Reconciliation Action Plan
This is Canberra Community Law’s second Reconciliation Action Plan (RAP). We developed our first RAP to contribute to the realization of equity, justice and partnerships with Aboriginal and Torres Strait Islander Peoples in the ACT and region and to reflect our commitment to improving our service to Aboriginal and Torres Strait Islander clients. We acknowledge that in order to achieve the desired outcomes in our RAP we must develop strong and genuine relationships with Aboriginal and Torres Strait Islander Peoples built on trust and mutual respect. We endeavor to do this through a human rights informed practice that has at its core the principles of participation, inclusion and self-determination.
Our RAP is championed by the RAP champion who is a member of our Board and the Working Group which consists of both Aboriginal and non-Indigenous staff.
Since the inception of our first RAP, the Reflect RAP in October 2017, we have progressed in a number of areas including in the delivery of legal services, in developing knowledge within our workforce and in raising awareness about issues impacting Aboriginal and Torres Strait Islander Peoples in the ACT and beyond, including and not limited to:
- Prioritising Aboriginal and Torres Strait Islander clients across all our legal services ensuring that they receive legal assistance in a timely manner.
- Marking and celebrating important Aboriginal and Torres Strait Islander dates and events such as National Reconciliation Week and NAIDOC Week. Staff are encouraged to participate in an event to expand their knowledge. Information about these events are shared internally and externally through our social media platforms.
- Engaging and presenting on law reform initiatives on strengthening the legal mechanisms that support Aboriginal and Torres Strait Islander communities.
Our Innovate RAP can be viewed and downloaded here (PDF)
For further information please contact, Emma Towney, Solicitor / Program Manager Dhurrawang Aboriginal Human Rights Program on 6218 7900.
Relationships
Building bridges between Aboriginal and Torres Strait Islander Peoples and other Australians is important to our organisation and our core business activities because our goal is community development through access to justice and we believe that this is only accomplished when those impacted by laws have a seat at the table and an opportunity to meaningfully participate in relation to the laws and decisions that impact them and their community. Self Determination is a principle that informs our work with Aboriginal and Torres Strait Islander Peoples and we believe that we can assist in the realisation of this principle by building positive relationships with First Nations Australians and ensuring that their voices are heard by those in power.
| ACTION | DELIVERABLE | TIMELINE | RESPONSIBILITY |
|---|---|---|---|
| 1. Establish and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations. | Meet with local Aboriginal and Torres Strait Islander stakeholders and organisations to develop guiding principles for future engagement. | February 2021 | Program Manager, Dhurrawang |
| Develop and implement an engagement plan to work with Aboriginal and Torres Strait Islander stakeholders and organisations. | January 2021 | Program Manager, Dhurrawang | |
| 2. Build relationships through celebrating National Reconciliation Week (NRW). | Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff. | 27 May – 3 June, 2021 and 2022 | Solicitor, Dhurrawang |
| RAP Working Group members to participate in an external NRW event. | 27 May – 3 June, 2021 and 2022 | Solicitor, Dhurrawang | |
| Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW. | 27 May – 3 June, 2021 and 2022 | Solicitor, Dhurrawang | |
| Organise at least one NRW event each year. | 27 May – 3 June, 2021 and 2022 | Solicitor, Dhurrawang | |
| Register all our NRW events on Reconciliation Australia’s NRW website. | 27 May – 3 June, 2021 and 2022 | Solicitor, Dhurrawang | |
| 3. Promote reconciliation through our sphere of influence. | Implement strategies to engage our staff in reconciliation. | January 2021 | Social Security and Tenancy solicitor representative on RAP Working Group |
| Communicate our commitment to reconciliation publicly. | November 2020 | Social Media Team Leader | |
| Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes. | December 2020 | Solicitor, Dhurrawang | |
| Collaborate with RAP and other like-minded organisations to develop ways to advance reconciliation. | May 2021 | Solicitor, Dhurrawang | |
| Participate in external panels and seminars on matters of importance to Aboriginal and Torres Strait Islander Peoples. | Review December 2020, 2021 | Solicitor, Dhurrawang | |
| Prepare best practice guidelines for working with Aboriginal and Torres Strait Islander Peoples in consultation with other organisations for use within the ACT Law Society. | June 2021 | Program Manager, Dhurrawang | |
| Support the ACT Law Society in promoting positive race relations through participation in the work of the Access to Justice Committee and Aboriginal and Torres Strait Islander Justice Committee. | Review December 2020, 2021 | Solicitor, Dhurrawang | |
| 4. Promote positive race relations through anti-discrimination strategies. | Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions, and future needs. | September 2021 | Executive Director |
| Review, update and communicate an anti-discrimination policy for our organisation. | September 2021 | Executive Director | |
| Engage with Aboriginal and Torres Strait Islander staff and/or Aboriginal and Torres Strait Islander advisors to consult on our anti-discrimination policy. | September 2021 | Executive Director | |
| Educate senior leaders on the effects of racism. | March 2021 | Chair, RAP Working Group |
Respect
Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights are important to our organisation and its core business activities because they tell the story of the land on which we live and work. The stories and knowledge help us to understand our country, its lands and waters. This knowledge helps us to understand our place and our role in relation to country and community. By engaging and drawing on the knowledge of Traditional Custodians we are learning how to engage with our community in a meaningful way.
We are mindful of the legacy of our colonial history and believe that through our work and by using the language of human and cultural rights we can ensure that the voices of our clients and the community that supports us, is heard. This is an area where we continue to learn and grow as an organisation.
| ACTION | DELIVERABLE | TIMELINE | RESPONSIBILITY |
|---|---|---|---|
| 5. 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. | February 2021 | Chair, RAP Working Group |
| Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors on the development and implementation of a cultural learning strategy. | February 2021 | Chair, RAP Working Group | |
| Develop, implement and communicate a cultural learning strategy for our staff. | February 2021 | Chair, RAP Working Group | |
| Provide opportunities for RAP Working Group members and other key leadership staff to participate in formal and structured cultural learning. | February 2021 | Chair, RAP Working Group | |
| 6. Demonstrate respect to Aboriginal and Torres Strait Islander Peoples by observing cultural protocols. | Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols. | Review September, 2021, 2022 | Solicitor, Dhurrawang |
| Review, update and communicate a cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country. | February 2021 | Solicitor, Dhurrawang | |
| Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year. | Review October 2021, 2022 | Program Manager, Dhurrawang | |
| Include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings. | Review October 2021, 2022 | Executive Director | |
| 7. Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week. | RAP Working Group to participate in an external NAIDOC Week event. | First week in July 2021, 2022 | Chair, RAP Working Group |
| Review HR policies and procedures to remove barriers to staff participating in NAIDOC Week. | September 2021 | Executive Director | |
| Promote and encourage participation in external NAIDOC events to all staff. | First week in July 2021, 2022 | Executive Director |
Opportunities
Aboriginal and Torres Strait Islander Peoples are the Traditional Custodians of the land on which we live and work. They are the keepers of the stories and history that informs the evolution of this country. Our organisation holds deep respect for this knowledge as it informs the way we engage with our community.
Aboriginal and Torres Strait Islander peoples are our colleagues and our clients. Their experiences and their voices shape the way in which we conduct much of our business.
Our business is to give voice, to advocate, to facilitate access to systems and processes and to empower our clients to tell their stories and to shape the changes that improve their lives. We have taken a decision to focus our business on delivering services through a human rights framework to Aboriginal and Torres Strait Islander communities. Their experiences and their input- both as colleagues, as community partners and as clients are paramount to determining the direction and focus of our work.
| ACTION | DELIVERABLE | TIMELINE | RESPONSIBILITY |
|---|---|---|---|
| 8. Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development. | Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities. | December 2020 | Executive Director |
| Engage with Aboriginal and Torres Strait Islander staff to consult on our recruitment, retention and professional development strategy. | December 2020 | Executive Director | |
| Develop and implement an Aboriginal and Torres Strait Islander recruitment, retention and professional development strategy. | December 2020 | Executive Director | |
| Advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders. | Review November 2020, 2021 | Executive Director | |
| Review HR and recruitment procedures and policies to remove barriers to Aboriginal and Torres Strait Islander participation in our workplace. | December 2020 | Executive Director | |
| Attempt to increase the percentage of Aboriginal and Torres Strait Islander staff employed in our workforce. | Review November 2020, 2021 | Executive Director | |
| Engage with the Aboriginal and Torres Strait Islander community to encourage Aboriginal and Torres Strait Islander Peoples to stand for election on the CCL board. | March 2021 | Executive Director | |
| 9. Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes. | Develop and implement an Aboriginal and Torres Strait Islander procurement strategy. | Review October 2021, 2022 | Executive Director |
| Investigate Supply Nation membership. | Review October 2020, 2021 | Finance Manager | |
| Develop and communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff. | Review October 2021, 2022 | Finance Manager | |
| Review and update procurement practices to remove barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses. | April 2021 | Finance Manager | |
| Develop commercial relationships with Aboriginal and/or Torres Strait Islander businesses. | Review October 2021, 2022 | Finance Manager | |
| 10. Increase opportunities for Aboriginal and Torres Strait Islander law students. | Explore opportunities for a paid cadetship program. | March 2021 | Program Manager, Dhurrawang |
| Engage with Aboriginal and Torres Strait Islander law students about opportunities for work experience within CCL by engaging with Law Schools in Canberra about internships and legal placements. | March 2021 | Program Manager, Dhurrawang |
Governance
| ACTION | DELIVERABLE | TIMELINE | RESPONSIBILITY |
|---|---|---|---|
| 11. Establish and maintain an effective RAP Working group (RWG) to drive governance of the RAP. | Maintain Aboriginal and Torres Strait Islander representation on the RWG. | Review February, 2021, 2022 | Chair, RAP Working Group |
| Establish and apply a Terms of Reference for the RWG. | Review February, 2021, 2022 | Chair, RAP Working Group | |
| Meet at least four times per year to drive and monitor RAP implementation. | November, 2020, January, April, July and October 2021, January, April, July 2022 | Chair, RAP Working Group | |
| 12. Provide appropriate support for effective implementation of RAP commitments. | Define resource needs for RAP implementation. | Review March, 2021, 2022 | Secretary, RAP Working Group |
| Engage our senior leaders and other staff in the delivery of RAP commitments. | Review March, 2021, 2022 | Chair, RAP Working Group | |
| Define and maintain appropriate systems to track, measure and report on RAP commitments. | Review March, 2021, 2022 | Chair, RAP Working Group | |
| Appoint and maintain an internal RAP Champion from senior management. | November 2020 | Secretary, RAP Working Group | |
| 13. Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia. | 30 September 2021, 2022 | Secretary, RAP Working Group |
| Report RAP progress to all staff and senior leaders quarterly. | March, June, September, December 2021. March, June 2022 | Chair, RAP Working Group | |
| Publicly report our RAP achievements, challenges and learnings, annually. | December, 2020, 2021 | Chair, RAP Working Group | |
| Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer. | Review May 2022 | Secretary, RAP Working Group | |
| 14. Continue our reconciliation journey by developing our next RAP. | Register via Reconciliation Australia’s website to begin developing our next RAP. |