Past injustices and systematic barriers:
The history of Indigenous Australians is characterised by profound systemic disadvantage stemming from colonisation, which disrupted their 60,000-year-old cultures and social structures. Colonial settlement led to land dispossession, disease, and conflict, significantly impacting Indigenous populations. These historical injustices have resulted in ongoing social and economic disadvantages, including restricted access to education, healthcare, employment, and housing, which have caused stark disparities in health outcomes, life expectancy, and socioeconomic status.
Despite the introduction of the Closing the Gap initiative in 2008 to address these issues, progress remains slow. Continued commitment to understanding and addressing these disadvantages is crucial for fostering inclusive and supportive environments that honour Indigenous contributions.
Benefits of employing Indigenous Australians
Aboriginal and Torres Strait Islander employees can bring a range of benefits to Australian workplaces. Here are 7 key benefits for you to consider.
1. Close the gap on Aboriginal and Torres Strait Islander disadvantage
Employing Indigenous staff in your organisation can help to close the gap on disadvantage. In a range of areas – health, education, employment, incarceration – Indigenous Australians experience worse outcomes than Non-Indigenous Australians. To address this inequality, the Australian government committed to 6 key Closing the Gap targets in 2008.
The number of targets has since expanded to 17 and 2 of these relate to increasing the participation of Indigenous Australians in employment. For years, progress on achieving these targets has been sluggish, with the unemployment rate among Aboriginal and Torres Strait Islander people remaining stubbornly high compared to non-Indigenous Australians. By committing to employing Aboriginal and Torres Strait Islander peoples, your organisation can play a significant role in helping to achieve equality for Indigenous Australians.
Employing Indigenous Australians and involving them in decision-making processes empowers them to take control of their own futures. Continued commitment to understanding and addressing these disadvantages is essential for creating inclusive and supportive environments that honour and value Indigenous contributions
2. Improve your innovation and problem-solving
Culturally diverse workplaces tend to be more productive and better at coming up with innovative solutions to problems. Individuals with diverse backgrounds and experiences can contribute a wider range of knowledge, approaches and perspectives. Be careful not to add cultural load by asking employees to educate and share cultural knowledge. The expectation shouldn’t be to educate others or speak on behalf of others but rather share different perspectives. This diversity of perspectives allows teams to analyse issues from multiple different angles and find more creative solutions. Ultimately, the diverse skills and expertise of culturally diverse workplaces can lead to better problem-solving and higher levels of productivity.
3. Enhance workplace morale and employee engagement
Embracing cultural diversity in the workplace sends a message to your employees that you value them for who they are. This can lead to higher levels of job satisfaction and motivation, encouraging your employees to produce their best work and realise their full potential.
Creating a culturally safe workplace is important because it ensures that all employees feel respected, valued, and free to express their cultural identity without fear of discrimination. This environment is characterised by clear, open, and respectful communication, trust among workers, and the elimination of stereotypical barriers. Such a workplace fosters two-way dialogue and knowledge sharing, leading to higher productivity and job satisfaction. It also promotes openness, increases respect, and contributes to mentally healthy work practices. An inclusive atmosphere like this is crucial for effective cross-cultural engagement, which is essential in a diverse and globalised workforce.
Culturally diverse workplaces can foster a strong sense of belonging and psychological safety, allowing everyone to be their authentic selves. In such an environment, employees can thrive and make meaningful contributions. This also helps to improve retention rates and reduce staff turnover.
Read more: National Aboriginal and Torries Strait Islander Health Workers Association Cultural Safety Framework
4. Gain a competitive edge in talent attraction
Promoting cultural diversity in your workplace can give you a competitive advantage in talent attraction. Australia is a highly successful multicultural society and increasingly, employees want to see this cultural diversity at work. Many jobseekers actively look for diverse and inclusive employers who are committed to hiring individuals from diverse cultural backgrounds.
5. Improve your employees’ cultural awareness
Employing Indigenous staff can help your whole team to develop their cross-cultural communication skills and cultural competence. Australia is a highly multicultural society, and increasingly, employees want to see this cultural diversity at work. Many job seekers actively look for diverse and inclusive employers who are committed to hiring individuals from diverse cultural backgrounds. Working with people from Indigenous communities can give your other team members an opportunity to learn how to communicate effectively with people from another cultural background, appreciate differences and overcome cultural barriers. These skills can easily be applied to working with people from a variety of other backgrounds. And in today’s global marketplace, cross-cultural communication and cultural competence can be highly lucrative skills.
Read more: NSW Government Safe Work Aboriginal Program
6. Foster better health and wellbeing
Fostering cultural diversity at work may improve your employees’ mental and physical health. Experiencing race-based discrimination in the workplace may lead to higher levels of poor health, particularly anxiety, depression, stress and poor quality of life. Conversely, however, working in an inclusive environment in which diversity is seen as a strength can help employees to believe that they are valued and accepted for who they are, leading to better mental health and wellbeing. Culturally safe workplaces, where individuals are respected and cultural differences are celebrated, contribute significantly to overall employee satisfaction. This sense of safety and belonging not only reduces stress and anxiety but also promotes a positive work atmosphere, enhancing productivity and employee retention.
7. Gain access to wage subsidies for Indigenous Australians
Eligible employers hiring Aboriginal and Torres Strait Islander people may be able to access various federal and state-based wage subsidies. These include:
- Indigenous Wage Subsidy: Up to $10,000
- 1000 Jobs Package: Up to $61,058.36 over 2 years for employers in remote Australia who hire participants in the Community Development Program (CDP)
- Indigenous Wages Rebate WA: A payroll tax rebate on wages paid to new Indigenous employees in Western Australia
- Elsa Dixon Aboriginal Employment Grant: Up to $40,000 for employers in New South Wales who create permanent employment for Indigenous Australians
- Jobs Victoria Fund: Up to $20,000 over 12 months for each full-time Indigenous employee and pro rata for part-time employees
- Aboriginal Workforce Grants NT: Varying funding amounts for Northern Territory businesses and organisations.
Please note that this is not an exhaustive list – other wage subsidies and various support programs may be available to your organisation.
Tips for recruiting Indigenous Australians
Here are some tips that can help you to attract and recruit Aboriginal and Torres Strait Islander candidates and ensure that they are well-supported in your workplace.
Diversify your recruitment pathways
In addition to your standard recruitment pathways, consider also using alternative recruitment strategies to specifically target Aboriginal and Torres Strait Islander employees. For example, you could engage the services of a Indigenous employment agency, access Aboriginal and Torres Strait Islander networks, participate in career fairs, partnerships or advertise through social media.
Engage an Aboriginal Employment Officer (AEO)
An AEO can support new and current Aboriginal and Torres Strait Islander employees, as well as other stakeholders, including managers. They can also establish and maintain relationships with external stakeholders in the community. Consider engaging an ongoing, full-time AEO. If this isn’t possible, you may be able to share an AEO with another organisation.
Develop an Aboriginal Employment Plan (AEP)
An AEP sets out the strategies and activities you intend to undertake to increase the number of Aboriginal and Torres Strait Islanders in your organisation. When developing your AEP, it is helpful to be clear and specific regarding the who, what, who and when, as well as how much you are investing. During the planning phase, involving people from as many different areas of the organisation as possible can help to build buy-in and incorporate a variety of different perspectives and ideas.
Reconciliation Action Plan (RAP)
Reconciliation Action Plans (RAPs) in the workplace play a pivotal role in enhancing the recruitment of Indigenous Australians. These plans demonstrate a company’s commitment to building respectful relationships and creating opportunities for Aboriginal and Torres Strait Islander peoples. By implementing RAPs, organisations actively engage in promoting cultural awareness and understanding, which helps to break down barriers and foster a more inclusive work environment. This commitment can make the workplace more attractive to Indigenous jobseekers, who often seek employers that value their cultural heritage and provide a supportive environment. Furthermore, RAPs can include targeted recruitment initiatives, mentorship programs, and career development opportunities specifically designed to support Indigenous employees. These efforts not only help in attracting top Indigenous talent but also contribute to the overall diversity and richness of the workplace, driving innovation and business success.
Cultural diversity leads to innovation
Culturally diverse workplaces are generally more innovative, better at problem-solving and have better workplace morale and employee engagement. Cultural diversity can also act as a differentiator in the competition for talent, and it can enhance your employees’ cultural competence, giving you an advantage in the global marketplace.
