The Department of Biodiversity Conservation and Attractions (DBCA) is currently implementing the Plan for Our Parks (PfOP) initiative which includes commitments to joint management of over five million hectares of the conservation estate. The PfOP initiative adds momentum to the fundamental shift in the way the conservation estate is managed through joint management agreements. Current and proposed joint management agreements, including obligations under the South West Settlement, bring with it a significant commitment to Aboriginal employment, training and support.
The issues and challenges of Aboriginal employment common to many employers include an inclusive, safe and culturally supportive workplace (wellbeing); attraction and retention practices; induction and training; leadership and career development and corporate leadership. In addition, DBCA faces unique challenges including its remote operations, leadership at the regional and district level; the importance of affirmative action; the cultural competency of staff; creating Aboriginal staff networks and opportunities for information exchange; the retention of experienced supervisors; and being more creative in achieving a diversity of roles and employment opportunities for Aboriginal employees.
With recruitment, the challenge appears to be adopting culturally relevant approaches to recruitment and developing strong working relationships with a range of partners particularly the relevant Prescribed Bodies Corporates to improve attraction rates and gain access to prospective employees that are best suited for the roles being sought.
A survey of Aboriginal staff indicate that employee retention is influenced by many factors including having access to Aboriginal mentors and support services such as counselling wellbeing services, the quality of supervisors, access to leadership and training opportunities and having clear career development pathways. A key challenge is to improve diversity and equity outcomes. Currently, most Aboriginal staff are employed at lower level field positions. Over 80% of DBCA’s Aboriginal employees are based in the regions, three quarters of which are rangers.