APPENDIX 1: BUSINESS AREA ACTIVITIES SUPPORTING THE RAP
Workforce Strategies Section
- Protocols and guidelines relating to Aboriginal and Torres Strait Islander peoples to be available corporately and regularly promoted, specifically:
i. Protocols for the appropriate recognition of Aboriginal and Torres Strait Islander peoples to be available in ABS Corporate Manuals and Services@ABS; and
ii. Protocols for handling Aboriginal and Torres Strait Islander material and the intellectual property and cultural knowledge rights of Aboriginal and Torres Strait Islander stakeholders, to be available in ABS Corporate Manuals.
- The following programs for ABS Aboriginal and Torres Strait Islander employees to be promoted through weekly Learning@ABS Newspoint as appropriate:
iii. APSC Career Trek;
iv. Aboriginal and Torres Strait Islander employee conferences;
v. Certificate II in Indigenous Leadership; and
vi. Other Aboriginal and Torres Strait Islander leadership programs available through FaHCSIA and other government organisations (funded programs).
National Centre for Aboriginal and Torres Strait Islander Statistics
- The local ABS Indigenous Engagement Manager (IEM) to attend the ABS Advisory Group for Aboriginal and Torres Strait Islander Statistics (AGATSIS) as an observer. Other Aboriginal and Torres Strait Islander ABS staff may attend as appropriate and in consultation with the Directors of National Centre for Aboriginal and Torres Strait Islander Statistics;
- Aboriginal and Torres Strait Islander terminology document to be developed and released; and
- Agreed recommendations from the review of the Indigenous Community Engagement Strategy (ICES) to be implemented.
STSS sections
- STSS develops and utilises, through the ICES, statistical awareness and literacy training packages for Aboriginal and Torres Strait Islander communities;
- IEMs are supported in developing the cultural awareness of staff in their offices as appropriate; and
- Agreed recommendations from the review of the Indigenous Community Engagement Strategy (ICES) to be implemented.
Resource Centre Heads
- Contribute to meeting the 2.7% COAG representation target by actively recruiting Aboriginal and Torres Strait Islander people;
- Resource Centres to be aware of the protocols for appropriate recognition of Aboriginal and Torres Strait Islander peoples and to ensure Welcome to Country and Acknowledgement of Country are conducted as appropriate; and
- IEM positions to be classified as "Identified positions" when advertising vacancies.
ABS author areas and service providers
- New statistical products and services to be checked to ensure that Aboriginal and Torres Strait Islander communities and peoples have access to culturally appropriate ABS products and services.
Director Statistical Capability Development Branch
- Footy Stats (AFL) to be used by IEMs and teachers and positive feedback is received; and
- Other statistical capability initiatives are rolled out as appropriate.
APPENDIX 2: ABS RECONCILIATION ACTION PLAN 2013-2016 - GOVERNANCE REVIEW
RESPONSIBILITIES UNDER THE ABS RECONCILIATION ACTION PLAN 2013-2016
The success of the ABS Reconciliation Action Plan 2013-2016 relies on a commitment from all employees to support the Plan and its objectives.
ABS Leaders and Managers: are responsible for actively promoting reconciliation and cultural change within the organisation by:
- actively engaging in implementing the ABS Reconciliation Action Plan 2013-2016 objectives in local work areas and demonstrating individual commitment to reconciliation initiatives throughout the organisation;
- integrating reconciliation initiatives with organisational planning and strategies; and
- integrating reconciliation initiatives within the community focused operations of the organisation.
ABS Employees: are responsible for contributing to cultural change and supporting the implementation of local and broader organisational reconciliation initiatives by:
- applying principles of reconciliation to their day to day work practices;
- undertaking diversity related training as required; and
- actively participating in workplace and broader organisational reconciliation initiatives such as diversity events and information sessions.
Resource Centre Heads and Directors of Accountable Business areas: are responsible for implementing and reporting on their specific action items within the ABS Reconciliation Action Plan 2013-2016.
ABS Aboriginal and Torres Strait Islander Reference Group: is responsible for providing input and feedback on the ABS Reconciliation Action Plan 2013-2016 and associated Workplace Diversity Action Plan 2013-2017 strategies.
ABS RAP Senior Champion: is responsible for demonstrating a strong commitment to reconciliation initiatives by actively promoting and supporting the implementation of the ABS Reconciliation Action Plan 2013-2016 and associated ABS Workplace Diversity Action Plan 2013-2017.
Strategies Services and Technology Group (SST): are responsible for oversighting and evaluating the ABS Reconciliation Action Plan 2013-2016 and supporting its objectives through integration of reconciliation initiatives with ABS policy, processes and strategic planning.
GOVERNANCE
Oversight: ABS Senior Management (ELG and SMG)
Sponsor: Chief Operating Officer (COO)
Reconciliation Senior Champion: Dr Paul Jelfs, First Assistant Statistician - Social, Health and Labour Division
Evaluation and review: Assistant Statistician, Human Resources Branch
Program Manager: Director Workforce Strategies Section
Project Managers: See deliverables under each strategy
REVIEW
- Measures and targets have been established for each deliverable under the ABS Reconciliation Action Plan 2013-2016.
- Regular review of the ABS Reconciliation Action Plan 2013-2016 and assessment of progress against each action in the Plan will be undertaken with accountable program work areas and the Aboriginal and Torres Strait Islander Reference Group.
- Resource Centre and employee feedback will be sought to establish priorities for consideration.
- An annual report on progress against the ABS Reconciliation Action Plan 2013-2016 will be presented to ELG/SMG.
- Annual progress reports will be provided in the ABS Annual Report and to Reconciliation Australia.
- Feedback on the ABS Reconciliation Action Plan 2013-2016 is invited at any time by emailing Services@ABS.
The concept and artwork for the 2013-16 Australian Bureau of Statistics' (ABS) Reconciliation Action Plan (RAP) was produced in consultation with Ivan Copley (OAM). Ivan is one of the ABS Indigenous Engagement Managers and is an Aboriginal descendent of the Peramangk people of the Mount Lofty Ranges and of the Kaurna people of the Adelaide plains.
The artwork signifies that the ABS is acknowledging and has taken into consideration the Torres Strait Islander Peoples (the Blue Dots) and the Aboriginal Peoples (the Brown Dots) when developing the RAP. The Lizard represents the creatures on Earth and the Seven Sisters Dreaming artwork is the Aboriginal artists impression of the Seven Sisters Dreaming of the Stars of the Seven Sisters, and represents the Sky and the Heavens-Stars ("Pleiades" group of stars) and the power of the spirits. The sky and stars are seen as an extension of the earth, reflecting an mirror image of the earth with its rivers, creeks, creatures and ancestral beings that formed these traditional places and hunting grounds.
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