DFAT Reconciliation Action Plan
Promotion of Workplace Diversity Plan and
Cross-Cultural Awareness
Key Reconciliation Result Area: |
4. Promotion of Workplace Diversity Plan and Cross-Cultural Awareness |
| Business Objective: | Ensure a culturally, inclusive, diverse and supportive work environment where a greater understanding of Indigenous Australia assists officers to meet the department’s objectives, particularly in relation to presenting a positive image of Australia overseas |
| Business Strategy: | Continue to promote awareness of Indigenous Australia in DFAT. Explore options to re-instigate cross-cultural awareness training for staff to further improve the department’s overall understanding of Indigenous peoples, cultures and the key issues that officers could face in the workplace |
Reconciliation Action Plan
Tasks |
Responsibility |
Timeline |
Performance Indicator |
| Continue to enhance a workplace culture that is inclusive of Indigenous people | Staff Development and Post Issues Branch All DFAT Employees |
Ongoing | Review and enhance workplace diversity training modules at
least twice a year Develop and provide appropriate pre-post briefings |
| Organise events, such as a flag-raising ceremony and cultural activities to celebrate National Aborigines and Islanders Day Observance Committee (NAIDOC) Week in Australia and at overseas posts | Staff Development and Post Issues Branch Images of Australia Branch State and Territory Offices and Posts |
Annually (July) | Success of events organised Allocation of funds annually Record Indigenous expenditure as determined eg DFAT Portfolio Budget Statement and/or Australian Government Indigenous Expenditure |
| Promote awareness of other events such as Harmony Day and Reconciliation Week | Staff Development and Post Issues Branch | Annually – March and May/June respectively | Cable to state and territory offices and posts |
| Continue to encourage the provision of programs and activities which promote awareness and understanding of Indigenous Australia in the Currawong Childcare Centre | Staff Development and Post Issues Branch in consultation with the Director of the Currawong Childcare Centre | As appropriate | Discussion and engagement with Director, Currawong Childcare
Centre Promotion of activities during NAIDOC Week |
| Grant ceremonial leave to Indigenous employees | Supervisors Staffing Branch |
As required | Relevant information provided in the “Information on Conditions of Service for New Employees of the APS” booklet produced by the Remuneration, Entitlements and Conditions Section |
| Promulgate the Reconciliation Action Plan as an administrative circular | Staff Development and Post Issues Branch | Mid 2007 | Official sign off by the Secretary, DFAT |
| Promote the Reconciliation Action Plan in departmental forums | Staff Development and Post Issues Branch | Ongoing | Include in appropriate training Update Workplace Diversity Plan Update Workplace Diversity pre-posting briefings Submission to Reconciliation Australia’s website Highlight DFAT’s Reconciliation Action Plan during NAIDOC Week 2007 Share relevant Reconciliation Action Plan Reports with portfolio agencies |
| Explore options to re-instigate a suitably-focused
cross-cultural awareness training course for employees,
targeting: - front-line passport and consular staff who have contact with Indigenous Australians and Indigenous communities; and - policy officers to enable them to effectively develop policy, participate in international fora and to advocate Australian Government priorities in Indigenous areas |
Staff Development and Post Issues Branch | Courses offered at least twice yearly | Number of courses Feedback from courses |
| Brief HOMs-designate and Senior Administration Officers at Regional Management Conferences regarding the Reconciliation Action Plan | Staff Development and Post Issues Branch | As required | Provide Reconciliation Action Plan presentation |
| Utilise the Workplace Relations Committee (WRC) meetings, which are chaired at Deputy Secretary level, as a forum to discuss any issues of concern. | All employees can access the WRC
Workplace Diversity Program representative. |
Quarterly | WRC minutes |
| Explore the option of developing terms of reference for the Indigenous Employees Network | Staff Development and Post Issues Branch in consultation with the Indigenous Employees Network | Within three months of promulgation of the RAP | Terms of reference for the IEN are developed, circulated to all Indigenous employees and made available on DFAT’s intranet |
| Review the terms of reference for the Indigenous Taskforce, including its membership | Staff Development and Post Issues Branch in consultation with the Indigenous Employees Network | Within three months of promulgation of the RAP | erms of reference for the Indigenous Taskforce updated if necessary, circulated to all Indigenous employees and made available on DFAT’s intranet |
More on the DFAT Reconciliation Action Plan
- Introduction
- Recruitment of Indigenous Australians
- Induction and Training
- Career Development
- Enhancing and building on Public Diplomacy
- Participation in key whole-of-government, bilateral and multilateral forums on Indigenous issues
- Consulting, working with and listening to Indigenous representatives, individuals and NGOs
Last updated 29 May, 2007