Our goal is to increase workforce representation of Aboriginal employees in DEMIRS by offering a range of entry pathways into the department, to provide enhanced career development opportunities for existing Aboriginal employees and increase representation in leadership positions.
The Aboriginal Employment Strategy (the strategy) provides a roadmap to achieve our goals.
Key actions to achieving our goal
At DEMIRS, we are all responsible for improving the representation of Aboriginal employees in our workplace. All employees have a mutual obligation to engage and contribute to the initiatives which improve Aboriginal engagement. The initiatives also require the support of our Aboriginal employees, whose ideas and participation in making an inclusive department are essential.
The strategy focuses on four key action areas:
- Expand the range of Aboriginal employment opportunities.
- Invest in the capability of Aboriginal employees.
- Increase the workforce representation of Aboriginal employees at all levels in thedepartment with a specific focus on positions on Level 5 and above.
- Improve and maintain a culturally inclusive workplace.
Principles that guide our actions
Sustainable improvement to increase workforce representation of Aboriginal employees will be driven by the following principles:
- Accountability – the Director General is accountable for improving the representation of Aboriginal employees in our workforce.
- Leadership – Corporate Executive and senior leaders are to participate and take action to drive improvements in the employment of Aboriginal people.
- Cultural Capability – the department has culturally safe workplaces where Aboriginal employees are supported and valued for their contribution and where managers are culturally aware.
This requires collaboration, a sustained effort and a different way of doing things. The strategy aims to achieve measureable results in each of the key areas by providing a suite of actions.
