal and/or Torres Strait Islander employees will be supported to access learning, development and mentoring.

Aboriginal and/or Torres Strait Islander employees will be encouraged to participate as Representatives on the Diversity and Inclusion Network.

The Diversity and Inclusion Network will be consulted on development of strategies and initiatives.

Aboriginal and/or Torres Strait Islander employees will be supported through access to an employee assistance service that enables them to request counsellors who are either Aboriginal or Torres Strait Islander people and/or have completed cultural capability development programs.

Increase measures of satisfaction and engagement of Aboriginal and Torres Strait Islander employees as measured in the annual staff survey.




D&I Strategy


Support Aboriginal and Torres Strait Islander businesses where the opportunity arises in accordance with efficient and effective procurement practice

Innovate 3.2 Executive Leadership Team and officers approving procurement

Procurement

Annually

Ongoing

Goods and/or services will be procured from more than 10 Indigenous-owned businesses* per year with a targeted spend of greater than $800,000 annually or at least 3% of addressable** spend.

*(as defined in the Queensland Indigenous Procurement Policy)

**(as defined by the Office of the Chief Advisor, Procurement as “the portion of spend that can be influenced by purchasing and procurement activities, including sourcing and category management”.)

Provision of support and advice on procuring through the Queensland Indigenous Procurement Policy.

Culturally responsive systems and services

Reflect Aboriginal and Torres Strait Islander perspectives in reforms and the design and delivery of services, programs and facilities (Currently in CCAP)

Innovate Executive Leadership Team

Ongoing Consultation will occur in development of reforms and design of services, programs and facilities.

Provide and purchase the right range of services for our Aboriginal and Torres Strait Islanders clients

Innovate Community Services

Disability Services

Ongoing

Ongoing

DCDSS will be an active partner in terms of understanding the needs of Aboriginal and Torres Strait Islanders clients.

DCDSS will consider and promote the interests of Aboriginal peoples and Torres Strait Islander peoples with disability.

Make every interaction with Aboriginal peoples and Torres Strait Islander peoples, customers and partners genuine, respectful and culturally appropriate

Stretch All staff Ongoing Staff will commit to continually increasing awareness and knowledge of Aboriginal and Torres Strait Islander culture by participating in cultural training, programs, events and initiatives.


aboriginal and torres strait islander cultural capability ... · the department of communities,...

Documents