How organisations can improve the working experiences of First Australians

Early in 2023, Indeed carried out its latest report into the importance of diversity, equity, inclusion and belonging (DEIB) in the workplace, and the results couldn’t be clearer. Eight-in-ten jobseekers say it’s a deciding factor in selecting a future employer. And in the case of Aboriginal and Torres Strait Islander jobseekers, it carries even more weight, with nine-in-ten saying it’s important that the organisation they apply to promotes DEIB in an authentic way. 

With NAIDOC week falling in July, your organisation may have held awareness events for employees to learn about First Nations Cultures and Histories. But what about beyond NAIDOC week? What other strategies does your organisation have in place to improve the everyday working experiences for Aboriginal and Torres Strait Islander employees? And why is it important?

Diversity is more than demographics

Diversity is more than just demographics. It encompasses diversity of thought, experiences and perspectives that encourage innovation and greater problem-solving. But for this kind of openness to flourish, a psychologically safe work environment is essential.

“Imagine spending 90,000 hours feeling out of place, unwelcome and unsupported because of who you are.” This quote by Claire March, Senior People Experience Manager, Envato, reflects the experience of many employees from diverse backgrounds.

Employees who fear discrimination at work may conceal part of their identity to protect themselves from negative consequences. Overall, Indeed’s DEIB report found that 64% of Australians are hiding part of their identity at work at all times, an increase of 17% since 2020. However for First Australians, this number rises to 76% who are hiding part of their identity at work at all times. 

Almost half (45%) of all working-age Australians have either witnessed or personally experienced an act of discrimination at work. But for working age First Australians, this figure rises to 66%.

Discrimination, bias, and exclusion drive increased levels of stress, erode mental wellbeing, and inhibit individual and collective performance. Left unchecked and allowed to fester, it can lead to high staff turnover, an increasingly negative business reputation and stagnating performance.However, when employees feel a true sense of belonging, they don’t feel pressured to conceal their identity, beliefs and perspectives for fear of judgement. This breeds a sense of psychological safety and delivers a positive impact on mental health – and business. Organisations in the top quartile for ethnic and cultural diversity in their executive teams are 36% more likely to achieve above-average profitability than companies in the bottom quartile. Diverse teams have also been shown to make better decisions 87% of the time, achieving better business outcomes.

How to include DEIB in a meaningful way for First Australians

While there are organisations making genuine attempts to better deliver on DEIB, Indeed’s report found that 41% of working Australians believe that their company’s efforts are simply lip service, and this statistic rises to 55% amongst Aboriginal and Torres Strait Islander Peoples. We asked Alicia Kirwan, Business Consultant and Wiradjuri Woman, what organisations can do to improve workplace experiences for First Australians.

Understanding the importance of Acknowledgement of Country

This is a simple gesture that all Australians can make to be more respectful of Traditional Owners, but people often hesitate for fear of getting it wrong. The most important thing to remember is that intention is everything. Even if you jumble words or make a mistake, once your aim is to pay your respects and 'Acknowledge the Traditional Owners' you will likely be contributing to a more inclusive workspace. You can find the name of Traditional Land Owners at the Local Aboriginal Land Council website, or local council website.

Using appropriate language when referring to Aboriginal and Torres Strait Islander Peoples

'First Australians' or 'Aboriginal and Torres Strait Islander Peoples' are the preferred terms. The reason for pluralising these terms is because of the many different Cultural Groups (or Mobs). It’s the same reason we say 'Histories, Cultural Practices'. Again, there’s no need to be perfect. The more you try, the more it will happen naturally.

And while Australians love to abbreviate things, you should never use ATSI as it not only references very painful and failed government policy from the past, but also insinuates a form of minimisation, invisibility and marginalisation. If you're ever unsure, just ask a First Australian how they’d like something to be addressed.

Shifting from deficit language to empowered and strengths-based language

Too often, conversation around First Australians centres around problems and how to 'help' rather than using language that empowers. An example of this is using, “helping disadvantaged Aboriginal and Torres Strait Islander students,” rather than the more empowered “providing meaningful opportunities for Aboriginal and Torres Strait Islander students to achieve their full potential.” Being aware of when you're using deficit language and flipping it demonstrates allyship and advocacy.

Starting a Reconciliation Action Plan (RAP) 

A year and a half ago, 1100 Australian organisations had RAPs. Today, that number has more than doubled to over 2400. People no longer ask, 'Do you have a RAP' but rather 'Why don't you have a RAP?'. 

A Reconciliation Action Plan is a formally endorsed document that declares an organisation's commitment to reconciliation. To have an active RAP, an organisation must apply for formal approval to Reconciliation Australia. There are four different kinds of RAPs. They are Reflect, Innovate, Stretch and Elevate. Everyone starts with a 'Reflect' RAP, which prepares you to sequentially move through the other three RAPs as organisational maturity grows. 

A RAP is not about 'helping' Aboriginal and Torres Strait Islander Peoples. It’s about what your workplace can get out of the RAP by giving Non-Indigenous Australians a better understanding of Blak Culture, and how they can be part of the solution by becoming more tolerant, educated and aware to improve workplace inclusivity.

Considerations for businesses on The Voice

By saying nothing, you’re saying something. However, before stating a position, either internally or externally, you should ensure that everyone in your organisation understands what 'The Voice' is, and what the 'Yes' vote means. Bringing-in consultants for a balanced and relaxed discussion will help everyone gain a better understanding and promote an informed discussion in the office and with family and friends. It's also a great way to demonstrate your investment in DEIB.

Avoid tokenism

There are a number of practical ways to enrich understanding of DEIB from the perspective of First Australians. It can be as simple as running sessions about what is respectful and appropriate language when it comes to First Australians, or exactly why the Acknowledgement of Country is so meaningful.  

Utilising First Australians’ knowledge

The more we learn about Aboriginal and Torres Strait Islander Cultures, the more we can learn from it. Organisations have much to gain by engaging and identifying areas where First Australians can contribute, such as climate change and sustainability.