Reconciliation Action Plan 2012- 2016...2009/07/28 · Program. Our RAP is a framework for...

Reconcil iation Action Plan 2012-2016

Contents

Message from the Chief Executive 04

Terms of Reference 05

Our vision for Reconciliation 06

Our Business 07

Our Reconciliation Action Plan 08

2009-2011 RAP Reflection 09

RAP 2012-2016 (Moving Forward) 12

Focus areas 13

Relationships – Working Collaboratively 14

Respect – Cultural Consciousness 15

Opportunities – Recruitment, Retention and Professional and Career 16

Tracking Progress and Reporting 17

Definitions 18

References 19

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4 Reconciliation Action Plan 2012-2016

Message from the Chief Executive

Mike Bradford Chief Executive

In leading Landgate in making a strong commitment to reconciliation between Aboriginal and Torres Strait Islander people and other Australians, I am pleased to present Landgate’s Reconciliation Action Plan (RAP) 2012-2016.

Landgate has a long history with the land we call Western Australia, being responsible for the State’s mapping, surveying, land titles and valuations for almost 200 years.

However our association with the Western Australian landscape is a mere dot on our continent’s history. Aboriginal and Torres Strait Islander people have been the custodians of this land for more than 40,000 years, making them the oldest Indigenous culture in the world.

It is with this knowledge that we recognise Aboriginal and Torres Strait Islander Australians as the Traditional Owners of our country. We respect the cultural significance of their ‘connectedness to country’ and the importance placed on family and community, which forms the fabric to their customs, values and traditions.

Reconciliation is so vital for all Australians. It is about mutual respect, equality and building positive relationships between Aboriginal and Torres Strait Islander and non-Aboriginal Australians that are genuine and have a lasting impact.

Landgate’s RAP welcomes the opportunity to play a role in helping to achieve this and closing the gap in life expectancy, education and economic opportunities that currently exist between Aboriginal and Torres Strait Islander and other Australians.

Landgate’s RAP reflects our values of Community, Excellence, Creativity, Growth and Learning, Celebration and Sustainability. It provides our diverse workforce with ongoing cultural enrichment and opportunities for meaningful exchanges. This plan also shows Landgate’s commitment to further our reputation as an employer of choice by providing Aboriginal and Torres Strait Islander Australians with employment opportunities through our culturally appropriate Aboriginal Employment Strategy initiatives and Work Development Program.

Our RAP is a framework for identifying, improving and translating our commitment to specific actions and outcomes.

As Chief Executive, I aim to ensure that Landgate’s RAP 2012-2016 aligns with our Strategic Plan, Statement of Corporate Intent and Workforce and Diversity Plan, and that Reconciliation becomes embedded in our values and across business practices.

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Terms of ReferenceThe Terms of Reference recognises that Aboriginal and Torres Strait Islander Australians experience considerable disadvantage in relation to the dispossession of land and culture, housing, health and education, as well as economic and social status within Australian society.

Furthermore, it recognises that Aboriginal and Torres Strait Islander Australians are disproportionately represented in the Western Australian public sector workforce and aims to increase representation by:

y Providing culturally appropriate consultation on all issues concerning Aboriginal attraction, recruitment and retention at Landgate;

y Ensuring effective consultation occurs with Aboriginal people on matters concerning Aboriginal employment at Landgate;

y Developing an Action Plan, with aims and objectives and responsibilities, to provide an informative framework of strategies to ensure positive outcomes;

y Ensuring that appropriate monitoring and reporting occurs;

y Working together to form respectful, sustainable and enduring partnerships between Landgate and Aboriginal and Torres Strait Islander Australians;

y Acknowledging that nobody better understands the needs of the Indigenous community and individuals than Aboriginal and Torres Strait Islander Australians themselves.

Leonora Continuously Operating Reference Station (CORS). The Leonora CORS was decorated by the local community in recognition of their traditional connection to the land. It provides a link between Indigenous culture and the

technology of the future. The painting motif shows the tracks of the dingo chasing the emu past a waterhole. The pillar forms the sky and the clouds and the base

depicts the red and yellow sands of the desert.


Our Vision for Reconciliation We are an inclusive, modern and progressive workplace that values and reflects the diversity we see in our community.

We value the participation and contribution that Aboriginal and Torres Strait Islander Australians make to our workplace.

We recognise the significance of their culture as one of the oldest in the world and their special place as the first Australians.

Our contribution to the practical application of reconciliation is focused on ensuring equality of access to our products and services, as well as promoting equality of employment and career development opportunities at Landgate.

We believe that Reconciliation can be achieved through collaboration, passion, understanding and engagement and we are committed to doing what we can to enact meaningful, sustainable change and to close the gap.

We recognise that diversity, inclusion, cultural awareness, respect and partnerships are key to Landgate’s RAP, which envisions not just recognition and cultural change through reconciliation, but tangible outcomes in employment, health and the reversal of Indigenous disadvantage.

Landgate has been involved with Western Australia’s School Volunteer Program (SVP) and local primary schools in Midland and surrounding suburbs for a number

of years. Here, Landgate employee and school volunteer Prisca D’Costa is mentoring a student from Middle Swan Primary School.

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Our BusinessLandgate is Western Australia’s primary source of land information and geographic data, providing the accuracy government, business and individuals rely on. As a statutory authority, Landgate maintains the State’s official register of land ownership and survey information and is responsible for valuing the State’s land and property for government interest.

Landgate is at the cutting edge of location information technology. We recognise that making the right decisions requires location knowledge and we provide location information for optimal decision making in government, business and the community.

Purpose

Landgate secures the property rights of the community and optimises the access, use and integration of authoritative location information to deliver economic, environmental and social benefits to government, industry and the community.

Vision

Location information is a valuable asset because a range of economic, social and physical data can be linked to a geographic location and integrated, transforming it into location knowledge.

Landgate’s vision is:

Solving tomorrow’s challenges led by knowledge of any location.

Values

Landgate is an organisation of people who act with integrity, respect and openness. Our staff work together as one team and collaboratively with our partners. Our values include:

Community – by showing respect and taking responsibility.

Excellence – in everything we do.

Creativity – in what we do and how we do it.

Growth and Learning – by growing our business and developing our people.

Celebration – by recognising our people and our achievements.

Sustainability – by contributing to a sustainable environment and providing a sustaining work environment.

Landgate is founded on two main objectives:

• To manage and provide location information on a not for profit basis

• To develop commercial products and services which generate income for the State. These interdependent objectives set the framework for Landgate to:

y Maintain the quality and integrity of the government’s location information systems (including the State’s survey, mapping, titles and valuations functions)

y Provide access to location information on a fair basis

y Operate on a sustainable commercial basis, with a view to generating profits that can be reinvested back into providing high quality, cost effective systems and services and initiatives that deliver economic, environmental and social benefits to society.


Our Reconciliation Action Plan Landgate shares Reconciliation Australia’s vision for the future and will continue to work towards building a better and more equitable Australia for all Australians.

We are focused on ensuring equality of access to our products and services, as well as promoting equality of employment and career development opportunities at Landgate.

Landgate will achieve this through targeted program initiatives for Aboriginal and Torres Strait Islander Australians and cultural awareness programs that build understanding, respect and awareness in staff and our customers. These programs are underpinned by Landgate’s values, practices and policies which aim to build an inclusive and supportive workplace for the benefit of all.

Within Landgate there are many people working together to bring about lasting and effective change. They are dedicated and motivated to building a positive, sustainable, bright future for Aboriginal and Torres Strait Islander Australians.

Our RAPs, past and present, outline how we will achieve this.

Landgate presents certificates to its employees for 'Mentoring Aboriginal People', which is an initiative from the Landgate Aboriginal Employment Strategy, at NAIDOC Week 2014 celebrations

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2009-2011 RAP ReflectionLandgate has been committed to its role in achieving mutual respect, equality and positive relationships between Aboriginal and Torres Strait Islander and non-Indigenous Australians. Our focus has been to develop a mechanism that builds relationships with Aboriginal and Torres Strait Islander Australians and to contribute to closing the gap.

This RAP has been implemented with specific actions to increase Aboriginal and Torres Strait Islander employment at Landgate. Our organisation is building on the significant progress made from our first RAP (July 2009 to June 2011) and the key areas implemented and built on which include:

NAIDOC

Landgate annually celebrates National Aborigines and Islanders Day Observance Committee, (NAIDOC), with the City of Swan, Department of Aboriginal Affairs Midland, the WA Police and the local community. Landgate helps organise and take part in a diverse range of NAIDOC events which explore and celebrate Indigenous culture. These have included:

y Launching of Landgate’s RAP 2009-2011

y Displays and activities

y Screenings of Indigenous films and documentaries

y Artwork displays from school children

y Aboriginal art and jewellery

y Aboriginal dance and stories.

Employment of HR Inclusion Specialist

In June 2010 Landgate appointed an Aboriginal Human Resource Inclusion Specialist dedicated to developing an Aboriginal Employment Strategy. This position was created to address Objective 3 of the RAP, which was to increase employment opportunities for Aboriginal Australians, to enable them to develop their careers and to attract and retain more Aboriginal staff at Landgate.

Landgate’s ‘Aboriginal Employment Strategy 2010-2013’ Welcomes Aboriginal Attraction Recruitment & Retention that’s Meaningful (WAARRM) was launched in December 2010, the purpose of which is to:

y Deliver meaningful employment and training opportunities for Aboriginal and Torres Strait Islander Australians

y Provide a vehicle for contributing to the government’s 3.2 per cent employment representation across the public sector workforce

y Address the chronic under-representation of Aboriginal and Torres Strait Islander Australians in Landgate’s workforce.

Aboriginal Flag

The WAARRM Action Plan addresses the importance of building respectful connections between staff, customers and the community, under the focus area ‘Growing Respectful Relations’. As a result, the Aboriginal and Torres Strait Islander flags are raised every day alongside the City of Swan, Western Australian and Australian flags.

Staff Consultative Council (SCC)

The key responsibility of the Landgate SCC is to provide a forum for discussion, consultation and feedback to ensure all staff benefit from an inclusive and equitable workplace. Landgate’s HR Inclusion Specialist presents a response to the SCC standing agenda item of ‘Equity and Diversity’. The HR Inclusion Specialist is able to continually educate and make culturally appropriate recommendations regarding the attraction and retention of Aboriginal and Torres Strait Islander employees at Landgate.


2009-2011 RAP Reflection – cont.

Cultural Awareness

The most noteworthy change since the launch of the Landgate RAP has been the significant progress made in strengthening Landgate’s commitment to the recognition and celebration of Aboriginal and Torres Strait Islander cultural heritage by promoting understanding and mutual respect. This has been underpinned by our HR Inclusion Specialist and our Aboriginal Employment Strategy (WAARRM).

Landgate has achieved a significant increase in awareness of Reconciliation among staff in the workplace and all business areas are committed to continue supporting work towards Reconciliation. The support overall for the concept of reconciliation has been extremely positive, with high attendance figures at events, such as NAIDOC and Sorry Day.

Delivery of monthly Aboriginal Cultural Awareness training for Landgate staff commenced in 2011 and has been well attended. It has and continues to enrich the workplace by developing and nurturing cultural understanding and respect across the organisation.

Landgate’s RAP 2009-2011 has been very successful and has provided an important framework for Landgate to continue to contribute positively to Reconciliation in Western Australia. Landgate continues to build on those achievements with the RAP 2012-2016, enabling us to be part of a drive for meaningful and sustainable change.

Noongar Elder, Marie Taylor, delivers 'Welcome to Country' at Landgate's 2014 International Women's Day breakfast

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Landgate's Human Resources Inclusion Specialist, Marion Chaulker, speaking on National Sorry Day, 2013

12 Reconciliation Action Plan 2012 - 2016

RAP 2012-2016 – Moving ForwardLandgate's RAP 2012-2016 is based on the learnings and findings from the agency's previous RAP 2009-2011.

The Landgate RAP 2012-2016 has been incorporated into the Landgate Workforce & Diversity Plan 2012-2015, along with the Landgate Aboriginal Employment Strategy 2010-2013 (WAARRM) and continues to build momentum in increasing awareness of Aboriginal and Torres Strait Islander Australians and their diverse cultures and histories. It also sets defined goals and identifies ways that Landgate can refine, prioritise and focus our activities to result in real outcomes for Indigenous Australians.

The progress and achievements Landgate has made to date through its RAPs are supported by key bodies including the Department of Aboriginal Affairs, Reconciliation Australia, Landgate Aboriginal staff and the Landgate SCC which comprises of staff from across Landgate.

Landgate Diversity Framework

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Focus AreasLandgate’s RAP 2012-2016 has three key areas of focus: Relationships, Respect and Opportunities.

Relationships – Working Collaboratively

Positive relationships between Aboriginal and Torres Strait Islanders and non-Indigenous Australians are important to Landgate as they enhance our business, people and workplace. We recognise the importance of community participation and engagement and, as a land-based organisation, connectedness to country. As such, Landgate is developing guidelines for culturally appropriate protocols and a comprehensive list of key members of the Aboriginal community who are able to provide staff with advice and guidance.

Respect – Cultural Consciousness

Landgate understands that respectfully acknowledging the Traditional Owners of the land on which we live and work underpins forming positive working relationships and leads to better culturally considerate outcomes. This includes creating a culturally safe environment to attract and retain Indigenous employees.

Opportunities – Recruitment, Retention and Professional and Career Opportunities

Gaining Aboriginal talent and expertise enables Landgate to enrich the cultural diversity of our workforce. Through the RAP 2012-2016, Landgate is committed to fostering and maintaining a diverse workplace and supportive culture; in particular, improving employment and leadership opportunities for Aboriginal and Torres Strait Islander Australians through sound, culturally sensitive strategies that create concrete results and positive outcomes for Indigenous Australians.

Landgate employees who have successfully completed the Landgate Aboriginal Traineeship Program are Michelle Ugle (left) in 2013 and Stephanie Binder in 2014.


Our actions to address the three focus areas are detailed in the following Action Plan.

Relationships Relationships between Aboriginal and Torres Strait Islander Australians and other Australians are important to Landgate as positive relationships enhance the way we do business, and are key to successful service delivery.

Focus area: Working Collaboratively

Action Responsibility Timeline Measurable Target

1. ConsultationwithLandgateStaffConsultativeCouncil(SCC). HumanResources June2013HRInclusionSpecialistattendsSCCeverysixweekstoreportandseeksupportwithRAPinitiatives.

2. PromoteendorsedRAPtoLandgatestaffandtheWesternAustraliancommunity.

HumanResources Ongoingto2016

• RAPispromotedtoLandgatestaffandthepublicviaLandgate’sintranet(INK)andcorporatewebsite.

• TheplanisalsoavailableontheReconciliationAustraliawebsite.

3. BuildstrongerlinksandworkcollaborativelywithPublicSectorAboriginalEmploymentUnit.


• HRInclusionSpecialistdevelopsstronglinkswithPublicSectorCommissionAboriginalEmploymentUnit.

• AccessedPSCAboriginaltraineeshipprogram.

4. Identify,engageandconsultwithAboriginalandTorresStraitIslandercommunitystakeholderswhennewprojectsarecommencing.


Annualconsultationundertakenfor:• NAIDOC• ReconciliationWeek• SorryDay• MentorProgramResearch• CulturalAdvice.

5. IncludeAboriginalemploymentinitiativesintowholeofLandgateWorkforce&DiversityPlan2012-2015.

HumanResources Ongoingto2015AboriginalemploymentinitiativesincludedinWorkforce&DiversityPlanandactionsspecifiedinactionplan

6. CreatediversitylinkonLandgate’scorporatewebsitetopromoteReconciliationActionPlantocommunity.

HumanResources&Communications/Marketing

July2014 DiversitylinkcreatedonLandgate’swebsite.

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Respect Respectfully acknowledging the traditional custodians of the lands on which we live and work underpins effective working relationships and leads to better culturally considerate policy outcomes.

Focus area: Cultural Consciousness


1. LandgatestaffattendAboriginalCulturalAwarenessTraining. HumanResources Ongoing2015100Landgatestaffattendingin2012plus120Landgatestaffattendingin2013,plus120Landgatestaffattendingin2014,plus120Landgatestaffattendingin2015.

2. ContinuetocelebrateeventsthatacknowledgeAboriginalandTorresStraitIslanderhistory,cultureandachievements.

HumanResources&Communication/Marketing

Ongoing2016

Significanteventsareheld.Staffattendandparticipateineventssuchas:• ReconciliationWeek• NAIDOCWeek• SorryDay.

3. Developguidelinesforappropriateuseofculturalprotocols. HumanResources Dec2014 WelcometoCountryandAcknowledgementofCountryprotocolsdeveloped.

4. ReconciliationActionPlanpromotedtonewstaff. HumanResources Ongoing2016• NewemployeescompleteLandgateinductionsession.• ReconciliationActionPlanincludedasastandardmandatorycomponent

ofLandgateInduction.

5. ProvideMentoringIndigenousPeopleaccreditedcourse. HumanResources August2015MentoringIndigenousAustraliansthroughanaccreditedmentoringcourseandacomponentoftheLandgatetraininganddevelopmentcalendar.


Opportunities Gaining Aboriginal talent and expertise enables Landgate to enrich the cultural diversity of our workforce.

Focus area: Recruitment , retention and professional & career opportunities


1. InitiateLandgateAboriginalTraineeshipProgram. HumanResources 2012 AboriginalTraineeshipProgramcommenced.

2. RecruitmentpolicyandprocessesincorporatetheprinciplesofWAARRM.

HumanResources Annually Recruitmentpoliciesreviewed.

3. EnsureprofessionalandcareerdevelopmentopportunitiesforAboriginalandTorresStraitIslanderemployees.

HumanResources Ongoingto2016AboriginalandTorresStraitIslanderemployees’accessprofessional&careerdevelopmentviatheirmandatoryGrowth,PerformanceandSatisfaction(GPS)performancemanagementprocess.

4. NewAboriginalandTorresStraitIslanderstaffprovidedwithanappropriatelyqualifiedandcommittedmentor.

HumanResources Ongoing2016 MentorprovidedforAboriginalandTorresStraitIslanderstaff.

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Tracking progress and reporting Enables ongoing learning that supports Landgate to develop new opportunities that support Reconciliation.

Focus area: Cultural Consciousness


1. ConsultationwithLandgateStaffConsultativeCouncil(SCC). HumanResources Ongoing2016HRInclusionSpecialistreporttoSCCeverysixweekswithRAPinitiativesandreview.

2. AnnualreportingonRAP. HumanResources Annually

• RAPReportdevelopedwithassistancefromtheDepartmentofAboriginalAffairs(DAA).

• AnnualprogressreporttabledatCorporateExecutive.

• RAPreportplacedontheReconciliationAustraliawebsite.

3. IncludeinitiativesandachievementsinChiefExecutivereporting.

HumanResources AnnuallyInitiativesandachievementsreportedinAnnualReportsandChiefExecutivereports.


Definitions

Aboriginal

Means pertaining to the original inhabitants of Australia and to their descendants.Source: Aboriginal Affairs Planning Authority Act (1972)

Person of Aboriginal descent

Means any person living in Western Australia wholly or partly descended from the original inhabitants of Australia who claims to be an Aboriginal and who is accepted as such in the community in which he/she lives. Source: Aboriginal Affairs Planning Authority Act (1972)

Torres Strait Islander

A Torres Strait Islander means a person who:

a. Is descended from a Torres Strait Islander; and

b. Identifies as a Torres Strait Islander; and

c. Is accepted as a Torres Strait Islander by a Torres Strait Islander community”. Source: Children and Young Persons (Care and Protection) Act (1998) No 157

Earth is Art – Red Earth Yarraloola.Earth is Art is a collection of breathtaking aerial images that showcase the unique

beauty of Western Australia. www.landgate.wa.gov.au/earthisart

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Supporting Strategic DocumentsLandgate Statement of Corporate Intent 2013-2014

Landgate Workforce & Diversity Plan 2012-2015

Landgate Strategic Plan 2010-2015

Landgate Human Resource Management Plan 2009-2013

Landgate Reconciliation Action Plan 2009-2011

Landgate Aboriginal Employment Strategy 2010-2013 (WAARRM)

WA Government Aboriginal Economic Participation Strategy 2012-2016

COAG’s National Partnership Agreement on Indigenous Economic Participation

NAIDOC 2013 Flag Raising Ceremony

1 Midland Square, MIDLAND WA 6056Telephone: (08) 9273 7341

Email: [email protected]

www.landgate.wa.gov.au

LG10

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Earth is Art – Electric Blue Satirist

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