workplace rap barometer 2018 - reconciliation australia · 2019-02-08 · measures, this report...
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POLITYRESEARCH & CONSULTING
________________________________________________________________________
Workplace RAP Barometer 2018
Darryl NelsonManaging DirectorPolity Pty. [email protected]
October 2018
POLITYRESEARCH & CONSULTING
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Contents
1. Introduction & background
2. Methodology
► Workplace RAP tracking
► Online surveys and comparative data details
3. Workplace RAP Barometer 2018 (WRB)
► Key findings and trends analysis
► Full results
i. Race Relations & Unity: Comparisons with the general public
ii. Workplace practices, RAP outcomes & Employee satisfaction
4. Appendix
► Workplace survey participating organisations and sample
profiles
2
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Introduction & background
Reconciliation Australia (RA) has monitored reconciliation initiatives at the workplace
level since 2012, through regular online surveys of participating employees. RA
uses this information to broadly inform how its Reconciliation Action Plan (RAP)
program is performing and to work more closely with specific partner
organisations.
The Workplace RAP Barometer (WRB) enables both RA and the participating
organisations to:
✓ Measure the impact of RAP initiatives; and
✓ Evaluate reconciliation progress; in order to
✓ Implement and improve the performance of workplace RAPs; towards
✓ Empowering employment and social outcomes for Aboriginal and Torres Strait
Islander peoples, as well as a greater shared understanding for all Australians.
To date, surveys have been conducted in:
▪ August 2012
▪ Sept – Oct 2014
▪ Aug – Sept 2016
▪ July – Sept 2018
This report presents the latest wave of this tracking, and where possible compares
results to those in the previous waves. Also, workplace results are directly
compared with findings among the general public, where possible, to
demonstrate the effects Reconciliation Action Plans are having on perceptions,
attitudes and behaviours, vis-à-vis the general Australian population.
It is acknowledged that, in the interests of graphical and reporting brevity, the
abbreviation “Indigenous” has been occasionally used in this report, to refer to
Aboriginal and Torres Strait Islander peoples.
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Methodology
Survey method
The main results presented in this report are based on an online survey of working adults (aged 16+) in Australia (i.e.
“employees”), conducted between July and September 2018.
▪ The total sample of n=19,938 was drawn from the workforce of participating organisations, across corporate,
government and not-for-profit sectors. With this sample size, the accuracy of the results is +/-1.0% at the 95%
confidence interval. This means that if a result of 50% is found, we can be 95% confident the real result is
between 49% and 51%.
▪ Participating organisations were at various stages of their RAP development, at the time of the survey, and were
invited to take part by Reconciliation Australia.
▪ Organisations participated of their own volition, as did the employees of those organisations (no incentive was
offered or paid to respondents).
▪ Because the sample is based on voluntary participation and focused on organisations with a RAP, results are not
intended to be seen as representative of the Australian workforce as a whole. Accordingly, data has not been
weighted for the workplace results.
▪ Since 2014, the survey fieldwork has also included a number of organisations in the planning stages of
implementing a formal RAP. Those results are not included here.
The Workplace RAP Barometer results have been tracked (where possible) against results from previous waves, and also
compared with relevant results from the national Australian Reconciliation Barometer (ARB), among the general
population. The ARB was conducted during July 2018 (for more details see page 5).
▪ The general population sample was drawn from a professional online market and social research panel.
▪ The ARB data is weighted to ABS population data (in terms of age, gender and residential location), using 2016
Census statistics. With a sample size of n=1995, the accuracy of the results for the general community sample is
+/-2.2% at the 95% confidence interval.
▪ Note: For both surveys, respondents were informed that the term “Australians” was used to refer to all people who live
in Australia, including both Australian and non-Australian citizens.
▪ All percentage figures in this report are rounded. Accordingly, totals may not add up to 100%.
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Methodology (cont.)
5
Previous WRB waves
► The first Workplace RAP
Barometer was an online survey
of 4612 respondents from 19
participating RAP organisations,
and was conducted in July
2012. The error margin at the
overall level is +/-1.4% at the
95% confidence interval.
► The 2014 results are based
upon an online survey of 8768
respondents from 29
participating RAP organisations,
conducted in Aug-Sept 2014.
The error margin at the overall
level is +/-1% at the 95%
confidence interval.
► The 2016 results in this report
are based upon an online
survey of 18,385 respondents
from 45 participating RAP
organisations, conducted in
Aug-Sept 2016. The error
margin at the overall level is +/-
1% at the 95% confidence
interval.
2018 General Community
Barometer (ARB)
Around half the questions in the
WRB replicate questions in the
most recent Australian
Reconciliation Barometer. This
allows a comparison of attitudes
towards reconciliation between
RAP employees and the general
community.
The ARB is also a biennial survey
that monitors the progress of
reconciliation between Indigenous
and non-Indigenous Australians.
The general community
Barometer results are based upon
a July-Aug 2018 survey of n=1995
Australians, drawn from a
professional market and social
research panel and weighted to
be representative of the Australian
population by age, gender and
residential location.
The margin of error is +/- 2.2% at
the 95% confidence level.
Considerations
► The WRB survey covers only
working age people (16+) in
employment, compared to the
general community survey
which includes ages over 18
and with respondents from a
range of life situations (e.g.
unemployed and retired).
► Since 2014, results comprise
organisations at various stages
of their RAP, compared to the
2012 results which were
mostly from advanced RAP
organisations.
► These differences should be
considered in evaluating the
results. Despite this, we
believe that through a
combination of comparison
with the ARB questions,
together with the other survey
measures, this report provides
a robust analysis of the impact
of RAPs on the attitudes of
employees in Australia.
Workplace RAP Barometer 2018
► The latest results in this report
are based upon an online
survey of 19,938 respondents
from 65 participating RAP
organisations, conducted in
July-Sept 2018.
► These organisations were at
various stages of their RAP.
► The accuracy of the results at
the overall level is +/-1% at the
95% confidence interval. This
means, for example, that if the
survey returns a result of 50%,
there is 95% probability that
the actual result will be
between 49% and 51%.
► Note: All percentage figures
in this report are rounded.
Accordingly, totals may not
add up to 100%.
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Reconciliation outcomes have continued to improve among RAP employees
Overall, reconciliation attitudes and perceptions of workplace RAP impact among employees have continued upward
trends since 2016 and 2014.
Employee engagement with RAP activities undertaken by their organisation has mostly improved since 2016, including:
▪ Another strong increase in participation in various RAP activities with their current organisation
▪ An increase in those who strongly agree taking part in a RAP activity had a positive effect for them
In particular, there have been increases in the level of employees aware of Indigenous staff and awareness of their organisation
having a Reconciliation Action Plan. The take-up of cultural awareness training has remained steady, in line with 2016.
It is also very clear that participation in reconciliation activities continues to be effective, in creating a greater prevalence of positive
views:
▪ Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the
relationship between Indigenous and non-Indigenous colleagues as very good (57%), compared with those who
haven’t (41%)
▪ Employees who’ve participated in at least one RAP activity with their current organisation are more likely to hold very
high trust (33%) for Indigenous colleagues, compared with those who haven’t (18%).
▪ Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel it’s very
important to learn more about past injustices for Indigenous people (61%), compared with those who haven’t (42%).
Notably, employees who’ve participated are also more likely to feel the RAP is having a positive impact on all key workplace
reconciliation outcomes and to be satisfied with their job, than those who haven’t participated.
Outcomes for key RAP objectives have improved since 2016
Measures for key reconciliation goals have also mostly remained steady or improved. For example, 55% strongly agree
Indigenous cultures are important to Australia’s national identity, compared to 50% in 2016.
And 67% of employees say their RAP has had a positive effect on Indigenous employment opportunities, compared to 59%
in 2016. 7
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No, 26 12 62
0 25 50 75 100
1Don't
know, 5049
0 25 50 75 100
Awareness of Indigenous colleagues and organisational RAP has increased
8
There has been a increase in the level of RAP employee awareness of Indigenous staff and of their organisation having a
Reconciliation Action Plan, since 2016.
However, employee take-up of cultural awareness training remains steady at 64%.
No, 21 79
0 25 50 75 100
RAP Organisations 2018
18 Yes, 82
0 25 50 75 100
Aware of any Aboriginaland Torres Strait
Islander people workingin your organisation?
2 41 Yes, 57
0 25 50 75 100
Does yourorganisation have aReconciliation Action
Plan (RAP) in place ornot?
23 13Yes, organised by my current
organisation, 64
0 25 50 75 100
Received CulturalAwareness Training?
2016
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2 7 12 48 30
0 25 50 75 100
All staff
Very dissatisfied Dissatisfied Neither satisfied nor dissatisfied Satisfied Very satisfied
Awareness of organisational RAP helps drive satisfaction with current job
9
RAP employees who are aware their organisation has a Reconciliation Action Plan are more likely to be satisfied (80%) with
their current job, compared to those who aren’t aware. They are also most likely to be very satisfied (32%).
Conversely, staff who believe their organisation does not have a RAP are most likely to be dissatisfied (18%).
RAP Organisations
8
2
1
10
8
6
13
14
11
40
48
48
29
28
32
0 25 50 75 100
Believe org doesn't have a RAP
Don't know
Staff aware of RAP
Satisfied with your job?
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Participation in cultural awareness training drives knowledge of Indigenous histories and cultures
10
Employees who’ve participated in cultural awareness training with their current organisation are more likely to have high
knowledge about Indigenous histories, people and cultures, compared with those who haven’t.
22
40
28
44
3
8
4
9
0 25 50 75 100
Never participated in culturalawareness training
Participated in cultural awarenesstraining with current organisation
Never participated in culturalawareness training
Participated in cultural awarenesstraining with current organisation
Fairly high Very high
RAP Organisations
Knowledge about the histories of Aboriginal and Torres Strait Islander peoples in Australia:
Knowledge about Aboriginal and Torres Strait Islander cultures:
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16
3
11
6
32
25
41
Very important ,
66
0 25 50 75 100
Employees withVery low/No
knowledge at all
Employees withFairly/Very high
knowledge
Not important at all Fairly unimportant Fairly important Very important
5 5
5247
4349
0
25
50
75
100
Knowledge aboutIndigenous cultures
Knowledge about thehistories of
Indigenous people inAustralia
Fairlyhigh/Veryhigh
Fairly low
Very low/Noknowledgeat all
High knowledge of Indigenous histories/cultures drives importance of learning more about past issues
11
RAP employees with fairly high or very high knowledge of both Indigenous histories and cultures are more likely to feel it’s
very important (66%) to learn about past issues of government policies and Australia’s colonial legacy for Indigenous people.
Conversely, people with very low or no knowledge of Indigenous histories and cultures are more likely to feel it’s
unimportant.
Important to learn more about issues of past events?RAP Organisations
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5
4
10
2
23
must be rectified,
38
should be forgiven,
61
56
0 25 50 75 100
Employees withVery low/No
knowledge at all
Employees withFairly/Very high
knowledge
can never be forgiven there have not been any
must be rectified should be forgiven
5 5
5247
4349
0
25
50
75
100
Knowledge aboutIndigenous cultures
Knowledge about thehistories of
Indigenous people inAustralia
Fairlyhigh/Veryhigh
Fairly low
Very low/Noknowledgeat all
High knowledge of Indigenous histories/cultures drives belief the wrongs of the past must be rectified
12
RAP employees with fairly high or very high knowledge of both Indigenous histories and cultures are more likely to believe
that past wrongs must be rectified (38%), than people with very low or no knowledge at all (23%).
Conversely, more people with very low or no knowledge of Indigenous histories and cultures feel there haven’t been any
past wrongs (10%).
The wrongs of the past…?RAP Organisations
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No, 12 Yes, 88
0 25 50 75 100
Participated in at least oneactivity arranged by current
organisation?
Participation in reconciliation activities improves employee job satisfaction
14
Participation in reconciliation activities continues to be effective, in creating a positive work experience.
For example, employees who’ve participated in at least one RAP activity with their current organisation are more
likely to be very satisfied with their job (31%), compared with those who haven’t (26%).
Overall impact of reconciliation activities on job satisfaction:
3
2
9
7
16
12
47
48
26
Very satisfied, 31
0 25 50 75 100
Not participated in any reconciliationactivities with current organisation
Participated in at least onereconciliation activity with current
organisation
Very dissatisfied Dissatisfied Neither satisfied nor dissatisfied Satisfied Very satisfied
RAP Organisations
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3
1
4
2
13
7
42
33
38
Strongly agree, 57
0 25 50 75 100
Not participated in any reconciliationactivities with current organisation
Participated in at least onereconciliation activity with current
organisation
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
Participation in reconciliation activities improves employee views of Indigenous significance
15
Participation in reconciliation activities continues to be effective, in creating a greater prevalence of positive views.
For example, employees who’ve participated in at least one RAP activity with their current organisation are more likely
to believe strongly that Indigenous cultures are important for the nation’s identity (57%) and that Indigenous Australians
hold a unique place (54%), compared with those who haven’t.
Overall impact of reconciliation activities on views that Aboriginal and Torres Strait Islander peoples
hold a unique place as the First Australians:
5
2
5
4
18
10
35
30
36
Strongly agree, 54
0 25 50 75 100
Not participated in any reconciliationactivities with current organisation
Participated in at least onereconciliation activity with current
organisation
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
Overall impact of reconciliation activities on views that Aboriginal and Torres Strait Islander cultures
are important to Australia’s national identity:
RAP Organisations
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Participation in reconciliation activities improves staff views of the importance of the relationship
16
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see
the relationship between Indigenous and non-Indigenous Australians as very important (76%), compared with
those who haven’t (60%).
7
2
7
3
26
18
60
Very important, 76
0 25 50 75 100
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with
current organisation
Not important at all Fairly unimportant Fairly important Very important
Overall impact of reconciliation activities on views of how important the relationship is for Australia:
RAP Organisations
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Participation in reconciliation activities improves employee views of colleague relationships
17
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the
relationship between Indigenous and non-Indigenous colleagues as very good (57%), compared with those who
haven’t (41%).
RAP employees aware of Indigenous colleagues
2 4
2
53
40
41
Very good, 57
0 25 50 75 100
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with
current organisation
Very poor Fairly poor Fairly good Very good
Overall impact of reconciliation activities on views of the relationship between Indigenous employees and
other employees:
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RAP employees aware of Indigenous colleagues
Participation in reconciliation activities improves employee views of trust
18
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the trust
between Indigenous and non-Indigenous colleagues as very high, compared with those who haven’t.
44
44
46
45
18
29
18
33
0 25 50 75 100
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with
current organisation
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with
current organisation
Fairly high Very high
Overall impact of reconciliation activities on views of the trust among colleagues:
Trust that non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander employees?
Trust that Indigenous people in my organisation have for other employees?
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13
12
14
13
16
16
18
24
26
28
29
32
35
40
0 25 50 75 100
Reducing prejudice against Aboriginal and Torres Strait Islanderpeople
Improving understanding of Aboriginal and Torres Strait Islanderpeoples customs
Building relationships with your local Aboriginal and/or TorresStrait Islander community
Your knowledge of Aboriginal and Torres Strait Islander peopleand cultures
Providing employment opportunities for Aboriginal and TorresStrait Islander people in your organisation
Clear leadership from your senior manager(s) towardsreconciliation
Shared celebration of NRW and/or NAIDOC week
Participated in at least one reconciliation activity with current org
Not participated in any reconciliation activities with current org
% say RAP
has had a very
positive impact
on this
Participation in reconciliation activities improves employee views of RAP outcomes
19
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to consider the
RAP has had a very positive impact on key organisational practices, compared with those who haven’t.
Overall impact of reconciliation activities on positive views of key RAP outcomes:
RAP employees aware of organisation’s RAP
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Participation in reconciliation activities improves employee views of the organisation
20
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to strongly agree
their organisation is achieving key reconciliation practices, compared with those who haven’t.
This is particularly evident in terms of employee perceptions of management attitudes and support for reconciliation.
14
15
15
18
22
20
27
26
31
18
21
22
27
27
28
37
38
41
0 25 50 75 100
I feel in control of my career
I feel appreciated by my organisation
I feel I have the opportunity to progress my career
Job vacancies are advertised widely to attract adiverse applicant pool
Individuals from all backgrounds have the samechance of promotion
I feel I can really be true to my culture or personalbeliefs at work
My immediate manager is good at listening to allviews
My immediate manager values differences inpeople
My immediate manager treats everyone fairly
Participated in at least one reconciliation activity with current org
Not participated in any reconciliation activities with current org
% Strongly
agree
RAP Organisations
Overall impact of reconciliation activities on positive employee perceptions of workplace at current organisation:
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Participation in reconciliation activities improves employee views of the organisation
21
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to rate their
organisation as having good workplace practices, compared with those who haven’t.
54
65
65
65
70
76
59
71
72
75
79
86
0 25 50 75 100
Dispute resolution (e.g. dealing with employeearguments, racism, complaints etc
Recruitment (e.g. candidate interview, screening andselection
HR induction and support (e.g. welcome andintroduction to company processes, employee rights
etc
Career development (e.g. skills training,secondments, promotion opportunities etc
Workplace support (e.g. mentoring, day-to-dayadvice etc
Workplace flexibility (e.g. childcare services, unpaidleave, working from home etc
Participated in at least one reconciliation activity with current org
Not participated in any reconciliation activities with current org
% Rate
organisation
Good/Very good
RAP Organisations
Overall impact of reconciliation activities on positive employee ratings of workplace at current organisation:
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33
40
16
Very visible, 38
0 25 50 75 100
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with current
organisation
Somewhat visible Very visible
Participation in reconciliation activities improves employee views of cultural safety in the workplace
22
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to be aware
of Indigenous culture being visible in their workplace and to consider that visibility is very important, compared with
those who haven’t.
Overall impact of reconciliation activities on visibility of Indigenous culture at current organisation:
RAP Organisations
40
37
25
Very important, 45
0 25 50 75 100
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with current
organisation
Somewhat important Very important
Overall impact of reconciliation activities on importance of Indigenous culture visibility in the workplace:
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Participation in reconciliation activities improves employee acceptance of past issues as facts
23
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to accept a range
of historical issues for Aboriginal and Torres Strait Islander peoples as being factual, compared with those who haven’t.
57
64
60
65
71
68
74
82
79
84
86
86
0 25 50 75 100
Frontier wars occurred across the Australian continent as aresult of Aboriginal and Torres Strait Islander people defending
their traditional lands from European invasion
At the time of British colonisation, there were at least 250distinct Indigenous Nations, each with their own cultural
identities and custodial connections to land
Government policy in the 1900s dictated where Aboriginal andTorres Strait Islander Australians could live and be employed
Aboriginal and Torres Strait Islander Australians were subjectto mass killings, incarceration, forced removal from land and
restricted movement throughout the 1800s
Aboriginal and Torres Strait Islander people did not have fullvoting rights throughout Australia until the 1960s
Government policy enabled Aboriginal children to be removedfrom their families without permission until the 1970s
Participated in at least one reconciliation activity with current org
Not participated in any reconciliation activities with current org
% Accept
this as
factual
RAP Organisations
Overall impact of reconciliation activities on employee acceptance of historical facts:
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Participation in reconciliation activities influences employee views of the importance to learn more
24
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel it is
very important for all Australians to learn more about the past issues of European settlement and government policy
for Indigenous Australians.
RAP Organisations
6
2
12
7
40
30
42
Very important, 61
0 25 50 75 100
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with
current organisation
Not important at all Fairly unimportant Fairly important Very important
Overall impact of reconciliation activities on importance of all Australians learning more about past issues:
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Participation in reconciliation activities influences employee views of the importance to acknowledge the truth
25
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel it is
very important to undertake a truth-telling process, about the past issues of European settlement and government
policy for Indigenous Australians.
RAP Organisations
9
4
13
9
37
30
41
Very important, 57
0 25 50 75 100
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with
current organisation
Not important at all Fairly unimportant Fairly important Very important
Overall impact of reconciliation activities on importance of a formal truth-telling process:
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Participation in reconciliation activities influences employee views of historical acceptance
26
Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel that
wrongs of the past must be rectified before all Australians can move on (36%), compared with those who haven’t (25%).
4
4
5
1
25
The wrongs of the past must be rectified before
all Australians can move on, 36
There should be forgiveness for the
wrongs of the past and all Australians should
now move on, 66
58
0 25 50 75 100
Not participated in anyreconciliation activities with
current organisation
Participated in at least onereconciliation activity with
current organisation
The wrongs of the past can never be forgiven
I don't believe there have been any wrongs of the past
The wrongs of the past must be rectified before all Australians can move on
There should be forgiveness for the wrongs of the past and all Australians should now move on
RAP Organisations
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Senior leaders place high importance on the relationship between Indigenous and non-Indigenous Australians
28
Senior leaders are most likely to see the relationship between Indigenous and non-Indigenous Australians as
very important (85%), compared to other staff levels.
Deputy managers are most likely to feel it’s not important at all (6%).
1
2
6
2
4
4
3
7
3
1
17
18
23
18
11
78
76
63
77
85
0 25 50 75 100
Entry level
Employee (non-managerial)
Deputy managerial
Managerial
Senior executive
Not important at all Fairly unimportant Fairly important Very important
Views of how important the relationship is for Australia:
RAP Organisations
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52
45
31
45
59
0 25 50 75 100
Entry level
Employee(non-
managerial)
Deputymanagerial
Managerial
Seniorexecutive
Very important
Senior leaders place high importance on the visibility of Indigenous culture in the workplace
29
The majority of senior leaders (59%) say it is important for Indigenous cultural diversity to be visible in the workplace.
Deputy managers are least likely to believe it’s very important (31%).
RAP Organisations
Is it important for Indigenous cultural diversity to be visible at your work?
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71
74
74
73
67
73
71
0 25 50 75 100
Partnering with Aboriginal and Torres Strait Islanderorganisations or communities
Providing opportunities for Indigenous people toextend their education
Acknowledging the Traditional Owners of the land
Promoting and celebrating NRW and/or NAIDOCWeek within the workplace
Committing to contracting Indigenous businesses
Providing opportunities for employees to learn moreabout Aboriginal and Torres Strait Islander cultures
Specifically trying to recruit more Indigenous staff
Strongly support
Senior leaders widely support reconciliation activities
30
The majority of senior leaders strongly support their organisation undertaking key reconciliation activities.
However, they are least likely to strongly support contracting Indigenous businesses (67%).
RAP Organisation senior executives
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87
86
88
92
96
0 25 50 75 100
Entry level
Employee (non-managerial)
Deputy managerial
Managerial
Senior executive
Participated in at least one reconciliation activity with current employer
Senior leaders have widely participated in reconciliation activities
31
Senior leaders are most likely to have participated in at least one RAP activity with their current organisation
(96%), compared to other staff levels.
RAP Organisations
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34
38
42
52
58
67
80
61
59
65
69
77
72
89
0 25 50 75 100
Personally delivered a Welcome to Country or anAcknowledgement of Country
Worked with an Aboriginal or Torres Strait Islander businesssupplier
Attended an event or gathering specifically to meet with yourAboriginal or Torres Strait Islander colleagues
Engaged with people from a local Aboriginal or Torres StraitIslander community
Attended an event to celebrate National Reconciliation Week orNAIDOC week
Received Cultural Awareness Training
Been present at an event containing a Welcome to Country oran Acknowledgement of Country
% Yes, with current org
Senior executive
Managerial
Leadership participation in reconciliation activities:
32
The majority of senior executives have participated in key RAP activities with their current organisation. However,
they are less likely to have worked with an Indigenous business supplier than any other activity.
It is notable that among the next leadership tier (managerial level), staff are less likely to have participated in key
RAP activities.
Undertaken reconciliation activity with current organisation:
RAP Organisation senior executives
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Senior leaders are widely aware of their RAP
33
The majority of senior leaders are aware of their organisation having a Reconciliation Action Plan, and the majority of those
who are aware believe the RAP has made a very positive impact on their leadership (54%).
However, nearly 1 in 5 (18%) senior executives in RAP organisations are not aware they have a RAP, and 6% have no idea
of how the RAP has impacted on their leadership towards reconciliation.
3
1
2
1
3
48
44
50
31
15
49
54
48
67
Yes, 83
0 25 50 75 100
Entry level
Employee(non-
manager…
Deputymanagerial
Managerial
Seniorexecutive
No Don't know Yes
Does your organisation have a RAP?
6 1 6 34Very positive impact, 54
0 25 50 75 100
RAP impact onclear
leadershipfrom your
seniormanager(s)
towardsreconciliation
I have no idea of RAP impact on this
Very negative impact
Somewhat negative impact
Made no difference to this
Somewhat positive impact
Very positive impact
Senior executives aware of organisation’s RAP:
RAP Organisations
POLITYRESEARCH & CONSULTING
_____________________________
13
10
11
4
9
6
5
32
37
37
37
44
54
53
0 25 50 75 100
Reducing prejudice against Aboriginal and Torres Strait Islanderpeople
Improving understanding of Aboriginal and Torres Strait Islanderpeoples customs
Building relationships with your local Indigenous community
Your knowledge of Aboriginal and Torres Strait Islander peopleand cultures
Providing employment opportunities for Indigenous people inyour organisation
Clear leadership from your senior manager(s) towardsreconciliation
Shared celebration of NRW and/or NAIDOC week
I have no idea of its impact on this A very positive impact on this
Senior leaders have mixed perceptions of their RAP’s impact
34
It is notable that with many reconciliation activities, around 1 in 10 senior executives have no idea how the RAP
has impacted. This is especially evident regarding employment opportunities, building local relationships,
improving understanding of Indigenous customs and reducing prejudice.
What impact has the RAP had?
Senior executives aware of organisation’s RAP
POLITYRESEARCH & CONSULTING
_____________________________
Senior leaders widely accept past events are factual
35
The vast majority of senior executives accept that a range of historical issues for Aboriginal and Torres Strait Islander
peoples are factual.
7
2
7
5
5
6
15
9
9
5
3
4
78
89
84
89
92
90
0 25 50 75 100
Frontier wars occurred across the Australian continent as aresult of Aboriginal and Torres Strait Islander people defending
their traditional lands from European invasion
At the time of British colonisation, there were at least 250distinct Indigenous Nations, each with their own cultural
identities and custodial connections to land
Government policy in the 1900s dictated where Aboriginal andTorres Strait Islander Australians could live and be employed
Aboriginal and Torres Strait Islander Australians were subjectto mass killings, incarceration, forced removal from land and
restricted movement throughout the 1800s
Aboriginal and Torres Strait Islander people did not have fullvoting rights throughout Australia until the 1960s
Government policy enabled Aboriginal children to be removedfrom their families without permission until the 1970s
I do not accept this I am unsure about this I accept this
Acceptance of historical facts:
RAP Organisation senior executives
POLITYRESEARCH & CONSULTING
_____________________________
Senior leaders place high importance on learning more about past issues of European settlement and government policy
36
Senior leaders widely believe it’s very important to learn more about past issues for Indigenous Australians.
Deputy managers are least likely to feel it’s very important (48%).
3
2
4
2
3
5
7
11
6
5
24
30
37
31
24
68
61
48
61
67
0 25 50 75 100
Entry level
Employee (non-managerial)
Deputy managerial
Managerial
Senior executive
Not important at all Fairly unimportant Fairly important Very important
Views of how important it is for all Australians to learn more about past issues:
RAP Organisations
POLITYRESEARCH & CONSULTING
_____________________________
Senior leaders are most likely to believe the past should be forgiven
37
Senior leaders are much more likely to feel there should be forgiveness for the past, than believe the wrongs of the past
must be rectified before all Australians can move on.
Deputy managers are least likely to believe the wrongs of the past must be rectified (27%).
9
5
3
3
3
3
1
2
1
3
47
38
27
33
37
41
56
67
63
57
0 25 50 75 100
Entry level
Employee (non-managerial)
Deputy managerial
Managerial
Senior executive
The wrongs of the past can never be forgiven
I don't believe there have been any wrongs of the past
The wrongs of the past must be rectified before all Australians can move on
There should be forgiveness for the wrongs of the past and all Australians should now move on
RAP Organisations
Workplace Reconciliation Barometer 2018
38
Full results tracking and comparisons between RAP
organisation employees and the general public
Workplace Reconciliation Barometer 2018
39
Race relations, Unity & Historical acceptance in the
workplace: Comparisons with the national situation
POLITYRESEARCH & CONSULTING
_____________________________
In a typical week, how often do we socialise with people of different cultural groups?
40
RAP employees are most likely to socialise with people of British or European cultural backgrounds on a frequent basis
(81%), as are the general public (56%). When it comes to socialising with Indigenous people, RAP employees are much
more likely to do so frequently (26%) than the general public (10%).
However, both RAP employees (13%) and the general public (21%) are still more likely never to socialise with Indigenous
people than with any other major cultural group.
4
13
9
3
1
21
32
32
14
4
40
29
36
31
15
35
26
23
52
81
0 25 50 75 100
Never Rarely Occasionally Frequently
RAP Organisations General community
6
21
15
6
3
23
42
37
18
9
48
27
35
36
32
24
10
14
40
56
0 25 50 75 100
another culturalheritage
Aboriginal or TorresStrait Islander
heritage
Middle Easternheritage
Asian heritage
British or Europeanheritage
POLITYRESEARCH & CONSULTING
_____________________________
41
18
1413
20
2526
0
5
10
15
20
25
30
35
40
2014 2016 2018
%
Never socialise with people of Aboriginal or Torres Strait Islander background
Frequently socialise with people of Aboriginal or Torres Strait Islander background
Race Relations: Tracking socialising with Indigenous people
RAP Employees:
The percentage of RAP employees who socialise frequently with Indigenous people, or who never do, remains stable from
2016. However, the trend in both situations continues to improve since 2014.
POLITYRESEARCH & CONSULTING
_____________________________
Race relations: How important is the relationship?
42
RAP employees continue to be more likely to consider the relationship between Indigenous and non-Indigenous
Australians as very important (74%), than the general public (50%).
This is also in line with 2016 (76%).
1
3
2
3
3
5
3
4
21
24
20
19
75
69
76
74
0 25 50 75 100
2012
2014
2016
2018
Not important at all Fairly unimportant Fairly important Very important
RAP Organisations General community
4 7 40 50
0 25 50 75 100
How important is therelationship betweenAboriginal and TorresStrait Islander peopleand other Australians,
for Australia as anation?
POLITYRESEARCH & CONSULTING
_____________________________
Race relations: How much do we trust each other?
43
RAP employees continue to be more likely than the general public to consider the trust between Indigenous and non-
Indigenous Australians is low.
However, RAP employees are similar to the general public in being more likely to believe that non-Indigenous Australians
hold high trust (22%), than believe Indigenous Australians do (14%).
23
17
17
15
26
23
24
23
61
51
52
51
56
47
48
49
6
14
12
12
10
18
15
15
9
16
17
19
7
10
11
12
1
2
3
3
1
2
2
2
0 25 50 75 100
2012
2014
2016
2018
2012
2014
2016
2018
Very low Fairly low Don't know Fairly high Very high
RAP Organisations General community
13
18
49
48
11
13
21
16
6
5
0 25 50 75 100
Trust otherAustralians have for
Aboriginal andTorres Strait
Islander people
Trust Indigenouspeople have for
other Australians
POLITYRESEARCH & CONSULTING
_____________________________
Race relations: How much prejudice is there between us?
44
RAP employees remain more likely than the general public to consider the level of prejudice between Indigenous and
non-Indigenous Australians is high.
This continues a slight upward trend since 2014.
9
10
10
46
47
49
15
14
23
25
23
15
5
6
3
0 25 50 75 100
2014
2016
2018
Very high prejudice Fairly high prejudice Don't know Fairly low prejudice Very low prejudice
RAP Organisations General community
7 42 35 15 2
0 25 50 75 100
Prejudice between Non-Indigenous Australians
and Aboriginal andTorres Strait Islander
Australians
POLITYRESEARCH & CONSULTING
_____________________________
Race relations: How much prejudice is there between different cultural groups?
45
RAP employees are more likely than the general public to consider the level of prejudice between Indigenous and Anglo-
Celtic Australians is high.
Like the general public, they more widely believe that prejudice is high between those two groups than between
Indigenous people and non-English speaking immigrants.
6
9
20
42
56
29
15
16
3
3
0 25 50 75 100
Very high prejudice Fairly high prejudice Don't know Fairly low prejudice Very low prejudice
RAP Organisations General community
6
7
24
36
52
38
16
17
2
1
0 25 50 75 100
Prejudice between people of non-Englishspeaking cultural heritage and Indigenous
Australians
Prejudice between people of Anglo-Celticcultural heritage and Indigenous Australians
POLITYRESEARCH & CONSULTING
_____________________________
Race relations: Cultural concerns
46
RAP employees remain much more likely than the general public to disagree that other races/cultures are harmful to
their own, or that they find it difficult to understand other races/cultures.
However, a similar percentage of RAP employees (36%) and the general public (32%) still agree they are concerned
about causing offence when meeting people from other races/cultures.
1
2
5
7
5
31
19
12
21
48
26
29
26
55
13
0 25 50 75 100
Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree
RAP Organisations General community
3
3
4
17
11
28
28
24
29
39
31
28
13
31
11
0 25 50 75 100
I find it difficult tounderstand the
customs and ways ofother races/cultures
Other races/culturesare harmful to mine
I worry about causingoffence when I meet
people from otherraces/cultures
POLITYRESEARCH & CONSULTING
_____________________________
47
72 7274
8183
81
4745
43
20
30
40
50
60
70
80
90
100
2014 2016 2018
% D
isa
gre
e/S
tro
ngly
dis
agre
e
I find it difficult to understand the customs and ways of other races/cultures
Other races/cultures are harmful to mine
I worry about causing offence when I meet people from other races/cultures
Race Relations: Tracking cultural concerns
RAP Employees who disagree/strongly disagree:
The percentage of RAP employees who are not worried about other races/cultures remains stable from 2014. In particular,
most employees of RAP organisations continue to disagree that other races/cultures are harmful to their own (81%).
There has been a continued trend in fewer RAP employees being worried about causing offence (43%).
POLITYRESEARCH & CONSULTING
_____________________________
Race relations: Cultural superiority
48
RAP employees (67%) remain much more likely than the general public (39%) to strongly disagree that non-Indigenous
Australians are superior to Indigenous Australians.
1
1
1
1
2
2
2
2
11
10
8
10
23
20
19
20
64
67
70
67
0 25 50 75 100
2012
2014
2016
2018
Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree
RAP Organisations General community
3 8 23 28 39
0 25 50 75 100
Non-IndigenousAustralians
are superior toAboriginal andTorres Strait
IslanderAustralians?
POLITYRESEARCH & CONSULTING
_____________________________
Race relations: Cultural unity
49
RAP employees remain more likely than the general public to strongly agree that Australia is better off with many different
races/cultures (46% and that it is possible for all Australians to be united (31%).
2
2
2
2
1
2
9
8
8
4
3
4
14
12
11
14
13
12
47
47
47
37
36
35
28
31
31
44
46
46
0 25 50 75 100
2014
2016
2018
2014
2016
2018
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
RAP Organisations General community
3
3
9
7
16
20
48
42
24
28
0 25 50 75 100
Believe it ispossible for allAustralians to
become united?
Australia is betteroff because we
have manydifferent
races/cultures?
POLITYRESEARCH & CONSULTING
_____________________________
Race relations: Is Australia racist?
50
RAP employees (47%) remain more likely than the general public (38%) to agree that Australia is a racist country.
Furthermore, this sentiment is now more widely held among RAP employees than in 2014 (40%).
7
9
11
33
35
36
29
28
23
23
21
22
7
7
8
0 25 50 75 100
2014
2016
2018
Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree
RAP Organisations General community
8 30 30 23 9
0 25 50 75 100
Australia is a racistcountry?
POLITYRESEARCH & CONSULTING
_____________________________
Knowledge and cultural understanding: How much do we know?
51
RAP employees continue to be more likely than the general public to feel that their knowledge of Aboriginal and Torres Strait
Islander histories and cultures is high.
19
6
5
13
4
5
2
1
1
48
51
52
39
42
47
20
24
25
29
37
36
41
45
41
64
62
61
4
7
7
6
9
8
14
14
14
0 25 50 75 100
2014
2016
2018
2014
2016
2018
2014
2016
2018
No knowledge at all/very low Fairly low Fairly high Very high
RAP Organisations General community
10
8
2
53
48
26
33
37
58
5
6
14
0 25 50 75 100
Knowledge aboutAboriginal and TorresStrait Islander cultures
Knowledge about thehistories of Aboriginal
and Torres StraitIslander people in
Australia
Knowledge about thehistory of Australia
POLITYRESEARCH & CONSULTING
_____________________________
Knowledge and cultural understanding: Is it important that we know?
52
RAP employees continue to be more likely than the general public to believe it is very important for Australians to know
about Aboriginal and Torres Strait Islander histories and cultures. Furthermore, while both groups more widely rate the
importance of Australian history as high, the gap in these views remains smaller among RAP staff, since 2014.
For example, 8% more RAP employees feel Australian history is very important (62%) than Indigenous histories (54%),
compared to 19% more in the general public.
1
1
2
1
1
2
9
6
8
7
5
7
3
2
3
47
42
40
44
38
38
39
36
35
43
51
50
48
56
54
58
61
62
0 25 50 75 100
2014
2016
2018
2014
2016
2018
2014
2016
2018
Not important at all Fairly unimportant Fairly Important Very important
RAP Organisations General community
3
3
2
13
11
5
51
50
39
33
36
55
0 25 50 75 100
Importance of knowing aboutIndigenous cultures
Importance of knowing about thehistories of Indigenous people in
Australia
Importance of knowing about thehistory of Australia
POLITYRESEARCH & CONSULTING
_____________________________
Knowledge and cultural understanding: Indigenous cultural value
53
RAP employees are more likely than the general public to be proud of Australia’s Aboriginal and Torres Strait Islander
cultures and to see Indigenous cultures as important to Australia’s national identity. Furthermore, there has been a
continued improvement since 2014, with more employees now strongly agreeing with those statements.
However, it is notable that more employees continue to strongly agree that Indigenous cultures are important (55%) than
are strongly proud of those cultures (38%).
1
1
1
1
1
1
4
3
2
3
2
2
2
2
18
25
21
19
7
10
8
7
36
42
42
39
34
42
39
34
41
29
35
38
57
45
50
55
0 25 50 75 100
2012
2014
2016
2018
2012
2014
2016
2018
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
RAP Organisations General community
2
2
5
5
30
14
40
47
22
32
0 25 50 75 100
Proud of our Aboriginaland Torres Strait Islander
cultures?
Aboriginal and TorresStrait Islander cultures are
important to Australia'sidentity as a nation?
POLITYRESEARCH & CONSULTING
_____________________________
Knowledge and cultural understanding
54
RAP employees (84%) remain more likely than the general public (74%) to feel proud of Australia’s multiculturalism.
Conversely, similar percentages of RAP employees and the general public continue to agree they are proud of Australia’s
British and European cultures.
1
1
2
1
1
2
5
6
7
2
2
3
31
30
30
13
12
11
44
44
43
47
46
42
19
20
19
37
39
42
0 25 50 75 100
2014
2016
2018
2014
2016
2018
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
RAP Organisations General community
2
4
6
5
30
18
41
45
21
29
0 25 50 75 100
Proud of our British/Europeancultures?
Proud of our multiculturalism?
POLITYRESEARCH & CONSULTING
_____________________________
55
71
77 77
63 6462
84 85 84
20
30
40
50
60
70
80
90
100
2014 2016 2018
% A
gre
e/S
tro
ngly
agre
e
I feel proud of our Aboriginal and Torres Strait Islander cultures
I feel proud of our British/European cultures
I feel proud of our multiculturalism
Knowledge and cultural understanding: Tracking cultural pride
RAP Employees agree/strongly agree:
The percentage of RAP employees who feel proud of our Indigenous cultures (77%) remains steady from 2016.
However, more employees of RAP organisations continue to feel proud of our multiculturalism in general (84%).
POLITYRESEARCH & CONSULTING
_____________________________
Knowledge and cultural understanding: Indigenous significance
56
RAP employees (82%) are still more likely than the general public (74%) to agree that Indigenous Australians hold a
unique place as the First Australians.
2
1
2
4
3
4
13
11
11
34
31
30
48
54
52
0 25 50 75 100
2014
2016
2018
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
RAP Organisations General community
3 4 19 39 35
0 25 50 75 100
Aboriginal and TorresStrait Islander peoplehold a unique place asthe First Australians?
POLITYRESEARCH & CONSULTING
_____________________________
Historical acceptance: Do we accept that key events and issues from the past are factual?
57
RAP employees General community
6
2
6
7
6
8
22
18
17
11
10
9
72
80
77
82
84
83
0 25 50 75 100
I do not accept this I am unsure about this I accept this
RAP employees are more likely than the general public to accept as facts, many of the consequences of European
settlement and government policy for Indigenous people in Australia.
In particular, staff at RAP organisations are more likely to accept that Australia was inhabited by distinct Indigenous
Nations, prior to British colonisation.
8
4
9
10
7
12
35
32
29
21
21
18
57
64
62
69
71
70
0 25 50 75 100
Frontier wars occurred across the Australiancontinent as a result of Indigenous people
defending their traditional lands from Europeaninvasion
At the time of British colonisation, there were atleast 250 distinct Indigenous Nations, each with
their own cultural identities and custodialconnections to land
Government policy in the 1900s dictated whereAboriginal and Torres Strait Islander Australians
could live and be employed
Aboriginal and Torres Strait Islander Australianswere subject to mass killings, incarceration,
forced removal from land and restrictedmovement throughout the 1800s
Aboriginal and Torres Strait Islander people didnot have full voting rights throughout Australia
until the 1960s
Government policy enabled Aboriginal childrento be removed from their families without
permission until the 1970s
POLITYRESEARCH & CONSULTING
_____________________________
Historical acceptance: Is it important we learn about issues from events in the past?
58
RAP employees remain more likely than the general public to feel it is very important for all Australians to learn more about
the past issues and consequences of European settlement and government policy for Indigenous people in Australia.
RAP Organisations
2
2
3
8
7
7
41
34
31
49
58
59
0 25 50 75 100
2014
2016
2018
Not important at all Fairly unimportant Fairly important Very important
General community
3 11 41 45
0 25 50 75 100
ImportantAustralians learnmore about thepast issues of
Europeansettlement and
government policyfor Indigenous
people?
POLITYRESEARCH & CONSULTING
_____________________________
Historical acceptance: Is it important to formally acknowledge the past?
59
RAP employees (55%) are more likely than the general community (36%) to widely believe it’s very important to
undertake a formal truth telling process, in relation to Australia’s shared history and past issues for Aboriginal and
Torres Strait Islander peoples.
5 9 31 55
0 25 50 75 100
Not important at all Fairly unimportant Fairly important Very important
6 14 44 36
0 25 50 75 100
Important toundertake aformal truthtelling, to
acknowledgethe past?
RAP Organisations General community
POLITYRESEARCH & CONSULTING
_____________________________
Historical acceptance: How do we move on?
60
The majority of both RAP employees (59%) and the general public (63%) continue to feel there should be forgiveness for the
past issues of European settlement and government policy and all Australians should now move on.
However, more RAP staff continue to feel the wrongs of the past must be rectified first (35%), than in 2014 (27%).
RAP Organisations General community
3
3
4
2
1
2
27
33
35
68
62
59
0 25 50 75 100
2014
2016
2018
The wrongs of the past can never be forgiven
I don't believe there have been any wrongs of the past
The wrongs of the past must be rectified before we can move on
There should be forgiveness for the wrongs of the past and we should now move on
5 4 28 63
0 25 50 75 100
Workplace Reconciliation Barometer 2018
61
Workplace practices, RAP outcomes & Employee satisfaction
POLITYRESEARCH & CONSULTING
_____________________________
14
13
11
12
4
5
3
5
20
21
20
18
8
9
8
8
34
34
34
33
28
32
29
27
33
32
35
37
59
54
60
60
0 25 50 75 100
2012
2014
2016
2018
2012
2014
2016
2018
I would feel very uncomfortable doing this I would feel slightly uncomfortable doing this
I would feel comfortable doing this I would feel very comfortable doing this
Organisational practices and RAP outcomes: Ceremonial participation
62
There has been slight increase since 2016 in the percentage of RAP employees who would feel very comfortable
personally delivering an Acknowledgement of Country.
RAP Organisations
Comfortable being present at an event containing an Acknowledgement of Country?
Comfortable personally delivering an Acknowledgement of Country?
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Participation in RAP activities
63
There has been an increase since 2016 in the percentage of RAP employees that have participated in various reconciliation
activities at their current organisation.
Most notably, more RAP employees (31%) have worked with an Indigenous supplier, than in 2016 (23%).
76
65
58
34
37
26
17
7
12
11
26
14
12
16
17
23
30
40
48
62
67
0 25 50 75 100
No Yes, but not organised by my current organisation Yes, organised by my current organisation
69
57
52
30
34
23
13
8
12
12
26
15
13
16
23
31
36
44
51
64
71
0 25 50 75 100
Personally delivered a Welcome toCountry or an Acknowledgement of
Country
Worked with an Aboriginal or TorresStrait Islander business supplier
Attended an event or gatheringspecifically to meet with your
Indigenous colleagues
Engaged with people from a localAboriginal or Torres Strait Islander
community
Attended an event to celebrateNational Reconciliation Week or
NAIDOC week
Received Cultural AwarenessTraining
Been present at an event containinga Welcome to Country or an
Acknowledgement of Country
RAP Organisations 20182016
POLITYRESEARCH & CONSULTING
_____________________________
64
1416 17
2323
3130
36
40
4442
39
485152
47
6264
60 59
67
71
10
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% Y
es,
with
cu
rre
nt o
rga
nis
atio
n
Personally delivered a Welcome to/Acknowledgement of Country
Worked with an Indigenous business supplier
Attended an event specifically to meet with Indigenous colleagues
Engaged with people from a local Indigenous community
Attended an event to celebrate NRW or NAIDOC week
Received Cultural Awareness Training
Been present at an event containing a Welcome to/Acknowledgement of Country
Organisational practices and RAP outcomes: Tracking participation
RAP Employees who’ve undertaken
activity with current employer:
Since 2012, there have been solid increases in the participation of employees in key RAP activities.
Similarly, more employees of RAP organisations have also taken part in newer activities, compared to 2016.
POLITYRESEARCH & CONSULTING
_____________________________
26
26
3
3
9
10
62
61
0 25 50 75 100
2016
2018
Don't know No cultural awareness training at all Only for some staff Yes for all staff
54
51
26
27
20
22
0 25 50 75 100
2016
2018
Face-to-face (e.g. seminars/workshops) Documented (e.g. brochures, intranet) Combination of face-to-face and documents
Organisational practices and RAP outcomes: Cultural Awareness Training
65
Most RAP employees (61%) say their organisation conducts cultural awareness training for all staff. However, one in four
(26%) of staff at organisations with a RAP ‘don’t know’ if this is the case or not.
Most staff who’ve undertaken cultural awareness training continue to do so in face-to-face seminars or workshops (51%).
RAP Organisations
How was your Cultural Awareness Training conducted?
Does your organisation provide Cultural Awareness Training for all staff?
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Cultural Awareness Training
66
There has been a slight increase since 2016 in the percentage of RAP employees who strongly agree they learnt something
from cultural awareness training, or that they enjoyed it.
It is notable that fewer RAP staff agree they’ve changed their behaviour positively.
1
1
1
3
4
5
15
10
30
42
46
33
39
39
30
0 25 50 75 100
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
2016 RAP Organisations 2018
Employees who’ve undertaken Cultural Awareness Training arranged by current organisation:
2
2
3
4
4
4
6
9
15
10
30
40
38
42
32
26
42
42
29
21
0 25 50 75 100
I enjoyed participatingin this activity
I learnt something fromthis activity
I felt more positivelyabout Indigenous
people and culturesafter this activity
I have positivelychanged my behaviourregarding Indigenouspeople and cultures,…
POLITYRESEARCH & CONSULTING
_____________________________
67
86
75
81 80
90
8185 84
73
58
6461
47
10
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% A
gre
e/S
tro
ngly
agre
e
I enjoyed participating in this activity
I learnt something from this activity
I felt more positively about Indigenous people and cultures after this activity
I have positively changed my behaviour regarding Indigenous people and cultures, afterthis activity
Organisational practices and RAP outcomes: Tracking impact of Cultural Awareness Training
Employees who’ve undertaken Cultural Awareness Training arranged by current organisation:
More RAP employees continue to agree they learnt something from cultural awareness training, than say they enjoyed it, or
felt more positively towards Indigenous people and cultures after training. This trend has remained uniform since 2012.
.
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Welcome/Acknowledgement of Country event
68
There has been a slight increase since 2016 in the percentage of RAP employees who agree they learnt something from
being present at a Welcome to Country or an Acknowledgement of Country, or that they enjoyed it.
It is notable that fewer RAP staff agree they’ve changed their behaviour positively.
1
2
2
3
9
7
25
30
37
40
35
31
30
23
24
0 25 50 75 100
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
2016 RAP Organisations 2018
Employees who’ve been present at Welcome/Acknowledgement event arranged by current organisation:
2
3
3
4
3
9
8
11
21
28
37
47
41
35
29
21
32
25
23
18
0 25 50 75 100
I enjoyed participating inthis activity
I learnt something fromthis activity
I felt more positivelyabout Indigenous people
and cultures after thisactivity
I have positivelychanged my behaviourregarding Indigenouspeoples and cultures,…
POLITYRESEARCH & CONSULTING
_____________________________
69
77
6771
73
64
57 586059
5254
52
39
10
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% A
gre
e/S
tro
ngly
agre
e
I enjoyed participating in this activity
I learnt something from this activity
I felt more positively about Indigenous people and cultures after this activity
I have positively changed my behaviour regarding Indigenous peoples and cultures, after thisactivity
Organisational practices and RAP outcomes: Tracking impact of Welcome/Acknowledgement
Employees who’ve been present at Welcome/Acknowledgement event arranged by current organisation:
More RAP employees continue to agree they enjoyed being present at a Welcome to Country or an Acknowledgement of
Country, than say they learnt something from it, or that they felt more positively towards Indigenous people and cultures after
attending such an event. This trend has remained uniform since 2012.
.
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: NRW or NAIDOC celebrations
70
There has been a solid increase since 2016 in the percentage of RAP employees who strongly agree they learnt something
from celebrating NRW or NAIDOC week, or that they enjoyed it.
It is notable that fewer RAP staff agree they’ve changed their behaviour positively.
1
1
4
3
9
14
27
48
47
38
41
35
32
0 25 50 75 100
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
2016 RAP Organisations 2018
1
1
1
2
1
3
4
8
8
12
28
42
44
46
35
27
46
38
32
22
0 25 50 75 100
I enjoyed participatingin this activity
I learnt something fromthis activity
I felt more positivelyabout Indigenous
people and culturesafter this activity
I have positivelychanged my behaviourregarding Indigenouspeople and cultures,…
Employees who’ve celebrated NRW or NAIDOC week at event arranged by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
71
93
88 89 89
85
7981
84
75
69 7066
49
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% A
gre
e/S
tro
ngly
agre
e
I enjoyed participating in this activity
I learnt something from this activity
I felt more positively about Indigenous people and cultures after this activity
I have positively changed my behaviour regarding Indigenous people and cultures, afterthis activity
Organisational practices and RAP outcomes: Tracking impact of NRW or NAIDOC celebrations
More RAP employees continue to agree they enjoyed attending an NRW or NAIDOC week celebration at their organisation,
than say they learnt something from it, or that they felt more positively towards Indigenous people and cultures after attending
such an event. This trend has remained uniform since 2012.
Employees who’ve celebrated NRW or NAIDOC week at event arranged by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Engaging with a local Indigenous community
72
There has been a solid increase since 2016 in the percentage of RAP employees who strongly agree they learnt something
from cultural awareness training, or that they enjoyed it.
It is notable that fewer RAP staff agree they’ve changed their behaviour positively.
1
1
2
3
12
15
23
45
43
38
42
39
35
0 25 50 75 100
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
2016 RAP Organisations 2018
1
1
1
2
1
2
4
5
10
13
25
33
41
41
35
30
46
43
35
30
0 25 50 75 100
I enjoyed participatingin this activity
I learnt something fromthis activity
I felt more positivelyabout Indigenous
people and culturesafter this activity
I have positivelychanged my behaviourregarding Indigenouspeople and cultures,…
Employees who’ve engaged with people from a local Indigenous community arranged by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Meeting with Indigenous colleagues
73
There has been a slight increase since 2016 in the percentage of RAP employees who strongly agree they enjoyed meeting
with Indigenous colleagues, at an organised workplace event.
It is notable that fewer RAP staff agree they’ve changed their behaviour positively.
1
2
2
9
13
21
46
45
39
44
41
37
0 25 50 75 100
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
2016 RAP Organisations 2018
1
1
1
1
1
2
3
4
9
13
25
33
43
43
34
30
47
42
36
31
0 25 50 75 100
I enjoyed participatingin this activity
I learnt something fromthis activity
I felt more positivelyabout Indigenous
people and culturesafter this activity
I have positivelychanged my behaviourregarding Indigenouspeople and cultures,…
Employees who’ve attended an event to meet with Indigenous colleagues arranged by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Working with Indigenous businesses
74
There has been a slight decrease since 2016 in the percentage of RAP employees who agree they learnt something from
working with an Indigenous business supplier, or that they enjoyed it, or that they felt more positively towards Indigenous
people and cultures afterwards.
It is notable that fewer RAP staff agree they’ve changed their behaviour positively.
1
1
2
3
4
23
26
31
42
39
35
34
31
30
0 25 50 75 100
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
2016 RAP Organisations 2018
1
1
2
2
2
4
5
6
25
28
36
42
38
36
30
27
34
31
28
24
0 25 50 75 100
I enjoyed participatingin this activity
I learnt something fromthis activity
I felt more positivelyabout Indigenous
people and culturesafter this activity
I have positivelychanged my behaviourregarding Indigenouspeople and cultures,…
Employees who’ve worked with an Indigenous business supplier arranged by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Personal delivery of Welcome/Acknowledgement of Country
75
There has been a slight increase since 2016 in the percentage of RAP employees who agree they enjoyed personally
delivering a Welcome to Country or Acknowledgement of Country.
It is notable that fewer RAP staff agree they’ve changed their behaviour positively.
1
1
1
1
5
4
15
26
31
38
35
30
44
33
35
0 25 50 75 100
Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree
2016 RAP Organisations 2018
1
1
1
1
2
5
4
6
13
27
32
40
39
34
31
25
46
33
32
27
0 25 50 75 100
I enjoyed participatingin this activity
I learnt something fromthis activity
I felt more positivelyabout Indigenous
people and culturesafter this activity
I have positivelychanged my behaviourregarding Indigenouspeople and cultures,…
Employees who’ve personally delivered Welcome/Acknowledgement arranged by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
76
87
81 8284
7164 68 6768
6365
63
52
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% A
gre
e/S
tro
ngly
agre
e
I enjoyed participating in this activity
I learnt something from this activity
I felt more positively about Indigenous people and cultures after this activity
I have positively changed my behaviour regarding Indigenous peoples and cultures, afterthis activity
Organisational practices and RAP outcomes: Tracking impact of personal delivery of Welcome/Acknowledgement
More RAP employees continue to agree they enjoyed personally delivering a Welcome to Country or an Acknowledgement of
Country at their organisation, than say they learnt something from it, or that they felt more positively towards Indigenous
people and cultures after doing so. This trend has remained uniform since 2012.
Employees who’ve personally delivered Welcome/Acknowledgement arranged by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Awareness of business actions
77
Business Actions: Employee awareness of reconciliation business actions undertaken by their organisation has improved
since 2016, particularly in terms of contracting Indigenous business suppliers.
3
3
2
58
30
30
39
66
68
0 25 50 75 100
My organisation doesn't do this I'm not sure if my organisation does this My organisation does this
2016
3
4
2
49
28
27
48
68
71
0 25 50 75 100
Committing to contractingAboriginal and Torres
Strait Islanderbusinesses, when all
other tender conditions…
Providing opportunitiesfor employees to learnmore about Aboriginal
and Torres Strait Islandercultures
Specifically trying torecruit more Aboriginal
and Torres Strait Islanderpeople as staff
RAP Organisations 2018
POLITYRESEARCH & CONSULTING
_____________________________
78
7768
71
71
6266
68
46
39 39
48
0
10
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% Y
es m
y o
rga
nis
ation
do
es th
is
Specifically trying to recruit more Aboriginal and Torres Strait Islander people as staff
Providing opportunities for employees to learn more about Indigenous cultures
Committing to contracting Indigenous businesses, as part of a supplier diversity strategy
Organisational practices and RAP outcomes: Tracking awareness of business actions
More RAP employees continue to see their organisation is trying to recruit Indigenous staff, than undertaking other business
actions. However, awareness of committing to contracting Indigenous business suppliers has grown since 2014.
Employees aware of business actions undertaken by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Awareness of workplace actions
79
Workplace Actions: Employee awareness of reconciliation workplace actions undertaken by their organisation has
improved slightly since 2016.
2
1
14
10
85
88
0 25 50 75 100
My organisation doesn't do this I'm not sure if my organisation does this My organisation does this
2016
2
2
11
9
87
89
0 25 50 75 100
Acknowledging theTraditional Owners of the
land
Promoting andcelebrating NationalReconciliation Week
and/or NAIDOC Weekwithin the workplace
RAP Organisations 2018
POLITYRESEARCH & CONSULTING
_____________________________
80
77
81
88 89
67
77
8587
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% Y
es m
y o
rga
nis
ation
do
es th
is
Promoting and celebrating NRW and/or NAIDOC Week within the workplace
Acknowledging the Traditional Owners of the land
Organisational practices and RAP outcomes: Tracking awareness of workplace actions
More RAP employees continue to see their organisation is promoting NRW and NAIDOC celebrations for staff, than
undertaking Acknowledgement of Country. However, the gap in awareness levels has narrowed since 2012.
Employees aware of workplace actions undertaken by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Awareness of community actions
81
Community Actions: Employee awareness of reconciliation community actions undertaken by their organisation has
increased slightly since 2016, particularly in the staff awareness of Indigenous partnerships.
2
2
34
30
64
68
0 25 50 75 100
My organisation doesn't do this I'm not sure if my organisation does this My organisation does this
2016
2
3
29
28
69
69
0 25 50 75 100
Partnering with Aboriginaland Torres Strait Islander
organisations orcommunities
Providing opportunitiesfor Aboriginal and TorresStrait Islander people toextend their educationthrough scholarship,
traineeships and workplacements
RAP Organisations 2018
POLITYRESEARCH & CONSULTING
_____________________________
82
77
62
68 6972
70
64
69
0
10
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% Y
es m
y o
rga
nis
ation
do
es th
is
Providing opportunities for Indigenous people to extend their education
Partnering with Aboriginal and Torres Strait Islander organisations or communities
Organisational practices and RAP outcomes: Tracking awareness of community actions
RAP employee awareness levels of their organisation undertaking community reconciliation actions have been inconsistent
since 2012.
Employees aware of community actions undertaken by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Support for business actions
83
There has been a solid increase since 2016 in the percentage of RAP employees who strongly support reconciliation
business actions. For example, 55% strongly support providing opportunities for staff to learn more, up from 51% two
years ago.
1
1
3
1
3
19
10
18
34
37
33
43
51
44
0 25 50 75 100
Strongly oppose Oppose Neither support nor oppose Support Strongly support
2016 RAP Organisations
Support for business actions taken by current organisation:
2
1
3
3
1
4
17
11
17
31
32
29
46
55
48
0 25 50 75 100
Committing to contractingAboriginal and Torres Strait
Islander businesses, when allother tender conditions areequal, as part of a supplier…
Providing opportunities foremployees to learn more about
Aboriginal and Torres StraitIslander cultures
Specifically trying to recruitmore Aboriginal and Torres
Strait Islander people as staff
POLITYRESEARCH & CONSULTING
_____________________________
84
81
73 77
76
91
83
88 87
76
72
77 77
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% S
up
po
rt/S
tron
gly
su
pp
ort
Specifically trying to recruit more Aboriginal and Torres Strait Islander people as staff
Providing opportunities for employees to learn more about Indigenous cultures
Committing to contracting Indigenous businesses, as part of a supplier diversitystrategy
Organisational practices and RAP outcomes: Tracking support for business actions
More RAP employees continue to support their organisation providing staff with opportunities to learn about Indigenous
cultures, than undertaking other business actions.
Support for business actions taken by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Support for workplace actions
85
There has been a solid increase since 2016 in the percentage of RAP Organisations who strongly support reconciliation
workplace actions. For example, 56% strongly support Acknowledging the Traditional Owners of the land, up from 51%
two years ago.
2
1
3
1
13
11
32
37
51
51
0 25 50 75 100
Strongly oppose Oppose Neither support nor oppose Support Strongly support
2016 RAP Organisations 2018
Support for workplace actions taken by current organisation:
3
2
4
2
12
11
26
29
56
55
0 25 50 75 100
Acknowledging theTraditional Owners of
the land
Promoting andcelebrating NationalReconciliation Week
and/or NAIDOC Weekwithin the workplace
POLITYRESEARCH & CONSULTING
_____________________________
86
8582
8885
76 76
8381
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% S
up
po
rt/S
tron
gly
su
pp
ort
Promoting and celebrating NRW and/or NAIDOC Week within the workplace
Acknowledging the Traditional Owners of the land
Organisational practices and RAP outcomes: Tracking support for workplace actions
More RAP employees continue to support their organisation’s efforts promoting NRW and NAIDOC celebrations for staff, than
undertaking Acknowledgement of Country. However, the gap in support levels has narrowed since 2012.
Support for workplace actions taken by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Support for community actions
87
There has been a solid increase since 2016 in the percentage of RAP employees who strongly support reconciliation
community actions. For example, 53% strongly support partnering with Indigenous groups, up from 49% two years ago.
1
1
1
12
10
38
36
49
52
0 25 50 75 100
Strongly oppose Oppose Neither support nor oppose Support Strongly support
2016 RAP Organisations 2018
Support for community actions taken by current organisation:
1
1
1
2
12
10
33
32
53
55
0 25 50 75 100
Partnering with Aboriginal &Torres Strait Islander
organisations orcommunities
Providing opportunities forAboriginal & Torres StraitIslander people to extendtheir education through
scholarships, traineeshipsand work placements
POLITYRESEARCH & CONSULTING
_____________________________
88
92
85
88 87
8885
87 86
30
40
50
60
70
80
90
100
2012 2014 2016 2017
% S
up
po
rt/S
tron
gly
su
pp
ort
Providing opportunities for Indigenous people to extend their education
Partnering with Aboriginal and Torres Strait Islander organisations or communities
Organisational practices and RAP outcomes: Tracking support for community actions
RAP employee support levels for their organisation undertaking community reconciliation actions have been consistent
since 2012.
Support for community actions taken by current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
14
28
21
18
86
72
79
Yes, 82
0 25 50 75 100
2012
2014
2016
2018
No Yes
1
1
4
3
2
2
51
43
41
41
44
54
56
Very good, 56
0 25 50 75 100
2012
2014
2016
2018
Very poor Fairly poor Fairly good Very good
Organisational practices and RAP outcomes: Relationship among colleagues
89
There has been an increase in the level of RAP employee awareness of Indigenous staff at their current organisation,
compared with 2016. This continues a solid trend since 2014.
However, there has been no change in the percentage of employees who consider the relationship between Indigenous
and non-Indigenous colleagues is very good.
Aware of any Aboriginal and Torres Strait Islander people working in your organisation?
RAP Organisations
RAP employees aware of Indigenous colleagues: How would you describe the relationship?
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Trust among colleagues
90
There has been a slight increase in the perception of levels of trust between Indigenous and non-Indigenous employees
since 2016.
1
1
2
1
1
1
5
5
6
5
5
5
22
21
21
17
17
16
45
45
44
46
47
45
27
27
28
31
30
32
0 25 50 75 100
2014
2016
2018
2014
2016
2018
Very low Fairly low Don't know Fairly high Very high
Trust non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander colleagues?
RAP employees aware of Indigenous colleagues:
Trust Indigenous people in my organisation have for other colleagues?
POLITYRESEARCH & CONSULTING
_____________________________
91
71
77 77 77
66
72 72 71
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% F
airly
hig
h/V
ery
hig
h tru
st
Trust non-Indigenous people in my organisation have for Indigenous employees
Trust Aboriginal and Torres Strait Islander people in my organisation have for otheremployees
Organisational practices and RAP outcomes: Tracking high trust among colleagues
More RAP employees aware of Indigenous colleagues continue to believe there is high trust for Aboriginal and Torres Strait
Islander colleagues among non-Indigenous staff, than believe Indigenous staff hold high trust for other employees.
This gap in perceived trust has remained consistent since 2012.
High trust among Indigenous and non-Indigenous colleagues at current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
1
1
2
1
1
1
4
5
6
4
5
5
26
27
26
33
34
36
24
24
26
22
22
23
45
43
40
40
38
35
0 25 50 75 100
2014
2016
2018
2014
2016
2018
Very high prejudice Fairly high prejudice Don't know Fairly low prejudice Very low prejudice
Organisational practices and RAP outcomes: Prejudice among colleagues
92
There has been a decrease in the perception of low levels of prejudice between Indigenous and non-Indigenous
employees since 2016. However, more RAP employees now say they ‘don’t know’, rather than an increased perception
of high prejudice.
Prejudice Indigenous people in my organisation have for other colleagues?
RAP employees aware of Indigenous colleagues:
Prejudice non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander colleagues?
POLITYRESEARCH & CONSULTING
_____________________________
93
64
6967 66
6062
6058
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% F
airly
low
/Ve
ry lo
w p
reju
dic
e
Prejudice non-Indigenous people in my organisation have for Indigenous employees
Prejudice Aboriginal and Torres Strait Islander people in my organisation have for otheremployees
Organisational practices and RAP outcomes: Tracking low prejudice among colleagues
More RAP employees aware of Indigenous colleagues continue to believe there is low prejudice for Aboriginal and Torres
Strait Islander colleagues among non-Indigenous staff, than believe Indigenous staff hold low prejudice for other employees.
This gap in perceived prejudice has remained consistent since 2012.
Low prejudice among Indigenous and non-Indigenous colleagues at current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Awareness of RAP
94
There has been strong increase in the level of RAP employee awareness of their organisation having a Reconciliation Action
Plan, since 2016.
Among those who are aware, there has been a solid increase among those who feel the RAP has had a positive impact on
employment opportunities for Indigenous people (67%, up from 59% two years ago).
2
1
2
48
50
41
50
49
57
0 25 50 75 100
2014
2016
2018
No Don't know Yes
RAP Organisations
Does your organisation have a RAP?
24 9 35Very positive impact, 32
0 25 50 75 100
RAP impact onproviding
employmentopportunities
for Indigenouspeople in yourorganisation?
I have no idea of RAP impact on this
Very negative impact
Somewhat negative impact
Made no difference to this
Somewhat positive impact
Very positive impact
Staff aware of organisation’s RAP:
POLITYRESEARCH & CONSULTING
_____________________________
Organisational practices and RAP outcomes: Impact of RAP
95
The majority of those who are aware of their organisation’s Reconciliation Action Plan continue to feel the RAP has had a
positive impact on reconciliation objectives, particularly regarding shared celebrations of Indigenous events.
However, 1 in 4 staff have no idea about many key RAP objectives, including providing Indigenous employment opportunities.
RAP employees aware of organisation’s RAP
27
24
25
11
24
18
16
1
1
1
1
1 13
14
12
22
9
13
8
36
35
35
38
35
34
36
23
26
28
28
32
34
39
0 25 50 75 100
Reducing prejudice againstIndigenous people
Improving understanding ofIndigenous peoples customs
Building relationships with your localIndigenous community
Your knowledge of Indigenouspeople and cultures
Providing employment opportunitiesfor Indigenous people
Clear leadership from your seniormanager(s) towards reconciliation
Shared celebration of NRW and/orNAIDOC week I have no idea of RAP
impact on this
Very negative impact
Somewhat negative impact
Made no difference to this
Somewhat positive impact
Very positive impact
POLITYRESEARCH & CONSULTING
_____________________________
96
45
5153
58
52
59
20
30
40
50
60
70
80
2014 2016
% P
ositiv
e im
pa
ct o
n th
is
Improving understanding of Aboriginal and Torres Strait Islander peoples customs (e.g.attendance at extended family funerals)
Your knowledge of Aboriginal and Torres Strait Islander people and cultures
Providing employment opportunities for Aboriginal and Torres Strait Islander people in yourorganisation
Organisational practices and RAP outcomes: RAP Impact 2014-16
More RAP employees felt their organisation’s RAP had a positive effect on the following reconciliation objectives, compared
with 2014. Most notably, 59% saw a positive impact on providing employment opportunities for Indigenous people, up from
52% two years ago.
Perceptions of positive impact of RAP on reconciliation objectives, 2014-16:
NOTE: changes to question options in 2018 have interrupted tracking
POLITYRESEARCH & CONSULTING
_____________________________
97
46
49
52 52
6159
65
68
20
30
40
50
60
70
80
2014 2016
% P
ositiv
e im
pa
ct o
n th
is
Reducing prejudice against Indigenous people
Building relationships with your local Indigenous community
Clear leadership from your senior manager(s) towards reconciliation
Shared celebration of NRW and/or NAIDOC week
Organisational practices and RAP outcomes: RAP Impact 2014-16
RAP employees felt their organisation’s RAP had a mixed effect on the following reconciliation objectives, compared with
2014. Most notably, there was an increase in the views that the RAP promoted shared celebrations of Indigenous events and
also reduced prejudice, both up 3% from two years ago.
Perceptions of positive impact of RAP on reconciliation objectives, 2014-16:
NOTE: changes to question options in 2018 have interrupted tracking
POLITYRESEARCH & CONSULTING
_____________________________
2
3
2
4
34
30
35
33
64
67
63
63
0 25 50 75 100
2012
2014
2016
2018
My organisation provides too many opportunities for me to engage
I would like my organisation to provide more opportunities for me to engage
My organisation provides an appropriate amount of opportunities to engage
Organisational practices and RAP outcomes
98
In terms of opportunities to engage with Indigenous people and cultures, the majority (63%) of RAP employees continue to
feel there is already an appropriate structure in place. However, more staff (4%) would now like fewer opportunities, than two
years ago (2%).
RAP Organisations
POLITYRESEARCH & CONSULTING
_____________________________
Inclusive workplaces: Employment equality
99
There has been an increase since 2016 in the level of RAP employees who strongly agree their organisation is
following a reconciliation strategy with an effective employment equality approach.
3
5
5
3
5
4
4
6
6
9
11
11
10
11
10
11
13
14
5
5
5
13
12
14
8
9
9
54
55
53
46
49
47
46
47
44
28
24
27
28
23
26
31
25
27
0 25 50 75 100
2014
2016
2018
2014
2016
2018
2014
2016
2018
Strongly disagree Disagree Don't know Agree Strongly agree
RAP Organisations
People from all backgrounds have the same chance of promotion?
Job vacancies are widely advertised to attract diverse applicants?
Can be true to your culture or beliefs at work?
POLITYRESEARCH & CONSULTING
_____________________________
Inclusive workplaces: Leadership commitment
100
There has been an increase since 2016 in the level of RAP employees who strongly agree their organisation is following a
reconciliation strategy with an effective leadership approach.
4
3
2
3
2
3
3
3
8
7
5
6
5
6
7
7
4
5
7
9
9
4
4
4
51
49
45
50
48
45
49
47
33
35
41
33
36
43
36
40
0 25 50 75 100
2016
2018
2014
2016
2018
2014
2016
2018
Strongly disagree Disagree Don't know Agree Strongly agree
RAP Organisations
Immediate manager treats everyone fairly?
Immediate manager values differences in people?
Immediate manager is good at listening to all views?
POLITYRESEARCH & CONSULTING
_____________________________
Inclusive workplaces: Employee value
101
There has been an increase since 2016 in the level of RAP employees who strongly agree their organisation is following a
reconciliation strategy with an effective approach towards career development and staff appreciation.
8
6
9
6
9
6
23
19
17
15
20
17
4
5
6
6
5
5
50
52
51
53
49
51
15
18
17
20
18
21
0 25 50 75 100
2016
2018
2016
2018
2016
2018
Strongly disagree Disagree Don't know Agree Strongly agree
RAP Organisations
Have the opportunity to progress your career?
Feel appreciated at work?
Feel in control of your career?
POLITYRESEARCH & CONSULTING
_____________________________
102
9088
858786 86
83 84
8077
72
71
79 7472
20
30
40
50
60
70
80
90
100
2012 2014 2016 2018
% A
gre
e/S
tro
ngly
agre
e
My immediate manager treats everyone fairly
My immediate manager values differences in people
Individuals from all backgrounds have the same chance of promotion
Job vacancies are advertised widely to attract a diverse applicantpool
Inclusive workplaces: Tracking staff perceptions of employer and workplace
There has been a mixed trend since 2012 in the level of RAP employees who agree their organisation is following a
reconciliation strategy with an effective employment equality approach. This is particularly notable in terms of individuals from
all backgrounds having the same chances of promotion, which has dropped from 80% agreement to 71%.
Employee evaluations of current organisation:
POLITYRESEARCH & CONSULTING
_____________________________
7
7
7
6
5
5
15
16
19
15
15
10
23
12
6
9
5
5
42
51
53
53
58
49
13
14
16
17
18
32
0 25 50 75 100
Very bad Bad Don’t know Good Very good
Inclusive workplaces: Organisation performance
103
The majority of RAP employees continue to see their organisation is performing well in terms of key workplace
processes, particularly regarding workplace flexibility and support.
However, it is notable that dispute resolution is the area where staff least widely rate the performance as good (58%).
RAP Organisations 2018
6
5
5
5
4
3
13
13
15
15
13
7
23
12
6
9
6
5
43
53
55
52
58
49
15
17
19
19
20
36
0 25 50 75 100
Dispute resolution (e.g.employee arguments,
racism etc)
Recruitment
Career development(e.g. skills training,secondments etc)
HR induction andsupport
Workplace support (e.g.mentoring, day-to-day
advice etc)
Workplace flexibility (e.g.leave, working from
home etc)
2016
POLITYRESEARCH & CONSULTING
_____________________________
5
7
13
13
40
37
41
43
0 25 50 75 100
2016
2018
Not important at all Not very important Somewhat important Very important
Inclusive workplaces: How visible and important is Indigenous cultural diversity?
104
Many RAP employees (43%) continue to say it is very important for Indigenous cultural diversity to be visible in the
workplace. Despite this, only 35% also say Indigenous culture actually is very visible at their current workplace.
However, there has been a solid increase in RAP employees who feel it’s very visible, since 2016.
RAP Organisations
9
7
21
19
39
39
31
35
0 25 50 75 100
2016
2018
Not visible at all Not very visible Somewhat visible Very visible
Is Indigenous cultural diversity visible at your work?
Is it important for Indigenous cultural diversity to be visible at your work?
POLITYRESEARCH & CONSULTING
_____________________________
5
6
14
12
42
39
39
42
0 25 50 75 100
2016
2018
Not important at all Not very important Somewhat important Very important
Inclusive workplaces: How visible and important is cultural diversity in general?
105
The majority of RAP employees (81%) continue to say it is important for multicultural diversity to be visible in the
workplace. Despite this, only 74% also say diverse cultures actually are visible at their current workplace.
RAP Organisations
8
6
23
20
41
43
28
31
0 25 50 75 100
2016
2018
Not visible at all Not very visible Somewhat visible Very visible
Is it important for multicultural diversity to be visible at your work?
Is multicultural diversity visible at your work?
POLITYRESEARCH & CONSULTING
_______________________________
Federal Government # in sample
Australian Bureau of Statistics 403
Attorney General’s Dept 114
ASIC 316
Dept of Defence 4456
Dept of Education and Training 130
Dept of Environment and Energy 464
Dept of Health 330
Dept of Human Services 2277
Dept of Infrastructure, Regional Development and Cities 152
Dept of Jobs and Small Business 311
Dept of the Prime Minister and Cabinet 428
DFAT 154
SBS 149
Participating organisations:
107
State and Local Government # in sample
Cancer Institute of NSW 130
City of Greater Dandenong 276
City of Melbourne 476
City of Sydney 363
City of Wyndham 265
East Arnhem Regional Council 40
Education # in sample
CQ University 360
Curtin University 402
Edith Cowan University 381
Gowrie SA 46
Swinburne University 273
Walter and Eliza Hall Institute 263
POLITYRESEARCH & CONSULTING
_______________________________
Not-for-Profit # in sample
Association of Independent Schools, SA 27
beyond blue 87
Centacare North QLD 76
Engineers Without Borders 44
Eastern Vic GP Training 26
Life Without Barriers 342
MyPathway 148
Northcott Disability Services 29
NSW Outback Division of General Practice 16
Oxfam 73
Participating organisations:
108
Not-for-Profit # in sample
PHN Brisbane South 23
PHN NT 48
QLD Youth Services 20
Relationships AUS NSW 145
Richmond Football Club 47
Salvation Army Victoria 267
Samaritans 212
Social Futures 89
YFS 59
POLITYRESEARCH & CONSULTING
_______________________________
Participating organisations:
109
Corporate # in sample
NAB 100
NRL 269
RioTinto 334
National facilities management company (name withheld) 179
Telstra 137
UGL 502
Westpac 939
Winc 78
Woodside 360
Total RAP employees 19,938
Total RAP organisations 65
Corporate # in sample
ANZ 40
Arup 39
BHP 277
Broadspectrum 23
CBA 398
Compass Group Australia 128
Crown Resorts Melbourne 68
Gilbert + Tobin 195
Herbert Smith Freehills 297
HESTA 87
KPMG 214
Lendlease 537
POLITYRESEARCH & CONSULTING
_______________________________
Participating organisations:
110
Sample characteristic % of sample # in sample
Male 43% 8622
Female 52% 10446
Non-binary 1% 110
Other gender 0% 34
Prefer not to say 4% 726
16 to 17 years old0% 8
18 to 2913% 2678
30 to 3925% 5026
40 to 4929% 5779
50 to 5924% 4866
60 to 698% 1508
70+0% 73
Sample characteristic % of sample # in sample
NSW 28% 5621
ACT 16% 3180
VIC 21% 4209
QLD 14% 2833
WA 12% 2452
SA 5% 958
NT 2% 432
TAS 1% 253
Capital city 70% 14005
Major regional city 12% 2359
Regional town 9% 1715
Rural town 7% 1303
Remote town or community 3% 556
RAP organisations total sample size: 19,938
Please note, percentages have been rounded and may not equal 100%
POLITYRESEARCH & CONSULTING
_______________________________
Participating organisations:
111
Sample characteristic % of sample # in sample
Current title/position:
Senior executive (e.g. C-level, board level, VP, GM, Area/Divisional manager, MD, ADF Star-ranked Officer) 4% 700
Managerial (e.g. Line manager, Dept manager, Director, ADF LTCOL(E) or COL(E)) 24% 4755
Deputy managerial (e.g. Assistant/trainee manager, ADF SGT(E) to MAJ(E)) 18% 3636
Employee (non-managerial, ADF PTE(E) to CPL(E)) 51% 10197
Entry level (e.g. Apprenticeship, graduate in-take, internship, student placement, ADF Recruit or IET) 3% 650
Sample characteristic % of sample # in sample
Working full-time 84% 16755
Working part-time 16% 3183
How long worked at current organisation (tenure):
Less than 6 months 8% 1596
7-12 months 9% 1695
13 months - 2 years 10% 1990
2+ years - 5 years 18% 3664
More than 5 years 55% 10993
RAP organisations total sample size: 19,938
Please note, percentages have been rounded and may not equal 100%
POLITYRESEARCH & CONSULTING
_______________________________
Participating organisations:
112
Sample characteristic % of sample # in sample
Born in Australia 76% 15171
Born overseas 24% 4767
English speaking at home 93% 18479
Non-English at home 7% 1459
Non-Indigenous 93% 18640
Australian Aboriginal 6% 1112
Torres Strait Islander 0% 60
Aboriginal AND Torres Strait Islander 1% 126
Sample characteristic % of sample # in sample
Annual household income:
$1 - $19,999 0% 73
$20,000 - $29,999 0% 83
$30,000 - $49,999 3% 505
$50,000 - $69,999 7% 1481
$70,000 - $89,999 12% 2420
$90,000 - $119,999 16% 3172
$120,000 - $149,999 12% 2445
$150,000 - $249,999 25% 4934
$250,000 or more 7% 1392
Dont know/prefer not to say 17% 3433
RAP organisations total sample size: 19,938
Please note, percentages have been rounded and may not equal 100%