Competition in the marketplace for Aboriginal and Torres Strait Islander talent has never been so fierce, and the way organisations go about attracting and retaining this talent is critical in today’s business environment. Add in Australia’s ageing workforce and our much-publicised skill shortages, and it’s clear that there are some key advantages to attracting and appealing to Australia’s Indigenous people. So, what does it take to become an employer of choice?

A Diverse Workplace

Diversity has recently become a very hot topic, especially in the workplace, but what does it really mean? True diversity is about bringing various perspectives together to deliver unique and meaningful contributions. More and more workplaces are embracing diversity for the advantages that come with it. Different cultures, backgrounds and ways of thinking can add a multitude of benefits to an organisation, such as:

• An environment that supports unique ideas and innovation
• Encouraging openminded-ness
• Fostering collaboration as well as informed and objective decision-making
• Creating higher morale as employees feel their culture is respected

According to the last census, 53% of Aboriginal and Torres Strait Islander people are under the age of 25, and statistics have also shown that the Indigenous population is growing much faster than their non-Indigenous counterparts. At a time when the working population is aging steadily and there is fierce competition for candidates, there are ample benefits to reaching out to this young Indigenous workforce.

So, what can organisations do to attract Aboriginal and Torres Strait Islander people? Here are three important characteristics to consider implementing into your organisation to become an employer of choice:

1. Flexibility in the Workplace

Flexibility means different things to different people, but it’s something that employers should approach slightly differently when hiring Aboriginal and Torres Strait Islander workers. Spend some time to understand the culture, background and what’s important to them, such as family and cultural traditions.

Cultural & Ceremonial leave – Provide additional options for bereavement leave that extend beyond the usual allowances for immediate family. Offering flexibility around bereavement leave will give Aboriginal and Torres Strait Islander people greater opportunity to attend these events and celebrate the lives of loved ones.

Culturally significant days – Several days of the calendar year are celebrated only within Indigenous cultures, such as Mabo Day and National Sorry Day. Consider offering flexibility around these days to allow those employees to remember and commemorate.

2. Being Culturally Inclusive

As a culturally inclusive workplace, it is important to provide a safe environment – a space where employees feel secure in their own identity, culture and community. This is not achieved through policies alone. A culturally safe environment should permeate through the whole business, requiring the employer to walk the walk and actively model the values of the work culture.

A good way to promote and learn about our culture is to offer programs and workshops that can help other staff to have a deep understanding, respect and appreciation of Aboriginal and Torres Strait Islander history, languages, kinship structures and culture. A great example of this is the Stronger Smarter Workplaces Workshop offered by the Stronger Smarter Institute, which is designed to create inclusive teams with diverse strengths, as well as support greater opportunities for Aboriginal and Torres Strait Islander Australians.

NAIDOC, which is held across Australia each July, is also an important week for Aboriginal and Torres Strait Islander people to celebrate our history, culture and achievements. There is an opportunity for employers to further demonstrate an inclusive culture by participating in a range of activities and events.  

3. A Supportive Environment

As an employer of choice, it is essential to provide a supportive environment for Indigenous staff. Wrap-around mentoring is a great way to support new employees as it allows new staff to learn the ropes from someone that has been in their shoes previously. The strongest leaders will be able to take new employees under their wing, impart wisdom, personal successes/failures and support them through challenges they may face in the workplace.

In recent times, we have seen more training and pathway opportunities open for Aboriginal and Torres Strait Islander people. There are programs available such as the Australian Indigenous Mentoring Experience (AIME), which help Indigenous high school students finish year 12 and go on to University study or other programs. For University students, Career Tracker and other programs provide opportunities to do vacation work while studying at different organisations and gaining work experience to complement their studies. Getting involved in these types of initiatives where possible, will go a long way towards attracting and supporting Indigenous staff.

Closing Thoughts

Aboriginal and Torres Strait Islander people now have a far greater choice of work and study than ever before. As a result, employers need to understand that to draw in Indigenous talent, workplace culture and inclusivity play a massive role in becoming an employer of choice. To attract and retain employees from this incredibly diverse group, it is critical to start demonstrating some of these above factors in your own work culture. At First People Recruitment Solutions, we specialise in roles that are identified for Aboriginal and Torres Strait Islander people. If you’re looking to access a more diverse pool of candidates, get in touch with the team.