Workplace RAP Barometer 2018 - Reconciliation Australia · 2019-02-08 · measures, this report provides a robust analysis of the impact of RAPs on the attitudes of employees in Australia

POLITYRESEARCH & CONSULTING

________________________________________________________________________

Workplace RAP Barometer 2018

Darryl NelsonManaging DirectorPolity Pty. [email protected]

October 2018

mailto:[email protected]

http://www.reconciliation.org.au/raphub/category/who-has-a-rap/state-government


_______________________________

Contents

1. Introduction & background

2. Methodology

► Workplace RAP tracking

► Online surveys and comparative data details

3. Workplace RAP Barometer 2018 (WRB)

► Key findings and trends analysis

► Full results

i. Race Relations & Unity: Comparisons with the general public

ii. Workplace practices, RAP outcomes & Employee satisfaction

4. Appendix

► Workplace survey participating organisations and sample

profiles

2


_______________________________

Introduction & background

Reconciliation Australia (RA) has monitored reconciliation initiatives at the workplace

level since 2012, through regular online surveys of participating employees. RA

uses this information to broadly inform how its Reconciliation Action Plan (RAP)

program is performing and to work more closely with specific partner

organisations.

The Workplace RAP Barometer (WRB) enables both RA and the participating

organisations to:

✓ Measure the impact of RAP initiatives; and

✓ Evaluate reconciliation progress; in order to

✓ Implement and improve the performance of workplace RAPs; towards

✓ Empowering employment and social outcomes for Aboriginal and Torres Strait

Islander peoples, as well as a greater shared understanding for all Australians.

To date, surveys have been conducted in:

▪ August 2012

▪ Sept – Oct 2014

▪ Aug – Sept 2016

▪ July – Sept 2018

This report presents the latest wave of this tracking, and where possible compares

results to those in the previous waves. Also, workplace results are directly

compared with findings among the general public, where possible, to

demonstrate the effects Reconciliation Action Plans are having on perceptions,

attitudes and behaviours, vis-à-vis the general Australian population.

It is acknowledged that, in the interests of graphical and reporting brevity, the

abbreviation “Indigenous” has been occasionally used in this report, to refer to

Aboriginal and Torres Strait Islander peoples.

3


_______________________________

Methodology

Survey method

The main results presented in this report are based on an online survey of working adults (aged 16+) in Australia (i.e.

“employees”), conducted between July and September 2018.

▪ The total sample of n=19,938 was drawn from the workforce of participating organisations, across corporate,

government and not-for-profit sectors. With this sample size, the accuracy of the results is +/-1.0% at the 95%

confidence interval. This means that if a result of 50% is found, we can be 95% confident the real result is

between 49% and 51%.

▪ Participating organisations were at various stages of their RAP development, at the time of the survey, and were

invited to take part by Reconciliation Australia.

▪ Organisations participated of their own volition, as did the employees of those organisations (no incentive was

offered or paid to respondents).

▪ Because the sample is based on voluntary participation and focused on organisations with a RAP, results are not

intended to be seen as representative of the Australian workforce as a whole. Accordingly, data has not been

weighted for the workplace results.

▪ Since 2014, the survey fieldwork has also included a number of organisations in the planning stages of

implementing a formal RAP. Those results are not included here.

The Workplace RAP Barometer results have been tracked (where possible) against results from previous waves, and also

compared with relevant results from the national Australian Reconciliation Barometer (ARB), among the general

population. The ARB was conducted during July 2018 (for more details see page 5).

▪ The general population sample was drawn from a professional online market and social research panel.

▪ The ARB data is weighted to ABS population data (in terms of age, gender and residential location), using 2016

Census statistics. With a sample size of n=1995, the accuracy of the results for the general community sample is

+/-2.2% at the 95% confidence interval.

▪ Note: For both surveys, respondents were informed that the term “Australians” was used to refer to all people who live

in Australia, including both Australian and non-Australian citizens.

▪ All percentage figures in this report are rounded. Accordingly, totals may not add up to 100%.

4


_______________________________

Methodology (cont.)

5

Previous WRB waves

► The first Workplace RAP

Barometer was an online survey

of 4612 respondents from 19

participating RAP organisations,

and was conducted in July

2012. The error margin at the

overall level is +/-1.4% at the

95% confidence interval.

► The 2014 results are based

upon an online survey of 8768

respondents from 29

participating RAP organisations,

conducted in Aug-Sept 2014.

The error margin at the overall

level is +/-1% at the 95%

confidence interval.

► The 2016 results in this report

are based upon an online

survey of 18,385 respondents

from 45 participating RAP

organisations, conducted in

Aug-Sept 2016. The error

margin at the overall level is +/-

1% at the 95% confidence

interval.

2018 General Community

Barometer (ARB)

Around half the questions in the

WRB replicate questions in the

most recent Australian

Reconciliation Barometer. This

allows a comparison of attitudes

towards reconciliation between

RAP employees and the general

community.

The ARB is also a biennial survey

that monitors the progress of

reconciliation between Indigenous

and non-Indigenous Australians.

The general community

Barometer results are based upon

a July-Aug 2018 survey of n=1995

Australians, drawn from a

professional market and social

research panel and weighted to

be representative of the Australian

population by age, gender and

residential location.

The margin of error is +/- 2.2% at

the 95% confidence level.

Considerations

► The WRB survey covers only

working age people (16+) in

employment, compared to the

general community survey

which includes ages over 18

and with respondents from a

range of life situations (e.g.

unemployed and retired).

► Since 2014, results comprise

organisations at various stages

of their RAP, compared to the

2012 results which were

mostly from advanced RAP

organisations.

► These differences should be

considered in evaluating the

results. Despite this, we

believe that through a

combination of comparison

with the ARB questions,

together with the other survey

measures, this report provides

a robust analysis of the impact

of RAPs on the attitudes of

employees in Australia.

Workplace RAP Barometer 2018

► The latest results in this report

are based upon an online

survey of 19,938 respondents

from 65 participating RAP

organisations, conducted in

July-Sept 2018.

► These organisations were at

various stages of their RAP.

► The accuracy of the results at

the overall level is +/-1% at the

95% confidence interval. This

means, for example, that if the

survey returns a result of 50%,

there is 95% probability that

the actual result will be

between 49% and 51%.

► Note: All percentage figures

in this report are rounded.

Accordingly, totals may not

add up to 100%.

Workplace RAP Barometer 2018 Indicators

6

Key findings and trends analysis


_______________________________

Reconciliation outcomes have continued to improve among RAP employees

Overall, reconciliation attitudes and perceptions of workplace RAP impact among employees have continued upward

trends since 2016 and 2014.

Employee engagement with RAP activities undertaken by their organisation has mostly improved since 2016, including:

▪ Another strong increase in participation in various RAP activities with their current organisation

▪ An increase in those who strongly agree taking part in a RAP activity had a positive effect for them

In particular, there have been increases in the level of employees aware of Indigenous staff and awareness of their organisation

having a Reconciliation Action Plan. The take-up of cultural awareness training has remained steady, in line with 2016.

It is also very clear that participation in reconciliation activities continues to be effective, in creating a greater prevalence of positive

views:

▪ Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the

relationship between Indigenous and non-Indigenous colleagues as very good (57%), compared with those who

haven’t (41%)

▪ Employees who’ve participated in at least one RAP activity with their current organisation are more likely to hold very

high trust (33%) for Indigenous colleagues, compared with those who haven’t (18%).

▪ Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel it’s very

important to learn more about past injustices for Indigenous people (61%), compared with those who haven’t (42%).

Notably, employees who’ve participated are also more likely to feel the RAP is having a positive impact on all key workplace

reconciliation outcomes and to be satisfied with their job, than those who haven’t participated.

Outcomes for key RAP objectives have improved since 2016

Measures for key reconciliation goals have also mostly remained steady or improved. For example, 55% strongly agree

Indigenous cultures are important to Australia’s national identity, compared to 50% in 2016.

And 67% of employees say their RAP has had a positive effect on Indigenous employment opportunities, compared to 59%

in 2016. 7


_____________________________

No, 26 12 62

0 25 50 75 100

1Don't

know, 5049

0 25 50 75 100

Awareness of Indigenous colleagues and organisational RAP has increased

8

There has been a increase in the level of RAP employee awareness of Indigenous staff and of their organisation having a

Reconciliation Action Plan, since 2016.

However, employee take-up of cultural awareness training remains steady at 64%.

No, 21 79

0 25 50 75 100

RAP Organisations 2018

18 Yes, 82

0 25 50 75 100

Aware of any Aboriginaland Torres Strait

Islander people workingin your organisation?

2 41 Yes, 57

0 25 50 75 100

Does yourorganisation have aReconciliation Action

Plan (RAP) in place ornot?

23 13Yes, organised by my current

organisation, 64

0 25 50 75 100

Received CulturalAwareness Training?

2016


_____________________________

2 7 12 48 30

0 25 50 75 100

All staff

Very dissatisfied Dissatisfied Neither satisfied nor dissatisfied Satisfied Very satisfied

Awareness of organisational RAP helps drive satisfaction with current job

9

RAP employees who are aware their organisation has a Reconciliation Action Plan are more likely to be satisfied (80%) with

their current job, compared to those who aren’t aware. They are also most likely to be very satisfied (32%).

Conversely, staff who believe their organisation does not have a RAP are most likely to be dissatisfied (18%).

RAP Organisations

8

2

1

10

8

6

13

14

11

40

48

48

29

28

32

0 25 50 75 100

Believe org doesn't have a RAP

Don't know

Staff aware of RAP

Satisfied with your job?


_____________________________

Participation in cultural awareness training drives knowledge of Indigenous histories and cultures

10

Employees who’ve participated in cultural awareness training with their current organisation are more likely to have high

knowledge about Indigenous histories, people and cultures, compared with those who haven’t.

22

40

28

44

3

8

4

9

0 25 50 75 100

Never participated in culturalawareness training

Participated in cultural awarenesstraining with current organisation

Never participated in culturalawareness training

Participated in cultural awarenesstraining with current organisation

Fairly high Very high

RAP Organisations

Knowledge about the histories of Aboriginal and Torres Strait Islander peoples in Australia:

Knowledge about Aboriginal and Torres Strait Islander cultures:


_____________________________

16

3

11

6

32

25

41

Very important ,

66

0 25 50 75 100

Employees withVery low/No

knowledge at all

Employees withFairly/Very high

knowledge

Not important at all Fairly unimportant Fairly important Very important

5 5

5247

4349

0

25

50

75

100

Knowledge aboutIndigenous cultures

Knowledge about thehistories of

Indigenous people inAustralia

Fairlyhigh/Veryhigh

Fairly low

Very low/Noknowledgeat all

High knowledge of Indigenous histories/cultures drives importance of learning more about past issues

11

RAP employees with fairly high or very high knowledge of both Indigenous histories and cultures are more likely to feel it’s

very important (66%) to learn about past issues of government policies and Australia’s colonial legacy for Indigenous people.

Conversely, people with very low or no knowledge of Indigenous histories and cultures are more likely to feel it’s

unimportant.

Important to learn more about issues of past events?RAP Organisations


_____________________________

5

4

10

2

23

must be rectified,

38

should be forgiven,

61

56

0 25 50 75 100

Employees withVery low/No

knowledge at all

Employees withFairly/Very high

knowledge

can never be forgiven there have not been any

must be rectified should be forgiven

5 5

5247

4349

0

25

50

75

100

Knowledge aboutIndigenous cultures

Knowledge about thehistories of

Indigenous people inAustralia

Fairlyhigh/Veryhigh

Fairly low

Very low/Noknowledgeat all

High knowledge of Indigenous histories/cultures drives belief the wrongs of the past must be rectified

12

RAP employees with fairly high or very high knowledge of both Indigenous histories and cultures are more likely to believe

that past wrongs must be rectified (38%), than people with very low or no knowledge at all (23%).

Conversely, more people with very low or no knowledge of Indigenous histories and cultures feel there haven’t been any

past wrongs (10%).

The wrongs of the past…?RAP Organisations


13

RAP participation analysis


_____________________________

No, 12 Yes, 88

0 25 50 75 100

Participated in at least oneactivity arranged by current

organisation?

Participation in reconciliation activities improves employee job satisfaction

14

Participation in reconciliation activities continues to be effective, in creating a positive work experience.

For example, employees who’ve participated in at least one RAP activity with their current organisation are more

likely to be very satisfied with their job (31%), compared with those who haven’t (26%).

Overall impact of reconciliation activities on job satisfaction:

3

2

9

7

16

12

47

48

26

Very satisfied, 31

0 25 50 75 100

Not participated in any reconciliationactivities with current organisation

Participated in at least onereconciliation activity with current

organisation

Very dissatisfied Dissatisfied Neither satisfied nor dissatisfied Satisfied Very satisfied

RAP Organisations


_____________________________

3

1

4

2

13

7

42

33

38

Strongly agree, 57

0 25 50 75 100



organisation

Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree

Participation in reconciliation activities improves employee views of Indigenous significance

15

Participation in reconciliation activities continues to be effective, in creating a greater prevalence of positive views.

For example, employees who’ve participated in at least one RAP activity with their current organisation are more likely

to believe strongly that Indigenous cultures are important for the nation’s identity (57%) and that Indigenous Australians

hold a unique place (54%), compared with those who haven’t.

Overall impact of reconciliation activities on views that Aboriginal and Torres Strait Islander peoples

hold a unique place as the First Australians:

5

2

5

4

18

10

35

30

36

Strongly agree, 54

0 25 50 75 100



organisation


Overall impact of reconciliation activities on views that Aboriginal and Torres Strait Islander cultures

are important to Australia’s national identity:

RAP Organisations


_____________________________

Participation in reconciliation activities improves staff views of the importance of the relationship

16

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see

the relationship between Indigenous and non-Indigenous Australians as very important (76%), compared with

those who haven’t (60%).

7

2

7

3

26

18

60

Very important, 76

0 25 50 75 100

Not participated in anyreconciliation activities with

current organisation

Participated in at least onereconciliation activity with



Overall impact of reconciliation activities on views of how important the relationship is for Australia:

RAP Organisations


_____________________________

Participation in reconciliation activities improves employee views of colleague relationships

17

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the

relationship between Indigenous and non-Indigenous colleagues as very good (57%), compared with those who

haven’t (41%).

RAP employees aware of Indigenous colleagues

2 4

2

53

40

41

Very good, 57

0 25 50 75 100





Very poor Fairly poor Fairly good Very good

Overall impact of reconciliation activities on views of the relationship between Indigenous employees and

other employees:


_____________________________

RAP employees aware of Indigenous colleagues

Participation in reconciliation activities improves employee views of trust

18

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the trust

between Indigenous and non-Indigenous colleagues as very high, compared with those who haven’t.

44

44

46

45

18

29

18

33

0 25 50 75 100









Fairly high Very high

Overall impact of reconciliation activities on views of the trust among colleagues:

Trust that non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander employees?

Trust that Indigenous people in my organisation have for other employees?


_____________________________

13

12

14

13

16

16

18

24

26

28

29

32

35

40

0 25 50 75 100

Reducing prejudice against Aboriginal and Torres Strait Islanderpeople

Improving understanding of Aboriginal and Torres Strait Islanderpeoples customs

Building relationships with your local Aboriginal and/or TorresStrait Islander community

Your knowledge of Aboriginal and Torres Strait Islander peopleand cultures

Providing employment opportunities for Aboriginal and TorresStrait Islander people in your organisation

Clear leadership from your senior manager(s) towardsreconciliation

Shared celebration of NRW and/or NAIDOC week

Participated in at least one reconciliation activity with current org

Not participated in any reconciliation activities with current org

% say RAP

has had a very

positive impact

on this

Participation in reconciliation activities improves employee views of RAP outcomes

19

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to consider the

RAP has had a very positive impact on key organisational practices, compared with those who haven’t.

Overall impact of reconciliation activities on positive views of key RAP outcomes:

RAP employees aware of organisation’s RAP


_____________________________

Participation in reconciliation activities improves employee views of the organisation

20

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to strongly agree

their organisation is achieving key reconciliation practices, compared with those who haven’t.

This is particularly evident in terms of employee perceptions of management attitudes and support for reconciliation.

14

15

15

18

22

20

27

26

31

18

21

22

27

27

28

37

38

41

0 25 50 75 100

I feel in control of my career

I feel appreciated by my organisation

I feel I have the opportunity to progress my career

Job vacancies are advertised widely to attract adiverse applicant pool

Individuals from all backgrounds have the samechance of promotion

I feel I can really be true to my culture or personalbeliefs at work

My immediate manager is good at listening to allviews

My immediate manager values differences inpeople

My immediate manager treats everyone fairly



% Strongly

agree

RAP Organisations

Overall impact of reconciliation activities on positive employee perceptions of workplace at current organisation:


_____________________________

Participation in reconciliation activities improves employee views of the organisation

21

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to rate their

organisation as having good workplace practices, compared with those who haven’t.

54

65

65

65

70

76

59

71

72

75

79

86

0 25 50 75 100

Dispute resolution (e.g. dealing with employeearguments, racism, complaints etc

Recruitment (e.g. candidate interview, screening andselection

HR induction and support (e.g. welcome andintroduction to company processes, employee rights

etc

Career development (e.g. skills training,secondments, promotion opportunities etc

Workplace support (e.g. mentoring, day-to-dayadvice etc

Workplace flexibility (e.g. childcare services, unpaidleave, working from home etc



% Rate

organisation

Good/Very good

RAP Organisations

Overall impact of reconciliation activities on positive employee ratings of workplace at current organisation:


_____________________________

33

40

16

Very visible, 38

0 25 50 75 100




organisation

Somewhat visible Very visible

Participation in reconciliation activities improves employee views of cultural safety in the workplace

22

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to be aware

of Indigenous culture being visible in their workplace and to consider that visibility is very important, compared with

those who haven’t.

Overall impact of reconciliation activities on visibility of Indigenous culture at current organisation:

RAP Organisations

40

37

25

Very important, 45

0 25 50 75 100




organisation

Somewhat important Very important

Overall impact of reconciliation activities on importance of Indigenous culture visibility in the workplace:


_____________________________

Participation in reconciliation activities improves employee acceptance of past issues as facts

23

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to accept a range

of historical issues for Aboriginal and Torres Strait Islander peoples as being factual, compared with those who haven’t.

57

64

60

65

71

68

74

82

79

84

86

86

0 25 50 75 100

Frontier wars occurred across the Australian continent as aresult of Aboriginal and Torres Strait Islander people defending

their traditional lands from European invasion

At the time of British colonisation, there were at least 250distinct Indigenous Nations, each with their own cultural

identities and custodial connections to land

Government policy in the 1900s dictated where Aboriginal andTorres Strait Islander Australians could live and be employed

Aboriginal and Torres Strait Islander Australians were subjectto mass killings, incarceration, forced removal from land and

restricted movement throughout the 1800s

Aboriginal and Torres Strait Islander people did not have fullvoting rights throughout Australia until the 1960s

Government policy enabled Aboriginal children to be removedfrom their families without permission until the 1970s



% Accept

this as

factual

RAP Organisations

Overall impact of reconciliation activities on employee acceptance of historical facts:


_____________________________

Participation in reconciliation activities influences employee views of the importance to learn more

24

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel it is

very important for all Australians to learn more about the past issues of European settlement and government policy

for Indigenous Australians.

RAP Organisations

6

2

12

7

40

30

42

Very important, 61

0 25 50 75 100






Overall impact of reconciliation activities on importance of all Australians learning more about past issues:


_____________________________

Participation in reconciliation activities influences employee views of the importance to acknowledge the truth

25

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel it is

very important to undertake a truth-telling process, about the past issues of European settlement and government

policy for Indigenous Australians.

RAP Organisations

9

4

13

9

37

30

41

Very important, 57

0 25 50 75 100






Overall impact of reconciliation activities on importance of a formal truth-telling process:


_____________________________

Participation in reconciliation activities influences employee views of historical acceptance

26

Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel that

wrongs of the past must be rectified before all Australians can move on (36%), compared with those who haven’t (25%).

4

4

5

1

25

The wrongs of the past must be rectified before

all Australians can move on, 36

There should be forgiveness for the

wrongs of the past and all Australians should

now move on, 66

58

0 25 50 75 100





The wrongs of the past can never be forgiven

I don't believe there have been any wrongs of the past

The wrongs of the past must be rectified before all Australians can move on

There should be forgiveness for the wrongs of the past and all Australians should now move on

RAP Organisations


27

RAP leadership analysis


_____________________________

Senior leaders place high importance on the relationship between Indigenous and non-Indigenous Australians

28

Senior leaders are most likely to see the relationship between Indigenous and non-Indigenous Australians as

very important (85%), compared to other staff levels.

Deputy managers are most likely to feel it’s not important at all (6%).

1

2

6

2

4

4

3

7

3

1

17

18

23

18

11

78

76

63

77

85

0 25 50 75 100

Entry level

Employee (non-managerial)

Deputy managerial

Managerial

Senior executive


Views of how important the relationship is for Australia:

RAP Organisations


_____________________________

52

45

31

45

59

0 25 50 75 100

Entry level

Employee(non-

managerial)

Deputymanagerial

Managerial

Seniorexecutive

Very important

Senior leaders place high importance on the visibility of Indigenous culture in the workplace

29

The majority of senior leaders (59%) say it is important for Indigenous cultural diversity to be visible in the workplace.

Deputy managers are least likely to believe it’s very important (31%).

RAP Organisations

Is it important for Indigenous cultural diversity to be visible at your work?


_____________________________

71

74

74

73

67

73

71

0 25 50 75 100

Partnering with Aboriginal and Torres Strait Islanderorganisations or communities

Providing opportunities for Indigenous people toextend their education

Acknowledging the Traditional Owners of the land

Promoting and celebrating NRW and/or NAIDOCWeek within the workplace

Committing to contracting Indigenous businesses

Providing opportunities for employees to learn moreabout Aboriginal and Torres Strait Islander cultures

Specifically trying to recruit more Indigenous staff

Strongly support

Senior leaders widely support reconciliation activities

30

The majority of senior leaders strongly support their organisation undertaking key reconciliation activities.

However, they are least likely to strongly support contracting Indigenous businesses (67%).

RAP Organisation senior executives


_____________________________

87

86

88

92

96

0 25 50 75 100

Entry level


Deputy managerial

Managerial

Senior executive

Participated in at least one reconciliation activity with current employer

Senior leaders have widely participated in reconciliation activities

31

Senior leaders are most likely to have participated in at least one RAP activity with their current organisation

(96%), compared to other staff levels.

RAP Organisations


_____________________________

34

38

42

52

58

67

80

61

59

65

69

77

72

89

0 25 50 75 100

Personally delivered a Welcome to Country or anAcknowledgement of Country

Worked with an Aboriginal or Torres Strait Islander businesssupplier

Attended an event or gathering specifically to meet with yourAboriginal or Torres Strait Islander colleagues

Engaged with people from a local Aboriginal or Torres StraitIslander community

Attended an event to celebrate National Reconciliation Week orNAIDOC week

Received Cultural Awareness Training

Been present at an event containing a Welcome to Country oran Acknowledgement of Country

% Yes, with current org

Senior executive

Managerial

Leadership participation in reconciliation activities:

32

The majority of senior executives have participated in key RAP activities with their current organisation. However,

they are less likely to have worked with an Indigenous business supplier than any other activity.

It is notable that among the next leadership tier (managerial level), staff are less likely to have participated in key

RAP activities.

Undertaken reconciliation activity with current organisation:



_____________________________

Senior leaders are widely aware of their RAP

33

The majority of senior leaders are aware of their organisation having a Reconciliation Action Plan, and the majority of those

who are aware believe the RAP has made a very positive impact on their leadership (54%).

However, nearly 1 in 5 (18%) senior executives in RAP organisations are not aware they have a RAP, and 6% have no idea

of how the RAP has impacted on their leadership towards reconciliation.

3

1

2

1

3

48

44

50

31

15

49

54

48

67

Yes, 83

0 25 50 75 100

Entry level

Employee(non-

manager…

Deputymanagerial

Managerial

Seniorexecutive

No Don't know Yes

Does your organisation have a RAP?

6 1 6 34Very positive impact, 54

0 25 50 75 100

RAP impact onclear

leadershipfrom your

seniormanager(s)

towardsreconciliation

I have no idea of RAP impact on this

Very negative impact

Somewhat negative impact

Made no difference to this

Somewhat positive impact

Very positive impact

Senior executives aware of organisation’s RAP:

RAP Organisations


_____________________________

13

10

11

4

9

6

5

32

37

37

37

44

54

53

0 25 50 75 100

Reducing prejudice against Aboriginal and Torres Strait Islanderpeople

Improving understanding of Aboriginal and Torres Strait Islanderpeoples customs

Building relationships with your local Indigenous community

Your knowledge of Aboriginal and Torres Strait Islander peopleand cultures

Providing employment opportunities for Indigenous people inyour organisation

Clear leadership from your senior manager(s) towardsreconciliation


I have no idea of its impact on this A very positive impact on this

Senior leaders have mixed perceptions of their RAP’s impact

34

It is notable that with many reconciliation activities, around 1 in 10 senior executives have no idea how the RAP

has impacted. This is especially evident regarding employment opportunities, building local relationships,

improving understanding of Indigenous customs and reducing prejudice.

What impact has the RAP had?

Senior executives aware of organisation’s RAP


_____________________________

Senior leaders widely accept past events are factual

35

The vast majority of senior executives accept that a range of historical issues for Aboriginal and Torres Strait Islander

peoples are factual.

7

2

7

5

5

6

15

9

9

5

3

4

78

89

84

89

92

90

0 25 50 75 100

Frontier wars occurred across the Australian continent as aresult of Aboriginal and Torres Strait Islander people defending

their traditional lands from European invasion

At the time of British colonisation, there were at least 250distinct Indigenous Nations, each with their own cultural

identities and custodial connections to land

Government policy in the 1900s dictated where Aboriginal andTorres Strait Islander Australians could live and be employed

Aboriginal and Torres Strait Islander Australians were subjectto mass killings, incarceration, forced removal from land and

restricted movement throughout the 1800s

Aboriginal and Torres Strait Islander people did not have fullvoting rights throughout Australia until the 1960s

Government policy enabled Aboriginal children to be removedfrom their families without permission until the 1970s

I do not accept this I am unsure about this I accept this

Acceptance of historical facts:



_____________________________

Senior leaders place high importance on learning more about past issues of European settlement and government policy

36

Senior leaders widely believe it’s very important to learn more about past issues for Indigenous Australians.

Deputy managers are least likely to feel it’s very important (48%).

3

2

4

2

3

5

7

11

6

5

24

30

37

31

24

68

61

48

61

67

0 25 50 75 100

Entry level


Deputy managerial

Managerial

Senior executive


Views of how important it is for all Australians to learn more about past issues:

RAP Organisations


_____________________________

Senior leaders are most likely to believe the past should be forgiven

37

Senior leaders are much more likely to feel there should be forgiveness for the past, than believe the wrongs of the past

must be rectified before all Australians can move on.

Deputy managers are least likely to believe the wrongs of the past must be rectified (27%).

9

5

3

3

3

3

1

2

1

3

47

38

27

33

37

41

56

67

63

57

0 25 50 75 100

Entry level


Deputy managerial

Managerial

Senior executive



The wrongs of the past must be rectified before all Australians can move on

There should be forgiveness for the wrongs of the past and all Australians should now move on

RAP Organisations

Workplace Reconciliation Barometer 2018

38

Full results tracking and comparisons between RAP

organisation employees and the general public


39

Race relations, Unity & Historical acceptance in the

workplace: Comparisons with the national situation


_____________________________

In a typical week, how often do we socialise with people of different cultural groups?

40

RAP employees are most likely to socialise with people of British or European cultural backgrounds on a frequent basis

(81%), as are the general public (56%). When it comes to socialising with Indigenous people, RAP employees are much

more likely to do so frequently (26%) than the general public (10%).

However, both RAP employees (13%) and the general public (21%) are still more likely never to socialise with Indigenous

people than with any other major cultural group.

4

13

9

3

1

21

32

32

14

4

40

29

36

31

15

35

26

23

52

81

0 25 50 75 100

Never Rarely Occasionally Frequently

RAP Organisations General community

6

21

15

6

3

23

42

37

18

9

48

27

35

36

32

24

10

14

40

56

0 25 50 75 100

another culturalheritage

Aboriginal or TorresStrait Islander

heritage

Middle Easternheritage

Asian heritage

British or Europeanheritage


_____________________________

41

18

1413

20

2526

0

5

10

15

20

25

30

35

40

2014 2016 2018

%

Never socialise with people of Aboriginal or Torres Strait Islander background

Frequently socialise with people of Aboriginal or Torres Strait Islander background

Race Relations: Tracking socialising with Indigenous people

RAP Employees:

The percentage of RAP employees who socialise frequently with Indigenous people, or who never do, remains stable from

2016. However, the trend in both situations continues to improve since 2014.


_____________________________

Race relations: How important is the relationship?

42

RAP employees continue to be more likely to consider the relationship between Indigenous and non-Indigenous

Australians as very important (74%), than the general public (50%).

This is also in line with 2016 (76%).

1

3

2

3

3

5

3

4

21

24

20

19

75

69

76

74

0 25 50 75 100

2012

2014

2016

2018



4 7 40 50

0 25 50 75 100

How important is therelationship betweenAboriginal and TorresStrait Islander peopleand other Australians,

for Australia as anation?


_____________________________

Race relations: How much do we trust each other?

43

RAP employees continue to be more likely than the general public to consider the trust between Indigenous and non-

Indigenous Australians is low.

However, RAP employees are similar to the general public in being more likely to believe that non-Indigenous Australians

hold high trust (22%), than believe Indigenous Australians do (14%).

23

17

17

15

26

23

24

23

61

51

52

51

56

47

48

49

6

14

12

12

10

18

15

15

9

16

17

19

7

10

11

12

1

2

3

3

1

2

2

2

0 25 50 75 100

2012

2014

2016

2018

2012

2014

2016

2018

Very low Fairly low Don't know Fairly high Very high


13

18

49

48

11

13

21

16

6

5

0 25 50 75 100

Trust otherAustralians have for

Aboriginal andTorres Strait

Islander people

Trust Indigenouspeople have for

other Australians


_____________________________

Race relations: How much prejudice is there between us?

44

RAP employees remain more likely than the general public to consider the level of prejudice between Indigenous and

non-Indigenous Australians is high.

This continues a slight upward trend since 2014.

9

10

10

46

47

49

15

14

23

25

23

15

5

6

3

0 25 50 75 100

2014

2016

2018

Very high prejudice Fairly high prejudice Don't know Fairly low prejudice Very low prejudice


7 42 35 15 2

0 25 50 75 100

Prejudice between Non-Indigenous Australians

and Aboriginal andTorres Strait Islander

Australians


_____________________________

Race relations: How much prejudice is there between different cultural groups?

45

RAP employees are more likely than the general public to consider the level of prejudice between Indigenous and Anglo-

Celtic Australians is high.

Like the general public, they more widely believe that prejudice is high between those two groups than between

Indigenous people and non-English speaking immigrants.

6

9

20

42

56

29

15

16

3

3

0 25 50 75 100



6

7

24

36

52

38

16

17

2

1

0 25 50 75 100

Prejudice between people of non-Englishspeaking cultural heritage and Indigenous

Australians

Prejudice between people of Anglo-Celticcultural heritage and Indigenous Australians


_____________________________

Race relations: Cultural concerns

46

RAP employees remain much more likely than the general public to disagree that other races/cultures are harmful to

their own, or that they find it difficult to understand other races/cultures.

However, a similar percentage of RAP employees (36%) and the general public (32%) still agree they are concerned

about causing offence when meeting people from other races/cultures.

1

2

5

7

5

31

19

12

21

48

26

29

26

55

13

0 25 50 75 100

Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree


3

3

4

17

11

28

28

24

29

39

31

28

13

31

11

0 25 50 75 100

I find it difficult tounderstand the

customs and ways ofother races/cultures

Other races/culturesare harmful to mine

I worry about causingoffence when I meet

people from otherraces/cultures


_____________________________

47

72 7274

8183

81

4745

43

20

30

40

50

60

70

80

90

100

2014 2016 2018

% D

isa

gre

e/S

tro

ngly

dis

agre

e

I find it difficult to understand the customs and ways of other races/cultures

Other races/cultures are harmful to mine

I worry about causing offence when I meet people from other races/cultures

Race Relations: Tracking cultural concerns

RAP Employees who disagree/strongly disagree:

The percentage of RAP employees who are not worried about other races/cultures remains stable from 2014. In particular,

most employees of RAP organisations continue to disagree that other races/cultures are harmful to their own (81%).

There has been a continued trend in fewer RAP employees being worried about causing offence (43%).


_____________________________

Race relations: Cultural superiority

48

RAP employees (67%) remain much more likely than the general public (39%) to strongly disagree that non-Indigenous

Australians are superior to Indigenous Australians.

1

1

1

1

2

2

2

2

11

10

8

10

23

20

19

20

64

67

70

67

0 25 50 75 100

2012

2014

2016

2018



3 8 23 28 39

0 25 50 75 100

Non-IndigenousAustralians

are superior toAboriginal andTorres Strait

IslanderAustralians?


_____________________________

Race relations: Cultural unity

49

RAP employees remain more likely than the general public to strongly agree that Australia is better off with many different

races/cultures (46% and that it is possible for all Australians to be united (31%).

2

2

2

2

1

2

9

8

8

4

3

4

14

12

11

14

13

12

47

47

47

37

36

35

28

31

31

44

46

46

0 25 50 75 100

2014

2016

2018

2014

2016

2018



3

3

9

7

16

20

48

42

24

28

0 25 50 75 100

Believe it ispossible for allAustralians to

become united?

Australia is betteroff because we

have manydifferent

races/cultures?


_____________________________

Race relations: Is Australia racist?

50

RAP employees (47%) remain more likely than the general public (38%) to agree that Australia is a racist country.

Furthermore, this sentiment is now more widely held among RAP employees than in 2014 (40%).

7

9

11

33

35

36

29

28

23

23

21

22

7

7

8

0 25 50 75 100

2014

2016

2018



8 30 30 23 9

0 25 50 75 100

Australia is a racistcountry?


_____________________________

Knowledge and cultural understanding: How much do we know?

51

RAP employees continue to be more likely than the general public to feel that their knowledge of Aboriginal and Torres Strait

Islander histories and cultures is high.

19

6

5

13

4

5

2

1

1

48

51

52

39

42

47

20

24

25

29

37

36

41

45

41

64

62

61

4

7

7

6

9

8

14

14

14

0 25 50 75 100

2014

2016

2018

2014

2016

2018

2014

2016

2018

No knowledge at all/very low Fairly low Fairly high Very high


10

8

2

53

48

26

33

37

58

5

6

14

0 25 50 75 100

Knowledge aboutAboriginal and TorresStrait Islander cultures

Knowledge about thehistories of Aboriginal

and Torres StraitIslander people in

Australia

Knowledge about thehistory of Australia


_____________________________

Knowledge and cultural understanding: Is it important that we know?

52

RAP employees continue to be more likely than the general public to believe it is very important for Australians to know

about Aboriginal and Torres Strait Islander histories and cultures. Furthermore, while both groups more widely rate the

importance of Australian history as high, the gap in these views remains smaller among RAP staff, since 2014.

For example, 8% more RAP employees feel Australian history is very important (62%) than Indigenous histories (54%),

compared to 19% more in the general public.

1

1

2

1

1

2

9

6

8

7

5

7

3

2

3

47

42

40

44

38

38

39

36

35

43

51

50

48

56

54

58

61

62

0 25 50 75 100

2014

2016

2018

2014

2016

2018

2014

2016

2018

Not important at all Fairly unimportant Fairly Important Very important


3

3

2

13

11

5

51

50

39

33

36

55

0 25 50 75 100

Importance of knowing aboutIndigenous cultures

Importance of knowing about thehistories of Indigenous people in

Australia

Importance of knowing about thehistory of Australia


_____________________________

Knowledge and cultural understanding: Indigenous cultural value

53

RAP employees are more likely than the general public to be proud of Australia’s Aboriginal and Torres Strait Islander

cultures and to see Indigenous cultures as important to Australia’s national identity. Furthermore, there has been a

continued improvement since 2014, with more employees now strongly agreeing with those statements.

However, it is notable that more employees continue to strongly agree that Indigenous cultures are important (55%) than

are strongly proud of those cultures (38%).

1

1

1

1

1

1

4

3

2

3

2

2

2

2

18

25

21

19

7

10

8

7

36

42

42

39

34

42

39

34

41

29

35

38

57

45

50

55

0 25 50 75 100

2012

2014

2016

2018

2012

2014

2016

2018



2

2

5

5

30

14

40

47

22

32

0 25 50 75 100

Proud of our Aboriginaland Torres Strait Islander

cultures?

Aboriginal and TorresStrait Islander cultures are

important to Australia'sidentity as a nation?


_____________________________

Knowledge and cultural understanding

54

RAP employees (84%) remain more likely than the general public (74%) to feel proud of Australia’s multiculturalism.

Conversely, similar percentages of RAP employees and the general public continue to agree they are proud of Australia’s

British and European cultures.

1

1

2

1

1

2

5

6

7

2

2

3

31

30

30

13

12

11

44

44

43

47

46

42

19

20

19

37

39

42

0 25 50 75 100

2014

2016

2018

2014

2016

2018



2

4

6

5

30

18

41

45

21

29

0 25 50 75 100

Proud of our British/Europeancultures?

Proud of our multiculturalism?


_____________________________

55

71

77 77

63 6462

84 85 84

20

30

40

50

60

70

80

90

100

2014 2016 2018

% A

gre

e/S

tro

ngly

agre

e

I feel proud of our Aboriginal and Torres Strait Islander cultures

I feel proud of our British/European cultures

I feel proud of our multiculturalism

Knowledge and cultural understanding: Tracking cultural pride

RAP Employees agree/strongly agree:

The percentage of RAP employees who feel proud of our Indigenous cultures (77%) remains steady from 2016.

However, more employees of RAP organisations continue to feel proud of our multiculturalism in general (84%).


_____________________________

Knowledge and cultural understanding: Indigenous significance

56

RAP employees (82%) are still more likely than the general public (74%) to agree that Indigenous Australians hold a

unique place as the First Australians.

2

1

2

4

3

4

13

11

11

34

31

30

48

54

52

0 25 50 75 100

2014

2016

2018



3 4 19 39 35

0 25 50 75 100

Aboriginal and TorresStrait Islander peoplehold a unique place asthe First Australians?


_____________________________

Historical acceptance: Do we accept that key events and issues from the past are factual?

57

RAP employees General community

6

2

6

7

6

8

22

18

17

11

10

9

72

80

77

82

84

83

0 25 50 75 100

I do not accept this I am unsure about this I accept this

RAP employees are more likely than the general public to accept as facts, many of the consequences of European

settlement and government policy for Indigenous people in Australia.

In particular, staff at RAP organisations are more likely to accept that Australia was inhabited by distinct Indigenous

Nations, prior to British colonisation.

8

4

9

10

7

12

35

32

29

21

21

18

57

64

62

69

71

70

0 25 50 75 100

Frontier wars occurred across the Australiancontinent as a result of Indigenous people

defending their traditional lands from Europeaninvasion

At the time of British colonisation, there were atleast 250 distinct Indigenous Nations, each with

their own cultural identities and custodialconnections to land

Government policy in the 1900s dictated whereAboriginal and Torres Strait Islander Australians

could live and be employed

Aboriginal and Torres Strait Islander Australianswere subject to mass killings, incarceration,

forced removal from land and restrictedmovement throughout the 1800s

Aboriginal and Torres Strait Islander people didnot have full voting rights throughout Australia

until the 1960s

Government policy enabled Aboriginal childrento be removed from their families without

permission until the 1970s


_____________________________

Historical acceptance: Is it important we learn about issues from events in the past?

58

RAP employees remain more likely than the general public to feel it is very important for all Australians to learn more about

the past issues and consequences of European settlement and government policy for Indigenous people in Australia.

RAP Organisations

2

2

3

8

7

7

41

34

31

49

58

59

0 25 50 75 100

2014

2016

2018


General community

3 11 41 45

0 25 50 75 100

ImportantAustralians learnmore about thepast issues of

Europeansettlement and

government policyfor Indigenous

people?


_____________________________

Historical acceptance: Is it important to formally acknowledge the past?

59

RAP employees (55%) are more likely than the general community (36%) to widely believe it’s very important to

undertake a formal truth telling process, in relation to Australia’s shared history and past issues for Aboriginal and

Torres Strait Islander peoples.

5 9 31 55

0 25 50 75 100


6 14 44 36

0 25 50 75 100

Important toundertake aformal truthtelling, to

acknowledgethe past?



_____________________________

Historical acceptance: How do we move on?

60

The majority of both RAP employees (59%) and the general public (63%) continue to feel there should be forgiveness for the

past issues of European settlement and government policy and all Australians should now move on.

However, more RAP staff continue to feel the wrongs of the past must be rectified first (35%), than in 2014 (27%).


3

3

4

2

1

2

27

33

35

68

62

59

0 25 50 75 100

2014

2016

2018



The wrongs of the past must be rectified before we can move on

There should be forgiveness for the wrongs of the past and we should now move on

5 4 28 63

0 25 50 75 100


61

Workplace practices, RAP outcomes & Employee satisfaction


_____________________________

14

13

11

12

4

5

3

5

20

21

20

18

8

9

8

8

34

34

34

33

28

32

29

27

33

32

35

37

59

54

60

60

0 25 50 75 100

2012

2014

2016

2018

2012

2014

2016

2018

I would feel very uncomfortable doing this I would feel slightly uncomfortable doing this

I would feel comfortable doing this I would feel very comfortable doing this

Organisational practices and RAP outcomes: Ceremonial participation

62

There has been slight increase since 2016 in the percentage of RAP employees who would feel very comfortable

personally delivering an Acknowledgement of Country.

RAP Organisations

Comfortable being present at an event containing an Acknowledgement of Country?

Comfortable personally delivering an Acknowledgement of Country?


_____________________________

Organisational practices and RAP outcomes: Participation in RAP activities

63

There has been an increase since 2016 in the percentage of RAP employees that have participated in various reconciliation

activities at their current organisation.

Most notably, more RAP employees (31%) have worked with an Indigenous supplier, than in 2016 (23%).

76

65

58

34

37

26

17

7

12

11

26

14

12

16

17

23

30

40

48

62

67

0 25 50 75 100

No Yes, but not organised by my current organisation Yes, organised by my current organisation

69

57

52

30

34

23

13

8

12

12

26

15

13

16

23

31

36

44

51

64

71

0 25 50 75 100

Personally delivered a Welcome toCountry or an Acknowledgement of

Country

Worked with an Aboriginal or TorresStrait Islander business supplier

Attended an event or gatheringspecifically to meet with your

Indigenous colleagues

Engaged with people from a localAboriginal or Torres Strait Islander

community

Attended an event to celebrateNational Reconciliation Week or

NAIDOC week

Received Cultural AwarenessTraining

Been present at an event containinga Welcome to Country or an

Acknowledgement of Country



_____________________________

64

1416 17

2323

3130

36

40

4442

39

485152

47

6264

60 59

67

71

10

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% Y

es,

with

cu

rre

nt o

rga

nis

atio

n

Personally delivered a Welcome to/Acknowledgement of Country

Worked with an Indigenous business supplier

Attended an event specifically to meet with Indigenous colleagues

Engaged with people from a local Indigenous community

Attended an event to celebrate NRW or NAIDOC week

Received Cultural Awareness Training

Been present at an event containing a Welcome to/Acknowledgement of Country

Organisational practices and RAP outcomes: Tracking participation

RAP Employees who’ve undertaken

activity with current employer:

Since 2012, there have been solid increases in the participation of employees in key RAP activities.

Similarly, more employees of RAP organisations have also taken part in newer activities, compared to 2016.


_____________________________

26

26

3

3

9

10

62

61

0 25 50 75 100

2016

2018

Don't know No cultural awareness training at all Only for some staff Yes for all staff

54

51

26

27

20

22

0 25 50 75 100

2016

2018

Face-to-face (e.g. seminars/workshops) Documented (e.g. brochures, intranet) Combination of face-to-face and documents

Organisational practices and RAP outcomes: Cultural Awareness Training

65

Most RAP employees (61%) say their organisation conducts cultural awareness training for all staff. However, one in four

(26%) of staff at organisations with a RAP ‘don’t know’ if this is the case or not.

Most staff who’ve undertaken cultural awareness training continue to do so in face-to-face seminars or workshops (51%).

RAP Organisations

How was your Cultural Awareness Training conducted?

Does your organisation provide Cultural Awareness Training for all staff?


_____________________________

Organisational practices and RAP outcomes: Cultural Awareness Training

66

There has been a slight increase since 2016 in the percentage of RAP employees who strongly agree they learnt something

from cultural awareness training, or that they enjoyed it.

It is notable that fewer RAP staff agree they’ve changed their behaviour positively.

1

1

1

3

4

5

15

10

30

42

46

33

39

39

30

0 25 50 75 100


2016 RAP Organisations 2018

Employees who’ve undertaken Cultural Awareness Training arranged by current organisation:

2

2

3

4

4

4

6

9

15

10

30

40

38

42

32

26

42

42

29

21

0 25 50 75 100

I enjoyed participatingin this activity

I learnt something fromthis activity

I felt more positivelyabout Indigenous

people and culturesafter this activity

I have positivelychanged my behaviourregarding Indigenouspeople and cultures,…


_____________________________

67

86

75

81 80

90

8185 84

73

58

6461

47

10

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% A

gre

e/S

tro

ngly

agre

e

I enjoyed participating in this activity

I learnt something from this activity

I felt more positively about Indigenous people and cultures after this activity

I have positively changed my behaviour regarding Indigenous people and cultures, afterthis activity

Organisational practices and RAP outcomes: Tracking impact of Cultural Awareness Training

Employees who’ve undertaken Cultural Awareness Training arranged by current organisation:

More RAP employees continue to agree they learnt something from cultural awareness training, than say they enjoyed it, or

felt more positively towards Indigenous people and cultures after training. This trend has remained uniform since 2012.

.


_____________________________

Organisational practices and RAP outcomes: Welcome/Acknowledgement of Country event

68

There has been a slight increase since 2016 in the percentage of RAP employees who agree they learnt something from

being present at a Welcome to Country or an Acknowledgement of Country, or that they enjoyed it.


1

2

2

3

9

7

25

30

37

40

35

31

30

23

24

0 25 50 75 100



Employees who’ve been present at Welcome/Acknowledgement event arranged by current organisation:

2

3

3

4

3

9

8

11

21

28

37

47

41

35

29

21

32

25

23

18

0 25 50 75 100

I enjoyed participating inthis activity


I felt more positivelyabout Indigenous people

and cultures after thisactivity

I have positivelychanged my behaviourregarding Indigenouspeoples and cultures,…


_____________________________

69

77

6771

73

64

57 586059

5254

52

39

10

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% A

gre

e/S

tro

ngly

agre

e




I have positively changed my behaviour regarding Indigenous peoples and cultures, after thisactivity

Organisational practices and RAP outcomes: Tracking impact of Welcome/Acknowledgement

Employees who’ve been present at Welcome/Acknowledgement event arranged by current organisation:

More RAP employees continue to agree they enjoyed being present at a Welcome to Country or an Acknowledgement of

Country, than say they learnt something from it, or that they felt more positively towards Indigenous people and cultures after

attending such an event. This trend has remained uniform since 2012.

.


_____________________________

Organisational practices and RAP outcomes: NRW or NAIDOC celebrations

70

There has been a solid increase since 2016 in the percentage of RAP employees who strongly agree they learnt something

from celebrating NRW or NAIDOC week, or that they enjoyed it.


1

1

4

3

9

14

27

48

47

38

41

35

32

0 25 50 75 100



1

1

1

2

1

3

4

8

8

12

28

42

44

46

35

27

46

38

32

22

0 25 50 75 100






Employees who’ve celebrated NRW or NAIDOC week at event arranged by current organisation:


_____________________________

71

93

88 89 89

85

7981

84

75

69 7066

49

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% A

gre

e/S

tro

ngly

agre

e




I have positively changed my behaviour regarding Indigenous people and cultures, afterthis activity

Organisational practices and RAP outcomes: Tracking impact of NRW or NAIDOC celebrations

More RAP employees continue to agree they enjoyed attending an NRW or NAIDOC week celebration at their organisation,

than say they learnt something from it, or that they felt more positively towards Indigenous people and cultures after attending

such an event. This trend has remained uniform since 2012.

Employees who’ve celebrated NRW or NAIDOC week at event arranged by current organisation:


_____________________________

Organisational practices and RAP outcomes: Engaging with a local Indigenous community

72

There has been a solid increase since 2016 in the percentage of RAP employees who strongly agree they learnt something

from cultural awareness training, or that they enjoyed it.


1

1

2

3

12

15

23

45

43

38

42

39

35

0 25 50 75 100



1

1

1

2

1

2

4

5

10

13

25

33

41

41

35

30

46

43

35

30

0 25 50 75 100






Employees who’ve engaged with people from a local Indigenous community arranged by current organisation:


_____________________________

Organisational practices and RAP outcomes: Meeting with Indigenous colleagues

73

There has been a slight increase since 2016 in the percentage of RAP employees who strongly agree they enjoyed meeting

with Indigenous colleagues, at an organised workplace event.


1

2

2

9

13

21

46

45

39

44

41

37

0 25 50 75 100



1

1

1

1

1

2

3

4

9

13

25

33

43

43

34

30

47

42

36

31

0 25 50 75 100






Employees who’ve attended an event to meet with Indigenous colleagues arranged by current organisation:


_____________________________

Organisational practices and RAP outcomes: Working with Indigenous businesses

74

There has been a slight decrease since 2016 in the percentage of RAP employees who agree they learnt something from

working with an Indigenous business supplier, or that they enjoyed it, or that they felt more positively towards Indigenous

people and cultures afterwards.


1

1

2

3

4

23

26

31

42

39

35

34

31

30

0 25 50 75 100



1

1

2

2

2

4

5

6

25

28

36

42

38

36

30

27

34

31

28

24

0 25 50 75 100






Employees who’ve worked with an Indigenous business supplier arranged by current organisation:


_____________________________

Organisational practices and RAP outcomes: Personal delivery of Welcome/Acknowledgement of Country

75

There has been a slight increase since 2016 in the percentage of RAP employees who agree they enjoyed personally

delivering a Welcome to Country or Acknowledgement of Country.


1

1

1

1

5

4

15

26

31

38

35

30

44

33

35

0 25 50 75 100



1

1

1

1

2

5

4

6

13

27

32

40

39

34

31

25

46

33

32

27

0 25 50 75 100






Employees who’ve personally delivered Welcome/Acknowledgement arranged by current organisation:


_____________________________

76

87

81 8284

7164 68 6768

6365

63

52

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% A

gre

e/S

tro

ngly

agre

e




I have positively changed my behaviour regarding Indigenous peoples and cultures, afterthis activity

Organisational practices and RAP outcomes: Tracking impact of personal delivery of Welcome/Acknowledgement

More RAP employees continue to agree they enjoyed personally delivering a Welcome to Country or an Acknowledgement of

Country at their organisation, than say they learnt something from it, or that they felt more positively towards Indigenous

people and cultures after doing so. This trend has remained uniform since 2012.

Employees who’ve personally delivered Welcome/Acknowledgement arranged by current organisation:


_____________________________

Organisational practices and RAP outcomes: Awareness of business actions

77

Business Actions: Employee awareness of reconciliation business actions undertaken by their organisation has improved

since 2016, particularly in terms of contracting Indigenous business suppliers.

3

3

2

58

30

30

39

66

68

0 25 50 75 100

My organisation doesn't do this I'm not sure if my organisation does this My organisation does this

2016

3

4

2

49

28

27

48

68

71

0 25 50 75 100

Committing to contractingAboriginal and Torres

Strait Islanderbusinesses, when all

other tender conditions…

Providing opportunitiesfor employees to learnmore about Aboriginal

and Torres Strait Islandercultures

Specifically trying torecruit more Aboriginal

and Torres Strait Islanderpeople as staff



_____________________________

78

7768

71

71

6266

68

46

39 39

48

0

10

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% Y

es m

y o

rga

nis

ation

do

es th

is

Specifically trying to recruit more Aboriginal and Torres Strait Islander people as staff

Providing opportunities for employees to learn more about Indigenous cultures

Committing to contracting Indigenous businesses, as part of a supplier diversity strategy

Organisational practices and RAP outcomes: Tracking awareness of business actions

More RAP employees continue to see their organisation is trying to recruit Indigenous staff, than undertaking other business

actions. However, awareness of committing to contracting Indigenous business suppliers has grown since 2014.

Employees aware of business actions undertaken by current organisation:


_____________________________

Organisational practices and RAP outcomes: Awareness of workplace actions

79

Workplace Actions: Employee awareness of reconciliation workplace actions undertaken by their organisation has

improved slightly since 2016.

2

1

14

10

85

88

0 25 50 75 100


2016

2

2

11

9

87

89

0 25 50 75 100

Acknowledging theTraditional Owners of the

land

Promoting andcelebrating NationalReconciliation Week

and/or NAIDOC Weekwithin the workplace



_____________________________

80

77

81

88 89

67

77

8587

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% Y

es m

y o

rga

nis

ation

do

es th

is

Promoting and celebrating NRW and/or NAIDOC Week within the workplace


Organisational practices and RAP outcomes: Tracking awareness of workplace actions

More RAP employees continue to see their organisation is promoting NRW and NAIDOC celebrations for staff, than

undertaking Acknowledgement of Country. However, the gap in awareness levels has narrowed since 2012.

Employees aware of workplace actions undertaken by current organisation:


_____________________________

Organisational practices and RAP outcomes: Awareness of community actions

81

Community Actions: Employee awareness of reconciliation community actions undertaken by their organisation has

increased slightly since 2016, particularly in the staff awareness of Indigenous partnerships.

2

2

34

30

64

68

0 25 50 75 100


2016

2

3

29

28

69

69

0 25 50 75 100

Partnering with Aboriginaland Torres Strait Islander

organisations orcommunities

Providing opportunitiesfor Aboriginal and TorresStrait Islander people toextend their educationthrough scholarship,

traineeships and workplacements



_____________________________

82

77

62

68 6972

70

64

69

0

10

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% Y

es m

y o

rga

nis

ation

do

es th

is

Providing opportunities for Indigenous people to extend their education

Partnering with Aboriginal and Torres Strait Islander organisations or communities

Organisational practices and RAP outcomes: Tracking awareness of community actions

RAP employee awareness levels of their organisation undertaking community reconciliation actions have been inconsistent

since 2012.

Employees aware of community actions undertaken by current organisation:


_____________________________

Organisational practices and RAP outcomes: Support for business actions

83

There has been a solid increase since 2016 in the percentage of RAP employees who strongly support reconciliation

business actions. For example, 55% strongly support providing opportunities for staff to learn more, up from 51% two

years ago.

1

1

3

1

3

19

10

18

34

37

33

43

51

44

0 25 50 75 100

Strongly oppose Oppose Neither support nor oppose Support Strongly support

2016 RAP Organisations

Support for business actions taken by current organisation:

2

1

3

3

1

4

17

11

17

31

32

29

46

55

48

0 25 50 75 100

Committing to contractingAboriginal and Torres Strait

Islander businesses, when allother tender conditions areequal, as part of a supplier…

Providing opportunities foremployees to learn more about

Aboriginal and Torres StraitIslander cultures

Specifically trying to recruitmore Aboriginal and Torres

Strait Islander people as staff


_____________________________

84

81

73 77

76

91

83

88 87

76

72

77 77

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% S

up

po

rt/S

tron

gly

su

pp

ort

Specifically trying to recruit more Aboriginal and Torres Strait Islander people as staff

Providing opportunities for employees to learn more about Indigenous cultures

Committing to contracting Indigenous businesses, as part of a supplier diversitystrategy

Organisational practices and RAP outcomes: Tracking support for business actions

More RAP employees continue to support their organisation providing staff with opportunities to learn about Indigenous

cultures, than undertaking other business actions.

Support for business actions taken by current organisation:


_____________________________

Organisational practices and RAP outcomes: Support for workplace actions

85

There has been a solid increase since 2016 in the percentage of RAP Organisations who strongly support reconciliation

workplace actions. For example, 56% strongly support Acknowledging the Traditional Owners of the land, up from 51%

two years ago.

2

1

3

1

13

11

32

37

51

51

0 25 50 75 100



Support for workplace actions taken by current organisation:

3

2

4

2

12

11

26

29

56

55

0 25 50 75 100

Acknowledging theTraditional Owners of

the land

Promoting andcelebrating NationalReconciliation Week

and/or NAIDOC Weekwithin the workplace


_____________________________

86

8582

8885

76 76

8381

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% S

up

po

rt/S

tron

gly

su

pp

ort

Promoting and celebrating NRW and/or NAIDOC Week within the workplace


Organisational practices and RAP outcomes: Tracking support for workplace actions

More RAP employees continue to support their organisation’s efforts promoting NRW and NAIDOC celebrations for staff, than

undertaking Acknowledgement of Country. However, the gap in support levels has narrowed since 2012.

Support for workplace actions taken by current organisation:


_____________________________

Organisational practices and RAP outcomes: Support for community actions

87

There has been a solid increase since 2016 in the percentage of RAP employees who strongly support reconciliation

community actions. For example, 53% strongly support partnering with Indigenous groups, up from 49% two years ago.

1

1

1

12

10

38

36

49

52

0 25 50 75 100



Support for community actions taken by current organisation:

1

1

1

2

12

10

33

32

53

55

0 25 50 75 100

Partnering with Aboriginal &Torres Strait Islander

organisations orcommunities

Providing opportunities forAboriginal & Torres StraitIslander people to extendtheir education through

scholarships, traineeshipsand work placements


_____________________________

88

92

85

88 87

8885

87 86

30

40

50

60

70

80

90

100

2012 2014 2016 2017

% S

up

po

rt/S

tron

gly

su

pp

ort

Providing opportunities for Indigenous people to extend their education

Partnering with Aboriginal and Torres Strait Islander organisations or communities

Organisational practices and RAP outcomes: Tracking support for community actions

RAP employee support levels for their organisation undertaking community reconciliation actions have been consistent

since 2012.

Support for community actions taken by current organisation:


_____________________________

14

28

21

18

86

72

79

Yes, 82

0 25 50 75 100

2012

2014

2016

2018

No Yes

1

1

4

3

2

2

51

43

41

41

44

54

56

Very good, 56

0 25 50 75 100

2012

2014

2016

2018

Very poor Fairly poor Fairly good Very good

Organisational practices and RAP outcomes: Relationship among colleagues

89

There has been an increase in the level of RAP employee awareness of Indigenous staff at their current organisation,

compared with 2016. This continues a solid trend since 2014.

However, there has been no change in the percentage of employees who consider the relationship between Indigenous

and non-Indigenous colleagues is very good.

Aware of any Aboriginal and Torres Strait Islander people working in your organisation?

RAP Organisations

RAP employees aware of Indigenous colleagues: How would you describe the relationship?


_____________________________

Organisational practices and RAP outcomes: Trust among colleagues

90

There has been a slight increase in the perception of levels of trust between Indigenous and non-Indigenous employees

since 2016.

1

1

2

1

1

1

5

5

6

5

5

5

22

21

21

17

17

16

45

45

44

46

47

45

27

27

28

31

30

32

0 25 50 75 100

2014

2016

2018

2014

2016

2018

Very low Fairly low Don't know Fairly high Very high

Trust non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander colleagues?

RAP employees aware of Indigenous colleagues:

Trust Indigenous people in my organisation have for other colleagues?


_____________________________

91

71

77 77 77

66

72 72 71

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% F

airly

hig

h/V

ery

hig

h tru

st

Trust non-Indigenous people in my organisation have for Indigenous employees

Trust Aboriginal and Torres Strait Islander people in my organisation have for otheremployees

Organisational practices and RAP outcomes: Tracking high trust among colleagues

More RAP employees aware of Indigenous colleagues continue to believe there is high trust for Aboriginal and Torres Strait

Islander colleagues among non-Indigenous staff, than believe Indigenous staff hold high trust for other employees.

This gap in perceived trust has remained consistent since 2012.

High trust among Indigenous and non-Indigenous colleagues at current organisation:


_____________________________

1

1

2

1

1

1

4

5

6

4

5

5

26

27

26

33

34

36

24

24

26

22

22

23

45

43

40

40

38

35

0 25 50 75 100

2014

2016

2018

2014

2016

2018


Organisational practices and RAP outcomes: Prejudice among colleagues

92

There has been a decrease in the perception of low levels of prejudice between Indigenous and non-Indigenous

employees since 2016. However, more RAP employees now say they ‘don’t know’, rather than an increased perception

of high prejudice.

Prejudice Indigenous people in my organisation have for other colleagues?

RAP employees aware of Indigenous colleagues:

Prejudice non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander colleagues?


_____________________________

93

64

6967 66

6062

6058

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% F

airly

low

/Ve

ry lo

w p

reju

dic

e

Prejudice non-Indigenous people in my organisation have for Indigenous employees

Prejudice Aboriginal and Torres Strait Islander people in my organisation have for otheremployees

Organisational practices and RAP outcomes: Tracking low prejudice among colleagues

More RAP employees aware of Indigenous colleagues continue to believe there is low prejudice for Aboriginal and Torres

Strait Islander colleagues among non-Indigenous staff, than believe Indigenous staff hold low prejudice for other employees.

This gap in perceived prejudice has remained consistent since 2012.

Low prejudice among Indigenous and non-Indigenous colleagues at current organisation:


_____________________________

Organisational practices and RAP outcomes: Awareness of RAP

94

There has been strong increase in the level of RAP employee awareness of their organisation having a Reconciliation Action

Plan, since 2016.

Among those who are aware, there has been a solid increase among those who feel the RAP has had a positive impact on

employment opportunities for Indigenous people (67%, up from 59% two years ago).

2

1

2

48

50

41

50

49

57

0 25 50 75 100

2014

2016

2018

No Don't know Yes

RAP Organisations

Does your organisation have a RAP?

24 9 35Very positive impact, 32

0 25 50 75 100

RAP impact onproviding

employmentopportunities

for Indigenouspeople in yourorganisation?

I have no idea of RAP impact on this






Staff aware of organisation’s RAP:


_____________________________

Organisational practices and RAP outcomes: Impact of RAP

95

The majority of those who are aware of their organisation’s Reconciliation Action Plan continue to feel the RAP has had a

positive impact on reconciliation objectives, particularly regarding shared celebrations of Indigenous events.

However, 1 in 4 staff have no idea about many key RAP objectives, including providing Indigenous employment opportunities.

RAP employees aware of organisation’s RAP

27

24

25

11

24

18

16

1

1

1

1

1 13

14

12

22

9

13

8

36

35

35

38

35

34

36

23

26

28

28

32

34

39

0 25 50 75 100

Reducing prejudice againstIndigenous people

Improving understanding ofIndigenous peoples customs

Building relationships with your localIndigenous community

Your knowledge of Indigenouspeople and cultures

Providing employment opportunitiesfor Indigenous people

Clear leadership from your seniormanager(s) towards reconciliation

Shared celebration of NRW and/orNAIDOC week I have no idea of RAP

impact on this







_____________________________

96

45

5153

58

52

59

20

30

40

50

60

70

80

2014 2016

% P

ositiv

e im

pa

ct o

n th

is

Improving understanding of Aboriginal and Torres Strait Islander peoples customs (e.g.attendance at extended family funerals)

Your knowledge of Aboriginal and Torres Strait Islander people and cultures

Providing employment opportunities for Aboriginal and Torres Strait Islander people in yourorganisation

Organisational practices and RAP outcomes: RAP Impact 2014-16

More RAP employees felt their organisation’s RAP had a positive effect on the following reconciliation objectives, compared

with 2014. Most notably, 59% saw a positive impact on providing employment opportunities for Indigenous people, up from

52% two years ago.

Perceptions of positive impact of RAP on reconciliation objectives, 2014-16:

NOTE: changes to question options in 2018 have interrupted tracking


_____________________________

97

46

49

52 52

6159

65

68

20

30

40

50

60

70

80

2014 2016

% P

ositiv

e im

pa

ct o

n th

is

Reducing prejudice against Indigenous people

Building relationships with your local Indigenous community

Clear leadership from your senior manager(s) towards reconciliation


Organisational practices and RAP outcomes: RAP Impact 2014-16

RAP employees felt their organisation’s RAP had a mixed effect on the following reconciliation objectives, compared with

2014. Most notably, there was an increase in the views that the RAP promoted shared celebrations of Indigenous events and

also reduced prejudice, both up 3% from two years ago.

Perceptions of positive impact of RAP on reconciliation objectives, 2014-16:

NOTE: changes to question options in 2018 have interrupted tracking


_____________________________

2

3

2

4

34

30

35

33

64

67

63

63

0 25 50 75 100

2012

2014

2016

2018

My organisation provides too many opportunities for me to engage

I would like my organisation to provide more opportunities for me to engage

My organisation provides an appropriate amount of opportunities to engage

Organisational practices and RAP outcomes

98

In terms of opportunities to engage with Indigenous people and cultures, the majority (63%) of RAP employees continue to

feel there is already an appropriate structure in place. However, more staff (4%) would now like fewer opportunities, than two

years ago (2%).

RAP Organisations


_____________________________

Inclusive workplaces: Employment equality

99

There has been an increase since 2016 in the level of RAP employees who strongly agree their organisation is

following a reconciliation strategy with an effective employment equality approach.

3

5

5

3

5

4

4

6

6

9

11

11

10

11

10

11

13

14

5

5

5

13

12

14

8

9

9

54

55

53

46

49

47

46

47

44

28

24

27

28

23

26

31

25

27

0 25 50 75 100

2014

2016

2018

2014

2016

2018

2014

2016

2018

Strongly disagree Disagree Don't know Agree Strongly agree

RAP Organisations

People from all backgrounds have the same chance of promotion?

Job vacancies are widely advertised to attract diverse applicants?

Can be true to your culture or beliefs at work?


_____________________________

Inclusive workplaces: Leadership commitment

100

There has been an increase since 2016 in the level of RAP employees who strongly agree their organisation is following a

reconciliation strategy with an effective leadership approach.

4

3

2

3

2

3

3

3

8

7

5

6

5

6

7

7

4

5

7

9

9

4

4

4

51

49

45

50

48

45

49

47

33

35

41

33

36

43

36

40

0 25 50 75 100

2016

2018

2014

2016

2018

2014

2016

2018


RAP Organisations

Immediate manager treats everyone fairly?

Immediate manager values differences in people?

Immediate manager is good at listening to all views?


_____________________________

Inclusive workplaces: Employee value

101

There has been an increase since 2016 in the level of RAP employees who strongly agree their organisation is following a

reconciliation strategy with an effective approach towards career development and staff appreciation.

8

6

9

6

9

6

23

19

17

15

20

17

4

5

6

6

5

5

50

52

51

53

49

51

15

18

17

20

18

21

0 25 50 75 100

2016

2018

2016

2018

2016

2018


RAP Organisations

Have the opportunity to progress your career?

Feel appreciated at work?

Feel in control of your career?


_____________________________

102

9088

858786 86

83 84

8077

72

71

79 7472

20

30

40

50

60

70

80

90

100

2012 2014 2016 2018

% A

gre

e/S

tro

ngly

agre

e

My immediate manager treats everyone fairly

My immediate manager values differences in people

Individuals from all backgrounds have the same chance of promotion

Job vacancies are advertised widely to attract a diverse applicantpool

Inclusive workplaces: Tracking staff perceptions of employer and workplace

There has been a mixed trend since 2012 in the level of RAP employees who agree their organisation is following a

reconciliation strategy with an effective employment equality approach. This is particularly notable in terms of individuals from

all backgrounds having the same chances of promotion, which has dropped from 80% agreement to 71%.

Employee evaluations of current organisation:


_____________________________

7

7

7

6

5

5

15

16

19

15

15

10

23

12

6

9

5

5

42

51

53

53

58

49

13

14

16

17

18

32

0 25 50 75 100

Very bad Bad Don’t know Good Very good

Inclusive workplaces: Organisation performance

103

The majority of RAP employees continue to see their organisation is performing well in terms of key workplace

processes, particularly regarding workplace flexibility and support.

However, it is notable that dispute resolution is the area where staff least widely rate the performance as good (58%).


6

5

5

5

4

3

13

13

15

15

13

7

23

12

6

9

6

5

43

53

55

52

58

49

15

17

19

19

20

36

0 25 50 75 100

Dispute resolution (e.g.employee arguments,

racism etc)

Recruitment

Career development(e.g. skills training,secondments etc)

HR induction andsupport

Workplace support (e.g.mentoring, day-to-day

advice etc)

Workplace flexibility (e.g.leave, working from

home etc)

2016


_____________________________

5

7

13

13

40

37

41

43

0 25 50 75 100

2016

2018

Not important at all Not very important Somewhat important Very important

Inclusive workplaces: How visible and important is Indigenous cultural diversity?

104

Many RAP employees (43%) continue to say it is very important for Indigenous cultural diversity to be visible in the

workplace. Despite this, only 35% also say Indigenous culture actually is very visible at their current workplace.

However, there has been a solid increase in RAP employees who feel it’s very visible, since 2016.

RAP Organisations

9

7

21

19

39

39

31

35

0 25 50 75 100

2016

2018

Not visible at all Not very visible Somewhat visible Very visible

Is Indigenous cultural diversity visible at your work?

Is it important for Indigenous cultural diversity to be visible at your work?


_____________________________

5

6

14

12

42

39

39

42

0 25 50 75 100

2016

2018

Not important at all Not very important Somewhat important Very important

Inclusive workplaces: How visible and important is cultural diversity in general?

105

The majority of RAP employees (81%) continue to say it is important for multicultural diversity to be visible in the

workplace. Despite this, only 74% also say diverse cultures actually are visible at their current workplace.

RAP Organisations

8

6

23

20

41

43

28

31

0 25 50 75 100

2016

2018

Not visible at all Not very visible Somewhat visible Very visible

Is it important for multicultural diversity to be visible at your work?

Is multicultural diversity visible at your work?

Appendix

106

Sample characteristics


_______________________________

Federal Government # in sample

Australian Bureau of Statistics 403

Attorney General’s Dept 114

ASIC 316

Dept of Defence 4456

Dept of Education and Training 130

Dept of Environment and Energy 464

Dept of Health 330

Dept of Human Services 2277

Dept of Infrastructure, Regional Development and Cities 152

Dept of Jobs and Small Business 311

Dept of the Prime Minister and Cabinet 428

DFAT 154

SBS 149

Participating organisations:

107

State and Local Government # in sample

Cancer Institute of NSW 130

City of Greater Dandenong 276

City of Melbourne 476

City of Sydney 363

City of Wyndham 265

East Arnhem Regional Council 40

Education # in sample

CQ University 360

Curtin University 402

Edith Cowan University 381

Gowrie SA 46

Swinburne University 273

Walter and Eliza Hall Institute 263


_______________________________

Not-for-Profit # in sample

Association of Independent Schools, SA 27

beyond blue 87

Centacare North QLD 76

Engineers Without Borders 44

Eastern Vic GP Training 26

Life Without Barriers 342

MyPathway 148

Northcott Disability Services 29

NSW Outback Division of General Practice 16

Oxfam 73


108

Not-for-Profit # in sample

PHN Brisbane South 23

PHN NT 48

QLD Youth Services 20

Relationships AUS NSW 145

Richmond Football Club 47

Salvation Army Victoria 267

Samaritans 212

Social Futures 89

YFS 59


_______________________________


109

Corporate # in sample

NAB 100

NRL 269

RioTinto 334

National facilities management company (name withheld) 179

Telstra 137

UGL 502

Westpac 939

Winc 78

Woodside 360

Total RAP employees 19,938

Total RAP organisations 65

Corporate # in sample

ANZ 40

Arup 39

BHP 277

Broadspectrum 23

CBA 398

Compass Group Australia 128

Crown Resorts Melbourne 68

Gilbert + Tobin 195

Herbert Smith Freehills 297

HESTA 87

KPMG 214

Lendlease 537


_______________________________


110

Sample characteristic % of sample # in sample

Male 43% 8622

Female 52% 10446

Non-binary 1% 110

Other gender 0% 34

Prefer not to say 4% 726

16 to 17 years old0% 8

18 to 2913% 2678

30 to 3925% 5026

40 to 4929% 5779

50 to 5924% 4866

60 to 698% 1508

70+0% 73


NSW 28% 5621

ACT 16% 3180

VIC 21% 4209

QLD 14% 2833

WA 12% 2452

SA 5% 958

NT 2% 432

TAS 1% 253

Capital city 70% 14005

Major regional city 12% 2359

Regional town 9% 1715

Rural town 7% 1303

Remote town or community 3% 556

RAP organisations total sample size: 19,938

Please note, percentages have been rounded and may not equal 100%


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111


Current title/position:

Senior executive (e.g. C-level, board level, VP, GM, Area/Divisional manager, MD, ADF Star-ranked Officer) 4% 700

Managerial (e.g. Line manager, Dept manager, Director, ADF LTCOL(E) or COL(E)) 24% 4755

Deputy managerial (e.g. Assistant/trainee manager, ADF SGT(E) to MAJ(E)) 18% 3636

Employee (non-managerial, ADF PTE(E) to CPL(E)) 51% 10197

Entry level (e.g. Apprenticeship, graduate in-take, internship, student placement, ADF Recruit or IET) 3% 650


Working full-time 84% 16755

Working part-time 16% 3183

How long worked at current organisation (tenure):

Less than 6 months 8% 1596

7-12 months 9% 1695

13 months - 2 years 10% 1990

2+ years - 5 years 18% 3664

More than 5 years 55% 10993




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112


Born in Australia 76% 15171

Born overseas 24% 4767

English speaking at home 93% 18479

Non-English at home 7% 1459

Non-Indigenous 93% 18640

Australian Aboriginal 6% 1112

Torres Strait Islander 0% 60

Aboriginal AND Torres Strait Islander 1% 126


Annual household income:

$1 - $19,999 0% 73

$20,000 - $29,999 0% 83

$30,000 - $49,999 3% 505

$50,000 - $69,999 7% 1481

$70,000 - $89,999 12% 2420

$90,000 - $119,999 16% 3172

$120,000 - $149,999 12% 2445

$150,000 - $249,999 25% 4934

$250,000 or more 7% 1392

Dont know/prefer not to say 17% 3433



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Documents

Workplace RAP Barometer 2018 - Reconciliation Australia · 2019-02-08 · measures, this report provides a robust analysis of the impact of RAPs on the attitudes of employees in Australia