Opportunities
PM&C supports its Portfolio’s aims to lead the APS in Aboriginal and Torres Strait Islander employment and procurement. We will continue to evolve our Department to ensure current and prospective Aboriginal and Torres Strait Islander staff feel valued and supported, and are encouraged to contribute across our wide spectrum of influence. We will provide opportunities for the development for all Aboriginal and Torres Strait Islander staff and businesses, noting the benefits that can be realised when our First Nations peoples are invited to continue to forge their achievements and reaffirm identity.
Focus area: At PM&C, our Aboriginal and Torres Strait Islander staff will have thriving careers and defined career pathways. We aim to increase representation of Aboriginal and Torres Strait Islander employees at all levels through improved employee experience and enhanced capability opportunities.
| Action | Deliverable | Timeline | Responsibility |
|---|---|---|---|
| 9. Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development. | Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities. | August 2021 | Chief People Officer |
| Increase engagement and consultation with Aboriginal and Torres Strait Islander staff on our recruitment, retention and professional development strategies. | August 2021 | Chief People Officer | |
| Develop actions and implementation pathways in response to the Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020–24. The Actions focus on three key areas: Cultural integrity; Career pathways; and Career development and advancement. Career pathways and Career development and advancement examines recruitment, retention and professional development for Aboriginal and Torres Strait Islander peoples. | August 2021 | Chief People Officer | |
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Increase the use of targeted Indigenous channels and job boards to advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander prospective staff. |
March 2022 | Chief People Officer | |
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Review HR and recruitment procedures and policies to remove barriers to Aboriginal and Torres Strait Islander participation in our workplace. |
December 2021 | Chief People Officer | |
Increase the percentage of Aboriginal and Torres Strait Islander staff employed in our workforce in response to the Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020–24
|
December 2022 | Chief People Officer | |
| Develop and present communications to work areas on tailoring position descriptions to be culturally inclusive and attractive to Aboriginal and Torres Strait Islander applicants. | November 2021 | Chief People Officer | |
| Develop actions and implementation pathways to identify opportunities to collaborate across the APS and with external stakeholders to build innovation and information sharing networks. | December 2021 | Chief People Officer | |
| Investigate establishing mentoring, including an Indigenous Liaison Officer (ILO), to provide culturally-suitable and safe support for Aboriginal and Torres Strait Islander staff. | July 2022 | Chief People Officer | |
| 10. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes. | Increase Indigenous procurement through the Aboriginal and Torres Strait Islander Procurement Strategy, which includes a biannual update to Executive Board on the Indigenous business contracts and contract value. | March and September 2021
March and September 2022 March 2023 |
Shared Services Branch Assistant Secretary |
| Continue Supply Nation membership and attend the quarterly Supply Nation Leadership Roundtable when invited. | August 2021
August 2022 |
Shared Services Branch Assistant Secretary | |
| Increase procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff. | March 2022
March 2023 |
Shared Services Branch Assistant Secretary | |
| Use PM&C’s external newsletter as a platform to raise the profile of the Indigenous Procurement Policy and highlighting success stories for external distribution. | December 2021
December 2022 |
Shared Services Branch Assistant Secretary | |
| Review and update procurement practices to advance the procurement of goods and services from Aboriginal and Torres Strait Islander businesses. | September 2021
March and September 2022 March 2023 |
Shared Services Branch Assistant Secretary | |
| Engage with Indigenous businesses, as set out in the Indigenous Procurement Policy. | September 2021
March and September 2022 March 2023 |
Shared Services Branch Assistant Secretary | |
| 11. Provide culturally safe resources for Aboriginal and Torres Strait Islander staff including information on recruitment, training, employee networks, career pathways and other resources. | In partnership with the Mara Network, develop a First Nations Hub on the Department’s intranet to bring together culturally safe and supportive resources for Aboriginal and Torres Strait Islander staff, their managers and colleagues. | March 2022 | Chief People Officer |
| Promote the First Nations Hub to all staff, including to current staff and through induction processes to incoming staff. | May 2022 | Chief People Officer |