A good induction process is important for all new employees. Key elements to include in a tailored process for Aboriginal and Torres Strait Islander new starters are set out below.
What actions can I consider?
- Read Many Threads for practical prompts and questions to help you engage Aboriginal and Torres Strait Islander staff in your work and projects.
- Check that your team has completed the mandatory Cultural Awareness Training and consider further opportunities for learning such as First Nations ally training.
- Advise your new starter of agency services available to them such as opportunities for personal and professional career development, mentorship opportunities and cultural leave entitlements.
- Ask your new starter if they are interested in meeting other Aboriginal and Torres Strait Islander employees, have an informal buddy or join an employee network if your agency has one.
- Create safe channels for new starters to provide feedback on their onboarding experience so they can raise any concerns regarding cultural safety.
- Do not assume your new starter has a preference for Aboriginal and Torres Strait Islander related activities such as joining a reconciliation action plan working group.
- Do not assume your new starter is across languages and protocols of Aboriginal and Torres Strait Islander groups.
Where can I learn more?
Hear about the NSW Department for Customer Service’s tailored approaches to onboarding for Aboriginal and Torres Strait Islander employees
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