IP Australia's Indigenous Employment Strategy 2010-2015
This strategy aims to contribute to the National Partnership Agreement on Indigenous Economic Participation which commits to increase Indigenous employment across the Commonwealth Public sector to 2.7% by 2015.
We acknowledge the targets set by DEEWR to increase the representation of Indigenous people in our workforce to 2.7% by 2015. Using the formula provided by DEEWR based on our current total employee number 1047 (reported as at 1 March 2010), our target is to recruit and retain 28 Indigenous employees by 2015. We will commit resources and effort toward this target (as outlined in this strategy) while recognising that our restricted geographic presence and specialist skill sets could challenge its attainment.
We also acknowledges that agency targets will be co-ordinated by the portfolio to assist in the monitoring and reporting of progress against these targets. IP Australia welcomes the opportunities that exist for pooling resources and sharing information and knowledge through portfolio collaboration.
Specifically this strategy will:
- Increase the recruitment outcomes in the agency for Indigenous Australians by increasing the numbers in our workforce.
- Ensure that retention rates of our Indigenous employees are high through providing a culturally sensitive and inclusive environment.
- Ensure that Indigenous employees are provided with opportunities for learning and career development.
Executive Sponsor
An Executive Sponsor will be appointed to provide strategic direction as well as visible support of the overarching aims of the strategy. The sponsor will oversee and support the progress of the Strategy and will play a key role in influencing other senior managers to commit to the strategy.
HRM will provide administrative support to the Executive Sponsor and will meet as needed to ensure outcomes are achieved.
Monitoring and reporting on outcomes
Internal reporting
HRM will report to the Executive Committee on progress against the strategy and identify issues as they arise. The process for this reporting will be via the biannual Workplace Climate Report.
A formal evaluation of the strategy should be conducted in June 2012 to ensure that the activities are delivering the intended outcomes to position us to meet our target in 2015. The key findings and recommendations of the evaluation will be provided to the Executive Committee for consideration. The strategy will be modified as required.
External reporting
We will report on progress against the strategy in accordance with DIISR's requirements for the portfolio. It should be noted that the APSC and DEEWR will play an active governance role and we will report to those agencies as required.
Resource implications
It should be noted that some additional resources will be required. HRM and business groups will need to consider the resource implications when developing their annual budget.
These additional resources may be required for activities that include costs associated with:
- Cadetship arrangements
- Developing marketing material
- Travel to represent IP Australia at targeted career fairs, universities or other events
- Developing an Indigenous Cultural awareness program
Aim 1 - Recruitment Outcomes
| Activity | By When | What will success look like | Lead Responsibility |
|---|---|---|---|
|
Partner with APSC to recruit 2 Indigenous cadets through the APS Indigenous Pathways Program. These cadetships will be centrally funded and supplemented by the DEEWR funding arrangements |
To commence in 2011 |
2 cadets engaged in 2011 |
HR Strategy/HR Services GMs |
|
Include an additional field on e recruitment to encourage applicants to identify as Indigenous |
March 2010 |
Additional field is available and provides improved information |
HR Services |
|
Advertise vacancies in targeted media to attract applications from Indigenous job seekers. |
April 2010 |
Demonstrated wider use of targeted media |
HR Services |
|
Build relationships with targeted tertiary education institutions to tap into those Indigenous students studying in areas needed by IPA |
September 2010 |
Tertiary institutions identified and contact made as appropriate |
HR Services |
|
Modify the current wording in advertisements to be more explicit in our commitment to Indigenous employment in advertisements and other media, including on IPA's website |
April 2010 |
Revised wording in place |
HR Services and COG |
|
Use existing e-recruitment functionality to capture and analyse data on applicant numbers, locations and qualifications to improve our understanding of Indigenous job seekers. |
April 2010 |
Data is analysed and provides information to guide future recruitment activities |
HR Services |
|
Investigate the options for an Indigenous portal to connect Indigenous job seekers with key information about IP Australia |
July 2011 |
Increased numbers of Indigenous job seekers accessing the portal and submitting applications |
HR Services |
|
Develop appropriate marketing material to promote IP |
July 2010 |
Marketing material available for use |
HR Services, HR Strategy |
|
Australia among Indigenous students and job seekers | |||
|
Consider other options for recruitment using other targeted employment programs particularly APS Indigenous Pathways Programs and DEEWR's Contract/Project management/Policy development programs |
Ongoing |
Successful recruitment outcomes from other programs |
HR Services |
Aim 2 - Retention Outcomes
| Activity | By When | What will success look like | Lead Responsibility |
|---|---|---|---|
|
Provide the Executive Sponsor with regular reports and analysis of workforce data in relation to Indigenous employees |
September 2010 |
Data indicates that Indigenous employees are being retained. Executive Sponsor and HRM are able to identify trends, issues and opportunities that impact on delivery of the strategy |
HR Strategy |
|
Encourage Indigenous employees to identify through ESS |
April 2010 |
Employees self identify |
HR Services |
|
Provide access to and promote Indigenous networks within the portfolio and the APS |
July 2010 |
Indigenous employees are well informed of networks |
HR Strategy |
|
Create an inclusive environment including the provision of Indigenous Cultural Awareness programs |
December 2010 |
Indigenous employees indicate they are satisfied with the environment |
HRM and supervisors of Indigenous employees |
|
Establish a buddy/mentor program to support Indigenous employees, noting that this may be across the portfolio or tapping into APSC programs and support |
Feb 2011 |
Buddy and mentor program in place and retention rates indicate a positive experience |
Learning Centre |
|
Supplement the opportunities already made available by providing access to the APSC's suite of learning programs aimed at Indigenous employees |
July 2010 |
Indigenous employees are participating in learning opportunities offered by both IPA and APSC. |
Learning Centre and supervisors of Indigenous employees |
|
Indigenous employees are encouraged to apply for studybank and Professional Development Program |
July 2010 |
Indigenous employees have accessed study bank and have nominated through the PDP arrangements |
Learning Centre and supervisors of Indigenous employees |
|
Develop a Cadet Development Program to ensure Cadets will transition well into the workplace |
December 2010 |
Cadets are well supported and have appropriate skills to support the transition from study to the workplace |
Learning Centre |
Last Updated: 13/12/2012
