The transport portfolio will implement policies and programs that create a culturally safe workplace, promote self-determination, and increase Aboriginal representation across the development and delivery of its responsibilities.
Actions Summary Success Measures Work with Aboriginal organisations to build a culturally safe workplace and ensure our workforce has a common understanding of self-determination. 1.1 Provide cultural awareness training for transport portfolio staff, including information on how to embed self-determination through everyday practices within the transport portfolio. Transport portfolio staff understand and apply self-determination principles as part of their work responsibilities. 1.2 Identify ways to recognise and promote Aboriginal culture and heritage and the ongoing contribution of Aboriginal Victorians to our community within the workplace. Aboriginal staff and visitors report feeling culturally safe within portfolio workplaces Actions Summary Success Measures Work with Aboriginal staff and community members to develop and implement strategies that attract, recruit and retain Aboriginal people within the transport portfolio 2.1 Implement recruitment and development strategies such as Aboriginal traineeships, scholarships and mentoring programs, and initiatives under Barring Djinang such as the Aboriginal Cultural Capability Toolkit. Aboriginal staff report being supported in their careers and career development. Achieve the 2% public sector employment target, including an increase in Aboriginal staff at VPS 6 level. 2.2 Support Aboriginal team members to design and implement career progression strategies. 2.3 Actively promote Aboriginal training and employment opportunities available across the transport portfolio to Aboriginal stakeholders and provide a dedicated contact for Aboriginal stakeholders to engage with to discuss these opportunities. Actions Summary Success Measures Increase the number of Aboriginal Victorians on Victorian Government transport boards to embed Aboriginal leadership and decision-making across transport portfolio activities. Work with Aboriginal Victorians and communities to explore different ways to advertise board vacancies and to increase the exposure of these opportunities to ensure that there are applications from Aboriginal Victorians for transport portfolio board member vacancies Increased Aboriginal representation in senior leadership positions embeds the principles of self-determination throughout the daily activities of the transport portfolio. Achieve 1% Aboriginal board representation across transport portfolio boards
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