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Opportunities for Aboriginal and Torres Strait Islander peoples, organisations, and communities are important to WGA. By focusing on procurement, employment, professional development, and retention, WGA aims to create a more inclusive and diverse workplace. This includes engaging with First Nations businesses and suppliers, increasing recruitment and retention of Aboriginal and Torres Strait Islander talent, and providing support and resources to help them succeed at WGA. These efforts align with our diversity and inclusion strategy and support the growth and development of Aboriginal and Torres Strait Islander communities. Opportunities
Governance
Fostering meaningful connections and opportunities for knowledge-sharing with key stakeholders is part of our journey. We will capture the true impact of our RAP actions and initiatives through effective coordination, management, and formal reporting. We will celebrate and share in our collective success.
ACTION
DELIVERABLE
TIMELINE RESPONSIBILITY
ACTION
DELIVERABLE
TIMELINE RESPONSIBILITY
8. Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention, and professional development.
11. Establish and maintain an effective RAP Working Group to drive governance of the RAP.
Build understanding of current Aboriginal and Torres Strait Islander talent to inform future employment and professional development opportunities.
November-December 2025 and 2026
Group P&C Manager
Maintain Aboriginal and Torres Strait Islander representation on the RAP Working Group to ensure the governance structure promotes the voices, knowledge, systems, cultural authority and leverages relationships of Aboriginal and Torres Strait Islander peoples to guide our RAP implementation and business activities.
July 2026 and July 2027
RAP Working Group Co-Chairs
Engage with Aboriginal and Torres Strait Islander employees through a focus group to gain feedback and to consult on our recruitment, retention and professional development strategy. Develop and implement a strategy for the recruitment, retention, and professional development of Aboriginal and Torres Strait Islander employees. This strategy should include a plan to train hiring managers on increasing recruitment and addressing unconscious bias in the hiring process. Advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders.
November-December 2025 and 2026
Group P&C Manager
Annually review and apply a Terms of Reference for the RAP Working Group.
July 2026 and July 2027
RAP Working Group Co-Chairs RAP Working Group Co-Chairs
July 2026
Group P&C Manager
Meet at least four times per year to drive and monitor RAP implementation.
March, June, September, December 2025- 2027
July 2027
Group P&C Manager
12. Provide appropriate support for effective implementation of RAP commitments.
Define resource needs for RAP implementation.
July 2025 and July 2026
RAP Working Group Co-Chairs
Review HR and recruitment procedures and policies to remove barriers to Aboriginal and Torres Strait Islander participation at WGA.
December 2025
Group P&C Manager
Engage our Board, Senior Leadership Team and our people in the delivery of RAP commitments.
October 2025 and October 2026
RAP Working Group Co-Chairs
9. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.
Define and maintain appropriate systems to track, measure and report on RAP commitments and the effectiveness of the RAP. Working Group.
October 2025 and October 2026
RAP Working Group Co-Chairs
Implement, promote and measure effectiveness of an Aboriginal and Torres Strait Islander procurement strategy.
December 2025
Governance Manager
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Maintain and make use of Supply Nation membership.
July 2026 and July 2027
RAP Working Group Co-Chairs
Appoint and maintain an internal RAP Champion from senior management.
July 2026 and July 2027
RAP Working Group Co-Chairs
Develop and communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff.
December 2025
Governance Manager
Develop and track a dedicated budget.
March, June, September, December 2025- 2027 March, June, September, December 2025- 2027
RAP Working Group Co-Chairs
Review and update procurement practices to remove barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses.
December 2025
Governance Manager
Track time spent on RAP Working Group activities and cultural awareness and education.
RAP Working Group Co-Chairs
Develop commercial relationships with Aboriginal and/or Torres Strait Islander businesses.
July 2027
RAP Working Group
10. Investigate and implement First Nations career pathways with a focus on study pathways and personal development opportunities in STEM related careers.
13. Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally.
Engage with organisations that support STEM related careers such as internship opportunities and/or scholarships for Aboriginal and/or Torres Strait Islander students. Opportunities may include engineering drafting, project management and support services. Develop and implement a plan to give hiring managers the training and skills to increase recruitment of Aboriginal and/or Torres Strait Islander employees, and address/remove unconscious bias from our hiring process.
July 2026
Group P&C Manager
Contact Reconciliation Australia to verify that our primary and secondary contact details are up to date, to ensure we do not miss out on important RAP correspondence.
June annually
RAP Working Group Co-Chairs
July 2027
Group P&C Manager
Contact Reconciliation Australia to request our unique link to access the online RAP Impact Measurement Questionnaire.
1 August annually RAP Working Group Co-Chairs
Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia.
30 September, annually
RAP Working Group Co-Chairs
Participate in early careers fairs to offer work experience and/or placement opportunities for Aboriginal and/or Torres Strait Islander students.
March 2026 and March 2027
Group P&C Manager
Report RAP progress to our people and senior leaders quarterly.
Quarterly
RAP Working Group Co-Chairs RAP Working Group Co-Chairs
Publicly report our RAP achievements, challenges and learnings, annually.
Annually
Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer.
June 2026
RAP Working Group Co-Chairs
Submit a traffic light report to Reconciliation Australia at the conclusion of this RAP.
August 2027
RAP Working Group Co-Chairs
14. Continue our reconciliation journey by developing our next RAP.
Register via Reconciliation Australia’s website to begin developing our next RAP
January 2027
RAP Working Group Co-Chairs
INNOVATE - RECONCILIATION ACTION PLAN
RAP - JULY 2025 – JULY 2027
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