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Australian Government Department of Families, Housing, Community Services and Indigenous Affairs

About FaHCSIA

Aboriginal & Torres Strait Islander Workforce Strategies - Update April 2008

The Role of the Aboriginal and Torres Strait Islander Workforce Strategies Team Leader

Robyn Forester manages the Aboriginal and Torres Strait Islander Workforce Strategies Team within the Department of Families, Housing, Community Services and Indigenous Affairs.

The role of the Aboriginal & Torres Strait Islander Workforce Strategies Team is to develop solutions to address the immediate challenges surrounding Aboriginal and Torres Strait Islander workforce strategies and to establish the foundations for continued improvements in Aboriginal and Torres Strait Islander recruitment, retention and career development within FaHCSIA.

Implementing the FaHCSIA Aboriginal & Torres Strait Islander Recruitment and Retention Strategy

The Aboriginal & Torres Strait Islander Recruitment and Retention Strategy 2006 - 2009 (Strategy) is being implemented to reflect our current environment and to align it with the Australian Public Service Commission's strategy and the department's Aboriginal and Torres Strait Islander priorities outlined in FaHCSIA's Strategic Framework, People Strategy, and Statement of Commitment to Aboriginal and Torres Strait Islander People. Launched in 9 August 2006, the Strategy position FaHCSIA as a frontline employer of Aboriginal and Torres Strait Islander peoples. It demonstrates FaHCSIA's commitment to Aboriginal and Torres Strait Islander staff by promoting development opportunities. The Strategy is constantly monitored and evaluated to ensure that the needs and aspirations of Aboriginal and Torres Strait Islander Staff in FaHCSIA are being met.

Aboriginal and Torres Strait Islander Workforce Strategies Initiatives within FaHCSIA

Entry Level Recruitment
FaHCSIA is partnering with the Australian Public Service Commission (APSC) and the Department of Education, Employment and Workplace Relations (DEEWR) on entry-level programs. In 2007, FaHCSIA placed 11 Aboriginal and Torres Strait Islander trainees, three graduates and three cadets. In September 2007 five Contract Management Development Programme participants were engaged. In 2008 FaHCSIA engaged an additional two cadets and one graduate.

Aboriginal and Torres Strait Islander Officers Network
At 30 March 2008, there were 292 Staff who identified as Aboriginal and/or Torres Strait Islanders. This represents 8% of the total FaHCSIA population. Work is currently underway to formalise the Aboriginal and Torres Strait Islanders Officers Network. It is anticipated that the Network will be officially launched in July 2008.

Mentoring and Coaching
A formal mentoring and coaching programme has been developed and is being implemented during the 2007 - 08 Financial Year. The programme will include a promotion, training and development phase. Although the target for mentees will be Aboriginal and Torres Strait Islander Staff it is anticipated that mentors will come from across the FaHCSIA Network. Non-Aboriginal and Torres Strait Islander staff have been encouraged to register their interest in participating in the programme. 45 Staff are currently being trained to be Mentors of which 50% are Non-Aboriginal and Torres Strait Islander peoples.

Marketing and Promoting FaHCSIA
FaHCSIA is currently exploring ways to improve our profile among Aboriginal and Torres Strait Islander job seekers, including youth and long-term unemployed, through developing partnerships with Aboriginal and Torres Strait community organisations and educational centres.

There will be a concerted effort on internal promotion of Aboriginal and Torres Strait Islander Workforce Strategies to the FaHCSIA community to ensure that our staff are provided with every opportunity to be aware of any new People Branch initiatives and programmes, which are specifically aimed at supporting and retaining Aboriginal and Torres Strait Islander Staff.

Database
A database of names and CVs of Aboriginal and Torres Strait Islander peoples, who are interested in working for FaHCSIA, has been established. We are keen to improve our reach to Aboriginal and Torres Strait Islander students and job seekers and to promote FaHCSIA as an "Employer of Choice" for Aboriginal and Torres Strait Islanders.

Leadership and Career Development
In order to improve the retention of Aboriginal and Torres Strait Islander staff a number of new leadership and career development initiatives will be developed during 2007-2008 to provide opportunities for staff at all levels to enhance their career development. It is expected that this will consist of a mix of accredited training and on the job training.

Cultural Sharing
FaHCSIA has recognised that there is a need to ensure that every staff member has an understanding of Aboriginal and Torres Strait Islander Issues. Cultural Awareness has been identified as a major component of the Reconciliation Action Plan which was launched at the end of May 2007. A formalised Cultural Awareness programme will be available to all staff. The programme will provide participants with an introduction to Aboriginal and Torres Strait Islander issues. In some instances the course work will be tailored to address the specific needs of a work area given that some programme areas have more involvement with policy development and service delivery to Aboriginal and Torres Strait Islander communities than others. It is expected that this programme will commence a roll out in the later half of 2008.

How the Aboriginal & Torres Strait Islander Workforce Strategies Team can help you?

The Aboriginal & Torres Strait Islander Workforce Strategies Team can:

Aboriginal and Torres Strait Islander Workforce Strategies Team*

Robyn Forester
phone: 02 6200 9512 (ext 50 9512)
mobile: 0418 464 017
fax: 02 6200 9633
email: robyn.forester@fahcsia.gov.au

Tesepa Law
phone: 02 6200 9533
email: tesepa.law@fahcsia.gov.au

*The Aboriginal and Torres Strait Islander Workforce Strategies Team is part of the Workforce and Recruitment Strategies Section in People Branch.