1011.0 - ABS Reconciliation Action Plan, 2018-21  
Latest ISSUE Released at 11:30 AM (CANBERRA TIME) 28/08/2018   
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STRATEGY 2: DEEPEN OUR UNDERSTANDING AND SHOW OUR RESPECT

To ensure our relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations are as mutually beneficial as they can be we need to value the perspectives and knowledge they possess. We need to begin by deepening our understanding of the unique histories and cultures of the individuals and communities we are working with, starting with our Aboriginal and Torres Strait Islander employees and extending this to our Aboriginal and Torres Strait Islander stakeholders.

STRATEGY 2: DESIRED RESULT
We understand, acknowledge and celebrate the cultures, histories and achievements of our Aboriginal and Torres Strait Islander employees, partners, and stakeholders.
ActionsDesired ResultsTimelinesResponsibilitySupporting Partners
A7. Increase knowledge and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievements.We have a Cultural Competency / Awareness strategy that:
  • identifies continuous cultural learning needs of employees for example, level of awareness, understanding, or competency depending on role and function
  • identifies the differences between urban and remote communities and learning is tailored
  • considers various ways cultural learning can be provided (on-line, face to face or cultural immersion)
  • recognises and values position specific job hats (for example participating as a member of Youmpla) that employees undertake.
By September 2019Program Manager, People Services Branch

Aboriginal and Torres Strait Islander Reference Group

Reconciliation Champions

Diversity and Inclusion Champion

Youmpla Network

SES

Centre of Excellence for Aboriginal and Torres Strait Islander Statistics

National Property

Our cultural competency/awareness training and cultural learning activities, are completed by:
  • all new employees within six months of appointment/engagement
  • 90% of employees (through the online cultural awareness module)
  • all employees whose role and function require it (as face to face, cultural immersion or workshop learning activities, for example ABS Interviewers)
  • our Aboriginal and Torres Strait Islander Reference Group members (at least one formal and structured cultural learning activity every 12 months)
  • our Senior Executive Service employees (at least one formal and structured cultural learning activity every 12 months).
By December 2021

Review July annually

We promote cultural competency/awareness by encouraging employees to:
  • document their specific cultural learning requirements in their Development and Performance Agreements (DPAs)
  • explore Reconciliation Australia’s Share our Pride online tool.
By June 2019

Review July annually

We maintain or improve our APS Employee Census diversity results (self-identification) compared with previous results for example 2017.Ongoing

Review August annually

We create a safe and open trusting environment where Aboriginal and Torres Strait Islander staff are willing to self-identify which will enable the ABS to gather diversity demographics across the ABS to understand, analyse and inform diversity initiatives.Ongoing

Review August annually

We have implemented Reconciliation Spaces in our offices to promote cultural awareness and understanding.By July 2019
A8. Demonstrate respect to Aboriginal and Torres Strait Islander peoples and communities by embedding cultural protocols as part of the way our organisation functions.Our Cultural Protocol documents for Welcome to Country and Acknowledgement of Country are kept up to date and we communicate the significance of these protocols with our employees regularly.Ongoing

Review September annually

Program Manager, People Services BranchCentre of Excellence for Aboriginal and Torres Strait Islander Statistics

Youmpla Network

Communication and Parliamentary Section

Finance and Facilities Branch

National Data Acquisition Centre

We recognise the Traditional Owners of the land on which we meet:
  • by inviting the local owners to provide a Welcome to Country for at least two significant events each year
Annually as required
  • maintaining a list of key contacts for organising a Welcome to Country and reviewing it annually.
Review September, Annually
We provide an Acknowledgement of Country:
  • at all ABS public and internal events
Ongoing
  • at internal meetings (making it a standing item on meeting agenda templates)
September 2018
  • by displaying Acknowledgement of Country in our offices and meeting rooms
  • by including local Aboriginal and Torres Strait Islander cultural protocols, as appropriate, in other ABS protocol documents.
December 2021
A9. Celebrate NAIDOC Week and provide opportunities for Aboriginal and Torres Strait Islander employees to engage with culture and community during NAIDOC week.We encourage and support our employees to:
  • participate in at least one local NAIDOC Week event per year
  • access relevant leave provisions to participate in NAIDOC Week each year

Our NAIDOC events include:
  • at least one internal event in each ABS office each year
  • celebration, promotion and recognition of Aboriginal and Torres Strait Islander dates of significance
  • acknowledgment and support from senior employees
  • the external release and promotion of specific relevant Aboriginal and Torres Strait Islander statistics that align with the NAIDOC theme.
First week in July annuallyProgram Manager, People Services BranchSES

Reconciliation Champions

Diversity and Inclusion Champion

Youmpla Network

Directors and Managers

National Data Acquisition Centre

Centre of Excellence for Aboriginal and Torres Strait Islander Statistics

Our HR policy and procedures do not provide barriers that prevent employees participating in NAIDOC week.Review April, Annually