Indigenous Land Corporation gpo box 652 Adelaide sa 5001

Part 5: Our people

Human resource management

In 2013–14, the ILC continued to maintain and refine its strategies to effectively manage and develop employees.

Indigenous Employment Strategy

The IES is monitored through the ICG in conjunction with the Manager Human Resources. The IES complements the Indigenous Training to Employment Strategy delivered through the ILC’s Land Acquisition and Land Management Programmes and is designed to achieve the following:

• Objective 1: Increase recruitment to the ILC

• Objective 2: Development of existing Indigenous employees’ skills and career pathways

• Objective 3: Increase retention of existing Indigenous employees

• Objective 4: Foster an awareness and understanding of Indigenous culture within the ILC

The Chief Executive Officer met twice with the Indigenous Consultative Group (ICG)¹ to provide an opportunity to discuss the ongoing development of the Indigenous Employment Strategy (IES) and the associated ILC learning and development strategies that support Indigenous employees.

In 2013–14, the ILC, in conjunction with the ILC’s ICG, developed a Reconciliation Action Plan (RAP).

The RAP is based on three principles: relationships, respect and opportunities, and works to:

• Build relationships with Indigenous people

• Maintain respect for the diversity of ideas, backgrounds and cultures of Indigenous peoples, our employees and other stakeholders; and

• Provide opportunities for ILC’s Aboriginal and Torres Strait Islander employees.

ILC employees participated in NAIDOC Week, National Sorry day, National Reconciliation Week and Closing the Gap activities.

Performance indicators are in place to measure the success of the RAP. The key outcomes achieved for 2013–14 were:

Developmental/Entry-level Programmes

• The ILC continued with the developmental/entry-level programmes that provide employment opportunities for Indigenous people. The ILC has seven roles specifically targeted at developing Indigenous employees within the project management and administration functions. All are currently filled.

• The ILC engaged four Indigenous trainees in its offices; one each in CDO, EDO, WDO, and Head Office and through the assistance of an external Group Training Organisation continued to provide mentoring and career guidance to the trainees. The ILC hosts Indigenous Cadetships in its offices through the national Indigenous Cadetship Project. At the end of the reporting period 
the ILC had three Indigenous Cadets.

Education Assistance

• An Indigenous employee was provided with study assistance leave to complete scholarship 
in Bachelor of Business (Management).

• Six Indigenous employees completed a Diploma of Project Management.

• Three Indigenous employees are attending university part-time.

Career Development

Indigenous employees were promoted into the following positions:

• Senior Executive (Level 2) position;

• Senior Executive (Level 1) position; and

• Senior Project Officer position.

Recruitment

The engagement of three Indigenous candidates through the ILC’s Employment Process.

The employment of an Indigenous trainee who has completed a traineeship through the ILC into a Reception/Administration role.