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The push that we are including diversity in the workplace is great,
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but what I would say is that I think that organisations need to demonstrate their genuine
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commitment to why they want Aboriginal staff in their organisation, and what they think that
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Aboriginal staff will bring to the service delivery for Aboriginal community. That's
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what potential applicants will want to see, they will want to see okay you want an
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Aboriginal person to step into this mainstream space potentially - what is it that you're seeking
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to get out of that for Aboriginal community and are you providing a culturally safe service, and do
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you have a culturally safe workplace? We know that Aboriginal staff are in short supply, looking
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at whether or not you need an Aboriginal staff in your position or if you need to be working
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more closely with Aboriginal community and Aboriginal services to provide the same thing
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for your service delivery is a consideration that I encourage people to think about.
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In terms of the attraction factor with Aboriginal staff I would say key selection
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criteria is king and I would ask that having the opportunity to speak about their, what they
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bring to the table rather than what you want from them allows Aboriginal staff to talk about
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their lived experience, their cultural expertise, and what they can bring to the table that might
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not necessarily fit within the box of qualifications and so many years' experience
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I think a very important point I would like to make is that even without a related or an
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equivalent qualification there are pathways open to accept candidates as long as they're willing
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to study an appropriate qualification while they work. The pathways are for candidates who've got
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cultural knowledge and experience and or they've got lived experience, who've experienced
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barriers to education, and these candidates as I'm sure you know can bring a depth of
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expertise about how to create a more inclusive system. So it's really important that they feel
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encouraged to apply as Paula mentioned ask those candidates what lived experience of cultural
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experience they might offer, and if they do come through this pathway that you will support them
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and lead them through. They've got 10 years to work towards an equivalent qualification.
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Organisations really need to look to make genuine networks with Aboriginal forums and
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local Aboriginal groups to be able to promote the organisation and really be, I guess,
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taking the message to them that you are looking to have a family violence service which is inclusive of
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Aboriginal people and provides a culturally safe response. Some of the things that we've done for
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VACCA, we are an Aboriginal organisation, but in terms of being able to promote our workplace is
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tapping into staff, doing clips to talk about what it's like to work at VACCA and I think that that
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sort of genuine human connection with another Aboriginal person who's enjoying the work and
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gets a lot out of it as their workplace in their career will do a lot more to sell a person on
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applying than potentially just a well-crafted PD. But on PDs, there are some more things you can do like
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acknowledging the lands off which your office sits, even in the PD itself those are just gentle
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reminders that you do include culturally safe practices in your workplace.
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