The primary focus of this strategy is to provide the following.

1. To impart a working knowledge and appreciation of cultural awareness into everyday business of the department for all employees. 
2. To provide a range of recruitment, retention and development opportunities that are specifically targeted at fulfilling the departments business needs.
3. To assist the achievement of departmental outcomes through effective management of best practice human resource management. 

Cultural Awareness

To raise the awareness, understanding and appreciation of Indigenous Australian culture within the department.  

Initiatives:

1. Recognise NAIDOC Week as the key event of significance for the celebration of Australian Aboriginal and Torres Strait Islander culture and provide opportunities for all staff to participate in departmental and community events.
   • NAIDOC Sub-committee to oversee and support departmental initiatives with the development, management and delivery of activities throughout the year culminating in NAIDOC week.
2. Provide opportunities for all departmental staff to participate in cultural awareness training programmes.
3. Develop and deliver mechanisms that address Indigenous protocols including an appreciation and understanding of Indigenous cultural appropriateness.

Recruitment

To ensure that employment opportunities for Indigenous Australians at all levels is available.

Initiatives:

1. Develop a range of targeted recruitment programmes under the special measures provisions including;
   • Scholarships and Bursaries for Students
   • Cadetships
   • Specific Entry Level Programmes with targeted linkages to the department’s outcomes (contract management, employment, workplace relations and CDEP)
   • Graduates
2. Encourage use of the Identified Positions Guidelines;
   • especially where policy development and programme delivery specifically related to Indigenous Australians is undertaken
3. Ensure that selection advisory committees are provided with training and information that may assist when considering Indigenous Australians for mainstream positions.
4. Establish a series of initiatives which address the aspirations of Indigenous Australians;
   • Indigenous Maturing Workforce Strategy
   • Gap Identification i.e.:  “Why are there no Indigenous SES Officers”
   • Investigate individual workforce planning patterns – “alleviating bottle necks”.

Retention

To provide support and access to programmes of assistance for existing Indigenous staff. 

Initiatives:

1. Establishment of a formalised mentoring and coaching programme.
2. Improve existing data collection methods.
   • Exit Surveys
3. Assist the HR - Learning and Development Team to develop initiatives and programmes which will assist Indigenous staff corporately.

Career Development

To develop career pathway and progression for Indigenous Australians in the department.

Initiatives:

1. Development and implementation of a Career Planning Tool for both Indigenous staff and their supervisors.
2. Develop and implement an effective marketing strategy which is accessible to all departmental employees.
3. Develop and implement a series of development programmes.
   • Particularly targeted to APS 3 – 5 ‘s
4. Continue to promote and encourage staff to undertake tertiary studies and to apply for assistance under the Studybank Guidelines.

Recommendations of the Review and Evaluation of the IAR&CDS 2002 – 2005

Management Board have endorse the following recommendations. These recommendations will be integrated throughout the life of IAR&CDS 2005 – 2007. 

Initiatives to raise cultural awareness

1. Development of an Aboriginal and Torres Strait Islander Cultural Awareness Guide.
2. Better management, delivery and reporting of cultural awareness training.
3. Clear and articulated role for the department’s National Aboriginal and Islander Day of Celebration (NAIDOC) Committee.
4. Inclusion of a component of cultural awareness training into departmental induction processes.
5. Linking of indicators into departmental business plans and managers’ performance reports where appropriate.

Initiatives to increase Indigenous recruitment

1. Establish a generalist administrative traineeship programme.
2. Establish better ways to attract Indigenous Graduates, Cadets and Trainees to the department.
3. Include a component of cultural awareness into selection advisory committee training.
4. Encourage greater use of exist surveys for exiting Indigenous staff.
5. Tap into appropriate Australian Public Service Commission (APSC) recruitment initiatives.

Specific Outcome 2 initiatives to increase Indigenous staff numbers

1. Determine where best entry level positions can be created to accept entry level trainees across the department.
2. Recruit at least three Indigenous graduates for the next three years.
3. Offer academic sponsorship/prizes for Indigenous students partaking in studies relevant to Outcome 2.
4. Better target communication strategies to Indigenous Australians.

Initiatives to increase developmental opportunities of Indigenous staff in the department

1. Investigate the suitability of a pilot programme for APS 3 – 5 level staff.  Tap into APSC service wide initiatives where possible.
2. Investigate the suitability of APSC training programmes for Indigenous staff including training for Indigenous staff in Indigenous Coordination Centres.

Initiatives to improve retention rates of Indigenous staff in the department

1. Establish a buddy system across the department to encourage Indigenous employees to participate in mentoring/coaching relationships.  Where possible hook into APSC service wide initiatives.
2. Develop a better practice tool to assist supervisors and managers to better understand issues facing Indigenous staff.
3. Maximise the use of the Indigenous Staff Network to promote internal support e.g. skill transfer.