Barring Djinang is the new 5-year Aboriginal Employment Strategy for the Victorian Public Sector.
Designed to create sustainable improvement in Aboriginal employment outcomes, the strategy will support the work being undertaken by public sector agencies and provide support across the employee lifecycle, placing a strong focus on career development.
Barring Djinang actively supports the Victorian government’s commitment regarding self-determination, and is premised upon building meaningful partnerships with Aboriginal communities across the state. The Strategy contains a number of initiatives that will help to develop the capacity of Victoria’s Aboriginal workforce to support the achievement of this aim.
Why create Barring Djinang?
In developing Barring Djinang, VPSC initiated significant research into employment and career issues for Aboriginal staff in the Victorian public sector, consulting extensively with departments, Aboriginal staff and Aboriginal community organisations.
We found that, despite some improvements in Aboriginal employment outcomes, a number of longstanding challenges are still prevalent across the public sector.
In order to achieve strategic objective of sustainable improvement in Aboriginal Employment Outcomes, Barring Djinang incorporates a range of new and existing initiatives that will be progressively implemented over the next Strategy.
The Strategy will be active across the employee life-cycle areas – Attraction, Recruitment, Development and Retention and Progression – and will work to achieve systemic improvements in areas such as monitoring and reporting and data collection.
VPSC’s Aboriginal Employment Unit (AEU) currently delivers 3 main programs to support these objectives; an undergraduate Cadetship Program, the Aboriginal Pathway to GRADS, and an Aboriginal Career Development Program.
Is there an employment target?
Barring Djinang has adopted a 2% Aboriginal employment target for the VPS to be achieved within the lifespan of the Strategy.
A specific target has not been adopted for the broader Victorian public sector.
Although attraction and recruitment of Aboriginal staff remains a priority area for Barring Djinang, the Strategy places a much more significant focus on improving the career experiences of Aboriginal staff. The Strategy also commits to working with Aboriginal Community Controlled Organisations (ACCOs) to jointly develop workforce capability, as well as working to mitigate the potential impact that public sector recruitment may have on their workforce.
Aboriginal Employment Portal
VPSC will establish an Aboriginal Employment Portal which will become an online repository for the programs, information and resources to be developed under Barring Djinang. The Portal will be expanded as the Strategy’s various initiatives come to life, and it is envisaged that this will become an invaluable resource for Aboriginal employees, managers, public sector agencies, Aboriginal jobseekers, and many others with an interest in the Strategy.
Barring Djinang is from the Taungurung language and means ‘path of the feet’. It was chosen as a reminder of the many different career paths that the public sector can provide to Aboriginal people.
Barring Djinang was officially co-launched by Special Minister of State, Gavin Jennings MLC and our A/Commissioner, Elizabeth Langdon on 27 July 2017
Our Cadetship Program supports the education and provides work experience to 2nd and 3rd year Aboriginal and Torres Strait Islander students who are undertaking their first undergraduate degree.
The Aboriginal Career Development Program provides tailored career development and support to eligible Aboriginal employees in the Victorian Public Service.
The Aboriginal Pathway is the entry point for Aboriginal and Torres Strait Islander graduates wishing to apply for the Graduate Recruitment and Development Scheme (GRADS).