Respect – acknowledging, understanding and valuing people
Focus area: healthy workforce and leadership
| Action | Responsibility | Timeline | Measurable target |
|---|---|---|---|
| Develop orientation programs for staff that include cultural awareness training and acknowledgement of Aboriginal and Torres Strait Islander culture. | All divisions | 2010 | Target of 100% of staff having undertaken cultural awareness training. |
| Within 1 month of employees starting, 6 monthly for performance management | Cultural awareness is part of induction package and is included in the performance management process. | ||
| Biannually from 2008 | Employee satisfaction survey incorporated into biannual equity and diversity survey to gauge take-up of initiatives. | ||
| Biannually from 2010 | Report on survey feedback through Department of Health annual report. | ||
| Continue reform of industrial award conditions in support of Aboriginal and Torres Strait Islander employees by including cultural/ ceremonial leave provisions. | Health Industrial Relations Service | Review annually | Health Department award conditions continue to include cultural/ ceremonial leave. |
| Acknowledge traditional Aboriginal and Torres Strait Islander custodianship of the land at major functions and events. | All divisions | Ongoing | Acknowledge traditional owners at events and functions. |
| Fly Aboriginal and Torres Strait Islander flags. | Display or fly the Aboriginal and Torres Strait Islander flags with the Australian flag at departmental premises all year round. |
More information about our plan:
» Our commitment to reconciliation
» Relationships – working together to build a stronger future
» Opportunities – reducing inequalities in health, maximising health outcomes
» Tracking progress and reporting
» Background
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