Legislative Assembly for the ACT: 2017 Week 08 Hansard (Thursday, 17 August 2017) . . Page.. 2994 ..
The Directorate, as part of the implementation of the Reconciliation: Keeping it Alive Reconciliation Action Plan has commenced developing a guide for all employees to have cultural integrity goals in either performance development plans or professional pathway plans for teachers and principals.
(4) The Directorate launched its Aboriginal and Torres Strait Islander Staff Mentoring program in April 2017. The program was developed in collaboration with the Directorate’s Aboriginal and Torres Strait Islander Staff Network.
(5) The Directorate does not have access to data on retention rates for Indigenous staff. The Directorate conducts an annual Our Mob Our Voices Aboriginal and Torres Strait Islander Staff Survey and the feedback and results of this annual survey provides the foundation for program development, focused on staff retention and development.
Chief Minister, Treasury and Economic Development Directorate—Aboriginal and Torres Strait Islander employment
(Question No 306)
Mr Milligan asked the Chief Minister, upon notice, on 9 June 2017:
(1) Within the Chief Minister, Treasury and Economic Development Directorate (a) what is the percentage of Aboriginal and Torres Strait Islander (ATSI) employees, (b) is the target for the Directorate being met; if not, why not and what efforts are being made to increase the number of ATSI employees to meet the required target, (c) what levels are ATSI employees typically employed at and (d) what is the highest public service level.
(2) What steps has the Directorate taken to educate and equip staff to be (a) more culturally aware of not just ATSI peoples, (b) more culturally aware of ethnically diverse groups in the ACT and (c) who runs the cultural programs, if any.
(3) What mentoring and leadership programs have been established in the Directorate that target current ATSI staff members and nurtures them to get the skills and experience to progress in public service careers.
(4) What is the retention rate of indigenous employees and what initiatives are aimed at retaining indigenous staff in the Directorate.
Mr Barr: The answer to the member’s question is as follows:
a) As at 17 May 2017, the percentage of Aboriginal and Torres Strait Islander employees who chose to identify as such on the payroll system was 1.1%.
b) No. The Directorate is implementing a range of initiatives contained within its Workforce Diversity Strategy to assist in increasing the number of Aboriginal and Torres Strait Islander employees including:
• encouraging and promoting the benefits associated with self-identification;
• investigation into the causes of staff not indentifying in the payroll system;