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KARREETA YIRRAMBOIABORIGINAL EMPLOYMENT IN THE VICTORIAN PUBLIC SECTOR
MUNICIPAL ASSOCIATION of VICTORIA6 DECEMBER 2013
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Karreeta Yirramboi - Action Plan
All Australian governments agree to ‘close the gap’ on Aboriginal disadvantage
Karreeta Yirramboi (Action Plan) - Victorian government’s own plan to improve Aboriginal employment outcomes
Overarching goal is to increase Aboriginal people’s participation in public sector to 1% by 2018
Responsibility for meeting goals shared across organisations
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Delivering the policy objectives
Underpinning reform principles & imperatives:
not a level playing field address disadvantage & barriers partner with Aboriginal people ensure culturally appropriate workplaces accountable outcomes allocate appropriate resources embark on institutional change
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State Services Authority(SSA)responsibilities
1. Base line data collection – November 2010
2. Ongoing annual Workforce Data Collection (WDC)
3. Aboriginal info on [email protected]
4. Aboriginal employment ‘how to’ toolkit
5. Aboriginal Graduate Pathway
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Data & employment
Workforce Data Collection figures report 0.3% Indigenous employees, 2010/11/12 & 2013
People Matter Survey report <0.56 - 0.86%
By 2020, Victorian Aboriginal people will increase by about 25% (36,000 – 46,000)
The median age will be 22 years.
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Aboriginal graduate pathway
A very modest beginning …
Policy and program developed simultaneously and collaboratively
2012 for 2013 – 8 applications, 5 grads commence
2013 for 2014 – 10 applications, 7 grads starting January 2014
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Strategies? Consult & collaborate with Aboriginal
employees Devise appropriate policy Review practices Target marketing Build external relationships Try a case management approach Facilitate networking Implement cultural awareness training Support throughout (mentors, coaches) ‘Open door’ means listening Take action when needed 10
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Crystal Clear City Council
Case study
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Foundations for achieving success
Visible and active sign-on by all executives
High levels of cultural awareness across organisations
Aboriginal Employment Officers or equivalents to help develop and drive initiatives
Engage with existing Aboriginal staff & others to identify possibilities and any employment barriers
Include – don’t isolate
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![Article...National Aboriginal Housing Association 2004; Walker 2006, 2003). As eloquently stated by the National Aboriginal Housing Association, “[T]he federal government’s fiduciary](https://img.pdfslide.net/doc/110x75/5ea0173ddadd396323130ca3/article-national-aboriginal-housing-association-2004-walker-2006-2003-as.jpg)
