Reconciliation Action Plan 2011–13

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Secretary’s message

I am pleased to present the 2011–2013 Reconciliation Action Plan (RAP) for the Department of Broadband, Communications and the Digital Economy (the department).

This revised RAP builds on the achievements of the department to date. It sets out practical ways in which our department can raise awareness, understanding and appreciation of Aboriginal and Torres Strait Islander peoples history, culture and contribution. This is a living document that can influence the way our organisation and individuals think about the process of reconciliation, while also reflecting the department’s commitment to support and promote reconciliation.

Attracting Indigenous staff members and raising awareness of Indigenous culture can only broaden and strengthen the department’s skills in helping to successfully implement reconciliation initiatives across the whole-of-government. The department’s Indigenous Employment Plan 2011-2013 operates in conjunction with the RAP.

I encourage all staff to actively consider how they might contribute to the overall success of this plan and to be involved in the department’s commitment to closing the gap between Aboriginal and Torres Strait Islander peoples and other Australians.

Peter Harris
May 2012

Our vision for reconciliation

The Department of Broadband, Communications and the Digital Economy is committed to bridging the gaps that exist between Aboriginal and Torres Strait Islander peoples and other Australians. The department recognises and respects the unique histories and cultures of Aboriginal and Torres Strait Islander peoples, as well as the importance of working together to create an inclusive society. The department aims to be an employer of choice and provide equitable access to employment opportunities for Aboriginal and Torres Strait Islander peoples within the department. Knowledge about Indigenous culture is paramount to designing programs and policy that the department delivers for the Australian Government that affects Indigenous people. We believe that committing to the process of reconciliation will enable the department to be more effective in delivering our business outcomes and will assist in building a workforce that reflects the diversity of the Australian community. We recognise being an Aboriginal and Torres Strait Islander person in modern times can often involve balancing revered traditions, culture and languages with the demands of a world dominated by technology.

Our business

The department’s goal it to help develop a vibrant, sustainable and internationally-competitive broadband, broadcasting and communications sector and, through this, promote the digital economy for the benefit of all Australians.

The department has four main areas of focus:

transforming the structure of telecommunications
switchover to digital television and enhancing the broadcasting sector
realising the digital economy
enabling a good consumer experience.

We will work to improve the delivery of our programs to Aboriginal and Torres Strait Islander peoples and support the Australian Government’s Closing the Gap objectives by realising the benefits of the digital economy, which is essential to Australia’s productivity, global competitiveness and improved social wellbeing. Within the department there are also specific programs for improving regional communications services, including the Indigenous Communications Program. The department is also responsible for promoting cultural awareness through supporting the broadcast of Indigenous content on TV, radio and online. Constructive engagement is recognised as making a valuable contribution to the development of good policy and the achievement of positive outcomes, both for government, Aboriginal and Torres Strait Islander peoples and other Australians.

Our Reconciliation Action Plan

This Reconciliation Action Plan outlines a range of actions to enable the department to realise its vision for reconciliation. It operates in conjunction with the department’s Indigenous Employment Plan 2011–13 and Workplace Diversity Statement August 2010.

A working group is in place to monitor implementation of the plan. The working group secretariat is maintained by the Governance Branch. The working group comprises representatives from across the organisation and an Indigenous staff representative. The working group will continue to meet every three months throughout the life of the plan to monitor progress and guide the annual refresh of the plan. The joint champions of the plan are the Assistant Secretary of the Regional Branch, the Assistant Secretary of People Branch and the Assistant Secretary of the Governance Branch.

The plan is available on the department’s intranet and internet sites and the Reconciliation Australia website. The plan is in place from July 2011 to June 2013.

Relationships: Build mutually-beneficial relationships between the department and Aboriginal and Torres Strait Islander peoples to enhance inclusive relationships and mutual understanding

Focus area: Increase developing networks and communication

Actions		Responsibility	Timeline	Measurable targets
Review the department’s volunteer leave policy to incorporate provisions for staff to utilise this leave to work with Indigenous communities or not-for-profit organisations.		People Branch	October 2011	Departmental leave policy provides detailed information on the provisions to utilise volunteer leave for Indigenous community engagement. All staff are informed of the amendment to the leave policy via an intranet article.
Reconciliation Action Plan working group guides implementation of the plan.		Governance Branch (chair)	Ongoing	The working group is to meet four times a year to monitor and review progress and annually to refresh the plan. The working group aims to have both Aboriginal and Torres Strait Islander peoples and other staff as participants. Working group provides minutes as well as status reports, including an annual progress report to Reconciliation Australia and input to departmental annual report.
Identify and build relationships with external Aboriginal and Torres Strait Islander peoples:	invite speakers from local Indigenous communities	All branches	Commencing July 2011	Progress in building relationships and evaluate.
	invite representatives/ speakers from organisations in the media and communications sector to speak on Indigenous issues	All branches	Commencing October 2011	Share knowledge across department (e.g. through intranet article, policy/program networks sharing experiences with engaging with stakeholders, build these shared experiences and stories into the discussion board. Level of participation.
	promote awareness of Indigenous culture via the internal showing of contemporary Indigenous programming	Broadcasting	Commencing February 2012
	host a trial discussion board for departmental staff to share information on Indigenous issues including stakeholder engagement.	People Branch	July 2012

Respect: Creating an awareness, understanding and appreciation of Aboriginal Torres Strait Islander peoples culture helps create a work environment respecting all backgrounds

Focus area: Improving cultural awareness

Actions		Responsibility	Timeline	Measurable targets
Celebrate and participate in significant Indigenous cultural and reconciliation events.		All branches People Branch	Ongoing	The department holds a minimum of one event per year. Departmental events are promoted and all staff are encouraged and supported to attend. Attendance numbers are monitored and feedback is requested, considered and acted on.
		All branches People Branch	Ongoing	The Indigenous intranet pages provide links to information about significant Indigenous and cultural events.
Further develop Indigenous intranet page to promote and encourage an inclusive culture in the department to include: RAP RA Events link protocols links to appropriate Aboriginal and Torres Strait Islander people’s resources.		Coordination Section People Branch	Commencing October 2011 Ongoing	Indigenous intranet pages are available, promoted to and used by staff. We will monitor page hits to assess the level of usage and effectiveness of the site. Request feedback from all staff on improvements or additions and consider and act on it. Further promote on intranet by establishing links that are more accessible and visible to the user.
Raise staff awareness of Aboriginal and Torres Strait Islander peoples and cultures by:	continuing to offer Indigenous cultural awareness training as part of the department’s core training program and encourage—managers to promote	People Branch All branches	Ongoing	All new starters are informed of the department’s cultural awareness training programs. Report on the number of cultural awareness training programs run and the statistics of staff attendance. Indigenous cultural awareness training available to all staff to continue as part of department’s core training program. Improvements will be made as required by monitoring the level of attendance and feedback.
	encouraging all staff to actively participate in NAIDOC week celebrations and other key events	People Branch	Annually	Number of staff supported to attend events.
	displaying Aboriginal and Torres Strait Islander peoples flags at events where appropriate, such as NAIDOC week	People Branch	Ongoing	Set of flags to be made available for events and displayed in accordance with the cultural guidelines.
	promoting use of protocol for Welcome to Country and Acknowledgment of Country at key departmental events.	People Branch	Ongoing	Increase use of protocol for Welcome to Country and Acknowledgement of Country used at key departmental events.
Raise staff awareness of Indigenous stakeholder issues by:	developing cultural guidelines about when, why and how to incorporate Aboriginal and Torres Strait Islander peoples cultural practices, celebrations and images into DBCDE activities, events, facilities and corporate communications	People Branch / Communications Branch	December 2012	Develop guidelines; launch and promote guidelines on intranet and Indigenous pages. Link to be provided on Communications Branch ‘Event Planning Checklist site.
	promoting to all staff the government’s ‘Engaging Today, Building Tomorrow’ framework for engaging with Aboriginal and Torres Strait Islander peoples	Communications Branch	November 2011	Whole-of-government Engagement Framework promoted to all staff and also included on above checklist site as well as intranet and Indigenous pages
	presentations at an all-SES meeting on designing programs for Indigenous people.	Communications Branch	2012–13	Areas in the department to share knowledge.

Opportunities: Promote recruitment, retention development and support of Aboriginal and Torres Strait Islander peoples

Focus area: Continue and improve existing programs to boost departmental Indigenous staff recruitment, development and retention

Actions		Responsibility	Timeline	Measurable targets
Encourage and support recruitment and retention of Indigenous Australians in line with COAG targets of 2.7% Indigenous employees by 2015 through:	actively recruiting Indigenous employees through advertising on the Indigenous Jobs Australia website	People Branch	Ongoing	The department’s Indigenous employment key objective is 2.7% by 2015, consistent with the COAG agreement, which includes the recruitment of two Indigenous graduates each year. Update the statement on the department’s careers web page that actively encourages applications from Aboriginal and Torres Strait Islander peoples and recognises the department’s Indigenous employment objective.
	actively encouraging Indigenous university graduates to apply for the department’s entry-level programs			Provide Indigenous staff the opportunity to appear in a video promoting the department as an employer of choice for Aboriginal and Torres Strait Islander peoples. Promoting entry-level programs at universities in regional centres with high Indigenous populations.
	working closely with Indigenous graduates and trainees to ensure access is available to resources and support required			Include the department’s Indigenous employment brochure with promotional material for entry-level programs Promote all employment opportunities through www.indigenousjobsaustralia.com.au Continue to provide a mentor to all entry-level Indigenous employees, if required.
	collaborating with agencies such as the Australian Public Service Commission (APSC) and the Department of Education, Employment and Workplace Relations (DEEWR) on initiatives aimed at improving the attraction, recruitment and retention of Aboriginal and Torres Strait Islander peoples.			Contribute staff resources to the APSC Indigenous Graduates and Indigenous Trainees programs. Host students from the DEEWR, Learn, Earn, Legend program.
Participate in Australian Public Service Commission (APSC) Indigenous Graduates program and Indigenous entry-level trainee program.		People Branch	Ongoing	The department’s annual graduate intake has two Indigenous graduates sourced from the APSC Indigenous Graduates program. The department’s trainee intake has a minimum of two Indigenous trainees sourced from the APSC Indigenous Trainee Program every 18 months (noting that the APSC programs commence every six months and are 18 months in duration).
Support Indigenous staff to participate in internal training and development programs as well as APSC Indigenous programs.		All managers People Branch	Ongoing	Training and development opportunities continue to be well promoted with Indigenous staff encouraged to attend.
			Annually	Indigenous staff feedback sought annually to HR about training opportunities offered or supported by the department and their experience in accessing training. Feedback is acted on, as appropriate.
			Ongoing	Entry-level Indigenous employees will attend mandatory training in line with the requirements of their particular programs.
			November 2011	Indigenous staff continue to receive encouragement and supported to attend APSC programs and events, as well as to join networks such as the Indigenous APS Employee’s Network and the APSC ‘Career Trek’ training.

Tracking progress and reporting: Maintain and report on the Reconciliation Action Plan

Actions	Responsibility	Timeline	Measurable targets
Annual performance report on the plan prepared by the department and provided to Reconciliation Australia.	Governance Branch (chair) Working Group	July 2012 July 2013	Annual performance report on the plan completed and provided to Reconciliation Australia and published on the department’s website.
Summary of plan progress included in the 2011–12 and the 2012–13 departmental annual report.			Summary of progress of the implementation of the plan is included in annual reports.
Establish a new plan developed after consultation with Reconciliation Australia following expiry of this plan by July 2013.			Develop the new plan after consultation with Reconciliation Australia following expiry of the current plan in June 2013.
Working group to meet every three months to discuss progress against the plan actions and ensure the plan is ‘on track’ in preparation for annual reporting and refresh of the plan in July.	Governance Branch (chair) Working Group	Every three months commencing July 2011	Working group meetings organised every three months commencing July 2011. Working group to meet to do annual refresh due July 2012. Governance Branch track plan progress based on meeting feedback and inform Assistant Secretary, Governance Branch of progress.
Finalise and implement the communications strategy to promote the plan.	Communication Branch	July 2012	Communications strategy developed and implemented.

Download the plan

Reconciliation Action Plan 2011–13 (PDF, 783.0 KB)

Document ID: 148715 | Last modified: 13 December 2012, 9:59am

Reconciliation Action Plan 2011–13

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