contents · contents contents ... alo‟s aboriginal liaison officers ... introduction of...

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Contents Contents ...................................................................................................................... 2

List of Abbreviation 3

Introduction ................................................................................................................. 4

Background ................................................................................................................ 5

Organisation Profile ..................................................................................................... 6

Aboriginal Community ................................................................................................. 7

Governance Framework .............................................................................................. 8

Goulburn Valley Health Aboriginal Employment Plan ................................................. 9

Objectives ................................................................................................................... 9

Strategies .................................................................................................................... 9

Key Initiatives ............................................................................................................ 10

Evaluating and Monitoring Outcomes........................................................................ 11

Strategy 1 .................................................................................................................. 12

Strategy 2 .................................................................................................................. 13

Strategy 3 .......................................................................................................... 14 & 15

Strategy 4 ..................................................................................................... 16,17 & 18

Strategy 5 .................................................................................................................. 19

Key Contacts ............................................................................................................. 20

Reference Material .................................................................................................... 21

Acknowledgements ................................................................................................... 21

Appendix 1 Review Process .............................................................................. 22 & 23

Appendix 2 Terms of Reference .................................................................. 24, 25 & 26

Appendix 3 Labour Force Statistics ........................................................................... 27

Statistical Area .......................................................................................................... 27

Aboriginal Population ................................................................................................ 28

Employed - Work Full-Time ....................................................................................... 29

Employed – Work Part-Time ..................................................................................... 29

Unemployed - Looking for Full-Time Work ................................................................ 30

Unemployed - Looking for Part-Time Work ............................................................... 30

Not in the Labour Force (LF) ..................................................................................... 31

Not Applicable ........................................................................................................... 31

Victorian Labour Force Statistics as a Percentage of the Population ........................ 32

3

List of Abbreviations

AAC Australian Apprenticeship Centre

AEP Aboriginal Employment Plan

ALO‟s Aboriginal Liaison Officers

ASHE Academy of Sport Health & Education

COAG Council of Australian Governments

DEEWR Department of Education, Employment & Workforce Relations

DEPT Department

EEO Equal Employment Opportunity

GV HEALTH Goulburn Valley Health

HR Human Resources

LLEN Local Learning & Employment networks

RTO Registered Training Organisation

SBAT School Based Apprentice/Trainee

VACCHO Victorian Aboriginal Community Controlled Health Organisation

VAEAI Victorian Aboriginal Education Association Inc

VETiS Vocational Education Training in Schools

YTSI Youth Transition Support Initiative

4

Introduction

Background

Karreeta is the Gunditjmara word for “grow” and Yirramboi is the Taungurung word meaning

“tomorrow”.

Karreeta Yirramboi is the Victorian Government‟s plan to improve public-sector employment and

career development outcomes for Aboriginal people. The plan spans a timeline of 2010 – 2015

and responds to COAG‟s National Partnership Agreement in Indigenous Economic Participation

and the commitment to halve the gap in employment outcomes between indigenous and non-

indigenous people within a decade.

Although the timeframe under Karreeta Yirramboi is from 2010 to 2015, GV Health intends for

this plan to be part of a process of Aboriginal employment engagement beyond 2015.

To achieve an increased participation rate, this plan intends utilising both State and Federal

funding sources to assist GV Health in minimising financial exposure while creating meaningful

training and career opportunities for local Aboriginal people.

Although significant funding is available for wage subsidies and training, GV Health will be

required to provide resources for supervision, mentoring, cross cultural training and project

management.

The public health sector plays an important part in the overall achievement of increased

employment participation and career pathways for Aboriginal people. Thirty two Victorian public

health services have a workforce in excess of 500 employees; the aim is to develop individual

Aboriginal employment plans that are tailored to the individual organisation‟s capacity and

reflective of the community in which it operates.

The Department of Health has engaged with the Commonwealth Department of Education,

Employment and Workforce Relations (DEEWR) to facilitate and coordinate the Aboriginal

Employment Plan project. It is funded by DEEWR with the Department of Health taking

responsibility for selecting the 32 organisations. Priority is given to health services with 500 or

more employees.

5

The following plan outlines Goulburn Valley Health‟s approach to developing and implementing

an Aboriginal Employment Plan.

Through the process of increasing Aboriginal employment participation, greater understanding

of cross-cultural requirements will be achieved to develop the environment and systems for

long-term Aboriginal participation at the entire Goulburn Health organisation.

The Victorian Government has engaged Darren Barber from SED Advisory to:

1. Undertake a snapshot of the organisation and its readiness to improve employment

and training opportunities for Aboriginal people (App. 1)

2. Assist in the preparation of the Aboriginal Employment Plan.

This Aboriginal Employment Plan is designed to provide practical steps to achieving increased

workforce participation and cultural safety goals as detailed in the Karreeta Yirramboi

employment and training plan.

To ensure GV Health‟s plan is balanced, an integrated implementation model has been adopted

throughout. This model ensures the plan addresses four critical areas:

1. Resources – funding, people and infrastructure;

2. Internal – systems, procedure, preparation, ownership and measurement;

3. Development – employment initiatives, training and investment; and

4. Engagement – partnerships, networks and strategic alliances.

It is important to remember when utilising this document that this is not a „static plan‟. As

opportunities arise and momentum grows through new initiatives and greater employee and

partnership participation, this plan must reflect such change.

6

Organisation Profile

GV Health delivers a diverse range of inpatient, outpatient and outreach services to the West

Hume sub region of Victoria. With approximately 2000 employees, it provides an extensive

range of health services to the community with campuses located in Shepparton, Tatura and

Rushworth. GV Health also provides services to sites in Seymour, Benalla, Cobram and

Wodonga. With a clear regional focus, the health service‟s role within the West Hume region

has developed to meet the needs of a growing population.

GV Health provides health services to a diverse population of approximately 160,000 people.

The Goulburn Valley region is one of Victoria‟s fastest growing regional communities and

features a culturally diverse population. Approximately four per cent of patients admitted to GV

Health are Aboriginal, and 16 per cent of those admitted are born overseas.

GV Health embraces cultural diversity and demonstrates a commitment to Aboriginal health

through their partnership with Rumbalara Aboriginal Cooperative. Rumbalara and GV Health

have negotiated four partnership agreements and will begin discussions on a fifth partnership

agreement later in 2013. GV Health‟s commitment to the local Aboriginal community has been

strengthened with the recent engagement of an Aboriginal Transition Officer to assist Aboriginal

patients in the Emergency Department. This role supports Aboriginal patients through the triage

process and ensures the patients access the medical treatment advised by the Emergency

Department.

GV Health also strives to „make a difference‟ within its community. The organisation has

demonstrated a commitment to improving Aboriginal health through identified partnerships and

innovative programs to improve Aboriginal engagement with the health service.

The challenge for GV Health is to utilise its knowledge of the local Aboriginal community and the

identified partnerships to increase participation of Aboriginal people in sustainable employment

outcomes throughout the organisation. This will be achieved through the implementation of this

plan and the identification of „champions‟ to drive the strategies and outcomes.

7

Aboriginal Community

Shepparton‟s Aboriginal community is the largest Indigenous community in Victoria outside the

Melbourne metropolitan region, although there is some uncertainty about its actual size. The

community accounts for 2.7 per cent of the region's population according to census data but

some 7.4 per cent according to the local Rumbalara Medical Centre data. The community

consists predominately of Yorta Yorta people.

The size of the City of Greater Shepparton's Aboriginal and Torres Strait Islander labour force

as determined in 2011 was 621 people, of which 199 were employed part-time and 297 were

full-time workers.

Analysis of the employment status (as a percentage of the labour force) of the Aboriginal and

Torres Strait Islander population in the municipality in 2011 compared to the overall Aboriginal

and Torres Strait Islander population of Victoria indicates there was a lower proportion in

employment and a higher proportion unemployed.

The unemployed Aboriginal and Torres Strait Islander labour force was 20.1 per cent in the City

of Greater Shepparton, compared with 12.9 per cent of the Aboriginal and Torres Strait Islander

population in Victoria.

The labour force participation rate refers to the proportion of the population over 15 years of age

that was employed or actively looking for work.

Further analysis of the labour force participation rate of this population in the municipality in

2011 shows that there was a lower proportion in the labour force (48.6 per cent) compared with

the overall Aboriginal and Torres Strait Islander population in Victoria (52.5 per cent).i

Between 2006 and 2011, the number of Aboriginal and Torres Strait Islander people employed

in the City of Greater Shepparton increased by 74 people and the number unemployed

increased by 28 people. In the same period, the overall number of Aboriginal and Torres Strait

Islander people in the labour force increased by 102 people, or 19.7 per cent.

8

Governance Framework

GV Health‟s „Aboriginal Employment Plan Steering Committee‟ has been established to

champion the implementation of the Aboriginal Employment Plan.

Membership and clearly defined terms of reference have been endorsed by the newly

established committee (App. 2).

Operational responsibility for project management of the plan is vested in the HR department

through the Director of People and Culture.

The strategies incorporated within this framework are not stand alone options but are interlinked

and require actions developed across all key areas.

The governance includes executive sponsorship by Chief Executive Officer & Executive

Directors.

9

Goulburn Valley Health Aboriginal Employment Plan

Objectives

GV Health is committed to fostering and encouraging increased participation of Aboriginal

people in its workforce. This is a key strategy that supports the Closing the Gap policy to reform

Aboriginal health.

Strategies

GV Health recognises that a range of long-term and short-term strategies will be required to

create pathways and opportunities into careers in health and build organisation capacity.

These strategies will evolve over the lifespan of the plan:

1. Foster school retention and completion of secondary education by working with other

agencies to encourage students to give early consideration to health careers.

2. Establish partnerships that provide opportunities for exchanging skills and supporting

Aboriginal employees and students.

3. Nurture and promote a positive working environment for Aboriginal employees and students

consistent with GV Health values

4. Provide entry level non-clinical and clinical positions at GV Health to facilitate the

introduction of Aboriginal people into sustainable employment and nurture career pathway

development from entry level positions.

5. Promote and support undergraduate clinical placement for Aboriginal students.

10

Key Initiatives

Strategy 1

Develop and implement programs that encourage Aboriginal students to consider health

career options

Strategy 2

Work in collaboration with Rumbalara Aboriginal Cooperative to improve the

understanding of barriers facing Aboriginal people entering the workforce at GV Health.

Promote adoption of Aboriginal employment at GV Health in collaboration with other

agencies

Strategy 3

Implement cultural competency training for managers and supervisors.

Implement a mentor program within GV Health.

Provide adequate information with links for staff to learn more about Aboriginal

resources and programs within GV Health

Strategy 4

Investigate the introduction and implementation of an Aboriginal Apprenticeship and

Traineeship Employment program.

Investigate the introduction and implementation of School Based Apprenticeships and

Traineeships (SBAT)

Identify opportunities for recruitment of Aboriginal people to GV Health workforce

Strategy 5

Through clinical placement networks and relationships with tertiary institutions and RTOs

promote opportunities for placements for Aboriginal students.

11

Evaluating and Monitoring Outcomes

GV Health currently employs 18 Aboriginal staff. GV Health intends to boost the participation

rate of Aboriginal employees via moderate increases in the future. This will ensure new

employees are culturally safe and engaged in sustainable employment within the organisation.

Career pathways may include Allied Health, Engineering (including construction trades),

Nursing, Administration, Aboriginal Liaison, Environment and Hospitality. The final identification

of employment opportunities will be decided through the Aboriginal Employment Plan Steering

Committee.

Core Indicators

Increased participation of GV Health staff who identify as Aboriginal /Torres Strait Islander

Increase in number of Aboriginal trainees and placements of Aboriginal students

Growth in GV Health employees who take up mentorship roles

Retention of existing Aboriginal staff members at GV Health

Increase in number of GV Health departments who host a student/s.

12

Strategy 1 Foster school retention and completion of secondary education by working with other agencies to encourage students to give early consideration to health careers.

Initiative Actions Timeframe Critical Success Factors Responsibility

1.1 Develop and implement

programs that

encourage Aboriginal

students to consider

health career options

Disseminate information to local TAFE

institutions, include the LLEN

Network with local Aboriginal Support

agencies

Participate in:

Careers Forum

VETiS program

Work experience

Host employer of SBAT

Establish a register of local Aboriginal

agencies

Seek opportunities to interact in

Aboriginal forums

Establish a resource kit for:

Work experience

Career forums

Year One

Ongoing

Ongoing

Year One

Year One

13

Strategy 2 Establishment of partnerships that provide opportunities for exchanging skills and supporting Aboriginal employees and students.

Initiative Actions Status Critical Success Factors Responsibility

2.1. Work in collaboration

with Rumbalara

Aboriginal Cooperative

to address barriers and

promote opportunities

for careers in health

sector.

1.2 Promote adoption of

Aboriginal employment

plan at GV Health in

collaboration with other

agencies

In conjunction with Rumbalara

Aboriginal Cooperative, establish

networks within the local Aboriginal

community to introduce new

opportunities at GV Health.

Though the taskforce agenda identify

the long-term employment needs and

the ways in which GV Health can

support them to develop staff

Rumbalara agrees with this

strategy

Look at opportunities of a

staff rotation program

between GV Health and

Rumbalara

Aboriginal Taskforce

14

Strategy 3

Nurture and promote a positive working environment for Aboriginal employees and students consistent with GV Health values.

Initiative

Actions Timeframe Critical Success Factors Responsibility

3.1. Participate in Closing

the Gap cultural

competence

organisational audit

developed through

the Hume region

Closing the Gap plan.

Complete audit

Draft a plan of implementation

throughout GV Health three year period

This implementation to include:

Research avenues for

appropriate cultural competency

training.

Practical advice for managers

and supervisors hosting /

employing Aboriginal people.

Determine the availability of

funding for training.

Identify initial employees who will

receive the training.

Develop a process for ongoing refresher

training.

Implement and evaluate then action plan

Year Two

Year One

Year One

Year Three

Audit is completed

There is a plan

Evidence of progress against

the plan

Health services

executive

HR & Discipline

Coordination

15

Initiative

Actions Timeframe Critical Success Factors Responsibility

3.2. Investigate the

feasibility for a

sustainable mentor

model program within

GV Health.

Develop an attraction and selection

process for mentors.

Determine the availability of funding for

training.

Provide training to all nominated

mentors.

Partner mentors with new Aboriginal

employees, trainees and apprentices on

their first day of employment.

Extend the mentor program to School

Based Apprentices and Trainees.

Develop measures to determine the

effectiveness of the mentor program,

including surveying of mentors and

employees to establish future

improvements.

Year One

Year Two

Year Three

1. Identify a mentor model

2. Appropriate partners

3. Design

4. Implement

5. Evaluate

16

Strategy 4

Provide entry level non-clinical and clinical positions at GV Health to facilitate the introduction of Aboriginal people into sustainable employment and nurture career pathway development from entry level positions.

Initiative

Actions Timeframe Critical Success Measures Responsibility


introduction and

implementation of an

Aboriginal

Apprenticeship &

Traineeship

Employment Program

Identify departments which are ready,

willing and able to employ Aboriginal

apprentices and trainees

Identify and plan the support needs of

department and trainee/apprentice to

ensure successful outcome

Determine the availability of wage

subsidies and training grants

Establish the required partnerships with

local TAFE and RTO to deliver the

training required in each vocation

Year One

Year One

Year One

Year One

Depts. identified

One trainee

Revenue in budget / budget

variation

Signed agreement with RTO

to deliver training

HR Dept.

Dept managers

HR Dept.

17


introduction and

implementation of

School Based

Apprenticeships and

Traineeships (SBAT)

Foster partnerships with local schools

and the local LLEN and AAC.

Determine SBAT target occupations

within GV Health.

Determine RTO requirements and

relationships with secondary school

education

Establish funding availability for SBAT

through AAC.

Embed SBAT system and practice

throughout GV Health.

Monitor, communicate and evaluate the

SBAT program in consultation with

stakeholders (schools, parents, students

and GV Health).

Year One

Year One

Year One

Year One

18

4.3. Identify opportunities

for recruitment of

Aboriginal people to

GV Health workforce

Identify positions/areas which would

benefit from increased presence of

Aboriginal employees to respond to the

community needs.

Determine the availability of wage

subsidies.

Determine the optimum media for

advertising Aboriginal positions.

Ensure recruitment, selection,

appointment and induction processes

are sensitive to Aboriginal cultural

practices.

Develop policy and procedure for

employed Aboriginal exemption position

Year One Work with the department

manager (in consultation with

HR) to ensure within EEO

framework

Relevant education and

competency support needs of

department

HR Dept Managers

HR Dept Manager

19

Strategy 5 Promote and support undergraduate clinical placement for Aboriginal students.

Initiative Actions Timeframe Critical Success Factors Responsibility

5.1. Through clinical

placement networks

and relationships with

tertiary institutions

and RTOs promote

opportunities for

placements for

Aboriginal students

Identify Aboriginal undergraduate

students enrolled in local and

metropolitan tertiary institutions.

Identify opportunities to fund

scholarship(s) to Aboriginal

undergraduate students.

Promote placement of Aboriginal

undergraduate students at GV Health.

Year One

Year One/Two

Year Two

Make contact with indigenous

support units

Universities/TAFE

Identify opportunity to

establish scholarship

Discuss options available

through GV Health

Foundation

Identify support options for

students who have identified

at Aboriginal

Director, Nursing &

Midwifery Practice,

Education &

Research

Director, Nursing &

Midwifery Practice,

Education &

Research

Allied Health

Clinical Placement

Coordinator

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Key Contacts

Academy of Sport Health & Education Leonie Dwyer 5823 6600

DHS Tanya Garling 5832 1500

Gallery Kaiela Angie Russi 5821 1433

Ganbina Tony Decicco 5821 7333

Goulburn Ovens TAFE Koorie Unit Charles Atkinson 5833 2540

Greater Shepparton City Council Brodie Humphrey 5832 9700

Indigenous YTSI (Youth Transitions) Administration 5831 6157

Jawun Wayne Dagger 0410 601 474

Kaiela Institute Administration 5821 4333

Koorie Engagement Support Officer Julie Best 5761 2100

La Trobe University Michael Chisholm 5820 8600

Medicare Local – CtHG Christopher Keuntje 0408 427 062

Mungabareena Aboriginal Corporation Phil Thorneycroft 0417 806 186

Rumbalara Cooperative Luke Brock 5825 2111

Rumbalara Football Netball Club Paul Briggs 5822 4371

SED Advisory Darren Barber 5572 1922

University of Melbourne Karyn Ferguson 5823 4500

VACCHO Katie Smith 9411 9411

VAEAI Wurreker Broker Robert Britton 0418 128 255

21

Reference Material Karreeta Yirramboi: An Employer Toolkit to grow Aboriginal employment in your organisation.

State Services Authority Victoria, 2011

Continuous Quality Improvement Tool: Aboriginal health in acute health services including area mental

health services.

Acknowledgements Artwork by Steve Morgan

This document was written with the assistance of:

Darren Barber

Partner

SED Advisory

1st floor, 62 Gray Street, Hamilton Vic 3300

22

Appendix 1 Review Process

To determine the requirements of the Aboriginal Employment Plan an internal review process was

completed. The Human Resource department of Goulburn Valley Health is championing the process of

planning and implementation for „Karreeta Yirramboi‟.

Interviews were conducted over two days at GV Health with:

Acting Human Resource Manager & Staff Development Coordinator

Executive Director Community and Integration Care

Director of Nursing & Midwifery Practice, Education & Research

Divisional Operations Director

Aboriginal Liaison Officers

Manager Engineering

Manager Health Information Services

Community Development Worker

Manager Hotel Services

From the data the following broad findings were established:

Interviewed employees demonstrated a genuine enthusiasm for increasing Aboriginal employment

at GV Health; however, the staff also commented that Aboriginal employment opportunities should

provide sustainable employment outcomes within GV Health;

We found management and staff are supportive of the introduction of Traineeships and

Apprenticeships, provided employee support and structure are available to ensure a culturally safe

environment combined with ongoing career pathways;

GV Health has facilitated benchmark Aboriginal employment and engagement initiatives within

selected departments. This is highlighted by the induction and support system implemented during

recruiting and induction of the new Aboriginal Transition Officer in the Emergency Department.

These systems provide a platform for implementation across the organisation and should be

integrated within the Aboriginal Employment Plan. GV Health has strong partnerships with local

Aboriginal organisations. These partnerships provide a pathway to collaborative employment

initiatives and the possibility of shared training and resource opportunities;

GV Health has existing relationships with educational providers. These relationships provide a

foundation for engagement of Aboriginal students. Most importantly, the initiative GV Health has

shown in facilitating these partnerships demonstrates GV Health‟s commitment to training and

professional development;

The strategies and actions within the Aboriginal Employment Plan require support and championing

by the executive team;

23

The Engineering Department expressed a willingness to support training of Aboriginal trainees and

apprentices;

Supervisors require training in cultural competence to support Aboriginal employees;

To assist the transition from school to employment and, importantly, the retention of Aboriginal

students in Years 11 and 12, a work experience and „health taster‟ program could be developed to

attract Aboriginal students to the health industry;

The Aboriginal Health Liaison Officers are willing to provide additional support and mentorship to

Aboriginal employees at GV Health;

GV Health needs to be strategic in the placement of new Aboriginal employees to ensure successful

employment outcomes. Consideration factors should include cultural safety, sustainability, career

pathway and overall appointment benefit to the Aboriginal community. Any future cultural

awareness programs need to be practical and include strategies about supporting and empowering

Aboriginal employees;

Recruitment strategies should be aligned to the Aboriginal community to ensure employment

opportunities are marketed to their maximum potential; and

Funding for Aboriginal employment positions is critical to the success of any Aboriginal Employment

Plan objective.

24

Appendix 2 Terms of Reference

TERMS OF REFERENCE

ABORIGINAL EMPLOYMENT PLAN STEERING COMMITTEE

1. PURPOSE:

The Aboriginal Employment Plan Steering Committee is responsible for guiding the development

and implementation of GV Health‟s Aboriginal Employment Plan in keeping with the principles

outlined in Karreeta Yirramboi: An Employer Toolkit to grow Aboriginal Employment in your

Organisation.

2. OBJECTIVES:

2.1 Promote awareness of Karreeta Yirramboi: Develop an employer toolkit to grow

Aboriginal employment in your Organisation.

2.2 Develop an Aboriginal Employment Plan and a strategy for implementation of the plan.

2.3 Identify measures and establish processes for ongoing evaluation of progress against the

plan.

2.4. Develop and co-ordinate an organisation-wide communication strategy to support

implementation of the plan.

2.5. Ensure co-ordination and liaison with other Closing the Gap and Improving Care for

Aboriginal

Patient (ICAP) initiatives being undertaken by GV Health

3. OUR VALUES

Compassion We are caring and considerate in our dealings with others

Respect We acknowledge, value and protect the diversity of beliefs, and support the rights of

others in delivering health services

Excellence We act with professionalism to bring the highest quality of care to meet the needs of

our patients

Accountability We will be responsible for the care and patient outcomes provide by GV Health, and

the consequences of our actions

Teamwork We work constructively and collaboratively within GV Health as well as with external

partners to deliver integrated care to our patients

Ethical Behaviour We act with integrity professionalism, transparency, honesty and fairness to earn

the trust of those we care for

Goulburn Valley Health

Terms of Reference Manual

25

4. ORGANISATIONAL RELATIONSHIPS:

This committee is a sub-committee of the Human Resources Advisory committee.

The committee will ensure inclusive processes and communication across the organisation.

5. REPORTING:

Minutes of meetings will be provided to the Human Resources committee.

A nominated steering committee member will provide verbal progress reports to the Aboriginal

Taskforce.

6. MEMBERSHIP:

5.1 Executive Director, Community & Integrated Care.

5.2 Director of Nursing and Midwifery Education.

5.3 Management Accountant Representative

5.4 Human Resource Staff Development Coordinator.

5.5 Director Human Resources (or delegate)

5.6. Manager Medical Workforce & Education Unit (or delegate)

5.7. Department Manager Representative – Clinical

5.8 Department Manager Representative – Non-clinical

5.9 Staff representative – Clinical

5.10 Staff representative – Non-clinical

5.11 Aboriginal Community Representatives x 2

26

7. COMMITTEE PROTOCOLS:

6.1 Documentation

Agenda and minutes will be distributed at least one week prior to meetings

6.2 Chairperson

Meetings will be convened and chaired by the Executive Director, Community

and Integrated Care.

6.3 Secretary

Secretarial support services will be provided through the Human Resources

Department.

6.4 Co-opting powers

The committee may co-opt other persons as deemed necessary.

6.5 Quorum

Half the membership plus one

6.6 Frequency of meetings

Monthly

6.7 Decision making

Determination of decisions will be by consensus.

6.8 Apologies

Notified to the committee secretary prior to the meeting

6.9 Review of terms of reference

Terms of reference are to be reviewed in six months.

8. PERFORMANCE INDICATORS:

7.1 There is an Aboriginal Employment Plan

7.2 Evidence of progress in implementing the plan is reported.

AUTHOR:

VALIDATED BY:

APPROVAL:

AUTHORISED:

APPROVAL DATE:

REVIEW DATE:

RESPONSIBILITY FOR REVIEW:

27

Appendix 3 Labour Force Statistics

Statistical Area The following Labour Force and Population Statistics have been sourced from the 2011 Census of

Population and Housing data (http://www.censusdata.abs.gov.au) and are based on surrounding Local

Government Areas*.

The Local Government Areas included and serviced by Goulburn Valley Health are:

Greater Shepparton (C)

Strathbogie (S)

Benalla (RC)

Campaspe (S)

Moira (S)

It‟s important to note that some degree of statistical variation may exist in the following population statistics

due to randomly adjusted data by http://www.censusdata.abs.gov.au.

The data is adjusted to avoid the release of confidential information. This may affect some results

proportionately, in particular where smaller populations are involved. This is evident where percentages are

higher than 100 per cent.

http://www.censusdata.abs.gov.au/

28

Aboriginal Population

Population Victoria

Aboriginal 34,948 0.65%

Total 5,353,159 100%

Population

Local Government Area

Total Population

Greater Shepparton

(C)

Strathbogie (S)

Benalla (RC) Campaspe (S) Moira (S)

Aboriginal 2,003 3.32% 79 0.83% 149 1.09% 784 2.16% 352 1.25% 3367 2.28%

Total 60,412 100% 9,486 100% 13,639 100% 36,349 100% 28,107 100% 147,993 100%

Age

Local Government Areas

Total Pop. Greater Shepparton

(C)

Strathbogie (S)


0-9 519 16 36 214 73 858

10-19 476 19 41 182 88 806

20-29 271 10 25 108 37 451

30-39 256 11 11 70 32 380

40-49 196 9 13 99 39 356

50-59 139 7 13 65 38 262

60-69 99 4 4 30 25 162

70-79 37 3 6 13 13 72

80-89 10 0 0 3 7 20

90-99 0 0 0 0 0 0

100 + 0 0 0 0 0 0

Total 2,003 79 149 784 352 3,367

Moira (S) Aboriginal Population 352

Benalla (RC) Aboriginal Population 149

Campaspe (S)

Aboriginal Population 784

Greater Shepparton (C)

Aboriginal Population 2,003

Strathbogie (S) Aboriginal Population 79

29

Employed - Work Full-Time

Age


Total Greater Shepparton

(C)

Strathbogie (S)


Full-Time

% of Pop.

Full-Time

% of Pop.

Full-Time

% of Pop.

Full-Time

% of Pop.

Full-Time

% of Pop.

Full-Time

% of Pop.

0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

10-19 18 4% 0 0% 3 7% 12 7% 8 9% 41 5%

20-29 69 25% 3 30% 9 36% 25 23% 13 35% 119 26%

30-39 78 30% 3 27% 3 27% 19 27% 9 28% 112 29%

40-49 64 33% 3 33% 0 0% 32 32% 12 31% 111 31%

50-59 33 24% 4 57% 9 69% 25 38% 13 34% 84 32%

60-69 17 17% 0 0% 0 0% 0 0% 4 16% 21 13%

70-79 3 8% 0 0% 0 0% 0 0% 0 0% 3 4%

80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

Total 282 14% 13 16% 24 16% 113 14% 59 17% 491 15%

Employed – Work Part-Time

Age



(C)

Strathbogie (S)


Part-Time

% of Pop.

Part-Time

% of Pop.

Part-Time

% of Pop.

Part-Time

% of Pop.

Part-Time

% of Pop.

Part-Time

% of Pop.

0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

10-19 37 8% 3 16% 3 7% 14 8% 7 8% 64 8%

20-29 33 12% 0 0% 0 0% 16 15% 3 8% 52 12%

30-39 35 14% 5 45% 3 27% 4 6% 4 13% 51 13%

40-49 26 13% 3 33% 5 38% 13 13% 9 23% 56 16%

50-59 13 9% 0 0% 0 0% 6 9% 7 18% 26 10%

60-69 5 5% 0 0% 0 0% 3 10% 4 16% 12 7%

70-79 0 0% 0 0% 0 0% 3 23% 0 0% 3 4%

80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

Total 149 7% 11 14% 11 7% 59 8% 34 10% 264 8%

30

Unemployed - Looking for Full-Time Work

Age



(C)

Strathbogie (S)


Look for Full-Time

Work

% of Pop.

Look for Full-Time

Work

% of Pop.

Look for Full-Time

Work

% of Pop.

Look for Full-Time

Work

% of Pop.

Look for Full-Time

Work

% of Pop.

Look for Full-Time

Work

% of Pop.

0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

10-19 18 4% 0 0% 6 15% 6 3% 0 0% 30 4%

20-29 31 11% 0 0% 0 0% 7 6% 5 14% 43 10%

30-39 24 9% 0 0% 0 0% 8 11% 6 19% 38 10%

40-49 16 8% 0 0% 0 0% 4 4% 0 0% 20 6%

50-59 5 4% 0 0% 0 0% 0 0% 0 0% 5 2%

60-69 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

70-79 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

Total 94 5% 0 0% 6 4% 25 3% 11 3% 136 4%

Unemployed - Looking for Part-Time Work

Age



(C)

Strathbogie (S)


Look for Part - Time Work

% of Pop.


% of Pop.


% of Pop.


% of Pop.


% of Pop.


% of Pop.

0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

10-19 7 1% 0 0% 4 10% 0 0% 4 5% 15 2%

20-29 5 2% 0 0% 0 0% 5 5% 0 0% 10 2%

30-39 5 2% 0 0% 0 0% 0 0% 0 0% 5 1%

40-49 6 3% 0 0% 0 0% 3 3% 0 0% 9 3%

50-59 3 2% 0 0% 0 0% 0 0% 0 0% 3 1%

60-69 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

70-79 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

Total 26 1% 0 0% 4 3% 8 1% 4 1% 42 1%

31

Not in the Labour Force (LF)

Age



(C) Strathbogie (S) Benalla (RC) Campaspe (S) Moira (S)

Not in the LF

% of Pop.

Not in the LF

% of Pop.

Not in the LF

% of Pop.

Not in the LF

% of Pop.

Not in the LF

% of Pop.

Not in the LF

% of Pop.

0-9 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

10-19 119 25% 7 37% 13 32% 57 31% 28 32% 224 28%

20-29 118 44% 4 40% 13 52% 41 38% 14 38% 190 42%

30-39 90 35% 0 0% 5 45% 31 44% 13 41% 139 37%

40-49 74 38% 4 44% 3 23% 42 42% 15 38% 138 39%

50-59 70 50% 3 43% 3 23% 28 43% 18 47% 122 47%

60-69 57 58% 3 75% 5 125% 23 77% 15 60% 103 64%

70-79 31 84% 3 100% 4 67% 9 69% 11 85% 58 81%

80-89 7 70% 0 0% 0 0% 0 0% 7 100% 14 70%

90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

Total 566 28% 24 30% 46 31% 231 29% 121 34% 988 29%

Not Applicable

Age



(C)

Strathbogie (S)


N/A % of Pop.

N/A % of Pop.

N/A % of Pop.

N/A % of Pop.

N/A % of Pop.

N/A % of Pop.

0-9 520 100% 15 94% 36 100% 214 100% 72 99% 857 100%

10-19 247 52% 9 47% 19 46% 84 46% 34 39% 393 49%

20-29 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

30-39 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

40-49 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

50-59 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

60-69 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

70-79 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

80-89 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

90-99 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

100 + 0 0% 0 0% 0 0% 0 0% 0 0% 0 0%

Total 767 38% 24 30% 55 37% 298 38% 106 30% 1250 37%

32

Victorian Labour Force Statistics as a Percentage of the Population

Population

Victoria

Not in the labour force

Unemployed, looking for part-

time work

Unemployed, looking for full-

time work

Employed, worked part-time

Employed, worked full-time

Aboriginal 9,387 0.65% 543 0.87% 1,173 1.42% 3,215 0.41% 6,235 0.39%

Total 1,451,357 100% 62,166 100% 82,627 100% 791,754 100% 1,583,126 100%

1Australian Bureau of Statistic census of population 2006 and 2011

33

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Australian Bureau of Statistic census of population 2006 and 2011

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