Exploring new ways for achieving Community Engagement for a Reconciled Australia

Transcription

1 Exploring new ways for achieving Community Engagement for a Reconciled Australia G4S Reflect Reconciliation Action Plan

2 NURRUNGA FAMILY ON COUNTRY Family and Country are very important to me. I have a great respect for the strong cultural significance of our Country and our relationship to it. All our land is sacred. The painting represents myself, my partner and our three children walking together on my ancestors Country which includes the Yorke Peninsula and Point Pearce. Ron Roberts Nurrunga Ron Roberts Nurrunga Family on Country 2012 Acrylic on canvas 60 x 97.5 cm

3 6 Our Business & Values 9 Our Reconciliation Action Plan 10 Why we developed a RAP 11 Who champions G4S s RAP Internally and Externally 12 Current business and success with Aboriginal and Torres Strait Islander programs across the regions Relationships Respect Opportunities 21 Reporting and Evaluating

4 G4S ACKNOWLEDGEMENT OF THE TRADITIONAL OWNERS THROUGHOUT AUSTRALIA We acknowledge Aboriginal and Torres Strait Islander Peoples as the first peoples of this continent and support the movement resolution of Reconciliation Australia, along with the Australian Government to contribute towards ending disparity between Aboriginal and Torres Strait Islander people and all other Australians. We are committed to promoting reconciliation by creating a fairer and more equitable society across all our facility locations here in Australia, we are passionate about embracing our RAP as our Aboriginal and Torres Strait Islander business plan, highlighting the three key values of; RELATIONSHIPS RESPECT OPPORTUNITIES This Reconciliation Action Plan has a special focus on building sustainable partnerships with Aboriginal and Torres Strait Islander communities, but also plays a healthy role for other cultural groups and all other Australians which G4S services regardless of their race, religion or socio-economic background. Along with the company s Aboriginal and Torres Strait Islander Employment Strategy and the Aboriginal and Torres Strait Islander Community Protocol and Engagement Guide, our Reconciliation Action Plan will enhance our community-based reputation and service delivery to Aboriginal and Torres Strait Islander peoples across Australia. 1

5 G4S would like to acknowledge the Traditional Owners of the living lands where our services operate and pay our respects to the Elders and people of those communities past, present and into the future. WESTERN AUSTRALIA - District Court Building (DCB) - CKJV Henderson - DP World Fremantle - Halliburton Perth - Leightons Gorgon LNG - Viva Energy (Fremantle and Perth) - WA Education Dept Key - Care and Justice - Secure Solutions NORTHERN TERRITORY - Electronic Monitoring Australia & New Zealand Operations SOUTH AUSTRALIA - Mount Gambier Prison - SA Prisoner Movement and In Court Management (SAPMICM) - SA Electronic Monitoring - Hewlett Packard (Lockleys and North Terrace) - General Motors Holden QUEENSLAND - Baulderstone Brisbane Kessels Rd - Bechtel Mackay - DP World Brisbane - G4S National Control Centre - Hewlett Packard Brisbane - Transcity Brisbane VICTORIA - Port Phillip Prison - Melbourne Custody Centre (MCC) - Thomas Embling Hospital - Vic Prisoner Transport (VPT) - Health Services Australia (HSA) - Victorian Electronic Monitoring (Vic EM) - Parkville Youth Justice Precinct - ABC Melbourne - Dept of Human Services (DHS) - Bostik Thomastown - Casselden Place - Department of Immigration and Border Protection - DP World Melbourne - Dept of Environment & Primary Industries (DEPI) - GSK (Boronia and Port Fairy) - Hewlett Packard (EBDC & Woodvale) - Viva Energy (Redfern and Spring St) - UBS Melbourne - General Motors Holden - Sandhurst Residential Estate TASMANIA - Wilfred Lopes Centre NEW SOUTH WALES - Long Bay Forensic Hospital - ABC Ultimo - Abigroup (M5 and The Northern Rd) - Australian Museum - Balmain Hospital - Bank of America (Merrill Lynch) - Blacktown Call Centre - Blacktown Community Health - CSIRO North Ryde - Department of Veterans Affairs - DP World Sydney Port Botany - Google Pyrmont - Hewlett Packard (Artarmon, Burwood, Eastern Creek, Newington, Norwest, Rhodes, Ultimo) - Horizon Living Wollongong - JP Morgan Sydney - NASDAQ - Leightons (M2 Delhi Road, Vimiera Embankment) - NSW (Fire Brigade Greenacre and Taxi Ranks) - Office of the Board of Studies - Viva Energy (Clyde and Gore Bay) NEW ZEALAND - NZ Electronic Monitoring - Hewlett Packard (Auckland and Wellington)

6 MESSAGE FROM RECONCILIATION AUSTRALIA On behalf of Reconciliation Australia, I wish to congratulate G4S on the development of their first Reconciliation Action Plan (RAP) and welcome them to the RAP community. In launching this Reflect RAP, G4S demonstrates their formal commitment to reconciliation as part of their Corporate Social Responsibility strategy. The actions outlined in this RAP aim to make G4S an employer of choice for Aboriginal and Torres Strait Islander Australians and a workplace that is culturally safe and inclusive of cultural diversity. They commit to engage all of their staff to undertake cultural awareness training to build understanding and awareness of the challenges, barriers and issues which Aboriginal and Torres Strait Islander peoples face. G4S are striving to create between relationships, respect and trust between the wider Australian community and our nation s First Peoples by becoming a vital link of supplier diversity for Aboriginal and Torres Strait Islander businesses in the communities in which they operate. Reconciliation Australia congratulates G4S on their clear dedication to meaningful change through embracing the approach of building mutually respectful relationships and providing opportunities for Aboriginal and Torres Strait Islander Australians. Justin Mohamed Chief Executive Officer Reconciliation Australia 3

7 MESSAGE FROM THE NYUNGGABLACK GROUP I would personally like to congratulate G4S Australia Pty Ltd for their efforts and commitment in the creation of their Reconciliation Action Plan. The Management and Executives have not only demonstrated their desire to create meaningful long-term sustainable relationships with the local Aboriginal and Torres Strait Islander communities, but they have also disseminated their wishes to the whole of G4S Australia Pty Ltd. The company has embraced these wishes with genuine enthusiasm for greater harmony, so much so that I would go so far as to say it has become part of the DNA of G4S Australia's corporate culture. NyunggaBlack Group is proud to have worked with such a committed company, who will now be in a more credible position to making genuine contributions to ending Aboriginal and Torres Strait Islander people's disparity within Employment, Training and Small Business Enterprises arena. I would encourage other large corporates to follow G4S Australia Pty Ltd's example in regards to their relationships with Aboriginal and Torres Strait Islander communities. Nyunggai Warren Mundine Managing Director The Nyungga Black Group 4

8 MESSAGE FROM MANAGING DIRECTOR Dennis Roach G4S Managing Director Australia and New Zealand I would first like to personally acknowledge the Traditional Owners of the living lands where our services operate and pay my respects to the Elders and people of those communities past, present and into the future. I am pleased to have been part of the team that has developed the first Reconciliation Action Plan for G4S in Australia. The plan forms the framework for creating sustainable relationships with Aboriginal and Torres Strait Islander communities and is our commitment to supporting a fair and equitable Australian society. Our people are the bedrock of our success in Australia G4S has operations across Australia and as part of our Corporate Social Responsibility strategy recognises the critical importance of engaging positively with the communities in which we operate. Our plan sets out the key actions that we will undertake in 2015 with Executive support from across the organisation both in Australia and globally will see the company focus on the implementation of our Aboriginal and Torres Strait Islander Employment strategy as we seek to provide equitable access to career opportunities for all Australians and become an employer of choice. I am proud to present the first G4S Reconciliation Action Plan in Australia and look forward to reporting back on our successes throughout the life of this plan which will be reviewed quarterly and updated annually. As the world s leading global integrated security company, with operations across six continents and over 618,000 employees, G4S touches the lives of millions of people across the world. Our goal is to make a positive impact on the communities in which we work and in Australia, we are proud to support Reconciliation Australia s important work with the Aboriginal and Torres Strait Islander peoples. Ashley Almanza G4S Group Chief Executive Officer We are also proud to make a difference by helping all people in the communities where we operate in Australia to live and work in a safe and secure environment where they can thrive and prosper. 5

9 OUR BUSINESS & VALUES G4S is the world's leading international security solutions group, with an international reach and resources to meet the security needs of the global age. From risk assessment to service delivery, we work in partnership with governments, businesses and other organisations to provide integrated solutions to security challenges. G4S has numerous facilities around Australia which cover a wide range of specific service provisions in the following areas; Care and Justice Services Secure Solutions International Logistics Investigative Services We operate in over 120 countries with more than 618,000 employees and are one of the largest private employers in the world. G4S has offices in Brisbane, Sydney, Adelaide, Perth and Melbourne. At present and as a company, we are aware that we have a small number of Aboriginal and Torres Strait Islander employees working with us at various locations around Australia. Through the process of a RAP, we envisage to capture those specific details through our Human Resources section so that we can establish Key Performance Indicators to strive towards in regards to employment opportunities for Aboriginal and Torres Strait Islander peoples. Drawing on more than 100 years of history, G4S is proud of its distinct culture and strong values. Central to our business is a strong commitment to ensuring that the health and wellbeing of our employees and those in our care is always of the highest priority. We pride ourselves on being responsible in how we build sustainable relationships with customers, communities, employees and other stakeholders. Integrity is one of our core values being a responsible business partner, employer, customer and supplier is an important part of our strategy and forms an essential foundation on which we carry out our business. Here at G4S, we are committed to enhancing our current status and service deliveries through laying a creditable and solid foundation with organisations in communities by building sustainable relationships with Aboriginal and Torres Strait Islander communities. We believe in fairness, respect for human rights and the personal dignity of the people entrusted to our care. We have a duty of care and desire to ensure the influence we have makes a positive impact on the people and communities in which we work and strive to make a difference by helping people to operate in a safe and secure environment where they can thrive and prosper. 6

10 OUR CORPORATE SOCIAL RESPONSIBILITY SECURING OUR PEOPLE Keeping our people safe is our main priority but we also need to ensure that we source the right people for the right roles and that our people feel listened to and supported in their working lives. SAFE-GUARDING OUR INTEGRITY How we set expectations and make sure that we attain high ethical standards. SECURING OUR ENVIRONMENT Reducing resource usage lowers our impact on the environment and helps us increase the efficiency of our operations. SECURING OUR COMMUNITIES We can make our business stronger through investment in stable, safe communities where our staff live and work. Aboriginal and Torres Strait Islander Employment Strategy In demonstrating our commitment to deepening our existing relationships within Aboriginal and Torres Strait Islander communities throughout our footprint in Australia, G4S in collaboration with the NyunggaBlack Group have created and implemented an Aboriginal and Torres Strait Islander Employment Strategy with the desire and ambition to attract more people from a specific cultural background to consider working with us at our facilities. Aboriginal and Torres Strait Islander Community Protocol & Engagement guide As part of our business relationship and consultation with the NyunggaBlack Group, G4S has adopted an Aboriginal and Torres Strait Islander Community Protocol & Engagement guide for company staff to access and create awareness of how to respectfully make contact with Aboriginal and Torres Strait Islander organisations and communities. 7

11 OUR VALUES SAFETY FIRST We prioritise safety management to PROTECT the health and well-being of our colleagues and those around us. BEST PEOPLE We always take care to employ the best people, develop their competence, provide OPPORTUNITIES and inspire them to live our values. CUSTOMER FOCUS We have close, open RELATIONSHIPS with our customers that generate trust and we work in partnership for the mutual benefit of our organisations. TEAMWORK & COLLABORATION We COLLABORATE for the benefit of G4S as a whole. INTEGRITY We can always be TRUSTED to do the right thing. EXPERTISE PERFORMANCE We develop and demonstrate our expertise through our INNOVATIVE and leading-edge approach to creating and delivering the right solution. We CHALLENGE ourselves to improve performance year-on-year and to create long-term sustainability. 8

12 OUR RECONCILIATION ACTION PLAN G4S has gained support and strategic business advice from one of Australia s leading Aboriginal and Torres Strait Islander businessmen, Nyunggai Warren Mundine. The NyunggaBlack Group has assisted us with creating a professional and detailed Aboriginal and Torres Strait Islander business plan to follow in building more sustainable and creditable relationships with the communities we operate across. As the world s leading name in security solutions, we are committed to taking the lead and improving our relationships with Aboriginal and Torres Strait Islander people across Australia by building awareness of our company s RAP and involving staff across the country to commit to the long-term success and sustainability of our RAP. In partnership with NyunggaBlack Group, G4S has gained the support, interest and business relationships to develop an efficient and effective RAP which will assist and guide G4S to building better relationships with Aboriginal and Torres Strait Islander organisations and communities throughout Australia. G4S aims to improve our recruitment services of employment and training opportunities to Aboriginal and Torres Strait Islander people, as well as enhancing the ongoing growth of staff development and their continuous learning about the importance of partnerships with Aboriginal and Torres Strait Islander organisations and communities. Building on community relationships in an effort to become an integrated member service provider for local and surrounding Aboriginal and Torres Strait Islander communities, this Reconciliation Action Plan will continually evolve and become more reflective through innovation, which will assist our company and partners to build on the following areas: Implementing Cultural Education throughout G4S to increase staff awareness of traditional and contemporary Aboriginal and Torres Strait Islander societies, barriers and challenges; Building more sustainable business relationships with Aboriginal and Torres Strait Islander organisations to support the ongoing awareness of Employment opportunities; Liaising with Aboriginal and Torres Strait Islander people, groups, organisations and communities regarding commercial employment opportunities with G4S facilities and partnering contractors; Promotion of G4S accredited training opportunities for Aboriginal and Torres Strait Islander staff, external groups, organisations and communities to enhance and investigate interests and other areas of possibilities; 9

13 WHY WE DEVELOPED A RAP A recent report released by the Steering Committee for the Review of Government Service Provision highlighted the fact that imprisonment rates for Aboriginal and Torres Strait Islander people has increased by 57% between the years 2000 to As the world s leading international security solutions group, G4S is committed to establishing healthy relationships within Aboriginal and Torres Strait Islander communities throughout Australia to improve our reputation, enhance our profile and contribute to closing the gap on Aboriginal and Torres Strait Islander imprisonment rates. In order to do this, we have reviewed our service delivery to Aboriginal and Torres Strait Islander people and we have recognised the importance of enhancing our current Aboriginal and Torres Strait Islander employment rates internally. We also acknowledge the need to create recruitment strategies specifically tailored and targeted for Aboriginal and Torres Strait Islander people to increase employment and training opportunities. Working in partnership with NyunggaBlack Group, G4S has been able to identify the need for real change around the way in which business is approached and delivered to Aboriginal and Torres Strait Islander people and communities. To create change, we have identified that our company needs to develop a complete Aboriginal and Torres Strait Islander business plan to allow our company to rebuild our networks and reputation across Australia amongst Aboriginal and Torres Strait Islander people. The way in which we aim to achieve this is by developing an: Aboriginal and Torres Strait Islander Employment Strategy Aboriginal and Torres Strait Islander Community Protocol and Engagement Guide Reconciliation Action Plan 10

14 WHO CHAMPIONS G4S s RAP INTERNALLY & EXTERNALLY? The G4S RAP is championed by the Executive Team who form the core RAP Working Party. These leaders within our company have expressed the desire and enthusiasm to drive the company s RAP forward. Whilst the RAP Working Party will be the main driver of ensuring our RAP is being implemented and filtered correctly, all employees in G4S will need to understand the importance of reconciliation and why the company has decided to develop a RAP whilst being committed to achieving all of the outlined actions and targets over the next 12 months. Members of G4S s RAP Working Party will become involved to highlight the significance of promoting our RAP and members in the initial stages, this will occur within an interim period, then G4S will allocate a suitable ambassador with a great strong community-based reputation to showcase our services and models, which will contribute to rebuilding our profile within communities across Australia. Here at G4S, staff are excited about our company undertaking a RAP and will receive more specific information and direction through Cultural Awareness training. Through this opportunity employees will understand what will be involved in the next chapter of the company s experiences of working with Aboriginal and Torres Strait Islander communities. Essentially, all those who undertake the company s Cultural Awareness training will become Champions to the G4S s RAP both internally and externally. 11

15 CURRENT ABORIGINAL & TORRES STRAIT ISLANDER PROGRAMS ACROSS THE BUSINESS G4S is highly passionate and enthusiastic about rebuilding mutual working relationships with more Aboriginal and Torres Strait Islander people, organisations and communities throughout Australia. Over the past years, we have always considered the cultural and spiritual needs of Aboriginal and Torres Strait Islander staff members and people within our facilities or in our care. Through promoting and facilitating these special inclusive practices, G4S has held the following events within our facilities; Anniversary of the Apology to the Stolen Generations National Reconciliation Week activities National Aboriginal & Islander Day Of Celebration (NAIDOC) To compliment these initiatives, within our Care and Justice facilities we implement significant Cultural and Spiritual transitional programs and sections across the country to advocate for the special requirements for incoming clients. Under the guidance and supervision of the NyunggaBlack Group Nyunggai Warren Mundine, G4S are taking additional steps to enhance our Care and Justice system programming and core business operations to implementing more genuine involvement within Aboriginal and Torres Strait Islander organisations and communities by building sustainable relationships and seeking involvement from interested parties by acknowledging and celebrating the following calendar events; 12

16 13th of February - Acknowledging the Anniversary of the Apology to the Stolen Generations Since the 13th of February 2007, when Prime Minister Kevin Rudd delivered an apology to the Stolen Generations on behalf of the Australian Government for its past policies and practices. It is now encouraged to commemorate the anniversary date of the Apology to the Stolen Generations, through morning teas, luncheons and afternoon teas, in support of guest speakers to highlight the significance. The Apology was to Aboriginal and Torres Strait Islander Australians, acknowledging the legacy of trauma and grief as a result of colonisation and practices of removing children from their families. As a method of acknowledgement and commemoration, organisations are encouraged to facilitate special functions throughout this period in inviting Elders and community people in to highlight their experiences as part of their stages of healing. 21st of March National Harmony Day National Harmony day is an event that focuses on the Elimination of Racial Discrimination, where all diverse cultures come together to celebrate a day of Harmony by showcasing cultural differences through activities, demonstrations and foods. 25th of April National Aboriginal and Torres Strait Islander Ex-Servicemen s Day An Aboriginal & Torres Strait Islander Ex-servicemen March is held annually during Anzac Day each year as a way of raising awareness as well as honoring and recognizing the contribution Aboriginal and Torres Strait Islander Australian War Veterans that were accorded to other servicemen and servicewomen but denied for so many years to Aboriginal people. Upon their return to Australia, instead of recognition, Aboriginal Diggers received ignorance and racism, were not eligible for returned servicemen land grants or even membership of Returned Services League (RSL) clubs, and sometimes even found that the government had taken their children away while they defended their country. The first official Colored Diggers March was held on Anzac Day 2007 in Redfern, Sydney, with hundreds of Aboriginal & Torres Strait Islander veterans and their descendants marching in Sydney s first Aboriginal and Torres Strait Islander Anzac Day parade. 13

17 26th of May National Day of Healing Sorry Day National Sorry Day was held for the first time on 26 May 1998, a year after the release of the Bringing Them Home Report. This report followed the National Inquiry into the Separation of Aboriginal and Torres Strait Islander Children from their families, and recommended that a National Sorry Day be declared. The purpose of Sorry Day is to publicly acknowledge the pain suffered by many Aboriginal and Torres Strait Islander people as a result of the policies and practices of removal, while this day holds a lot of sadness for many Aboriginal and Torres Strait Islander Australians, the day should also highlight aspects of cultural experiences which will provide positive elements to the event. 27th May - 3rd June Celebrating National Reconciliation Week activities Reconciliation is everybody s business; it s about building sustainable relationships with Aboriginal & Torres Strait Islander people, communities and organisations. National Reconciliation week recognises the significance of two major aspects of Aboriginal and Torres Strait Islander Australian history. 6th 10th July National Aboriginal & Torres Strait Islander Day Of Celebration NAIDOC Week is a celebration of the history, culture and achievements of Aboriginal and Torres Strait Islander people. Every year NAIDOC Week celebrations focus on a theme chosen by the national organising committewe. This year the theme We value the Vision which aims to recognise the quiet achievers in Aboriginal and Torres Strait Islander communities and illustrate how Aboriginal and Torres Strait Islander people themselves are taking ownership of closing the gap. 14

18 RELATIONSHIPS STATEMENT OF COMMITMENT G4S acknowledges and recognises the importance of building sustainable foundation of relationships of trust and respect with local, regional, state and national-wide Aboriginal and Torres Strait Islander communities throughout Australia where G4S has a facility. G4S firmly acknowledges that Aboriginal and Torres Strait Islander people have held an ancient and continuing connection to this country which has survived to continue for many thousands of years. Our renewed relationships will enrich the knowledge and experiences of our company staff which in turn will help us to recruit more Aboriginal and Torres Strait Islander people to G4S facilities where we can provide culturally respectful and responsive services for our clients within our care. 15

19 Action Responsibility Timeline Measurable Targets 1.1 Promote G4S Reflect Reconciliation Action Plan RELATIONSHIPS - STATEMENT OF COMMITMENT G4S Managing Director Dennis Roach & Director of Strategic Development Rachel Owens February 2015 All G4S staff to be notified via of where and how the company s RAP can be found and reviewed internally Upload G4S RAP onto staff drive and external to G4S website for public display G4S Reconciliation Action Plan Working Party (RWP) to implement and track the progress of G4S RAP plans Director of Strategic Development Rachel Owens March 2015 Establish RAP Working Party consisting G4S staff at head office and other leading members throughout other G4S facilities and include Aboriginal and Torres Strait Islander staff G4S RAP Working Party will meet quarterly each year to review Managers at each G4S location will champion the RAP at a local level Create a Terms of Reference for G4S RAP Working Party NyunggaBlack Group to be invited to sit on the RWG G4S staff to be made aware and encouraged to attend community events and forums to connect and build genuine relationships with local Aboriginal and Torres Strait Islander people, groups and communities G4S Managing Director Dennis Roach & Director of Strategic Development Rachel Owens March 2015 Inform and encourage G4S staff to attend community organised events and forums on Aboriginal and Torres Strait Islander affairs Identify and establish a calendar of significant Aboriginal and Torres Strait Islander dates and events and circulate to all G4S employees to attend Create a specific contact list of key individuals and organisations who G4S can build sustainable relationships with and schedule documented meetings with organisations at least a minimum twice per year Organise 3-4 internal events relating to the importance of the Aboriginal and Torres Strait Islander calendar of events for all G4S employees to build genuine relationships throughout the year Organise a minimum of 1 event in each state / territory at each location where we operate throughout Australia celebrating National Reconciliation Week with stakeholders, staff and community members. The events are to be register on the Reconciliation Australia website G4S to build and strengthen sustainable relationships with peak Aboriginal and Torres Strait Islander organisations and other key stakeholders with the aim of becoming a vital link between communities and the Security Solutions Industries G4S Managing Director Dennis Roach & Director of Strategic Development Rachel Owens March 2015 April 2016 Invite representatives from Aboriginal and Torres Strait Islander peak bodies to attend G4S events like National Reconciliation Week activities and NAIDOC week events Organise meetings with peak Aboriginal and Torres Strait Islander bodies in an effort to build mutually beneficial relationships and provide resourceful opportunities Identify membership organisations who G4S can become an active member with to provide support and to exchange information 16

20 RESPECT STATEMENT OF INCLUSIVENESS G4S staff aim to undertake Cultural Awareness training and engage with local communities to enhance all employees understanding of Aboriginal and Torres Strait Islander people s traditional and contemporary societies in an effort to promote social inclusive practices and continuous learning development throughout all G4S facilities. 17

21 RESPECT - STATEMENT OF INCLUSION Action Responsibility Timeline Measurable Targets 2.1 Provide G4S staff with an understanding of Aboriginal and Torres Strait Islander Community Protocols involving information on Welcome to Country, Acknowledgement of Country and how to make contact with Aboriginal and Torres Strait Islander communities appropriately. 2.2 Provide the opportunity for all G4S employees to participate and celebrate Aboriginal and Torres Strait Islander cultural events which will provide staff with deeper learning and appreciation of Aboriginal and Torres Strait Islander cultures, traditions and communities 2.3 All G4S offices to create a culturally welcoming environment for Aboriginal and Torres Strait Islander people Provide all G4S staff with quality Cultural Awareness training in order to keep staff updated on traditional and contemporary Aboriginal and Torres Strait Islander cultures, societies, barriers and challenges Director of Strategic Development Rachel Owens Director of Strategic Development Rachel Owens Director of Strategic Development Rachel Owens G4S Managing Director Dennis Roach April 2015 Review and refresh (where appropriate) G4S s Aboriginal and Torres Strait Islander Community Protocol document. Distribute a communication plan for each G4S office to understand and be aware of the Aboriginal and Torres Strait Islander Community Protocol guide located on the company s shared IT system. Encourage all G4S employees to provide an Acknowledgement of Country at the beginning of internal events/meetings Identify at least one significant event for which a Traditional Owner will be invited to provide a Welcome to Country. April 2015 Review HR Policies to ensure there are no barriers for Aboriginal and/or Torres Strait Islander staff to participate in NAIDOC Week events. Create and distribute an events calendar specifically dedicated to significant Aboriginal and Torres Strait Islander cultural events. Each G4S office will be required to coordinate a series of Aboriginal and/or Torres Strait Islander cultural events to connect with local Aboriginal and /or Torres Strait Islander communities. Encourage all G4S staff to participate in local NAIDOC Week events. Feature a newsletter article on G4S s involvement in Aboriginal and Torres Strait Islander events, meetings and forums. June 2015 Display signage to acknowledge the Traditional Owners of lands on which G4S operates Include an acknowledgement to Traditional Owners in staff signature block June 2015 Engage with external consultants (NyunggaBlack Group) to deliver cultural awareness sessions for G4S staff at various locations. In particular, provide opportunities for RWP members, RAP Champions, Directors, Managers and staff to participate in training. Engage external consultants (NyunggaBlack Group) to deliver Cultural Awareness training to G4S staff as part of their professional development. Workshops will involve historical content, communication techniques, information about a RAP, awareness of community protocols & contacts. All new G4S staff will participate in Cultural Awareness training as a part of the induction process. Encourage all G4S employees to complete Reconciliation Australia s Share Our Pride cultural learning module. 18

22 OPPORTUNITIES STATEMENT OF KEY AREAS G4S strategically envisages enhancing the range of opportunities available for Aboriginal and Torres Strait Islander people and their communities within the areas of sustainable Employment options and quality accredited Training programs. G4S believes that by tailoring these opportunities for Aboriginal and Torres Strait Islander people and communities via undertaking a RAP, our company is making genuine footsteps and contributions to ending disparity in the areas of improving employment rates and up-skilling individual s employability prospects in remote, rural, urban and city locations throughout areas of Australia. 19

23 OPPORTUNITIES - STATEMENT OF KEY AREAS Action Responsibility Timeline Measurable Targets 3.1 Promote G4S opportunities to Aboriginal and Torres Strait Islander people and communities as a preferred choice of employer Director of Strategic Development Rachel Owens June 2015 Develop and implement appropriate marketing collateral to all G4S offices that is specific to Aboriginal and Torres Strait Islander people and distribute out into local communities. Advertise G4S Employment opportunities and accredited training programs in Aboriginal and Torres Strait Islander media platforms to capture a specific audience. 3.2 Identify areas within G4S to increase Aboriginal and Torres Strait Islander employment opportunities 3.3 Investigate opportunities to increase supplier diversity within G4S 3.4 Facilitate significant events to provide an opportunity for Aboriginal and Torres Strait Islander communities to engage with the Care and Justice Industry G4S Managing Director Dennis Roach Director of Strategic Development Rachel Owens Director of Strategic Development Rachel Owens G4S Managing Director Dennis Roach Director of Strategic Development Rachel Owens July 2015 Communicate and Implement G4S s new Aboriginal and Torres Strait Islander Employment Strategy. Implement an opportunity to create an Aboriginal and Torres Strait Islander Identified Positions policy. Develop and implement a culturally appropriate template for vacant Identified Positions which will be targeted at attracting Aboriginal and Torres Strait Islander candidates to work for G4S. Advertise all Identified Positions in Aboriginal and Torres Strait Islander media platforms. Engage with external consultants (NyunggaBlack Group) to consult on Aboriginal and Torres Strait Islander employment opportunities within G4S. August 2015 Investigate G4S becoming a member of Supply Nation. Review procurement policy barriers to Aboriginal and Torres Strait Islander businesses are able to be addressed. Develop a list of local Aboriginal and/ or Torres Strait Islander businesses G4S could procure from. Review and reform procurement strategy so that supplier diversity can be incorporated into G4S s procurement strategy. November 2015 G4S staff to create pathways for career development by facilitating specifically designed Information Sessions for Aboriginal and Torres Strait Islander people and communities. G4S facilities to host between 2-4 Aboriginal and Torres strait Islander specific forums where there is a high population growth of Aboriginal and/or Torres Strait Islander Peoples. 20

24 REPORTING & EVALUATING Action Responsibility Timeline Measurable Targets 4.1 G4S Reconciliation Action Plan working party will consistently review the RAP and report progress quarterly 4.2 G4S RAP Working Party to report on positives, negatives, challenges, achievements and learning attributes to Reconciliation Australia G4S Managing Director Dennis Roach Director of Strategic Development Rachel Owens G4S Managing Director Dennis Roach Director of Strategic Development Rachel Owens First meeting: March 2015 June 2015 September 2015 December 2015 All reporting aspects of the RAP will filter out to Managers and staff members from the RAP Working Party to display progress of G4S s achievements and social engagement with Aboriginal and Torres Strait Islander peoples and communities Communicate G4S s RAP Progress to G4S employees during staff meetings Communicate G4S RAP to Nyungga Black Group to demonstrate what s working and what is not Report G4S RAP achievements to Reconciliation Australia 6 monthly to annually December 2015 Complete and submit G4S s Impact Measurement Questionnaire and other RAP reports each year to Reconciliation Australia for inclusion in the Reconciliation Action Plan Impact Measurement Report 4.3 Refresh and launch a new RAP for G4S after 12 month review, progressing onto an Innovate RAP Director of Strategic Development Rachel Owens January 2016 Refresh, update and launch a new RAP for G4S based on learnings, challenges and achievements from previous RAP Highlight new strategies and targets based on the previous year s achievements Contact details Rachel Owens, Strategic Development Director, G4S Australia and New Zealand Rachel.Owens@au.g4s.com Tel:

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26 w Contact us for more information Level 4, 616 St Kilda Road Melbourne, VIC, 3004 Tel: Fax:

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