THIRD SECTOR AUSTRALIA LTD TRADING AS MOMENTUM COLLECTIVE.
Artwork Design
The painting on the front cover and used throughout this report is called Safe Connections by Patricia McGurgan. The painting represents the different types of support and services Momentum offer to ensure communities can be safe and connected.
The large circle represents Momentum Collective, with hands representing all the help Momentum provides. The rays coming off the large circle represent pathways to the services Momentum offer. The flowers represent all of the different services and the small circles are the surrounding communities Momentum support.
Patricia is a proud Ngemba woman from Brewarrina in New South Wales (NSW), she has resided in the Bundjalung nation, since 1972. Patricia is a self-taught contemporary Aboriginal artist, however, stopped for a few years after having children and has recently reconnected with her passion of art. It is evident that she has a natural gift capturing the spirit of community and connectedness. Patricia has identified that art is a therapy for her.
Patricia McGurgan Artist
Warning
Aboriginal and Torres Strait Islander people are advised that this document may contain images of deceased people.
Acknowledgement of Country
We acknowledge the Traditional Custodians of the lands where we work and the places in which we live. We pay respect to Ancestors and Elders past, present and emerging Jarjums. Momentum Collective is committed to an inclusive and positive future for Aboriginal and Torres Strait Island people.
AAC Aboriginal Advisory Committee
AES Aboriginal Engagement Specialist
APCPO Aboriginal People & Culture Project Officer
Board Board of Directors
CEO Chief Executive Officer
CTG Close the Gap
DCP Director of Community Programs
DFV Domestic & Family Violence
DOM Director of Marketing
ELT Executive Leadership Team
NAIDOC National Aborigines and Islanders Day Observance Committee
NDIS National Disability Insurance Scheme
NRW National Reconciliation Week
PCC Human Resources / People Culture & Change
RAP Reconciliation Action Plan
RWG RAP Working Group
SIL Supported Independent Living
SHS Specialist Homelessness Services
TOR Terms of Reference
MEssAgE fROM CEO
Momentum Collective is proud of all that has been achieved in our Reconciliation Action Plan journey and we are delighted to launch the next phase to progress our reconciliation initiatives.
Momentum Collective is turning good intentions into positive actions to build strong, trusting relationships with Aboriginal and Torres Strait Islander communities we support.
Our RAP is endorsed and supported from our board through to our front line staff as a meaningful, living document representing our organisation’s values and is embedded into our strategic plans and core business activities.
As a community provider, we are committed to working towards reconciliation both within Momentum Collective and in our communities across Northern NSW and South East Queensland.
We would like to thank the many Momentum Collective employees, our partners, advisory committee and others involved in developing the 2021 - 2023 RAP. Thank you for your hard work, we look forward to honouring the commitment we have made in this RAP as we work towards true reconciliation and lasting change.
We encourage everyone to embrace this journey with openness, courage and mindfulness, to grow from the challenges and build on the successes.
Reconciliation Australia commends Momentum Collective on the formal endorsement of its second Innovate Reconciliation Action Plan (RAP).
Since 2006, RAPs have provided a framework for organisations to leverage their structures and diverse spheres of influence to support the national reconciliation movement.
With close to 3 million people now either working or studying in an organisation with a RAP, the program’s potential for impact is greater than ever. Momentum Collective continues to be part of a strong network of more than 1,100 corporate, government, and notfor-profit organisations that have taken goodwill and transformed it into action.
The four RAP types — Reflect, Innovate, Stretch and Elevate — allow RAP partners to continuously strengthen reconciliation commitments and constantly strive to apply learnings in new ways.
An Innovate RAP is a crucial and rewarding period in an organisation’s reconciliation journey. It is a time to build the strong foundations and relationships that ensure sustainable, thoughtful, and impactful RAP outcomes into the future.
An integral part of building these foundations is reflecting on and cataloguing the successes and challenges of previous RAPs. Learnings gained through effort and innovation are invaluable resources that Momentum Collective will continuously draw upon to create RAP commitments rooted in experience and maturity.
These learnings extend to Momentum Collective using the lens of reconciliation to better understand its core business, sphere of influence, and diverse community of staff and stakeholders.
The RAP program’s emphasis on relationships, respect, and opportunities gives organisations a framework from which to foster connections with Aboriginal and Torres Strait Islander peoples rooted in mutual collaboration and trust.
This Innovate RAP is an opportunity for Momentum Collective to strengthen these relationships, gain crucial experience, and nurture connections that will become the lifeblood of its future RAP commitments. By enabling and empowering staff to contribute to this process, Momentum Collective will ensure shared and cooperative success in the long-term.
Gaining experience and reflecting on pertinent learnings will ensure the sustainability of Momentum Collective’s future RAPs and reconciliation initiatives, providing meaningful impact toward Australia’s reconciliation journey.
Congratulations Momentum Collective on your second Innovate RAP and I look forward to following your ongoing reconciliation journey.
Karen Mundine Chief Executive Officer Reconciliation Australia
OuR VIsION fOR RECONCILIATION
We acknowledge Aboriginal and Torres Strait Islander peoples as the Traditional Custodians of the land and respect and honour Aboriginal and Torres Strait Islander Elders past, present and emerging Jarjums (children). Momentum acknowledges the stories, traditions and continuous relationship and connection Aboriginal and Torres Strait Islander people have to their land.
Momentums vision for reconciliation is a country where Aboriginal and Torres Strait Islander peoples have full access to the same opportunities as all other Australians. We walk and work alongside Aboriginal and Torres Strait Islander peoples and communities to cooperatively celebrate rich and diverse cultures in a meaningful and respectful manner while connecting communities, and empowering Aboriginal and Torres Strait Islander people to live a long, healthy and fulfilled life.
OuR BusINEss
Momentum Collective is a for purpose registered charity with over 40 proud years of providing community support services. Momentum is a community collective creating real social change and inclusive opportunities. We are committed to using evidence informed best practice to assist our clients to achieve their goals and optimal health and wellbeing.
Momentum’s footprint extends from Coffs Harbour out to Casino, and up to Gold Coast. We currently operate in 80 sites and employ over 600 people of which 55 identify as Aboriginal and Torres Strait Islander people.
80 sites
40 Proud years
600 Employees
55 Identify as Aboriginal and/or Torres strait Islander
OuR REgION
Aboriginal Australia is divided into a number of nations and in many instances into smaller Language groups. Momentum Collective supports Aboriginal and Torres Strait Islander peoples living on Yuggera, Bundjalung, Yaegl and Gumbaynggir Country.
The Yuggera Country are the Traditional Owners of the territories from Moreton Bay to the base of the Toowoomba ranges including the city of Brisbane and Ipswich.
The Bundjalung Country stretches from the far North East Coast of New South Wales (NSW) to the Southern Eastern Coast of Queensland. It extends from Grafton on the Clarence River in the south to the Logan River in the north and inland as far as the Great Dividing Range at Tenterfield and Warwick. It includes the regional centres of Lismore, Casino, Kyogle, Woodenbong, Byron Bay, Ballina, Coolangatta-Tweed Heads, Murwillumbah, the Gold Coast, Beaudesert and Warwick.
The Yaegl People are the Traditional Custodians of the coastal areas around Yamba, Iluka and Maclean.
The Gumbaynggirr Country covers a large area of the Mid North Coast from the Nambucca River to as far north as the Clarence River (Grafton), and inland to the Northern Tablelands and ran toward Urunga, Coffs Harbour, and Bellingen.
gunbaynggirr
Coffs Harbour
Grafton
Coraki
Casino
Tabulum
Bonalbo
Kyogle
Urbenville
Logan
Lismore
Nimbin
Mullumbimby
Murwillumbah
Maclean
Yamba
Evans Head
Ballina
Byron Ocean Shores
Tweed
Gold Coast
Community Housing
Housing solutions for individuals and families on low incomes who are eligible for affordable or social housing, crisis accommodation or transitional housing.
Mental Health
We help clients transition toward recovery and reintegration in their community.
Community Programs
Specialist Homelessness Services (SHS): Supported crisis and transition housing for individuals and families who need access to safe and secure accommodation until they can relocate to stable housing.
Domestic Violence (DV) and child protection: 24/7 support to women and children experiencing domestic and family violence.
Brighter Futures: Providing support to children and families with a child under nine or expecting a baby who need support with domestic and family violence, parental alcohol and drug issues, mental health issues, parents with learning difficulties or intellectual difficulties.
Youth Services: Support for young people between the age of 12 to 18 to stay healthy, safe and connected.
Casino Neighbourhood Centre: a place that offers support, information, or the opportunity to be involved in the local community.
Indigenous Supports
Momentum Collective is the lead agency for five Alliance partners supporting Aboriginal and Torres Strait Islander women and children at risk of or experiencing homelessness due to domestic and family violence.
The Alliance partners are a sub-contract partner of Momentum Collective under the Specialist Homelessness Services (SHS) funding for Aboriginal Homeless and Domestic & Family Violence (DFV) –services including:
Helping Hands, Northern Rivers Community Gateway – Aboriginal Homelessness (Lismore)
Clinical Support
Our support teams collaborate with multiple medical disciplines, the client and their family or support network to assist each client in setting achievable goals.
Community Participation
We create social inclusion opportunities through various community support groups, workshops, and other vital services.
Disability Services
We provide quality outreach support, supported independent living support and housing solutions, and support coordination consultancy to people with a range of intellectual, physical, and developmental disabilities funded through the National Disability Insurance Scheme (NDIS).
Community participation and Centre based services for people with disability.
Mental Health support – centre bases and in-home services
Supported Independent Living (SIL) shared accommodation where a person with a disability lives with other people and receives support and/or supervision of daily tasks to help participants live as independently as possible, while building their skills.
OuR RECONCILIATION ACTION PLAN (RAP)
Reconciliation is a lifelong journey, and a significant part of the history of Australia. As a nation we need to work together to Close the Gap (CTG), raise the health and life expectancy of Aboriginal and Torres Strait Islander peoples to that of the non-Indigenous population. Our Reconciliation Action Plan, or RAP, is an agreed strategy on how Momentum Collective is committed to working in partnership with Aboriginal and Torres Strait Islander people and communities to strengthen relationships and achieve better health equality for all. We believe this is fundamental to achieving true reconciliation within Australia.
As an organisation we value diversity for the richness and creativity it brings to society and it is with a sense of hope, optimism, and pride that we embark upon the implementation of this RAP. We are excited to put actions behind our words, in the plan that will enable us to create real, tangible, and sustainable change.
Momentum Collective began our RAP journey in 2013, were we launched our first RAP, and our second RAP in 2019. Through our RAP journey we have learnt some valuable lessons and achieved significant milestone. We are pleased to adopt
our third Reconciliation Action Plan, Our Innovate RAP, will enable us to continually demonstrate our commitment, expand our sphere of influence, shifting from awareness into sustainable action to drive reconciliation in Australia. We are committed to providing a culturally safe workplace, increase opportunity and improve outcomes for Aboriginal and Torres Strait Islander individuals, families, and communities across our footprint. Our Innovate RAP will build on past successes and strengthen our cultural understanding and embrace the diversity skills and experience that we will demonstrate through our ongoing commitment to Reconciliation.
Momentum Collective’s Reconciliation Action Plan Working Group (RWG) is made up of 10 employees from across the organisation, who are passionate about reconciliation, including four Aboriginal and Torres Strait Islander representatives. Our RAP is championed by our Director People Culture & Change and monitored, development by Momentums RWG.
RAP WORKINg gROuP
Maryann Groth Director People Culture & Change
Fiona Miller Service ManagerDisability Outreach
Tammy Johnson Aboriginal Engagement Specialist
Phelicia Simpson Trainer
Darren McCarthy Community Support Manager / CRO Team Leader
Garry Kafoa Aboriginal People & Culture Project Officer
Jasmine Mason Administration Assistant
Teece Community Support Manager
Yvonne Doeleman Support Coordination Consultant
Kafoa Community Support Worker
Momentum Collective has an active Aboriginal Advisory Committee (AAC), who provides strategic advice and guidance to Momentum Collective to promote Aboriginal and Torres Strait Islander culture and ensure better access for, and engagement with, Aboriginal and Torres Strait Islander people across the region. The Aboriginal Advisory committee consist of 10 members, including two Elder’s, and Aboriginal members from organisations and community throughout the region.
Michelle
Karen
OuR PLEdgEs
What does Reconciliation mean to you?
We asked some of our employees this question during our Reconciliation Week 2021 event in Tweed Heads.
Bridging the gap. Improving health, education outcomes and quality of life.
Leshay Case Worker
Being able to be proud of my culture.
Amelia Case Worker
Coming together, learning and respecting culture and acknowledging hurt in the past.
Alex Marketing Coordinator
Reconciliation to me is a new beginning and coming together after our differences to unite for the greater good.
Gemma Community Support Worker
Acknowledgement and action for positive change within the community.
Michelle Community Support Manager
The next step to constitutional recognition.
Nicole Community Support Manager
Coming together as one and being together as one despite our differences.
Tegan Client Relationship Officer
Peace and united land we all share.
Brad ADE Employee
RECONCILIATION
ACTION PLAN (RAP) 2019 – 2021 AChIEVEMENTs:
Held a successful online RAP launch raising internal and external awareness of our RAP
Improved Momentum’s engagement with Aboriginal and Torres Strait Islander staff and support to Aboriginal and Torres Strait Islander people
Increased the number of Aboriginal and Torres Strait Islander staff, students and volunteers by 5%
Continued to build trusting relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations through increased engagement
Provided quarterly forums for Aboriginal and Torres Strait Islander employees
Celebrated and participated in National Reconciliation Week (virtual online events), in line with COVID restrictions
Developed a significant dates calendar for all employees to increase engagement and participation in significant events
Developed cultural protocols, procedures and policies, including culturally relevant leave policies
Developed and provided Cultural Awareness training to 90% of Momentum employees
Supported Aboriginal leadership and training, by enrolling four staff members in leadership and management training
Created opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes in the workplace.
Acknowledgement of Country and local Aboriginal Nation name plaque displayed at each Momentum Collective site that are accessed by Aboriginal and Torres Islander People across the region.
Increased the number of Aboriginal and/or Torres Strait Islander staff, students and volunteers by 5%
Developed and provided Cultural Awareness training to 90% of Momentum employees
RAP 2019-2021 ChALLENgEs
Adapted to the challenges presented by COVID-19 to successfully launch our RAP virtually
COVID-19 has also presented us with challenges in maintaining face-to-face training, therefore we have come up with innovative ways of continuing the training in an online format.
RELATIONshIPs
Momentum Collective is committed to building strong, mutually beneficial relationships and developing new relationships with our Aboriginal and Torres Strait Islander people and stakeholders in our communities and nurturing the relationships we already have.
Across our geographic footprint we have strong connections with a number of Aboriginal and Torres Strait Islander communities and service providers. As part of our RAP, we will ensure that these connections are enhanced and strengthened as it is through these relationships that we gain greater understanding of our local Aboriginal and Torres Strait Islander communities and how we work together to create better outcomes for all.
Focus area
Wellbeing; Innovation; Working Well Together; Trust; Respect; and Being Gracious. To truly “live” these values, we are committed to respectful, inclusive and sustainable relationships with Aboriginal and Torres Strait Islander people, communities and organisations.
Action Deliverable
Establish new and maintain existing mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations.
Continue to establish and engage with local Aboriginal and Torres Strait Islander stakeholders and organisations to strengthen working relationships and partnerships.
Month: November 2023
Responsibility: AES
Review, update and publish an engagement plan to work with Aboriginal and Torres Strait Islander stakeholders and organisations.
Month: January 2022
Responsibility: AES
Continue to strengthen the Aboriginal Alliance by engaging members and adding new Alliance partners where possible.
Month: March 2022, September 2022, March 2023, September 2023
Responsibility: Director Community Programs
Actively participate in Aboriginal interagency meeting across the region.
Month: February 2022, May 2022, August 2022, November 2022, February 2023, May 2023, August 2023
Responsibility: AES
Continue to collaborate with key stakeholders within community and develop a needs analysis, to identify community needs across the region.
Month: September 2022
Responsibility: AES
Establish link between the Aboriginal Advisory Committee (AAC) and the Board, ensuring the effectiveness of the AAC.
Month: September 2022
Responsibility: AES
Continue to build relationships through celebrating National Reconciliation Week (NRW).
Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our employees and offices across Momentum’s footprint.
Month: May 2022, May 2023
Responsibility: Director of Marketing
Organise at least one internal NRW event each year.
Month: 27 May- 3 June 2022, 27 May- 3 June 2023
Responsibility: AES
Support at least one external NRW event each year.
Month: 27 May- 3 June 2022, 27 May- 3 June 2023
Responsibility: AES
Ensure RAP Working Group members to participate in an external event NRW event.
Month: 27 May- 3 June 2022, 27 May- 3 June 2023
Responsibility: Director People Culture and Change
Encourage and support all staff and senior leaders to be provided the opportunity to participate in at least one external NRW event each year.
Month: 27 May- 3 June 2022, 27 May- 3 June 2023
Responsibility: CEO
Continue to register all NRW events on Reconciliation Australia’s NRW Website each year.
Month: May 2022, May 2023
Responsibility: AES
Continue to actively promote reconciliation through our sphere of influence.
Continue to drive strategies to engage our employees and communities in reconciliation.
Month: October 2022, October 2023
Responsibility: Director People Culture and Change
Collaborate with RA and other like-minded organisations to develop ways to advance reconciliation.
Month: December 2022, December 2023
Responsibility: AES
Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes.
Month: December 2022, December 2023
Responsibility: Director of Marketing
Promote positive race relations through anti-discrimination strategies.
Provide opportunities for RAP Working Group members and other key employees from the leadership team to participate in professional development to advance Reconciliation and related topics.
Month: September 2022, September 2023
Responsibility: Director People Culture and Change
Continue to communicate our commitment to Reconciliation publically.
Month: June 2022, June 2023
Responsibility: Director of Marketing
Use social media and other communication platforms to promote and raise awareness of reconciliation and other significant cultural days.
Month: February, November 2022, July 2023
Responsibility: Marketing and Communications Manger
Continue to live by and communicate our anti-discrimination policy for our organisation, reviewed and updated annually.
Month: February, September 2022, September 2023
Responsibility: Director People Culture and Change
Continue to engage with Aboriginal and Torres Strait Islander staff and Aboriginal and Torres Strait Islander Advisors to consult on our antidiscrimination policy.
Month: December 2022, December 2023
Responsibility: AES
Educate leaders on the effects of racism.
Month: November 2022, November 2023
Responsibility: Director People Culture and Change
REsPECT
Respect is fundamental to Momentum’s approach as an organisation and is one of our core values. We believe that respecting the cultures, Country, spirituality, and histories of Aboriginal and Torres Strait Islander people and communities is essential to our reconciliation journey.
We are committed to working in partnership with local communities and respect is our starting point. Through respectful partnerships and deep understanding we can work with families and communities to help improve outcomes for Aboriginal and Torres Strait Islander people.
Learning and respecting the needs of all Australians is integral to our organisation. By acknowledging our past, we can work towards a united future and to true reconciliation.
Focus area
Through our Reconciliation Action Plan, we will deepen our understanding and appreciation of Aboriginal and Torres Strait Islander people and take steps to enhance our organisational practices accordingly. We will work together to ensure cultural sensitivity and awareness in the workplace and communities across our footprint. Respecting communities, cultural acknowledgement, awareness, and input in all aspects of the planning, delivery, and evaluation of our programs.
Action Deliverable
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 Momentum Collective.
Month: March 2022
Responsibility: APCPO
Review and update cultural learning strategy for our staff.
Month: January 2022, March 2022
Responsibility: APCPO
Continue to consult with local Traditional Owners and Aboriginal and Torres Strait Islander Advisors on the development and implementation of Cultural Awareness.
Month: March 2022
Responsibility: APCPO
Continue to develop ways to building employee cultural awareness internally through training and experiences.
Month: November 2022, 2023
Responsibility: APCPO
Provide opportunities for RWG members, PCC Manager and other key leadership staff to participate in formal and structured cultural learning.
Month: December 2021, November 2023
Responsibility: APCPO
Consolidate learning and evaluations from Cultural Awareness training part one and develop a reflection template to embed learnings.
Month: April 2022
Responsibility: PCC Trainer
Ensure Board Members and all new employees are enrolled and attends Cultural Awareness training.
Month: December 2021, November 2023
Responsibility: PCC Trainer
Implement Cultural Awareness training part two across our geographical remit.
Month: December 2021, November 2023
Responsibility: APCPO
Demonstrate respect to Aboriginal and Torres Strait Islander people by observing cultural protocols
Review, update and communicate our cultural protocol document to all staff.
Month: March 2022
Responsibility: Quality & Governance Manager
Continue to increase employees individual understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols, by:
• Promoting cultural protocol policy & procedure.
Month: April 2022
Responsibility: Marketing and Communications Manger
• Promote a fact sheet outlining cultural protocols.
Month: April 2022
Responsibility: Marketing and Communications Manger
• Developing and displaying easy to read poster for clients and employees outlining cultural protocols.
Month: April 2022
Responsibility: Marketing and Communications Manger
Continue to invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each
Month: November 2022, November 2023
Responsibility: AES
Continue to include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings, including Board meetings.
Month: November 2023
Responsibility: CEO
Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week.
Encourage all employees to attend NAIDOC week celebrations by developing and implementing a policy and procedure to communicate the importance of attending NAIDOC celebrations.
Month: First week in July 2022, 2023
Responsibility: AES
RWG to participate in an external NAIDOC Week event.
Month: First week in July 2022, 2023
Responsibility: Director People Culture and Change
Review People & Culture policies and procedures to remove barriers to employees participating in NAIDOC Week.
Month: May 2022, May 2023
Responsibility: People & Culture Manager
Investigate ways to support Aboriginal and Torres Strait Islander Cultural Practices for our organisation.
Promote and encourage participation in all NAIDOC events to all staff.
Month: July 2022, 2023
Responsibility: CEO
Investigate and develop a potential benevolent fund, to support Community Sorry Business and support community members.
Month: November 2023
Responsibility: Director of People Culture and Change
Source and purchase cultural materials, culturally specific magazines and papers and artwork for office across the region.
Month: September 2022
Responsibility: Director of Marketing
Continue to provide cultural practice meetings for all Aboriginal and Torres Strait Islander staff members.
Month: February 2022, May 2022, August 2022, November 2022, February 2023, May 2023, August 2023
Responsibility: AES
Ensure all workplaces are culturally welcoming, respectful and safe for Aboriginal and Torres Strait Islander staff and clients.
Develop guidelines on what make a culturally safe workplace (including plaques, flags, photos, artworks, statements of commitment and staff communications.
Month: September 2023
Responsibility: AES
Provide an opportunity for Aboriginal and Torres Strait Islander people we support to design materials (Such as posters, fact sheets, artefacts and artwork) that celebrate Aboriginal and Torres Strait Islander cultures to be displayed in sites across our region.
Month: February 2022, November 2023
Responsibility: Service Manager – Disability Outreach
Commission Aboriginal and Torres Strait Islander art for our offices.
Month: November 2023
Responsibility: Director of Marketing
Conduct an audit of current Aboriginal and Torres Strait Islander artwork to ensure it is Acknowledged appropriately.
Month: September 2022
Responsibility: AES
OPPORTuNITIEs
Momentum Collective believes in creating opportunities for Aboriginal and Torres Strait Islander people that enables real change and is based on strengths, that we can share and utilising the experience and expertise of Aboriginal and Torres Strait Islander people. We recognise the role that we play in ensuring that our workforce represents the diversity of communities and families that we support.
We will build our internal capabilities through enabling employment and volunteering opportunities for Aboriginal and Torres Strait Islander people. We aim to foster opportunities for personal and professional growth both within the organisation and more broadly within our sphere of influence. Momentum Collective is committed to working together to create a diverse workforce.
Focus area
Strengthening and building our capacity to recruit and retain Aboriginal and Torres Strait Islander employees and trainees.
Action Deliverable
Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention, and professional development.
Build on understanding of current Aboriginal and Torres Strait Islander workforce to inform future employment and professional development opportunities.
Month: December 2021
Responsibility: Director PCC
Engage with Aboriginal and Torres Strait Islander employees to consult and collaborate on our professional development strategy. Use feedback to refine strategy and approach to ensure better outcomes.
Month: September 2022
Responsibility: Director PCC
Continue to implement and review the Aboriginal and Torres Strait Islander recruitment, retention, and professional development strategy.
Month: November 2023
Responsibility: Quality Assurance Manager
Continue to advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders.
Month: November 2023
Responsibility: Recruitment Manager
Continue to review People & Culture and Recruitment policies and procedures to ensure barriers are removed that may impact Aboriginal and Torres Strait Islander participation in our workplace.
Month: May 2022, May 2023
Responsibility: People & Culture Manager
Increase the percentage of Aboriginal and Torres Strait Islanders within our workforce by 10% each year. Report annually to Reconciliation Australia.
Month: November 2023
Responsibility: Recruitment Manager
Increase Aboriginal Torres Strait Islander identified positions by a minimum of three positions across our footprint.
Month: November 2023
Responsibility: Director PCC, AES, People & Culture Manager, Recruitment
Investigate creating a Aboriginal and Torres Strait Islander CEO scholarship program
Implement a mentoring program for Aboriginal and Torres Strait Islander employees and trainees, to ensure a strong foundation of support.
Month: September 2022
Responsibility: AES
Explore Aboriginal and Torres Strait Islander traineeship opportunities with the aim to engage at least two Aboriginal trainees per year.
Month: November 2023
Responsibility: Recruitment Manager
Continue to ensure an Aboriginal and Torres Strait Islander person is involved in the recruitment and selection process when a candidate has identified as an Aboriginal and Torres Strait Islander person. If it is an identified role, or when the role supports a majority Aboriginal and Torres Strait Islander clients.
Month: November 2023
Responsibility: Recruitment Manager
Ensure best practice for the recruitment and selection of Aboriginal and Torres Strait Islander people by investigating and developing best practice protocols for interviewing Aboriginal and Torres Strait Islander people to improve outcomes.
Month: November 2022
Responsibility: Recruitment Manager
Have at least one Aboriginal and Torres Strait Islander representative on the Board of Directors.
Month: September 2022
Responsibility: CEO
Develop Policies and procedures outlining eligibility and requirements.
Month: December 2021
Responsibility: Director of People Culture and Change
Advertise internally and gain expression of interest, book interviews with CEO.
Month: January 2022, January 2023
Responsibility: AES
Provide three paid Aboriginal and Torres Strait Islander CEO scholarships per year.
Month: November 2022, November 2023
Responsibility: CEO
Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.
Initiate Supply Nation membership.
Month: March 2022
Responsibility: Director of Finance
Continue to review and update procurement practices to remove barriers procuring goods and services from Aboriginal and Torres Strait Islander businesses.
Month: March 2022
Responsibility: Director of Finance
Continue to communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to all employees.
Month: March 2022
Responsibility: Director of Finance
Continue to implement and review the Aboriginal and Torres Strait Islander procurement strategy.
Month: November 2022
Responsibility: Director of Finance
Continue to source goods and services from Aboriginal and Torres Strait Islander businesses.
Month: November 2023
Responsibility: Director of Finance
Develop commercial relationships with Aboriginal and/or Torres Strait Islander businesses.
Month: January 2023
Responsibility: Director of Finance
Source and purchase cultural materials, culturally specific magazines and papers and artwork for office across the region.
Month: September 2022
Responsibility: Director of Marketing
Investigate ways to support Aboriginal and Torres Strait Islander Cultural Practices for our organisation.
Investigate and develop a potential benevolent fund, to support Community Sorry Business and support community members.
Month: November 2023
Responsibility: Director of People Culture and Change
Investigate purchasing subscribe to Aboriginal-owned newspapers and magazines to put them into your waiting room of face to face service.
Month: February 2022
Responsibility: Director of Marketing
Ensure existing Employee Assistance Programs are culturally appropriate and all employees know how to access them.
Month: April 2022
Responsibility: Communication Manager
Improve health, social and emotional wellbeing (SEWB) for Aboriginal and Torres Strait Islander people.
Actively support and provide programs that positively impact Social and Emotional Wellbeing for Aboriginal and Torres Strait Islander people.
Month: September 2023
Responsibility: Director, People Culture & Change
Develop and implement 6 culturally safe Podcast series, sharing interviews with local elders describing stories of holistic wellbeing.
Month: February 2022 – June 2022
Responsibility: APCPO
Develop and implement monthly virtual Wellbeing Circle for staff to attend and learn about connection and traditional healing.
Month: February 2022- December 2022
Responsibility: APCPO
Develop and display poster advertising Virtual Wellbeing Circle sessions in each of Momentum’s sites across the region.
Month: February 2022
Responsibility: AES
gOVERNANCE
Our aim is to establish and maintain an effective Reconciliation Action Plan to drive change to improve outcomes for Aboriginal and Torres Strait Islander people.
Focus area
Being accountable for our actions. Provide adequate support and leadership for the effective implementation of RAP initiatives and build transparency though reporting our challenges and learnings.
Action Deliverable
Maintain an effective RAP Working group (RWG) to drive governance of the RAP.
RWG oversees the development, endorsement and launch of the RAP.
Month: December 2021
Responsibility: AES
RWG meets and actively monitors RAP actions and outcomes, reviewing resourcing and reporting four times per year and develop continuous improvement plans if required.
Month: February 2022, May 2022, August 2022, November 2022, February 2023, May 2023, August 2023
Responsibility: RWG, RAP Champion, AES
Continue to maintain 3-4 Aboriginal and Torres Strait Islander representatives on the RWG.
Month: September 2022, 2023
Responsibility: AES
Continue to facilitate RWG by Terms of Reference (TOR) and review TOR annually.
Month: April 2022 April 2023
Responsibility: RWG, RAP Champion, AES
Provide appropriate support for effective implementation of RAP commitments
Continue to facilitate RWG by Terms of Reference (TOR) and review TOR annually.
Month: November 2022, 2023
Responsibility: Director People Culture and Change
Develop a reporting framework document, define, and maintain appropriate systems to track, measure and report on RAP commitments.
Month: December 2021, 2022
Responsibility: AES
Continues to maintain an internal RAP Champion from senior management.
Month: November 2022, 2023
Responsibility: AES
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.
Month: 30 Sept 2022, 2023
Responsibility: AES, RAP Champion
Report RAP progress to employees, AAC and RAP Champion.
Month: February 2022, May 2022, August 2022, November 2022, February 2023, May 2023, August 2023
Responsibility: AES
Publically report our RAP achievements, challenges, and learnings, annually. Publish outcomes on website, Facebook and other appropriate public mediums.
Month: November 2022, 2023
Responsibility: Marketing and Communications Manger
Report RAP progress to the ELT and Momentum’s Board quarterly.
Month: November 2021, 2022, 2023
Responsibility: Director People Culture and Change
Investigate participating in Reconciliation Australia’s biennial Workplace RAP Barometer.
Month: May 2022
Responsibility: AES
Continue our reconciliation journey by developing our next RAP
Register to complete next RAP via Reconciliation Australia.
Month: April 2023
Responsibility: AES
Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges, and achievements.
Month: February 2023
Responsibility: AES
Send draft to Reconciliation Australia for review and feedback.
Month: April 2023
Responsibility: AES
Submit draft to Reconciliation Australia for formal endorsement.
