Reconciliation Action Plan 2016–2017 ARTWORKThe design features five rotating shapes that simulate movement and progression. These shapes combine imagery relating to boomerangs and eucalyptus leaves. These well-known icons have strong associations with Australian Aboriginal culture and practices. The five boomerangs symbolise the scientific opportunities, employment, education outreach, Indigenous knowledge and improving outcomes for Aboriginal and Torres Strait Islander peoples. The artwork incorporates colours that reflect Aboriginal and Torres Strait Islander peoples’ connections to land and sea. This original artwork design was commissioned by CSIRO and created by Marcus Lee, a proud Aboriginal descendant of the Karajarri people. COPYRIGHT © Commonwealth Scientific and Industrial Research Organisation 2016. To the extent permitted by law, all rights are reserved and no part of this publication covered by copyright may be reproduced or copied in any form or by any means except with the written permission of CSIRO. Key messages Message from Reconciliation Australia Reconciliation Australia congratulates the Commonwealth Scientific and Industrial Research Organisation (CSIRO) on developing its inaugural Reconciliation Action Plan (RAP). As Australia’s national science agency, CSIRO is well-placed to drive innovative approaches to reconciliation at every level of the organisation. CSIRO’s Innovate RAP stands it in good stead to progress reconciliation through practical actions based on relationships, respect and opportunities. Building and maintaining meaningful, respectful relationships with Aboriginal and Torres Strait Islander peoples to achieve mutually beneficial outcomes is key to CSIRO’s core values. It drives these relationships through celebrating and participating in community events such as National Reconciliation Week. CSIRO understands the importance of respect and understanding for Aboriginal and Torres Strait Islander peoples, histories and cultures, and displays this through its commitment to engaging its employees in understanding the significance of cultural protocols such as Welcome to Country and Acknowledgement of Traditional Owners. We also commend CSIRO’s commitment to driving reconciliation through developing employment and training opportunities for Aboriginal and Torres Strait Islander peoples. It champions this through being consultative with Aboriginal and Torres Strait Islander employees within the organisation when developing employment and professional development strategies. On behalf of Reconciliation Australia, I commend CSIRO on its Innovate RAP and look forward to following its continued reconciliation journey. Justin Mohamed Chief Executive Officer, Reconciliation Australia Message from the CSIRO Board Chair Australia’s innovation future will be driven by embracing skills, knowledge and experience from a diverse range of people. It is important that this starts with a recognition and understanding that for tens of thousands of years, Aboriginal and Torres Strait Islander peoples have had and continue to have a strong connection and knowledge of this land, its waterways and oceans, and the abundant flora and fauna. As Australia’s national science and innovation agency, it is important that we create opportunities to work respectfully with Aboriginal and Torres Strait Islander peoples to address issues that impact on them and to enable their contribution to the science and research undertaken by CSIRO. This, our first Reconciliation Action Plan, outlines the practical steps that we will take to enable these things to occur. This plan builds on achievements of the Indigenous Engagement Strategy implemented by CSIRO over the past decade. We’re committed to the Commonwealth Government’s target of 3 per cent Aboriginal and Torres Strait Islander employment and are developing a new Aboriginal and Torres Strait Islander Employment Strategy to help us achieve this. Internally, we’re also committed to fostering a culture of inclusion and cultural awareness. Cultural learning programs for staff and provision of a range of cultural capability resources are part of our proactive approach. CSIRO staff are involved in outreach programs to strengthen science, technology, engineering and mathematics (STEM) education and career paths in Aboriginal and Torres Strait Islander communities, and at an operational level, we’re working towards the Commonwealth Government’s target of 3 per cent of all purchases being made through Aboriginal and Torres Strait Islander owned businesses. I thank and commend those who developed this Reconciliation Action Plan, including the Indigenous Strategic Advisory Council, the Aboriginal and Torres Strait Islander staff forum, the Office of Indigenous Engagement staff and the Indigenous Engagement Implementation Committee. We look forward to continuing to strengthen our relationships with Aboriginal and Torres Strait Islander peoples and building shared understanding, learnings and success. David Thodey Chair, CSIRO Board Message from the Chief Executive At CSIRO, we’re proud of our century of science excellence, but what is a mere century against the backdrop of tens of thousands of years of wisdom? We are proud to have embraced the power of science to improve the lives of all Australians, but there is much more to do, and so much more to learn. We look forward to a future of even brighter invention and creation as we build our engagement and partnerships with Aboriginal and Torres Strait Islander peoples. Our first Reconciliation Action Plan provides us with actions that will assist us to do this better. This plan builds on a decade of initial work through our Indigenous Engagement Strategy, which has contributed to the current $14m worth of projects in partnership with, or delivering for, Aboriginal and Torres Strait Islander communities. With the oldest continuous culture on earth, the experience and understanding of Aboriginal and Torres Strait Islander peoples bring a powerful perspective to all our work. That’s why we’re working with businesses like the Torres Strait Tropical Rock Lobster Fishery to balance the interests of Torres Strait Islander and non-Indigenous fishers in planning a sustainable future for the industry, using a range of methods from mathematics and modelling to social science. It’s why we’re conducting a long-term study monitoring the impacts of industry emissions on rock art (petroglyphs) in the Burrup Peninsula in Western Australia, and why we’re working with Dhimurru Aboriginal Corporation in Northern Territory to establish a fire and biodiversity monitoring program, recognising the vital role Aboriginal and Torres Strait Islander rangers play in protecting their unique landscape. We’re also designing technological solutions for challenges that disproportionately affect these communities, like our work with the Remote-I, which used satellite broadband to connect more than 1000 patients from the Torres Strait Islands and southern WA with city-based eye specialists. This Reconciliation Action Plan articulates the steps we’ll take to build on these relationships as we deepen our engagement with Aboriginal and Torres Strait Islander communities. Thank you to everyone who contributed to developing this plan, including the Indigenous Strategic Advisory Council, the Aboriginal and Torres Strait Islander staff forum, the Office of Indigenous Engagement staff and the Indigenous Engagement Implementation Committee. Drawing on diverse experiences and shared goals, I look forward to a richer, more holistic approach to our work and the significant benefit we’ll deliver to all Australians. Dr Larry Marshall Chief Executive, CSIRO Message from the Chair of the CSIRO Indigenous Advisory Council As Chair of the CSIRO Indigenous Strategic Advisory Council, I commend CSIRO for the development and implementation of its first Reconciliation Action Plan. This plan builds on the work undertaken by CSIRO through its Indigenous Engagement Strategy and outlines the actions that CSIRO will take to build its capacity to work with Aboriginal and Torres Strait Islander peoples. In addition to this, the plan outlines a range of activities to increase education, employment and procurement opportunities for Aboriginal and Torres Strait Islander peoples. The Indigenous Strategic Advisory Council have provided feedback and guidance in relation to the development of this Reconciliation Action Plan and will continue to monitor its progress through regular reporting. I would like to commend CSIRO staff who have been involved in the development and implementation of this Reconciliation Action Plan, and the CSIRO Executive and Board on their endorsement of the plan. I look forward to seeing CSIRO strengthen its engagement and partnerships with Aboriginal and Torres Strait Islander peoples, organisations and communities, and the positive impact that this will have on outcomes for Aboriginal and Torres Strait Islander peoples. Professor Mick Dodson AM Chair, CSIRO Indigenous Advisory Council Our mission The Commonwealth Scientific and Industrial Research Organisation’s (CSIRO) mission is to deliver a positive impact to the lives of all Australians, including Aboriginal and Torres Strait Islander1 peoples, who we recognise as the First Peoples of this land. CSIRO recognises that Aboriginal and Torres Strait Islander peoples have made and will continue to make extraordinary contributions to all aspects of Australian life including culture, economy and science. CSIRO is committed to ensuring the rights of Aboriginal and Torres Strait Islander peoples, and engaging and partnering with Aboriginal and Torres Strait Islander peoples and communities. As Australia's national innovation agency, CSIRO is uniquely positioned to drive reconciliation by engaging with Aboriginal and Torres Strait Islander peoples through scientific knowledge sharing, education, employment opportunities and partnerships, and through pursuing research and innovation outcomes that will create a positive impact to the lives of all Australians. Our vision for reconciliation CSIRO affirms its commitment to reconciliation with Aboriginal and Torres Strait Islander peoples, the oldest living culture in the world, through the development and implementation of this Reconciliation Action Plan. Our vision for reconciliation is that Aboriginal and Torres Strait Islander peoples’ rights, diversity, cultures and customs are respected and recognised nationally and internationally. In addition to this, CSIRO expects that engagement and partnerships with Aboriginal and Torres Strait Islander peoples, communities and organisations are undertaken in a respectful, ethical and transparent manner. The science and innovation knowledge of Aboriginal and Torres Strait Islander peoples is deep and CSIRO is committed to collaborating with Traditional Owners and learning from this knowledge. In doing so, CSIRO will acknowledge and respect the knowledge and intellectual property that rests with Aboriginal and Torres Strait Islander peoples. We recognise Aboriginal and Torres Strait Islander peoples as the first inhabitants of Australia and respect their enduring connection to lands, skies, waters, plants and animals. CSIRO commits to enabling Aboriginal and Torres Strait Islander peoples to contribute to and benefit from education, science, innovation and research. Working together on science-based research and other activities including education, outreach and community engagement, Aboriginal and Torres Strait Islander and non- Indigenous peoples, can have a positive impact to the lives of all Australians. 1 Aboriginal and Torres Strait Islander peoples is an introduced term used to describe the first peoples of Australia. Our business CSIRO is Australia's national science agency and one of the largest and most diverse research organisations in the world. CSIRO employs over 5000 people in administration, technical, field work, research and scientific roles in all states and territories in Australia. In July 2016, 99 CSIRO staff identified as Aboriginal and/or Torres Strait Islander people. One third of Aboriginal and/or Torres Strait Islander staff at CSIRO are undertaking traineeships or cadetships. In 2007, CSIRO developed and began implementing an Indigenous Engagement Strategy, which is ongoing. This strategy aims to achieve greater participation by Aboriginal and Torres Strait Islander peoples in CSIRO's research and activities. This participation ensures that CSIRO benefits from the insights that Aboriginal and Torres Strait Islander peoples can bring to national challenges. It also provides a means of ensuring that CSIRO's activities are as effective as possible in contributing to addressing the challenges and aspirations of Aboriginal and Torres Strait Islander peoples and communities. The Indigenous Engagement Strategy is making good progress under its four pillars: • Science opportunities • Employment • Education outreach • Cultural learning and development. The Indigenous Engagement Strategy is a guide and mechanism for ensuring CSIRO staff develop and implement activities that will improve outcomes for Aboriginal and Torres Strait Islander peoples and communities. CSIRO employs and works with Aboriginal and Torres Strait Islander peoples on research and activities across a range of disciplines and geographical locations. This work includes projects relating to employment, education, health, biodiversity monitoring, invasive plants and animals, water management and carbon abatement. Through this work, CSIRO staff have built and maintained relationships with a number of Indigenous language groups across Australia. Additionally, and with the support of our Indigenous Engagement Strategy, CSIRO is exploring scientific opportunities that benefit all Australians and contribute to the needs and aspirations of Aboriginal and Torres Strait Islander peoples and communities. Our Reconciliation Action Plan CSIRO’s Reconciliation Action Plan (RAP) builds on the significant body of work undertaken since the development and implementation of our Indigenous Engagement Strategy in 2007 and is aligned with the CSIRO Strategy 2015–2020. This Innovate2 RAP reflects CSIRO’s commitment to invest in Aboriginal and Torres Strait Islander cultural knowledge in relation to science, and the participation of Aboriginal and Torres Strait Islander peoples in Australia’s research and innovation landscape. Further to this, CSIRO is committed to increasing our employment, development and retention of Aboriginal and Torres Strait Islander peoples. CSIRO recognises the extraordinary contributions that Aboriginal and Torres Strait Islander peoples have made and will continue to make in cultural, economic and scientific domains. CSIRO is committed to engaging and partnering with Aboriginal and Torres Strait Islander peoples and communities and using Aboriginal and Torres Strait Islander knowledge within our work. This RAP is championed by a Working Group. This group is made up of an internal working party (Indigenous Engagement Implementation Committee) and the external Indigenous Strategic Advisory Council. The Indigenous Engagement Implementation Committee, reports to a member of CSIRO’s Executive Team and its membership includes: • Research Director, Agriculture (Co-Chair) • General Manager Human Resources (Co-Chair) • General Manager Communication • Manager, Office of Indigenous Engagement • Senior Indigenous Engagement Officer, Office of Indigenous Engagement • Representatives from all CSIRO business units including National Facilities and Collections, Services and Business and Infrastructure Services. In addition to this, processes have been implemented to ensure that Aboriginal and Torres Strait Islander staff at CSIRO have the opportunity to provide input and feedback to the development of CSIRO’s Reconciliation Action Plan. Engagement with Aboriginal and Torres Strait Islander staff will continue to ensure that they are aware of, and have input into, the implementation and monitoring of the Reconciliation Action Plan. The external Indigenous Strategic Advisory Council was formed under CSIRO’s Advisory Committee Terms of Reference. Via an accountable member of the Executive Team, the Indigenous Strategic Advisory Council provides strategic advice to CSIRO in relation to framing its aspirations, policies and actions relating to the Indigenous Engagement Strategy. Its current members are Professor Mick Dodson (Chair), Professor Cindy Shannon, Jason Field and Phil Duncan. CSIRO acknowledges that social and economic disadvantage is experienced by many Aboriginal and Torres Strait Islander peoples and is committed to making a science-based contribution to redressing this imbalance. CSIRO recognises that Aboriginal and Torres Strait Islander knowledge of ecological and social systems is vital to the achievement of sustainable development in Australia. CSIRO’s RAP sets measurable targets for activities and ensures that we invest in, expand and embed actions that achieve outcomes for Aboriginal and Torres Strait Islander peoples and communities. CSIRO’s RAP is structured around the following priority areas: • Relationships • Respect • Opportunities To ensure accountability, actions are also set in regard to progress and reporting. 2 The Innovate RAP is for organisations that have developed relationships with their Aboriginal and Torres Strait Islander stakeholders and are ready to develop or implement programs for cultural learning, Aboriginal and Torres Strait Islander employment and supplier diversity. Relationships CSIRO conducts research for the benefit of the Australian community. The focus on employment, education and cultural awareness as well as investment in identifying key areas for research contribution to meet the needs of Aboriginal and Torres Strait Islander communities will ensure that an appropriate proportion of this benefit accrues to Aboriginal and Torres Strait Islander communities. CSIRO is committed to engaging and partnering in research and projects with Aboriginal and Torres Strait Islander peoples and communities. Underpinned by a universally accepted ethical framework, it is expected that the research and projects will impact on the quality of life of Aboriginal and Torres Strait Islander peoples and thereby all Australians. To do this effectively, we must communicate and connect with people to share experiences. Additionally, we will develop and implement good governance practices and engagement protocols. FOCUS AREA: Partnerships – Consultation – Knowledge – Collaboration ACTION RESPONSIBILITY TIMELINE DELIVERABLE 1. The RAP Working Group is formed and will actively monitor the RAP development, including implementation of actions, tracking progress and reporting. Executive Sponsor, Indigenous Engagement May 2016 • The RAP Working Group oversees the development, endorsement and launch of the RAP. June annually • Ensure Aboriginal and Torres Strait Islander peoples are represented on the RAP Working Group. March and August annually • The RAP Working Group meets at least twice per year to actively develop, implement, monitor and report on RAP progress. September 2016 • Establish Terms of Reference for the RAP Working Group. 2. Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians. Business Unit Directors and General Managers 27 May – 3 June annually • One internal event is held in each state and territory annually during National Reconciliation Week. • Register our NRW events on Reconciliation Australia’s NRW website. • CSIRO participates in one external event in all states and territories annually during NRW. • RAP Working Group participate in an external event to recognise and celebrate National Reconciliation Week. • All staff have the opportunity to attend at least one event. 3. Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes. Manager, Office of Indigenous Engagement December 2016 • Develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islander stakeholders. September 2016 • Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement. 4. Raise internal and external awareness of our RAP to promote reconciliation across our business and sector. General Manager Communication, Manager Office of Indigenous Engagement September 2016 • Implement and review a strategy to communicate our RAP to all internal and external stakeholders. June annually • Promote reconciliation through ongoing active engagement with all stakeholders. Indigenous STEM Education project With the support of the BHP Billiton Foundation, CSIRO is implementing an important education partnership aimed at increasing participation and achievement of Aboriginal and Torres Strait Islander students in science, technology, engineering and mathematics (STEM). The project includes six elements. They are: Science Pathways for Indigenous Communities This program targets primary and middle school students in remote Indigenous communities using on-country projects as the context for learning science linked to Indigenous ecological knowledge. Inquiry for Indigenous Science Students (I2S2) Targeting middle-school students in mainstream metropolitan and regional schools, the I2S2 program uses hands-on inquiry-based projects to increase student engagement and achievement in science. PRIME Futures This program targets middle-school students in mainstream metropolitan and regional schools, and provides tools and support to improve mathematics outcomes for students. It also provides mathematical preparation for STEM careers. Aboriginal Summer School for Excellence in Technology and Science (ASSETS) The ASSETS program targets high-achieving Year 10 students, bringing them together for a residential summer school, as well as providing a support program to nurture these students through Years 11 and 12. Bachelor of Science (Extended) This degree program provides a supported pathway to complete a mainstream Bachelor of Science at the University of Melbourne for Aboriginal and Torres Strait Islander students who show potential, but who might otherwise not have access to such an opportunity. Indigenous STEM Awards The Indigenous STEM Awards invite nominations from students, teachers, schools, scientists and STEM champions that have been participating in the Indigenous STEM Education Project and from Indigenous STEM professionals nationally. Energy Futures in remote Australia CSIRO Research Scientist Dr Peter Osman is tackling energy challenges facing remote parts of Australia through a partnership with the Cooperative Research Centre for Remote Economic Participation (CRC-REP). Dr Osman has been conducting research in four art centres and a corporation in remote communities to assess building design, how and when energy is used, and how to save electricity and make work places safer and more liveable in extreme heat. To do this, Dr Osman has set up: • 100 temperature and humidity data loggers, both inside and outside eight buildings across in far north Queensland and Central Australia covering two climate zones (wet and dry) to assess buildings and appliances including their efficiency, usage and maintenance • data loggers for measuring electricity consumption in 104 sub circuits • infrared cameras to determine heat leakage through walls, windows, roofs and floors • face-to-face interviews and monitoring of electricity consumption in all the sub-circuits • detailed building schema and building material profiles to test and modify the computer models that evaluate energy efficiency ratings across Australia. The research suggests that traditional Indigenous buildings can offer cost-effective benefits and inform modern building practice for remote communities. Two communities are planning to install solar PV and CSIRO will help measure the impact. Among a number of other recommendations, CSIRO is advising on how to make best use of roof linings, shrubs and awnings. Other improvements include cross ventilation in ‘breeze block’ (concrete masonry) buildings and a transition to heat pump cooling to make maintenance easier and reduce fire risk. CSIRO also found that about half of the electricity consumption in these buildings happens when the equipment is not being used, so we are also advising on how to reduce standby consumption in the computers, satellite communication equipment and air conditioners. Respect CSIRO understands and acknowledges that Aboriginal and Torres Strait Islander peoples, as First Peoples, have inhabited Australia and its surrounding islands and oceans for thousands of years. CSIRO’s research work across Australia, and its waters and oceans is diverse, and includes science to help protect significant sites, landscapes and natural resources; developments in food and nutrition; tackling energy challenges; and developing new technologies. We respect Aboriginal and Torres Strait Islander lore, peoples and knowledge systems, and we seek to create genuine opportunities to collaborate and integrate this into our work. We work ethically and transparently in urban, regional and remote communities, acknowledging the Traditional Owners of the Country. We also respect the rights and the needs of Aboriginal and Torres Strait Islander peoples to benefit from the science, research and innovation that is delivered by CSIRO. In addition to this, we will celebrate the success of Aboriginal and Torres Strait Islander peoples and the sharing of their customs, cultures, knowledge and languages to improve CSIRO’s work for the benefit of the Australian community. FOCUS AREA: Protocols – Cultural Learning and Development ACTION RESPONSIBILITY TIMELINE DELIVERABLE 5. Engage employees in cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements. Manager, Office of Indigenous Engagement Business Unit Directors and General Managers September 2016 • Review and revise the CSIRO cultural awareness strategy to ensure that it includes information that all staff can access on the intranet. Manager, Office of Indigenous Engagement September 2016 • Investigate opportunities to work with local Traditional Owners and/or Aboriginal and Torres Strait Islander consultants to develop cultural awareness training. June annually • Provide opportunities for RAP Working Group, RAP champions, Human Resources (HR) managers and other key leadership staff to participate in cultural training. General Manager Human Resources December annually • 8 per cent (3 per cent by December 2016 and an additional 5 per cent by December 2017) of all staff to have undertaken cultural awareness training by December 2017. 6. Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Traditional Owners, to ensure there is a shared meaning. Manager, Office of Indigenous Engagement June 2016 • Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Traditional Owners ceremonies. • Develop a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships. • Invite a Traditional Owner to provide a Welcome to Country during at least one significant event. • Include Acknowledgement of Traditional Owners at the commencement of important internal and external meetings. 7. Provide opportunities for Aboriginal and Torres Strait Islander employees to engage with their cultures and communities by celebrating NAIDOC Week. General Managers Human Resources and Communication Engagement committee members May 2016 • HR policies and procedures have been reviewed to ensure there are no barriers to staff participating in NAIDOC. First week in July 2016 and then annually • Opportunities have been provided for Aboriginal and Torres Strait Islander employees to participate in local NAIDOC Week events. ACTION RESPONSIBILITY TIMELINE DELIVERABLE 8. Acknowledge the Traditional Owners through visual displays at our properties (e.g. plaques, laboratory and site names, flag raising and foyer displays). Where possible, this should name the Traditional Owners. General Manager, Business and Infrastructure Services December 2016 • Visual displays acknowledging the Traditional Owners are in every meeting room at all CSIRO sites December 2017 • Visual displays acknowledging the Traditional Owners at major CSIRO sites. 9. Maintain a corporate calendar that promotes days of significance for Aboriginal and Torres Strait Islander peoples. Manager, Office of Indigenous Engagement March 2016 A Corporate Calendar is developed and available on the CSIRO intranet detailing significant days for Aboriginal and Torres Strait Islander peoples such as: • National Reconciliation Week • NAIDOC Week • National Sorry Day • Mabo Day Fire and biodiversity monitoring with the Dhimurru Aboriginal Corporation CSIRO has partnered with the Dhimurru Aboriginal Corporation to establish a biodiversity monitoring program in relation to fire within the Dhimurru Indigenous Protected Area (IPA) in north-east Arnhem Land in the Northern Territory. Twenty-six long-term biodiversity monitoring sites within different vegetation types have been established, with a particular focus on understanding biodiversity patterns and trends in relation to fire. Woody plants, reptiles, birds, ants and mammals are being surveyed at the sites using standard biodiversity survey protocols for the Northern Territory. Initial biodiversity surveys were completed in December 2012. A series of workshops, co-ordinated by Dhimurru Aboriginal Corporation, have been held with Yolngu Traditional Landowners to develop a vision for fire and biodiversity management within the IPA. The biodiversity plots will be re-surveyed in 2016 in order to determine changes in species abundance related to patterns of fire over the study period. Indigenous seasonal calendars Over the past 10 years, CSIRO has worked with Aboriginal language groups in northern Australia to develop a series of calendars representing seasonal ecological knowledge. The calendars demonstrate the wealth of knowledge that Aboriginal people in Australia hold about the environment. The groups included: • Gulumoerrgin/Larrakia people from the Darwin region in the Northern Territory • Ngan’gi, MalakMalak and Wagiman people from the Daly River region in the Northern Territory • Tiwi people from the Tiwi Islands, north of Darwin in the Northern Territory • Kunwinjku people from western Arnhem Land in the Northern Territory • Gooniyandi and Walmajarri people from the Fitzroy River area in the Kimberley region of Western Australia • Ngadju people from the Great Western Woodlands region in south-west Western Australia • Kundjeyhmi people from the Ngurrungurrudjba (Yellow Water) region in Kakadu National Park in the Northern Territory. Documenting the calendars has informed the scientific understanding of the relationships between people and the seasonal cycles of resource availability. In the future the calendars may provide an important baseline for detecting ecological change associated with climate change. They have also had a positive social benefit by making Indigenous knowledge more accessible to school students and the broader community. Opportunities CSIRO is a national presence, and such, we are well positioned to actively drive reconciliation in a wide range of areas that will improve outcomes for Aboriginal and Torres Strait Islander peoples. We are committed to increasing the recruitment and retention of Aboriginal and Torres Strait Islander peoples in our workforce and are currently reviewing, revising and implementing strategies to ensure that we meet the Commonwealth Government employment target of 3 per cent of our total workforce identifying as Aboriginal and Torres Strait Islander by December 2018. These strategies include pathways to obtain employment in CSIRO, and professional development and promotion strategies to assist in improving retention outcomes. To meet Commonwealth Government procurement targets, we will be implementing strategies to support and procure services from Aboriginal and Torres Strait Islander owned businesses. We will also learn from and contribute to business practices that build strong links for Aboriginal and Torres Strait Islander peoples in business, innovation and education. Additionally, through the delivery of programs that increase access to science education for young Aboriginal and Torres Strait Islander peoples, CSIRO is building the capacity and opportunities in education and employment for future generations of Aboriginal and Torres Strait Islander peoples to take up science-related careers. FOCUS AREA: Employment – Procurement – Education ACTION RESPONSIBILITY TIMELINE DELIVERABLE 10. Increase employment for Aboriginal and Torres Strait Islander peoples from the current level of 1.7 per cent (99 staff) to 3 per cent by 31 December 2018, and raise the classification profile of CSIRO’s Aboriginal and Torres Strait Islander workforce with particular regard to retention pathways for cadets and trainees. General Manager, Human Resources June 2017 • Review, revise and implement the Aboriginal and Torres Strait Islander Employment Strategy. Manager, Office of Indigenous Engagement, General Manager, Human Resources June annually Engage with existing staff who identify as Aboriginal and Torres Strait Islander peoples to develop: • Employment strategies • Professional development strategies through an active staff forum. General Manager, Human Resources • The number of vacancies advertised in a range of media has increased to ensure that Aboriginal and Torres Strait Islander peoples are aware of employment opportunities at CSIRO. General Manager, Human Resources December 2016 • Collect information on current staff who identify as Aboriginal and Torres Strait Islander peoples to inform future employment opportunities. • Review HR and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace. General Manager, Human Resources June annually Develop and implement a range of strategies to support and encourage Aboriginal and Torres Strait Islander peoples to take up employment and promotion with CSIRO. These could include: • Traineeships • Cadetships • Graduate programs • Research fellowships • Mentoring ACTION RESPONSIBILITY TIMELINE DELIVERABLE 11. Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation. General Manager, Business and Infrastructure Service and the CSIRO Leadership Team June 2016 • Review procurement procedures to ensure consistency with Commonwealth Procurement Indigenous policies in order to identify opportunities for Aboriginal and Torres Strait Islander owned businesses to supply our organisation with goods and services. June annually • Develop and communicate to staff a list of Aboriginal and Torres Strait Islander owned businesses that can be used to procure goods and services. • Develop at least one new commercial relationship with an Aboriginal and/or Torres Strait Islander owned business per year. June 2016 • Become a member of Supply Nation and investigate partnering with local Indigenous Chambers of Commerce. 12. Increase access to science education for Aboriginal and Torres Strait Islander peoples. Manager, CSIRO Education and Outreach June annually • Develop and implement a range of programs that increase access to science education for Aboriginal and Torres Strait Islander peoples. 13. Engage Aboriginal and Torres Strait Islander peoples in roles to lead and guide research. Business Unit Directors, Research Directors and General Managers December 2016 June 2017 • Identify the number (benchmark) of Aboriginal and Torres Strait Islander peoples and organisations already participating in, leading and guiding research with CSIRO. • The participation of the number of Aboriginal and Torres Strait Islander peoples and organisations participating in, leading and guiding research with CSIRO has increased. 14. Increase Aboriginal and Torres Strait Islander representation in advisory committees. Executive Team members December 2016 June 2017 • Identify the number (benchmark) of Aboriginal and Torres Strait Islander peoples already participating in advisory committees. • The number of Aboriginal and Torres Strait Islander peoples participating in advisory committees has increased. 15. Engage and increase research partnerships with Aboriginal and Torres Strait Islander communities. Business Unit Directors and General Managers December 2016 June 2017 • Identify the number (benchmark) of research partnerships that CSIRO has with Aboriginal and Torres Strait Islander communities. • The number of research partnerships with Aboriginal and Torres Strait Islander communities has increased. Cadet story: Dr Cass Hunter Dr Cass Hunter is an Indigenous woman with connections to far north Queensland. Her grandfather is a Kuku Yalanji man and her grandmother is a Torres Strait Islander woman. Dr Hunter is an Indigenous social-ecological researcher for the Coastal Development and Management program in CSIRO’s Oceans and Atmosphere. Her role is to develop visualisation and predictive tools to address priority issues of Aboriginal and Torres Strait Islander communities and government agencies in northern Australia, and our near neighbours in Papua New Guinea and Indonesia. Dr Hunter started at CSIRO in 1998 as a cadet. During her cadetship years she worked on several projects that involved Torres Strait rock lobster and beche-de-mer (large sea cucumbers). Dr Hunter’s main tasks were analysing catch rates, data entry and helping to write reports. The cadetship was an important stepping stone for Dr Hunter by putting the theory she learnt at university into practice. Being a cadet started the process of nurturing Dr Hunter out of her comfort zone in order to grow her research skills. Dr Hunter completed her Honours program in 2001 and her PhD in 2010. In 2015, Dr Hunter was appointed as a Research Scientist with CSIRO. In early 2016, she was awarded the Advance Queensland Aboriginal and Torres Strait Islander Research Fellowship administered by the Queensland Government Department of Science, Information Technology and Innovation. The three year fellowship is designed to foster productive and mutually supportive links between grant recipients and industry organisations. Dr Hunter will be working with the Torres Strait communities and key agencies such as the Torres Strait Regional Authority, the Reef and Rainforest Research Centre and Australian Institute of Marine Science. The project will bring Torres Strait data into an integrated platform helping communities and management agencies prioritise their activities. The aim is to unlock data using spatial technology, developing new ways for effective and impactful visualisation. Trainee story: Chantelle Lee Chantelle is an Administrative Support Officer at the Australian Resources Research Centre in Perth. She commenced a two year traineeship with CSIRO in early 2013. During her traineeship, Chantelle completed a Certificate III in Business Administration and Certificate IV in Business Administration, as well as undertaking on-the-job training. Following completion of her traineeship, Chantelle was appointed to her administration role and is an integral part of the Business and Infrastructure Services team. Staff forum The Office of Indigenous Engagement works with Aboriginal and Torres Strait Islander staff to ensure that CSIRO contributes to improving outcomes for Aboriginal and Torres Strait Islander peoples and communities. The Office of Indigenous Engagement coordinates a monthly meeting by telephone/video so that the voices of Aboriginal and Torres Strait Islander staff are heard and contribute to CSIRO’s work with Aboriginal and Torres Strait Islander peoples and communities. In addition to this, advice and feedback is sought from Aboriginal and Torres Strait Islander staff in relation to CSIRO’s work (e.g. recruitment activities and work in a specific geographical location), the development of resources (e.g. protocols for Welcome to Country and Acknowledgement of Traditional Owners, Reconciliation Action Plan and art work) and opportunities are provided for staff development (e.g. participation in selection panels and attendance at leadership programs). While these activities are undertaken during work hours, participation by Aboriginal and Torres Strait Islander staff is voluntary. Tracking progress and reporting CSIRO will report on actions and outcomes against this plan in its Annual Report to Reconciliation Australia. The actions will be overseen by the RAP Working Group and CSIRO Executive Team. ACTION RESPONSIBILITY TIMELINE TARGET 1. Report RAP achievements, challenges and learnings to Reconciliation Australia. Executive Sponsor Indigenous Engagement 30 September annually • Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually, and report to CSIRO’s Executive Team and Board. Manager Office of Indigenous Engagement October 2016 • Investigate participating in the RAP barometer. 2. Report RAP achievements, challenges and learnings internally and externally General Manager Communication, Manager Office of Indigenous Engagement 30 September annually • Publically report our RAP achievements, challenges and learnings. 3. Review, refresh and update RAP Executive Sponsor Indigenous Engagement December 2016 February 2017 • Review, refresh and update RAP based on learnings, challenges and achievements. • Send draft RAP to Reconciliation Australia for formal feedback and endorsement. CONTACT US t 1300 363 400 +61 3 9545 2176 e csiroenquiries@csiro.au w www.csiro.au WE DO THE EXTRAORDINARY EVERY DAY We innovate for tomorrow and help improve today – for our customers, all Australians and the world. Our innovations contribute billions of dollars to the Australian economy every year. As the largest patent holder in the nation, our vast wealth of intellectual property has led to more than 150 spin-off companies. With more than 5,000 experts and a burning desire to get things done, we are Australia’s catalyst for innovation. WE IMAGINE WE COLLABORATE WE INNOVATE FOR FURTHER INFORMATION Office of Indigenous Engagement Donna Smith Senior Indigenous Engagement Officer t +61 7 3833 5644 e donna.smith@csiro.au