Reconciliation Action Plan (RAP)

2013-2015

V2| November 2013

Contents

Contents

Secretary’s Message

Message from the Diversity Champion

Our Vision for Reconciliation

Our Organisation

Our RAP

Relationships

Respect

Opportunities

Tracking progress and reporting

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Secretary’s Message

The Department of Finance (Finance) plays an instrumental role in assisting government across a wide range of policy areas to ensure its outcomes are met, particularly with regard to expenditure and financial management, regulatory reform and the operations of government.

Finance aims to be an employer of choice for Aboriginal and Torres Strait Islander peoples.Our Reconciliation Action Plan (RAP) forms an essential part of our efforts to increase the participation of, and support for Aboriginal and Torres Strait Islander peoples in our workforce through a variety of programs.

We are committed to assisting Aboriginal and Torres Strait Islander education outcomes, supporting Indigenous business and a continuous effort to promote an understanding of Indigenous cultures.

By way of example, Finance is responsible for administering the Financial Management and Accountability Act 1997 (FMA Act) and Commonwealth Authorities and Companies Act 1997 (CAC Act). Recently an exemption for FMA Act and CAC Act bodies was introduced to procurement processes within the Australian Government to maximise Indigenous employment opportunities and the engagement of Indigenous businesses. This occurred through the Indigenous Opportunities Policy. Finance is extremely supportive of this commitment to Indigenous employment and suppliers as this will provide a pathway for ensuring accessibility for economic participation.

Our employees’ skills and diverse expertise enable everyone to contribute to Finance’s success. Increasing Aboriginal and Torres Strait Islander staff numbers and raising awareness of Australia’s Aboriginal and Torres Strait Islander cultures will broaden and strengthen Finance’s skills in helping to successfully implement reconciliation initiatives across government.

The RAP outcomes are also highly beneficial to Finance as a department, as they strengthen our positive culture and enable Finance to develop a greater understanding of our stakeholders so we can work more collaboratively with them. They also provide another platform to achieve excellence in service delivery and policy, and broaden our ability to attract, recruit and retain talented employees.

We are all responsible for the support and promotion of reconciliation.

David Tune PSM

Secretary

Message from the Diversity Champion

As Finance’s Diversity Champion, I am pleased to join the Secretary in presenting Finance’s third RAP. This revised RAP builds on the achievements of the department to date and provides practical initiatives which aim to build on our positive culture and the strong commitment we have that support our Aboriginal and Torres Strait Islander staff.

Finance endeavours to support Reconciliation by overcoming the division and inequality between Aboriginal and Torres Strait Islander and other Australian staff, and hopes to achieve this by supporting Reconciliation Australia’s vision of building better relationships and encouraging positive change.

Key elements of our efforts to date include membership of Supply Nation, establishment of an exemption from certain aspects of the Commonwealth Procurement Rules for procurement of goods and services provided by small and medium sized Indigenousbusinesses, and participation in targeted Indigenous Recruitment Programs that have been overseen by particular APS agencies. In recent years, these recruitment programs have been the most effective way for us to recruit Indigenous Australians. We will maintain that focus and continue to work closely with other agencies to share strategies and learnings.

Please join us in our journey towards reconciliation.

Stein Helgeby

Our Vision for Reconciliation

Finance’s vision for reconciliation is to ensure that Aboriginal and Torres Strait Islander employees and peoples of the wider Australian community are provided with opportunities to build relationships and develop mutual respect within our organisation.

Finance recognises that as a central agency within the Australian Public Service, it is essential that we promote reconciliation and ensure the structure of our workforce honestly represents the Australian community.

Our Organisation

Finance delivers professional support services to our Ministers, Parliamentarians and their staff, and the Government as a whole.

Finance plays an important role in:

  • the delivery of the Australian Government Budget;
  • ongoing management of the Australian Government’s non-Defence domestic property portfolio;
  • key asset sales;
  • implementation of the Australian Government’s deregulation agenda;
  • the financial framework for Australian Government agencies;
  • provision of entitlements advice and support to parliamentarians and their employees;
  • maintaining shareholder oversight for Government Business Enterprises;
  • the provision of general insurance services to Government agencies and promoting improved risk management; and
  • provision of strategic advice, guidance and service provision for the productive application of new and existing information and communication technologies to government operations.

Our RAP

To ensure that Finance promotes and strengthens its inclusive practices, we must increase our efforts to close the gap between Aboriginal and Torres Strait Islander peoples and other Australians by forging and maintaining mutually beneficial relationships.

Finance’s 2013-2015 RAP has been developed in consultation with employees of all cultures, through committees and networks, to ensure its implementation will provide positive outcomes for Aboriginal and Torres Strait Islander employees. It has also been developed to support Finance’s Strategic Plan, People Strategy and Diversity Strategy 2013-2015.

This RAP is a living document that will be reviewed and revised in consultation with the Diversity Network on a biannual basis. Progress against and/or changes to the initiatives and strategies will be reported to the People and Culture Sub-Committee (a sub-committee of the Executive Board).

Finance has established a Diversity Network with membership from across the department and a Senior Executive Sponsor. The Network helps to ensure employees have visibility across issues associated with diversity that may affect them. It also works to develop and promote support networks for employees. The Network meets monthly to discuss a range of topics and plays an instrumental role in broadening awareness of our reconciliation initiatives across Finance. This Diversity Network includes Aboriginal and Torres Strait Islander employees and other Australian employees who are determined to support the successful delivery of our RAP across our organisation.

Reconciliation Action Plan (RAP) 2013-2015 | 1

Relationships

As the basis for successful and productive relationships, Finance values communication, consultation, cooperation and input from all employees on matters that affect their workplace.

Action
/
Responsibility
/
Timeline
/
Target
Promote inclusive practices within the department, provide support to Aboriginal and Torres Strait Islander employees and support the development and implementation of the RAP. / Diversity Network and Aboriginal and Torres Strait Islander Staff Network (ATSISN) / March 2013 /
  • The Diversity Network, which includes Aboriginal and Torres Strait Islander employees, has promoted inclusive practices and relevant events within Finance.
  • Finance Aboriginal and Torres Strait Islander Staff Network is consulted about and support the development of the RAP.
  • The Diversity Network meets regularly - at least twice per year.

Organise recognised events and encourage Finance employees to participate in celebrations. / Diversity Network / March 2013 /
  • Celebrate National Reconciliation Week by publishing information about departmental and local events, on the intranet.
  • Diversity Calendar is made available on the intranet.
  • Events evaluated and reported to PCSC biannually.

Nominate a champion at the SES level to represent Aboriginal and Torres Strait Islander peoples and employees. / Executive Board / March 2013 /
  • Diversity Champions are nominated and announced by Executive Board.

Develop and sustain relationships with organisations, education centres, departments and private companies through appropriate contacts. / People Branch / June 2014 /
  • Contact made annually with Indigenous Higher Education Centres.
  • Continued membership with Supply Nation.

Encourage Aboriginal and Torres Strait Islander employees to participate in Aboriginal and Torres Strait Islander networks within Federal Government. / People Branch / June 2013 /
  • Membership of Indigenous APS Employee Network (IAPSEN) promoted to Aboriginal and Torres Strait Islander employees.
  • Aboriginal and Torres Strait Islander employees provided with the opportunity to participate in APS networks such as IAPSEN.

Respect

Finance is committed to creating and maintaining an inclusive working environment free from discrimination and one that recognises and embraces the diversity of the Australian community.

Action
/
Responsibility
/
Timeline
/
Target
Research and implement cultural protocols around Acknowledgement of Country and Welcome to Country ceremonies to ensure there is shared meaning behind the ceremonies. / People Branch / June 2013 /
  • Research and implement cultural protocols for Aboriginal and Torres Strait Islander events.
  • Cultural protocols are used at appropriate events held by Finance.

Cultural Awareness Training provided to all managers of Aboriginal and Torres Strait Islander employees and all staff biannually and on an as needed basis. / People Branch / December 2013 /
  • All managers of Aboriginal and Torres Strait Islander employees have completed Cultural Awareness Training.
  • Attendance at cultural awareness training encouraged biannually or as needed.

Incorporate Aboriginal and Torres Strait Islander charities in the Workplace Giving Program. / People Branch / March 2013 /
  • At least one Aboriginal and Torres Strait Islander charity is identified and included in the Workplace Giving program and/or supported through a Social Club fundraising event.

Enhance new starters understanding of diversity, by including briefings on diversity at commencement of employment. / People Branch / December 2013 /
  • Include diversity information within induction process.
  • Outline flexible working arrangements and facilities available for religious practice.
  • New employees are made aware of Reconciliation Action Plan.
  • New employees are made aware of the benefits of disclosure.

Participate in NAIDOC Week celebrations. / Diversity Network / March 2013
/
  • Encourage Aboriginal and Torres Strait Islander employees to participate in local NAIDOC Week events by advertising events on the Finance intranet.
  • Utilise ‘Miscellaneous leave with pay’ provisions, as outlined within the Finance Enterprise Agreement 2011-2014 to participate in religious, ceremonial and cultural events including NAIDOC.

Opportunities

Finance fosters an environment of mutual support and benefit by supporting Aboriginal and Torres Strait Islander peoples to continue educational growth and offer employment pathways.

Action
/
Responsibility
/
Timeline
/
Target
Investigate introducing a work placement program for internal and external Aboriginal and Torres Strait Islander APS employees to increase employment opportunities. / People Branch / December 2013 /
  • Similar APS programs investigated.
  • Recommendation report submitted to Assistant Secretary, People Branch.
  • Consultation undertaken with other Agencies such as Treasury, PM&C, Reconciliation Australia and the Department of Employment.
  • Aboriginal and Torres Strait Islander employees gaining skills and experience while working in other agencies.

Implement a development program for Aboriginal and Torres Strait Islander employees. / People Branch / December 2013 /
  • Development program for Aboriginal and Torres Strait Islander employees developed.
  • Encourage attendance at APSC Public Calling Events such as the National Indigenous Australian Public Service Employees' Conference.

Encourage Aboriginal and Torres Strait Islander employees to disclose their diversity status. / People Branch / March 2013 /
  • Increase in those employees in key diversity categories identifying as such through Aurion.
  • Develop and publish disclosure fact sheet.
  • Develop a disclosure process and form for optional use.

Develop fact sheets and information pages which outline definitions and available services, for Aboriginal and Torres Strait Islander employees, and publish on the intranet, and where appropriate on the internet. / People Branch / December 2013 /
  • Publications about Aboriginal and Torres Strait Islander and available flexible work practices are published on the intranet and distributed to all EL2s.

Ensure that Finance’s recruitment documentation supportsAboriginal and Torres Strait Islander peoples. / People Branch / December 2013 /
  • Relevant documentation has been reviewed to ensure that language is simple and clear.
  • Special Measure provision usage continues.
  • Selection Panel Training will include information about supporting individuals who identify as Aboriginal and/or Torres Strait Islander.

Utilise and participate in centralised recruitment programs such as the Indigenous Australian Government Development Program (IAGDP) or Indigenous Entry Level Recruitment Program (IELRP). / People Branch / March 2013 /
  • Continue to utilise and participate in successful whole of government recruitment programs, such as those run by the APSC andthe Department of Employment.
  • Finance employees participated in centralised recruitment programs, including as selection panel members.

Develop detailed information for external marketing, highlighting the diversity of Finance to Aboriginal and Torres Strait Islander peoples. / Communications and Public Affairs / December 2013 /
  • Marketing plan developed and approved.

Research and develop an Aboriginal and Torres Strait Islander Policy for all Aboriginal and Torres Strait Islander recruitment programs within Finance. / People Branch / March 2013 /
  • Indigenous Trainee Policy developed and approved.
  • IAGDP policy developed and approved.
  • Policies published on the Finance intranet.

Review tendering and procurement process to encourage Aboriginal and Torres Strait Islander small to medium enterprise contracts. / Procurement / March 2013 /
  • Promote the use of procurement options for Aboriginal and Torres Strait Islander businesses through the CPR exemption for small to medium enterprise (SME).

Tracking progress and reporting

As a central government agency, Finance plays an integral role in ensuring government outcomes are met. Measuring the outcomes we produce for Aboriginal and Torres Strait Islander peoples ensures we are held accountable for our actions. Reporting mechanisms will also ensure transparency of our progress.

Action
/
Responsibility
/
Timeline
/
Target
Report achievements, challenges and learnings to Reconciliation Australia for inclusion in the Annual Impact Measurement Report. / People Branch / January 2014 /
  • RAP progress is reported each year in the RAP Impact Measurement Questionnaire.

Publish the RAP on the Finance website and on the Reconciliation Australia website. / People Branch / June 2013 /
  • The RAP is published on the Finance internet and the Reconciliation Australia website.

Regularly review legislation that supports Aboriginal and Torres Strait Islander peoples, to ensure relevant Finance documentation and actions are in line with current legislative requirements. / People Branch / March 2013 /
  • Relevant documentation is updated to reflect legislation changes.
  • Finance employees are advised of changes and actions to be taken.
  • Annual HR Legislation audit outcome is compliant.

Include Aboriginal and Torres Strait Islander diversity data within HR Management reports. / People Branch / March 2013 /
  • Diversity data is reported quarterly to PCSC and Deputy Secretaries.

Contact details

For further information about this RAP, please contact HR Shopfront on 02 6215 3937 or email .

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