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Department of Agriculture and Food, Western AustraliaReconciliation Action Plan 2015–18
Supporting your success
Copyright © Western Australian Agriculture Authority, 20142
Important disclaimer
The Chief Executive Officer of the Department of Agriculture and Food and the State of Western Australia accept no liability whatsoever by reason of negligence or otherwise arising from the use or release of this information or any part of it.
Cover image
Albany Noongar community member Preston Clifton, Tambellup Noongar Land Association member John Williams and DAFWA Indigenous Landholder Service Project Manager (Albany) Kelly Flugge inspect a young plant at a cropping field trial.
ContentsForeword.....................................................................................................................4
Our vision for reconciliation.........................................................................................5
Our business...............................................................................................................5
Our RAP......................................................................................................................6
Relationships...........................................................................................................5
Respect...................................................................................................................7
Opportunities.........................................................................................................10
Tracking progress and reporting............................................................................13
Contact details..........................................................................................................13
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ForewordOver the coming years, there will be unprecedented opportunities for Western Australia’s (WA’s) agriculture and food sector to grow and prosper from growing worldwide demand for quality, healthy and safe agrifood products.
As the Department of Agriculture and Food, Western Australia (DAFWA) supports businesses to capitalise on these opportunities, we will continue to ensure Aboriginal people are recognised and supported and share in the success.
Our department’s third Reconciliation Action Plan (RAP) outlines our commitment to reconciliation and what we will do to improve economic and social outcomes for Aboriginal people over the next four years.
This includes supporting Traditional Owners in managing and using WA’s agricultural and pastoral resources, and providing employment and career opportunities for Aboriginal people.
We will also ensure our staff learn and develop their awareness of Aboriginal culture so we can effectively implement programs and strategies to build relationships with, and boost the capabilities of Aboriginal landholders and communities.
It is important to note that our RAP forms part of DAFWA’s broader commitment to substantive equality. We strive to provide goods, services, facilities and employment opportunities in such a way that different needs and aspirations of communities are met.
It is through this approach that we believe we can provide added value to Aboriginal people, landholders and communities.
We are committed to implementing the actions outlined in the RAP and look forward to reporting the progress we make.
Rob DelaneDirector GeneralDecember 2014
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Our vision for reconciliationThe Department of Agriculture and Food has a long-standing commitment to recognition and celebration of Aboriginal cultures and respect for our first people and their connections to the land.
Our objectives for reconciliation are:
create an environment that builds effective relationships between Aboriginal and other Western Australians based on mutual respect and understanding
establish linkages and partnerships with Aboriginal communities, individuals, government and non-government agencies to maximise our department’s capacity to work with Aboriginal land managers and deliver value throughout the agriculture supply chain
actively engage our staff to have a better understanding of the needs of people from diverse cultural backgrounds, particularly Aboriginal Australians, to ensure we provide professional, responsible services to Aboriginal clients
increase Aboriginal employment, development and management opportunities within our department.
Our businessOur purpose is to support the success of the agriculture and food sector to benefit Western Australia.
The sector is a world-class producer of high-quality, safe agriculture, food and fibre products. The sector is vital to our state’s economy and to feeding the Western Australian community.
DAFWA seeks to increase the sector’s contribution to the WA economy by focusing on four key areas those of growth: markets, profitability, productivity and people. We do this in ways that sustain our land and water resources and increase the benefits gained from our state’s relative freedom from weeds, pests and diseases.
We work with industries and businesses throughout the sector, assisting them to identify and capitalise on opportunities for growth as well as to manage and overcome obstacles.
This is achieved by building market knowledge and conducting innovative research, development, marketing and extension programs. We also develop and enforce regulations that ensure the integrity and sustainability of our agricultural products and production systems.
Our work is increasingly targeted with a focus on aligning individual products with markets that best play to WA’s strengths. This will assist businesses capture new opportunities generated by the growing global demand for food, particularly from Asia and the Middle East.
We have a statewide network of just over 1200 staff of which 18 are Aboriginal people.
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Our RAPDAFWA commenced its Reconciliation Action Plan (RAP) with a view to formalising existing strategies, and building on the already successful partnerships with Aboriginal communities and individuals.
In formulating our third RAP, we are focused on continuing to build on existing partnerships and incorporate the learnings from our first two RAPs and annual DAFWA RAP reports.
This RAP is based on consultation with partners (including Aboriginal community groups, landholders) and the RAP working group. The RAP working group consists of a representative staff member from the five DAFWA directorates and sponsor Executive Director Business Support. Membership consists of at least five Aboriginal people.
The initiatives below are examples of work that has been successfully developed and implemented over previous years:
The provision of required learning and development programs to staff on Aboriginal Australian cultural awareness.
Distribution of a quarterly Indigenous Landholder Services (ILS) newsletter, providing the Aboriginal community, landholders, department staff and the broader community information on the services available and extension work undertaken by the ILS.
Corporate celebrations of significant events for National Aborigines and Islanders Day Observance Committee (NAIDOC) Week and National Reconciliation Week.
Annual intake of Aboriginal cadets and trainees, and a continued commitment to Aboriginal employment.
Our department’s external and internal (AgWeb) websites, and fortnightly staff newsletter (AgBrief), are used as vehicles for raising awareness of specific Aboriginal programs, events and the Reconciliation Action Plan.
In this RAP, our proposed actions are listed in tables under four themes:
relationships respect opportunities tracking progress and reporting.
Each action listed includes the people responsible for its implementation; the associated targets; as well as the timeframe for implementation.
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RelationshipsDAFWA recognises the importance of having effective relationships with Traditional Owners, and the role these relationships play in managing and utilising the state’s natural resources for the benefit of Western Australians.
Action Responsibility Timeline Target1. Maintain a RAP working
group. Executive
directors (ED) Annually
(December) Adherence to the RAP working group terms
of reference (attached). Five Aboriginal representatives on the RAP
working group.2. RAP working group continues
to actively monitor RAP development including implementation of actions and tracking progress.
Project officer, Organisational Development and Training Unit (ODTU)
RAP working group
By December (annually)
RAP working group oversees the development, endorsement and launch of the RAP.
Hold four RAP working group meetings per year.
3. Celebrate National Reconciliation Week.
Director, Corporate Communications
Project officer, ODTU
Regional directors
27 May – 3 June (annually)
National Reconciliation Week promoted and supported by our department (for example AgWeb, AgBrief article).
All staff are encouraged to participate in at least one event during National Reconciliation Week.
Promote and support a regional National Reconciliation Week event.
Organise at least one internal event.4. The principles of substantive
equality are applied throughout DAFWA’s engagement with Aboriginal people.
Manager, ODTUCoordinator, Substantive Equality, project managers
December 2015
Information on substantive equality included in our department’s corporate induction material and Indigenous Australian Cultural Awareness (IACA) stage two workshops.
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Action Responsibility Timeline Target Director, Client
Focus December
2017 Relevant policies and practices are
reviewed to reflect processes of substantive equality as outlined in the Equal Opportunity Commission Framework for Substantive Equality.
No data No data June 2015 Director, Client Focus job description form to include substantive equality focus.
5. Ensure the DAFWA relationship manager is involved when planning to arrange meetings with Aboriginal clients to make sure there is a better understanding of cultural barriers and the different circumstances in each community.
DAFWA relationship manager
June 2015 Create and maintain a register list of client relationship managers for each of the communities.
No data No data June 2016 Compliance via the client information system.
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RespectDAFWA respects Aboriginal people and their culture and knowledge. Demonstrating respect strengthens the basis of our relationships and assists Aboriginal corporations in managing and maintaining agricultural resources for the long-term sustainability of the industry.
Action Responsibility Timeline Target6. Engage our staff in Aboriginal
cultural learning to increase understanding and appreciation of Aboriginal culture.
People leaders Project managers Manager, People
Strategy and Workplace Reform
Quarterly (September, December, March, June), each financial year
Commit to a minimum of 90% of our staff compliant with Cultural Awareness Training. This will be monitored through Executive quarterly reports.
Essential for all new staff to attend the Cultural Awareness course within three-to-six months of commencement.
7. Indigenous Australian Cultural Awareness – Stage 2 (IACA 2)
Provide and continually improve the training programs for our staff that deliver services to Aboriginal clients.
Manager, ODTU People leaders Project managers
December 2015 Staff who deliver services to Aboriginal clients to attend IACA Stage 2 training, as identified by people leaders and project managers within 24 months of commencement with the department.
Develop process to support compliance. To include Aboriginal heritage training and
link to the local areas.
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Action Responsibility Timeline Target8. Develop a generic protocols
checklist for our staff regarding engagement with Aboriginal people.
Coordinator,Substantive Equality
Project officer, ODTU in conjunction with:RAP working group; Manager,ManagementServices; and Indigenous Landholder Service (ILS) project officers
June 2016 Generic protocols developed by consulting key stakeholders and applying the learnings from the IACA 2 workshops.
Our staff are made aware of the Cultural Protocols Policy and guidelines, through the IACA 2 training.
No data No data December 2015 Conduct three IACA 2 training programs (Northam, Esperance and Bunbury).
9. Welcome to country and acknowledgement of traditional custodians is conducted at significant external and internal events being organised by DAFWA.
Director, Corporate Communications
Project officer, ODTU
Annually (September – RAP report impact measurement questionnaire)
Traditional Owner to give a Welcome to Country address at a minimum of three significant events.
Acknowledgment of Country at all significant events.
Evidence of Welcome to Country being delivered at significant external and internal events such as the agenda, cross referenced through the department’s events diary.
No data No data Annually (March) All staff are made aware of the Cultural Protocols Policy and guidelines, through internal communications (for example AgWeb and AgBrief articles).
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Action Responsibility Timeline Target10. Support our Aboriginal staff
to engage with their culture and community through NAIDOC Week events.
People leaders Project managers
Annually (July) Support our Aboriginal staff to participate in activities associated with NAIDOC Week in the local community.
11. Promote, participate and support NAIDOC Week.
Director, Corporate Communications
Annually (July) Promote, conduct and support activities for NAIDOC Week at South Perth office and in all the regions.
No data Executive directors
Regional directors
Annually (May-June)
Information on NAIDOC Week and other significant events (National Reconciliation Week) appears on AgWeb.
No data Project officer ODTU
Annually (July) Support all staff to participate in events in the local community.
Support all staff to attend internal events.
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OpportunitiesDAFWA will continue to provide opportunities to Aboriginal people to retain the tradition for caring for agricultural and pastoral land; as well as opportunities for employment to support this.
Action Responsibility Timeline Target12. Continue to support ILS in
providing skills and capability to develop and maintain viable Aboriginal businesses to enable the tradition of caring for agricultural and pastoral land.
Executive directors Irrigated Agriculture
(IA), Livestock and Grains directorates
Project manager, ILS
June 2016 70 businesses serviced by ILS each year to:o engage with Western Australian Aboriginal
landholders to develop best practice with pastoral and farming properties
o assist Aboriginal landholders to engage in supply chain arrangements and identify diversification opportunities.
13. Support Aboriginal land owners impacted by the South West land settlement.
Executive Directors, Grains and Livestock directorates (and Central/Southern regions)
ILS
December 2015 A strategy in place to service the needs of existing and new Aboriginal broadacre clients in the central and southern regions, to manage cropping and livestock broadacre properties.
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Action Responsibility Timeline Target14. Increase the recruitment
and retention of Aboriginal and Torres Strait Islander staff within DAFWA.
Project officer, ODTU in conjunction with: Manager, Workforce Analysis and Strategy; people leadership advisers; people leaders
Strategy developed June 2015
Develop an Aboriginal employment strategy to reinforce our department’s commitment to attract, recruit, develop and retain Aboriginal staff. Employment strategy to include:
o developing attraction and recruitment guidelines and process to increase the number of Aboriginal applications
o developing leadership and career pathways for Aboriginal staff
No data No data June 2016 o Recruit a minimum of eight Full Time Equivalent (FTE) staff (see details in Action 15)
No data No data Quarterly(September, December, March,June), annually
Monitoring through diversity statistics provided to Executive quarterly reports.
No data No data Annually (June) Evaluation of strategy and review of employment targets at the end of each financial year.
No data No data No data This strategy will be developed with consideration of the DAFWA Workforce and Diversity Plan 2012–15 and the Public Sector Aboriginal Employment Strategy 2011–15
15. Capitalise on recruitment opportunities through targeted programs.
No data No data Develop a plan for the employment and retention of eight Full Time Equivalent (FTE) Aboriginal staff in the following programs:
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Action Responsibility Timeline TargetNo data ED Grains Industry
(GI) (and Central region)
July 2015 (GI) o Aboriginal technical officer as a Royalties for Regions or Grains Research and Development Corporation (GRDC) position (one FTE).
No data ED Irrigated Agriculture (IA) (and Northern region)
April 2015 (ILS) June 2016 (IA)
o Irrigated Agriculture (includes two FTEs in ILS and two other FTEs).
No data ED Livestock Industries (LI) (and Southern region)
June 2015 (LI) o An experienced supply chain officer to encourage and enable Aboriginal landholders to engage with and supply new and existing beef markets find through the Royalties for Regions Northern Beef Futures (one FTE).
No data ED Biosecurity and Regulation (BR)
June 2016 (BR) o Biosecurity and Regulation (two FTEs).
16. Investigate opportunities to access goods and services from Aboriginal businesses posted on the Aboriginal Business Directory WA.
Managers, Management Services
People leaders Project managers ILS Senior contracts
officer (Finance)
August 2015 Promote the availability of the opportunity for the department to purchase goods and services from registered Aboriginal businesses where the value does not exceed $250 000 (Aboriginal Business Directory WA).Any contracts established with an Aboriginal business are to be developed in consultation with DAFWA contracts officers.
No data Officer, Biosecurity and Regulation
June 2016 A minimum of two Aboriginal businesses are contracted through procurement by June 2016.
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Action Responsibility Timeline TargetNo data No data a August 2015 Identify a list of Aboriginal businesses which
deliver cultural heritage services, based on our requirements (to be developed with relevant parties).
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Tracking progress and reportingAction Responsibility Timeline Target17. Report achievements and
learnings to Reconciliation Australia for inclusion in the annual impact measurement report.
Manager, ODTU Manager, ILS, RAP
working group
Annually (September)
Complete the RAP impact measurement questionnaire and submit to Reconciliation Australia.
18. RAP registered with Reconciliation Australia, and published on the department’s website.
Manager, ODTU and RAP working group
December 2014 RAP registered with Reconciliation Australia, and published on DAFWA website.
19. Report progress status of the RAP to Executive, including workforce/diversity statistics relating to DAFWA Aboriginal employment.
Manager, People Strategy and Workplace Reform
RAP working group
Quarterly (September, December, March, June), each financial year.
Deliver on at least 80% of the targets set in the RAP with current traffic light system indicating whether we are on track to deliver.
Contact detailsOrganisational Development and Training Unit
Phone: +61 (0)8 9368 3993Email: [email protected]
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