Ongoing attraction and recruitment challenges
- Low representation and supply at all levels
- Limited application success dissuading Aboriginal applicants from applying or re- applying
- Culturally appropriate recruitment practice is not systemic
- Ongoing attraction issues if no action is taken
- Current pipeline is likely to be insufficient to meet employment target.
Improve attraction and recruitment
Strategic focus on the employee lifecycle.
Inconsistent career experiences and opportunities
- Low numbers of senior level Aboriginal staff
- Previous focus on representation led to perverse outcomes, including low quality workplace experiences for many Aboriginal staff
- Aboriginal staff report generally low level of support to develop the career that they want
- Lack of support for career development limits self-determination of Aboriginal staff within the workplace
- Self-determination of Aboriginal Victorians will be supported by a greater number of senior Aboriginal staff in the public sector, and enhanced leadership capacity in the Aboriginal community controlled sector
- Opportunities to extend pathways into the sector from existing initiatives like Jobs Victoria
Create progressive career experiences
Shift from quantity to quality.
Lack of culturally safe and aware work cultures
- Not all public officials and employers meet responsibilities contained in public sector values, employment principles and Human Rights Charter in respect to Aboriginal employment
- Aboriginal staff expectations of the workplace are not being met in all cases: high rates of bullying and harassment; lateral violence; high cultural load; variable cultural awareness of managers
- Too much focus on what Aboriginal staff need to do and not what non-Aboriginal people need to do continues the status quo
- Aboriginal people have a right to enjoy their culture at all times, including in the workplace.
- Self-determination will be supported by increased cultural capability of the public sector
Invest in workplace cultural capability
Enhanced cultural capability across the sector.
Limited access to support
- Aboriginal staff networks are valuable, but more support is needed
- Existing support mechanisms may not be culturally appropriate
- If Aboriginal staff do not receive the support they need to perform, develop or lead in the workplace, this may lead to limited engagement and satisfaction with career
Enhanced support for Aboriginal staff
Access to networks for development and personal support.
Lack of central governance and oversight
- Siloed approaches to outcomes due to lack of a coordinated approach
- Previous strategy provided learnings about the need for strong governance and oversight
- Need a strategic focus from the centre on the most problematic aspects of the workforce lifecycle
- Without consistency, approaches may be limited in efficacy at the whole of sector level
Central oversight and strong governance
Demonstrate leadership and commitment.
Reviewed 24 June 2022
Published 24 June 2022