Aboriginal employment is often reduced to recruitment numbers, but it’s a much richer and more complex field, essential for closing the employment gap. While recruitment and placement services are important aspects, Aboriginal employment encompasses a broader range of activities and strategies beyond simply filling jobs. People who work in Aboriginal employment could have experience in one or all of these areas. Understanding the full scope of Aboriginal employment can help organisations make a meaningful impact and create lasting change.

1. Self-Development Courses for Long-Term Unemployed Aboriginal People

Helping long-term unemployed Aboriginal people develop the skills and confidence needed to re-enter the workforce is a crucial part of Aboriginal employment. The transition to work - or return to work - for many long-term unemployed people can be difficult to manage. Self-development courses focus on building personal and professional skills, and preparing individuals for the challenges of the modern job market.

2. Placing Long-Term Unemployed Aboriginal People into Paid Employment

Connecting long-term unemployed Aboriginal people with paid employment opportunities is another key area. This involves understanding the unique barriers they face and working closely with employers to create opportunities that are both accessible and sustainable. Placement services are often provided by government-funded employment services.

3. Mentoring New Entrants to the Workforce

Entering the workforce can be challenging, especially for those new to it. Mentoring programs can provide crucial support to Aboriginal people as they navigate the early stages of their work lives. These programs offer guidance, build confidence, and help new employees integrate into their workplaces. While mentoring is not the panacea it is often made out to be, it can be an effective tool in your Aboriginal employment kit.

4. Mentoring Supervisors of New Entrants

It’s not just the new employees who need support; their supervisors do too. Mentoring supervisors helps them understand the unique needs and experiences of Aboriginal employees. This ensures that new entrants are supported in a way that respects their cultural identity and experience and helps them succeed. I have a strict rule that I never mentor an Aboriginal employee without also mentoring their manager or supervisor. Both are essential to effective workplace communication and to mentor only the Aboriginal employee puts the responsibility in the wrong place.

5. Developing Aboriginal Employment Strategies

For large organisations, having a clear Aboriginal employment strategy is essential. These strategies outline how the organisation plans to attract, retain, and develop Aboriginal talent, ensuring that Aboriginal employment is a priority at every level. An effective Aboriginal employment strategy must have a strong element of organisational and workforce Aboriginal cultural capability, as well as reporting on outcomes above activity.

6. Implementing Aboriginal Employment Strategies

Writing a strategy is one thing; implementing it effectively is another. This involves working with internal and external stakeholders within the organisation to ensure that the strategies are put into practice and that they lead to tangible outcomes in terms of Aboriginal employment. One of the most significant barriers can be a lack of internal accountability for implementing the behavioral and procedural changes required. If the strategy doesn’t result in more Aboriginal people working in the organisation, then the strategy is ineffective.

7. Developing, Implementing, and Reviewing Aboriginal Traineeship Programs

Traineeship programs provide a pathway for Aboriginal people with low-level or no qualifications to gain work experience and qualifications. Developing these programs involves designing attraction, selection, support, and retention elements that meet the needs of both the trainees and the organisation. Implementation and regular review ensure that the programs remain relevant and effective.

8. Developing, Implementing, and Managing Aboriginal Employee Development Strategies

Employee development is key to retaining and advancing Aboriginal staff. This involves creating programs that offer professional growth opportunities, tailored to the specific needs of Aboriginal employees. Managing these programs requires ongoing support and adjustments to ensure they continue to meet the needs of the employees and the organisation.

9. Providing Aboriginal Cultural Awareness Training

Cultural awareness training is essential for creating an inclusive workplace. This training helps non-Aboriginal employees understand and respect Aboriginal cultures and experience, which is crucial for building a supportive environment. This training can be delivered within organisations by existing staff (if appropriately qualified and experienced) or by an external consultant. I’ve delivered as both an internal staff member and as a consultant - and I’d choose a consultant every time. Providing this kind of training to your colleagues can be fraught, and too often Aboriginal staff are expected to deliver this training without sufficient consideration of the consequences.

10. Reviewing and Implementing Changes to Attraction Strategies

Attracting Aboriginal talent requires a tailored approach. Reviewing existing strategies and implementing changes ensures that the organisation is reaching Aboriginal candidates effectively. It goes beyond adding the line “Aboriginal people are encouraged to apply”. This might involve changing where and how job opportunities are advertised or adjusting the messaging to resonate better with Aboriginal people and communities.

11. Reviewing and Implementing Changes to Selection Practices

Selection practices must be inclusive and culturally appropriate. Reviewing these practices helps identify any biases or barriers that might exist. Implementing changes ensures that Aboriginal candidates have a fair chance of success during the hiring process. Any changes to selection processes must be supported by training all managers and those who serve on selection panels.

12. Training Managers in Selection Practices

Behavioural selection practices focus on assessing candidates based on their past experiences and how they handled situations similar to those they will face in the role. Training managers in these techniques equips them to make well-informed hiring decisions by evaluating evidence of candidates' past behaviours and decision-making processes. This includes training selection panels on how to apply these practices consistently, ensuring that decisions are objective and based on relevant data. This approach enhances the fairness and effectiveness of the selection process, helping managers identify the best candidates for each role.

13. Case Managing Long-Term Unemployed Aboriginal People into Work or Education

Case management involves providing personalised support to help long-term unemployed Aboriginal people transition into work or education. This process includes identifying barriers, creating action plans, and providing ongoing support to ensure they stay on track. Again, this is mostly the responsibilty of government-funded employment services.

14. Coaching Senior Leaders to Build Their Aboriginal Cultural Capability

Senior leaders set the tone for the entire organisation. Senior leaders must be willing to build their own Aboriginal cultural capability in the same way they’d like to build their workforce Aboriginal cultural capability. Coaching ensures that they understand not just the importance of cultural inclusion but also the nuances, and are equipped to lead by example.

15. Developing Workforce Aboriginal Cultural Capability Plans

A workforce that understands and respects Aboriginal cultures and experience is essential for creating a safe and respectful workplace. Developing cultural capability plans helps ensure that the entire workforce is engaged in the organisation’s commitment to Aboriginal employment. The plan must meet the workforce where they are now, not where leaders would like them to be. Aboriginal cultural capability is built slowly and takes time.

16. Reviewing HR Policies to Respect Cultural Identity

HR policies must reflect an understanding and respect for Aboriginal cultural identity and experience. Reviewing these policies ensures they are inclusive and supportive of Aboriginal employees, helping to create a workplace that respects and values their cultural background.

Beyond Recruitment and Placement

Aboriginal employment is about much more than just filling jobs. It involves a comprehensive approach that includes training, mentoring, strategy development, and building Aboriginal cultural capability. Understanding the full scope of what people might mean when they say Aboriginal employment, will help organisations make a meaningful impact and contribute to closing the employment gap. Through years of experience in these areas, I've seen first-hand how each element plays a crucial role in creating opportunities for Aboriginal people and building more inclusive workplaces. This broad experience is what allows for a deep understanding of what works and what is needed to drive real change in Aboriginal employment.

When you’re ready to build your workforce Aboriginal cultural capability, create a safer and more respectful workplace for Aboriginal staff, or grow your Aboriginal workforce, I can help. Click here to book a call with me so we can talk about your situation and find out what you need right now.