OATSIH Publications
Department of Health and Ageing Reconciliation Action Plan
This Plan covers commitments to reconciliation in three key aspects of the Department’s work: as a leading employer; as a leader in health and ageing policy development and program development; and as a leader in partnering across government.
PDF printable version of : Reconciliation Action Plan 2010-2012 (PDF 376 KB)
Contents
Secretary’s foreword
Our vision for reconciliation
Our business and commitment to reconciliation
Our RAP
1. Relationships
2. Respect
3. Opportunities
4. Tracking progress and reporting
Secretary’s foreword
This Reconciliation Action Plan commits the Department of Health and Ageing again to the vision of improving health services for all Aboriginal and Torres Strait Islander people, and achieving health equality.
We plan to achieve this vision through a set of practical actions and important principles to ensure this department continues to be a workplace of choice for Aboriginal and Torres Strait Islander people.
The department implements the Australian Government’s priorities for delivering better health and active ageing for all Australians. We develop evidence-based policies, top of page
This Reconciliation Action Plan:
- forms an essential part of our efforts to increase the number of Aboriginal and Torres Strait Islander people employed in the department;
- works to promote the department as an employer of choice to Aboriginal and Torres Strait Islander people; and
- commits us to continue to promote an understanding of Aboriginal and Torres Strait Islander people, communities, cultures, heritage and aspirations.
Our vision for reconciliation The Department of Health and Ageing (DoHA) is actively working towards reconciliation in Australia. DoHA is working collaboratively within a whole-of-government approach to produce measurable actions, providing equity in opportunities and access to high quality health and aged care services for Aboriginal and Torres Strait Islander people.
DoHA is striving to build, foster and harness mutually respectful relationships with Aboriginal and Torres Strait Islander communities and people to enable us to deliver targeted programs. Our focus and funding is dedicated towards the active management of chronic diseases prevalent in Aboriginal and Torres Strait Islander communities today. It is through the delivery of our programs for the management of diabetes, cancer, respiratory, kidney and cardiovascular disease that we will contribute to closing the life expectancy gap for Aboriginal and Torres Strait Islander people.
This Reconciliation Action Plan (RAP) articulates DoHA’s vision for reconciliation through:
- increasing the employment of Aboriginal and Torres Strait Islander people in the department to meet the target under the National Partnership Agreement on Indigenous Economic Participation;
- encouraging Aboriginal and Torres Strait Islander employees in their contribution to the department and supporting their professional development;
- increasing the level of understanding, awareness, acknowledgement and respect for Aboriginal and Torres Strait Islander people and culture across the department; and
- significantly improving the health status of Aboriginal and Torres Strait Islander people through an increase in the access to high quality health and aged care services.
Our business and commitment to reconciliation DoHA’s business focuses on “better health and active ageing for all Australians”. We work across government and in partnership with the States and Territories, communities and industry to implement our policies and programs.
DoHA is committed to advancing reconciliation through the RAP. With significant reforms expected in the areas of health and aged care over the next five years, DoHA is in a unique position to fundamentally contribute to improving the health status and access to high quality services for all Aboriginal and Torres Strait Islander people and closing the life expectancy gap.
Statistically, Aboriginal and Torres Strait Islander people experience a burden of disease two and a half times that of other Australians. This is largely due to chronic diseases such as cardiovascular disease, diabetes, cancer, respiratory disease and kidney disease.
Our current and future focus is on a national package of strategies providing:
- significant new funding for preventative health focusing on Aboriginal and Torres Strait Islander individuals, families and communities;
- support and funding for more coordinated and patient-focused primary health care for Aboriginal and Torres Strait Islander people in both Aboriginal Community Controlled Health Services and mainstream general practice; and
- an expanded and productive Aboriginal and Torres Strait Islander health workforce.
Our RAP This RAP was developed with significant input from DoHA staff, the Aboriginal and Torres Strait Islander Staff Network and Reconciliation Australia.
The RAP Committee (the Committee) was formed in 2009, and consisted of Deputy Secretary Rosemary Huxtable, Joy Savage from the Office for Aboriginal and Torres Strait Islander Health,Tracey Frey from People Branch, and Lee Jard, Chair of the department’s Aboriginal and Torres Strait Islander Staff Network. Craig Ritchie joined the Committee in 2010. The Committee guided development of the RAP, providing input, identifying new directions and reviewing drafts.
This RAP incorporates many of the comments collected and is a living document that will be regularly reviewed and revised. top of page
1. Relationships
Relationships with Aboriginal and Torres Strait Islander people are important. Fostering respectful relationships and effective consultation between all staffwithin the department and with external stakeholders, helps us: effectively increase the level of understanding, awareness, acknowledgement and respect for Aboriginal and Torres Strait Islander people and culture throughout the department;improve the health status of Aboriginal and Torres Strait Islander people by increasing the access to high quality health and aged care services; andfoster the sharing of information and build combined networks.Focus area: Supporting staff
 Action | Responsibility | Timeline | Measurable target |
|---|---|---|---|
1.1 Supporting and consulting the Aboriginal and Torres Strait Islander Staff Network (the Network). a) Continuing commitment by the department to support Network activities b) Fully funding the annual Network conference c) Working with the Network to mark weeks of cultural significance | People Branch, Business Group The Network | from July 2010 November, each year May to July, each year May to July, each year | a) Assistant Secretary, People Branch to meet with Network Chair eight times per year. b) Network conference held November each year. c) Recognise minimum of three national celebrations of cultural significance each year (National Sorry Day, Reconciliation Week and NAIDOC Week). d) The Network with the assistance of People Branch to set the agenda for activities to mark national celebrations of cultural significance and conference content. |
1.2 Developing an awards/recognition scheme to recognise excellence in the delivery of health services to Aboriginal and Torres Strait Islander peoples. People Branch, Business Group All divisions and STOs | People Branch, Business Group All divisions and STOs | July, each year December 2010 July 2011 | a) Present annual NAIDOC Award. b) New scheme developed. c) Scheme implemented. |
1.3 Offering outward and inward staff secondments to other agencies and organisations, and within DoHA for staff, to assist staff in learning about Aboriginal and Torres Strait Islander issues and culture. People Branch, Business Group All divisions and STOs | People Branch, Business Group All divisions and STOs | June 2011 June 2011 and each year thereafter June each year | a) Advertise secondment process to all staff. b) Target a minimum of two secondments to Aboriginal and Torres Strait Islander organisations/corporations by non-Indigenous staff. c) Two non-Indigenous staff to attend GARMA festival each year. |
1.4 Increasing communication and advertising of culturally significant events celebrated by the department. People Branch, Business Group All divisions and STOs | People Branch, Business Group All divisions and STOs | July 2010 | a) Department’s intranet site includes details of celebrations and background information as appropriate. b) Staff notices developed and released advertising signifi cant events and celebrations in timely manner. c) Managers encourage and support staff to participate in events of signifi cance as an opportunity to improve understanding and awareness of signifi cant Aboriginal and Torres Strait Islander events. |
Focus area: Acknowledging country
Action | Responsibility | Timeline | Measurable target |
|---|---|---|---|
2.1 Engaging Traditional Owners, Elders and leaders to provide a Welcome to Country for official functions. | All divisions and STOs The Network | July 2010 | a) Traditional Owners, Elders and leaders are engaged to provide Welcome to Country at official functions a minimum of three times per year. |
2.2 Maintaining existing relationships with Traditional Owners, Elders and leaders in each jurisdiction. | All divisions and STOs The Net work | July 2010 | a) Invitations are extended, by the Network and divisions to Traditional Owners, Elders and leaders, to attend cultural events (for example Reconciliation Action Week, NAIDOC week, etc.). |
2.3 Regularly advertising and distributing the “Acknowledgement to Traditional Owners Script” on an Acknowledgement card and availability of this text on the intranet. | People Branch, Business Group Office of Aboriginal and Torres Strait Islander Health (OATSIH) | July each year | a) Publish “Acknowledgement to Traditional Owners Script” on the intranet for use by staff and Business Management Units. b) Review script annually. |
2.4 Implementing appropriate Cultural Education and Awareness training and People Management policies. | People Branch, Business Group The Network | December 2010 January 2011 | a) People Branch, in consultation with the Network, review Cultural Education and Awareness training. b) Implement training. c) Establish targets for staff participation in cultural education and awareness training. |
2.5 Inclusion of commitment to and awareness of culture competence in all performance development scheme agreements. | People Branch, the Executive All staff | December 2010 July 2011 | a) People Branch to seek Executive Committee endorsement to embed cultural education and awareness training as a core competency/mandatory requirement for all staff in individual performance development scheme agreements. b) If endorsed, implement cultural education and awareness training as a mandatory requirement for all staff. |
2.6 Encouraging all staff to participate in cultural events (for example National Sorry Day, Reconciliation Action Week, NAIDOC week, etc.) | People Branch and Communications Branch, Business Group All staff | July 2010 | a) Department’s intranet site updated regularly to include details of celebrations and background information as appropriate. b) Staff notices developed and released advertising signifi cant events and celebrations in a timely manner. c) Managers encourage and support staff to participate in events of signifi cance as an opportunity to improve understanding and awareness of signifi cant cultural events. |
2.7 Maintaining the visual presence of Aboriginal and Torres Strait Islander identities in Departmental offices. | People Branch and Property Services, Business Group | June 2010 | a) At least one Aboriginal and Torres Strait Islander artwork and flag on display in each offi ce of the department. b) Ten framed photographic portraits of signifi cant Aboriginal and Torres Strait Islander contributors to the Aboriginal and Torres Strait Islander health movement erected in Central Office. |
2.8 Using appropriate and accepted terminology to refer to Aboriginal and Torres Strait Islander people in all Department documents and dealings. | OATSIH, People Branch, and Communications Branch, Business Group All staff | January 2011 | a) Review appropriate and accepted Aboriginal and Torres Strait Islander people terminology each year and publish on the intranet and in the department’s Style Guide. |
2.9 Ensuring the appropriate use of Aboriginal and Torres Strait Islander Intellectual Property. | All divisions and STOs | July 2010 | a) The department will seek permission and acknowledge the use of Aboriginal and Torres Strait Islander artworks, photographs and imagery. |
2.10 Proactively supporting the placement of positive stories about Aboriginal and Torres Strait Islander people including outcomes of Health programs in internal publications and promote possible uptake in media. | All divisions and STOs | July 2010 | a) Three Executive Connect messages per year (for example celebration weeks and Network activities). |
Focus area: Employment and retention
| Action | Responsibility | Timeline | Measurable target |
|---|---|---|---|
| 3.1 Increasing employment of Aboriginal and Torres Strait Islander staff in line with COAG targets. | People Branch, Business Group The Network All divisions | June 2011 June 2012 | a) Review the Aboriginal and Torres Strait Islander Workforce Action Plan including consultation with the Network and the RAP working group. b) The Aboriginal and Torres Strait Islander Workforce Action Plan to include mentoring and management development opportunities for Aboriginal and Torres Strait Islander employees in the department. |
| 3.2 Participating in the APSC Indigenous Graduate program and encouraging Aboriginal and Torres Strait Islandergraduates to apply for the DoHA graduate scheme. | People Branch, Business Group August to December 2010 | August to December 2010 | a) Recruitment of at least one graduate through the APSC Indigenous Graduate program per year. b) Ensure advertising of DoHA graduate scheme is included in appropriate targeted media (for example Koori Mail). |
| 3.3 Maintaining departmental participation inrelevant Indigenous APS HR Forums and encourage Aboriginal and Torres Strait Islander staff to participate in the APS employees network. | People Branch, Business Group The Network Aboriginal andTorres Strait Islander staff | July 2010 | a) People Branch to maintain membership and participation in relevant APS HR Forums. b) Indigenous APS Employment Network (IAPSEN) membership information and meetings dates to be distributed to Network members and made available on the department’s intranet. |
| 3.4 Providing ongoing access and support to Aboriginal and Torres Strait Islander staff utilising the Peer Support program and other skills and training courses. | People Branch, Business Group The Network Aboriginal and Torres Strait Islander staff | July 2010 ongoing July 2010 | a) People Branch works with the Network to ensure suffi cient number of staff per region are trained Peer Support Program mentors. b) Skills and learning opportunities advertised through IAPSEN are distributed to Network members and made available on the department’s intranet. |
| 3.5 Ensuring departmental policy and programs specify how they are working to improve the health outcomes for Aboriginal and Torres Strait Islander people in line with COAG National Partnership Agreements. | All divisions | July 2011 | a) Every new program or policy contains an Aboriginal and Torres StraitIslander outcome statement and participation targets for Aboriginaland Torres Strait Islander peoples. b) All division business plans have measures relating to achieving quality health outcomes for Aboriginal and Torres Strait Islander peoples. c) All programs have an evaluation strategy that includes Aboriginal and Torres Strait Islander community feedback. |
| 3.6 Scope and plan an internal knowledge bank on Aboriginal and Torres Strait Islander communities program issues, risks, solutions, principles, evaluations and reviews. | OATSIH Communications Branch and People Branch, Business Group All divisions | December 2011 June 2012 | a) Knowledge bank established, maximising ties with the National Indigenous Information system. b) Protocols developed for accessing information. |
| 3.7 Develop and implement community engagement protocols which support staff in developing and practicing cultural awareness as a two-way learning process. | Whole of Government (FaHCSIA) | June 2011 June 2012 | a) Guidelines established. b) Protocols Implemented. |
Action | Responsibility | Timeline | Measurable target |
| 4.1 Promoting the new RAP to departmental staff and the public. | People Branch and Communications Branch, Business Group The Network RAP Working Group | July 2010 August 2010 December 2010 | a) Updated RAP launched in the Department. b) Updated RAP published on Reconciliation Australia Website. c) Investigate opportunity to embed reference to RAP in business planning activities as standard requirement by December 2010. |
| 4.2 Monitoring and reporting on implementation of the RAP. | RAP Working Group The Network People Branch,Business Group All divisions | December 2010 August 2011 | a) People Branch to report to the RAP Working Group each quarteron progress against RAP milestones. b) People Branch to report to Secretary quarterly. c) People Branch to provide input to the Annual Report. |
| 4.3 Undertaking annual progress reporting to Reconciliation Australia on progress against the RAP. | People Branch, Business Group The Network All divisions | May 2011 | a) People Branch to report progress of milestones to Reconciliation Australia. |
| 4.4 Reviewing the departmental RAP annually to align with changing departmental objectives. | RAP Working Group People Branch, Business Group All divisions | June 2011 | a) People Branch, in consultation with divisions, the Network and the RAP working group review the RAP against departmental objectives in cooperation with Reconciliation Australia |
If you are unable to download the PDF please email OATSIH enquiries or phone 02 6289 5291
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