RAP INNOVATE

Action

Deliverable

Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention, and professional development.

Build on understanding of current Aboriginal and Torres Strait Islander workforce to inform future employment and professional development opportunities. Month: December 2021 Responsibility: Director PCC Engage with Aboriginal and Torres Strait Islander employees to consult and collaborate on our professional development strategy. Use feedback to refine strategy and approach to ensure better outcomes. Month: September 2022 Responsibility: Director PCC Continue to implement and review the Aboriginal and Torres Strait Islander recruitment, retention, and professional development strategy. Month: November 2023 Responsibility: Quality Assurance Manager Continue to advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders. Month: November 2023 Responsibility: Recruitment Manager Continue to review People & Culture and Recruitment policies and procedures to ensure barriers are removed that may impact Aboriginal and Torres Strait Islander participation in our workplace. Month: May 2022, May 2023 Responsibility: People & Culture Manager Increase the percentage of Aboriginal and Torres Strait Islanders within our workforce by 10% each year. Report annually to Reconciliation Australia. Month: November 2023 Responsibility: Recruitment Manager Increase Aboriginal Torres Strait Islander identified positions by a minimum of three positions across our footprint. Month: November 2023 Responsibility: Director PCC, AES, People & Culture Manager, Recruitment

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RAP - Reconciliation Action Plan 2021-2023

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