Ability Options Stretch Reconciliation Action Plan · 2017-06-26 · Our Organisation Our founder, the late Greg John McIntyre OAM, worked tirelessly to create better opportunities

Ability OptionsStretch Reconciliation Action Plan

November 2016-2019

Jade Williams is a Wiradjuri/Paakantji man from Western NSW with links mainly to Condobolin in NSW. Jade created this artwork to celebrate and acknowledge Ability Options commitment in supporting other people to make their lives better and how reconciliation, connection and working collaboratively with Aboriginal and Torres Strait Islander peoples with a clear purpose could be achieved.

On behalf of Ability Options and as the CEO, I would like to acknowledge Aboriginal and Torres Strait Islander peoples as the First Australians and their spiritual connection to land and waters.

It gives me great pleasure to introduce our Stretch Reconciliation Action Plan (RAP). The development of our Stretch RAP formalises our current endeavours and future commitments.

Through our Stretch RAP we will continue to strengthen and shape our relationships with Aboriginal and Torres Strait Islander communities, Elders and service providers through focussing on building relationships and respect, as well as creating opportunities with Aboriginal and Torres Strait Islander peoples.

The spirit and goals of our RAP align well with our organisations mission – To support people who need assistance to achieve their aspirations and inclusion in the community.

Internally through the delivery of our cultural awareness training for all employees, and celebrations of key cultural events with Aboriginal and Torres Strait Islander peoples, our RAP will drive collaboration and a shared understanding.

Our Aboriginal and Torres Strait Islander Employment Strategy provides the framework to create exciting employment opportunities for First Australian Peoples in a supportive environment. It will support the development of new and innovative services and programs in partnership with stakeholders and the communities in which we provide services.

I would like to recognise the efforts of those who contributed to this important process, both within our organisation, as well as partners and friends in the community. I thank them for their leadership, guidance, encouragement and commitment.

We look forward to continuing to learn from each other on this journey of healing together, and we are proud to be part of creating fundamental cultural change in our community.

As we deliver on our commitments I welcome honest feedback on how we can improve our services that contribute to improving the lives of Aboriginal and Torres Strait Islander peoples.

Fred J P Van Steel Chief Executive Offi cerAbility Options Limited

A STATEMENT FROM

OUR CEO

1

Pindarri is theGamilaroi word for‘coming together’

2

Pindarri is the Gamilaroi word for ‘coming together’ Ability Options’ Reconciliation Action Plan (RAP) is a refl ection of our agreed strategy to achieve our goals by ‘coming together’ and working collaboratively with Aboriginal and Torres Strait Islander colleagues, our staff from the broader community and other stakeholders.

• Ability Options’ vision for Reconciliation is for an Australia that embraces Aboriginal and Torres Strait Islander peoples’ equal opportunity for employment, health, wealth and longevity; and the rights of Aboriginal and Torres Strait Islander peoples to be treated with the dignity and respect that should be afforded to everyone.

• Ability Options has a strong desire to see Aboriginal and Torres Strait Islander peoples valued for their diverse cultures. We strive to reduce the alarming disparities in living standards, employment, education, equality and life expectancy between Aboriginal and Torres Strait Islander peoples and other Australians.

• We understand that to restore and heal broken relationships we need to recognise the social inequalities of the past and ensure they are eradicated.

Pindarri Consultants – our partners on our reconciliation journey Pindarri is also the name of the organisation that Ability Options has ‘come together with’ on our reconciliation journey – assisting us to understand better the tenets and beliefs First Australian Peoples have held fi rm for well over 60,000 years.

Pindarri has a strong track-record in advocating equality for Aboriginal and Torres Strait Islander peoples throughout Australia and will partner with us to conduct cultural learning opportunities for our staff members. The fi rst of these learning opportunities began in June 2015 with a Cultural Appreciation pilot session delivered to Ability Options Senior leaders and other key staff. Bradlee Commins from Pindarri facilitated the sessions that allowed the participants including both Aboriginal and Torres Strait Islander peoples and members of the broader community, who may not have an understanding of Australia’s First Peoples and their cultural lifestyles, an opportunity to unpack years of Aboriginal and Torres Strait Islander cultures and traditions whilst introducing participants to the oldest surviving cultures on earth.

Through an exploration of other cultures, in this instance Aboriginal and Torres Strait Islander cultural issues, with sensitivity and respect, participants at the pilot session came away with an understanding of how a person’s culture may inform their values, behaviour, beliefs and underlying assumptions. With an endorsement from the pilot group Ability Options have begun rolling out this training initiative across the organisation to all employees. The half day programs are delivered across Ability Options sites in Greater Sydney, Newcastle and the Central Coast with up to 20 employees attending at one time. Over 150 employees have attended. This initial program will continue to roll out, at which point the Stretch Reconciliation Action Plan steering committee will develop recommendations for future programs.

PINDARRI –OUR VISION FOR RECONCILIATION

3

‘Supporting people who need assistance to achieve their aspirations and inclusion in the community’ Ability Options stated mission is to ‘support individuals who need help to achieve their aspirations and inclusion in the community’, and our RAP is fully aligned with that long-standing commitment.

With a broad range of culturally diverse groups of people utilising our services, we have long believed it is critical to understand and build strong relationships with all those who access, or deliver our services. This includes family members, carers and communities.

Building these relationships demonstrates that we are an open and respectful organisation that puts the individual, their needs, and aspirations at the centre of services. We acknowledge that this richness of diversity and difference enhances us personally and professionally and is core to our mission and values.

Our OrganisationOur founder, the late Greg John McIntyre OAM, worked tirelessly to create better opportunities for people to live their lives the way they wanted. He founded a number of disability service and advocacy organisations, including, in 1976, the organisation that is today known as Ability Options. His inspiration still drives us as we continue to expand and support a much broader range of people who need assistance to achieve their goals and inclusion in their communities.

We are a large, experienced not for profi t with a vibrant culture. As of late 2015, our 750+ employees annually assist more than 10,000 people with employment, training, recreation, community inclusion, living skills and accommodation solutions. Our geographic footprint is across North and Western Sydney, the Central Coast, as well as sites in the Hunter Region, and community partners on the Mid North Coast.

We believe employment is critical to the increased economic freedom for all Aboriginal and Torres Strait Islander peoples – as levels of employment rise, so too does the capacity to participate equally in many community opportunities, make choices and determine better futures. So we are very proud of our successful Vocational, Training & Employment Centre [VTEC] which connects First Australian Peoples seeking employment with guaranteed jobs and brings together the support services necessary to build vocational and non-vocational capabilities that prepare for long-term employment. Our VTEC footprint covers Southern and South-Western Sydney, Southern Highlands and the Illawarra/Shoalhaven region. We have a mobile presence in the Illawarra/Shoalhaven region and a full-time site in Campbelltown. We are able to meet job seekers and employers ‘off site’ anywhere across this region by appointment .

Leveraging our success in Employment Services, our Hunter-based team is committed to building our corporate capability to deliver programs attuned to the specifi c needs of Aboriginal and Torres Strait Islander participants under the National Disability Insurance Scheme (NDIS).

At the time of writing, Ability Options employs 12 Aboriginal and/or Torres Strait Islander staff and have implemented a proactive strategy to encourage Aboriginal and Torres Strait Islander peoples to join our team, as covered below in the Opportunities section of our RAP.

PINDARRI OUR VISION FOR RECONCILIATIONOOOOOOOOOUUUUUUUUURRRRRRRRR VVVVVVVVVIIIIIIIIISSSSSSSSSIIIIIIIIIOOOOOOOOONNNNNNNNN FFFFFFFFFOOOOOOOOORRRRRRRRR RRRRRRRRREEEEEEEEECCCCCCCCCOOOOOOOOONNNNNNNNNCCCCCCIIIIIILLLLLLLLLIIIIIIIAAAAAAAAATTTTTTTTTIOOOOOOOOONNNNNNNNN

4

Our motivation and commitment to ReconciliationAs a leading provider of community services, we are committed to ensuring our entire team has an educated understanding around Aboriginal and Torres Strait Islander histories, heritage, cultures and contributions, and continually demonstrates genuine respect for Aboriginal and Torres Strait Islander peoples and cultures. We honour the unique place Aboriginal and Torres Strait Islander peoples hold as community members.

Our extensive experience in assisting people to fi nd and sustain meaningful employment is coupled with our absolute commitment to a person-centred approach to service delivery. By actively involving people in the decision making process, we recognise that Ability Options are in a unique position to make a real difference and positively infl uence opportunities for Aboriginal and Torres Strait Islander people in the disability and employment services sectors.

Our intent is to support and promote opportunities for Aboriginal and Torres Strait Islander peoples to feel respected, acknowledged, and welcomed; and to experience equity and equal achievement across all divisions of our organisation.

This Stretch RAP demonstrates our total commitment to inclusion and the rights of all Aboriginal and Torres Strait Islander peoples and our focused approach to implementing longer-term strategies to support stronger relationships, increased mutual respect and sustainable opportunities for First Australian Peoples. We will work towards defi ned reconciliation targets and goals – setting the path for positive change and encouraging Ability Options to rise to the challenge of shared pride and national prosperity.

Our RAP internally is championed by the organisation’s Senior Leadership Team led by the CEO, supported by a cross-divisional RAP Steering Group. This Steering Group consists of Aboriginal staff members, both internal and external. Internally we have employees representing each division of the organisation including;

• Executive Leader, Employment and Social Enterprise

• Coordinator of Complaints and Compliance

• Disability Support Worker

• Employer Specialist within our VTEC team

• Schools and Community Liaison Offi cer

• Our Aboriginal Elder of Western Sydney ‘Uncle Greg’

• Executive Leader, Marketing and Communications

• Employment Advisor from our Disability Employment Service and jobactive teams,

• Transition to Work Consultant

• NDIS Customer Engagement Manager for Sydney

• NDIS Research and Administration Offi cer

• Executive Leader, People and Culture

• General Manager, Aboriginal Programs and Strategy

Externally we are supported by Bradlee Commins, the Director Pindarri Consultants Pty Ltd. This group have all assisted in the formation of our core commitments to reconciliation. Our RAP commitments formation also extends out into our business through consultation with our Aboriginal and/or Torres Strait Islander employees.

PINDARRI OUR VISION FOR RECONCILIATIONOOOOOOOOOUUUUUUUUURRRRRRRRR VVVVVVVVVIIIIIIIIISSSSSSSSSIIIIIIIIIOOOOOOOOONNNNNNNNN FFFFFFFFFOOOOOOOOORRRRRRRRR RRRRRRRRREEEEEEEEECCCCCCCCCOOOOOOOOONNNNNNNNNCCCCCCIIIIIILLLLLLLLLIIIIIIIAAAAAAAAATTTTTTTTTIOOOOOOOOONNNNNNNNN

We believe employment is critical to the increased economic freedom for all Aboriginal and Torres Strait Islander peoples –

as levels of employment rise, so too does the capacity to participate equally in many community opportunities.

5

Ability Options have a long-standing commitment to assisting Aboriginal and Torres Strait Islander peoples to fi nd meaningful work in the following areas:

Employment services for Aboriginal and Torres Strait Islands people with disabilityAbility Options have been a specialist Disability Employment Services [DES] provider since early 2010 working with Aboriginal and Torres Strait peoples with disability. Contracts are held in the Outer Western Sydney and Macarthur areas and in September 2015 all these program contracts were rated the highest with 5 stars – a testament to the success being achieved. In March 2010 we employed an Aboriginal Elder, known to everybody as Uncle Greg, as an Aboriginal Community Liaison Offi cer at Mount Druitt, to actively engage with the local community and to help ensure the sustainability of employment opportunities for Aboriginal and Torres Strait Islander peoples with a disability.

Signifi cant events For many years Ability Options has participated in signifi cant events such as NAIDOC Week. This includes attending community activities such as fl ag raising ceremonies and family fun days as well as holding events of our own. Traditionally we have held a NAIDOC Week event in the Outer Western Sydney area at one of our employment offi ces either in Seven Hills or Mount Druitt. These events have involved the participation of the local services including the health screen bus offering free routine health screening, and the Local Area Command of the NSW Police. Key contract and account managers from our government funding bodies including Department of Prime Minister and Cabinet are invited to join in the celebrations. Local Aboriginal and Torres Strait Islander people are invited to entertain including both traditional and modern song and dance. There is also generally a local Aboriginal and/or Torres Strait Islander artist who assists in the creation of a painting to commerate the day; a smoking ceremony; yarn ups; and of course food.

In 2016 Ability Options will have an offi cial presence at the Campbelltown Community Day at Bradbury Oval, Camden Community Day at Camden Town Farm, Riverstone Community Day at Riverstone Community Centre, Tharawal Community Day at Keven Wheatley Memorial Reserve and Illawarra-Dapto Community Day at Dapto Showground. Of signifi cant note will be our participation at the Central Coast Community Day at Gosford Racecourse where we will partner with Jayden Hodges from the Manly Sea Eagles and Bradlee Commins from Pindarri, and also a former NRL player; as well as the Youth Off the Streets OzTag Tournament, where Josh Starling also from the Manly Sea Eagles will join us for some celebration fun with the participants. Ability Options held an event in 2016 at the Mount Druitt site on 14 July.

OUR ACHIEVEMENT

TO DATE

6

Assisting Aboriginal andTorres Strait Islander peoples

to fi nd meaningful work

7

Ability Options has worked hard to establish a culturally safe workplace with the assistance of our consultant partner Pindarri. This has involved a complete review of our corporate policies and procedures to ensure that they are culturally sensitive in their application. A reference group has also been established with all current staff who identify as Aboriginal and/or Torres Strait Islander peoples participating, to fi rstly assist staff to know and connect with other known Aboriginal and Torres Strait Islander staff, and to also act as an advisory group to Ability Options.

Aboriginal and Torres Strait Islander people can access an Aboriginal mentor to assist them to grow in their lives and careers. Within the current workforce many of our existing Aboriginal and Torres Strait Islander staff are accessing training to improve their skill sets, with three currently undertaking courses in leadership and management. These three staff in particular have been connected with a mentor who can assist and challenge them in their studies and commitment to their work, as well as assist them in creating a high performing culture within their business area.

Our consultant Pindarri also assists in gathering our teams of Aboriginal and Torres Strait Islander workers together to meet with them separately from management, to ensure that communication is delivered in a culturally appropriate way, and also to provide a safe environment to voice any matters and plan a way of moving forward in their resolution. These sessions are also designed to ensure that our Aboriginal services are delivered in a culturally sensitive and appropriate fashion, and to ensure that the programs are highly regarded and respected within Aboriginal and Torres Strait Islander communities.

All staff will attend, generally within their probationary period, a half day cultural awareness training session delivered by our consultant and partner Pindarri.

This is generally delivered by the consultant Managing Director, Bradlee Commins and is supported with culturally interactive activities as well as traditional Aboriginal and Torres Strait Islander song and dance. These training sessions have been well received by staff. The value rating for those who attend is normally in the high to very high range, and the comments in the feedback section are generally emotional, indicating that many staff had little knowledge of the journey of the First Peoples of Australia, and have come away from the session enlightened and keen to be working with a business who is committed to making a difference.

A CULTURALLY SAFE

WORKPLACE

8

Ability Options staff members including Uncle Greg Simms at Riverstone Community Centre

Ability Options has workedhard to establish a culturally

safe workplace with theassistance of our consultant

partner Pindarri

9

Based on our extensive experience assisting people to fi nd and maintain meaningful employment, in 2014, we were awarded a contract by the Department of Prime Minister and Cabinet to establish a Vocational, Training & Employment Centre [VTEC]. A team of fi ve specialists, all who identify as being an Aboriginal and/or Torres Strait Islander person, were recruited to support the roll-out and continued operations of the program across South-Western Sydney and the Illawarra. As of October 2015, we had placed over 120 Aboriginal and or Torres Strait peoples into employment and, based on our successful track record; our contract to recruit job seekers has been extended for an additional year.

Our VTEC was launched in 2014 with a series of breakfast meetings with local employers in the Illawarra and West and South Western Sydney, hosted by high profi le Aboriginal sporting celebrities – Mark Ella, David Peachey, and Jim Williams. In late July 2015, Ability Options’ Campbelltown Employment offi ce was buzzing

with excitement when nine women from Ability Options VTEC employment program were awarded their Certifi cate II in Retail by Steve Clarke from the Department of Prime Minister and Cabinet. Every job seeker who completed their training all found local work in the retail sector with hours to suit their individual circumstances.

Naturally Wild is a 100% Australian owned company that has created a new category of ‘Wild Australian Meats’ for customers such as Coles and Woolworths. In line with her vision, CEO Marnie Flanagan wanted to explore increasing Aboriginal and Torres Strait Islander employment to help ignite passion and enhance pride in the communities where her produce is sourced and immediately contacted the Ability Options VTEC employment program to help assist with fi nding Aboriginal and Torres Strait Islander staff. At the time of development of this RAP, one staff member has been employed. Ability Options remains the preferred supplier of labour to Naturally Wild.

VOCATIONAL, TRAINING &

EMPLOYMENT CENTRE [VTEC]

Toa Asa (staff member and Randwick Rugby Union player), former international Rugby Union player Mark Ella and Brenda Odewahn Executive Leader, Employment – VTEC employer engagement breakfasts Steve Clarke, Department of Prime Minister and Cabinet presents Certifi cate II in Retail to a graduate

10

Community outcomeBakers Delight, Nepean Village recently contacted our Customer Service Centre regarding an advertised vacancy for an apprentice baker. The job was allocated to Daniel Palffy our Employment Liaison Consultant Penrith who took up the challenge to fi ll the role. Daniel already had a possible candidate in mind, Jake, a young Aboriginal man, who was a direct referral through our School and Community Liaison Offi cer who had just started his job search, through the DES program with Ability Options.

Jake had commenced a Certifi cate III Retail Baking at TAFE and was initially a little hesitant at leaving the TAFE course for a job. Daniel met with Jake and discussed all the requirements for the role and Jake met all the criteria. After considering his options and career aspirations, Jake made the decision to apply for the apprenticeship with Bakers Delight.

Daniel organised for Jake to meet with the employer, Kersi from Bakers Delight to give Jake a taste of what a life as a baker would be like. Jake really enjoyed his fi rst shift and the employer was pleased with Jake’s passion for the trade and his interest in learning. Jake is now employed as an apprentice baker at Bakers Delight, Nepean Village and Jordon, an Aboriginal mentor at Pindarri, who has been working with our VTEC team has worked closely with Jake on ensuring his transition into full time work is successful.

Ability Options Mount Druitt offi ce hosted a NAIDOC Week celebration on Friday, 24 July 2015, with almost 70 people from the local community attending. A highlight of the celebration was the creation of a NAIDOC tree, which saw every guest add their fi ngerprint in coloured paint. Blacktown Chief Inspector Bob Fitzgerald, was in great humour, joking with Ability Options staff member Gemma Lee Carter as she took his fi ngerprint to add to the others. A heartfelt and touching story of a local man, Troy who spoke of his struggle with unemployment and depression and how Ability Options assisted him to overcome these barriers had the crowd captivated. A delicious morning tea was served before everyone attending moved outside to the park for a smoking ceremony conducted by Elder, Uncle Greg.

VOCATIONAL, TRAINING & VVVVVVVVVOOOOOOOOOCCCCCCCCCAAAAAAAAATTTTTTTTIIIIIIOOOOOOONNNNNNNNAAAALLLLLLLL,,,,, TTTTTTTTTRRRRRRRRRAAAAAAAAAAIIIIIIIIINNNNNNNNNIIIIIIIIINNNNNNNNNGGGGGGGGG &&&&&&&&&& EMPLOYMENT CENTRE [VTEC]

Daniel Palffy staff member, employment participant Jake and his mentor Jordan Goddard from Pindarri outside Jake’s workplace

NAIDOC Week 2015 – an example of community participation in action

11

Pindarri ConsultancyAbility Options has partnered with Pindarri, a highly regarded consultancy focussed on assisting organisations to become more aware of, and to gain an understanding of, the tenets and beliefs of First Australian Peoples. Pindarri has previously assisted organisations such as Compass Group, a major employer of Aboriginal and Torres Strait Islander peoples, BreakThru People Solutions, another disability and employment services provider, non-government organisations, Caltex, Westpac and Northen Sydney Local Health. Through Pindarri consultancy, Ability Options has improved outcomes for Aboriginal and Torres Strait Islander job seekers supported by specifi c training called Walking in Two Worlds. This has been proven to be very effective in assisting our Aboriginal and Torres Strait Islander job seekers to increase their understanding of employers’ expectations in the workforce. Once the job seeker is placed into employment, support is provided by Pindarri consultants to provide mentoring to ensure that any issues that may arise are proactively managed. In addition, the partnership has assisted in ensuring that all Ability Options employees are guided through cultural awareness training. All Ability Options operating locations have been visited or viewed by Pindarri staff members and are presented in a way that is engaging for Aboriginal and Torres Strait Islander people. Pindarri also viewed and amended, where required, organisational policies and procedures, particularly in relation to our People and Culture department, which is responsible for recruitment and the well being of employees. Ability Options are committed to a working relationship with Pindarri until at least December 2017.

Pindarri comes to us with fi ve core elements to their business. These fi ve elements support Ability Options in the areas of cultural awareness, organisational development, employment outcomes, mentoring and community consultation.

To date our collaboration with Pindarri has resulted in the following:

1. Sixteen cultural awareness sessions to employees including one for the Board of Ability Options. These sessions provided Ability Options Employees with an awareness and understanding of Aboriginal and Torres Strait Islander histories, cultures and beliefs.

2. An internal campaign to raise awareness of Ability Options commitment to reconciliation and intention to develop a Stretch RAP. Campaign utilising online communication and collateral. This campaign was delivered to all internal employees to show commitment to reconcilliation, and to announce the organisation’s intention to engage with employees in the development of a Stretch RAP. The collaterol included mini fl ags from Flagworld that were displayed at all Ability Options sites as well as framed Aboriginal Australia maps. Each site was encouraged to meet and discuss our reconcilation journey so far, and site leaders were asked to capture the feedback and gauge commitment to the Stretch RAP. This campaign also raised awareness of the Cultural Appreciation Training timetable and encouraged employees to attend and participate. Feedback from our site leaders suggested that the campaign was successful in creating conversations about reconciliation and commitment to hosting a cultural awareness training session on site.

3. Walking in Two Worlds – six sessions have been delivered to Aboriginal and Torres Strait Islander job-seekers on the Central Coast

4. Created opportunities with corporate partners for sustainable employment for Aboriginal and Torres Strait Islander job-seekers

5. Enhancement of Ability Options’ organisational procedures to ensure they are inclusive of the First Nations Peoples

COMING TOGETHER –KEY RELATIONSHIPS AND PARTNERSHIPS

12

GenerationOneGenerationOne has partnered with Ability Options to support the roll out and ultimate success of our VTEC. They have attended breakfasts and launches and promoted good news stories including our retail graduates through the Australian Retailers Association and employer partnerships with Offi ceworks, Australia Post, and QANTAS. During our Ability Awareness Day 2015, we were pleased to introduce Jeremy Donovan the then CEO of GenerationOne, who spoke with attendees in recognition of our commitment to Aboriginal and Torres Strait Islander peoples. Jeremy later entertained us all with a performance playing the didjeridoo and taking those who attended on a journey of his life, which included him fi nding his family and culture and what this means to him personally. More particularly, at some of the VTEC breakfasts conducted in 2014 and 2015, Jeremy spoke openly and candidly to job seekers and employers about his past and how he has managed to put that piece of his life behind him to become a successful and proud Aboriginal man and the CEO of GenerationOne.

COMING TOGETHER KEY RELATIONSHIPS AND PARTNERSHIPSKKKKKKKKKEEEEEEEEEYYYYYYYYY RRRRRREEEEEEEEELLLLLLLAAAAAAAAATIOOOOOOOOONNNNNNNNNSSSSSSSSSHHHHHHHHIIIIIIIPPPPPPPPPSSSSSSSSS AAAAAAAAANNNNNNNNNDDDDDDDDD PPPPPPPPPAAAAAAAAARRRRRRRTTTTTTTTTNNNNNNNNNEEEEEEEEERRRRSSSHHIIPPPPPPPPPSSSSSSSSS

13

Nicola Briggs, Certifi cate II in Retail recipient with Steve Clarke Department of Prime Minister and CabinetBradlee Commins, Pindarri gifting a didgeridoo to Fred Van Steel CEO Ability Options

Other relationships• Ngallu Wal Aboriginal Child & Family Centre – Doonside

• Marrin Weejali Aboriginal Corporation – Mt Druitt

• NSW Housing – Aboriginal Unit

• Aboriginal Medical Centre – Mt Druitt

• Community Resource Network

• Department of Juvenile Justice

Each of the above relationships is signifi cant and important to Ability Options. These organisations and communities assist and support our organisation and employees to provide the best possible services to those we support, no matter where they are in our business. Employees from within our operations, including both Aboriginal and Torres Strait Islander staff members as well as staff members from the broader community, make it an important part of their normal routine to attend and support these organisations and others at interagency events and open days. Our close and regular involvement with these organisations consolidates the strength of our relationships, which improves our clients’ access to the services provided by these organisations. We also know that when we facilitate referrals that the people we support will be provided with the best services available in the area and that these services will be culturally appropriate.

We are always pleased to see the same support returned by these organisations to Ability Options including attending our events and open days such as our NAIDOC celebrations.

COMING TOGETHER KEY RELATIONSHIPS AND PARTNERSHIPSKKKKKKKKKEEEEEEEEEYYYYYYYYY RRRRRREEEEEEEEELLLLLLLAAAAAAAAATIOOOOOOOOONNNNNNNNNSSSSSSSSSHHHHHHHHIIIIIIIPPPPPPPPPSSSSSSSSS AAAAAAAAANNNNNNNNNDDDDDDDDD PPPPPPPPPAAAAAAAAARRRRRRRTTTTTTTTTNNNNNNNNNEEEEEEEEERRRRSSSHHIIPPPPPPPPPSSSSSSSSS

14

Performer, Jeremy Donovan enchants the crowd at Ability Awareness Day

ACTION DELIVERABLE RESPONSIBILITY TIMELINES

RAP Steering Group actively monitors RAP development and implementation of actions, tracking progress and reporting

• RAP Steering Group oversees the development, endorsement and launch of the RAP

• Meet at least four times per year to monitor and report on RAP implementation

• Ensure RAP Steering Group comprises of employees from a cross-section of divisions and roles

• Ensure Aboriginal and Torres Strait Islander peoples are represented on the RAP Steering Group

• Establish a documented terms of reference for RAP Steering Group


February 2017

March, June, September, December 2017, 2018, 2019

July 2017

July 2017

July 2017

Ability Options to participate in National Reconciliation Week (NRW) and other events/celebrations that promote stronger relationships between Aboriginal and Torres Strait Islander peoples and other Australians

• Organise four internal NRW events each year

• Register all Ability Options NRW events via the Reconciliation Australia website

• Encourage staff and senior leaders to participate in external events to recognise and celebrate NRW

• Encourage staff to celebrate other important Aboriginal and Torres Strait Islander days and/or events


27 May – 3 June 2017, 2018, 2019

Maintain and strengthen mutually benefi cial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes

• Develop and implement an engagement plan to work with Aboriginal and Torres Strait Islander stakeholders

• Meet with twelve local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement

• Commit to establishing two formal two-way partnerships with Aboriginal and Torres Strait Islander organisations relevant to our sphere of infl uence

• Invite external Aboriginal and Torres Strait Islander peoples including Elders, Traditional Owners and Aborigional and Torres Starit Islander service providers to Ability Options’ annual service development planning workshop to provide input and cultural advice into service development planning


October 2016

December 2016

December 2016

February 2017 and February 2018

Raise internal and external awareness of Ability Options RAP

• Develop and implement a communication strategy to raise internal and external awareness of our RAP

• Promote reconciliation through ongoing active engagement with all stakeholders

• Encourage our stakeholders to develop a RAP

• Communicate our RAP progress to all staff on a quarterly basis

• Engage our staff and stakeholders in our RAP initiatives and commitments


December 2017

July, December 2017, 2018, 2019

December 2017, 2018, 2019


July, December 2017, 2017, 2018

RelationshipsAbility Options has actively sought to be a provider of services to Aboriginal and Torres Strait Islander peoples and communities by building solid relationships and by engaging with Aboriginal and Torres Strait Islander staff to achieve the best outcomes for our participants and jobseekers.

We have discovered through true collaboration and partnership development, and working closely with our Aboriginal and Torres Strait Islander employees and community partners, new opportunities exist. Through our Stretch RAP we have committed to sharing our expertise and recognising that progress and seeking positive outcomes will continue to create these opportunities.

By continuing every day to strive to build and grow the positive relationships we have forged, we believe the connections already established, as well as new relationships and partnerships, can continue to rise and prosper bringing even greater results for Aboriginal and Torres Strait Islander communities.

Key Priority – Organisation Commitment – Executive OwnershipThe CEO and Senior Leadership Team of Ability Options has taken collective ownership of the Stretch RAP as a clear indication of their commitment to the long-term success of the programs.

15

ACTION TARGET RESPONSIBILITY TIMELINES

Increase employees knowledge and awareness of Aboriginal and Torres Strait Islander peoples’ histories, cultures and achievements

• Review and update a cultural awareness training strategy for Ability Options staff which defi nes continuous cultural learning needs of employees in all areas of our business including various ways of which cultural learning can be provided (online, face to face workshops and cultural immersion)

• Implement our cultural awareness training plan on a regular basis:

• In consultation with Aboriginal and Torres Strait Islander peoples, develop and implement online training content to be part of our mandatory induction program

• In consultation with Aboriginal and Torres Strait Islander peoples, develop divisional specifi c programs to raise awareness of Aboriginal and Torres Strait Islander peoples histories, cultures and achievements to be delivered face to face and online

• In consultation with Aboriginal and Torres Strait Islander employees and community, develop an on-line cultural awareness module to be integrated into Ability Options’ corporate training

• 80% of all permanent staff to have participated in cultural awareness training – face to face

• 80% of all staff (permanent and casual) to have participated in cultural awareness training – online

• 80% of all staff to undertake cultural immersion learning activities each year

• All RAP Working Group members to undertake cultural learning activities each year

• 100 % of senior executives and Board to undertake cultural learning activities

• 80% of new staff members to participate in cultural awareness training within 4 months of commencement of employment (face to face or online)

• 80% of staff members undergo Pindarri cultural learning programs, including the Cultural Appreciation, Cultural Translation, Strategic Workforce Development and Healing programs


July 2017, 2018, 2019

August 2017, 2018, 2019

June, December 2017, 2018, 2019

August 2017

August 2017

July 2017

December 2018

September 2017, 2018, 2019

July 2017, 2018, 2019

December 2018

March 2017,2018,2019

October 2017, 2018, 2019

Embed Aboriginal and Torres Strait Islander cultural protocols around Acknowledgment of Country and Welcome to Country

• In consultation with Aboriginal and Torres Strait Islander Elders, develop and implement a cultural protocol document for Welcome to Country and Acknowledgement of Country

• Ensure cultural protocols document is communicated and accessible to all employees via the Ability Options intranet

• Review, update and communicate list of key contacts for organising a Welcome to Country to all staff

• Invite a local Traditional Owner to provide a Welcome to Country at a minimum of fi ve events each year

• Ensure an Acknowledgement of Country is conducted at the commencement of all community events and signifi cant internal meetings

• Create and organise for an Acknowledgment of Country plaque to be displayed in 22 Ability Options sites


July 2017

March 2017

July 2017

October 2018

February 2017

July 2017

RespectRespect for Aboriginal and Torres Strait Islander people is important to our organisation and core business activities. To demonstrate respect we need to acknowledge the wrongs of the past, and continuously move forward with an openness to learn about celebrating Aboriginal and Torres Strait Islander histories,

cultures, and successes. We are committed to better understanding Aboriginal and Torres Strait Islander peoples, enabling us to increase our capacity to tailor our services to meet the cultural needs of Aboriginal and Torres Strait Islander peoples. In return, our programs will reach more people who will benefi t from these services.

Key Priority – Building organisation awareness, understanding and respect

16

ACTION TARGET RESPONSIBILITY TIMELINES

Celebrate and participate in NAIDOC Week

• Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate in local NAIDOC Week events

• Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week

• Identify and engage with local NAIDOC Week committees to discuss mutually benefi cial opportunities to support celebrating NAIDOC Week

• In collaboration with Aboriginal and Torres Strait Islander peoples, host 4 internal NAIDOC Week events each year including yarn-ups

• Encourage staff to participate/attend at least one NAIDOC Week celebration each year

• Increase year-over-year number of staff participating in internal and external NAIDOC Week events


1st Sunday – 2nd Sunday, July 2017, 2018, 2019

December 2016, 2017, 2018

March 2017, 2018, 2019

July 2017, 2018, 2019

July 2017, 2018, 2019

July 2017, 2018, 2019

Celebrate Aboriginal and Torres Strait Islander cultural events and days of signifi cance

• Develop calendar of Aboriginal and Torres Strait Islander cultural events and days of signifi cance

• Community local event committees to be contacted by end March each year to discuss mutually benefi cial opportunities

• Hold 4 internal celebration events for Aboriginal and Torres Strait Islander cultural events and days of signifi cance (other than NRW and NAIDOC Week) per annum – including yarn-ups

• Register Ability Options celebrations on websites to promote our events, including Ability Options website, Ability Options Facebook page, Pindarri Facebook page, Pindarri Linkedin site

• Encourage staff to participate/attend at least one celebration per annum for Aboriginal and Torres Strait Islander cultural events and days of signifi cance (other than NRW and NAIDOC Week)

• Provide opportunities for staff to attend external events celebrating Aboriginal and Torres Strait Islander cultural events and days of signifi cance

• Reduce the work load of staff during NAIDOC to Increase year-over-year number of staff participating in internal and external events including local NAIDOC week celebrations, site specifi c, local council and community events


April 2017, April 2018, April 2019

March 2017, 2018, 2019

September 2018


March 2017

July 2019

December 2018

Ability Options facilities demonstrate and promote a culturally welcoming place for Aboriginal and Torres Strait Islander peoples.

• Purchase and display Aboriginal Australia map in 22 Ability Options offi ces

• Purchase and display Aboriginal and Torres Strait Islander fl ags at visual entry points in 22 Ability Options offi ces

• Commission an Aboriginal and Torres Strait Islander painting for display in Ability Options Head Offi ce, which includes acknowledgments of artist and story of artwork

• Consult with Aboriginal and Torres Strait Islander employees and stakeholders to evaluate the cultural safety of our offi ce environment


March 2017

March 2017

March 2017, 2019

December 2018, 2019

Key Priority – Building organisation awareness, understanding and respect (cont)

17


Increase Aboriginal and Torres Strait Islander workforce participation across Ability Options

• Develop and implement an Aboriginal and Torres Strait Islander employment and retention strategy for Ability Options

• Commit to employing 8 new Aboriginal and Torres Strait Islander employees (3% equalling 22 staff)

• Commit to employing 8 new Aboriginal and Torres Strait Islander employees (5% equalling 30 staff)

• Commit to employing 8 new Aboriginal and Torres Strait Islander employees (7 % equalling 38 staff)

• Advertise all Ability Options job vacancies in Aboriginal and Torres Strait Islander media such as Koori Mail, National Indigenous Times and OurMob

• Consult with community representatives to revise recruitment practices to attract more Aboriginal and Torres Strait Islander applicants for staff and volunteer roles

• Ensure Aboriginal and/or Torres Strait Islander representation on Ability Options recruitment and selection panels

• Engage with Aboriginal and Torres Strait Islander staff to develop a professional development strategy, including access to training and learning development programs

• Develop and implement a career mentoring program available to Aboriginal and Torres Strait Islander employees

• Review all HR policies to ensure there are no barriers for Aboriginal and Torres Strait Islander people to participate in the workplace


August 2017, July 2018

December 2017

June 2018

June 2019

December 2017, 2018, 2019

July 2017

December 2017, 2018, 2019

August 2017

August 2017

December 2017, 2018, 2019

Create traineeship opportunities within Ability Options for Aboriginal and Torres Strait Islander peoples

• Identify and create 2 identifi ed traineeship opportunities per annum within Ability Options for Aboriginal and Torres Strait Islander candidates

• Leverage TAFE, RTO, and University connections to ensure that the broadest candidate base is accessed


July 2017, 2018, 2019

July 2017, 2018, 2019

OpportunitiesOur focus as a person centred human services organisation is in exceeding the needs of our customers, providing value added services, in an environment of individualised options and a postive focus on choice and control. We do this through the delivery of business excellence, technological innovation and our commitment to attracting, developing and retaining a skilled and diverse workforce. Inclusion is imperative to our organisation’s success, as is providing and enhancing

opportunities for all people we support or engage with, organisations and communities. Creating opportunities for Aboriginal and Torres Strait Islander peoples is integral to fulfi lling our commitment to attract, develop and retain a diverse workforce as is building stronger community links, relationships, and services. Ensuring that we come together in a way that is respectful and promotes improved equality and equity.

Key Priority – Creating opportunities for inclusion and service delivery

18


Increase engagement with Aboriginal and Torres Strait Islander-owned businesses

• Develop and implement an Aboriginal and Torres Strait Islander procurement strategy

• Meet procurement targets for goods and services from Aboriginal and Torres Strait Islander owned businesses

o $7.5K of total expenditure of goods in 2016 - 2017 o $15K of total expenditure of goods in 2017 - 2018 o $25K of total expenditure of goods 2018 - 2019

• Promote procurement opportunities to Aboriginal and Torres Strait Islander businesses through community networks

o Engage with Employment teams to ensure procurement strategy is implemented holistically and successfully

• Meet targets for the number of commercial relationships with Aboriginal and Torres Strait Islander businesses

o Develop new commercial relationships with 2 new contractors o Develop new commercial relationships with at least 5 organisations: 1 contractor in each region

of operation (South West Sydney, Western Sydney, Central Coast, Hunter New England, Nepean Blue Mountains)

o Develop new commercial relationships with at least 10 organisations: 2 contractors in each region of operation (South West Sydney, Western Sydney, Central Coast, Hunter New England, Nepean Blue Mountains)


September 2017

September 2017September 2018September 2019

December 2016, December 2017 December 2018December 2016, 2017, 2018

November 2016

November 2017

November 2018

Increase awareness of the National Disability Insurance Scheme (NDIS) amongst Aboriginal and Torres Strait Islander communities as a service option

• Conduct 2 Awareness Workshops per annum with Aboriginal and Torres Strait Islander communities to promote and increase understanding of transition to NDIS from State Government services

• Collaborate with Aboriginal and Torres Strait Islander service providers in our sphere of infl uence to develop Awareness Workshops

• Publish a fact sheet or brochure tailored to Aboriginal and Torres Strait Islander peoples to increase awareness of the NDIS


June and December 2017, 2018, 2019

November 2017

October 2018

Key Priority – Creating opportunities for inclusion and service delivery (cont)

19


Improve sustainable employment outcomes through Employment Services for Aboriginal and Torres Strait Islander peoples

Develop and implement a marketing strategy to promote Ability Options VTEC services to Aboriginal and Torres Strait Islander peoples specifi cally through:

• Business development staff engaging with employers so they commit to supplying jobs for Aboriginal people

• Promote good news to GenerationOne, the community and government departments via social media and through representation at community events and inter agency meetings

• Increase sustainable Aboriginal and Torres Strait Islander employment outcomes in VTEC services by an additional 5% per annum

• Increase Aboriginal and Torres Strait Islander participation in Disability Employment Services across Macarthur and Outer Western Sydney by 5% per annum. Our strategy to increase participation outcomes includes:

o Organising pre-employment training to prepare people for the jobs available in the labour market o Work with community and employment providers to fi nd suitable candidates o Match people to vacancies o Offer fl exible and individualised mentoring over the following 26 weeks to ensure sustainable

employment

• Continue to achieve Aboriginal and Torres Strait Islander employment targets in ‘jobactive’ Employment Services across Sydney North and West areas by achieving Dept. of Employment target outcomes at the rate of:

Stream A 3.5%

Stream B 9.8%

Stream C 8.9%

• Executive Leader, Employment and Social Enterprise

October 2017

December 2017, 2018, 2019

December 2017, 2018, 2019

July 2017, 2018, 2019

September 2017, 2018, 2019

December 2017, 2018, 2019

Key Priority – Creating opportunities for inclusion and service delivery (cont)

20

Ability Options have improvedoutcomes for Aboriginal and

Torres Strait Islander job seekerssupported by specifi c trainingcalled Walking in Two Worlds

Ability Options | Suite 1.14, 29-31 Lexington Drive | Bella Vista NSW 2153

1300 422 454 | abilityoptions.org.au | [email protected]

Documents

Ability Options Stretch Reconciliation Action Plan · 2017-06-26 · Our Organisation Our founder, the late Greg John McIntyre OAM, worked tirelessly to create better opportunities