Inclusive and Accessible Organisation
Stratergy 1 - Recruitment
OBJECTIVE
To ensure that the MFB recruitment policies and practices are cognisant of Aboriginal communities’ cultural and social circumstances and do not inadvertently disadvantage Aboriginal job seekers.
- Review current recruitment policies and processes to identify and address issues which may disadvantage Aboriginal applicants.
- Actively promote the availability of roles within the MFB to Aboriginal communities, especially through provision of information to a wide range of Aboriginal services and employment agencies.
- Develop a training program for interview panel members that promotes an understanding of Aboriginal key issues, needs and priorities and aims to clarify the essential requirements of job roles.
- Explore the development of programs that would enhance the opportunity for Aboriginal people to join the MFB
- Increase the number of Aboriginal Trainees hired across the organisation
- Develop a Mentoring Program that includes potential Aboriginal recruits to the MFB.
- Encourage MFB staff to become active mentors for Aboriginal people interested in employment in the MFB.
- Recruit Aboriginal staff to develop and implement the MFB’s Reconciliation Action Plan.
- Recruit and appoint an Aboriginal trainee to assist the Diversity Development Department.
- The Diversity Management Committee (MDC) will hold meetings to oversee the progress of implementing the Reconciliation Action Plan (RAP)
- The MFB Aboriginal Affairs Coordinator to be invited to these meetings when they are held.
- Evaluate the implementation of the MFB RAP by 2010.
- Explore the feasibility of skills transfer between its staff and Aboriginal services that are interested in learning more about the programs and services delivered by Aboriginal organisations and how to work more effectively with Aboriginal clients.
Stratergy 2 - Retention and Training
OBJECTIVE
To work towards achieving an internal environmental culture that is appreciative of diversity and whereby every employee including Aboriginal staff feel welcomed and valued .
- Develop and deliver Aboriginal cross-cultural Awareness Training program that is commensurate with the various levels of seniority and functions in the MFB.
- Provide staff with information on Aboriginal events and training programs.
- Deliver Aboriginal cultural awareness training to recruit firefighters as part of their recruitment training.
- Provide work experience opportunities at the MFB and in various roles for young Aboriginal people.
- Explore the feasibility of incorporating a cultural leave policy for Aboriginal employees in operational areas that acknowledges the importance of Aboriginal people needing to attend funerals (even if not directly related), or participate in significant cultural events and activities throughout the year.
- Promote and distribute Information about the MFB cultural leave policy to all MFB staff.
- Provide MFB staff with the opportunity to participate in Aboriginal specific professional development opportunities to gain insight, knowledge and skills in successful practice about issues of importance to Aboriginal people.
Stratergy 3 - Public Image
OBJECTIVE
To make MFB’s publications and publicity material inclusive of Aboriginal communities.
- Include images of Aboriginal communities, artwork, and Aboriginal events in MFB publications such as Firemark, Annual Report and community education publications and promotional and recruitment material.
- Develop a statement of acknowledgement of the Traditional custodians of the land in the MFD to be used as an opening statement in all MFB speeches.
- Encourage staff to actively participate in key Aboriginal events and activities particularly during NAIDOC Week and Reconciliation Week celebrations.
- Fly the Aboriginal Flag on all fire station flag poles during all key Aboriginal events and activities, particularly during NAIDOC and Reconciliation Weeks and when required in accordance with flag flying protocols.
- Involve the MFB fire trucks that feature specific Aboriginal Community’s art work in key Aboriginal events and activities or as required.
Stratergy 4 - Internal Communication
OBJECTIVE
To make MFB staff aware of Aboriginal issues and encourage them to participate in Aboriginal events and celebrations
- Develop and distribute Aboriginal Cultural Fact Sheets
- Aboriginal Cultural Fact Sheets are made available to MFB staff as part of its overall training package and will be available on the MFB Intranet.
- Review the effectiveness of the implementation of the strategies and initiatives in the MFB Reconciliation Action Plan through the Diversity Management Committee.
- Include Aboriginal events and activities in the diversity calendar of the Diversity Development Department’s intranet website.
- Document and promote through MFB communication mechanisms the Aboriginal activities, events and engagement processes undertaken by the MFB’s Community Education Department.