black swan health ltd reconciliation action plan · black swan health recognises that past...

Black Swan Health Ltd

ReconciliationAction Planfor the Years 2014 – 2016

Throughout the original artwork I have added three boyis (turtles) that not only symbolise respect that is given; but a level of respect that is reciprocated between Aboriginal and Torres Strait Islander peoples and non-Aboriginal and Torres Strait Islander communities.

Included in the work are two kardas (goannas) which is a Noongar totem for medicine that represents the opportunity to have more than a single approach to health and wellbeing. These opportunities have been created through ongoing consultation with the Noongar community.

Water or “kep” as it is called in the Noongar language, was traditionally and remains in contemporary times, the most precious resource, and something that keeps and continues to maintain the health and wellbeing of all communities. I have re-created the many fresh water (kep) lines and catchments throughout Noongar country that have maintained strong relationships and kinship ties. Those relationships were about the spirit that created the fresh waterways, and our responsibility to protect those important water resources.

The coloured lines throughout represent the other values of Black Swan Health: Compassion, Integrity, People focussed, Respect, Collaboration and Inclusiveness, that are visually connecting our communities.

Peter Farmer, 2014.

Black Swan Health would like to acknowledge the valued contribution of the following people in developing the Reconciliation Action Plan including (but not limited to) Abigail Ware , Alistair Pickett , Anne Garlett , Asta Flugge, Athol Farmer , Bethany Farmer, Bev Port-Louis, Beverly Pickett, Bonita Nepia, Byron Humes, Catherine Drage, Catherine Needham, Christine Quinn, Danika Eades, Dianne Yappo, Dorinda Cox, Dot Filopante, Dwayne Shaw. Elizabeth Cork, Ellie Van Woerden, Emily Smith, Fay Farmer, Frankie Bird, Ingrid Cumming, Irene Farmer, Iris Ryder, Irwin Lewis , James Hudson, Jeremy Farmer, Joanne Barker, Joy Cho, Karl Mourach, Kate Ellis , Katy Rafferty , Ken Farmer , Kristy Brittain , Lance Garlett , Lorna MacGregor, Louise Tucker, Lynn-Joy Strutton, Maddy Berry, Marni Hollingsworth, Martashia Smith, Mary-Anne Jackson, Nathan Trengove , Oriel Green, Patricia Ellis, Peter Farmer (Snr), Rangi Pouwhare, Ruby Hayward, Sandy Skipworth, Stefanie Johnston, Steve Austin, Sue Cristopoulos, Tara Trostl, Terina Grace, Terry Potter, Tony Calgaret, Tony Hansen, Violet Pickett and Wendy Cope.

Aboriginal and Torres Strait Islander people should be aware that this publication may contain images or names people who have since passed away. Black Swan Health has obtained full consent for use of all images.

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Reconciliation A

ction Plan 2014 – 2016

As an established community health organisation, Black Swan Health is committed to closing the disparity in life expectancy between Aboriginal and Torres Strait Islander peoples and the wider Australian community.

Through fostering meaningful relationships, building respect and enhancing opportunities for Aboriginal and Torres Strait Islander peoples living within the Perth north metropolitan community, we can work together to achieve equity in health for all Australians.

Following an extensive period of open and earnest consultation with members of our local community, we are now proud to deliver our inaugural Reconciliation Action Plan 2014-16. This plan reflects the voice of our community and outlines key actions for our organisation as we forge our own path towards reconciliation.

Black Swan Health's journey forward will start from within, and will be supported by our organisational values and commitment to cultural awareness, safe health service provision and enhanced business diversity.

As you read this document, I invite you to reflect upon our vision for reconciliation and recognise the first step in Closing the Gap be realised through cultural, spiritual and mutual respect between all Australians.

Terina Grace

Message from the Chief Executive Officer

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Our vision for reconciliation

Black Swan Health recognises the first steps to closing the gap between Aboriginal and Torres Strait Islander peoples and the wider Australian communities, will only become certain by improving cultural, spiritual and mutual respect between all Australians.

Black Swan Health recognises that past government policy and actions have contributed to a significant disparity between Aboriginal and Torres Strait Islander peoples and non-Aboriginal and Torres Strait Islander peoples.

Black Swan Health's Reconciliation Action Plan is about building better relationships between Aboriginal and Torres Strait Islander peoples and the wider Australian community for the benefit of all Australians. Black Swan Health's vision is to work together to address current inequalities in health outcomes between Aboriginal and Torres Strait Islander peoples and other non Aboriginal and Torres Strait Islander peoples.

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Reconciliation A


Our Business

Black Swan Health is a leading not-for-profit primary health organisation, committed to ensuring the provision of high quality service delivery to health professionals and our community, and achieving positive health outcomes in the Perth north metropolitan region. Black Swan Health currently employs 101 staff including three who are of Aboriginal and Torres Islander descent.

We provide a range of professional primary and mental health services designed to improve the clinical health outcomes of our community. In addition, our services also include those that focus on prevention, lifestyle management, self-management, recovery, social inclusion and support.

Our skilled, multidisciplinary professional workforce provide safe, high quality services, supported by a robust clinical governance framework.

The organisation provides education and support to primary healthcare professionals in the provision of quality health care to the community and aims to provide a network for general practitioners and allied health professionals to work with each other and with other health care providers, hospitals and community groups, for the purpose of enhancing the delivery of primary care.

Black Swan Health has a dedicated Aboriginal Health Team that aims to improve the health, wellbeing and access to health services of Aboriginal peoples through providing a culturally safe service that builds on an integrated approach to primary intervention.

In addition, Black Swan Health provides Cultural Awareness Training, developed in collaboration with with Ingrid Cumming CEO of local organisation Kart Koort Wiern. This training which encourages the provision of culturally appropriate and safe services is promoted to members, local primary health care providers and other community based organisations, and is mandatory for all Black Swan Health members of staff.

For further information, visit www.blackswanhealth.com.au

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Externally, through improving relationships and increasing trust within the community, Black Swan Health anticipates that access to primary health care for Aboriginal and Torres Strait Islander peoples will be improved. Internally, Black Swan Health hopes that the development of the RAP will also raise awareness of issues experienced by the Aboriginal and Torres Strait Islander community, and will contribute to cultural awareness and safe health service provision within the Black Swan Health region, thus increasing capacity within the organisation to deal with these issues and support the Aboriginal and Torres Strait Islander community through Black Swan Health's programs and services.

Through the commitment to this process, Black Swan Health hopes to develop meaningful and sustainable relationships and foster trust within the community and with local Aboriginal and Torres Strait Islander peoples, building on the three core components of a RAP: relationships, respect and opportunities.

• Relationships – working together to build meaningful, trusting and opencommunication;

• Respect – acknowledging, appreciating and understanding others; and• Opportunities – supporting the community through a commitment to

improve equity.

Black Swan Health will ensure that the commitments outlined in the RAP will be embraced as an all of organisation responsibility, and will underpin core business.

Our RAP

Black Swan Health's Aboriginal Health Program was established in 2011, and since this time strong links have been developed between the organisation, the Program and the local Aboriginal and Torres Strait Islander community. The Closing the Gap Program Advisory Committee, which includes Aboriginal and Torres Strait Islander consumer representatives, and representatives from local government, Aboriginal and Torres Strait Islander community organisations, primary healthcare providers and Black Swan Health staff, provides regular input and feedback on Black Swan Health's programs and services.

Black Swan Health's RAP journey began in February 2013 with the establishment of the RAP Working Group (RAPWG). The group includes staff representatives from across Black Swan Health's programs and services, including the RAP Champion and CEO, representatives from Human Resources, Policy, Quality and Risk, Business Development and Strategy and the Aboriginal Health Team, both Aboriginal and Torres Strait Islander peoples and and non-Aboriginal and Torres Islander peoples, to develop a RAP in consultation with community members and Reconciliation Australia. This undertaking confirms Black Swan Health's commitment to improving relationships with, and access for local Aboriginal and Torres Strait Islander peoples to primary health care services, and to develop greater equity between Aboriginal and Torres Strait Islander Peoples and non-Aboriginal and Torres Strait Islander Australians.

During the development of the RAP, the RAPWG liaised and worked with local community members and stakeholders through community consultation across the three local government areas in the Perth north metorpolitan region; the cities of Wanneroo, Joondalup and Stirling.

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Reconciliation A


RelationshipsBuilding and promoting strong and trusting relationships.

Black Swan Health is committed to building and promoting strong and trusting relationships between our staff, Aboriginal and Torres Strait Islander peoples and the community. These relationships are important to help share knowledge, experience and skills with our partners and stakeholders and ensure we make ongoing improvements to health service delivery which will meet the needs of the community.

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Relationships

Focus area: 1.0 Develop and implement a sustainable Reconciliation Action Plan

Action Owner Timeline Measurable Target (how)

Establish a RAP Working Group including Aboriginal and Torres Strait Islander peoples, community members and Black Swan Health staff to develop and implement Black Swan Health's RAP.

Aboriginal Health Project Officer with endorsement by CEO

June 2015 • RAP Working Group to consist of a diverse range of Black Swan Health staff from across business areas including Aboriginal and Torres Strait Islander People and non-Aboriginal and Torres Strait Islander peoples and community representatives.

• 10 community consultations to be held to promote Black Swan Health's RAP and membership of the RAP Working Group.

• Call for nominations for at least 5 community members to join the RAPWG.

• The RAPWG will meet initially every four weeks for one hour during consultation process

• Ongoing meeting frequency to be determined by RAPWG, with a minimum of four meetings a year for the duration of the RAP/until 2015.

Actively promote RAP and regularly communicate and celebrate its successes and achievements.

Aboriginal Health Project Officer; RAP Working Group members

• Promote RAP through initial launch event and through regularpublications and internal and external events.

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Reconciliation A


Relationships

Focus area: 2.0 Building partnerships between Aboriginal and Torres Strait Islander community and services


Black Swan Health to recognise and celebrate significant Aboriginal and Torres Strait Islander days both internally and externally, and promote opportunities for non-Aboriginal staff to participate and develop strong ongoing relationships with Aboriginal and Torres Strait Islander community members.

Aboriginal Health Program Manager

June 2015 • Celebrate, promote and regularly participate in Aboriginaland Torres Strait Islander annual educational andcelebratory events both internally and externally.

• Invite community to Black Swan Health for events,Program Advisory Committee meetings and consultation.

Develop meaningful relationships through collaboration with community and organisations that support the holistic health and wellbeing of Aboriginal and Torres Strait Islander peoples.

Senior Executive Team (SET)

December 2015

June 2015

June 2016

• Black Swan Health will consult with Aboriginal and Torres Strait Islander community and organisations in relation to business and program development activities to ensure optimal service provision and access for members of the local Aboriginal and Torres Strait Islander community.

• Promote membership of Black Swan Health Program Advisory Committees to Aboriginal and Torres Strait Islander community and organisations that support the holistic health and wellbeing of Aboriginal and Torres Strait Islander peoples.

• Establish an Aboriginal and Torres Strait Islander Men’s group.

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Relationships

Focus area: 2.0 Building partnerships between Aboriginal and Torres Strait Islander community and services (continued)


Celebrate NRW by providing opportunities for Aboriginal and Torres Strait Islander employees and other employees to build relationships.

Aboriginal Health Team; endorsed by SET

27 May – 3 June,annually

• Organise at least one internal event each year.

Focus area: 3.0 Improve individual journey through better communication/understanding.


Increase awareness of the National Closing the Gap initiative and improve access to mainstream primary health care for Aboriginal and Torres Strait Islander peoples.

Aboriginal Health Team

June 2015 • Implemention of a Cultural Awareness Program specificfor the Noongar area facilitated by an appropriate localperson. Regular meetings and communication withstakeholders in order to discuss current issues aroundreconciliation and Closing the Gap

• Raise awareness and understanding of the NationalClosing the Gap initiatives to improving health outcomesfor Aboriginal and Torres Strait Islander peoples.

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Reconciliation A


RespectNeed to give respect to get respect

Respect is a core value of Black Swan Health, and showing respect and acknowledging all cultural diversity, in particular that of Aboriginal and Torres Strait Islander peoples, is an integral principle of Black Swan Health.

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Respect

Focus area: Build culturally aware workforce that ensures that Black Swan Health Staff are confident to engage meaningfully with Aboriginal and Torres Strait Islander people.

Action Owner Timeline Target

Black Swan Health's reception and public areas to be culturally appropriate and welcoming.

Chief Corporate Services Officer/CEO

June 2015 • Create a welcoming reception culture at Black Swan Healthoffices for Aboriginal and Torres Strait Islander peoplesattending Black Swan Health offices.

• Artworks are displayed with information about the piece fromthe artist.

Engage employees in understanding the protocols around Acknowledgement of Country and Welcome to Country ceremonies to ensure there is shared meaning behind the ceremonies

SET June 2015 • Develop and adhere to a protocol for all presentations andmeetings where appropriate

• Welcome to Country (by an appropriate local Aboriginal andTorres Strait Islander person) or Acknowledgement of Countryto be performed at all significant occasions.

Engage employees in cultural learning to increase understanding and appreciation of different cultural backgrounds and increase the awareness of Closing the Gap and Aboriginal Services internally and externally.

Professional Learning and Member Services Program Manager and Manager People & Culture

June 2015 • Cultural Awareness Training will be completed by all BlackSwan Health staff.Continue to support health providers in theregion through the provision of Cultural Awareness Training atleast four times a year.

• Promote Closing the Gap and other Black Swan Healthprograms and services to the Aboriginal and Torres StraitIslander community through health days and community events.

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Reconciliation A


Respect

Focus area: Build culturally aware workforce that ensures that Black Swan Health Staff are confident to engage meaningfully with Aboriginal and Torres Strait Islander people. (continued)

Action Owner imeline Target

Provide opportunities for all Black Swan Health staff to engage with culture, community and participate in Aboriginal and Torres Strait Islander events.

SET June 2015 • Communicate and encourage participation of all Black SwanHealth staff to attend local Aboriginal and Torres Strait Islanderevents. Promotion and active recognition of significant eventsto all Black Swan Health, such as:

• National Reconciliation Week• Sorry Day• NAIDOC Week• Closing the Gap

Provide opportunities for Aboriginal and Torres Strait Islander employees to engage with their culture and community through NAIDOC Week events.

Manager People & Culture, SET

December 2015

June 2015

July, annually

• Review HR policies and procedures to ensure there are nobarriers to staff participating in NAIDOC.

• Provide opportunities for Aboriginal and Torres Strait Islanderemployees to participate in local NAIDOC Week events.

• Black Swan Health will actively participate at a NAIDOC event.

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OpportunitiesBlack Swan Health will lay foundations for sustainable participation for Aboriginal and Torres Strait Islander peoples, through supporting cultural and social initiatives. Black Swan Health will endeavour through a commitment to improve equity for all Australians.

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Reconciliation A


Opportunities

Focus area: Strengthening the Aboriginal and Torres Strait Islander workforce.


Investigate opportunities within Black Swan Health to increase Aboriginal and Torres Strait Islander employment. Develop an Aboriginal and Torres Strait Islander Employment Strategy.

Manager People & Culture

June 2016

June 2015

• Provide further employment opportunities for Aboriginal andTorres Strait Islander peoples across the organisation.

• Provide opportunities for a traineeship or cadetship for youngAboriginal and Torres Strait Islander peoples.

• Promote and educate about the values of working alongsideAboriginal and Torres Strait Islander staff members and thedifferent ways of working, i.e. community networking, out of theoffice attending community events etc.

• Review HR procedures and policies to ensure any barriersto Aboriginal and Torres Strait Islander employees areaddressed, and ensure all policies reflect relevant legislation,and encourage tolerance and respect for diversity across theorganisation.

• Continue to engage with existing Aboriginal and Torres StraitIslander staff to consult on employment strategies, includingprofessional development.

• Pilot different approaches to increasing Indigenousemployment within your organisation (this may include trainingpathways, apprenticeships, internships, cadetships, workexperience).

• Advertise all vacancies in Aboriginal and Torres Strait Islandermedia, e.g. Indigenous Jobs Australia, Australian IndigenousHealth Info Net and through Marr Mooditj.

• Provide mandatory Cultural Awareness Training as part of theprofessional development training schedule.

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Opportunities

Focus area: Strengthening the Aboriginal and Torres Strait Islander workforce.


Identify opportunities to increase supplier diversity within Black Swan Health.

Chief Finance Officer

December 2015 • Develop ongoing and sustainable relationships with Aboriginal and Torres Strait Islander businesses.

• Review procurement policies to ensure any barriers toAboriginal and Torres Strait Islander businesses can beaddressed.

• Investigate becoming a member of AIMSC WA.• Educate staff about using Aboriginal and Torres Strait Islander

businesses.• Develop at least one commercial relationship with an Aboriginal

and Torres Strait Islander business.

Stengthen Stakeholder Engagement and Communication Plan.

Aboriginal Health Program Manager and Manager Media and Communications

June 2015 • Black Swan Health staff, both Aboriginal and Torres Strait Islander and non-Aboriginal staff to attend community events together to strengthen relationships and increase awareness of programs and services offered by Black Swan Health.

• Black Swan Health staff to attend significant events, forums and community meetings as identified by Aboriginal Health Program.

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Reconciliation A


Tracking progress and reporting As a commitment to the Reconciliation Australia process and to the Aboriginal and Torres Strait Islander peoples, Black Swan Health will monitor progress and report annually on the outcomes of its Reconciliation Action Plan.

Focus area: Accountability for changes and reporting.


Report progress annually on RAP. RAP Working Group

Annually, June (financial year)

• Annual progress report submitted to Reconciliation Australia. Report will be available on Black Swan Health website and through publications.

Report on RAP outcomes and achievements.

Manager Development & Strategy

Quarterly; March, June, September, December

• Quarterly progress reports to:- Black Swan Health Senior Executive Team, and made

available to all staff via intranet.

Review and report on development of succession plans.

Chief Executive Officer

Annually, June • The RAP is refreshed and new targets set as required, incollaboration with Aboriginal and Torres Strait Islander staff,stakeholders and community.

Report achievements, challenges and learnings to Reconciliation Australia for inclusion in the Annual Impact Measurement Report.

Manager Development & Strategy

Annually, as required by Reconciliation Australia

• Complete and submit the RAP Impact MeasurementQuestionnaire to Reconciliation Australia

Include contact details for how the public can get in touch with your organisation with RAP related enquiries. Include:• Name Terina Grace• Position Chief Executive Officer• Email [email protected] • Phone 08 9201 0044• Website www.blackswanhealth.com.au

ABN 64 169 929 677

4/137 Main Street, Osborne Park WA 6017 t 08 9201 0044 f 08 9201 0033e [email protected] www.blackswanhealth.com.au

black swan health ltd reconciliation action plan · black swan health recognises that past...

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