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2. 2  All Australian governments agree to ‘close the gap’ on Aboriginal disadvantage  Karreeta Yirramboi (Action Plan) - Victorian government’s own plan to improve Aboriginal employment outcomes  Overarching goal is to increase Aboriginal people’s participation in public sector to 1% by 2018  Responsibility for meeting goals shared across organisations 2

3. 3 Underpinning reform principles & imperatives:  not a level playing field  address disadvantage & barriers  partner with Aboriginal people  ensure culturally appropriate workplaces  accountable outcomes  allocate appropriate resources  embark on institutional change 3

4. 4 1. Base line data collection – November 2010 2. Ongoing annual Workforce Data Collection (WDC) 3. Aboriginal info on www.careers@vic.gov.au 4. Aboriginal employment ‘how to’ toolkit 5. Aboriginal Graduate Pathway 4

5. 5  Workforce Data Collection figures report 0.3% Indigenous employees, 2010/11/12 & 2013  People Matter Survey report <0.56 - 0.86%  By 2020, Victorian Aboriginal people will increase by about 25% (36,000 – 46,000)  The median age will be 22 years. 5

6. 6  A very modest beginning …  Policy and program developed simultaneously and collaboratively  2012 for 2013 – 8 applications, 5 grads commence  2013 for 2014 – 10 applications, 7 grads starting January 2014 6

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10. 10  Consult & collaborate with Aboriginal employees  Devise appropriate policy  Review practices  Target marketing  Build external relationships  Try a case management approach  Facilitate networking  Implement cultural awareness training  Support throughout (mentors, coaches)  ‘Open door’ means listening  Take action when needed 10

11. 11  Case study 11

12. 12 Visible and active sign-on by all executives High levels of cultural awareness across organisations Aboriginal Employment Officers or equivalents to help develop and drive initiatives Engage with existing Aboriginal staff & others to identify possibilities and any employment barriers Include – don’t isolate 12

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