skylight mental health innovate reconciliation action plan · to deep insights about spirit, land,...

SKYLIGHT MENTAL HEALTH

INNOVATE RECONCILIATION

ACTION PLAN2018 - 2020

Reconciliation Australia is delighted to welcome Skylight Mental Health to the Reconciliation Action Plan (RAP) program and to formally endorse its inaugural Reflect RAP.

As a member of the RAP community, Skylight Mental Health joins over 1,000 dedicated corporate, government, and not-for-profit organisations that have formally committed to reconciliation through the RAP program since its inception in 2006. RAP organisations across Australia are turning good intentions into positive actions, helping to build higher trust, lower prejudice, and pride in Aboriginal and Torres Strait Islander cultures.

Reconciliation is no one single issue or agenda. Based on international research and benchmarking, Reconciliation Australia defines and measures reconciliation through five critical dimensions: race relations; equality and equity, institutional integrity; unity; and historical acceptance. All sections of the community—governments, civil society, the private sector, and Aboriginal and Strait Islander communities—have a role to play to progress these dimensions.

The RAP program provides a framework for organisations to advance reconciliation within their spheres of influence. This Reflect RAP provides Skylight Mental Health a roadmap to begin its reconciliation journey. Through implementing a Reflect RAP, Skylight Mental Health will lay the foundations for future RAPs and reconciliation initiatives.

We wish Skylight Mental Health well as it takes these first critical steps in its reconciliation journey. We encourage the organisation to embrace this journey with open hearts and minds, to grow from the challenges, and to build on the successes. As the Council for Aboriginal Reconciliation reminded the nation in its final report:

“Reconciliation is hard work—it’s a long, winding and corrugated road, not a broad, paved highway. Determination and effort at all levels of government and in all sections of the community will be essential to make reconciliation a reality.”

On behalf of Reconciliation Australia, I commend Skylight Mental Health on its first RAP, and look forward to following its ongoing reconciliation journey.

KAREN MUNDINE CHIEF EXECUTIVE OFFICER RECONCILIATION AUSTRALIA

MESSAGE FROM RECONCILIATION AUSTRALIA

OUR VISION is a South Australian community which understands mental illness and responds with confidence, respect and hope. OUR MISSION is to increase opportunities to achieve good mental health, to promote acceptance of mental illness in the community and provide quality services for people with mental illness, their family and friends. OUR VALUESUnderstanding: Discovery through shared learningConnection: Humanity, lived experience, and the importance of what happens between people Optimism: The hope and belief in possibility and the potential of each person Courage: Resilience, commitment and a strength of spirit

OUR GOALS provide the best possible experience for people who seek us out and connect with our services:Develop: be an organisation of choiceTransition: design and deliver NDIS services Explore: develop new initiativesPerform: ensure we are an efficient and effective organisation

Our Goalsprovide direction as we

deliver on our Mission and strive for

our Vision

describes the world

in which we want to live

Our VisionOur Mission demonstrates

why we exist

guides how we workOur Values

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PRESIDENT AND CEO STATEMENTS

S K Y L I G H T M E N T A L H E A LT H | W W W . S K Y L I G H T . O R G . A U

PRESIDENT - PAT MCLEOD

Skylight wishes to see an Australia where relationships between Aboriginal and Torres Strait Islander People and New Australians are so strong that we are led to deep insights about spirit, land, and the meaning of our lives.

The Skylight Board has confirmed our commitment to reconciliation through endorsement of the Reconciliation Action Plan process, and supporting and participating in cultural competency training.

CEO - NATASHA MILIOTIS

Skylight Mental Health acknowledges the history which has resulted in profound grief for Aboriginal and Torres Strait Islander Peoples, and that this history plays a significant role in the health and wellbeing of Australia’s First People.

We identify the development of a Reconciliation Action Plan as an organisation-wide priority. Through reconciliation, Skylight strengthens relationships between our services and Aboriginal and Torres Strait Islander Peoples, for the benefit of all.

We develop our services through meaningful consultation with Aboriginal and Torres Strait Islander communities, our Aboriginal and Torres Strait Islander staff, service providers and cultural advisers. The principle of self-determination underpins our collective actions and responsibilities.

We also believe that high quality service delivery builds on the formation of strong relationships with Aboriginal and Torres Strait Islander People, and our staff have a strong and developing understanding of Aboriginal and Torres Strait Islander cultures and histories.

Key objectives and expectations guide our RAP, with detailed actions and deliverables to keep us on track. This Plan demonstrates Skylight’s values and commitment to building a diverse and inclusive workplace that celebrates the continuance of culture. It also provides a foundation for understanding where we have come, and where we are going as a nation.

I am pleased to continue our commitment to building respectful relationships and shared understanding with Aboriginal and Torres Strait Islander peoples.

Improving Aboriginal and Torres Strait Islander health and wellbeing starts with developing trust between Aboriginal and Torres Strait Islanders and New Australians. Skylight has a proud history of working collaboratively with Aboriginal and Torres Strait Islanders to build a foundation of mutual respect and cross-cultural learning.

This Reconciliation Action Plan reflects our approach to working with First Nations peoples, which is consistent with our values. This RAP will enable Skylight addressing relevant issues, which advance the rights of Aboriginal and Torres Strait Islander peoples.

Our inaugural Reconciliation Action Plan outlines some of our progress and our desire to contribute to better understanding and connections between Aboriginal and Torres Strait Islanders and New Australians, and improved health and social outcomes for Australia’s First Peoples.

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WHO WE ARE

S E E M E N T A L H E A LT H D I F F E R E N T LY

Skylight Mental Health is a leading non–government mental health service provider in South Australia. Skylight offers a diverse range of services for people living with mental illness, carers and the community, across metropolitan and country South Australia. We have six sites – Ernabella in the Anangu Pitjantjatjara Yankunytjatjara (APY) Lands, Eyre (Port Lincoln), Murraylands, Mount Gambier, Parnangga (Christies Beach) and Wayville. We provide services to over 5,000 people each year, through individual support, group activities, respite and education, delivered by 170 staff and 80 volunteers. There are six staff at Skylight who identify as Aboriginal or Torres Strait Islander.

Our staff work alongside people living with mental illnesses, their families and community to improve quality of life, social inclusion and promotion of good mental health and wellbeing. We collaborate to provide practical ongoing support and innovative service responses.

Skylight is committed, through our Service Standards, to:

1. Being clear about what people can expect from our services

2. Supporting people to maintain and/or strengthen a meaningful life, as defined by them

3. Acknowledging that everyone has something important to contribute to the broader community

4. Working with people to help them identify where they are already strong and successful

5. Working with people in a way that recognises them as the best person to make decisions about their life

6. Inviting people to have input which results in developing and improving our services.

The Schizophrenia Fellowship of South Australia was formed in 1983 by relatives concerned about the serious difficulties faced by their loved ones living with schizophrenia. The name was changed in 2002 to the Mental Illness Fellowship of South Australia (MIFSA) to reflect the organisation’s scope in dealing with the needs of all South Australians living with mental illness.

In 2017, Skylight Mental Health was born – a new name for a new era. With the rollout of the National Disability Insurance Scheme (NDIS) and an increased focus on the complex areas of mental health, we needed a fresh approach. We will continue to share the journey with our participants, carers and the community. Co-operatively, we seek to challenge the broader community to see mental health differently.

Skylight is a member of the national organisation, the Mental Illness Fellowship of Australia. The Fellowship has members in NSW, the Northern Territory, Queensland, North Queensland, South Australia, Tasmania, Victoria, and Western Australia.

OUR HISTORY

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WHAT WE DO


At Skylight, we believe each person has the capacity to enjoy a meaningful life. Skylight staff work alongside participants to connect with the community, learn and explore, and make new opportunities. Together, we discover new potential, increase confidence and create hopeful futures.

Skylight provides a range of supports that is tailored to individuals and groups. These include one-to-one support in the community, counselling and psychological interventions, and phone-based information and advice. Individual services provide participants an opportunity to develop their capacity for self-leadership and decision-making in the community. Our counselling and psychology services offer a safe space for participants to reflect and explore ways to enhance resilience and their quality of life.

Skylight’s Group Active and Social Programs, which operate at Christies Beach (Parnangga), Murraylands Port Lincoln and Wayville provide opportunities to learn skills, make friends and have fun. Active and Social also help people living with mental illness to engage in activities for the purpose of developing confidence and gaining skills. Activity groups meet participants where they are in their recovery journey and support them at their own pace, using meaningful activity and social interaction. Active and Social includes music, art and outdoor pursuits.

Therapeutic Groups focus on the goals of rehabilitation and recovery, and the understanding that there is hope after a diagnosis of mental illness. Our groups focus on building strengths and achieving the best possible quality of life. Together, staff and participants draw on contemporary therapies to explore helpful strategies for enhancing psychological and emotional wellbeing.

Skylight also provides Support Groups for people living with a mental illness, their carers, relatives and friends. The groups assist people to understand and cope with the medical, social and economic challenges created by mental illness. The groups have strong education and peer support aspects, and are very important in assisting people through the recovery journey.

Respite provides carers with an opportunity for a short-term break from their caring role. This is offered in an individualised support approach, by working one-to-one in the community and via the Residential Respite Accommodation Program. Carers are able to receive direct support for themselves or we work with the person they care for to give a break to the carer. Respite services fill a gap in service provision by recognising and supporting the vital work of Carers with the person they support, their families and the broader community.

OUR SERVICES

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ABORIGINAL AND TORRES STRAIT ISLANDER PROJECT WORK


BARUNAH SAUL ‘ROY’ ALICK (PROJECT OFFICER)

Starting the Aboriginal and Torres Strait Islander mental health project work with Skylight Mental Health reminded me of my youth spending time on the beach gathering food and coconuts for my people. Over the past 18 months, we have connected with so many in such a short time. Looking in the rock pools under rocks, so to speak, to find complementing services and being mindful of the needs of people in the community.

We are aiming to provide appropriate levels of servicing people, and some of the challenges have been breaking down silos and finding ways to communicate. Although the Aboriginal and Torres Strait Islander community and services have embraced Skylight, there is a long way to go in linking more people with mental health services. There is much talk of ‘stopping the divide’, in terms of health services for Aboriginal and Torres Strait Islanders, and I feel that Skylight is contributing positively in this space.

In our Aboriginal and Torres Strait Islander-specific work, we have a number of projects underway, including work with First Nations participants via the Personal Helpers and Mentors (PHaMs) program, NDIS partnerships, outreach projects in Southern Metropolitan Adelaide, and student opportunities.

NDIS Outreach

Skylight has come alongside the community members attending the Families Together program in Hackham West to deliver the first outreach Skylight NDIS café (Skylight’s NDIS information and scheme application service). We are also establishing further partnerships and relationships with other Aboriginal and Torres Strait Islander service providers to provide sustainable NDIS and information services.

Aboriginal and Torres Strait Islander Staff

In addition to the local Anangu staff in the APY Lands, Skylight employs other specific Aboriginal and Torres Strait Islander roles, including an Aboriginal and Torres Strait Islander Project Officer and an Aboriginal and Torres Strait Islander casual community worker. Our recruitment processes include targeted Aboriginal and Torres Strait Islander-identified roles.

A wider team, which includes management and the CEO, is also involved in guiding the direction of the Aboriginal and Torres Strait Islander work in the metropolitan Adelaide regions. The Aboriginal and Torres Strait Islander Project Team Leader is also working with tertiary institutions for targeted Aboriginal and Torres Strait Islander student placements and traineeships.

Promotion

Skylight has assisted in the growth of grassroots programs, such as focussed men’s groups in Adelaide’s southern suburbs.

Skylight supports a range of community events and our footprint reflects that of giving back to community. Through networking, we have found likeminded people who acknowledge the past and its people, whilst at the same time looking to the future. We have an organisational focus on National Reconciliation Week and NAIDOC week every year.

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FAMILY MENTAL HEALTH SUPPORT SERVICE IN THE ANANGU PITJANTJATJARA YANKUNYTJATJARA (APY) LANDS


The Family Mental Health Support Service (FMHSS) Program on the Anangu Pitjantjatjara Yankunytjatjara (APY) Lands has been running since 2012. FMHSS is a nationally funded program, operating in metropolitan settings, some regional areas as well as several remote Aboriginal communities. Skylight delivers the FMHSS service in Pukatja (also referred to as Ernabella). The FMHSS Program is a strengths-based, child-centred and family-focused service. Community development underpins the approach of this service, which was co-created and develops continuously together with local Anangu staff and community.

The Skylight team works to improve mental health outcomes for children, young people, and their families by providing early intervention support to children and young people who are at risk of, or affected by mental illness. Children, young people and their families are supported through the provision of group programs, short-term support and more intensive long-term engagement. Community engagement and capacity building are an important aspect of the Skylight team’s work, with regular activities provided for the whole community. The Pukatja community intertwine identity, strength and culture. Therefore, when Skylight asks children and families to identify what is important to them, cultural family activities feature strongly in their responses.

This is a painting by Anne Jack, an Anangu Community Worker, who has been a part of the FMHSS team since the initial development of the program. It tells the story of the Skylight team’s work on Anangu land as: “Two ways of thinking, coming together in one voice for Anangu children.” The painting shows the Skylight team, both Anangu and Parumpa (non-Ananagu) staff sitting together telling stories about working together; talking about our cultures, looking after children and planning for the future.

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WORKING TOGETHER APPROACH – RECONCILIATION AT SKYLIGHT

SKYLIGHT RECONCILIATION ACTION PLAN WORKING GROUP (RAPWG)


Our vision is an Australian society that embraces Reconciliation, a society that will step up to the challenge of walking alongside Aboriginal and Torres Strait Islander Peoples in a journey of healing. We aspire to an Australia that respects the richness and diversity of Aboriginal and Torres Strait Islander cultures and communities, where all Australians can celebrate reconciliation together. We commit to providing mental health services that increase social and emotional wellbeing, and support Aboriginal and Torres Strait Islander Peoples and Communities to live a meaningful life, as defined by them.

Our commitment to reconciliation focuses on time invested in engagement to establish, maintain and grow relationships.

Our approach encompasses “Two ways of thinking and coming together in a common approach” and reconciliation is part of our day to day at Skylight through cross-cultural intentional conversations.

The RAPWG underpins our reconciliation work. We strive to build a resilient relationship with First Nations peoples and New Australians through co-leadership, mutual respect and cultural connection for wellbeing of team. The group is comprised of Aboriginal and Torres Strait Islander staff and New Australian staff, from a variety of teams, levels and regions of the organisation.

RAP Working Group Members

Team Leader, Service Delivery (RAP Working Group Chair)

Aboriginal Torres Strait Islander Project Officer

Team Manager – Service Delivery

HR & Administrative Officer

Program Support Project Officer

RAP Champion: General Manager – Service Delivery

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WHAT IS A RECONCILIATION ACTION PLAN (RAP)?


Reconciliation Australia’s Reconciliation Action Plan (RAP) Framework

Reconciliation Australia’s RAP Framework provides organisations with a structure to advance reconciliation. There are four types of RAP, with each suitable for organisations at different stages of their reconciliation journey.

Innovate RAP

Skylight has developed an ‘Innovate’ RAP, which outlines actions that work towards achieving our unique vision for reconciliation over a period of two years. Commitments within this RAP allow us to be aspirational and innovative, in order to help Skylight gain a deeper understanding of our sphere of influence, and establish the best approach to advance reconciliation. An Innovate RAP focuses on developing and strengthening relationships with Aboriginal and Torres Strait Islander Peoples, engaging staff and stakeholders in reconciliation, and developing and piloting innovative strategies to empower Aboriginal and Torres Strait Islander Peoples.

Generic Innovate RAP objectives:

• Establish the best approach for Skylight to advance reconciliation within the organisation and as a reconciliatory body within the community.

• Implement reconciliation strategies and initiatives.

Pre-requisites:

• General support and goodwill throughout Skylight.

• Support from senior leaders within Skylight.

• Established governance structure, including RAP Working Group with Aboriginal and/or Torres Strait Islander representation.

The Innovate RAP is suitable for Skylight because we:

• have strong relationships with our Aboriginal and Torres Strait Islander stakeholders and understand who, how, why, and when to seek guidance and consultation.

• will continue to implement strategies, initiatives and policies that support reconciliation.

• are ready to commit to actions tailored to Skylight.

• have strong engagement with reconciliation and want to consolidate this through a structured governance model and formal public commitment.

Key expectations of Skylight’s Innovate RAP:

• Develop mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders.

• Develop and pilot strategies for reconciliation initiatives.

• Engage staff in reconciliation.

• Identify the best approach for Skylight through aspirational deliverables.

• Explore how Skylight can drive reconciliation through its business activities, services, programs, stakeholders and sphere of influence.

• Report to Reconciliation Australia each year, through the RAP Impact measurement questionnaire.

• Report publicly on RAP progress to external stakeholders.

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SKYLIGHT’S RECONCILIATION ACTION PLAN


Skylight’s first Reconciliation Action Plan demonstrates our commitment to providing quality services to Aboriginal and Torres Strait Islander Peoples in South Australia. Our reconciliation work has been occurring for several years, working in partnership with various Aboriginal and Torres Strait Islander organisations and communities across the state. A lot of this work takes place in the APY Lands but we also integrate it into our service delivery across South Australia.

Skylight first began developing a formal Reconciliation Action Plan in 2015 and the Reconciliation Action Plan Working Group consulted across the organisation and externally. We worked hard to ensure that the actions we commit to achieve will deliver sustainable change for Skylight, and enhance the services we provide to the Aboriginal and Torres Strait Islander community.

This RAP will embed our vision for reconciliation throughout all aspects of the organisation – participants, direct service delivery staff, volunteers, leadership and business services – and build capacity to put the proposed actions into place, benefiting all participants, staff and the South Australian community.

Strong relationships with Aboriginal and Torres Strait Islander organisations and communities have always been an integral part of Skylight’s approach to work that meets the aims of Reconciliation. In addition, learning is very important in our reconciliation work and we look forward to creating spaces for learning together. We identify that we still have much to learn and Skylight strives to facilitate a learning culture that embraces growth opportunities for participants, staff and community.

Actions and Deliverables

• Skylight has identified several main action areas and related deliverables within the Skylight Innovate Reconciliation Action Plan 2018-2020. To provide further focus over the next two years, we have identified five Key Actions:

• Reconciliation Action Plan Working Group (RAPWG) – RAPWG develops, implements and monitors RAP progress.

• Develop and Maintain Relationships with Aboriginal and Torres Strait Islander Peoples, communities and organisations

• Raise Awareness of our RAP internally and externally to promote reconciliation across Skylight, and the mental health and community services sector.

• Staff Cultural Awareness / Competence – Engage staff in cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements.

• Employment and Retention Opportunities – Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander outcomes within Skylight.

The full list of actions and associated deliverables are spread across the four parts of this RAP:

1. Relationships

2. Respect

3. Opportunities

4. Tracking & Progress

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SKYLIGHT INNOVATE RECONCILIATION ACTION PLAN PART 1 – RELATIONSHIPS


Introduction

Skylight is committed to creating opportunities for Australia’s First Peoples and all Australians to work together in strengthening relationships. In addition, we are committed to building common understanding, and creating opportunities where recovery is supported and people are respected for their unique contribution. Skylight also aims to support the community through meaningful shared journeys that contribute to positive change.

Focus Areas

The focus areas align with the following Values and Goals in Skylight’s Strategic Plan:

• Understanding: Discovery through shared learning

• Connection: Humanity, lived experience, and the importance of what happens between people

• Optimism: The hope and belief in possibility and the potential of each person

• Courage: Resilience, commitment and a strength of spirit

• Perform: Ensure we are an efficient and effective organisation

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RELATIONSHIPS


A C T I O N D E L I V E R A B L E T I M E L I N E R E S P O N S I B I L I T Y

RAP Working Group (RAPWG)

RAPWG actively monitors RAP development and implementation of actions, tracking progress and reporting.

1. RAPWG oversees the development, endorsement and launch of the RAP.

June 2018 RAPWG Chairperson

2. Ensure Aboriginal and Torres Strait Islander staff are represented on the RAPWG.

June 2018 RAPWG Chairperson

3. The RAPWG will consult with Aboriginal and Torres Strait Islander staff and participants on how Skylight can further our work towards reconciliation.

July 2018 January 2019 July 2019 January 2020

Team Manager – Service Delivery

4. RAPWG to meet at least bi-monthly in line with the RAPWG Terms of Reference to monitor RAP implementation.

December 2018 June 2019 December 2019 May 2020


5. Review RAPWG Terms of Reference. July 2018 July 2019

RAPWG Chairperson General Manager – Service Delivery

CEO

6. Include Agenda Item in RAPWG meeting to review upcoming events and opportunities to contribute to positive mental health outcomes for Aboriginal and Torres Strait Islanders.



Celebrate and Participate in National Reconciliation Week (NRW)

Provide opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander Peoples and new Australians.

7. Organise at least one event for NRW each year and register our event via Reconciliation Australia’s website.

June 2018 May 2019

Skylight Promotions Working Group Chairperson RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer

8. Support a community event in one of the areas Skylight services.

June 2018 May 2019

Aboriginal and Torres Strait Islander Project Officer

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RELATIONSHIPS


9. Invite staff participation in local community events to recognise and celebrate NRW.

May 2018 May 2019

Team Managers – Service Delivery (x 3)

10. Through emails and Team meetings, raise awareness of Reconciliation Week and share Reconciliation Australia’s educational resources with all staff.

June 2018 May 2019 April 2020

Team Leaders (x 6) Aboriginal and Torres Strait Islander Project Officer

11. Ensure our RAP Working Group participates in an external event to recognise and celebrate NRW.

June 2018 May 2019

Team Manager – Service Delivery Team Leader ( RAPWG Chairperson) Aboriginal and Torres Strait Islander Project Officer HR & Administration Officer Program Support Project Officer

Develop and Maintain Relationships

Aboriginal and Torres Strait Islander Peoples, communities and organisations to support positive outcomes.

12. Meet with four identified local Aboriginal and Torres Strait Islander organisations to share our RAP, develop opportunities to work together and establish mental health support for Aboriginal and Torres Strait Islander Australians.

November 2018 General Manager – Service Delivery Team Manager – Service Delivery RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer

13. Develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islander stakeholders.

January 2019 General Manager – Service Delivery Team Manager Service Delivery RAPWG Chairperson CEO

14. Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement.

March 2019 General Manager – Service Delivery Team Manager Service Delivery RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer

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RELATIONSHIPS


Raise Awareness

Raise internal and external awareness of our RAP to promote reconciliation across Skylight and the mental health/community services sector

15. Share the launch of Skylight’s RAP at staff meeting, via newsletter and on Skylight’s website.

June 2018 Team Managers – Service Delivery (x 3), Team Leaders, Digital Media Coordinator, Executive Assistant – CEO

16. Establish a “once per year” focus on RAP work or practice within Team practice sessions (Service Delivery) and a “once per year” agenda item on Team Agenda for Business Service Meetings.

June 2018 May 2019 May 2020

RAPWG Chairperson Team Leaders, Aboriginal and Torres Strait Islander Project Officer General Manager – Business Development & Operations

17. Communicate RAP updates via Skylight News and Annual Report.

July 2018 July 2019

RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer Digital Media Coordinator

18. Develop and implement a strategy to communicate our RAP to all internal and external stakeholders.

June 2018 CEO, General Manager – Service Delivery Team Manager – Service Delivery RAPWG Chairperson

19. Promote reconciliation through ongoing active engagement with all stakeholders.

June 2018 CEO, General Manager – Service Delivery Team Manager – Service Delivery RAPWG Chairperson

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SKYLIGHT INNOVATE RECONCILIATION ACTION PLAN PART 2 – RESPECT


Introduction

Skylight respects Aboriginal and Torres Strait Islander Peoples as the rightful Custodians of the lands upon which we live and work. Skylight values the uniquely rich culture, knowledge and perspectives that Aboriginal and Torres Strait Islander Peoples bring as members of the world’s oldest living culture, and respects Aboriginal and Torres Strait Islander families and communities as the experts in their own lives. In line with Skylight’s key focus area of “Understanding”, we seek to create opportunities for increasing understanding and learning together.

Focus Areas


• Understanding: Discovery through shared learning


• Courage: Resilience, commitment and a strength of spirit


RESPECT

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Staff Cultural Awareness / Competence

Engage employees in cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements.

20. Identify opportunities for all staff to increase cultural knowledge, considering: • Opportunities for Aboriginal and Torres Strait

Islander employees and participants to share their wealth of cultural knowledge

• Opportunities for all staff to increase understanding of and engage with local Traditional Owners / Custodians in the areas in which they work.

• Opportunities for RAPWG members to have access to cultural supervision.

March 2020

CEO, General Manger – Service Delivery General Manager – Business Development & Operations Team Manager – Service Delivery HR & WHS Coordinator RAPWG Chairperson

21. Include Aboriginal and Torres Strait Islander dates of significance in the Skylight calendar.

January 2019 January 2020


22. Develop an Aboriginal and Torres Strait Islander cultural awareness training strategy for our staff, which defines cultural learning needs of employees in all areas of our business and considers various ways that cultural learning can be provided (online, face-to-face workshops or cultural immersion).

December 2018 General Manager – Service Delivery Team Manager – Service Delivery RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer HR & WHS Coordinator

23. Implement an Aboriginal and Torres Strait Islander cultural awareness training strategy for our staff, which defines cultural learning needs of employees in all areas of our business and considers various ways thatcultural learning can be provided (online, face-to-face workshops or cultural immersion).

August 2019 General Manager – Service Delivery Team Manager – Service Delivery RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer HR & WHS Coordinator

24. Investigate opportunities to work with local Traditional Owners and/or Aboriginal and Torres Strait Islander consultants to develop cultural awareness training.

March 2019 Team Manager – Service Delivery RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer

25. Provide opportunities for RWG members, RAP champions, HR managers and other key leadership staff to participate in cultural training.

August 2019 General Manager – Service Delivery CEO

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RESPECT


Aboriginal and Torres Strait Islander Cultural Protocols

Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning.

26. RAPWG will support people to access information around cultural protocols.

December 2018 RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer

27. Include an Acknowledgement of Country at the commencement of external and large internal meetings including:

• RAPWG meetings• Staff meetings• Inter-agency meetings• Launches• Skylight forums• Training events• Board meetings

June 2018 CEO

28. Maintain a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships, for appropriate and significant events.

June 2018 December 2018 May 2019 December 2019

Aboriginal and Torres Strait Islander Project Officer

29. Continue to invite Traditional Owners to provide a Welcome to Country at significant events throughout the year and look for further opportunities to involve Traditional Owners at the Skylight AGM and other large Skylight events.

October 2018 October 2019

CEO Aboriginal and Torres Strait Islander Project Officer

30. Organise and display an Acknowledgment of Country plaque at entrance of each Skylight site, which includes the language of the Traditional Owners of the area.

May 2019 Team Manager – Service Delivery Assets, Facilities & Community Engagement Officer

31. Include an Acknowledgement of Country statement on the Skylight Website to acknowledge the Traditional Owners of the Lands upon which we work.

December 2018 Digital Media Coordinator

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RESPECT



32. Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Country.

June 2018 CEO RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer Program Support Project Officer

33. Encourage staff to include an Acknowledgement of Country at the commencement of all meetings.

June 2018 CEO

Celebrate NAIDOC Week

Provide opportunities to participate in, and celebrate NAIDOC Week, raising awareness and celebrating the history, culture and achievements of Aboriginal and Torres Strait Islander Peoples.

34. All staff are encouraged to participate in NAIDOC week activities, with opportunities for Aboriginal and Torres Strait Islander staff to engage with their culture and communities.

June-July 2018 June-July 2019

Team Manager – Service Delivery HR & WHS Coordinator RAPWG Chairperson

35. Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week.

June 2018 General Manager – Service Delivery HR & WHS Coordinator

36. Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate with their cultures and communities during NAIDOC Week.

July 2018 July 2019

Team Manager – Service Delivery RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer

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SKYLIGHT INNOVATE RECONCILIATION ACTION PLAN PART 3 – OPPORTUNITIES


Introduction

Skylight is committed to providing recruitment and career development opportunities for Aboriginal and Torres Strait Islander Peoples within the organisation. In addition, we commit to developing and maintaining culturally sensitive HR policies and procedures, to ensure that we have a safe, inclusive and supportive work environment. Finally, we strive to be an employer of choice for Aboriginal and Torres Strait Islander Peoples.

Focus Areas



• Optimism: The hope and belief in possibility and the potential of each person

• Develop: Be an organisation of choice


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OPPORTUNITIES


Employment and Retention Opportunities

Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within Skylight.

37. Consider from a HR perspective, auditing across Service Delivery and Business Services where policies, procedures and practices have met the needs of Aboriginal and Torres Strait Islander workers, and where there are significant gaps and barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace. Where gaps and barriers are found, consider where improvements can be made.

June 2019 General Manager – Business Development & Operations HR & WHS Coordinator RAPWG Chairperson Team Manager – Service Delivery

38. Invite current Aboriginal and Torres Strait Islander staff to consult on employment strategies to inform future employment and professional development opportunities.

December 2018 HR & WHS Coordinator RAPWG Chairperson Team Manager - Service Delivery

39. Continue to implement Skylight’s Aboriginal and Torres Strait Islander Targeted Recruitment Strategy.

June 2018 December 2018 April 2019 December 2019 April 2020

HR & WHS Coordinator RAPWG Chairperson Team Manager – Service Delivery

40. When working on Aboriginal and Torres Strait Islander owned/managed Lands, Skylight commits to prioritising employing local staff wherever and whenever possible.

June 2018 CEO General Manager – Service Delivery Team Manager – Service Delivery

41. Maintain a list of Aboriginal and Torres Strait Islander media outlets and recruitment platforms to advertise vacancies.


HR & WHS Coordinator General Manager – Service Delivery

42. Upon request, cultural supervision is available to Aboriginal and Torres Strait Islander staff .


Team Managers – Service Delivery (all regions) Team Leaders (all regions)

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OPPORTUNITIES


43. Increase Aboriginal and Torres Strait Islander employment pathways by providing a student placement each year.

February 2019 February 2020

Team Manager – Service Delivery RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer HR & WHS Coordinator

44. Collect information on our current Aboriginal and Torres Strait Islander staff to inform future employment opportunities.

May 2018 December 2018 April 2019 December 2019 April 2020


45. Advertise all vacancies in Aboriginal and Torres Strait Islander media.

June 2018 October 2018 January 2019 April 2019 July 2019 October 2019 January 2020 April 2020


46. Facilitate access to culturally-appropriate professional development and career progression opportunities for Aboriginal and Torres Strait Islander staff.


HR & WHS Coordinator

Aboriginal and Torres Strait Islander SuppliersInvestigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation.

47. Maintain our current commercial relationships with Aboriginal and/or Torres Strait Islander owned businesses and continue to seek additional commercial relationships as available and appropriate. Current relationships include:

1. Mai Wiru: preferred supplier in Ernabella2. RASAC: Umuwa accommodation / garage3. Wiltja Constructions Pty Ltd T/A Anangu Building Services.

October 2018 April 2019 October 2019 April 2020

General Manager – Business Development & Operations IT Manager General Manager – Service Delivery

48. Review and update procurement policies and procedures to ensure there are no barriers for procuring goods and services from Aboriginal and Torres Strait Islander businesses. (e.g. Skylight Purchasing Policy).


HR & WHS Coordinator General Manager – Business Development & Operations

49. Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services.


HR & WHS Coordinator General Manager – Business Development & Operations

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OPPORTUNITIES


50. Investigate Supply Nation membership. August 2018 RAPWG Chairperson General Manager – Business Development & Operations Team Manager – Service Delivery

Improve Service Delivery for Aboriginal and Torres Strait Islander Stakeholders

Drive health outcomes through continuous improvement of service delivery for Aboriginal and Torres Strait Islander stakeholders

51. Gain feedback from Aboriginal and Torres Strait Islander clients and community on existing services.

January 2019

July 2019

January 2020

RAPWG Chairperson

52. In consultation with cultural advisors, review current service delivery model and operations to identify any barriers, and any opportunities to be more culturally appropriate and effective.

July 2019 RAPWG Chairperson, Team Manger –

Service Delivery

53. Scope the development of an Aboriginal and Torres Strait Islander service delivery strategy, and associated plan.

September 2019 RAPWG Chairperson, Team Manger –

Service Delivery

54. Support and promote the role of the Aboriginal and Torres Strait Islander Liaison Officers (or equivalent).

May 2019

May 2020

Aboriginal and Torres Strait Islander

Project Officer, RAPWG Chairperson, Team

Manger – Service Delivery

SKYLIGHT INNOVATE RECONCILIATION ACTION PLAN PART 4 – TRACKING & PROGRESS

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CONTACT DETAILS

Public enquiries regarding the Skylight Innovate Reconciliation Action Plan 2018-2020 to the Reconciliation Action Plan Working Group Chairperson – (08) 8378 4100 or [email protected].


RAP Reporting

Report RAP achievements, challenges and learnings internally and externally.

55. Define systems and capability needs to track, measure and report on RAP activities.

September 2018

General Manager – Service Delivery Team Manager Service Delivery RAPWG Chairperson HR & WHS Coordinator

56. Complete the annual RAP Impact Measurement Questionnaire and submit to Reconciliation Australia.

September 2018 September 2019

RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer Team Manager – Service Delivery

57. Report publicly our RAP achievements, challenges and learnings.

April 2020 RAPWG Chairperson Team Manager – Service Delivery HR & WHS Coordinator

58. Investigate participating in the RAP Barometer. August 2018 RAPWG Chairperson, Aboriginal and Torres Strait Islander Project Officer, Team Manager – Service Delivery.

RAP Review

Review and refresh RAP.

59. Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements.

October 2019 General Manager – Service Delivery Team Manager - Service Delivery RAPWG Chairperson Aboriginal and Torres Strait Islander Project Officer CEO RAP Program Officer - Reconciliation Australia

56. Submit draft RAP to Reconciliation Australia for formal review and endorsement.

March 2020 RAPWG Chairperson

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Image credits: Cover art and watermark art on left hand pages – Allan Sumner @ Aboriginal Contemporary ArtsWatermark art on right hand pages – Sandra LewisPg 8 Art – Anne Jack


2 6 S K Y L I G H T M E N T A L H E A LT H | W W W . S K Y L I G H T . O R G . A U

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Skyl ight acknowledges respectful ly thatAboriginal and Torres Strait Is lander People are the

tradit ional custodians of South Austral ia and we celebrate al l People who call this land home.

skylight mental health innovate reconciliation action plan · to deep insights about spirit, land,...

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