As a central agency PM&C is committed to setting a high standard for reconciliation, both internally and externally. Core to this work is building, strengthening and sustaining trusted relationships with Aboriginal and Torres Strait Islander staff, stakeholders and communities. Such relationships will help us to design and deliver better, more culturally informed policies.
Focus areas:
- building and maintaining meaningful relationships with internal and external Aboriginal and Torres Strait Islander stakeholders
- PM&C’s role in leading on reconciliation efforts and encouraging agency peers to step up
- using our influential position to promote reconciliation and positive race relations in the APS and beyond.
| Action | Deliverable | Responsibility | Timeline |
|---|---|---|---|
| 1.1 Strong relationships and partnerships with Aboriginal and Torres Strait Islander stakeholders and organisations across the whole department. | 1.1.1 Participate in the Jawun secondment program, up to:
Actively encourage both Aboriginal and Torres Strait Islander staff and others to participate. | Lead: Chief People Officer | Non-SES April, July and October, annually SES May, annually |
| 1.1.2 Facilitate up to 10 staff to attend the annual Garma Festival, with minimum 2 Aboriginal and/or Torres Strait Islander attendees. | Lead: Chief People Officer | August, annually | |
1.1.3 Celebrate National Reconciliation Week (NRW), as reflected in the PM&C Diversity Calendar.3
| Lead: Chief People Officer Support: Mara Network; RAPWG, Reconciliation Champion, Communications Branch | May, annually | |
| 1.1.4 Develop and implement a staff engagement plan to raise awareness of reconciliation across PM&C’s workforce. | Lead: Assistant Secretary, Communications Support: People Branch | March, 2025 | |
| 1.1.5 Secretary hosts an APS First Nations networking event during National Reconciliation Week, inviting local Elders, APS Indigenous deputy secretaries and First Nations Policy Branch representatives, and other external stakeholders. | Lead: Secretary Support: People Branch, Reconciliation Champion | May 2025, annually | |
| 1.1.6 Develop and implement group-level Aboriginal and Torres Strait Islander External Stakeholder Engagement Plans4 to embed greater stakeholder engagement between the department and First Nations organisations, communities, and staff. | Lead: deputy secretaries Support: People Branch, First Nations Policy Branch, RAPWG | June 2025, ongoing | |
| 1.2 Reconciliation promoted through our sphere of influence. | 1.2.1 Communicate PM&C’s commitment to reconciliation publicly on the PM&C website, social media channels and Corporate Plan. | Lead: Assistant Secretary, Communications | February 2025, ongoing |
| 1.2.2 Collaborate with RAP organisations and other Commonwealth agencies to develop innovative approaches to advance reconciliation.5 | Lead: Reconciliation Champion Support: People Branch | February 2025, ongoing | |
| 1.2.3 Where appropriate, seek to embed an Acknowledgement of Country in bilateral and multilateral statements between Australia and one or more other countries agreed on in Australia, where PM&C is responsible for development of the document. | Lead: Deputy Secretary, International and Security Group | November 2024, ongoing | |
| 1.3 Positive cultural and race relations promoted. | 1.3.1 Finalise a review, and promote awareness of, the PM&C Appropriate Workplace Behaviour Policy, and establish (new) Complaints Policy ensuring both parties provide practical guidance and align with national anti-discrimination laws and anti-racism frameworks. | Lead: Chief People Officer | December 2024 |
| 1.3.2 Engage with Aboriginal and Torres Strait Islander staff representatives, including the Mara Network, on internal policy reviews (inclusive of anti-discrimination policies) that specifically affect Aboriginal and Torres Strait Islander staff to further build strong and mutually beneficial relationships. | Lead: SES policy leads Support: Mara Network; People Branch | February 2025, ongoing | |
| 1.3.3 All staff to complete mandatory APS Academy Integrity training annually. | Lead: Chief People Officer Support: All SES leaders | November 2024, annually | |
| 1.3.4 Maintain and promote a range of culturally safe channels for staff to access support and raise matters of inappropriate behaviour including discrimination, racism and lateral violence.6 | Lead: Chief People Officer Support: All SES leaders | April 2025, ongoing |