dubbo city council aboriginal employment strategy 2015-2017

www.dubbo.nsw.gov.au

Organisational Services – Human Resources

Aboriginal Employment Strategy 2015 – 2017

© Dubbo City Council page 3

Aboriginal Employment Strategy

The Dubbo Aboriginal Community ................................................................................................... 5

Overview ............................................................................................................................................................. 5

1. Promote mutual respect and understanding for all individuals irrespective of culture and background within Dubbo City Council ........................ 7

2. Increase the number of Aboriginal people seeking employment with Dubbo City Council ..................................................................................................................................................9

3. Increase the representation of Aboriginal employees so Dubbo City Council’s workforce is representative of our community ................... 11

4. Support and retain Aboriginal employees ..............................................................................13

5. Enhance career pathways for Aboriginal employees ........................................................ 15

Contents

“DUBBO” was taken from the Aboriginal word meaning “Red Earth” which refers to the red ochre used as body paint.



page 5© Dubbo City Council

Dubbo is a thriving and vibrant regional centre and is one of NSW largest inland cities. Since becoming a village in 1849, Dubbo’s population now exceeds 38,000. Dubbo has a large Aboriginal community with 2011 Australian Bureau of Statistics survey data indicating an Aboriginal population of 4,851, this represents 12.8% of the Dubbo Local Government Area1.

Dubbo (Dhubu) was taken from the Aboriginal word meaning “red earth” which refers to the red ochre used as body paint. The Traditional Custodians of Dubbo and the surrounding areas, the peoples within the Wiradjuri Nation, are the descendants of the traditional people of the eight clan groups being Mun-ga, Mur-ga, Tubboga or Tubba–Gah, Warree-ga, Burrabadeen, Bungilgambil and Dundullamal. The Wiradjuri people were known as the people of the three rivers: the Wambuul (now known as the Macquarie River), the Kalari (now known as the Lachlan River) and the Murrumbidjeri (the Murrumbidgee River). Wiradjuri Country is the largest Nation in NSW.

Overview Dubbo City Council (Council) recognises unemployment disadvantages faced by Aboriginal people, with unemployment rates being significantly higher for Aboriginal people. Dubbo’s current overall unemployment rate is 4.8%2 compared to 18.5% unemployment for Dubbo’s Aboriginal population1.

The aim of Council’s Aboriginal Employment Strategy is to ensure Council’s workforce demographics match that of the Dubbo Community. This will increase employment and economic benefits to local Aboriginal people, helping to improve the life of individuals, their whole family and community.

Council has created a plan that is holistic in its approach, comprising of 5 key objectives. These objectives aim for the representation of Aboriginal employees at Council to match that of our community, as well as increase the number of Aboriginal people seeking employment with Council, whilst supporting Aboriginal employees to remain in the workforce and progress their careers.

These five objectives are:

1. Promote mutual respect and understanding for all individuals irrespective of culture and background within Dubbo City Council.

2. Increase the number of Aboriginal people seeking employment with Dubbo City Council.

3. Increase the representation of Aboriginal employees so Dubbo City Council’s workforce is representative of our community.

4. Support and retain Aboriginal employees.

5. Enhance career pathways for Aboriginal employees.

Council’s Aboriginal Employment Strategy is connected to the Workforce Management Strategy which is reviewed every four years and is set to be renewed in 2017. Therefore Council’s Aboriginal Employment Strategy will also need to be renewed in 2017 and subsequently every four years. As a result Council’s first Aboriginal Employment Strategy will be for the period of two years, 2015 – 2017.

1 Australian Bureau of Statistics 2011 Census of Population and Housing, Aboriginal and Torres Strait Islander People (Indigenous) Profile. 2 Dubbo Community Profile (REMPLAN), http://www.communityprofile.com.au/dubbo?lang=en-US

The Dubbo Aboriginal Community

Council aims to increase awareness and understanding of Aboriginal culture, fostering a workplace culture which is inclusive, supportive and respectful of all employees irrespective of culture or background.


Council understands that creating a culturally appropriate and supportive workplace is essential to a productive and harmonious work environment as well as attracting and retaining Aboriginal employees.

Council also recognises the benefits of a culturally diverse workplace including:

• Increased innovation through a broad range of perspectives, insights and personal experiences.

• Gaining a greater understanding of our community by having a workforce demographic representative of the community we service.

• Improved services to the Dubbo community through a greater understanding of the community and its needs.

Council aims to increase awareness and understanding of Aboriginal culture, fostering a workplace which is inclusive, supportive and respectful of all employees irrespective of culture or background. This will assist to attract, support and retain Aboriginal employees.

Actions for the term of this Aboriginal Employment Strategy• Identify key areas within the

organisation to receive cultural awareness training.

• Review and cost options for cultural awareness training to be delivered to Council employees in key areas.

• Develop a training plan for cultural awareness training to be delivered throughout Council in 2016.

• Explore options to include cultural awareness education into staff induction processes.


1. Promote mutual respect and understanding for all individuals irrespective of culture and background within Dubbo City Council

Council aims to increase its profile within the Aboriginal community, fostering positive mutually beneficial relationships to increase the number of Aboriginal people seeking employment.


Council aims to become an employer of choice within the Dubbo Community, including Dubbo’s Aboriginal Community. Being able to attract the best employees ensures that Council is able to be productive, maintain staff satisfaction and deliver services to the city of Dubbo that are of the highest standard.

Council recognises that nationally we have an ageing workforce as well as a growing demand for skilled workers. Therefore Council understands the need to attract, recruit and retain Aboriginal employees in order to maintain a sustainable workforce for the future. Data from 2011 Australian Bureau of Statics (ABS) indicates that Dubbo’s Aboriginal population is much younger than that of the non-Aboriginal population. Between the ages of 10 to 18 20% of Dubbo’s population is Aboriginal with this further increasing for ages 5 to 9 to 22%3. This is much higher than Dubbo’s total Aboriginal population of 12.8%.

Council aims to grow its profile within the Aboriginal community, fostering positive mutually beneficial relationships to increase the number of Aboriginal people seeking employment.

3 Australian Bureau of Statistics 2011 Census of Population and Housing, Aboriginal and Torres Strait Islander People (Indigenous) Profile.

Actions for the term of this Aboriginal Employment Strategy• Continue to participate in local career

information days, providing information to Aboriginal students about career opportunities at Council.

• Build partnerships with Registered Training Organisations and employment agencies to plan information sessions to be conducted with Aboriginal job seekers. This will include information on employment opportunities with Council as well as practical advice on how to apply for a career with Council.

• Explore options and costs for developing materials used to promote career opportunities at Council.

• Review options for measuring and tracking the number of Aboriginal identified applicants seeking and gaining employment with Council.


2. Increase the number of Aboriginal people seeking employment with Dubbo City Council

Increasing Aboriginal employment within Council will also assist in maintaining a sustainable workforce as well as enable Council to access a diverse range of skills, experience and local knowledge.


Council recognises that increasing the levels of Aboriginal employment is mutually beneficial to both the organisation and individuals. Employment is one way of addressing social and economic disadvantage. Employment helps individuals to build confidence and create a positive future for themselves and family members. Increasing Aboriginal employment within Council will also assist in maintaining a sustainable workforce as well as enable Council to access a diverse range of skills, experience and local knowledge.

Although Council intends to explore funding options for targeted positions including Aboriginal scholarships, Council’s aim has been to develop a holistic Aboriginal Employment Strategy. That being a plan focused on long term attraction, recruitment and retention. Council understands many factors contribute to increasing the level of Aboriginal employment therefore all 5 of the key objectives within this plan will play a role in assisting Council to achieve this objective.

Actions for the term of this Aboriginal Employment Strategy• Review Council’s Recruitment

and Selection policy to ensure recruitment practices are suitable and meet the needs of identified and targeted positions.

• Explore funding options for identified and targeted positions including Apprentices, Trainees and Cadets.

• Incorporate Aboriginal employment into Council’s proposed Apprentice, Trainee and Cadet program.

• Establish an annual review of the percentage of Aboriginal employees at Council, comparing it with the percentage of working age Aboriginal people in the Dubbo community.


3. Increase the representation of Aboriginal employees so Dubbo City Council’s workforce is representative of our community.

Council recognises that supporting Aboriginal employees early in their employment may give them the tools and support they need to remain in the workforce and complete any required training.


Council aims to retain talent within the organisation as well as support apprentices and trainees for the duration of their training.

Aboriginal employees are often required to deal with greater personal and cultural pressures than their non-Aboriginal colleagues. This will often place Aboriginal employees at risk of failing to complete training or leaving the workforce. Council recognises that supporting Aboriginal employees early in their employment may give them the tools and support they need to remain in the workforce and complete any required training.

Actions for the term of this Aboriginal Employment Strategy• Research options for

sourcing external mentors to support Aboriginal employees.

• Develop a framework for an internal Aboriginal mentoring program.

• Commence annual review of exit interviews completed by Aboriginal employees to obtain information as to why Aboriginal employees choose to exit the organisation.


4. Support and retain Aboriginal employees.

Council has the following vision for its workforce:“An engaged flexible and motivated workforce committed to delivering quality outcomes based on the communities’ identified objectives”.



Council has the following vision for its workforce:

“An engaged flexible and motivated workforce committed to delivering quality outcomes based on the communities’ identified objectives”.

Council is aware that to achieve this vision it must invest in its employees to equip staff with the skills and knowledge necessary to achieve the organisations objectives. Council recognises the many benefits of employee development, including reduced staff turnover, increased workplace productivity and employee motivation.

Council currently has a range of tertiary learning and development opportunities available for staff however understands that Aboriginal employees may be less likely to pursue these opportunities due to a range of factors. These factors may include lack of confidence as well as increased social and cultural pressures. This is reflected in the 2011 ABS census data which indicates that only 26% of Aboriginal and Torres Strait Islander people aged 15 and over have obtained a non-school qualification compared to 49% of non-Aboriginal people4.

4 Australian Bureau of Statistics, Census of Population and Housing: Characteristics of Aboriginal and Torres Strait Islander Australians 2011, http://www.abs.gov.au/ausstats/[email protected]/Lookup/2076.0main+features302011

Actions for the term of this Aboriginal Employment Strategy• Review options

for incorporating awareness of learning and development opportunities into Council’s framework for a mentoring program.

• Review ways in which apprentices and trainees can be supported once completing their training with Council. Where relevant incorporate this into Council’s Apprentice and Trainee program.

5. Enhance career pathways for Aboriginal employees.

Dubbo City Council (02) 6801 4000

dubbo city council aboriginal employment strategy 2015-2017

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