1. Indigenous Employment Partnering with the Community Innovative Models for Workplace Diversity Sydney 24th May 2011 Sally Rinehart Recruitment and Diversity Manager, WDS Limited
2. Today’s session Preparing candidates to compete for roles Establishing networks throughout the community Providing mentoring support services both in the workplace and in the Community Preparing the organisation for retention purposes
3. About us ASX Listed Company Listing Date: 7 December 2006 No. of employees: Approx 1400 , planning to double within 3 years Divisions: Energy & Infrastructure Mining And we are great at what we do.
6. Our direction on indigenous employment Our workforce reflect our communities. Indigenous employment is a key component of our workforce strategy Both Mining and Energy and Infrastructure offer multiple opportunities to capitalise on indigenous employment strategies Partnering with the community is a priority to ensure success in our programs We will be an employer of choice for indigenous employees.
7. How will we make it work? Or, what we have found successful and lessons we have learnt along the way.
8. First, the things we have learnt If we don’t adequately explain “fairness and equity, versus equality” we will get into trouble If we don’t ensure fairness and equity AND equality – at least in some %’s, we will get into trouble Nobody likes (even when it is perception) a teachers pet and we will get into trouble In our experience, indigenous people really do want to be treated like everyone else. Otherwise, we get into trouble. One of the major points – it is about those that follow.
9. Which brings us to: The really nice thing about not planning is that failure comes as a complete surprise and is not preceded by long periods of worry and depression. Preparation is key – and that begins prior to employment.
10. Preparing candidates to compete for roles Pre recruitment training Critical incident interviewing techniques Task based interviewing Working with non indigenous people - in an interview environment Cross cultural similarities/ barriers
11. Establishing networks throughout the community Community Seminars Elders contact Job network providers Government support services
12. The assessment centre A series of tasks that identify ( correctly and objectively) the skills required to do the job. We have found this works best because: People get a sense of pride when they are successful. Both indigenous and non indigenous are working together. In particular, non indigenous see indigenous people DOING the SAME thing to get employed. A perception ( and reality usually) that equates to equality.
13. Providing mentoring support services both in the workplace and in the Community Workplace mentors Community mentors Government mentors/ contacts/ services
14. Preparing the organisation for retention purposes Resources for workplace Cross cultural awareness – European Australian heritage Leave arrangements that work Support Services Barriers demystified
15. Summary Plan to make the most of the experience – the rewards are priceless. Indigenous people are looking for a future. No different than non indigenous people. The barriers can be overcome – but it takes hard work and lots of commitment If we get 70 – 75% of people on board to commence, the others will usually follow. 10 – 15 years ago, we were discussing the same points about women in a male dominated environment. This too shall pass.
