Department of Human Services

Aboriginal Workforce Strategy Action Plan 2021–2023

Focus area 1: Recruitment and employment pathways

Action

Measurable Targets

Lead

Strategy 1.1 — Increase Aboriginal employment to 4 per cent

4 per cent target reached. Year-on-year improvement of Aboriginal staff employed.

Executive Directors

Strategy 1.2 — Develop specific recruitment campaigns targeting Aboriginal applicants particularly in Directorates with greatest need of Aboriginal staff.

Increased percentage of Aboriginal employment in areas that employ less than 4 per cent Aboriginal staff.

Directorates supported by Organisational Development

Strategy 1.3 — Continue to promote the South Australian Aboriginal Employment Register across DHS and annually increase the number of Aboriginal staff employed through it.

Number of positions filled through the the South Australian Aboriginal Employment Register.

Business Units/Organisational Development

Strategy 1.4 — Increase the intake of trainees through the South Australian Public Sector Aboriginal Traineeship Program via the Office of the Commissioner for the Public Sector.

Number of Traineeships.

Number of trainees retained.

Organisational Development / Business Units

Strategy 1.5 — Develop an Aboriginal Cadetship Program which provides up to 3 Aboriginal students with paid employment in a role that relates to an area of study relevant to DHS, for 12 weeks per year, up to three years.

Number of cadetships taken up. Successful completion of cadetships.

Organisational Development/Business Units.

Strategy 1.6 — Review opportunities for expanding the use of Aboriginal-identified roles across divisions.

Number of employees recruited directly into identified roles.

Human Resource Business Partnership / Business Units

Strategy 1.7 — Establish a pool of Aboriginal employees who have undertaken selection training and are available to sit on interview panels.

Number of recruitment processes with an Aboriginal panel member.

Human Resource Business Partnership / Organisational Development

Strategy 1.8 — Ensure all identified-Aboriginal roles are also advertised in Aboriginal-specific media (Koori Mail, National Indigenous Times) and Aboriginal networks (Turkindi Network, Reconciliation SA).

Increased applications for identified Aboriginal roles.

Organisational Development in conjunction with Business Units and Human Resource Business Partners.

Strategy 1.9 — Review all Aboriginal-identified role descriptions to ensure they are written in an appropriate manner that all community and candidates can connect with.

Increased applications for identified Aboriginal roles within DHS.

Human Resource Business Partnership / Business Units

Back to top

Focus Area 2: Career development and retention in a culturally supportive environment

Actions

Measurable Targets

Lead

Strategy 2.1 — Support current Aboriginal staff to maximise their employment chances by developing and implementing workshops focused on job application and interview skills.

Workshop participation rate.

Organisational Development

Strategy 2.2 — Support up to 6 places annually for Aboriginal and non-Aboriginal staff to attend the Indigenous Mentoring course offered through Tauondi College.

Number of Aboriginal and non-Aboriginal employees completing the program.

Organisational Development / Business Units

Strategy 2.3 — Continue to support Aboriginal employees to achieve qualifications through DHS study provisions with up to 100 per cent reimbursement of study fees granted in addition to study leave.

Number of employees studying.

Business Units.

Strategy 2.4 — Coordinate the DHS Nunga Network for all Aboriginal employes in DHS.

Number of active members.

Organisational Development

Strategy 2.5 — Regularly review and monitor Aboriginal workforce data to provide an accurate profile of DHS Aboriginal workforce.

Accurate and up-to-date data at the end of each financial year.

Business Improvement and Technology

Focus Area 3: Senior leadership and succession pipeline

Actions

Measurable Targets

Lead

Strategy 3.1 — Promote participation for Aboriginal staff in the Certificate IV in Leadership and Management through Stanton Institute.

Number of Aboriginal employees who undertake the training.

Organisational Development

Strategy 3.2 — Annually nominate and fund a minimum of two Aboriginal employees to participate in the OCPSE Academy’s Aboriginal Frontline Leadership Program.

Successful completion rate of the program. Meet or exceed our allocation target.

Executive Leadership Team

Strategy 3.3 — Work with Divisions to actively identify and fund two Aboriginal staff to participate in the OCPSE Academy’s Next Executive Program.

Successful completion rate of the program.

Executive Leadership Team

Strategy 3.4 — Executive Director’s Performance Development Plans reflect the 4 per cent workforce target.

Successful completion rate of the program.

Executive Leadership Team

Back to top

Focus Area 4: Increased cultural knowledge and competence of our non-Aboriginal workforce

Action

Measurable Targets

Lead

Strategy 4.1 — Develop a cultural learning framework which sets out levels of programs from cultural awareness, safety and responsiveness through to, cultural competency for our staff.

Cultural Learning Framework developed.

Program development and facilitators sourced to deliver the programs commencing in the first half of 2021.

Organisational Development

Strategy 4.2 — Provide a series of workshops or forums for DHS Executive aimed at addressing cultural competence.

Number of executives who have successfully completed the training.

Organisational Development

Strategy 4.3 — Ensure all employees complete the online mandatory cultural awareness during the first six months of employment.

Number of staff who have successfully completed the training.

Executive Directors

Strategy 4.4 — Establish a Community of Practice for Aboriginal Employment and Learning specialists across the public sector to share ideas and resources.

Agency participation rates.

Organisational Development

Strategy 4.5 — Promote stories that celebrate the success of our Aboriginal employees and their achievements

Number of articles published.

Communications and Engagement

Strategy 4.6 — Promote and observe dates and events of significance to Aboriginal people and encourage all staff participation in culturally significant times of the year.

Number of dates and events promoted.

Participation levels of all DHS staff.

Communications and Engagement / Executive Leadership Team

Strategy 4.7 — Ensure representation from the DHS Aboriginal Workforce Reference Group on the DHS Diversity and Inclusion Reference Group to facilitate effective collaboration.

Shared targets are met.

Organisation Development

Back to top

Page last updated : 09 Jun 2021

This site is licensed under a Creative Commons Attribution 4.0 Licence. © Copyright 2021 DHS .[sm v5.5.6.6]