Page 2995 - Week 08 - Thursday, 17 August 2017

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• participation in the ACTPS Indigenous Employment Traineeship Programs - four staff have been employed over the last two financial years;

• work is underway to develop a CMTEDD Aboriginal and Torres Strait Islander employment strategy. This will include identifying positions and potential traineeship/apprenticeship opportunities; and

• development and implementation of the CMTEDD Reconciliation Action Plan (RAP) (launched in May 2017), demonstrating our commitment to providing a culturally inclusive workplace and improving the outcomes of Aboriginal and/or

Torres Strait Islander staff, to position ourselves as an employer of choice. Initiatives under the RAP include:

- engaging with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, including professional development, career planning and progression, and incorporating these into future policy;

- including a Diversity Statement when advertising all vacancies, which encourages Aboriginal and Torres Strait Islander peoples to apply;

- promoting a list of Aboriginal and Torres Strait Islander organisations to advertise and target employment opportunities in the Directorate;

- reviewing HR and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace.

c) Aboriginal and Torres Strait Islander staff are employed at all levels across the Directorate, with Senior Officers and Administrative Officers being the two most common classification groups respectively.

d) Contract Executive.

a) As noted in response to Q1, the Directorate has a Workforce Diversity Strategy. This strategy supports the five diversity cohorts including people who identify as Aboriginal and Torres Strait Islander and Culturally and Linguistically Diverse staff. The Workforce Diversity Strategy includes a number of actions that go towards educating and equipping staff to be more culturally aware. These include:

• a review of Induction to include Access and Inclusion;

• a review recruitment guidelines to recognise the specific needs of diversity groups;

• inclusion of diversity related competencies into the Directorate’s Core Capability Framework;

• incorporation of Access and Inclusion matters within CMTEDD management training programs;

• provision of Aboriginal and Torres Strait Island Cultural Awareness Training;

• recognition of National Reconciliation Week and NAIDOC Week;

• investigation and implementation of Indigenous leadership professional development opportunities;

• identification of positions within the ACTPS Graduate Program;

• participation in the ACTPS Employment Inclusion Programs including ACTPS Aboriginal and Torres Strait Islander Traineeship;

• investigation of work experience opportunities and school based apprenticeships for Aboriginal and Torres Strait Islanders students;

• recognition of Harmony Day;

• investigation into the representation of people from Cultural and Linguistically Diverse backgrounds across CMTEDD to identify any areas of concern;

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