Treasury
Innovate Reconciliation Action Plan
2019-2021
Acknowledgement of Country
The Treasury acknowledges the Traditional Owners of the land and pays its respects to their Elders both past and present.
Vision statement
Our vision is for meaningful engagement and understanding between Aboriginal and Torres Strait Islander peoples and the Treasury. We respect, value and celebrate the inclusion of Aboriginal and Torres Strait Islander peoples in society, in our engagement strategy and in our department.
Artwork acknowlegement
During NAIDOC Week 2018, Treasury employees participated in an Indigenous Art workshop run by Linda Huddleston and Lyn Talbot from the Burrunju Aboriginal Corporation in Canberra. The artwork symbolises the Treasury’s Reconciliation Journey, National Sorry Day and Treasury’s head office in Canberra.
Secretary's foreword
This action plan goes to the core of reconciliation with a strong focus on relationships, respect and opportunity. It provides Treasury with a clear path to advance reconciliation internally and in the communities in which we work. More importantly, the plan is a deliberate commitment — a call to our staff — to work and think differently.
We are the Australian Government’s leading economic policy adviser supporting and implementing policies for the good of the Australian people, consistent with achieving strong, sustainable economic growth and fiscal settings. It is incumbent on us to represent all 25 million Australians. We recognise the contribution Aboriginal and Torres Strait Islander peoples make across society and in the economy. A diverse and inclusive workforce — one that capitalises on the skills and talents of all members of the community — enhances economic growth.
We have given much thought to using our position as a central policy agency to create meaningful opportunities for Aboriginal and Torres Strait Islander peoples. These opportunities come in the form of increased engagement in policy solutions, increased employment opportunities and increased business opportunities. A key part of our plan involves investigating opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within the Treasury and the wider community. Treasury employs around 900 people and currently has approximately 1.2 per cent of our staff who identify as Aboriginal and Torres Strait Islanders.
This plan — Treasury’s fourth — is the culmination of many years work. Our first RAP was in 2008 and we continue to build on the success achieved and lessons learned from implementing successive RAPs. We have sought to sustain momentum on reconciliation in the face of a shifting operational environment and with deeper recognition of, and with more institutional support, we have been able to raise the profile of the RAP work within the Treasury.
I would like to acknowledge the 18-strong committee of Indigenous and non-Indigenous staff who steer our work. Whether it is employment strategy, communications, events and campaigns, secretariat or state offices representation in Sydney, Melbourne and Perth, each committee member makes a solid contribution.
I would also like to acknowledge Deputy Secretary, Ms Meghan Quinn — Treasury’s Indigenous Champion. Under Ms Quinn’s guidance, the committee has done an outstanding job in developing this plan and I am pleased to join with all Treasury staff in putting it into action. Australia’s Aboriginal and Torres Strait Islander communities represent the world’s longest continuing culture. It is a culture Treasury respects and we look forward to continuing to build our knowledge and understanding.
Philip Gaetjens
Secretary to the Treasury
Indigenous Champion's foreword
I lead Treasury’s Macroeconomic Group in monitoring and assessing economic conditions and prospects both in Australia and overseas. Our expertise involves understanding problems, removing barriers and encouraging innovation. We have taken a similar approach and mindset in putting together our Reconciliation Action Plan.
Our plan is both practical and strategic. It is specific to Treasury and our engagement with Aboriginal and Torres Strait Islander peoples. For example, we are committed to celebrating and participating in reconciliation through a series of Treasury events and networks.
Our plan is measurable. For example, we have set a goal that 25 per cent of Treasury staff will undertake cultural awareness training in the first year followed by at least 50 per cent in the second year.
Our plan is also achievable and realistic. We look forward to celebrating our successes large and small as each is symbolic. For example, Treasury now proudly flies the Australian flag and the Aboriginal and Torres Strait Islander flags at the entrances to our historic building.
Finally, our plan has discipline - we have allocated responsibility for each action item and we have set timelines to keep us on track.
I am delighted to introduce and champion this positive action plan.
Meghan Quinn
Treasury Indigenous Champion
Relationships
The Treasury understands that respectful and reciprocal relationships are a pre-requisite for success, and we aim to maintain and leverage mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes within the Treasury, and through the Treasury’s role in advising government.
| Action 1.1 - RAP committee is established to support the implementation and progression of the RAP including through engaging with leadership and management | ||
| Maintain Aboriginal and Torres Strait Islander peoples representation on the RAP committee and ensure that their views are incorporated into the committee’s deliberations | September 2020 | Lead: Indigenous Champion Supported by: Co-chairs RAP Committee, Manager of Organisational Capability |
| Ensure the RAP committee meets three times per year to monitor and report progress on the RAP implementation to other leadership and management groups (eg, Executive Committee, Inclusive Workplace Committee and Group Executive Meetings) | September 2020 | |
| The current RAP committee was established in March 2018. We will now review the RAP committee terms of reference which outline the committee’s role in developing, endorsing, launching and monitoring the RAP | September 2020 | |
| Action 1.2 - Celebrate and participate in National Reconciliation week events by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians | ||
| Host at least one internal event each year encouraging all staff to participate in addition to promoting external events through internal communications from the Indigenous Champion | May 2019, May 2020 |
Lead: Manager of Organisational Capability |
| Register the Treasury’s National Reconciliation Week Event(s) on Reconciliation Australia’s website each year | ||
| Identify, support and promote at least one external reconciliation event to all staff and encourage attendance | ||
| Plan and ensure RAP Committee participation in an external National Reconciliation Week event each year | ||
| Action 1.3 - Continue the department’s commitment to participate in the APSC JAWUN program | ||
| Participate in the APSC JAWUN program annually and scope opportunities for reverse secondment arrangements | November 2019, November 2020 |
Lead: Division Head People and Organisational Strategy Division |
| JAWUN participants are to formally share lessons learned about their experience to all staff and champion the program to future participants | May 2019, May 2020 |
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| JAWUN alumni are to be champions of the RAP to promote it in their teams, divisions or groups | November 2019, November 2020 |
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| Ensure a raising in cultural knowledge by increasing the number of Treasury opportunities to participate in the JAWUN secondment program | September 2020 | |
| Action 1.4 - Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support the Treasury’s policy work | ||
| Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement | September 2019 | Lead: Division Head Social
Policy Division Supported by: Division Head People and Organisational Strategy Division, Indigenous Champion, co-chairs RAP Committee |
| Ensure Aboriginal and Torres Strait Islander organisations and individuals are considered in stakeholder management plans at departmental, group and division level | September 2019 | |
| Develop and implement a ‘Friends of Treasury’ network of Aboriginal and Torres Strait Islander stakeholders with whom the Treasury can consult on particular policy and organisational matters | September 2019 | |
| Action 1.5 - Promote awareness of Aboriginal and Torres Strait Islander initiatives across the department | ||
| Create and support RAP Ambassadors across the Treasury, including within state offices, to encourage the inclusion of all parts of the organisation in National Reconciliation Week celebrations | May 2019, May 2020 |
Lead: Co-chairs
RAP Committee Supported by: Co-chairs RAP Committee |
| Develop a communication strategy to promote the RAP to internal and external stakeholders | February 2019 | |
| Communicate RAP committee agenda and members to all departmental staff through a variety of communication channels | September 2019 | |
| Action 1.6 - Raise internal and external awareness of the RAP to promote reconciliation across the department | ||
| Promote reconciliation including having RAP update presentations to the Inclusive Workplace Committee and General Executive meetings to become champions of the initiatives and promote to all staff | February 2019, June 2019, October 2019 February 2020, June 2020 |
Lead: Co-chairs RAP Committee Supported by: Indigenous Champion, Division Head People and Organisational Strategy Division, Manager Publishing and Design Team |
| Promote reconciliation through ongoing active engagement with stakeholders, including NAIDOC week, through a diverse range of internal events (seminars series, guest speakers, cultural experiences) and participation in external events | July 2019, July 2020 |
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Respect
The Treasury employees are encouraged to improve their understanding of, and respect for, Aboriginal and Torres Strait Islander cultures and protocols and bring this understanding to their policy work. We also create opportunities for employees to connect with their local community and celebrate important Aboriginal and Torres Strait Islander events such as National Reconciliation and NAIDOC weeks.
| Action 2.1 - Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements | ||
| In consultation with Indigenous advisers, develop a cultural learning strategy for the Treasury staff which will be reviewed and revised regularly to measure changes to attitudes and understanding of Aboriginal and Torres Strait Islander peoples | February 2020, February 2021 |
Lead: Manager of Organisational
Capability, Procurement
Manager Supported by: Division Head People and Organisational Strategy Division, co-chairs RAP Committee and Indigenous Champion |
| Ensure cultural awareness training, which includes blended learning options, is undertaken by at least 25 per cent of Treasury staff in the first year followed by at least 50 per cent in the second year. Attendance rates will be reported to business units and the Inclusive Workplace Committee annually (face to face cultural awareness training and eLearning refresher training) | December 2019, December 2020 |
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| Ensure cultural awareness training is undertaken by all managers of Aboriginal and Torres Strait Islander staff ensuring culturally competent supervisory practices are applied based on understanding, family, lore, cultural values, obligations, kinship systems and Aboriginal and Torres Strait Islander lifestyles. Evaluate the impact of the cultural awareness training | February 2019, February 2020 |
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| RAP Committee to communicate, encourage and promote the benefits of staff undertaking cultural awareness training | February 2019, February 2020 |
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| Consult with Supply Nation to identify Aboriginal and Torres Strait Islander providers for cultural awareness training | By November 2018 | |
| Investigate opportunities to work with Traditional Owners/Custodians and Aboriginal and Torres Strait Islander consultants to provide cultural awareness training | April 2019 | |
| Evaluate eLearning module for mandatory cultural awareness as a two yearly refresher training that reinforces the initial face to face delivery and embed this training into inclusive leadership training | February 2020 | |
| Review the process to ensure that secondee staff who transfer to Treasury complete the eLearning cultural awareness training as part of their on-boarding process | December 2019 | |
| Host quarterly policy seminar sessions on issues affecting Aboriginal and Torres Strait Islander peoples and explicitly add Aboriginal and Torres Strait Islander issues into all seminar discussion | February 2019, June 2019, October 2019, February 2020, June 2020 |
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| Work with the local Aboriginal and Torres Strait Islander communities to name some Treasury meeting rooms in local languages | June 2019 | |
| Ensure Aboriginal and Torres Strait Islander flags are displayed at all major departmental buildings | March 2019 | |
| Erect Acknowledgment of Country plaques in the foyers of the Treasury buildings and display our Aboriginal and Torres Strait art pieces in prominent locations within departmental buildings | May 2019 | |
| Action 2.2 - Build cultural capability of staff to understand direct and indirect implications of Treasury policy on Aboriginal and Torres Strait Islander peoples | ||
| Develop a framework to assist policy areas to ensure that policy and programs reflect, and are appropriate to, the needs of Aboriginal and Torres Strait Islander peoples. This includes embedding consultation with Aboriginal and Torres Strait Islander leaders and communities in the policy development process. This also includes reviewing and developing a strong mechanism to incorporate relevant Aboriginal and Torres Strait Islander issues into Cabinet Submissions and policy deliberations across the department | November 2019 | Lead: Division Head Social
Policy Division Supported by: Indigenous Champion and co-chairs RAP Committee |
| Establish at least annual leadership visits to Aboriginal and Torres Strait Islander communities and organisations (rural/remote and urban) to see first-hand examples of the impacts of government policy decisions on community, small business and families | December 2019 | |
| Action 2.3 - Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols such as Welcome to Country and Acknowledgment of Country to ensure there is shared meaning | ||
| Review participation in delivering an Acknowledgement of Country at the commencement of all appropriate internal and external meetings and events | June 2019, June 2020 |
Lead: Co-chairs RAP Committee Supported by: Manager of Organisational Capability, Manager Communications Team, Indigenous Champion |
| Review the staff use of an official signature block containing an Acknowledgement of Country | June 2019 | |
| Maintain and review a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships | August 2019, August 2020 |
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| Continue to invite Traditional Owners/Custodians to provide a Welcome to Country to at least one significant event each year including NAIDOC Week and Reconciliation Week | February 2019, February 2020 |
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| Action 2.4 - Provide opportunities for Aboriginal and Torres Strait Islander staff to engage with their cultures and communities by celebrating NAIDOC Week | ||
| Review the Intranet page links to significant cultural events information | January 2019, January 2020 |
Lead: Co-chairs RAP Committee Supported by: Manager of Organisational Capability, Indigenous Champion |
| Review Human Resource policies and procedures to ensure there are no barriers to staff participating in cultural events during NAIDOC week and at other events | May 2019, March 2020 |
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| Enable Aboriginal and Torres Strait Islander staff to participate in cultural and community activities during NAIDOC week | July 2019. July 2020 |
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| Promote and encourage staff participation in endorsed NAIDOC events and monitor attendance rates and report to Indigenous Champion and Inclusive Workplace Committee | July 2019, July 2020 |
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| Action 2.5 - Recognise and acknowledge Aboriginal and Torres Strait Islander staff achievements in the department by including specific awards for those employees | ||
| Develop awards framework for ongoing NAIDOC Awards ceremonies | July 2019 | Lead: Co-chairs RAP Committee Supported by: Division Head People and Organisational Strategy Division, Manager of Organisational Capability, Indigenous Champion |
| Host awards and publish news articles, case studies and staff testimonies | July 2020 | |
| Action 2.6 - Recognise and acknowledge staff in the department who have contributed to improved outcomes for Aboriginal and Torres Strait Islander peoples both within the department and through policy advice to government including those who have led and promoted reconciliation action within the department | ||
| Develop awards framework for ongoing NAIDOC Awards ceremonies | July 2019 | Lead: Indigenous Champion Supported by: Co-chairs RAP Committee, Division Head People and Organisational Strategy Division, Manager of Organisational Capability, Division Head Social Policy Division |
| Host awards and publish news articles, case studies and staff testimonies | July 2020 | |
Opportunities
The Treasury creates opportunities, promotes financial well-being, and enables sustainable growth for individuals, businesses and industry. We are committed to facilitating employment opportunities and enabling social and financial participation of Aboriginal and Torres Strait peoples as well as building the capacity of Aboriginal and Torres Strait Islander businesses. We are committed to ensuring that Aboriginal and Torres Strait Islander peoples are centrally involved in advocating policy.
| Action 3.1 - Provide opportunities for secondments from portfolio agencies and external organisations | ||
| Identify and scope employment opportunities or secondment opportunities for Aboriginal and Torres Strait Islander staff within Treasury | May 2019 | Lead: Manager of Organisational
Capability Supported by: Indigenous Champion, Manager Recruitment, Talent and Rewards Team, Division Head People and Organisational Strategy Division |
| Identify and scope options for secondments or other opportunities from other industries such as mining and remote community organisations | July 2019 | |
| Create relationships and collaborate with portfolio agencies and external organisations in relation to secondment opportunities | July 2019 | |
| Establish secondment opportunities in Canberra including from state based Aboriginal and Torres Strait Islander employees in portfolio agencies | December 2019 | |
| Action 3.2 - Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within the Treasury | ||
In consultation with our Aboriginal and Torres Strait Islander staff, develop and implement an Indigenous Employment Strategy which includes participation in Indigenous Employment Programs and includes a supporting marketing strategy
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March 2019 | Lead: Manager of Organisational
Capability Supported by: Executive Committee, co-chairs RAP Committee, Indigenous Champion |
| Use the data collected to identify means to engage with Aboriginal and Torres Strait Islander candidates suitable for Treasury opportunities to raise awareness of the role of Treasury and potential roles available | June 2019 | |
| Identify and implement a buddy system, mentoring program and Aboriginal and Torres Strait Islander Employee Network to support our Aboriginal and Torres Strait Islander employee cohort including cross-agency options | July 2019 | |
Through the development of an Indigenous Employment Strategy provide meaningful career development opportunities to Aboriginal and Torres Strait Islander employees
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July 2019 | |
| As part of the Indigenous Employment Strategy, establish relationships with Aboriginal and Torres Strait Islander study and career centres at universities and develop an employment strategy for graduate and internship opportunities within Treasury | July 2020 | |
| Achieve a target of three per cent Aboriginal and Torres Strait Islander staff representation through retaining existing and attracting new employees to Treasury | July 2020 | |
| Review recruitment procedures and Human Resource policies to reduce/or remove barriers to Aboriginal and Torres Strait Islander employees and future applicants actively participating in our workplace | July 2020 | |
| Collect current employment labour market statistics of Aboriginal and Torres Strait Islander staff to inform future employment opportunities and link with the APSC and the Indigenous Champions’ Network who are also looking at this issue | November 2019 | |
| Advertise Special Measures positions in Aboriginal and Torres Strait Islander media and report to the Inclusive Workplace Committee twice annually on recruitment results with a breakdown at the group level | January 2019, July 2019, January 2020, July 2020 |
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| Provide opportunities for Aboriginal and Torres Strait Islander staff to meet with influential Aboriginal and Torres Strait Islander leaders within the community including attending cross agency Aboriginal and Torres Strait Islander networking events | September 2020 | |
| Action 3.3 - Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation in accordance with the Commonwealth Indigenous Procurement Policy | ||
| Continue and review Supply Nation Membership | September 2020 | Lead: Manager Procurement
Team and co-chairs RAP Committee Supported by: RAP committee members and Procurement Team |
Raise awareness of the implemented procurement policies and procedures to encourage engagement with Aboriginal and Torres Strait Islander businesses through Supply Nation
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July 2020 | |
| Communicate and create awareness of current guidelines on using the Supply Nation services and the mandatory set-aside templates through inclusion in training programs and promotional materials (eg, in the lift foyers) | July 2020 | |
| Review and update procurement policies and procedures to ensure there are no barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses | July 2020 | |
| Develop at least one commercial relationship with an Aboriginal and Torres Strait Islander owned business by setting an aspiration to source services on an annual (or more frequent) basis | July 2020 | |
Governance, Tracking Progress and Reporting
| Action 4.1 - Report RAP achievements, challenges and learnings to Reconciliation Australia Report | ||
| Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually | September 2019, September 2020 |
Lead: Manager of Organisational
Capability Supported by: Co-chairs RAP Committee and Indigenous Champion |
| Investigate participating in the RAP Barometer | September 2019, September 2020 |
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| Include appropriate questions into internal staff surveys and then collect and collate the data for reporting to the Inclusive Workplace Committee and Reconciliation Australia to assess Treasury’s progress on the RAP journey | February 2019, February 2020 |
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| Action 4.2 - Report RAP achievements, challenges and learnings internally and externally | ||
Publicly report RAP achievements, challenges and learnings in the annual report on the department’s intranet page and through the Public Service Indigenous Champions’ Network
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July 2019, July 2020 |
Lead: Manager of Organisational
Capability Supported by: Co-chairs RAP Committee and Indigenous Champion |
| Create a RAP dashboard for RAP committee to use when reporting to the Executive Committee to track RAP action items and progress | July 2019 | |
| Publish RAP on the intranet, the external Treasury website and the Reconciliation Australia website | January 2019 | |
| Disseminate RAP across the public service through the Indigenous Champions’ Network | January 2019 | |
| Action 4.3 - Review, refresh and update RAP | ||
| Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements | August 2020 | Lead: Co-chairs RAP Committee Supported by: Manager of Organisational Capability, Indigenous Champion |
| Send draft RAP to Reconciliation Australia for formal review, feedback and endorsement | September 2020 | |
Treasury Innovate Reconciliation Action Plan 2019-2021 [