This document is part of the Aboriginal Employment Resources resource.

Section 6 of the Barring Djinang launch brochure
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Focus Area | Improve attraction and retention

Initiatives

  • 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

Continued initiatives

  • 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

Outcomes

  • 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

Focus Area | Create progressive career experiences

Initiatives

  • 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

Continued initiatives

  • Aboriginal Career Development Program:
    Mid-career development program for Aboriginal staff
    Key Dates: Ongoing

Outcomes

  • 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

Focus Area | Create culturally safe workplaces

New

  • 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

Outcomes

  • 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

Focus Area | Enhance support for Aboriginal staff

New

  • 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

Outcomes

  • Increased connections and support for Aboriginal staff
  • Emerging issues relating to employment arrangements are identified and addressed

Focus Area | Provide central oversight and strong governance

New

  • 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

Outcomes

  • Ongoing tracking and reporting of outcomes, including regular Community of Practice meetings