This document outlines strategies to increase Aboriginal employment within the Kimberley Aboriginal Medical Service (KAMS). It notes that KAMS recruits and trains over 20 Aboriginal students per year for healthcare certificates. The Regional Indigenous Facilitator supports these students from a cultural and family perspective. The strategy aims to 1) increase Aboriginal employment opportunities at KAMS through targeted recruitment and support for cultural needs, 2) actively support skills development for Aboriginal employees through training partnerships and career pathways, and 3) facilitate workforce flexibility to support career progression through models of rotation, secondment and performance development.

1. Aboriginal Employment
Strategy
Julia McIntyre
Executive Manager Workforce
Louise McKenna
Regional Indigenous Facilitator

2. • There are 608 registered
Aboriginal and Torres Strait
Islander Health Practitioners, 83%
of whom were employed in the
Aboriginal health services
• 76% are women
• 1 in 5 were age 55 and older
• 105 in WA
Aboriginal and Torres Strait
Islander Health Practitioner

3. • KAMS recruits into Cert III and Cert IV each year.
• We recruit and train >20 students per year
• My role as RIF supports the students from a
Family, cultural and regional view.
Aboriginal and Torres Strait
Islander Health Practitioner

4. Registered Nurses
• 357,458 Registered Nurses and
Midwives are employed in AUS
• 60% of RN’s were aged 50 or
older
• 20% of RN’s aged 29 and under
357,458
28,915
4,621
Registered Nurse
Registered Nurses and
Midwife
Midwife Only

5. General registration by age group
Registered Nurses

6. Registered Nurses
5,161
300,511
Indigenous
Non Indigenous

7. • Out of 36,953 General
Practitioners there are only 49
Indigenous General Practitioners
• 2 in 5 were Women
• About 1 in 4 are aged 55 and
over
Medical Practitioners
106,529
650
Non
Indigenous
Indigenous

8. KAMS Strategic Plan
Strategic priority 5
• KAMS will build a skilled and sustainable
Kimberley Aboriginal health workforce

9. KAMS Workforce
KAMS will increase recruitment, retention, training and
career pathways for Aboriginal people within the
organisation
KAMS will develop and contribute to planned health
service workforce development strategies in
collaboration with key stakeholders
KAMS will identify and support emerging Aboriginal
health leaders in the Kimberley
KAMS will ensure it has sufficient and effective human
resources to implement strategic plan and effectively
undertake its business

10. KAMS Workforce
Kimberley Aboriginal Health Panning Forum
Strategic Plan 2018 – 2028
Key priorities
• Supporting, developing and growing a strong Aboriginal health workforce
• Sub Committee Workforce

11. KAMS Aboriginal Employment
Strategy
Strategies and Actions
1. Increase employment opportunities to attract and retain Aboriginal staff
• Utilise Family and community networks to identify people interested in working
for KAMS.
• Develop recruitment advertising that attracts Aboriginal employees to job
opportunities within KAMS.
• Support the development, retention and utilisation of positions that are specified
positions under section 50(d) of the Equal Employment Opportunity Act 1984.
• Increase the accessibility of general KAMS vacancies to prospective Aboriginal
employees.
• Ensure that recruitment and other HR processes have a built in awareness to
the cultural needs of Aboriginal employees and applicants.
• Career pathway model

12. KAMS Aboriginal Employment
Strategy
2. Actively support Aboriginal employees to develop skills that are
valued by KAMS and the WA Health Sector
• Expand KAMS RTO Scope of registration outside of AHW
• Establish partnerships with external agencies to increase workforce skill
development and access to training programs.
• Support Aboriginal workforce development opportunities through school work
experience, school-based traineeships, general traineeship programs, cadet and
graduate programs.
• Support Aboriginal employees to identify and pursue career pathways including
opportunities for skill development that support identified career progression and
advancement.
• Increase the participation of Aboriginal employees in leadership and other
development programs.
• Build the cultural leadership capabilities of existing and emerging leaders.
• Utilise and build upon the skills within the KAMS workforce to promote sharing of
Aboriginal cultural knowledge and skills in community engagement

13. KAMS Aboriginal Employment
Strategy
3. Facilitate workforce flexibility that supports career progression
• Develop and implement an endorsed model for career progression for
Aboriginal people as recognised health workers and practitioners.
• Establish a rotation and secondment program to enable up-skilling of
Aboriginal employees.
• Support Aboriginal people to identify career pathways and undertake
career planning through mentoring and performance development
processes.
• Acknowledge and promote the unique skills and characteristics of
Aboriginal employees in community engagement, community respect
and acceptance; and the ability to achieve improved health outcomes
for Aboriginal people.