Improve attraction and retention
Aboriginal Vocation Education & Training (VET) Graduate Program
Entry-level program targeted at with VET Grads (based on Aboriginal Pathway to GRADS)
Key Dates: Q3 2017-18
Aboriginal Undergraduate Cadetship Program
Entry-level program designed to connect Aboriginal tertiary students with a career in the public sector.
Key Dates: Ongoing
Aboriginal Pathways to the GRADS
Entry-level program designed to recruit Aboriginal tertiary graduates
Key Dates: Ongoing
- Increased success rate for Aboriginal applicants
- Breadth and depth of Aboriginal applicant pool increases
- Aboriginal workforce is more evenly distributed across functions and levels of the public sector
Create progressive career experiences
Career Pathways Framework
Online tool to support career planning by outlining careers paths across job families and groups of capabilities.
Key Dates: Q4 2017-18
Aboriginal Future Leaders Pilot Program
Individualised assessment and development for identified Aboriginal staff, utilising Victorian Leadership Academy methodologies.
Key Dates: Q1 2017-18
Designated roles
Provide guidance to departments on use of designated roles.
Key Dates: Q3 2017-18
Aboriginal Career Development Program
Mid-career development program for Aboriginal staff.
Key Dates: Ongoing
- Increased mobility across sectors
- Increased career satisfaction for Aboriginal staff
- The next cohort of Aboriginal leaders are supported to emerge
- Standard workforce planning identifies and uses designated roles to foster careers
Create culturally safe workplaces
Aboriginal Employment Portal
Online repository of Barring Djinang resources.
Key dates: Q3 2017-18
Cultural Capability Toolkit
Self-service toolkit for staff and managers to grow cultural capability.
Key dates: Q1 2017-18
Public Entity Capacity Building Program
Tailored support to annual cohort of public entities (by place or industry group) to plan and improve Aboriginal employment outcomes
Key dates: Q1 2018-19
- Increased cultural capability in public sector workforce and systems
- Aboriginal employees’ expectations of the public sector are more likely to be met
- Public officials and employers are more likely to demonstrate responsibilities relating to Aboriginal employment
Enhance support for Aboriginal staff
Regional Aboriginal Staff Networks
Create new forums for regional Aboriginal staff to meet, connect and engage.
Key dates: Q1 2017-18
Culturally appropriate EAP provision
Ensure that EAP needs of Aboriginal staff are being met.
Key dates: Q3 2017-18
- Increased connections and support for Aboriginal staff
- Emerging issues relating to employment arrangements are identified and addressed
Provide central oversight and strong governance
Revisit employment policies and practices
Explore existing materials to ensure alignment with strategy and principles.
Key dates: Q3 2017-18
Reporting & governance
Initiate Barring Djinang Steering Group and Community of Practice, as well as develop insightful reports that track and measure progress against initiatives.
Key dates: Q1 2017-18
Communications
Implement comprehensive communications strategy
Key dates: Q1 2017-18
- Ongoing tracking and reporting of outcomes, including regular Community of Practice meetings