Aboriginal & Torres Strait Islander

Discover better ways to attract more Aboriginal and Torres Strait Islander applicants.

Show leadership commitment

Aboriginal and Torres Strait Islander peoples need to see that the leadership in your organisation is committed to creating a workplace that welcomes and supports them.

Encourage your leaders to build connections, support Indigenous cultural activities and participate in specialised cultural awareness training. One of the best ways to boost the number of applications from Aboriginal and Torres Strait Islander peoples is to demonstrate that your leadership team has a strong awareness and understanding of their needs and culture.

Commit to reconciliation

There are a number of ways that your organisation can demonstrate its commitment to reconciliation. developing your own Reconciliation Action Plan (RAP) is one way that your organisation can support reconciliation. It takes serious thought and real dedication, but it can give your organisation a strong framework for improving cultural safety and increasing meaningful career opportunities for Aboriginal and Torres Strait Islander employees in your workplace.

Create a culturally safe workplace

A culturally safe workplace is one with a clear set of values, policies and structures that create an environment where Aboriginal and Torres Strait Islander employees feel supported and respected. It’s the kind of place we’d all like to work – an environment where all employees, regardless of their backgrounds, feel safe and can work together effectively.

Find smarter ways for your organisation to recruit more Aboriginal and Torres Strait Islander peoples.

Create application processes that encourages Aboriginal and Torres Strait Islander peoples to apply

Your application process is the first step in demonstrating your commitment to a diverse workplace. So be inclusive. Make it clear that you want Aboriginal and Torres Strait Islander peoples to apply. Use plain, inclusive language and be sure to be aware of any unconscious bias that may deter an Aboriginal & Torres Strait Islander person from applying.

Develop an inclusive interviewing process

Aboriginal and Torres Strait Islander applicants may come across as being reserved or shy in an interview situation. Being mindful of this is important. Providing cultural training for your interview panel can help make sure that your interview process is inclusive and provides Aboriginal and Torres Strait Islander applicants with a positive interview experience.. The inclusion of an Aboriginal and Torres Strait Islander person on your interview panel is a good idea too.

Create culturally sensitive onboarding

Culturally sensitive policies and processes can help make sure that new Aboriginal and Torres Strait Islander employees feel welcome and supported in your workplace. Let them know their contributions are important. Show them where to get help if they need it. Make sure they understand that your door is always open.

Thoughtful onboarding can also provide a great opportunity to demonstrate that your organisation has a diverse and inclusive culture too.

Like all employees, Aboriginal and Torres Strait Islander employees are more likely to stay in a workplace where they feel valued and respected. That’s why it’s important to take steps to ensure a supportive and inclusive workplace culture and that acknowledges, and is sensitive to, Indigenous culture.

It’s equally important to review your organisation’s policies and processes to make sure they provide opportunities for Aboriginal and Torres Strait Islander employees to contribute their ideas, learn new skills and advance in the workplace.

Promote high-profile champions

Creating employment policies that reflect Aboriginal and Torres Strait Islander perspectives and values, empowers Aboriginal and Torres Strait Islander employees to achieve success in your workplace.

Look for ways to champion successful Aboriginal and Torres Strait Islander employees at all levels of your organisation, including at the executive level. These simple steps can inspire other Aboriginal and Torres Strait Islander employees and demonstrate that your organisation genuinely values diversity.

Provide meaningful support

Support for Aboriginal and Torres Strait Islander employees needs to be practical and meaningful to work effectively. An example of clearly focused strategies can help you make that happen and benefit your entire workplace:

• Implementation of cultural competency training
• Establishing an employee resource groups
• Providing formal and on-the-job training and encouraging further education and training
• Promote clear advancement pathways for employees, especially Aboriginal and Torres Strait Islander peoples

Embrace flexibility

Aboriginal & Torres Strait Islander employees can face some unique challenges in the workplace, particularly around balancing work and family obligations and observing culturally important times and events.

By allowing the flexible working arrangements to be negotiated, you can provide a practical and effective way to accommodate the needs of both the employee and the organisation. But to work best for everyone, your organisation needs to create policies that enable greater workplace flexibility.

Investing in Aboriginal and Torres Strait Islander employees is an investment that pays off in many ways. Create tangible pathways for career development and they will grow. These pathways give them the confidence they need to bring a wealth of new ideas and fresh perspectives to the workplace.

When Aboriginal and Torres Strait Islander employees are promoted to leadership positions, it also encourages others from underrepresented groups to follow in their footsteps. In turn, this helps build a more diverse and inclusive culture for the entire organisation.

Mentor Aboriginal and Torres Strait Islander employees

Growing future Aboriginal and Torres Strait Islander leaders in your organisation starts with mentoring. For Aboriginal and Torres Strait Islander employees to feel genuinely confident in their abilities, they need to be mentored by someone who understands and respects their culture and the challenges that they face as Aboriginal and Torres Strait Islander people.

As you might expect, organisations that encourage culturally appropriate mentoring are more likely to retain their Aboriginal and Torres Strait Islanders employees and help them develop into future leaders.

Set achievable targets

Promoting Aboriginal and Torres Strait Islander employees throughout your organisation takes more than just time. It also means setting targets for advancement and implementing plans to ensure those targets are met.

Clear and achievable advancement targets enable your organisation to monitor performance and make adjustments when required to ensure Aboriginal and Torres Strait Islander employees can confidently progress at all levels of the organisation. These targets also demonstrate that your organisation is committed to the advancement of employees from underrepresented groups.

Build pathways to promotion

Creating a welcoming workplace for Aboriginal and Torres Strait Islanders can create a strong competitive advantage for your organisation. Retaining and promoting Aboriginal and Torres Strait Islander employees takes that advantage to a new level.

How can this be achieved? By creating clear pathways to promotion and Implementing strategies to help Aboriginal and Torres Strait Islander employees advance their careers resulting in employee growth while building strong ties to your organisation.