Opportunities – focus and actions
Creating opportunities for Aboriginal and Torres Strait Islander peoples, organisations and communities is important to us. We are committed to engaging community in developing co-designed strategies, programs and services, we employ Aboriginal and Torres Strait Islander peoples to increase our cultural understanding and intelligence and encourage the purchase of goods from Aboriginal and Torres Strait Islander businesses.
The opportunities we promote, strengthen positive outcomes for Aboriginal and Torres Strait Islander peoples by empowering them to develop professionally so they can lead our department which increases our capacity to develop culturally intelligent services for the communities we exist to serve.
Opportunities focus area
These opportunities are integral to core business and will assist DHS in achieving its strategic targets to employ and retain Aboriginal and Torres Strait Islander staff under our DHS Aboriginal Workforce Strategy.
Action 11: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention, and professional development
Number | Deliverables | Timeframe | Responsibility |
|---|---|---|---|
11.1 | Continue to build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment/professional development needs and opportunities through the ‘DHS Aboriginal Workforce Strategy’. | November 2022, 2023 | ED, People and Performance |
11.2 | Engage with Aboriginal and Torres Strait Islander staff to consult on:
| August 2022, 2023 | ED, People and Performance |
11.3 | Review and remove barriers to Aboriginal and Torres Strait Islander staff participation in:
| September 2022, 2023 | ED, People and Performance |
11.4 | Continue to promote the use of the ‘Aboriginal Recruitment Guide’ to DHS managers to inform their recruitment practices for Aboriginal and Torres Strait Islander peoples. | March 2022, 2023, 2024 | ED, People and Performance |
11.5 | As outlined in the ‘DHS Aboriginal Workforce Strategy’ increase the percentage of Aboriginal and Torres Strait Islander staff employed in our workforce to 4 per cent. | August 2023 | ED, People and Performance |
11.6 | Ensure representatives from the Aboriginal Leadership Group and DHS Reconciliation Committee are standing members on the committee monitoring the DHS Diversity and Inclusion Strategy. | April 2022, 2023 | Lead: Executive Sponsor, DHS Reconciliation Committee Support: Diversity and Inclusion Committee |
Action 12: Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes
Number | Deliverables | Timeframe | Responsibility |
|---|---|---|---|
12.1 | Review and update procurement practices to remove barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses/organisations. | September 2022 | ED, Community Investment and Support |
12.2 | In partnership with key Aboriginal and Torres Strait Islander stakeholders develop and implement strategies, which are inclusive of:
| September 2022 | ED, Community Investment and Support |
12.3 | Communicate opportunities across DHS divisions and sphere of influence for procurement of goods and services from Aboriginal and Torres Strait Islander businesses/organisations to staff. | March and September 2022, 2023, March 2024 | ED, Community Investment and Support |
12.4 | Investigate Supply Nation membership and/or access to the South Australian Government Aboriginal Business Register with the Industry Advocate | June 2022 | ED, Community Investment and Support |
12.5 | Host an annual ‘lunch and learn’ with existing DHS Aboriginal and Torres Strait Islander business/organisations to talk about:
| October 2022 | ED, Community Investment and Support |
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