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Your business could benefit from having a diverse workplace that welcomes employees of all backgrounds, including Indigenous Australians.
ETC can help you learn about the benefits and support for employers when hiring Aboriginal and Torres Strait Islander staff!
Employing Aboriginal and Torres Strait Islander people can provide your business with benefits such as;
Aboriginal and Torres Strait Islander employees can enhance your business by providing different perspectives, experience and knowledge. They can contribute to cross-cultural awareness in your workplace, which is important when communicating with people from diverse backgrounds and engaging with the local community.
There are programs and incentives available for businesses to help you employ Aboriginal people, ETC provides several;
The government has various strategies in place to decrease Aboriginal unemployment and improve indigenous staff retention. These programs encourage employers to focus on building Aboriginal participation in their workforce.
Larger companies may also have Aboriginal Participation Plans which require them to hire a certain percentage of Aboriginal and Torres Strait Islander people. An example is the Aboriginal Participation in Construction (APIC) policy which supports greater participation by Aboriginal people in government construction projects across NSW.
ETC works in partnership with employers to meet their Aboriginal employment target through NCAP. Our Aboriginal Employment Advisors are part of the Aboriginal and Torres Strait Islander community and have strong links with candidates and employers.
ETC has two important documents that help us to contribute to ending the economic disparity between Aboriginal and Torres Strait Islander peoples and other Australians.
Through our Reconciliation Action Plan (RAP) we undertake practical actions to:
In our Aboriginal and Torres Strait Islander Employment Strategy, we define approaches for recruitment, retention and career development of Aboriginal and Torres Strait Islander employees in a culturally aware workplace.
Both documents play an important part in achieving ETC’s Vision and Mission and living by our organisational values.
ETC encourages other employers to develop a RAP through Reconciliation Australia’s RAP Framework.
A RAP is a strategic document that supports your organisation’s business plan.
As well as providing a structured approach to advance reconciliation, a RAP can help you to improve your working relationships with Aboriginal and Torres Strait Islander communities, enhance delivery of your products or services to Aboriginal and Torres Strait Islander Australians, and play your part in promoting community harmony and inclusive communities.
To develop a RAP, you will work with Reconciliation Australia through their feedback, quality assurance and endorsement process. RAP endorsement provides your organisation permission to use the nationally recognised RAP name and logo, which demonstrate compliance with the RAP framework and standards.
More information on RAPs and how to develop them is on the Reconciliation Australia website.
ETC also encourages employers to develop an Aboriginal and Torres Strait Islander Employment Strategy, an internal organisational document to help you increase diversity in your workforce and create a culturally aware workplace. There are numerous online examples and templates to help guide you in developing one.
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