Your regional TAFE

Reconciliation Action Plan 2014-2015

Great Southern Institute of Technology

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Contents

Corporate and community messages �������������������������������3

Our Reconciliation Action Plan ����������������������������������������������5

Partnerships ��������������������������������������������������������������������������������������5

Building our vision for reconciliation ����������������������������������5

Implementation ������������������������������������������������������������������������������6

Our business ������������������������������������������������������������������������������������6

Relationships ������������������������������������������������������������������������������������7

Respect �����������������������������������������������������������������������������������������������8

Opportunities �����������������������������������������������������������������������������������9

Acknowledgements ������������������������������������������������������������������ 11

Reconciliation Action Plan 2014-2015

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I congratulate Great Southern Institute of Technology on its development of this Reconciliation Action Plan�The plan details exemplary strategies to help Aboriginal people within the region to maximise opportunities through vocational education and training and achieve personal and professional growth�Great Southern Institute of Technology engages people from the Aboriginal community in planning for training delivery and providing mentoring services for Aboriginal students�The institute’s Aboriginal Employment, Education and Training Committee

effectively identifies optimum training courses for Aboriginal people, and encourages participation and completion�In addition, the Aboriginal Programs branch provides wide-ranging student support, working with the Aboriginal community and local industry, and across all sectors of the institute, to establish and implement culturally appropriate training and services�By facilitating quality training and employment opportunities for Aboriginal people, the institute consistently demonstrates its commitment to reconciliation, and this document formalises that commitment�Scott LearyChair, Governing Council Great Southern Institute of Technology

For many years, the Noongar people of the Great Southern have enjoyed a close rapport with Great Southern Institute of Technology�With the institute’s advocacy of vocational education and training for Aboriginal people, its collaboration with the Aboriginal community in planning for training, and its strong support of Aboriginal students, many Noongar people have gained valuable skills� These skills have helped them to join the workforce, to progress in their careers, and to mentor others so they might also achieve their potential�By creating an Aboriginal Reconciliation Plan, Great Southern Institute of Technology has shown its commitment to strengthening its bond with the local Noongar people and taken an innovative and constructive step towards reconciliation�I congratulate the institute’s executive and Governing Council on the formation of this important document, and look forward to many more years of working with the institute for the benefit of all people within our communities�Ezzard FlowersChair, Aboriginal Education, Employment and Training Committee

Message from the Chair Governing Council Great Southern Institute of Technology

Message from the Chair Aboriginal Education, Employment and Training Committee

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Message from the Managing Director

I am proud of the relationship this institute has developed with the Noongar people of the Great Southern region over more than four decades�The partnership between the institute and the Noongar community, which is founded on mutual respect and recognition of Aboriginal history and culture, also influences the development of this institute’s vocational education and training strategies and business operations�The institute places great importance on building an environment of respect and inclusion while maximising opportunities for all people within its reach�Aboriginal and non-Aboriginal people alike benefit from a sharing of philosophies and ideas� This Reconciliation Action Plan details those factors recognised as vital to the advancement of Aboriginal people in our communities through a high standard of vocational education leading to meaningful and sustained employment�I would like to thank the Noongar people who have helped in the formation of this important document� That they have willingly shared their expertise and knowledge is vindication of the esteem in which they hold this institute and the trust they have in a better future of understanding and reconciliation through education�This plan will be revised periodically in consultation with the region’s Noongar people�This is so that we can learn and grow together, shaping the future for reconciliation and celebrating our rapport in a decisive way and to our mutual benefit�Lidia Rozlapa

CEO and Managing DirectorGreat Southern Institute of Technology

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Our Reconciliation Action Plan

The Reconciliation Action Plan (RAP) of Great Southern Institute of Technology has been developed in accordance with the framework and methodology provided by Reconciliation Australia�Great Southern Institute of Technology’s RAP builds on our existing Aboriginal Training Plan and articulates our commitment to developing ongoing opportunities to increase the participation and retention of Aboriginal people in the training, education, and employment sectors�Our RAP evolved from many discussions with Aboriginal people around protocols, local culture, and our commitment to social responsibility� Our RAP was developed through a consultative process involving members of our Governing Council, our employees, our students, and members of the Aboriginal community�Discussions and consultations were led by the institute’s Aboriginal Programs branch�

Partnerships

The institute will further develop partnerships already established with the Aboriginal community, and through this RAP strengthen our relationships with all communities, organisations and key stakeholders within our region�

Building our vision for reconciliation

As Great Southern Institute of Technology develops its vision for reconciliation, our hope is that through our role as a place of learning the institute can build respect for the Aboriginal community and demonstrate our pro-active support for reconciliation�We are committed to improving the educational and employment outcomes for Aboriginal and Torres Strait Islander people and we will support development of an environment where all students can study together with a shared understanding of their history and a shared vision for reconciliation�

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Implementation

The executive sponsor of the RAP is the Director, Organisational Effectiveness� This executive sponsor will ensure there are adequate processes in place to allocate work, monitor progress, and report progress to the institute’s Governing Council, and to the Aboriginal Education, Employment and Training Committee� Implementation of RAP actions will rely on shared participation from all identified staff members and associated work areas� Development of this RAP provides a vehicle for translating our commitments into action and provides an independent and public verification of our commitment to reconciliation�

Our business

With annual student enrolments approaching 6000, Great Southern Institute of Technology is the largest provider of education and training in the Great Southern region of Western Australia� From a staff of 241, the institute employs one Aboriginal portfolio manager, a manager of Aboriginal Programs and three support staff� In addition the institute employs three Aboriginal lecturers and three mentors�The institute has an obligation to meet the diverse training needs of both community and industry� This obligation is reflected in the broad scope of the institute’s qualification profile and the diversity of the student body�Great Southern Institute of Technology has campuses in Albany, Mount Barker, Denmark and Katanning, and also delivers place-based training for Aboriginal organisations� This significant footprint positions the institute to respond to community and industry expectations in respect to the provision of publicly funded VET training� The institute plays a key role in contributing to the productivity of our region by addressing skill shortages, providing second chance and further educational opportunities for a diverse range of students� The institute has a long history of engagement with the Aboriginal community of the Great Southern and seeks through effective delivery of training programs to provide opportunities to overcome social and economic disadvantage�Respect for the diversity of our students is a core value of the institute and underpins our relationships with the community of the Great Southern region� Our Aboriginal Programs branch works in partnership with the institute’s Aboriginal Education, Employment and Training Committee to enable Aboriginal and Torres Strait Islander people to have an effective say and involvement in the planning and delivery of their own education, training and employment programs�

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RELATIONSHIPSAction Deliverables Responsibility Timeline

Establish a RAP Working Group. 1. A RAP Working Group is formed and operational to support the development of our RAP, comprising Aboriginal and Torres Strait Islander people and other Australians.

Director Organisational Effectiveness.

April 2015

Develop external relationships. 1. A list is developed of Aboriginal and Torres Strait Islander communities, organisations and stakeholders within our local area or sphere of influence, which we could approach to assist us in our understanding of the potential activities in our future RAPs.

2. Support Aboriginal students attending high schools.

Director Organisational Effectiveness and Manager, Aboriginal Programs.

Director Organisational Effectiveness and Manager, Aboriginal Programs.

March 2015

February 2015

Celebrate National Reconciliation Week (NRW).

1. Our Working Group attends a community event or organises an internal event to recognise and celebrate NRW (27 May to 3 June annually).

Manager, Aboriginal Programs.

May 2015

Raise internal awareness of the RAP. 1. A plan is developed and executed to raise awareness across the organisation about the RAP commitment, particularly with key internal stakeholders.

2. A presentation on our RAP commitment is given to all relevant areas of our business to ensure they have an understanding of how their area can contribute to our RAP.

Director Organisational Effectiveness.

Director Organisational Effectiveness.

March 2015

November 2015

Conduct a community event to launch the Reconciliation Action Plan.

1. High-profile ceremony. Aboriginal Programs staff, Institute Communications Services.

October 2014

Increase membership of the Aboriginal Education, Employment and Training Committee.

1. New members nominated to the committee. Manager, Aboriginal Programs.

February 2015

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RESPECTAction Deliverables Responsibility: Timeline:

Investigate cultural development. 1. A business case for cultural awareness, capability and development based on our core business is developed, with findings presented to relevant human resources area for their input.

2. We have captured baseline data on our employees’ current level of understanding around Aboriginal and Torres Strait Islander history, cultures and contributions.

3. Incorporate Aboriginal and Torres Strait Islander artwork into marketing material to raise awareness of our engagement with the Aboriginal community.

4. Promote student awards, particularly Aboriginal Student of the Year, throughout campuses.

Director Organisational Effectiveness.

Director Organisational Effectiveness.

Director Organisational Effectiveness.

Manager, Student Support.

June 2015

June 2015

February 2015

March 2015

Celebrate NAIDOC Week. 1. Our working group participated in a community NAIDOC Week event, or held an internal event (First Sunday to the second Sunday in July each year).

Manager, Aboriginal Programs.

July 2015

Raise internal understanding of protocols.

1. The plan that is developed to raise awareness includes opportunities to raise understanding of the meaning and significance of Aboriginal and Torres Strait Islander protocols, such as Welcome to Country and Acknowledgement of Country, to our employees.

2. To develop and promote a calendar of dates and events significant to Aboriginal people.

Director Organisational Effectiveness.

Manager, Aboriginal Programs.

June 2015

January 2015

Reconciliation Action Plan goals are reflected in the institute’s Strategic and Business Plans.

1. Publication of revised documents. Managing Director. October 2015

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OPPORTUNITIESAction Deliverables Responsibility Timeline

Consider Aboriginal and Torres Strait Islander employment.

1. A business case for Aboriginal and Torres Strait Islander employment within our organisation is scoped.

2. We have captured baseline data on current Aboriginal and Torres Strait Islander employees to inform future developments.

3. Engage with the Aboriginal community to promote training available through the institute.

4. Develop a register of qualified Aboriginal mentors who have completed the Certificate III in Mentoring (Wirdanyiny).

Manager, Human Resources.

Manager, Human Resources.

Manager, Aboriginal Programs.

Manager, Aboriginal Programs.

June 2015

June 2015

February 2015

October 2014

Consider supplier diversity. 1. A business case for Aboriginal and Torres Strait Islander supplier diversity and how our organisation can develop an Aboriginal and Torres Strait Islander supplier diversity program is scoped.

2. Produce an Aboriginal guest speaker database as a resource for GSIT.

Director Organisational Effectiveness, Manager, Aboriginal Programs.

Manager, Aboriginal Programs.

June 2015

November 2014

Other opportunities. 1. A paper is presented to the RAP Working Group outlining other opportunities, such as around education, that have been identified throughout our consultation with internal and external stakeholders. This paper will assist in defining actions for subsequent RAPs for our organisation.

2. Promote Indigenous Tutorial Assistance Scheme (ITAS) and mentoring to provide Aboriginal students with the support they need to graduate.

3. Ensure Aboriginal students in the hinterland have access to a wide range of training courses.

Director Organisational Effectiveness.

Manager, Aboriginal Programs.

Manager, Aboriginal Programs.

September 2015

January 2015

January 2015

Encourage Aboriginal representation on the institute Governing Council.

1. Member endorsed by the Minister. Chair of Governing Council and Managing Director.

June 2015

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Action Deliverables Responsibility Timeline

Build support for the RAP 1. We have defined available resourcing for our RAP.

2. Our data collection is able to measure our progress and successes.

3. We have submitted our annual report on our achievements to Reconciliation Australia.

Director, Organisational Effectiveness.

Director, Organisational Effectiveness.

Director, Organisational Effectiveness.

October 2015

Tracking progress and reporting

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OrganisationTreasy Woods – Natural Resource Management Aboriginal Reference Group CommitteeOscar Colbung – Southern Aboriginal CorporationEzzard Flowers – South West Aboriginal Land Sea CouncilLeon Wynne – South West Aboriginal Land Sea CouncilCraig McVee – Kojonup Aboriginal CorporationRobert Miniter – Gnowangerup Aboriginal CorporationKathleen Farmer – Katanning Aboriginal CorporationLillian Penny -–Tambellup Aboriginal CorporationMark Ugle – Mount Barker Aboriginal Corporation

StaffShirley HansenMelissa MeyerMelissa BerriganShiekiel FordDonna BlightRon GreyLarry BlightPaula Foenander

Circle of EldersTreasy WoodsEugene EadesAveril DeanWinnie LarsonAden EadesAnnette WoodsCheryl ColbungEliza WoodsCarol PettersenBilly WoodsDaphne Woods

Community MembersWayne Devine Diane GrayAloma PickettHazel Hansen Kelvin Flugge Jason MiniterJoy Ugle Glenda WilliamsStuart Roberts Joanne WoodsMargaret Eades

Acknowledgements

Your regional TAFE

www.gsit.wa.edu.au FREECALL 1800 675 781

RAP CoordinatorManager Aboriginal Programs, Shirley Hansen

Phone 9892 8779

Albany | Denmark | Katanning | Mount Barker

Aboriginal artwork by Athol Farmer