Reconciliation Plan 2016 2019

7/25/2019 Reconciliation Plan 2016 2019

1/41

Page 1of 41

City of Greater Bendigo

Reconciliation Plan 2016 - 2019

A commitment by the City of Greater Bendigo to advancing reconciliation


2/41

Page 2of 41

Acknowledgement of Country

We acknowledge that the City of Greater Bendigo is on DjaDja Wurrung and Taungurung Country whose ancestors andtheir descendants are the Traditional Owners of this Country.We acknowledge they have been custodians for manycenturies and continue to perform age old ceremonies ofcelebration, initiation and renewal. We acknowledge theirliving culture and their unique role in the life of thisregion.


3/41


4/41


5/41


6/41


7/41


8/41


9/41

Page 9of 41

3.3 Data collection

The City is committed to evidence based strategies to:

ensure the most efficient and effective use of resources;

and

measure change to contribute towards continual

improvements.

It is important for the City to understand the relationship Aboriginaland Torres Strait Islander residents currently have with the

organisation. In additional to dialogue with the RAP Reference

Group and the external members of the RAP Working Group, this

was achieved by undertaking a community survey which over 62

Aboriginal and Torres Strait Islander residents completed. Whilst

this is not a representative sample, it did provide an indicator.

Findings from this survey included:

Most respondents believed that there are low levels of

recognition of Aboriginal and Torres Strait Islander culture in

Greater Bendigo.

Most respondents were indifferent whether the City makes

decisions in their best interests.

43% believe there are barriers to accessing the

organisation.

The most common way of engagement is having a

conversation with a staff member.

Outcomes from this survey, including suggestions for increased

recognition and ways to improve the relationship, have been

considered in the development of the actions.

The other two forms of local data collection were internally focused

and examined the level reconciliation is embedded into the

organisation and attitudes of staff towards reconciliation.

To gain this information, an organisational audit developed from

best practice of other LGA RPs was undertaken. This was

completed by 100% of the Citys business units. The other form of

data collection was a staff survey to measures indicators of

knowledge and attitudes towards reconciliation. This was

completed by 386 staff, just over a third. Responses were from all

Directors and Business Units; therefore it can be considered a

representative sample. Following are some of the findings form the

audit and survey:

High levels of interest and value of reconciliation from staff:

84% believed that it was important to know about local

Aboriginal culture, and important to have a positive

relationship with Aboriginal and Torres Strait Islander

People.

Low levels of staff have completed Cultural awareness

training, including more specific relevant training, e.g., the

Indigenous Land Use Agreement.

Basic awareness about local Aboriginal culture is low, as are

interactions with Aboriginal and Torres Strait Islander

people.


10/41

Page 10of 41

There is inconsistency across the organisation of how

deeply reconciliation is embedded into the practices,

policies, agreements and protocols.

There are low levels of Aboriginal and Torres Strait Islander

recognition in the physical work environment, effective

community engagement strategies and representation on

decision making committees and groups.

Whilst there are positive intentions and interests, these are not

reflected in necessary practices, knowledge and structures.

The information gathered from the data collection not only informs

the actions in the RP but also provide a strong baseline to measure

the effectiveness of these actions.

3.4 Council Endorsement

The draft RAP was released for a seven week period of

consultation where feedback was sought from the community and

City staff. The feedback received was collated and analysed to

inform the final document that was endorsed by Council on June

29, 2016.


11/41

Page 11of 41

Action Plan

RESPECT

Respect for Aboriginal and Torres Strait Islander people, their culture, history, and experience, is fundamental to gaining a deeper cross cultural

understanding and developing equal and healthy relationships

# Objective Action ResponsibleManager

Partner Timeframe

Measureable targets

1 Increase therecognition of

Traditional Owners and

Aboriginal and Torres

Strait Islander peoples

in the municipality.

a. Integrate consideration of increasedrecognition of Traditional Owners in

municipal signage, including

Welcome to Country signage at key

municipal entry points, in the review

of relevant policies, budget and

other processes.

ManagerEngineering& PublicSpace

Major Projects

Executive Services

Dja Dja Wurrung ClansAboriginal Corporation

Taungurung ClansAboriginal Corporation

Years1,2,3

Relevant signagescheduled andbudgeted for.

b. Develop and implement protocols to

accompany the Citys Place Naming

Policy (8/10/2012),

i.e. Section 3.2 Procedure forNaming; B. Names are selectedusing the following criteria; culturalsignificance to the municipalitys

communities including the Dja DjaWurrung language group

ManagerInformationManagement

Major Projects

Statutory Planning

Parks & Natural Reserves

Communications & Media



Year 1 Guidelines developed,approved andpromoted across theCity.

c. Fly the Torres Strait Islander Flagpermanently on the Town Hall

ManagerExecutiveServices

Community Partnership Year 1 Flag acquired andflown permanently onthe Town Hall.


12/41

Page 12of 41

d. Identify additional appropriate siteoptions for flying the Australian

Aboriginal Flag and Torres StraitIslander Flag within the municipalityand if necessary develop a budgetbid to install flag poles to fly theflags.

ManagerBuilding &

Property

Executive Services

Community Partnerships

Years 1,2 Australian AboriginalFlag and Torres Strait

Islander Flag flown intwo towns in themunicipality.

e. Develop and implement guidelinesand communication channelsbetween the Bendigo Aboriginaland Torres Strait Islandercommunity and the City regardingflying flag(s) at half-mast when anAboriginal and / or Torres StraitElder or person of significance diesand respond to Department ofPremier and Cabinet notifications


Victorian Government Dept.Premier and Cabinet

Dja Dja Wurrung Clans

Aboriginal Corporation


Year 1 Protocols developedflags flown at half-mastupon government andcommunity notifications

f. Consistent provision of a Welcome

to Country and Acknowledgement of

Country

integration into the events guide

identification of at least 10events annually that require aWelcome to Country andcommunicate such events to theregistered Aboriginal Parties

include as a condition foridentified major events managedexternally; and

negotiate Welcome to Country

rates with Registered Aboriginal

Parties

Manager

Major Events




Years

1,2,3

List of upcoming events

provided to RegisteredAboriginal Parties andbulk price negotiated.

Integration into eventprotocols


13/41

Page 13of 41

g. In partnership with relevant

community members review current

images of Aboriginal and TorresStrait Islander people and develop

processes to ensure ongoing

respectful use of images

ManagerExecutive

Services




Aboriginal and Torres StraitIslander elders andcommunity members

Year 2 Image reviewundertaken and

processes forrespectful usedeveloped

2 Increase City staff,volunteers andCouncillorsunderstanding ofAboriginal and TorresStrait Islander cultures,histories andachievements

a. Develop a concise resource aboutlocal Aboriginal Culture, history, andpeople of significance for staff andpublic in consultation with theAboriginal and Torres Straitcommunity

ManagerCommunityPartnerships

Executive servicesStrategy

Tourism

Interested members fromthe Aboriginal and TorresStrait Islander community

Dja Dja Wurrung Clans

Aboriginal CorporationTaungurung ClansAboriginal Corporation

Koorie Heritage Trust

State Library

Museums Victoria

Year 1 Resource developed

b. Review and deliver the Cityinduction program to include an

Acknowledgement of Country at the

start and information about

Traditional Owners, the local

Aboriginal community and relevant

history

People &Performance

Community Partnerships Years1,2,3

Induction starts with anAcknowledgement ofCountry andinformation provided atinductions.


14/41

Page 14of 41

c. Implement a Cultural Awareness

program for employees, including

budget and implementationschedule

People &Performance

Koorie heritage trust




Year 1 Program endorsed byExecutive Management

Team

d. Implement a Cultural Awareness

program for employees. If

necessary develop a budget bid toroll out the program.

People &Performance

Community PartnershipsExecutive Services

Knowledge abouttraditional owners

increased by 30% inReconciliation Survey

e. Incorporate Cultural awarenesstraining into the councillor inductionprogramme.




Year 1 All Councillors receivedcultural awarenesstraining at thebeginning of their term.

f. Incorporate an Acknowledgement

of Country in all speeches made byCouncillors, including when

speeches are made on country that

does not relate to the municipal

boundaries and information about

Aboriginal culture into Councillor

briefing / backgrounds notes

Manager

ExecutiveServices

Ongoing All speeches include an

Acknowledgement ofCountry


15/41

Page 15of 41

g. Develop an internalcommunications plan to share

information and raise awarenessregarding Aboriginal and TorresStrait Islander Culture, history andpromotion of relevant events.

ManagerExecutive

Services

Community Partnerships Year 1

Year 3

Plan developed andcommunicated

70% of staff can nameboth TraditionalOwners in theReconciliation StaffSurvey

3 Increase cultural safetyof community serviceprovision.

a. HACC staff to receive cultural

sensitivity training relating to

assessments and service delivery

ManagerCommunityServices

BDAC

Department of Health and

Human Services

Community PartnershipsUnit

Years 2,3 Year 2 - 20% of staff

and volunteers

Year 3 - 50% of staffand volunteers

b. Implement the Communities for

Children self-reflection tool for

relevant staff within Community

Services


BDAC

Anglicare

Years1,2,3

All relevant staffcomplete the self-reflection tool

4 Publicly promoteAboriginal culture andincrease publicrecognition of thesignificant

contributions of

a. Give consideration to the promotion

of Aboriginal Culture and history

into the reviews of the Bendigo and

Heathcote Visitor Centres.

ManagerTourism




Years 1,2 Aboriginal cultureintegrated into theinformation / design ofvisitor centres


16/41

Page 16of 41

Aboriginal and TorresStrait Islander people

to Australian / Bendigosociety.

b. Integrate information about local

Aboriginal Culture into tourism

publications

ManagerTourism



Years1,2,3

Aboriginal culturalinformation included in:

-Visitors guide

-Aboriginal culturalinformationbrochures

-Tourism website

c. Integrate Aboriginal Culture into the

Bendigo Botanic Gardens

Masterplan, including considerationof the following:

Request a Dja Dja Wurrung

name for a road / path;

Development and

implementation of cultural

education programs; and

In addition to scientific and

common names, includingAboriginal names for plants.

Engineeringand publicspace



Friends of Bendigo BotanicGardens

Community PartnershipsUnit.

Years1,2,3

Naming request issubmitted.

Aboriginal culturepromoted in theBendigo BotanicGardens.

d. Develop a proposal for a memorialto Aboriginal and Torres StraitIslander war veterans

ManagerStrategy



Bendigo & District Aboriginal

Co-operativeCommunications & Media

Capital, Venues & Events

Community Partnership

RSL

Years 2,3 Proposal for memorialdeveloped


17/41

Page 17of 41

e. Integrate into the Cityscommunication platforms and

opportunities awareness aboutAboriginal culture and socialcontributions including;

GB magazine;

Increasing prominence ofinformation on the Cityswebsite;

Recognition in Australia Dayspeeches and communication;

and Acknowledgement of

Participation in ANZAC day

speeches and communications

ManagerExecutive

services


2 x GB editionsannually have

information aboutAboriginal culture

Traditional Ownerinformation in moreprominent location

f. Develop an acquisition policy for

the City of Greater Bendigo to

purchase local Aboriginal and

Torres Strait Islander and

Traditional Owner Art and identify

opportunities to display in City

owned and managed buildings.


Capital, venues and Events,

Community partnerships

Bendigo Art Gallery

Building and Property

Year 3 Acquisition policydeveloped.

At least 2 Aboriginaland Torres StraitIslander pieces of artdisplayed in Citybuildings.

g. Undertake a reconciliation artproject at City owned / managedearly learning centres and displayart project in the centres


BDAC Years1,2,3

At least TwoReconciliation ArtsProjects undertakenand displayed


18/41

Page 18of 41

h. Explore opportunities forcommunity education about

Aboriginal Culture in public spaces,e.g., the Open Space Strategy,Shared Paths control group

Strategy Healthy Communities


Sustainable Environment

Parks and Natural Reserves

Years 1,2 Cultural communityeducation actions in

respective plans /strategies

5 Increase participationand influence ofAboriginal and TorresStrait Islander peoplein the City's decisionmaking processes.

a. Complete a diversity audit oforganisational committees


Executive Services

Community Wellbeing

City Futures

Planning & Development

Presentation & Assets

Organisation Support

Year 1 Diversity auditcompleted

b. Identify committees, referencegroups and project groups inpartnership with Aboriginal andTorres Strait Islander people that are

of cultural and social interest forgreater involvement.



Bendigo Local AboriginalNetwork



Year 1 Aboriginal and TorresStrait Islandercommunity consultationoccurred

c. Develop and implement acommunications plan to encourageAboriginal and Torres Strait

Islander applicants in the Citysworking groups and committees,including:

a statement to encourageAboriginal and/or Torres StraitIslander applicants in mediarelease and advertisements forcommittee groups / reference



Aboriginal and TorresStrait Islander interestsconsidered


19/41

Page 19of 41

groups; and

promotion of opportunities

through Aboriginal and TorresStrait Islander networks.

d. If appropriate, consult with and/orengage an Aboriginal and/or TorresStrait Islander person in therecruitment process for identifiedcommittees / reference groups of

interest.



Aboriginal and TorresStrait Islanderinvolvement inrecruitment process foridentified committees

e. Communicate Aboriginal and Torres

Strait Islander participation in

community and civic engagement in

City and other publications to

encourage greater accessibility to

the organisation.


Community Partnerships Years 2,3 Images, with consent,used of Aboriginal andTorres Strait Islanderpeople used inpublications.

f. Consider potential conflict of interest

in relation to the consultation with

and / or engagement of an

Aboriginal and/or Torres Strait

Islander person in particular to land

use and/or cultural heritagemanagement






Years1,2,3

Conflicts of interest onagendas anddiscussed.

6 Support Aboriginal andTorres Strait Islandersignificant days /weeks

a. Contribute and provide support to

NAIDOC events in Bendigo by:

hosting the Flag Raising


Civic EventsCommunications & Media

Years1,2,3

Flag Raising Ceremonyheld annually


20/41

Page 20of 41

Ceremony the first Monday ofNAIDOC week;

promoting events internally where possible, providing in kind

or financial support to NAIDOCevents;

being a distribution point for theBendigo NAIDOC brochure,providing a media release andadding information to ourwebsite;

providing financial sponsorship

to the Koorie childrens initiative;and

undertaking activities inkindergartens, positive ageinggroups and childrens earlylearning centres

b. The City hosts an annualReconciliation Week event or works

in partnership with the Bendigo

Reconciliation Committee for a

collaborative event.


Active & HealthCommunities

Civic Events


Years1,2,3

Contribute to an annualevent.

c. Encourage staff to attend events

related to significant weeks and

days

ManagerExecutive

Services


IntranetCEO bulletin


21/41

Page 21of 41

d. Participate in Close the Gap events HealthyCommunities

BDAC

Murray PHN

Years1,2,3

Staff participation ratesat Close the Gap

events

7 Create a workplaceenvironment that isrespectful andinclusive of Aboriginaland Torres Strait

Islander cultures andresidents

a. Develop and implement an internalmarketing plan that increasesrecognition of Aboriginal Culturewithin existing practices, systemsand resources, including

consideration of:

electronic signature toincorporate Acknowledgementof Traditional Owners;

City car sticker acknowledgingTraditional Owners;

City business cards to haveAcknowledgement of Country

printed on back; Aboriginal and Torres Strait

Islander posters and paintingsdisplayed around the workplace,including NAIDOC;

screens in customer supportareas acknowledging traditionalowners;

the promotion of information that

supports Aboriginal and TorresStrait Islander reconciliation;

promotion of Aboriginal andTorres Strait Islander Culturalawareness training and culturalprotocols and staff toolkit; and

subscriptions to relevantpublications such as the Koorie


People & Performance


Information Management

Customer SupportManager CommunityServices

Years1,2,3

Year 1: Communicationplans produced

Year 3: ReconciliationOrganisation audit

shows that 100% ofworkplaces haveresources thatrecognise Aboriginaland Torres StraitIslander culture.


22/41

Page 22of 41

Grapevine, and Koorie Mail.

8 Reduce risk bystrengtheningcompliance withlegislativerequirements for landuse and managementof Aboriginal Culturalheritage

a. Comply with land use legislativerequirements by developing andimplementing a CulturalCompliance Plan that includes:

Development of a working groupincluding relevant City staff andexternal members;

Training on Land Use ActivityAgreements (LUAA)and CulturalHeritage Management Plan(CHMP) regulations for all

relevant staff; Development of checklists to

trigger notifications andstandardisation of application ofchecklists;

Explore a City LUAA / CHMPChampion or go to person asan internal and externalresource;

Explore the development ofguidelines / protocols for waysof working on land use issues;and

Quarterly meetings withRegistered Aboriginal Parties toraise and address culturalmanagement issues

ManagerSustainableEnvironment


Department of Environment,

Land, Water and Planning

Office of Aboriginal AffairsVictoria



Years1,2,3

80% of staff with LUAAand CHMPresponsibilitiesundertake training(measured in theorganisational auditand survey year 3)

Quarterly meetings withRegistered AboriginalPartners.

Checklist integratedinto existing systemsand applied by allrelevant units.


23/41

Page 23of 41

b. Promote and provide informationregarding the planning scheme

requirements for traditional ownercultural heritage management andcultural sites

ManagerStatutory

Planning


Department of Environment,

Land, Water and Planning




Years1,2,3

Relevant informationon website

c. Provide information and assistancewith application processesregarding traditional ownermanagement to applicants.

ManagerStatutoryPlanning


Department of Environment,Land, Water and Planning




Engineering & Public Space

Years1,2,3

Information provided todevelopers

d. Provide information about culturalheritage sites to the FarmersAdvisory Committee. Information to

include: explanations of sites,identification and registrationprocess and implications.



Parks & Natural Reserves

Engineering & Public SpaceDja Dja Wurrung ClansAboriginal Corporation


Years1,2,3

Relevant guest speakeror site visit provided tothe Farmers Advisory

Committee


24/41

Page 24of 41

e. Consider inclusion of trees ofAboriginal cultural significance in

the Citys Significant TreeRegister by undertaking relevantconsultations and research.

ManagerStrategy



Years1,2,3

Trees of Aboriginalcultural significance

included in the TreeRegister

9 Partner withRegistered AboriginalParties to exploreopportunities tostrengthen Aboriginal

and Torres StraitIslander culture

a. Consultation with Dja Dja WurrungClans Aboriginal Corporation tosupport the aspirations as identifiedin their Dhelkunya Dja Country Plan



Years1,2,3

Consultationundertaken

b. Where appropriate, supportRegistered Aboriginal Partiesregarding the repatriation ofTraditional Owner artefacts


Strategy





Years 2,3 Proposal developed forthe repatriation of DjaDja Wurrung culturalartefacts

c. Work with Registered AboriginalParties to identify and exploreopportunities for the renewal ofcultural practices


Sustainable Environment

Parks and Natural Reserves

Years 2,3 Consultationundertaken.


25/41

Page 25of 41

RELATIONSHIPS

Meaningful relationships enable the City to understand the experience, interests, and aspirations of the Aboriginal and Torres Strait People andwork together for the wellbeing of our community.

# Objective Action Responsibility Partner Timeframe

Measureable targets

10 Develop and applycultural protocols to

ensure consistentlyrespectful practicebetween the City ofGreater Bendigo andthe Aboriginal andTorres Strait Islandercommunities

a. Develop Aboriginal and TorresStrait cultural protocols and staff

resource toolkit that includesinformation re:

Acknowledgement of Countryand Welcome to Country;

different responsibilities of thedifferent Aboriginalorganisations;

definitions, respectfulterminology / phonetics;

inclusion of Acknowledgementof Country and reconciliationsection into staff meetings;

management and correct use ofimages; and

List of Aboriginal and TorresStrait Islander dance groups,speakers, musicians,businesses etc.

ManagerCommunity

Partnerships




Reconciliation Victoria

Year 1 Toolkit developed

Toolkit promoted tostaff through theCEO bulletin, intranetand hard copiesprovided to relevantunits.


26/41

Page 26of 41

b. Develop and implement an MOUbetween the City, Dja Dja WurrungClans Aboriginal Corporation andthe Department of Education andTraining for the management ofrelocated scarred trees toUlumbarra from and theRavenswood interchange project

ManagerCapital andEvents

Vic RoadsDept of Education andTrainingDja Dja Wurrung AboriginalClans Corporation

Year 1 MOU developed andsigned by parties.

11 Increase engagement

of Aboriginal andTorres Strait Islanderresidents in communityservices

a. Review partnership protocol and

continue to strengthen relationshipswith Bendigo & District AboriginalCo-operative to foster: joint serviceprovision, joint training opportunitiesand coordinated services, e.g., jointhome visits.

Manager

CommunityServices

Bendigo & District

Aboriginal Co-operative

Years

1,2,3

Agreement reviewed

Quarterly meetingsheld.

b. Continue to promote participation inthe Maternal Child Health Key Age

and Stages visits and Off to anEarly Start Program.

ManagerCommunity

Services

Department of Education

St John of God

Years1,2,3

15% increase inAboriginal and Torres

Strait Islanderfamilies receiveservices

c. Promotion of early yearsimmunisation services inpartnership with Bendigo & District

Aboriginal Co-operative.


Bendigo & DistrictAboriginal Co-operative

St John of God

Years1,2,3

20% increase inAboriginal and TorresStrait Islander

children receivingimmunizationservices by the City.


27/41

Page 27of 41

d. Promote awareness of the CitysHome & Community Care serviceto Aboriginal and Torres StraitIslander people



Bendigo & District


Years1,2,3

20% increase inservice access rates.

12 Engage effectively withAboriginal and TorresStrait Islander residentsto increaseopportunities forrepresentation indecision making, civicparticipation andunderstanding aboutthe responsibilities ofLocal Government.

a. Review engagement strategy andintegrate specific Aboriginal andTorres Strait Islandercommunication strategies to reachAboriginal and Torres StraitIslander residents, may include:

Koorie Shoutout in Phoenix FM;

BDAC Koorie grapevine;

Promote the Citys Facebookpage to Aboriginal and TorresStrait Islander Residents;

Local Aboriginal Network; and

Aboriginal and Torres StraitIslander engagement moduledeveloped and incorporated intothe Community EngagementStrategy


Manager CommunityPartnerships

Years1,2,3

Regular monthly sloton the KoorieShoutout

CommunityEngagement Moduledeveloped.

b. Partner with Bendigo & DistrictAboriginal Co-operative to runquarterly community meetings toprovide information and hear from

community members, informationmay include:

Upcoming opportunities suchas; community grant and grantwriting workshops, youthprograms, community artforums, business developmentevents, citizenship awards;


Bendigo & DistrictAboriginal Co-operativeCommunications & Media

Years1,2,3

Relevant Citypresence at fourcommunity meetingsannually


28/41

Page 28of 41

Feedback on strategies, plansand projects; and

Functions/ roles of localgovernment and assisting toaccess the organisation

c. Investigate and provide arecommendation to Councilregarding the development of anAboriginal and Torres Strait IslanderAdvisory Committee.


Executive Services

Community Wellbeing

City Futures

Planning & Development

Presentation & Assets

Organisation Support




Year 2 Research andconsultationundertaken toculminate in aCouncil report with a

recommendation rean AdvisoryCommittee.

d. The City to host annual gatheringsbetween Council and the boards of:Bendigo & District Aboriginal Co-operative, Taungurung ClansAboriginal Corporation and The Cityto host annual gathering with the

board of Dja Dja Wurrung ClansAboriginal Corporation






Years1,2,3

Gathering held withTaungurung ClansAboriginalCorporation; Dja DjaWurrung ClansAboriginal

Corporation; andBendigo & DistrictAboriginal Co-operative


29/41

Page 29of 41

e. Organise a gathering between

Aboriginal and Torres Strait Islander

youth and the Mayor


Manager communitypartnerships

BDAC

Years1,2,3

Annual gatheringsheld.

OPPORTUNITIES

Providing opportunities that foster wellbeing through social inclusion, civic participation, and cultural expression.

# Objective Action Responsibility Partner Timeframe

Measureable targets

13 Increase theparticipation of

Aboriginal and TorresStrait Islander youth inCity Youth initiatives

a. Implement the Rural and RegionalLocal Government Youth

Engagement Program which has afocus on Aboriginal and TorresStrait Islander Youth Leadership.

ManagerCommunity

Partnerships


St Lukes

Year 1 Programimplemented


30/41

Page 30of 41

b. Provide avenues for Aboriginal andTorres Strait Islander youth leadersto participate in City for GreaterBendigo leadership and otherprogrammes and ensureprogrammes are culturallyappropriate


Bendigo & DistrictAboriginal Co-operativeTaungurung ClansAboriginal Corporation


Department of Educationand Early ChildhoodDevelopment

Catholic College Bendigo

Bendigo South East College

Weeroona College Bendigo

Crusoe 7-10 SecondaryCollege

Eaglehawk SecondaryCollege

Years1,2,3

Increase participationby 20%.


31/41

Page 31of 41

c. Increase opportunities for inclusionof Aboriginal and Torres StraitIslander on the Youth Action Group


Bendigo District AboriginalCo-operative



Department of Educationand Early ChildhoodDevelopment

Catholic College Bendigo

Bendigo South East College

Weeroona College Bendigo

Crusoe 7-10 SecondaryCollege

Eaglehawk SecondaryCollege

Years1,2,3

Aboriginal and /Torres Strait Islanderyoung person(s)member of the YouthAction Group

d. Increase awareness of CareerHorizons and other workexperience opportunities to KESOsand schools,


People & Performance

Goldfields LLEN

Years1,2,3

Aboriginal youthengaged in workexperience


32/41

Page 32of 41

14 Support Aboriginal andTorres Strait Islanderbusinesses andenterprises

a. Undertake internal promotion of thesocial procurement schedule andensure it is applied to all servicecontracts

ManagerContracts &Project Co-ordination


Economic Development


Years1,2,3

All service contractsuse the socialprocurementschedule

b. Develop and promote to staff a listof Aboriginal and Torres StraitIslander enterprise and businessesthat can be used to procure goodsand services

ManagerContracts &Project Co-ordination

Economic Development Years 2,3

List developed

c. Explore the issues and challengesthat face Aboriginal and Torres

Strait Islander enterprise andbusiness and address identifiedissues through reviewing processesand structures, and supportingcapacity building opportunities.

ManagerContracts &

Project Co-ordination



Years1,2,3

Barriers identifiedand solutions

implemented.

d. Explore benefits and costs ofimplementing Federal policy

regarding procurement throughSupply Nation1

ManagerContracts &

ProjectCoordination

Economic Development Year 1 Submission of abusiness case to the

Citys ExecutiveManagement Teamto become a memberof Supply Nation ifappropriate

1Supply Nation registers, lists and supports Aboriginal businesses and promotes their involvement into the supply chain.


33/41

Page 33of 41

e. Investigate and form relationships to

develop a supportive network for a

local Aboriginal and Torres StraitIslander business/ enterprise to

supply quality and consistent supply

of retail gift and souvenir products to

the Bendigo and Heathcote Visitor

Centres.

ManagerVisitorServicesManager






Tourism Victoria

Years2,3

Reliable supply ofproducts provided tothe Visitor Centre.

f. Promote business developmentopportunities to Aboriginal and

Torres Strait Islander businesses

and enterprises

ManagerEconomicDevelopment

Community Partnerships Years2,3

Aboriginal and TorresStrait Businessesattend economicdevelopmentopportunities.

15 Increase employmentopportunities forAboriginal and TorresStrait Islander peopleswith an aim of workingtowards a participationrate that reflects theAboriginal and Torres

Strait Islanderpopulation in GreaterBendigo

a. Develop an ongoing employmentworking group that meets quarterlycomprised of People andPerformance, recruitingManager/Coordinatorrepresentatives and externalAboriginal and Torres StraitIslander organisational

representatives to developstrategies to increase employmentand work experience.

ManagerPeople &Performance


Quarterly meetingsheld


34/41

Page 34of 41

b. Review Human Resources andrecruitment procedures and policies

to ensure there are no barriers toAboriginal and Torres StraitIslander employees and futureapplicants participating in ourworkplace and develop strategies torespond to barriers identified.


Community Partnerships Year 1 Procedures andpolicies reviewed andstrategies developed.

c. Develop a business case andexplore resource options fordesignated Aboriginal and TorresStrait Islander positions.

ManagerPeople &

Performance

Community Partnerships Years1,2

Business casesubmitted

d. Undertake a staff diversity audit to

identify current Aboriginal andTorres Strait Islander employees toinform future employment, retentionand development of initiatives andintegrate identification options intorecruitment systems.

Manager

People andPerformance

Community Partnerships Year 1 Diversity audit

undertaken

Include Aboriginaland Torres StraitIslander identificationoptions in jobapplications


35/41

Page 35of 41

e. Publicise provision of all externalvacancies in ways that will reach

potential Aboriginal and TorresStrait Islander Candidates


Community partnerships Years1,2,3

Aboriginal and TorresStrait Islander jobapplicationsreceived.

f. Investigate partnerships withsuitable organisations and/or

associations, and if appropriatework towards integrating existingemployment and retentionprogramse.g., Deadly Yakka (Matchworks)

ManagerPeople &

Performance

Community Partnerships Years 2,3

2x employmentprograms

implemented

g. Explore a mentoring programbetween young Aboriginal andTorres Strait Islander people andrelevant staff of their interestedprofession to provide informationabout career pathways and exploreprofessions.

ManagerCommunitypartnerships

People and Performance


Department of Education(Koorie Education SupportOfficers)

Years2,3

Mentoring programexplored andrecommendationprovided to the RPworking group.


36/41

Page 36of 41

16 Improve monitoring ofAboriginal and TorresStrait Islander

participation with theOrganisation

a. Develop and include astandardised option(s) for

Aboriginal and Torres StraitIslander identification to be appliedto:

Volunteering, work experienceopportunities;

Employment applications andrecruitment;

Project reference groups andcommittees of council.

All community surveys;

ManagerPeople and

Performance

ManagerStrategy(to betransferred toCommunity

EngagementOfficer)

Community Partnerships Year 1 Standardisedquestions developedand applied.

17 Provide information tothe local Aboriginal andTorres Strait Islandercommunity aboutstanding for council

a. Promotion of Council and candidateinformation through the followingAboriginal and Torres StraitIslander networks:

Bendigo Local AboriginalNetwork;

Dja Dja Wurrung Clans AboriginalCorporation;

Koorie Shout out on Phoenix FM;

Taungurung Clans AboriginalCorporation; and

BDAC Koorie Grapevine.



Victorian Local GovernanceAssociation

Municipal Association ofVictoria

Victorian ElectoralCommission





Year 1 Information providedthrough identifiednetworks.


37/41

Page 37of 41

b. Interested Councillors to discusstheir experiences with the localAboriginal and Torres Strait Islander

community and potentialcandidates.



Bendigo & District

Aboriginal Co-operativeDja Dja Wurrung ClansAboriginal Corporation



Year 1 Councillorattendance at a LocalAboriginal Network

meeting.

18 Increase engagementin early years servicesand programs

a. Develop partnerships with relevantorganisation to increase culturalinclusion and promotion ofchildrens and family events toAboriginal and Torres StraitIslander families.


Bendigo District AboriginalCorporation

Years1,2,3

Increasedattendance ofAboriginal and TorresStrait Islanderfamilies at events.

b. Increase City Early Years Staff

awareness of the early start tokinder grant and promote toeligible families

Manager

CommunityServices


and Training

Year 1 Increased

applications forgrants.

19 Provide opportunities toshowcase Aboriginaland Torres StraitIslander Culture, art

and history to the widercommunity

a. Explore opportunities in partnershipwith La Trobe Visual Arts Centre foran Aboriginal and Torres StraitIslander component

DirectorBendigo ArtGallery

La Trobe Visual Arts Centre



Years2,3

Opportunitiesexplored

b. Explore opportunities to hold anexhibition of Aboriginal and TorresStrait Islander Art at the Post OfficeGallery.




Year 2 Opportunitiesexplored.


38/41

Page 38of 41

Museums Victoria

State Library

c. Promote the integration of local andregional Aboriginal and TorresStrait Islander art and programsinto the exhibitions of the BendigoArt Gallery, including:

Proposing to the Bendigo Art

Gallery Board Developing and

implementing an acquisition

policy for the permanent

collection;

Exploration of an Aboriginal andTorres Strait Islander temporaryexhibition; and

Community Education Programduring NAIDOC and

Reconciliation week.


Bendigo Art Gallery



Ongoing Acquisition policydeveloped and atleast three pieces ofArt added to thepermanentcollection.Temporaryexhibition explored.

One communityeducationundertaken per year.

d. Integrate Cultural Awareness intothe tourism industry development e.initiatives

ManagerTourism



Year 2 Cultural Awarenesstraining provided

e. Public exhibition at Ulumbarra of the

relocated Scarred Trees from the

Ravenswood Interchange.

Manager

CapitalVenues &Events


and Training

Year 1 Relocation ceremony

held at Ulumbarra


39/41

Page 39of 41

f. Include Aboriginal and Torres Strait

Islander artists into the annual

programming for the Capital,Venues and Events

ManagerCapitalVenues &

Events

Years1,2,3

At least oneAboriginal and TorresStrait islander

performance or artevent included in theCapitals annualprogram

g. Develop a list of Aboriginal andTorres Strait Islander local andtraditional owner artists

ManagerCapital,Venues &Events

Capital, Venues and Events.

Local Aboriginal Network

Year 1

h. Support the capacity building ofAboriginal artists and groups andaccess to opportunities. Capacitybuilding may involve assistancewith: grant applications, budgets,access to information.





Bendigo & District


Years1,2,3

Funding applicationssubmitted orinformation andopportunitiesaccessed fromAboriginal and TorresStrait Islander artistsand groups.

i. Provide opportunities for Aboriginaland Torres Strait Islander artists toshowcase their creativity through anexhibition at any of the Capital,Venues and Events sites.


Year 2 Exhibition at any ofCapital, Venues andEvents sites.

j. Explore opportunities to include

local Aboriginal and Torres StraitIslander Art in the programming forthe Living Arts Space.

Manager

Tourism

Capital, Venues and events.

Local AboriginalCommunity,



Years

1,2,3

Local Aboriginal and

Torrres StraitIslander Art exhibitedat the Living ArtsSpace.


40/41

Page 40of 41

BDAC

Bendigo Kangan Institute

Quality Assurance, governance and reporting

# Action Deliverable Responsibility Timeline

20 Ensure program qualityby monitoring,reviewing and problemsolving implementationissues.

a. Form a Reconciliation Implementation PlanWorking Group that is operational to support thedevelopment of the Citys ReconciliationImplementation Plan, comprising Aboriginal andTorres Strait Islander peoples and decision-making staff from across our organisation

Manager Community Partnerships Years 1, 2, 3

b. Develop a business case for increased staffresources to support the implementation ofactions and support the proposed governance

structures

Manager Community Partnerships Year 1

21 Report RPachievements,challenges andlearnings toReconciliation Australia

a. Complete and submit the RP Impact MeasurementQuestionnaire to Reconciliation Australia annually

Manager Community Partnerships Years 1,2,3

b. If approached, participate in the ReconciliationAustralia RAP barometer

Manager Community Partnerships Years 1,2,3


41/41

Page 41of 41

22 Report RPachievements,challenges and

learnings internally tothe organisation andexternally to the localcommunity andinterested stakeholders

a. Publicise the Citys RP achievements, challenges

and learnings through City publications and local

media.

Manager Community Partnerships Years 2,3

b. Annual progress report submitted to Council Manager Community Partnerships Years 2,3

c. Implement RP actions into organisation planningsystem, Interplan, to allocate actions toresponsible managers and provide quarterly

progress reports.

Manager Community Partnerships Year 1

Documents

Reconciliation Plan 2016 2019