Making It Our Business

1. Making It Our Business The NSW Aboriginal Employment Action Plan for the NSW Public Sector 2009 - 2012

2. Hunter Aboriginal Public Sector Support Network Conference 2011 20 September 2011

3. When did MIOB start? • Strategy launched in 2006 • Consultations in early 2009 • Action Plan launched in December 2009 • Implementation 2009-2012

4. What is MIOB? A framework for increasing the employment of Aboriginal people in the NSW public sector. Designed to improve outcomes in five key areas: recruitment skills acquisition and career development retention cultural education community engagement

5. What’s in the MIOB action plan? • COAG target of 2.6 per cent by 2015 • 2,229 additional jobs by 2013 • Guidelines, toolkits and information • Aboriginal Employment Strategies

6. Australian Employment Covenant • NSW Government commitment to employ an additional 2,229 Aboriginal people over four years. • As of 30 June 2011, 1,199 additional Aboriginal people have been employed under the commitment • This is 125% of 30 June target and 53.8% ahead of scheduled final figure

7. How we are tracking Since MIOB began in 2006, there has been a 0.6 per cent increase in the representation of Aboriginal people in the public sector.

8. Who is responsible for what? • DPC is responsible for • Website containing … • Guidelines and other information • Toolkits for use by agencies and Aboriginal employees • Printed information material • Agencies are responsible for • Aboriginal Employment Strategies • Mentoring, coaching and secondments

9. What’s available on the web site now? • Leaflet for job seekers: “Be whatever you want to be” • New guidelines on: • a more informed approach to undertaking criminal records checks • giving proper weight to informal experience • confirming Aboriginality for identified and targeted positions • Mentoring toolkit • Career planning tools and secondment programs

11. What are the benefits? “Knowledge of my community is key to my job” Shane Herrington Aboriginal Discovery Ranger Department of Environment, Climate Change & Water Photo: Murray Vanderveer

13. What are the benefits? “I can give back to my community” Jason Hudson Senior Constable NSW Police Force Photo: Murray Vanderveer

15. What are the benefits? “Help, support and training is there if you need it” Judy Duane Residential Support Worker Department of Human Services Photo: Murray Vanderveer

16. Questions thus far ? ? ? ?

17. Making It Our Business Evaluation by DPC-PSW Jan to Mar 2011

18. Aims of the MIOB evaluation Evaluate awareness of MIOB and resources developed Identify activities undertaken in agencies to improve the Aboriginal employment experience Determine how DPC may further support agencies to improve Aboriginal employment

19. Some results of the MIOB evaluation 72 respondents (79%) indicated their agency involved an Aboriginal unit, committee or staff in recruitment. However, this was from just four agencies 93% were aware of MIOB and of the resources Many agencies have or are planning Aboriginal employee networks or meetings, cultural awareness training and mentoring or secondment programs

20. Recommendations from the MIOB evaluation Accountability: All agencies to report on achievements with DPC to ‘lead be example’. Distribute outcomes Organise AEEO workshops around the state Encourage intra-agency, inter-agency and cluster Aboriginal staff networks or committees Encourage AGEN in each DPC-RMN region

21. MIOB evaluation recommendations – cont. Share success stories and initiatives across the sector Encourage cross-agency secondments Encourage cross-agency mentoring programs Consider cultural competency in addition to cultural education

22. Making It Our Business Achievements and the future June to September 2011

23. Achievements and the future DPC NAIDOC Circular supportive of non-Aboriginal staff who are members of Aboriginal families Removed the Guidelines for confirming Aboriginality Aboriginal Employment Advisory Committee created to inform sector-wide policy and strategies on Aboriginal employment, and provide Aboriginal cultural advice DPC/PSW moving to PSC

24. AEAC role and activities Advise on barriers or impediments to Aboriginal employment within the public sector Review and advise on resources and information published by the PSW or PSC for Aboriginal people Provide input into the next MIOB action plan Provide guidance and advice on Aboriginal cultural issues, protocols and programs Reviewing the Guidelines for confirming Aboriginality Develop Guidelines for Aboriginal applicants

25. What you can do Aboriginal employment in the NSW public sector is ‘everybody's business’ Provide input to the Aboriginal Advisor and/or the Aboriginal Employment Advisory Committee via your AGEN, agency or cluster committee/s

26. Measuring our success Recruitment: Increase the number of Aboriginal people applying for jobs within the NSW public sector Retention: Strengthen the representation of Aboriginal people in the NSW public sector workforce by increasing the proportion of agencies employing Aboriginal people from 23% to 50% by 2012

27. Measuring our success – continued Career development: Increase the representation of Aboriginal employees at Clerk Grade 9/10 and above Increase the representation of Aboriginal employees in agency and sector-wide leadership development programs DG performance agreements now contain an Aboriginal employment target of 2.6% in SES positions

28. Questions ? ? ? ?