Sureway-RAP-web-version

Innovate
Reconciliation
Action Plan
December 2015 – December 2017
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Letter from
Our CEO
On behalf of the Board, Executive Team and staff of Sureway Employment
and Training I am pleased to present Sureway Employment and Training’s first
Reconciliation Action Plan 2015 – 2017.
Sureway’s Reconciliation Action Plan (RAP) demonstrates our respect for Australia’s First Peoples. We
are committed to building respectful relationships and creating equal opportunities and promoting the
employment, development and retention of Aboriginal and Torres Strait Islander people through this RAP.
Our reconciliation journey has now been established as an action plan which will inform, guide and
become embedded in our operational policies, systems and planning, ensuring our support to Aboriginal
and Torres Strait Islander peoples is culturally appropriate.
Our RAP reflects on the activities we have previously undertaken to enhance our relationships with
Aboriginal and Torres Strait Islander peoples and help us find opportunities to replicate our areas of
success across our organisation.
As an organisation we are proud to join Reconciliation Australia and many other agencies in stating our
commitment to work in partnership with Aboriginal and Torres Strait Islander peoples and communities to
build respectful relationships and create opportunities for Aboriginal and Torres Strait Islander peoples.
DAVID GALLOWAY
Chief Executive Officer
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Sureway Employment and Training
Innovate Reconciliation Action Plan
December 2015 – December 2017
Our Vision for Reconciliation
Our vision for reconciliation is for all Australians to come together to achieve a socially inclusive
community through acknowledgement and respect of Aboriginal and Torres Strait Islander peoples.
Sureway is committed to acknowledging and demonstrating our respect for Australia’s First Peoples,
by building respectful relationships and creating equal opportunities. We aim to develop understanding
and build awareness of Aboriginal and Torres Strait Islander cultures throughout our organisation.
Sureway aims to do this by:
> > Respecting and building mutually beneficial relationships with local Aboriginal and Torres Strait Islander
peoples, communities and organisations where we operate.
> > Creating an organisational setting where staff can develop a strong understanding and appreciation
of the histories, cultures and issues affecting Aboriginal and Torres Strait Islander peoples.
>
> Promoting employment and training opportunities for Aboriginal and Torres Strait Islander peoples.
Our Business
Sureway Snapshot 2014:
> > Sureway helped over 30,000 clients
> > Sureway placed over 9,500 clients
into work
> > Sureway help over 5,000
maintain their employment
beyond six months
Sureway commenced operations as a training provider in 1991. We worked with business and industry
to upskill their staff. This opportunity gave us insight into what skillsets employers were seeking from their
employees. From 1998, we were contracted to deliver employment services to clients on behalf of the
Federal Government firstly in rural, regional and remote NSW. Subsequently, Sureway grew to provide
services in rural and regional Victoria and South Australia metropolitan and regional areas.
Our expertise in employment and training enabled us to provide support to our clients in their quest to
achieve sustainable employment. We continue to capitalise on our established knowledge of local industry
by identifying the skills in demand and tailoring training for clients to meet local labour market’s requirements.
This best positions our clients to take up employment opportunities in their local community. Our hard work
and vision has seen Sureway grow into a successful large Employment Services organisation.
Our teams work with clients with some very complex barriers such as long term unemployment, and low
employment skill levels. We have a diverse client base including youth, mature aged people, people with
disabilities, First Australian Peoples and people from cultural and linguistically diverse backgrounds. We
also work in diverse labour markets so our teams need to be experts in connecting our clients with a range
of jobs that are suitable to them in a constantly changing economy. Our teams need to be up-to-date
on economic and skills trends; able to develop relationships with employers; and skilled in working with a
diverse range of clients.
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Sureway operates in numerous communities with large Aboriginal and or Torres Strait Islander populations
and high unemployment rates. Sureway will continue to lead by example by continuing to:
> > run our annual Aboriginal and Torres Strait Islander Trainee Program
> > commit to the Australian Employment Covenant and work with Generation One
to promote Aboriginal and Torres Strait Islander employment
> > sponsor Aboriginal and Torres Strait Islander focussed events like the Bangamalanha Conference in Dubbo
> > appoint specialist staff and Aboriginal and Torres Strait Islander mentors in areas of high unemployment
> > work with schools, education, training providers and jobactive and community groups to provide preemployment
training to First Australian Peoples.
> > collaborate with VTEC (TAFE Western) to implement the VTEC program in the Riverina.
Sureway’s Registered Training Organisation provides certified training courses to clients and training solutions
to employers. Sureway Skills Training is internally known as our Training Services. Sureway Skills Training
works with industry and employers to bridge skills gaps and ensure real outcomes for students, employees
and employers. They provide training offered at a range of skill levels, delivery modes and industries and
create pathways to work by matching people to jobs; ensuring clients develop the right skills.
Sureway Skills Training delivers personal support, working one-on-one with individuals and businesses;
and offer personalised advised, tailored training, flexible delivery and ongoing support. Sureway Skills
Training offers a range of nationally accredited courses that cover industries from community services to
construction. For example, Sureway has partnered with Ngangana and similar aged care and disability
services to establish, develop and run an embedded aged care industry training program.
Sureway Skills Training address individual needs through pre-entry level qualifications such as literacy
and numeracy, industry-entry qualifications such as apprenticeships and traineeships, and higher level
qualifications for those already in employment seeking to improve their skills or reskills in a different industry.
Sureway continues to be an essential part of the communities we’ve worked in for over 20 years. We have
developed extensive labour market knowledge, allowing us to source local vacancies and build strong
relationships with employers and Job Seekers. Within each community we work with youth, Aboriginal and
Torres Strait Islander peoples and mature aged job seekers. We support these clients by:
> > running Sureway’s ‘Youth Force’ program which focuses on job seekers who are not yet job-ready
and aims to address non-vocational issues
> > partner with VTEC provider TAFE Western to implement VTEC services
> > providing access to youth mentoring programs
> > promoting the Restart Wage Subsidy for mature aged clients directly to employers
> > providing access to programs that update mature aged client’s skills
> > host information sessions that focus on Aboriginal and Torres Strait Islander and Youth Unemployment
The development of our RAP is underpinned by our values:
> > Compassion: We will take a caring, sensitive and compassionate approach to all people.
> > Excellence: We will apply speed and simplicity to achieve goals, yet will pursue an unrelenting
quest for excellence.
> > Respect: We are committed to treating all staff, Job Seekers, employers and business associates
with respect.
> > Teamwork: We will collaborate with associates and encourage their positive contributions
> > Innovation: We will assist Job Seekers to secure and maintain employment by providing information,
opportunities and support in a practical, innovative and environmentally responsible manner.
> > Integrity: We will reach for the highest levels of performance by displaying storing ethics,
accountability and honesty and will maintain a leadership position in our industry. We will always
conduct ourselves with integrity
Our RAP
Sureway Employment and Training committed to developing a Reconciliation Action Plan in July 2015.
As part of the Strategic Business Plan for 2015, Sureway’s focus was to ensure our inaugural Plan followed
closely to the organisations vision to:
Transform communities by eliminating long
term social and economic disadvantage.
Our RAP builds on our existing Indigenous Employment Plan and Indigenous Procurement Policy and
pronounces our commitment to developing ongoing opportunities of Aboriginal and Torres Strait Islander
peoples in the training and employment sectors.
At Sureway, we respect the Traditional Custodians of the land and acknowledge the unique position
Aboriginal and Torres Strait Islander peoples occupy in Australian culture. The intention for Sureway’s RAP is to
acknowledge and demonstrate our respect for Australia’s First Peoples, by building respectful relationships
and creating equal opportunities. Situated predominately in regional and rural locations across NSW and
VIC and present in areas of high Aboriginal and Torres Strait Islander populations, Sureway felt it was time to
take the next step towards reconciliation within the organisation, realising that we are currently in a position
to contribute to empowering Aboriginal and Torres Strait Islander communities in which we operate. Sureway
invited staff across the organisation to participate and form a RAP Working Group.
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A RAP Working Group was established with a membership of 10 staff and Project sponsorship from an
Executive Team member Megan Galloway; Innovation, Performance and Projects Office Manager:
Taryn Hodge – Project Officer (RAP Project Lead)
Morgan Ewing – Project Officer
Naomi Whiting – Operations (Recruitment Consultant)
Margie Goode – Business Analyst
Nicole Cruise – Operations (Work skills Facilitator)
Rosemary Muncey – Operations (Employment Trainer)
Nicholas Boyle – Operations (Work Skills Facilitator)
Andrew Entwistle – Operations (Work Skills Facilitator)
Rachael Baack – People and Culture (HR Business Partner)
Kim Forbes – Sureway Skills Training (Training Coordinator)
The Internal RAP working group is made up of Senior Management position including Organisational
Managers, People and Culture, Operations, Marketing and Projects and includes executive sponsorship
from the Innovation, Project and Performance Office Manager. Our RAP Working Group includes three of
our Aboriginal and Torres Strait colleagues. The RAP working group held internal workshops to encourage
discussion along with consultation from our Executive team. This RAP is based around annual targets with
some longer term actions extending out to 2017.
Our RAP seeks to reflect on the activities we have previously undertaken to enhance our relationships with
Aboriginal and Torres Strait Islander peoples and help us find opportunities to replicate our areas of success
across our organisation. Some of our previous activities and partnerships include working with schools,
education and training providers, jobactive providers and community groups to provide pre-employment
training to Aboriginal and Torres Strait Islander peoples.
Some of Sureway’s most recent activities include:
1000 Turtles
In 2015 Sureway partnered with Gallery Kaiela located in Shepparton, Victoria. Gallery Kaiela is a local
independent not-for-profit Aboriginal Art gallery, as part of a Work for the Dole program and fund raiser.
The project was focused on raising awareness of and promoting the rich cultural heritage of Aboriginal
peoples of the area as well as supporting skills in project management, motivation and self confidence by
dealing with community and business culture. 1000 small turtles were made from clay; painted, decorated
and glazed then sold within the local community.
Kaiela Framing Project
Recently Sureway partnered again with Gallery Kaiela to deliver another successful Work for the Dole
project in the Shepparton area. The Kaiela framing project involved making canvass, timber and recycled
material frames in order support a carpentry, team work and cultural awareness project for local
Aboriginal community members which included mentoring from local Aboriginal Elders.
Batchelor Institure of Indigenous Tertiary Education
Sureway and Batchelor Institute of Indigenous Tertiary Education worked together on a live-in education
program. The program saw 12 Job Seekers from Dubbo, NSW attend Batchelor Institute to complete a
Certificate IV in Media. Out of this program seven Job Seekers completed the course and Sureway has
now arranged work placements with National Indigenous Television.
New Careers for Aboriginal People (NCAP)
Sureway worked with Masters and New Careers for Aboriginal People (NCAP) in the Riverina to conduct
an employment program for Aboriginal and Torres Strait Islander job seekers. This program saw Job
Seekers undertake retail training on site at Masters new store. The local manager was involved in the
program and assessed participants for current job opportunities.
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Relationship
Sureway acknowledges the importance of building and maintaining strong and respectful relationships
with Aboriginal and Torres Strait Islander peoples. We are committed to achieving the best possible
outcomes for our clients and staff across all our locations. We recognise that building strong internal
and external relationships and working collaboratively with Aboriginal and Torres Strait Islander peoples,
communities, organisations and programs will assist in improving our outcomes for Aboriginal and Torres
Strait Islander clients and staff.
ACTION RESPONSIBILITY TIMELINE DELIVERABLES
1. Sureway RAP Working
Group (RAP WG)
actively monitors
RAP development
and implementation
of actions, tracking
progress and reporting.
Project Officer
RAP Working
Group
January 2016 > > RAP WG oversees the development,
endorsement and launch of the RAP.
> > Ensure Aboriginal and Torres Strait Islander
peoples are represented on the RWG.
January, April,
August and
December
2016, 2017
> > Meet quarterly to monitor and report
on RAP implementation
April 2016 > > Establish Terms of Reference for the RAP WG
2. Celebrate and
participate
in National
Reconciliation Week
(NRW) by providing
opportunities to
build and maintain
relationships between
Aboriginal and Torres
Strait Islander peoples
and other Australians
Project Officer
RAP Working
Group
27 May
– 3 June
2016, 2017
> > Organise at least one internal event for NRW
each year.
> > Register all NRW events on the Reconciliation
Australia website.
> > Ensure our Working Group participates in an
external or internal event to recognise and
celebrate NRW
> > Download Reconciliation Australia’s NRW
resources and circulate to staff.
3. Develop and
maintain mutually
beneficial
relationships with
Aboriginal and
Torres Strait Islander
peoples, communities
and organisations
to support
positive outcomes
4. Raise internal and
external awareness
of our RAP to promote
reconciliation across
our business and sector
Employer
Relationship
Manager
Employer
Relationship
Manager
Project Officer
Employer
Relationship
Managers
Project Officer
Innovation,
Performance and
Project Officer
June 2016 > > Develop and implement an engagement
plan to work with our Aboriginal and Torres
Strait Islander stakeholders.
June 2016, 2017 > > Host a barbeque each year to encourage
staff to build relationships with local
Aboriginal and Torres Strait Islander
community groups.
December
2016
Monthly from
January 2016
> > Meet with local Aboriginal and Torres Strait
Islander organisations to develop guiding
principles for future engagement.
> > Communicate monthly RAP updates through
the staff newsletter (The Pulse)
May 2016 > > Implement and review a strategy to
communicate our RAP to all internal and
external stakeholders.
HR Business
Partner
Executive Team,
Project Officer
December
2016
December
2017
> > Include a ‘Transformer of the Month’ award
category to recognsie an employee’s
contributions to reconciliation
> > Promote reconciliation through ongoing
active engagement with all stakeholders.
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Respect
Respect is one of Sureway’s six values and is key for developing all of our relationships. Sureway recognises
the diversity of Aboriginal and Torres Strait Islander peoples cultures and communities across Australia
and respect that Aboriginal and Torres Strait Islander peoples are the Traditional Custodians of the land.
Sureway will continue to demonstrate respect towards Aboriginal and Torres Strait Islander peoples
through cultural education and awareness training for employees, customers and clients.
ACTION RESPONSIBILITY TIMELINE DELIVERABLES
1. Engage employees
in cultural learning
opportunities
to increase
understanding and
appreciation of
Aboriginal and
Torres Strait Islander
cultures, histories
and achievements.
2. Engage employees
in understanding
the significance
of Aboriginal and
Torres Strait Islander
cultural protocols,
such as Welcome
to Country and
Acknowledgement
of Country, to
ensure there is a
shared meaning.
3. Create a culturally
welcoming
environment for
Aboriginal and Torres
Strait Islander staff
and visitors.
Project Officer March 2016 > > Promote the Reconciliation Australia’s Share
Our Pride online tool to all staff.
Learning and
Development
Manager
Workforce
Support Services
Manager, Business
Analysts
Project Officer,
Administration
Assistant
RAP Working
Group, Project
Officer
Project Officer,
Asset Coordinator
Project Officer,
Executive
Assistant
Project Officer,
Asset Coordinator
July 2016 > > Provide opportunities for RAP WG members,
RAP champions and other Senior Managers
to participate in cultural training.
September
2016
December
2016
> > Investigate opportunities to work with local
Traditional Owners and/or Aboriginal and
Torres Strait Islander consultants to develop
cultural awareness training.
> > Develop and implement a cultural awareness
training strategy for our staff which defines
cultural learning needs of employees in all
areas of our business and considers various
ways cultural learning can be provided.
July 2016 > > Develop, implement and communicate a
cultural protocol document for Welcome to
Country and Acknowledgement of Country.
July 2016 and
July 2017
December
2016
December
2016
December
2016
December
2017
> > Invite a Traditional Owner to provide
a Welcome to Country at significant
events including the launch of our
NAIDOC Week celebrations.
> > Organise and display an Acknowledgement
of Country sign in all of our offices.
> > Develop a list of key contacts for organising
a Welcome to Country and maintaining
respectful partnerships.
> > Organise and display an Acknowledgement
of Country sign in all our offices.
> > An Acknowledgement of Country to be
included at all other public events and
important internal meetings.
October 2017 > > Commission local Aboriginal and Torres Strait
Islander artwork to display in our offices
Project Officer October 2017 > > Ensure artists and artworks are
appropriately acknowledged.
Area Manager,
Recruitment
Consultant
November
2017
> > Engage First Australian clients to create an
artwork that represents the values of Sureway
Employment and Training.
Over time Sureway has delivered the following employment
services contracts:
> > 1998 – Job Network Services
> > 2009 – Job Services Australia
> > 2012 – DES-ESS (Employment Support Services)
> > 2014 – DES-DMS (Disability Management Services)
> > 2015 – Jobactive Services
> > 2015 – Work for the Dole Coordinator
Sureway currently employees over 300 employees, which includes
13 staff identifying as an Aboriginal and or Torres Strait Islander person.
4. Provide opportunities
for Aboriginal and
Torres Strait Islander
staff to engage with
their culture and
communities by
celebrating
NAIDOC week.
5. Engage staff in
additional cultural
learning activities.
Project Officer May 2016,
May 2017
HR Business
Partner, Project
Officer
Employer
Relationship
Manager
HR Business
Partner
July 2016,
July 2017
July 2016,
July 2017
> > Contact our local NAIDOC Week Committee
to discover events in the communities we
operate in.
> > Provide opportunities for Aboriginal and
Torres Strait Islander staff to participate
with their cultural communities during
NAIDOC week.
> > Support an external NAIDOC Week
community event.
October 2017 > > Review HR policies and procedures to ensure
there are no barriers to staff participating in
NAIDOC Week.
Project Officer October 2017 > > Encourage staff to explore who the
Traditional Owners of the area of which
they work.
Project Officer October 2017 > > Consult with local Elders to include articles in
Pulse to celebrate local Aboriginal and Torres
Strait Islander cultures.
Workforce
Support Services
Manager
September
2017
> > Celebrate and recognise Aboriginal and
Torres Strait Islander dates of significance.
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Opportunities
Sureway aims to create sustainable, equal employment opportunities and career progression for
Aboriginal and Torres Strait Islander peoples through the development of effective partnerships with
Aboriginal and Torres Strait Islander organisations and communities. Sureway is committed to playing a
role in bridging the gap between Aboriginal and Torres Strait Islanders and the rest of Australian people’s
outcomes in education and employment.
ACTION RESPONSIBILITY TIMELINE DELIVERABLES
1. Investigate
opportunities
to improve and
increase Aboriginal
and Torres Strait
Islander employment
opportunities within
our workplace.
Internal
Recruitment
Consultant
Project Officer,
Workforce
Support Services
Manager
Workforce
Support Service
Manager
HR Business
Partner
Internal
Recruitment
Consultant, HR
Business Partners
February 2016 > > Include in all job advertisements, ‘Aboriginal
and Torres Strait Islander people are
encouraged to apply.’
March 2016 > > Advertise job vacancies through Aboriginal
and Torres Strait Islander media.
July 2016 > > Review and update our Indigenous
Employment Strategy, to include strategies
around professional development.
August 2016 > > Collect information on our current Aboriginal
and Torres Strait Islander staff to inform future
employment opportunities.
September
2016
> > Engage with existing Aboriginal and
Torres Strait Islander staff to consult on
employment strategies, including
professional development.
July 2017 > > Review HR and recruitment procedures
and policies to ensure there are no
barriers to Aboriginal and Torres Strait
Islander employees and future applicants
participating in our workplace.
3. Provide opportunities
for Aboriginal and
Torres Strait Islander
staff to engage
with their culture
and communities
by celebrating
NAIDOC week.
4. Investigate
opportunities
to incorporate
Aboriginal and
Torres Strait
Islander supplier
diversity within
our organisation.
Project Officer February 2016 > > Investigate Supply Nation membership.
Project Officer,
Asset Coordinator
Employer
Relationship
Manager
Employer
Relationship
Manager
Regional
Manager, Area
Manager
October 2016 > > Review procurement policies and procedures
to identify barriers to Aboriginal and Torres Strait
Islander businesses to supply our organisation
with goods and services.
November
2016
December
2016
> > Develop and communicate to staff a list
of Aboriginal and Torres Strait Islander
businesses that can be used to procure
goods and services.
> > Develop one commercial relationship
with an Aboriginal and/or Torres Strait Islander
owned business.
> > Investigate opportunities to partner with
Indigenous Chamber of Commerce.
July 2016 > > Develop strategies in partnership with First
Australian Peoples, organisations and local
Elders to encourage local employers to
commit to employing more Aboriginal and
Torres Strait Islander peoples.
December
2016
> > Consult with Aboriginal and Torres Strait Islander
clients to identify areas of improvement to
improve programs and services for Aboriginal
and Torres Strait Islanders clients.
2. Implement support
mechanisms to ensure
success for Aboriginal
and Torres Strait
Islander employees.
HR Business
Partner
People and
Culture Manager
December
2017
> > Develop an Aboriginal and Torres Strait
Islander job interview guidelines, to ensure
panelists have an understanding of how
to overcome any potential cultural barriers
during the interview process.
February 2016 > > Develop a cultural leave policy, to ensure
that Aboriginal and Torres Strait Islander
staff have access to cultural and
ceremonial leave.
December
2016
> > Provide opportunities for First
Australian employees to participate
in a mentoring program.
Regional
Manager, Area
Manager
Area Manager,
Recruitment
Consultant
General Manager
Employment
Services, General
Manager SST
December
2016
> > Develop culturally appropriate resources to
support clients to sustain employment.
June 2016 > > Consult with successful First Australian clients
to identify areas of improvement to improve
programs and services for Aboriginal and
Torres Strait Islanders clients.
July 2016 > > Develop educational programs to
promote positive capacity building.
Eg. Financial management.
HR Business
Partner, RAP
Project Officer
December
2016,
December
2017
> > Consult with existing Aboriginal and Torres
Strait Islander staff to identify and address
cultural barriers in the workplace
Employer
Relationship
Manager
Work for the
Dole Regional
Manager
December
2017
December
2017
> > Collaborate with employers to develop work
ready programs for Aboriginal and Torres
Strait Islander job seekers.
> > Continue to provide innovative Work for
the Dole opportunities to develop skills and
increase morale in partnership Aboriginal
and Torres Strait Islander clients.
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Artist profile
Judy Kennedy-Baxter was born in Robinvale in
northwest Victoria is a descendant of the Murray
River people, the Tatti Tatti tribe. Judy has lived
in East Gippsland for about 33 years with her
husband, a local Gunai man, five children and 10
grandchildren. Her totem is the pelican, Badanal.
Judy’s inspirations come from her siblings and
parents and her paintings are always stories about
her family and ancestors using native animals. The
pelican represents Judy, her mother, her sister and
her grandmother. The goanna represents her
brothers and her grandfather. The Murray Cod
represents her grandmother’s family. Painting
stories about her grandparents and her mother has
kept Judy’s connection with the area stronger and
allowed her to learn more about Aboriginal history.
RAP Contact
Taryn Hodge
Project Officer
Phone 02 6923 9258
Email tarynhodge@sureway.com.au
www.sureway.com.au