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Innovate Reconciliation Action Plan for the years February 2017 – January 2019

*Please note all actions and deliverables highlighted in blue are minimum elements of an Innovate RAP and must be included in order for our RAP to be endorsed by Reconciliation Australia

RelationshipsSharing Aboriginal and Torres Strait Islander peoples’ culture is important to enhance culturally appropriate heath care delivery resulting in improved health outcomes. Acknowledging cultural diversity and responsibilities builds relationships of trust through effective communication. This trust will increase engagement between our organisation and our stakeholders, encouraging mutual learning where we can share in creating the future directions of GP Synergy.

Action Deliverable Timeline Responsibility

1. *Aboriginal Torres Strait Islander Cultural Education Unit actively monitors RAP development and implementation of actions, tracking progress and reporting by liaising with and supporting relevant GP Synergy unit delegates who are responsible for action outcomes.

a. Aboriginal Torres Strait Islander Cultural Education Unit oversees the development, endorsement and launch of the RAP.

b. Ensure Aboriginal and Torres Strait Islander peoples are represented in the Aboriginal Torres Strait Islander Cultural Education Unit

c. Aboriginal Torres Strait Islander Cultural Education Unit meets at least twice per year to monitor and review RAP implementation, by consulting an established Terms of Reference

d. Ensure adequate resourcing of the Aboriginal Torres Strait Islander Cultural Education Unit to oversee RAP implementation

e. Ensure GP Synergy Aboriginal and Torres Strait Islander Health Training Committee input to Aboriginal Torres Strait

a. March 2017b. Annuallyc. Annually:

February, May, August & November

d. March 2017e. Quarterly:

February, May, August & November

f. March 2017

a. CEOb. CEOc. RAP Project

Officerd. CEOe. CEOf. Board

1Final Consultation 20/12/16

INNOVATE

Islander Cultural Education Unit to provide cultural advice and guidance

f. Seek to appoint RAP champion(s) from senior management/Board

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

a. Organise at least one internal event for NRW each yearb. Register our NRW event via Reconciliation Australia’s NRW

website.c. Support or host an external NRW event by partnering with

Aboriginal Torres Strait Islander community organisationsd. Ensure our Aboriginal Torres Strait Islander Cultural

Education Unit staff participate in an external event to recognise and celebrate NRW.

e. Encourage all staff including senior leaders to attend a NRW event during work hours to help build relationships with Aboriginal community members

27 May- 3 June, annually

a. Events Management

b. Events Management

c. Events Management

d. CEO e. CEO/Human

Resources

3. Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes

a. Meet with local Aboriginal and Torres Strait Islander organisations to implement an engagement plan for the future including Primary Healthcare Networks, Local Health Districts, NSW Health Education and Training Institute and Aboriginal Health Services and corporation groups

b. Develop and maintain our long term relationships with Aboriginal Health Services and corporations and create new links with potential GP training services based on guiding principles for engagement

c. Continue to support the AHRMC RTO Project Officer role helping to develop important programs and initiatives to support Aboriginal health training in the AGPT program.

d. Begin to implement our developed Cultural Resource kits across participating Aboriginal Health Services and corporations plus at GP Registrar & Medical Educator training opportunities

e. Develop a database of available Aboriginal and Torres Strait Islander stakeholders and organisations that can assist us with our RAP initiatives e.g. local performers/ Elders/ artists/

a. Biannually b. Biannuallyc. February 2017d. March 2017e. July 2017f. July 2017g. December 2017h. Annuallyi. July 2017j. February 2017

a. Aboriginal Torres Strait Islander Cultural Education Unit Manager

b. Practice Liaison Support Officers

c. Aboriginal Torres Strait Islander Cultural Education Unit Manager

d. Director of Education and Training

e. Aboriginal Torres Strait Islander


cultural health educators /caterers /cultural centres/ National Parks and Wildlife

f. Engage with NSW /ACT Aboriginal Health Services and corporations to create a state network of practice managers as a peer networking exercise to enhance develop and support GP registrar training at these services

g. Create and market hard and soft resources to promote GP registrar training and NSW/ACT Aboriginal Health Services and corporations as Aboriginal health training posts

h. Provision of Medicare and practice incentive programs training aimed at GP Registrars at Aboriginal Health Training Facilities

i. Continue to facilitate and administer the GP Registrar Salary Support Program for registrars undertaking placements in Aboriginal and Torres Strait Islander Health Services within the limitations of funding while providing ongoing advocacy for increasing funding and supporting longer GP Registrar placement to ensure training program success through continuity of care

j. Continue to provide funding to General Practice Training teaching for term 3 GP Registrars at all Aboriginal Health Training Facilities

Cultural Education Unit administration

f. Practice Liaison Support Officers

g. Marketing and Communications Manager

h. CEOi. CEOj. CEO

4. Raise internal and external awareness of our RAP to promote reconciliation across our business and sector

a. Implement and review a strategy to communicate our RAP to all internal and external stakeholders through GP Synergy’s regular GP Training update newsletters, Staff meetings and a link to our RAP from our website where RAP activity updates and celebrations are posted.

b. Promote reconciliation through ongoing active engagement with all stakeholders at national and internal event opportunities

c. Share our RAP with other organisations and services where GP training takes place, including mainstream General Practices

d. Promote our RAP on our learning platform GPrimee. Explore opportunities to support the Recognise campaign.

a. March, Annuallyb. August, Annuallyc. March annuallyd. May 2017e. March, annuallyf. Annually

a. Marketing and Communications Manager

b. Marketing Coordinator

c. Communications Manager

d. Chief Information Officer

e. Marketing and Communication’s Manager

f. Senior


f. Support Reconciliation Australia and the NSW Reconciliation council by attending their events where appropriate

Management Team

RespectGP Synergy is committed to effective partnerships that encourage culturally appropriate health care delivery. Increasing the cultural competency of the organisation ensures we share the responsibility of increasing quality of life and longer life expectancy of Aboriginal and Torres Strait Islander peoples. Respect underlies our partnerships by engendering rapport between our staff, GPs and Aboriginal and Torres Strait Islander peoples.


6. Engage employees in cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements

a. Develop and implement a cultural awareness and safety training strategy for our staff which defines cultural learning needs of employees in all areas of our business including information around working in Aboriginal health contexts; introduction to Aboriginal health (cultural, social, political); communication; prevention, health checks, chronic disease; primary healthcare; leadership in Aboriginal health and social determinants of health

b. Consider various ways cultural learning and ongoing support can be provided (online, face to face workshops or cultural immersion).

c. Investigate opportunities to work with local Traditional Owners and/or Aboriginal and Torres Strait Islander consultants to develop and deliver cultural awareness training and immersion opportunities

d. Provide opportunities for Aboriginal and Torres Strait Islander Health Committee members, RAP champions, HR managers and other key leadership staff to participate in cultural training and increase understanding of managing Aboriginal and Torres Strait Islander peoples and/or staff

e. Develop GP Synergy resources with Aboriginal and Torres Strait Islander cultural information to encourage staff to continue to develop their own cultural learning outside of formal cultural education programs e.g. texts, DVDs and art

a. October 2017b. July 2017c. July 2018d. June 2018e. July 2018f. July 2017g. July 2017

a. Director of Education and Training

b. Director of Education and Training

c. Director of Education and Training

d. CEO e. Director of

Education and Training

f. Human Resources Manager

g. Human Resources Manager


f. Direct all staff to our RAP as part of their inductiong. Encourage all staff to visit the Reconciliation Australia “Share

Our Pride” cultural learning module and to include this with the induction package for new staff

7. 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

a. Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Country.

b. Communicate to employees the meaning and significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country

c. Develop a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships.

d. Invite a Traditional Owner to provide Welcome to Country at significant events including regional registrar, supervisor and practice manager workshops

e. Include Acknowledgement of Country at the commencement of important internal and external meetings.

f. Support staff to recognise the significance of taking time to build trust when developing organisational links with Aboriginal community and health services

a. February 2017b. April 2017c. July 2017d. February 2017e. August 2017

a. Communications Manager

b. Aboriginal Torres Strait Islander Cultural Education Unit Manager

c. Aboriginal Torres Strait Islander Cultural Education Unit Manager

d. Directors or Education and Training

e. CEOf. Chief Operations

Officer

8. Provide opportunities for Aboriginal and Torres Strait Islander staff to engage with their culture and communities by celebrating National Aboriginal and Islander Day Observance Committee (NAIDOC) Week

Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate with their cultures and communities during NAIDOC Week celebrations of history, culture and achievements.

First week of July, annually

CEO & Human Resources Manager

9. Celebrate and participate in NAIDOC Week

a. Review HR policies and procedures to ensure there are no barriers to staff participating in a NAIDOC Week event during

July 2017 and annually

a. Human Resources


work hours.b. Encourage staff and senior management to acknowledge

NAIDOC week and its importance by participating in external events such as a local celebration march or health promotion day

c. Support an external NAIDOC Week community event such as local NAIDOC week ball, sporting event or art exhibition

Managerb. Communications

Managerc. Events Manager

10. Create a culturally safe and welcoming environment for Aboriginal and Torres Strait Islander peoples and community

a. Display the Aboriginal and Torres Strait Islander flags at the reception at each GP Synergy office

b. Source an Aboriginal Australian language areas map to display at each GP Synergy office

c. Display an acknowledgement of Country and Welcome in each GP Synergy office or on office buildings

d. Include an acknowledgement of Traditional Owners in GP Synergy email signature blocks

e. Ensure Aboriginal and Torres Strait Islander cultures are represented by considering the inclusion of appropriately acknowledged art in offices, on letter heads, brochures, logo, uniforms and promotional merchandising

f. Provide education to staff and registrars regarding the purpose and advantages of Aboriginal Health Services and Community Controlled Health services

g. Once endorsed, a GP Synergy RAP placard will be placed at each GP Synergy facility

a. February 2017b. March 2017c. September

2017d. February 2017e. November

2018f. December

2017g. October 2017

a. Education and Administration Services staff

b. Education and Administration services staff

c. Chief Operations Officer

d. Chief Information Officer

e. Marketing and Communications Manager

f. Director of Education and Training

g. Chief Operations Officer

11. Celebrate and recognise significant dates for Australia’s Aboriginal and Torres Strait Islander peoples

a. Develop a calendar in Outlook with Aboriginal and Torres Strait Islander peoples’ dates of significance and inform staff of significant dates to raise awareness of upcoming events

b. Encourage staff to participate in community events or reflection on significant dates such as National Sorry Day, National Close the Gap Day, 1967 Referendum anniversary,

a. April 2017b. March 2017

Marketing and Communications Manager


Mabo day, NAIDOC week and National Reconciliation Week

OpportunitiesEngaging with the Aboriginal and Torres Strait Islander health sector creates sustainability, improves GP Synergy’s standing within the community and builds our commitment to reconciliation. With improved mutual understanding and cultural sensitivity our training GPs can be provided with great exposure to a wide variety of learning opportunities whilst being proactive in helping to Close the Gap in health disparities.


12. Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within our workplace

a. Develop and implement an Aboriginal and Torres Strait Islander Employment and retention strategy which includes professional development for Aboriginal and Torres Strait Islander staff

b. Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, including professional development.

c. Advertise all vacancies in Aboriginal and Torres Strait Islander media.

d. Collect information on our current Aboriginal and Torres Strait Islander staff to inform future employment opportunities.

e. 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 at all levels of the organisation

f. Educate all staff on HR commitments relating to cultural and ceremonial leave to ensure organisational wide understanding of the importance of community and family responsibilities for Aboriginal and Torres Strait Islander staff such as Sorry Business

a. June 2018b. January 2018c. January 2018d. June 2017e. January 2018f. December 2017

a. Human Resources Manager

b. Human Resources Manager

c. Human Resources Manager

d. Human Resources Manager

e. Human Resources Manager


13. Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation

a. Review procurement policies and procedures to identify barriers to Aboriginal and Torres Strait Islander businesses to supply our organisation with goods and services.

a. February 2018b. February 2018c. March 2018

a. Chief Operations Officer

b. Education and


b. Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services for the delivery of our programs e.g. catering, entertainment, design, merchandising

c. Develop one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business.

d. Investigate Supply Nation membership: The leading directory of Indigenous businesses for procurement teams

d. March 2018 Administration Services staff

c. Chief Operations Officer

d. Chief Operations Officer

14. Cultural health mentors support a. Create and facilitate a network of regional cultural health mentors from NSW/ACT Aboriginal Health Services and corporations for peer support

b. Provide and develop resources to enhance mentoring in NSW/ACT Aboriginal Health Services and corporations

c. Expose and increase understanding of GP registrars around working in Aboriginal health contexts

d. Engage with site visits to Aboriginal Health Services and corporations to provide sessions around cultural mentoring

e. Develop mentoring agreement/plan for GP registrars and cultural health mentors

f. Develop a peer network calendar of events for cultural health mentors

g. Investigate creating a scholarship targeting Aboriginal and Torres Strait Islander students of health through partner university facilities

h. Identify one Cultural Health mentor at each accredited Aboriginal Health Training Facility

i. Support flexibility in how cultural heath mentors can be employed

j. Support Cultural Health Educators and mentors to attend and present as expert facilitators at the annual national GP training convention

a. April 2017b. December

2017c. February 2018

and Annuallyd. Quarterly

February, May, August, November

e. June 2018f. July 2017g. July 2018h. July 2018i. March 2018j. Annually

August

a. Aboriginal and Torres Strait Islander Health Training Committee

b. Cultural Education Unit Manager


d. Cultural Education Unit Manger

e. Director of Education and Training

f. Aboriginal and Torres Strait Islander Health Training Committee

g. Chief Operations Officer

h. Aboriginal and Torres Strait


Islander Health Training Committee

i. Human Resources Manager

j. CEO15. GP Synergy Cultural health educator

support Employment of a minimum of one Cultural health educator

and Cultural Mentor per GP Synergy training regionJUNE 2017 CEO and Human

Resources

16. Continue to implement the objectives included in the GP Synergy 2016 Strategic Plan for Aboriginal and Torres Strait Islander Heath

a. Continue support of telehealth videoconferencing systems and infrastructure at relevant GP training practices

b. Continue to support the GP Synergy Diploma in Practice Management for Aboriginal Medical Services project

a. April 2017b. March 2017


b. CEO and Board

17. Development of GP supervisors and Registrars networks for doctors working at Aboriginal Health Services and corporations

Undertake a consultative process to determine the relevance of these networks provide resourcing

June 2017 Supervisor and Registrar Liaison Officers

18. Explore opportunities to increase and support Aboriginal and Torres Strait Islander representation in management or governance roles.

a. Scope the potential to recruit new Board members who identify as Aboriginal and Torres Strait Islander persons

b. Promote Board vacancies to appropriate Aboriginal and Torres Strait Islander stakeholder groups

c. Offer governance training for CEOs of all Aboriginal Health Training Facilities

a. June 2017b. Annuallyc. January 2017

Board and Human Resources

19. Support of the Indigenous GP Registrar Network (IGPRN)

a. Support recruitment and selection of Aboriginal and Torres Strait Islander registrars

b. Identify Aboriginal and Torres Strait Islander GP Registrars and Fellows and offer professional mentorship by allocating Medical Educator and Cultural health educator support

c. Explore partnership opportunities to encourage and support Aboriginal and Torres Strait Islander students to pursue a career as a general practitioner.

a. Annuallyb. March 2017c. December 2017

Director of Education and Training


20. Support Aboriginal and Torres Strait Islander workforce

Support Aboriginal and Torres Strait Islander Medical Educators and Supervisors to attend Australian Indigenous Doctors Association (AIDA) national peer support network

AnnuallyNovember

CEO / Board

21. Provide and promote GP training opportunities for aspiring Aboriginal and Torres Strait Islander medical practitioners.

a. Incorporate the Aboriginal and Torres Strait Islander Health RACGP/ACCRM curriculum into all GP Synergy educational events by increasing culturally safe content of Aboriginal and Torres Strait Islander Health and Culture in educational release days and residential workshops

b. Provide information at GP Registrar training events on the benefits and support available when working in an Aboriginal and Torres Strait Islander health training facility

Annually, February & August

Director of Education and Training

22. Increase access to culturally safe medical practitioners for Aboriginal and Torres Strait Islander peoples.

a. Capture registrar interest in Aboriginal and Torres Strait Islander health at enrolment intake and during training

b. Identify Medical Educators who have expertise and passion for Aboriginal and Torres Strait Islander health who will provide input to education program and represent GP Synergy at state and national level

c. Incorporate traditional medicines and practices within GP training to raise awareness of patients’ belief systems and their relevance to health care

d. Support workforce sustainability at Aboriginal and Torres Strait Islander health training facilities by advocating for placement of experienced registrars.

e. Increase the number of accredited Aboriginal and Torres Strait Islander health training facilities available for GP registrar training to produce more culturally safe medical practitioners

f. Ensure Cultural health educators and Mentors are involved in the design and delivery of training and assessment in Aboriginal and Torres Strait Islander health training

g. Ensure social determinants of health are considered throughout provision of the GP registrar training program

Annually, February & August


b. Director of Education and Training


d. Director of Education and Training

e. Practice Liaison Support Officers


g. Director of Education and Training


Tracking progress and reportingAction Deliverable Timeline Responsibility

23. Report RAP achievements, challenges and learnings to Reconciliation Australia

a. Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually.

b. Investigate participating in the RAP Barometer.c. Define available resourcing for our RAP

(Budget/people/time)

a. 30 September, annually

b. Biennialc. March 2017

a. Quality, Safety and Compliance manager

b. Quality, Safety and Compliance manager

c. CEO

24. Report RAP achievements, challenges and learnings internally and externally a. Senior Management, CEO Board to set in place a GANTT

chart for action and review of actionsb. Publically report and celebrate our RAP achievements,

challenges and learnings.

a. March 2017b. Quarterly

March, June, September, December.

Senior Management and Marketing and Communications Manager

25. Review, refresh and update RAPa. Ensure input and feedback is sought from all staff and

stakeholders by circulating the RAP during review and evaluation stages

b. Review, refresh and update RAP based on learnings, challenges and achievements.

c. Send draft RAP to Reconciliation Australia for formal feedback and endorsement.

June 2018 a. Marketing and Communications Manager

b. Boardc. RAP Project

Officer

Contact details for feedbackName: Liz Degotardi: RAP Project Officer or Darren Green: Aboriginal Torres Strait Islander Cultural Education Unit ManagerPhone: 1300 477 963Email: [email protected]; [email protected]


mailto:[email protected]

mailto:[email protected]

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