Barring Djinang

Barring Djinang is the 5 year Aboriginal Employment Strategy for the Victorian public sector.

It includes 16 initiatives designed to enhance attraction, recruitment and retention of Aboriginal staff.

Barring Djinang initiatives help public sector agencies support and improve career experiences for Aboriginal employees, placing a strong focus on career development.

VPSC’s Aboriginal Employment Unit drives the roll out of initiatives across the public sector and partners with Aboriginal Community Controlled Organisations to remain responsive.

 

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Focus areas
Initiatives
Timeline

Improve attraction and recruitment

More pathways and improved recruitment processes for Aboriginal jobseekers.

Read more

VET Graduate Program

A new pathway to public sector careers for Aboriginal vocational graduates.

Focus on Recruitment

Implemented - updated:

01 / 12 / 17

Pilot design commences by:

31 / 07 / 18

Reimagine recruitment

A project to improve engagement and experiences of Aboriginal jobseekers.

Focus on Recruitment

In Design - updated:

08 / 12 / 17

Work commenced:

13 / 02 / 18

Internship Program

An entry-level program designed to connect Aboriginal tertiary students with a career in the public sector.

Focus on Recruitment

Implemented - updated:

24 / 01 / 19

Operational since :

01 / 11 / 17

GRADS Pathway

An entry-level pathway for Aboriginal university graduates into the public service.

Focus on Recruitment

Implemented - updated:

22 / 01 / 18

Operational since

01 / 01 / 13

Create progressive career experiences

Build skills and support Aboriginal employees to take on leadership roles and progress their careers.

Read more

Career Pathways

Guidance and support for Aboriginal staff and their managers on career planning.

Focus on Career Experience

Plan stage - updated:

11 / 12 / 17

Design begins:

01 / 03 / 18

Emerging Leaders Program

A program to build skills and support Aboriginal employees to take on leadership roles.

Focus on Career Experience

Implemented - updated:

24 / 01 / 19

Pilot commenced:

01 / 08 / 18

Designated roles

A program of guidance to organisations on the use of designated roles to increase mobility and job satisfaction.

Focus on Career Experience

In Design - updated:

20 / 12 / 17

Consultations start:

01 / 03 / 18

Career Development

A mid-career program providing eligible participants 12 months of professional support and development opportunities.

Focus on Career Experience

Implemented - updated:

24 / 01 / 19

Operational since:

01 / 01 / 17

Create culturally safe workplaces

Work with public sector organisations to ensure their workplaces are culturally safe and supportive.

Read more

Employment portal

An online repository to provide information, tools and resources including our Cultural Capability Toolkit.

Focus on Cultural Safety

In Design - updated:

21 / 12 / 17

Consultations start:

01 / 04 / 18

Cultural capability

Support for public sector organisations to ensure their workplaces are culturally safe and supportive.  

Focus on Cultural Safety

In Design - updated:

20 / 12 / 17

Consultations start:

01 / 03 / 18

Capacity building

Tailored support to public sector entities to plan and improve employment outcomes for Aboriginal employees.

Focus on Cultural Safety

Plan stage - updated:

11 / 12 / 17

Planning starts:

01 / 02 / 18

Enhance support for Aboriginal staff

Strengthen opportunities for Aboriginal employees to engage in networks for personal and professional support and development.

Read more

Staff networks

Opportunities for Aboriginal employees to engage in networks for personal and professional support and development.

Focus on Support

Implemented - updated:

24 / 01 / 19

Implementation from:

01 / 07 / 18

Employee Assistance

A program of work to ensure EAP needs of Aboriginal staff are being met and provide culturally appropriate support.

Focus on Support

Build stage - updated:

11 / 12 / 17

Work commenced:

01 / 11 / 17

Provide central oversight and strong governance

Set up central oversight and governance arrangements and track progress against the Strategy.

Read more

Policies and Practices

Alignment of employment policies and advice with Barring Djinang strategy and principles.

Focus on Governance

Plan stage - updated:

11 / 12 / 17

Planning starts:

01 / 06 / 18

Reporting and governance

Governance bodies to advise on implementation, and reporting that tracks and measures progress against initiatives.

Focus on Governance

Implemented - updated:

11 / 12 / 17

Operational since:

22 / 01 / 18

Communications

A framework to guide communications about the strategy and its initiatives.

Focus on Governance

Implemented - updated:

11 / 12 / 17

Operational since:

22 / 01 / 18

VET Graduate Program

A new pathway to public sector careers for Aboriginal vocational graduates.

Focus on Recruitment

Implemented - updated:

01 / 12 / 17

Pilot design commences by:

31 / 07 / 18

Reimagine recruitment

A project to improve engagement and experiences of Aboriginal jobseekers.

Focus on Recruitment

In Design - updated:

08 / 12 / 17

Work commenced:

13 / 02 / 18

Internship Program

An entry-level program designed to connect Aboriginal tertiary students with a career in the public sector.

Focus on Recruitment

Implemented - updated:

24 / 01 / 19

Operational since :

01 / 11 / 17

GRADS Pathway

An entry-level pathway for Aboriginal university graduates into the public service.

Focus on Recruitment

Implemented - updated:

22 / 01 / 18

Operational since

01 / 01 / 13

Career Pathways

Guidance and support for Aboriginal staff and their managers on career planning.

Focus on Career Experience

Plan stage - updated:

11 / 12 / 17

Design begins:

01 / 03 / 18

Emerging Leaders Program

A program to build skills and support Aboriginal employees to take on leadership roles.

Focus on Career Experience

Implemented - updated:

24 / 01 / 19

Pilot commenced:

01 / 08 / 18

Designated roles

A program of guidance to organisations on the use of designated roles to increase mobility and job satisfaction.

Focus on Career Experience

In Design - updated:

20 / 12 / 17

Consultations start:

01 / 03 / 18

Career Development

A mid-career program providing eligible participants 12 months of professional support and development opportunities.

Focus on Career Experience

Implemented - updated:

24 / 01 / 19

Operational since:

01 / 01 / 17

Employment portal

An online repository to provide information, tools and resources including our Cultural Capability Toolkit.

Focus on Cultural Safety

In Design - updated:

21 / 12 / 17

Consultations start:

01 / 04 / 18

Cultural capability

Support for public sector organisations to ensure their workplaces are culturally safe and supportive.  

Focus on Cultural Safety

In Design - updated:

20 / 12 / 17

Consultations start:

01 / 03 / 18

Capacity building

Tailored support to public sector entities to plan and improve employment outcomes for Aboriginal employees.

Focus on Cultural Safety

Plan stage - updated:

11 / 12 / 17

Planning starts:

01 / 02 / 18

Staff networks

Opportunities for Aboriginal employees to engage in networks for personal and professional support and development.

Focus on Support

Implemented - updated:

24 / 01 / 19

Implementation from:

01 / 07 / 18

Employee Assistance

A program of work to ensure EAP needs of Aboriginal staff are being met and provide culturally appropriate support.

Focus on Support

Build stage - updated:

11 / 12 / 17

Work commenced:

01 / 11 / 17

Policies and Practices

Alignment of employment policies and advice with Barring Djinang strategy and principles.

Focus on Governance

Plan stage - updated:

11 / 12 / 17

Planning starts:

01 / 06 / 18

Reporting and governance

Governance bodies to advise on implementation, and reporting that tracks and measures progress against initiatives.

Focus on Governance

Implemented - updated:

11 / 12 / 17

Operational since:

22 / 01 / 18

Communications

A framework to guide communications about the strategy and its initiatives.

Focus on Governance

Implemented - updated:

11 / 12 / 17

Operational since:

22 / 01 / 18

Emerging Leaders Program

A program to build skills and support Aboriginal employees to take on leadership roles.

Focus on Career Experience

Implemented - updated:

24 / 01 / 19

Pilot commenced:

01 / 08 / 18

VET Graduate Program

A new pathway to public sector careers for Aboriginal vocational graduates.

Focus on Recruitment

Implemented - updated:

01 / 12 / 17

Pilot design commences by:

31 / 07 / 18

Staff networks

Opportunities for Aboriginal employees to engage in networks for personal and professional support and development.

Focus on Support

Implemented - updated:

24 / 01 / 19

Implementation from:

01 / 07 / 18

Policies and Practices

Alignment of employment policies and advice with Barring Djinang strategy and principles.

Focus on Governance

Plan stage - updated:

11 / 12 / 17

Planning starts:

01 / 06 / 18

Employment portal

An online repository to provide information, tools and resources including our Cultural Capability Toolkit.

Focus on Cultural Safety

In Design - updated:

21 / 12 / 17

Consultations start:

01 / 04 / 18

Career Pathways

Guidance and support for Aboriginal staff and their managers on career planning.

Focus on Career Experience

Plan stage - updated:

11 / 12 / 17

Design begins:

01 / 03 / 18

Designated roles

A program of guidance to organisations on the use of designated roles to increase mobility and job satisfaction.

Focus on Career Experience

In Design - updated:

20 / 12 / 17

Consultations start:

01 / 03 / 18

Cultural capability

Support for public sector organisations to ensure their workplaces are culturally safe and supportive.  

Focus on Cultural Safety

In Design - updated:

20 / 12 / 17

Consultations start:

01 / 03 / 18

Reimagine recruitment

A project to improve engagement and experiences of Aboriginal jobseekers.

Focus on Recruitment

In Design - updated:

08 / 12 / 17

Work commenced:

13 / 02 / 18

Capacity building

Tailored support to public sector entities to plan and improve employment outcomes for Aboriginal employees.

Focus on Cultural Safety

Plan stage - updated:

11 / 12 / 17

Planning starts:

01 / 02 / 18

Communications

A framework to guide communications about the strategy and its initiatives.

Focus on Governance

Implemented - updated:

11 / 12 / 17

Operational since:

22 / 01 / 18

Reporting and governance

Governance bodies to advise on implementation, and reporting that tracks and measures progress against initiatives.

Focus on Governance

Implemented - updated:

11 / 12 / 17

Operational since:

22 / 01 / 18

Internship Program

An entry-level program designed to connect Aboriginal tertiary students with a career in the public sector.

Focus on Recruitment

Implemented - updated:

24 / 01 / 19

Operational since :

01 / 11 / 17

Employee Assistance

A program of work to ensure EAP needs of Aboriginal staff are being met and provide culturally appropriate support.

Focus on Support

Build stage - updated:

11 / 12 / 17

Work commenced:

01 / 11 / 17

Career Development

A mid-career program providing eligible participants 12 months of professional support and development opportunities.

Focus on Career Experience

Implemented - updated:

24 / 01 / 19

Operational since:

01 / 01 / 17

GRADS Pathway

An entry-level pathway for Aboriginal university graduates into the public service.

Focus on Recruitment

Implemented - updated:

22 / 01 / 18

Operational since

01 / 01 / 13