We celebrate and respect the knowledge, understandings and experiences of the custodians of the oldest living cultures in the world and recognise the immeasurable contribution that Aboriginal and Torres Strait Islander staff make to the department. It is our priority to ensure Aboriginal and Torres Strait Islander voices and perspectives are included at all levels of the department.
PM&C recognises the unique strengths that Aboriginal and Torres Strait Islander people bring to the workplace, and the barriers they face towards attaining employment. In keeping with both the PM&C Inclusion and Diversity Strategy 2023–26 and the Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020-2024, it is our ongoing goal to be an employer of choice for Aboriginal and Torres Strait Islander people. We are also committed to working together to achieve outcomes in Aboriginal and Torres Strait Islander employment, Closing the Gap and Reconciliation through the Strategy and the PM&C Reconciliation Action Plan.
Mara Network
As the department’s Aboriginal and Torres Strait Islander staff network, we celebrate and respect the knowledge, understandings, and experiences of the Traditional Owners and Custodians of Country as the oldest living cultures in the world. We recognise the immeasurable contribution that Aboriginal and Torres Strait Islander staff make to PM&C and the Australian Public Service (APS). It is our priority to actively support Aboriginal and Torres Strait Islander staff and to ensure their voices and perspectives are included at all levels of PM&C, influencing and enhancing the work we do across the Australian Government as a central agency.
The purpose of the Mara Network is to:
- maintain and provide support to Aboriginal and Torres Strait Islander employees
- advocate the views and perspectives of Network members
- provide advice and strategic direction to the department on issues that affect Aboriginal and Torres Strait Islander staff
- foster a culture of inclusiveness, innovation, and agility.
If you’d like to learn more about the Mara Network or what it’s like working at PM&C, please reach out to us at Mara@pmc.gov.au
Affirmative measure for Aboriginal and Torres Strait Islander applicants
We are committed to supporting and growing Aboriginal and Torres Strait Islander employment in PM&C and the broader APS. As well as ensuring our general recruitment processes are inclusive, we also use affirmative measures for Aboriginal and Torres Strait Islander applicants which allow us to open vacancies to Aboriginal and Torres Strait Islander people only. These positions are not restricted to working on Indigenous matters and are available across PM&C.
PM&C labels vacancies that use this measure as 'Affirmative measure – Indigenous'.
For more information, visit:
- Your application
- Affirmative measure for Aboriginal and Torres Strait Islander applicants on the APSC website.
Indigenous Staff Liaison Officer
We have dedicated Indigenous Staff Liaison Officers (ISLOs), to support First Nations applicants and staff at every stage of the employment journey. Our ISLOs provide advice and support to employees on their career and development, offer pastoral support where required and support line areas to attract and retain Aboriginal and Torres Strait Islander staff.
If you’d like to reach out to one of our ISLOs they can be contacted at firstnationsunit@pmc.gov.au
Flexibility
We offer flexible and remote working arrangements, beyond the traditional 9 to 5.
To discover what flexibility might look like for you, visit Why work at PM&C.
Training opportunities and resources
We invest in growing skills and career pathways for Aboriginal and Torres Strait Islander staff through a range of development offerings:
- scholarships such as the Pat Turner Scholarship and/or the Jawun program
- attendance at conferences such as Indigenous Leadership Summit and the Garma Festival
- professional coaching for First Nations staff
- up to 12 hours a week plus financial assistance of up to $7,000 per year to undertake accredited study.
We also have access to a variety of resources to support all employees to uplift their cultural capability, such as First Nations cultural protocols and First Nations cultural awareness training.
Measuring our progress
We are committed to achieving the 2024 APS First Nations representation goals of:
- five per cent at the APS and EL levels
- three per cent at the SES levels by 2024.
We provide representation updates to the Inclusion and Diversity Committee and publish those updates internally bi-annually.