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Reconciliation

Innovate Reconciliation Action Plan 2026–2028

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    Acknowledgement of Country

    We, the Department of Human Services (DHS), acknowledge and respect Aboriginal and Torres Strait Islander peoples as South Australia’s First Peoples and the Traditional Owners and occupants of the lands and waters of South Australia. We respect and celebrate the varied cultural and spiritual identities of all Aboriginal and Torres Strait Islander communities.

    Aboriginal and Torres Strait Islander people have the right to live free from discrimination of any kind, and to exercise and enjoy their rights to family and culture in accordance with the principles of the United Nations Declaration on the Rights of Indigenous Peoples.

    Our Plan artwork

    This artwork was a collaboration between three young Aboriginal artists based in South Australia.

    • Message from the Chief Executive, DHS

    Reconciliation is a shared responsibility. It is woven into our everyday work, and is a core organisational value at DHS, guiding our strategies, programs and services.

    We see Reconciliation in action when staff, people who use our services, and our sector partners regularly come together to recognise and celebrate Aboriginal and Torres Strait Islander cultures, wisdom and achievements.

    Reconciliation becomes transformational when we go beyond past efforts, deepening our reflection, evolving our practices, and embedding truth-telling about our shared histories.

    Our Reconciliation Action Plan (RAP) provides a roadmap for the meaningful action we can take within our organisation, our clients and customers and our communities to advance Reconciliation. While this RAP is dynamic, it is not a standalone document. This RAP is strategically aligned to our Closing the Gap Transformation and Aboriginal Workforce Strategy.

    For those of us striving to be allies, there are many ways we can genuinely contribute to Reconciliation. Anyone at any level across the organisation can be a leader in Reconciliation. Let’s show vulnerability, be proud of our Reconciliation journey and importantly, hold ourselves accountable to advancing Reconciliation.

    I invite you to join me in making a transformational commitment to Reconciliation under our RAP, one where we work collaboratively toward a shared future, with meaningful impact and lasting change.

    Sandy Pitcher (she/her)
    Chief Executive
    Department of Human Services

    Message from the Chief Executive Officer, Reconciliation Australia

    Reconciliation Australia commends the Department of Human Services (DHS) on the formal endorsement of its fourth Innovate Reconciliation Action Plan (RAP).

    Since 2006, RAPs have provided a framework for organisations to leverage their structures and diverse spheres of influence to support the national Reconciliation movement.

    With over 5.5 million people now either working or studying in an organisation with a RAP, the program’s potential for impact is greater than ever. DHS continues to be part of a strong network of more than 3,000 corporate, government, and not-for-profit organisations that have taken goodwill and transformed it into action.

    The four RAP types — Reflect, Innovate, Stretch and Elevate — allow RAP partners to continuously strengthen Reconciliation commitments and constantly strive to apply learnings in new ways.

    An Innovate RAP is a crucial and rewarding period in an organisation’s Reconciliation journey. It is a time to build the strong foundations and relationships that ensure sustainable, thoughtful, and impactful RAP outcomes into the future.

    An integral part of building these foundations is reflecting on and cataloguing the successes and challenges of previous RAPs. Learnings gained through effort and innovation are invaluable resources that DHS will continuously draw upon to create RAP commitments rooted in experience and maturity.

    These learnings extend to DHS using the lens of Reconciliation to better understand its core business, sphere of influence, and diverse community of staff and stakeholders.

    The RAP program’s emphasis on relationships, respect, and opportunities gives organisations a framework from which to foster connections with Aboriginal and Torres Strait Islander peoples rooted in mutual collaboration and trust.

    This Innovate RAP is an opportunity for DHS to strengthen these relationships, gain crucial experience, and nurture connections that will become the lifeblood of its future RAP commitments. By enabling and empowering staff to contribute to this process, DHS will ensure shared and cooperative success in the long-term.

    Gaining experience and reflecting on pertinent learnings will ensure the sustainability of DHS’ future RAPs and Reconciliation initiatives, providing meaningful impact toward Australia’s Reconciliation journey.

    Congratulations DHS on your fourth Innovate RAP and I look forward to following your ongoing Reconciliation journey.

    Karen Mundine
    Chief Executive Officer
    Reconciliation Australia

    Our vision for Reconciliation

    At DHS, Reconciliation is not confined to a moment, it is lived all year round. Truth-telling is embraced, and the histories and lived experiences of Aboriginal and Torres Strait Islander peoples are honoured every day.

    We are a culturally safe organisation, where allyship is active, accountable, and enduring. Aboriginal and Torres Strait Islander peoples are empowered in their self-determination, leading decisions that shape their lives and communities.

    Through sustained leadership, deep listening, and strong relationships, we work toward equity, where systems are fair, opportunities are shared, and outcomes are just. Reconciliation is woven into our culture, our actions, and our impact, today, tomorrow, and always.

    Our business

    About the Department of Human Services (DHS)

    DHS is a South Australian Government agency committed to supporting the wellbeing, safety, and inclusion of all South Australians. We deliver and commission a broad range of programs and services that empower individuals, strengthen communities, and promote equity across the state.

    Our vision

    A future of equity, wellbeing and quality of life for all South Australians.

    Our purpose

    We partner with people, communities and organisations to empower and build the capability and capacity of South Australians, challenging systems to address disadvantage and exclusion.

    • Our workforce and commitment to inclusion

    As of 30 June 2025, DHS employed 3,286 staff, including 138 employees (4.2%) who identify as Aboriginal and/or Torres Strait Islander people. This representation reflects our commitment to Reconciliation, cultural safety, and inclusive employment practices.

    Our role in Reconciliation

    As a state government department, DHS holds a unique position of influence, shaping policies, regulating systems, and delivering services that impact the full spectrum of community life. Through our RAP, we affirm that Reconciliation is lived all year round. We are committed to truth-telling, allyship, cultural safety, self-determination, and equity, not just in principle, but in practice.

    Our Reconciliation Action Plan

    DHS is embarking on a Reconciliation Action Plan to embed truth-telling, allyship, cultural safety, self-determination, and equity into every aspect of our work. This Plan ensures Reconciliation is not just an aspiration, but a lived practice that is accountable, measurable and central to the wellbeing of all South Australians.

    Our Reconciliation journey began more than 10 years ago with the department’s last Innovate Reconciliation Action Plan (RAP) expiring in 2024.

    We are committed to ensuring that the voices, aspirations and needs of Aboriginal and Torres Strait Islander peoples are reflected in this Innovate Reconciliation Action Plan (RAP) and we will work in partnership with Aboriginal and Torres Strait Islander peoples to develop, monitor and evaluate deliverable actions.

    There were many valuable lessons from the implementation of our last RAP including progress in recognising opportunities such as National Reconciliation Week and NAIDOC Week. We advanced the use of Kaurna language in everyday settings and progressed our Aboriginal Cultural Footprint (cultural awareness) training.

    From our previous Reconciliation Action Plan, DHS learned that Reconciliation must be embedded into everyday practice, not treated as a symbolic or time-bound initiative. While we made progress in raising awareness and building relationships, we recognised that true cultural safety requires ongoing investment, Aboriginal leadership, and co-designed systems. We saw that allyship must be active and visible, and that truth-telling needs structured, trauma-informed support to be meaningful.

    Importantly, we learned that self-determination cannot be achieved through consultation alone, it demands genuine power-sharing and respect for Aboriginal and Torres Strait Islander governance. A review of our previous RAP conducted in 2024 noted that while progress was made, not all commitments were delivered. The review recommended securing ongoing resources for the management and monitoring of the RAP (which has now been achieved). These lessons have shaped our renewed commitment to a RAP that is accountable, enduring, and transformative.

    In pursuing our Innovate RAP 2026–2028, DHS will ensure alignment with the following strategic initiatives:

    We recognise the importance of Aboriginal and Torres Strait Islander leadership and self-determination and acknowledge the need to de-colonise traditional government approaches to seek real change. DHS is committed to working together with Aboriginal and Torres Strait Islander peoples through these strategic approaches in a genuine spirit of partnership and co-design.

    We began the development of this RAP by listening deeply to our Aboriginal staff, beginning with an Aboriginal and Torres Strait Islander staff forum where participants were able to speak freely in a culturally safe environment. We acknowledged the impact of the 2023 Voice to Parliament referendum and discussed what Aboriginal and Torres Strait Islander staff need in the workplace to support their cultural safety and their expectations of DHS’ Reconciliation efforts moving forward. Through these conversations, we heard a commitment to continuing this journey and a strong need to amplify our actions.

    In the development of our RAP, DHS partnered with external Aboriginal consultant, Kimberley Wanganeen, to undertake a comprehensive consultation process. This included a survey, a series of discussions and workshops with the DHS Executive Leadership Team, key staff, the Aboriginal Leadership Group (which comprises eight members) and the Nunga Network – DHS’ internal network of 133 Aboriginal staff.

    Our RAP artwork has been created by Aboriginal artists, and the design and final publishing of our RAP has been led by Ochre Dawn – a 100% Aboriginal owned and operated South Australian business.

    As we have demonstrated in the development of our RAP, working in partnership alongside Aboriginal colleagues and professionals in their fields, DHS seeks to lead the way in advancing Reconciliation. We intend to deliver this RAP how we started, by recognising the strength, resilience and cultural wisdom of Aboriginal and Torres Strait Islander people and ensuring that we are active in supporting self-determination and cultural safety at all times.

    Governance

    DHS’ Aboriginal Outcomes Executive Committee (AOEC) will function as the DHS Reconciliation Working Group. Members of this Committee are our RAP champions, providing an important across-departmental governance role, as well as monitoring implementation and reporting on the progress of our RAP.

    The AOEC is a newly established Committee that has responsibility for providing departmental consistency, transparency and accountability by monitoring the implementation and performance of strategies, initiatives and policies designed to improve Aboriginal and Torres Strait Islander outcomes, including:

    • Deliverables under the National Agreement on Closing the Gap
    • DHS Reconciliation Action Plan
    • DHS Aboriginal Workforce Strategy
    • Agreed departmental Aboriginal outcome priorities. Priorities may include, but are not limited to:
      • Anti-Racism Strategy and Action Plan
      • Indigenous Data Sovereignty
      • Economic Participation
      • Local decision-making
      • Place-based partnerships
      • Aboriginal cultural governance.

    The Committee includes membership from Aboriginal and non-Indigenous staff, including:

    • Director, Closing the Gap Policy and Transformation (joint chairperson)
    • Director, Aboriginal Practice and Partnerships (joint chairperson)
    • Director, Office of the Chief Executive and Governance
    • Chief Procurement Officer, Procurement and Quality Assurance
    • Aboriginal Cultural Consultant, Safer Family Services
    • First Nations Principal Policy Officer, Office for Women
    • Accommodation Services Manager, Youth Justice and Exceptional Needs Unit
    • Senior Aboriginal Policy and Projects Officer
    • Director, Community and Partnerships
    • Principal Advisor, Office of the Chief Executive and Governance
    • Principal Project Officer – Reconciliation
    • Executive Director, Child and Family Support
    • Director, Inclusion Policy and Reform
    • Principal Aboriginal Workforce Consultant
    • The Executive Director of Child and Family Support is the Executive Sponsor of this RAP.

    The RAP will also be championed by our Chief Executive, Executive Leadership Team (including Deputy Chief Executive and Executive Directors), Aboriginal Leadership Group and the Senior Executive Council. The Nunga Network was given opportunities to be involved in the development of the RAP and will continue to contribute to its implementation as a key Aboriginal staff advisory and representative group in DHS.

    Relationships

    Focus area: A cultural audit of DHS’ policies, practices and organisational culture will provide integral insights toward advancing deliverables under the Relationships pillar.

    We are committed to a shared understanding of each other’s experiences and cultures, to recognise and respect the cultural authority of colleagues and community members, and to provide the highest quality of services aligned with appropriate need.

    Our hearts and minds are open to learning from Aboriginal peoples’ knowledge, perspectives, and leadership, strengthening co-design and sharing power in planning and delivery of programs and responses.

    Formal partnerships and shared decision-making are a Priority 1 Reform area as part of the National Agreement on Closing the Gap. This includes building and strengthening structures to ensure the full involvement of Aboriginal and Torres Strait Islander people.

    • Respect

    Focus area: Reviewing and ensuring delivery of a cultural learning strategy will be critical to DHS in progressing our Reconciliation path.

    Respect for Aboriginal and Torres Strait Islander peoples, cultures, lands and waters, histories and knowledge are essential foundations to our department’s continual growth and Reconciliation journey.

    DHS is determined to continuously build our cultural responsiveness, refine our programs to better serve our communities, and deepen the respect we have for DHS Aboriginal and Torres Strait Islander colleagues and community members through learning and active engagement. This can look like joining in celebrations such as NAIDOC Week, or it can also be deliberately leaning into truth-telling.

    DHS is unwavering in our commitment to ensuring that Aboriginal peoples who access our services are acknowledged, treated with respect, and receive services that are appropriate to their spiritual, cultural and personal needs.

    By embedding respect into all that we do, it actively contributes toward Priority Reform 3’s priorities, for example, ‘embed meaningful cultural safety, support Aboriginal cultures, and improve engagement with Aboriginal people’.

    • Opportunities

    Focus area: The delivery of the DHS Aboriginal Workforce Strategy 2025–2030 is critical to the successful implementation of Reconciliation and workforce goals under the Opportunities pillar.

    DHS is committed to increased employment and pathways for Aboriginal people, extending their visibility across all areas of the Department. Retaining our existing staff is key. Part of doing this is embedding culturally appropriate practices and support systems.

    DHS should be an employer of choice for Aboriginal employment. Aboriginal staff should be supported in their leadership development and career planning. Appropriate measures should be in place to prevent cultural load for staff. We should know how and when to prioritise engagement with Aboriginal businesses and organisations.

    To achieve transformative change under this pillar, we need to build a more inclusive workforce overall. One where Aboriginal staff and culture is acknowledged, valued and respected. This includes increasing the cultural knowledge and responsiveness of our non-Aboriginal workforce too.

    • Governance

    • Contact us

    If you'd like to talk to us about our Reconciliation Action Plan please get in touch.

    Phone  8208 7250
    Email    joel.bayliss2@sa.gov.au

    Page last updated 2 June 2026