1 OCT 2024 - SEPT 2025 RECONCILIATION ACTION PLAN (RAP) reflect
2 ACKNOWLEDGMENT OF COUNTRY In the spirit of reconciliation the Squad acknowledges the Traditional Custodians of country throughout Australia and their connections to land, sea and community. We pay our respect to their Elders past and present and extend that respect to all Aboriginal and Torres Strait Islander peoples today. CONTENTS Acknowledgment of Country...................................2 Introduction. ..............................................................3 Statement From CEO................................................4 Our Squad Values. ....................................................4 Our Reconciliation Journey. ....................................6 Our Current Partnerships........................................8 Endorsements. ..........................................................9 The Artwork.............................................................10 RAP Working Group................................................12 Map............................................................................13 Relationships...........................................................14 Respect.....................................................................15 Opportunity..............................................................16 Governance..............................................................17 Contact Details. .......................................................18
3 INTRODUCTION Squad Employment Training and HR (Squad) are a non-profit organisation, an innovative and forward-thinking business with a mindset of happy people are the most productive. Employing and training over 750 employees each year in over 50 different vocations in apprenticeships, traineeships, general employment and school-based apprenticeships across both metropolitan and regional areas, we understand communities, businesses and people. As a GTO (Group Training Organisation), or as we affectionately like to be known – your Apprenticeship and Traineeship Management solution, Squad are there to support you and answer all those questions for those wanting to take a career pathway as an apprentice or trainee. Not only do Squad find the right employer to suit candidate’s needs and ambitions, they also provide mentorship, payroll and a full HR and safety team to guide you through to completion. Squad succeed when you do. Squad’s RTO (Registered Training Organisation) offers customised on-the-job training for businesses employees, ensuring they have a skilled and qualified workforce that benefits their business without the disruption of absent staff. Squad RTO focuses on improving skills development for your business’ existing workers, enabling employers to generate successful and happy staff that can meet new and fast-evolving skills requirements. Working with and supporting the employer and employee Squad RTO assist in closing skills gaps, boost motivation, and improve the performance and productivity of your business. Squad trained and employed over 1,000 people in the 2022-2023 financial year, among our staff, we proudly employ one individual who identifies as an Aboriginal or Torres Strait Islander person. To support our vision of creating exceptionally trained and resourced workforces, we maintain five offices across the eastern seaboard of Australia and into regional Victoria and New South Wales. These offices are situated in Wodonga (HQ) and Coburg in Victoria, Wagga Wagga and Sydney in New South Wales and Helensvale, Queensland, allowing us to serve our diverse communities effectively.
4 STATEMENT FROM CEO OF RECONCILIATION AUSTRALIA INAUGURAL REFLECT RAP Reconciliation Australia welcomes Squad Employment, Training & HR to the Reconciliation Action Plan (RAP) program with the formal endorsement of its inaugural Reflect RAP. Squad Employment, Training & HR joins a network of more than 2,200 corporate, government, and not- for-profit organisations that have made a formal commitment to reconciliation through the RAP program. Since 2006, RAPs have provided a framework for organisations to leverage their structures and diverse spheres of influence to support the national reconciliation movement. The program’s potential for impact is greater than ever, with close to 3 million people now working or studying in an organisation with a RAP. The four RAP types — Reflect, Innovate, Stretch and Elevate — allow RAP partners to continuously develop and strengthen reconciliation commitments in new ways. This Reflect RAP will lay the foundations, priming the workplace for future RAPs and reconciliation initiatives. The RAP program’s strength is its framework of relationships, respect, and opportunities, allowing an organisation to strategically set its reconciliation commitments in line with its own business objectives, for the most effective outcomes. These outcomes contribute towards the five dimensions of reconciliation: race relations; equality and equity; institutional integrity; unity; and historical acceptance. It is critical to not only uphold all five dimensions of reconciliation, but also increase awareness of Aboriginal and Torres Strait Islander cultures, histories, knowledge, and leadership across all sectors of Australian society. This Reflect RAP enables Squad Employment, Training & HR to deepen its understanding of its sphere of influence and the unique contribution it can make to lead progress across the five dimensions. Getting these first steps right will ensure the sustainability of future RAPs and reconciliation initiatives, and provide meaningful impact toward Australia’s reconciliation journey. Congratulations Squad Employment, Training & HR, welcome to the RAP program, and I look forward to following your reconciliation journey in the years to come. Karen Mundine Chief Executive Officer Reconciliation Australia
5 OUR SQUAD VALUES Transparent - We are honest, transparent and genuine in our customer service. We encourage open communication with our clients, businesses and each other. Compassionate - We are caring and supportive in nature, we are invested in our community and are encouraged to make a difference to other people’s lives every day. Professional - We are industry experts in our fields, we are committed to improving processes and making things easier for our clients. We look forward to new opportunities and know that it is our people that sets us apart. Teamwork - We work together as a team, with shared goals. We are driven to be the best we can, to support and inspire each other. We are proud of our Squad and know what it means to set others up for success. Approachable - We are friendly and open, and we believe in the true meaning of relationships. Our approach takes the hassle out of our clients every day and reassures that they are in good hands. OUR VISION To build exceptionally trained and resourced workforces OUR MISSION To pursue great results for our talent, businesses and the community by making an impact on others’ lives OUR PURPOSE Building life skills to thrive, by encouraging, being positive, progressive and passionate.
6 OUR RECONCILIATION JOURNEY Over the past three years our organisation has undergone a transformation in both our operations and brand. This journey began in 2020 when we relocated our headquarters to a central office in Wodonga, Victoria, which granted us increased visibility and a stronger presence to appeal to our audience. Alongside the physical move, we rebranded as Squad, aiming to become more engaging and appealing to the youth and our evolving audience. Recognizing the changing landscape, despite nearing 40 years of business, we understood the need to adapt and remain relevant. These strategic decisions have yielded numerous benefits, enabling us to work closely with our youth and community. While community engagement has always been important to us, we acknowledge that we hadn’t effectively shared our efforts in the past. Consequently, we have embarked on a journey to better communicate our community involvement. As part of this progression, we aim to improve our interactions with all community members, striving to enhance our approach and inclusivity. Although we have fostered a diverse workforce internally, we recognize the need to bridge the gap between our internal diversity and the representation and engagement in the broader community. With our expansion to Southeast Queensland, it became even more apparent that we required a comprehensive plan to engage effectively with the Aboriginal and Torres Strait Islander communities.
7 We seek to create an environment where these communities feel comfortable and confident, and our team is equipped to provide the best possible service. Our goal is to establish robust strategies and internal processes that align with our values. We acknowledge that there is room for improvement and growth in this area, and we are committed to creating a reconciliation action plan that fosters genuine collaboration and meaningful relationships with the Aboriginal and Torres Strait Islander peoples, communities, and businesses. By developing and implementing this plan, we aim to define our vision for reconciliation, expand our sphere of influence, and lay a strong foundation for future RAPSs at Squad. We are dedicated to cultivating a culturally aware and safe workplace, understanding the significance of establishing the right foundations to empower and support Aboriginal and Torres Strait Islander peoples to thrive within our organisation and in collaboration with Squad. In pursuit of a culturally aware and safe working environment, our organisation has established a dedicated RAP working group lead by the CEO and Finance Manager. They have taken primary responsibility for the development of the RAP, working closely together to enable its successful development. To ensure expert guidance and support throughout this process, Benny Eggmolesse from AAK-ITHER Group was engaged as a consultant. Recognising that for our Squad to be fully invested in the RAP the CEO and Finance Manager have reached out to our Squad employees, inviting them to express their interest in becoming RAP Ambassadors. These ambassadors will serve as representatives for Squad and play a crucial role in promoting and communicating our reconciliation efforts. Their voice will be instrumental in raising awareness and fostering understanding within our organisation and beyond. Recognising the importance of cultural awareness and understanding, we have also engaged the expertise of BlakWorks to provide cultural awareness training for our workplace. This training will enable our staff to develop a deeper appreciation and respect for Aboriginal and Torres Strait Islander cultures, fostering an inclusive and respectful environment, its important for Squad to work with the entire team to get real results and make a difference. We acknowledge that this is the beginning of our reconciliation journey. We are committed to making this journey actionable and meaningful, aiming to take concrete steps toward fostering reconciliation within our organisation and the wider community. We understand the significance of this process and are dedicated to continuous learning, growth, and improvement as we work on completing the Reflect RAP.
8 OUR CURRENT PARTNERSHIPS Squad have been fortunate to foster meaningful partnerships and collaborations prior to the reflection RAP being implemented. These partnerships have played a pivotal role in guiding and supporting us in our efforts. Specifically, we would like to acknowledge the invaluable contribution Benny Eggmolesse from AAK-ITHER Group. Benny’s insight and guidance has provided us with perspective and knowledge that we otherwise would not have had access to. As we continue to nurture and enhance our existing partnerships, we are also committed to developing new relationships with local Aboriginal and Torres Strait Islander communities. We recognize the importance of supporting these communities in their aspirations and creating mutually beneficial outcomes. In line with this commitment, we have partnered with TVN On Country Pathways as an education and training partner, further expanding our reach.
9 ENDORSEMENTS BENNY EGGMOLESSE - AAK-ITHER AAK-ITHER is an Indigenous Consultancy Company 100% Indigenous owned and Supply Nation Certified. We help organisations achieve reconciliation, contribute to Closing the Gap targets and comply with State and National policy specific to Aboriginal & Torres Strait Islander participation. Our range of consulting services including but not limited to: • Reconciliation Action Plan • Aboriginal & Torres Strait Islander peoples Workforce Development Strategies • Indigenous Procurement Strategies • Aboriginal & Torres Strait Islander Cultural Competency Training • Human Resource services • Conflict management resolution; and • Indigenous business development AAK-ITHER works closely with Government and Non Government Organisations. LINDSAY STANFORD - PROUD GAMILARAAY WOMAN, AND THE FOUNDER & PRINCIPAL OF BLAKWORKS I believe not for profit leaders want more than a tick-a-box approach or to be tokenistic. I know how important it is to get it right. And, I know many savvy leaders don’t know how. That’s why I’ve spent over 25 years developing a suite of products to help not for profit organisations build safer and more respectful workplaces – and I can help you. I support savvy not for profit leaders to make a contribution to Aboriginal employment and helping find the strategies that will work for them. I believe there is a way for employers to make Aboriginal employment work. I know that they want to do better, and need to do better, in providing opportunities for Aboriginal people to have success in their workplaces. And just as importantly, I believe they can do better. With a little help and guidance, not for profit leaders can make Aboriginal employment work for everyone.
10 ACKNOWLEDGMENT Gamba in Gooniyandi Thangarndi (language) from the East Kimberley region of Western Australian means water. The artwork was inspired by our dreaming serpent, Galooroo, who is a being that created all our gamba systems and gives life through gamba. My Jabi (Grandfather) Mervyn Street is the elder and holder of the story of Galooroo on Gooniyandi riwi (Country). He shares that Galooroo is everywhere, Galooroo is wherever there is gamba, and wherever there is gamba, there is life. Gamba can be found across our country and our peoples have many names and stories specific to each region about our Dreaming serpents. My grandfather shares that if there is gamba, there is Galooroo, even if you turn on the tap in New South Wales, you can feel Galooroo. This artwork pays respects to the Gooniyandi elders and all First Nations elders across this country that have held and continue to hold the stories that share and empower who we are today. THE MEANING The meaning of the story is that Squad is gamba, you are the water that brings life, opportunity, and support. Where you are, things are meant to grow or be supported in their growth. People need gamba on their journey as they start to learn new skills and abilities. Especially, as they travel through the twists and turns of life’s dry river systems. Each of the circles represent significant parts of peoples lives that is important to understand when working with peoples. Our cultural belief is about relationships to everything. Squad provides a clear pathway of support and a focus on building lasting relationships that will lead peoples to a place under the tree, better equipped for life and as part of your community. The centre symbol is not a flower, it shares people sitting together under the shade of a tree and because of gamba, its roots are the foundation of longevity, connectivity, and continuation. As grinybali comes, the season changes, the eggs of life start to hatch, and new people will need your support and guidance to start their journey to your tree. You are gamba. You are meant to support growth and opportunity. THE ARTWORK The artwork shares a journey of the young Wirri Milli Milli (River Eagles) that is learning to fly. The Wirri Milli Milli is guided by gamba, providing food, support and life. The river systems wind like a serprent, like our Galooroo as it twists and turns leading our birds to a tree. A tree to rest, a tree to give life and a tree to make a home. Soon as the grinybali comes, meaning when the seasons start to change the tree will provide warmth to the hatching of new Wirri Milli Millis to start their journey guided by gamba, and Galooroo.
11 ABOUT THE ARTIST SCOTT WILSON Scott is the creator and artist for Dark Heart comics which has been nominated for a Aurealis award and also creator and writer of ABC new developing kids show Galaroo and the Protectors. He’s also owner and cofounder of Ice Cream Productions and Yoowarni Productions. The artwork shares a journey of the young Wirri Milli Milli (River Eagles) that is learning to fly. The Wirri Milli Milli is guided by gamba, providing food, support and life. The river systems wind like a serprent, like our Galooroo as it twists and turns leading our birds to a tree. A tree to rest, a tree to give life and a tree to make a home. Soon as the grinybali comes, meaning when the seasons start to change the tree will provide warmth to the hatching of new Wirri Milli Millis to start their journey guided by gamba, and Galooroo.
12 RHIANNON PINK FINANCE MANAGER Envelope rhiannon.pink@squad.org.au User-Circle 0481 001 682 KELLIE HOWARD CEO Envelope kellie.howard@squad.org.au User-Circle 0478 477 128 BRI ANSON MARKETING COORDINATOR Envelope brianna.anson@squad.org.au User-Circle 0402 788 492 RAP WORKING GROUP The development of the RAP was driven by our CEO and Finance Manager, two individuals deeply committed to fostering tangible transformation. The development team collaborated closely with Benny Eggmolesse, an Indigenous Advisor from AAK-ITHER Group, who provided invaluable support in crafting the RAP and offering continuous guidance throughout the process. As we advance on our journey, Squad is dedicated to ensuring the committee encompasses representation from Aboriginal and Torress Strait Islander peoples. ANNA MAKIN RETURN TO WORK OFFICER Envelope anna.makin@squad.org.au User-Circle 0481 002 982
13 Please note: This map shows generally-recognised Aboriginal Language, Social/Clan or Nations groups. It is a visual representation we have created for this publication based on various available resource materials and is not intended to depict exact boundaries, locations or geographical features. SYDNEY CANBERRA Eora Tharawal Yuin Ngarigo Ngunawal Gundungurra Dharug Darkinung Awabakal Kuring-gai Wonnarua Geawegal Biripi Dainggatti Gumbainggir Bundjalung Ngarabal Nganyaywana Kamilaroi Wailwan Bigambul Kooma Muruwari Gunu Barranbinya Barundji Kullilla Karenggapa Bandjigali Wandjiwalgu Wiljali Danggali Barkindji Barindji Yitha Yitha Madi Madi Wiradjuri Kureinji Latji Latji Dadi Dadi Nari Nari Budjari Wongaibon Barunggam Mandandanji Gunggari Dharawala Margany Wangkumara Birria Kunja Yiman Wuli Wuli Gureng Gureng Waka Waka Gubbi Gubbi Yuggera Badtjala Gungabula Nguri Worimi Bidwell Kurnia Boonwurrung Gulidjan Wathaurong Woiworung Gadubanud Giraiwurung Buandig Djargurdwurung Djabwurung Jardwadjali Djadjawurung Wergaia Baraba Baraba Wemba Wemba Wadi Wadi Yorta Yorta Ngurraiillam Taungurong Waveroo Jaitmatang MELBOURNE BRISBANE NSW VIC QLD ACT Hello! Hello! Hello! Hello! Hello! our this is
14 RELATIONSHIPS ACTION DELIVERABLE TIMELINE RESPONSIBILITY 1. Establish and strengthen mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations. Develop and implement an engagement plan to work with Aboriginal and Torres Strait Islander stakeholders and organisations. October 2024 - September 2025 CEO Finance Manager Research best practice and principles that support partnerships with Aboriginal and Torres Strait Islander stakeholders and organisations, practices but not limited to, review of policy and procedure to ensure cultural safety and security and cultural safety and security training for all staff. October 2024 - September 2025 CEO Finance Manager People & Safety Where the opportunity arises, develop funding submissions for delivering services to local communities with Aboriginal and Torres Strait Islander partners and organisations. October 2024 - September 2025 CEO 2. Build relationships through celebrating National Reconciliation Week (NRW). Circulate Reconciliation Australia’s NRW resources and reconciliation materials to internal Squad Staff and external stakeholders. April – May 2025 CEO Marketing Co-Ordinator RAP Working Group members to participate in an external NRW event. 27 May – 3 June 2025 RAP Working Group Hold an internal event to celebrate National Reconciliation week. 24 May - 31 May 2025 CEO Marketing Co-Ordinator Managers of sites Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW. 26th of May - 31 May 2025 CEO Managers of sites 3. Promote reconciliation through our sphere of influence. Communicate our commitment to reconciliation to all staff. October 2023 - September 2025 RAP Working Group Identify external stakeholders that our organisation can engage with on our reconciliation journey. October – December 2023 RAP Working Group Identify RAP and other like-minded organisations that we could approach to collaborate with on our reconciliation journey. October – December 2023 RAP Working Group Publish our RAP on our website and promote it through social media to communicate our commitment to reconciliation. November 2024 Marketing Co-Ordinator 4. Promote positive race relations through anti-discrimination strategies. Research best practice and policies in areas of race relations and anti- discrimination. January - March 2025 Finance Manager People and Safety Engage with Aboriginal and Torres Strait Islander staff and/or Aboriginal and Torres Strait Islander advisors to consult on our anti-discrimination policy. January - March 2025 CEO Finance Manager Develop, implement and communicate an anti-discrimination policy for our organisation. January - March 2025 Finance Manager People & Safety Manager
15 RESPECT ACTION DELIVERABLE TIMELINE RESPONSIBILITY 1. Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning. Conduct a review of cultural learning needs within our organisation. November 2024 CEO Finance Manager Engage local Aboriginal and Torres Strait Islander training providers to deliver cultural competency training to key leadership. October – February 2025 CEO Educate Squad Team on the effects of racism through cultural safety training. October – February 2025 CEO Develop a formal cultural learning strategy for increasing understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights within our organisation. October – February 2025 Finance Manager People and Safety 2. Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols. Develop an understanding of the local Traditional Owners or Custodians of the lands and waters within our organisation’s operational area. October – November 2025 RAP Committee Increase staff understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols. October – February 2025 Managers & all staff Establish a practice for Acknowledgment of Country for internal and external events. October 2023 CEO 3. Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week. Raise awareness and share information amongst our staff about the meaning of NAIDOC Week. May – June 2025 Marketing Co-Ordinator Introduce our staff to NAIDOC Week by promoting external events in our local area. 30 June - 6 July 2025 RAP Committee Marketing Co-Ordinator RAP Working Group to participate in an external NAIDOC Week event. 6 July - 13 July 2025 RAP Committee Communicate our commitment to reconciliation to Squad staff during key events such as NRW, NAIDOC Week and National Sorry Day. 27 May 2025 24 May - 31 May 2025 6 July - 13 July 2025 CEO Marketing Co-Ordinator Use our reach and influence including our website and social media to acknowledge, celebrate and promote NAIDOC and National Reconciliation Week to our community, clients, and external stakeholders. 27 May 2025 24 May - 31 May 2025 6 July - 13 July 2025 Marketing Co-Ordinator
16 OPPORTUNITY ACTION DELIVERABLE TIMELINE RESPONSIBILITY 1. Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, etention and professional development Develop a relationship with training and employment providers for Aboriginal and Torres Strait Islander students to obtain work experience or internships within our communities. October 2024 - September 2025 Group Training Managers RTO Managers Team members Develop communication channels to promote and encourage Aboriginal and Torres Strait Islander people to obtain work experience or positive employment or training outcomes within Squads network. October 2024 - September 2025 CEO Finance Manager Marketing Co-Ordinator Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities. November 2024 CEO Finance Manager Develop a business case for Aboriginal and Torres Strait Islander employment within our organisation. February – April 2025 CEO Finance Manager 2. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved. economic and social outcomes Investigate Supply Nation membership. October – February 2025 Finance Manager Continue to investigate Aboriginal and Torres Strait Islander partnerships where possible. October 2024 - September 2025 Group Training Managers RTO Managers Team members Develop a business case for procurement from Aboriginal and Torres Strait Islander owned businesses. February – April 2025 CEO Finance Manager
17 GOVERNANCE ACTION DELIVERABLE TIMELINE RESPONSIBILITY 1. Establish and maintain an effective RAP Working Group (RWG) to drive governance of the RAP. Promote & Maintain a RWG to govern RAP implementation. October 2024 - September 2025 CEO Finance Manager Draft a Terms of Reference for the RWG. October 2024 CEO Finance Manager Establish Aboriginal and Torres Strait Islander representation on the RWG. October 2024 - September 2025 RAP Committee 2. Provide appropriate support for effective implementation of RAP commitments. Define resource needs for RAP implementation October 2024 RAP Committee Develop & build a resource library for RAP implementation. October – November 2024 CEO Finance Manager Marketing Co-Ordinator Engage senior leaders in the delivery of RAP commitments. October 2024 - September 2025 All Senior Managers Appoint a senior leader to champion our RAP internally. October 2024 RAP Committee Develop appropriate systems and capabilities to track, measure and report on RAP commitments. October 2024 Finance Manager 3. Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. Contact Reconciliation Australia to ensure that our primary and secondary contacts are up-to-date to ensure we are receiving important correspondence. June 2024 RAP Committee Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia. July - September 2025 RAP Committee Follow up with Reconciliation Australia if we have not yet received our unique reporting link to participate in the RAP Impact Measurement Questionnaire. August 2025 RAP Committee 4. Continue our reconciliation journey by developing our next RAP. Register via Reconciliation Australia’s website to begin developing our next RAP. June 2025 CEO Finance Manager
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20 Apprentices-Trainees-Employment Ltd Trading as Squad 1300 784 787 www.Squad.org.au
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