reconciliation action plan

reconciliationAction PlanFOR THE YEAR FEBRUARY 2012 – 2013

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A message from Mayor, Val Schier

I am extremely proud to present the first Reconciliation Action Plan (RAP) for Cairns Regional Council. This initiative began as a recommendation from our Indigenous Advisory Committee and was supported by Council with the formation of a RAP Working Group in early 2011. It has also been my personal honour to have been the champion for this initiative. Our Council, through this RAP, will deliver real actions that will help and contribute to ‘closing the gap’ on the social and economic disadvantage faced and experienced by first peoples within our region.

This RAP will assist Council in strengthening and creating productive relationships and partnerships with the various Aboriginal and Torres Strait Islander groups and peoples in our region. Council with the help, support and guidance from Aboriginal and Torres Strait Islander people will endeavour to work together to create a future that has a strong and proud identity and is rich in culture, sustainable environments and diverse economic opportunities.

A message from the CEO, Lyn Russell PSM

Cairns Regional Council is proud to be one of the first Councils in Queensland to develop a Reconciliation Action Plan (RAP). Our Council is now in a position to share with other Councils the experiences and learnings gained through the development of the RAP. We will also be able to share ideas and initiatives that may be relevant to other regions of Queensland.

Council is committed to the reconciliation process to support and create strong and lasting relationships between the Indigenous peoples of this region and the wider community.

Through initiatives such as the Indigenous Employment Strategy, Council is playing a leading role in ‘Closing the Gap’ in educational and employment outcomes for Indigenous Australians. We are particularly proud of our Indigenous workforce who are a major asset of Council.

Council aspires to be an employer of choice for Indigenous people; we encourage diversity, and actively recruit with this in mind. By increasing the participation of Indigenous people in all sectors of our operations, communities within the region will grow through the experience and knowledge of others.

This RAP builds on our region’s successes and sets a future direction that will promote our region as culturally inclusive for all Aboriginal and Torres Strait Islander people.

I express my particular appreciation to our Council employees who have been directly involved in this initiative, the RAP Working Group, the Indigenous Advisory Committee as well as members of the Aboriginal and Torres Strait Islander and wider community for their participation and valued input in the development of this plan.

Acknowledgements:

Cairns Regional Council acknowledges the traditional Aboriginal language and clan groups of our region who are the custodians and first people of this country. We recognise and respect your cultural heritage, beliefs and continuing relationship and responsibility to your land and sea country. We honour and respect your elders past and present.

Council acknowledges other Aboriginal and Torres Strait Islander people who call our region ‘home’. We commit to maintain and strengthen our partnerships and respectful relationships with you in the spirit of reconciliation so that together we can increase the opportunities for successful and positive outcomes to the advantage of everyone in our community.

Cairns Regional Council would like to acknowledge and thank all who have contributed to the development of this Reconciliation Action Plan and who have attended community consultation sessions. Thank you for sharing your thoughts and aspirations on how Council can contribute and support efforts towards reconciliation and equality; and to strengthen relationships and create positive outcomes and opportunities into the future.

The term ‘First Peoples’ used throughout this document represents ‘Aboriginal and Torres Strait Islander people’. This description was indicated as the preferred term to be used by First Peoples who attended information sessions during the RAP consultation process.

Our Vision ............................................. 4

Our Business ........................................ 5

Our RAP ............................................... 5

Respect .................................................. 6

Relationships ......................................10

Opportunities ....................................14

Tracking Progress ..............................20

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Our vision for reconciliation

• A Council and region that promotes equity and equality, is productive, and resourceful while embracing our distinctive and vibrant communities. Council respects and acknowledges the unique position of Aboriginal and Torres Strait Islander peoples as the first Australians, the ‘First Peoples’ of this nation;

• We value, respect, promote, support and understand the unique history, culture, heritage and relationship with the lands and waters of the traditional Bama clan and language groups of our area; and other First Peoples who call our region ‘home’.

• We pride ourselves on relationships built on mutual respect and understanding; and value the positive contributions of First Peoples that allows us to work together to achieve and celebrate success.

• We work alongside First Peoples and the wider community to help remove social and economic disadvantage; and together we will contribute to the elimination of the glaring gap in life expectancy that exists between First Peoples and other Australians.

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Our RAP

This first RAP for our Council has been developed through the participation and involvement of members of the Cairns Regional Council Reconciliation Action Plan Working Group and the Indigenous Advisory Committee. The initiative has been championed by Mayor Val Schier and has the support and involvement of senior management, as well as the active contribution and participation of Aboriginal, Torres Strait Islander and other employees of Council.

Advice, guidance and support for the Council RAP has also been provided from Traditional Custodian/Owner groups, the general Aboriginal and Torres Strait Islander and wider community, stakeholders from the State and Federal Governments, non-government agencies and other community-based organisations.

This RAP identifies actions directly related to the operations, services and business of Council. These actions will contribute to the National, State and local efforts of government and their departments, non-government organisations, services and other stakeholders to help improve the health, wellbeing, equality and economic development opportunities of Australia’s First Peoples.

This document will provide our employees, members of the First Peoples’ communities and general public with details of our commitment to achieve real outcomes and actions within the timeframes indicated. At the conclusion of this RAP a public report will be produced detailing the progress, challenges and lessons learned along the way. We will then begin the process of refreshing the RAP that will detail current and new projects, programs and initiatives.

Our Business

Today the Cairns Regional Council local government area encompasses the traditional homelands of different rainforest Aboriginal ‘Bama’ language and clan groups. At June 30, 2009, the population of the CRC area was 164,356. According to the 2006 Census approximately 8% of the population identified as Aboriginal and/or Torres Strait Islander.

Our Council is the local government authority for an area of 4 135 km2 with over 1450 employees, with a target of 7% of the total work force to be First Peoples by May 2012. We aim to deliver quality, affordable services and public infrastructure to the Cairns region, in partnership with the community, state and federal governments and the private sector. We are about encouraging and facilitating environmentally sustainable economic, social and cultural development and prosperity.

Our region is geographically blessed with the presence of two World Heritage listed areas; the Wet Tropics Rainforest and the Great Barrier Reef. It is important that we respect and work with the Traditional Custodians of this land and sea country to ensure its protection for future generations.

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respectRespect is supported and nurtured by mutual understanding and open communication.

Cairns Regional Council seeks to increase its capacity to be aware of and have a greater appreciation for Australia’s First Peoples and their cultures to assist the organisation and support employees to deliver services and meet corporate goals.

This can be achieved by Council supporting and delivering initiatives that foster and support respectful relationships and greater understanding between First Peoples and the wider population of our region.

respectAction Responsibility Timeline Measurable Target

Induction Training:

Deliver First Peoples and other related information during Induction Training to all new Council staff. Information to include:

• Why does Council have a Welcome to Country Policy?

• Who are the different Traditional Custodians/Owners of the Local Government Area (LGA)?

• Profile/statistics/demographics of the Aboriginal and Torres Strait Islander population in the LGA

• Promotion of Indigenous specific projects within Council, including the Council RAP

Indigenous Employment Strategy Champions:

General Manager, Corporate Services

Manager - Human Resources

Indigenous Employment Coordinator

Indigenous Special Projects Officer

Monthly induction sessions

• Deliver at least 11 induction sessions each year

• Report the number of First Peoples and other new employees who participated in the Induction Training in the RAP Annual Report

• Information & statistics readily available on new Aboriginal and Torres Strait Islander people starting employment with Council that will be reported in the RAP Annual Report

• Supporting new employees to further their cultural awareness by attending Cultural Competence training

Cultural Competence:

Revise the cultural competency/ awareness training currently delivered to all Council employees to:

• Improve organisational culture and leadership capabilities in order to effectively attract, manage and retain Aboriginal and Torres Strait Islander people within the Council workforce.

• Best support staff in providing comprehensive and culturally appropriate services to the Aboriginal and Torres Strait Islander Community; and

• Create services that are culturally inclusive, appropriate and accessible to Aboriginal and Torres Strait Islander people.

• Include national, regional, local and CRC specific information.

Manager - Human Resources

Learning & Development Coordinator



December 2012 • A Draft framework for a localised and baseline Cultural Awareness training package for the whole of Council based on consultations with the Indigenous Advisory Committee (IAC) to Council

• Report on the results of the cultural competency needs of Managers, Supervisors, and Team Leaders in the RAP Annual Report

Libraries:

Display CRC Reconciliation Statement at prominent location in libraries

Cultivate partnership and introduce First Peoples story time for children

Marketing of library services to Aboriginal and Torres Strait Islander communities using appropriate contacts, schools, organisations, mass and social media to promote library initiatives: children’s programs, community learning and celebrations.

Team Leaders, Branch Librarians

Children’s Librarian

Marketing Librarian, Children’s Librarian, Branch Librarian

April 2012

December 2012

July 2012

• CRC Reconciliation Statement displayed in all 10 libraries within the region.

• 3 First Peoples storytelling sessions per year

• A Libraries Marketing Strategy that targets First Peoples

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Action Responsibility Timeline Measurable Target

Resource Information:

Develop resource information for Council staff and the wider community that will assist in better understanding First Peoples and their communities based on consultations provided by Indigenous Advisory Committee, Traditional Custodian/ Owner groups and other First Peoples.

HR Human Resources – Training & Development Unit

Manager, Marketing & Communications



September 2012 • 3 Tool Box Talks to complement a base level component of Cultural Awareness Training as part of the ongoing professional development of all staff

• 3 Fact Sheets developed in consultation with local Aboriginal and Torres Strait Islander people and made available on the Council intranet and website

NAIDOC:

All Council employees will be supported to participate and engage with First Peoples culture and community by participating in NAIDOC events.

General Manager Community, Sport & Cultural Services

July 2012 Report in the RAP Annual Report the number of Council staff involved in NAIDOC march and attendance at Family Day in the park (Mossman & Cairns)

Welcome to Country policy:

Ensure that ‘Welcome to Country’ is conducted by the relevant Traditional Owners on whose land any major Council event is convened with guidance from the Indigenous Advisory Committee and/ or advice from the local Aboriginal community

That ‘Acknowledgement of Country’ is conducted by all Council employees at the commencement of all significant Council events/ meetings.

General Manager – Corporate Services

Manager, Marketing & Communication

All General Managers – Managers

December 2012 • ‘Welcome to Country’ and ‘Acknowledgement of Country’ conducted at all formal Council meetings and all public meetings facilitated by Council.

• Report on consultations with Traditional Custodian/ Owner groups on Welcome to Country Policy leading up to the policy review in August 2013.

• Support Council employees to implement the Welcome to Country Policy by the development of an information/ fact sheet on the Welcome to Country Policy available on the Council intranet and website.

Human Resources:

Investigate and pursue the creation of a Cultural Leave clause within leave entitlements.

Investigate and pursue the revision of Bereavement Leave to be more inclusive of staff who have extended family and cultural responsibilities in relation to family death or Sorry Business.

Manager, Human Resources



May 2012 • Leave entitlements reviewed in Enterprise Bargaining Agreement (EBA)

• Administration Instruction to cover Cultural & Bereavement Leave entitlements

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relationshipsCairns Regional Council acknowledges that meaningful, respectful and productive relationships with the First Peoples and their communities are important to the commitment of the reconciliation process. Relationships need to be fostered and provided with the appropriate environments, information and resources to be dynamic and effective.

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relationshipsAction Responsibility Timeline Measurable Target

RAP Working Group

Establish and maintain a RAP Implementation Working Group to monitor progress.



February 2012 • Working Group established

• 6 x RAP Working Group meetings per year

Indigenous Advisory Committee

Facilitate bi-monthly meetings of the Indigenous Advisory Committee (IAC):

• Provide advice, direction and recommendations to Council on projects, programs, policy and other initiatives relevant to Aboriginal and Torres Strait Islander peoples and the reconciliation process

• Provide advice, direction and input to progressing actions from the Council RAP

• Participate in the review and development of the RAP each year

• Review the IAC Terms of Reference

• Identify and deliver a specific project/initiative with measurable targets and outcomes

• The IAC will identify other Aboriginal and Torres Strait peoples of the region to assist and advise in decision making processes



December 2012 • 6 x IAC meetings per year

• Council endorses and notes each recommendation made by the IAC. An annual summary of recommendations, actions and outcomes made by the IAC will be produced

• RAP reviewed annually and endorsed by IAC, Reconciliation Australia and Council

• Council endorses Terms of Reference for IAC

Indigenous Community

Work collaboratively with First Peoples to develop better ways of working and understanding between the community and Council by developing, strengthening, improving communication, and developing better relationships between Council, local Traditional Custodian/ Owner groups; other Aboriginal and Torres Strait Islander people.




December 2012 • A Community Engagement Strategy that identifies specific ways and means to inform, consult and empower members of the Aboriginal and Torres Strait Islander community

• A comprehensive database of key Aboriginal and Torres Strait Islander Elders, leaders, people and organisations that will assist Council to conduct and deliver quality information and services

• Bi-monthly newsletter for the Aboriginal and Torres Strait Islander community, the wider community and all Council employees that reports on the RAP progress and other related projects and initiatives

• Feedback, comment and suggestions on issues from Aboriginal and Torres Strait Islander people and other community members on Council website via ‘YourSay’ forum.

• Report on data and statistics relating to access and use of the Community Services Directory

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Participation, Access & Understanding

Promote and involve all Council staff and the wider community to better understand and/ or participate in National Sorry Day, National Reconciliation Week, Mabo Day, NAIDOC, Cairns Festival and Cairns Indigenous Arts Fair.

Acknowledge, promote, support and celebrate cultural events/ days of significance to first people with all Council employees and the wider community of the local government area.

Create environments and opportunities for First Peoples and members of the wider community to come together, share ideas and opinions about ways to improve relationships, understanding and contribute to the spirit reconciliation in our communities




October 2012 • Record within the RAP Annual Report on how key cultural events/ days of significance were acknowledged, promoted, supported and celebrated within Council

• Record within the RAP Annual Report how the Aboriginal and Torres Strait Islander community were supported by Council to deliver events relating to cultural events/days of significance

• 4 x Community Reconciliation Forums to be conducted throughout the region and record outcomes in the RAP Annual Report

• Report on progress to conduct a survey that measures First Peoples and the general public’s opinions relating to mutual relationships, attitudes and beliefs between Indigenous and non-Indigenous people.

Libraries

Library staff are kept informed of the RAP implementation and will work towards creating more inclusive services for First Peoples


Library Manager, Team Leaders

Marketing Librarian,

Children’s Librarian,

Branch Librarians

December 2012 • Report on feedback and participation of Library staff on RAP initiatives in the RAP Annual Report

• 6 library tours for First Peoples per year

• One (1) First Peoples focus group per year to develop responsive and appropriate library services that meet the needs of the community

• Report focus group outcomes in RAP Annual Report

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opportunitiesTo support and create opportunities that provide First Peoples with the skills, experience and employment opportunities.

Continue to develop, implement and enhance programs, systems and processes within Council that contribute to ‘Closing the Gap’ on the health, social and economic disadvantage faced by First Peoples within our region.

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opportunities16


Indigenous Employment Strategy

Capture accurate statistics/ data on Aboriginal and Torres Strait Islander employees to ensure targets are being reached by the Indigenous Employment Strategy

Investigate, review and implement recruitment processes to be more culturally-inclusive that includes:

• Advertising information & process,

• Application processes and Job Information packages

• Interviewing processes

Involvement in Career Expos:

• Develop a Career Expo yearly planner

Develop an Aboriginal and Torres Strait Islander Employee Retention Strategy with a focus on:

• Piloting a Mentoring/ Peer Support program within CRC

• Career Progression and training and development of Aboriginal and Torres Strait Islander employees within Council

Manager – People and Organisational Development


May 2012

November 2012

February 2012

December 2012

• The target of 7% of all employees with Council will identify as being Aboriginal and/or Torres Strait Islander and will be recorded in the RAP Annual Report

• Pilot 2 information sessions informing prospective Aboriginal and Torres Strait Islander applicants on Council’s recruitment process

• Career Expo yearly Planner developed with data such as the number of events attended and the numbers of students and potential jobseekers recorded in the RAP Annual Report

• Results and outcomes of the Aboriginal and Torres Strait Islander employees who participate in the pilot Mentoring/Buddy program will be recorded in the RAP Annual Report

• Results of investigations into Aboriginal and Torres Strait Islander employees supported towards career development/advancement, including training and development within Council with outcomes recorded in the RAP Annual Report

Traditional Custodian/ Owner Group Opportunities:

• Support and work with Traditional Custodian/ Owner groups to progress their ability to care for and work on country; and create economic development opportunities

• Investigate and progress the development of joint working and management agreements between Council with Traditional Custodian/ Owner organisations and groups in relation to caring for and working on country; and living on country



December 2012

• Contracts and agreements that allow Traditional Custodians/ Owners to jointly manage and deliver services under the implementation of Indigenous Land Use Agreements (ILUA)

• Report on projects and initiatives that specifically involve and engage with Traditional Custodian/ Owner groups

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Youth Initiatives:

Youth Services Network: • Specifically engage Aboriginal and Torres

Strait Islander youth focused services and programs to participate in Council’s Youth Services Network

Youth Career Opportunities: • Provide Aboriginal and Torres Strait

Islander youth, especially those at risk of disengaging from school, with the opportunity to consider Council as a future employer

Manager – Sports, Recreation and Community Development

Manager – People and Organisational Development

Team Leader Community Development – Central

Youth Development Officer

Indigenous employment Coordinator


June 2012

December 2012

• Number of Indigenous Youth services and programs involved in the Youth Services Network

• Report on how they were involved in specific initiatives

• A three year program developed to involve schools with significant numbers of Aboriginal and Torres Strait Islander students to attend Council career promotion events. Report on progress within the RAP Annual Report

• To have Aboriginal and Torres Strait Islander Council employees present as positive role models to youth who are at risk of disengaging from school reported within the RAP Annual Report

• Report on who were the partners in each event

• Number of Indigenous youth involved

• Number of Schools: First Year – 4 schools; second year - 6 schools; third year –10 schools

• Number of Indigenous employee/role models involved

• Number of Council management/ employees involved

• Feedback/ evaluation from schools and students

• Number of Work Experience outcomes

• Number of Employment/ traineeship/ apprenticeship outcomes

Procurement:

Investigate the development of procurement processes within Council that provide employment and economic development opportunities for First Peoples and/or their businesses.

General Manager – Corporate Services


Senior Coordinator - Procurement

March 2012 • All relevant tender documents for suppliers of goods and services to Council will request prospective suppliers demonstrate examples of how their business supports employment and economic development opportunities for Aboriginal and Torres Strait Islander people

• Reporting through the RAP Annual Report the number of successful contracts awarded to companies and businesses that have demonstrated via the tendering application process that they are providing employment and economic development opportunities for Aboriginal and Torres Strait Islander people

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Libraries:

Increase employment and training opportunities for First Peoples within Council Libraries and recognise and promote the contribution of authors and their works


Client Services Librarian, Support Services

Support Services

Manager/Team Leaders/ Marketing and Partnership Librarian

December 2012 • 2 Aboriginal and/ or Torres Strait Islander trainees or library cadets employed and trained by 2013

• Aboriginal and Torres Strait Islander authors’ list developed and collection is accessible

• Source a wide range of formats in library resources that are appropriate, available and accessible by First Peoples

Homelessness

Participate and contribute to projects and initiatives that will provide First Peoples who may be homeless, displaced and living in public places with the opportunities to live in affordable accommodation with dignity and pride. Working with Aboriginal and Torres Strait Islander people and other services through:

• Homelessness Project Group

• Cairns Homelessness Outreach Network

• Homelessness Implementation Plan Reference Group

• Homelessness Planning Leadership Group

Support and promote National Homeless Persons Week and other relevant initiatives :

• March 2012 Close the Gap Day

• August 2012 - National Homeless Persons Week

• October 2012 - Anti-Poverty Week


Team Leader, Community Development – Central

Safe Communities Coordinator

December 2012

November 2012

• Regular attendance, participation and involvement in homelessness related networks

• Report on how Council supported and promoted events related to homelessness through the RAP Annual Report

• Support, participation and involvement in Homelessness initiatives and activities will be recorded and reported

Funding Grants

Promote Council’s community grant scheme to Aboriginal and Torres Strait Islander community groups and organisations.

Support First Peoples community groups and organisations to apply for Council grants

Identify and submit grant applications to support:

• First Peoples community development activities/initiatives

• Cultural heritage projects


Team Leaders – Community Development


Council Grant Funding Timetable

September 2012

• Detail how the grants were promoted to the First Peoples Community

• Number of First Peoples organisations supported through the application process

• Number of First Peoples organisations applying for Community grants

• Number of First Peoples organisations successful in receiving grants

• Council to apply for 2 grants per year and report on outcomes

Statistics & Data

Investigate from Data & Statistical provider to Council how specific Aboriginal & Torres Strait Islander data and statistics may be improved, enhanced and made accessible via the Council Website


Social Planner – Special Projects


• Accessible and accurate data available to Council pertaining to Aboriginal and Torres Strait Islander population, demographics and comparatives to non-Indigenous community.

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Health & Wellbeing

Improve the health and wellbeing of Aboriginal and Torres Strait Islander employees and their families by supporting and improving their access to health services and lifestyle programs

Manager, People and Organisational Development

Coordinator Rehabilitation and Return to Work, Work Place Health & Safety


June 2012 • One initiative that seeks the participation and involvement of Indigenous employees in Council to be reported in the RAP Annual Report

Healthy Lifestyles

Increase participation of Aboriginal and Torres Strait Islander people in facilitated recreation programs in Parks

Building relationships with, and involving Aboriginal and Torres Strait Islander community members in the development and delivery of healthy lifestyle and recreation programs. Help create a culturally inclusive environment which supports greater understanding and participation by Aboriginal and Torres Strait Islander people and the wider population of our region

Conduct a base line survey of Aboriginal and Torres Strait Islander people participating in the Active Games in the Park programs

Support Council staff in providing appropriate programs to the Aboriginal and Torres Strait Islander Community. Consult coordinators and facilitators regarding cultural competency needs

Council will work with other agencies to deliver healthy lifestyle and active programs that target the Aboriginal and Torres Strait Islander community


Community Planning and Development Officer

Program Coordinators

Program facilitators


February 2012

February 2012

June 2012

December 2012

• The number of Aboriginal and Torres Strait Islander people employed to facilitate healthy lifestyle programs will be recorded in the RAP Annual Report

• Measure increase/decrease of Aboriginal and Torres Strait Islander community people participation in healthy lifestyle programs over 12 months and record outcomes in the RAP Annual Report

• Results from base line survey relation to Aboriginal and Torres Strait Islander people participating in the Active Games in the Park

• Report on the consultation with coordinators and facilitators on their cultural competency needs

• Partnership projects and initiatives that target Aboriginal and Torres Strait Islander people.

tracking implementation progress and reporting

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tracking implementation progress and reporting

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RAP Working Group meetings

Review RAP and related activities at each meeting to monitor progress and ensure continual improvement in RAP action areas


Bi-monthly meetings • 6 meetings per year

• 6 month & 12 month reports

Indigenous Advisory Committee meetings:

Provide support and advice on issues and matters relating to delivering actions within the RAP



Bi-monthly meetings • 6 meetings per year

Report to Council:

An annual report to Council detailing the progress and lessons learnt in implementing the RAP



December 2012 - Annual

• Report to Council that provides an annual review of what progress has been made in the implementation of the RAP and what lessons have been learnt along the way.

Report to Executive Team:

An annual report and presentation to the Executive Team detailing the progress and lessons learnt in implementing the RAP



November 2012 • Annual report to Executive Team that provides an annual review of what progress has been made in the implementation of the RAP and what lessons have been learnt along the way.

Report to General Managers and Business Managers:

An annual report and presentation to General Managers & Business Managers detailing the progress and lessons learnt in implementing the RAP



November 2012

• Report to General Managers and Business Managers that provides an annual review of what progress has been made in the implementation of the RAP and what lessons have been learnt along the way.

Annual Review

Review the RAP annually to track progress, expand current actions and identify new actions

General Manager – Community, Sports and Culture


RAP Working Group

Indigenous Advisory Committee

January 2013 • A revised RAP submitted to Reconciliation Australia

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The concept design for this document is that of the RAP Working Group. The pictures used are all from our region and represent the land and sea environments that are so important, not only to the traditional Aboriginal Custodians/ Owners, but to everyone who lives in our region. The circles represent the raindrops, which bring and sustain life within the wet tropics. The ripples of the raindrops are an analogy for the positive effect that initiatives within this RAP will have on closing the gap on social and economic disadvantage faced by many Aboriginal and Torres Strait Islander people. As well, the ripples from the raindrops represent positive outcomes radiating from our own RAP when combined with the results and targets of other RAPs developed by various organisations around Australia.

Photographic acknowledgement: Images used within this document have been provided with permission by Tourism Port Douglas Daintree and from Council photographic archives.

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