In a quest to achieve equality, the road to bridging the gap for Indigenous Australians is a journey of progress and persistence. While reports signal advancements, significant disparities persist in crucial sectors like healthcare, education, and workforce participation. As the spotlight shines on events like NAIDOC Week and National Reconciliation Week, for all Australians to acknowledge the rich history, culture, and achievements of First Nations peoples. These occasions also underscore the ongoing need to address these gaps and advance reconciliation efforts.
The most recent Australian Reconciliation Barometer (ARB, 2022) reveals a growing sentiment among both non-Indigenous and Indigenous Australians that more needs to be done by the government and the private sector. Over 60% of non-Indigenous Australians and 70% of First Nations people are urging stronger actions from the government. Similarly, more than half of the general population and over 60% of Aboriginal and Torres Strait Islander people believe the private sector can enhance its efforts.
Laying the Groundwork for Reconciliation
Private sector Organisations play a pivotal role in the reconciliation journey, with Reconciliation Action Plans (RAPs) providing a structured framework for sustainable and strategic efforts. Many Great Place To Work (GPTW) certified companies have embraced RAPs, beginning at Reflect stage. This initial phase involves engaging staff and leaders in understanding the importance of reconciliation through awareness raising activities such as Indigenous stories, cultural training, inclusive workplace practices and establishing relationships with Aboriginal and Torres Strait Islander stakeholders.
Moving Towards Sustainable Change
Moving beyond reflection, Innovate stage of a RAP focuses on implementing change with a clear organisational vision for reconciliation. This stage encourages organisations to deepen their understanding of their impact and to develop effective approaches to advance reconciliation. Innovate RAPs centre around strengthening relationships with Aboriginal and Torres Strait Islander people, piloting strategies for further reconciliation commitments, and empowering Indigenous communities.
Best Practices from GPTW Certified Companies
Leading GPTW-Certified organisations are expanding their spheres of influence and showing their commitment to reconciliation and support for Aboriginal and Torres Strait Islander communities. Impactful initiatives include forming robust partnerships with Indigenous communities to enhance employment and economic opportunities, supporting Indigenous literacy and youth programs, and fostering inclusive workplace cultures.
Indigenous Community Partnerships
Establishing long-term partnerships with Indigenous communities to enhance health, education, employment opportunities, and cultural support.
- • Industry-specific capacity building: forming partnerships with local aboriginal colleges and academies to build specific skills, such as in construction, through School-based Traineeships, Apprenticeships and Internships.
- • Career Starters: many companies have joined programs such as Career Trackers, sourcing pre-professional Indigenous university students to host paid internships to kick-start their careers.
- • Partnerships to Enhance Health Outcomes: Healthcare and pharmaceutical companies are extending beyond product offerings, partnering with remote communities to improve health outcomes and promote social equity for First Nations Australian
- • Support for Indigenous Literacy and Technology: hosting events to raise awareness of First Nations culture, sponsoring culturally relevant literature for children in remote communities, funding digitization of books and reconditioning laptops for schools to enhance literacy and technology adoption.
Commitment to the Indigenous Business Sector through Supply Nation
By being a member of Supply Nation and procuring from its certified suppliers, companies are embedding a culture of mutual respect and support for Indigenous enterprises. This commitment involves:
- • Corporate Membership: Becoming corporate members of Supply Nation to demonstrate a formal commitment to engaging with Indigenous businesses.
- • Leader Training: Training leaders and employees on the importance of working with Indigenous businesses, ensuring that procurement practices are inclusive and supportive.
- • Sustainable Procurement: Integrating diverse and responsible procurement practices into business operations to support the growth and sustainability of Indigenous enterprises leading to increased spend with Indigenous suppliers
Building a Robust RAP with Indigenous Advisory Groups
- • External Advisory: Successful Reconciliation Action Plans involve strategic engagement with external Indigenous advisors to gain a deeper understanding of Aboriginal and Torres Strait Islander cultures, to help develop and pilot innovative strategies to empower the First Nations peoples and communities.
- • Internal Network and Resources: The establishment of dedicated RAP Working Groups or Committees, composed of both Indigenous and non-Indigenous employees, ensures a collaborative approach that incorporates diverse perspectives, enhances accountability, and facilitates progress tracking across deliverables. Empowering employees to self-nominate for roles as RAP or Culture Ambassadors further reinforces commitment and effectiveness in achieving meaningful outcomes over time.
The journey towards reconciliation in Australia demands year-long attention and ongoing commitment from both public and private sectors. Through these innovative initiatives and structured approaches to reconciliation, these Great Place To Work certified companies have moved from the Reflect to Innovate stage of RAP, taking progressive steps towards sustainable change.
Download the Supporting NAIDOC Toolkit from the NAIDOC website.
