Hiring managers play a pivotal role in ensuring recruitment practices are culturally respectful for Aboriginal and Torres Strait Islander people. This responsibility involves understanding and valuing the unique and diverse cultural backgrounds, perspectives and strengths of applicants.
Prioritising cultural respect and responsiveness helps ensure recruitment processes are accessible, inclusive and effective in attracting, recruiting and retaining Aboriginal and Torres Strait Islander people.
What actions can I consider?
- Build your understanding of cultural safety in the workplace.
- Work with your human resources team to:
- change your recruitment approach if necessary to include, for example, inviting feedback from Aboriginal and Torres Strait Islander colleagues
- check all written communications about the recruitment process are culturally appropriate and use inclusive and respectful language
- ensure everyone involved in recruitment, including third party recruitment consultants, has an appropriate level of cultural awareness
- work with an Aboriginal and/or Torres Strait Islander consultant to advise on cultural safety and recruitment and/or be involved in the recruitment process (see the Aboriginal Business Directory WA or Supply Nation to find a consultant)
- specify cultural awareness as a key criterion when contracting recruitment consultants and consider experience in recruiting Aboriginal and Torres Strait Islander people when determining consultants to contract.
Where can I learn more?
- Learn about some better practice examples of recruitment processes for Aboriginal and Torres Strait Islander people in the Australian , Queensland and New South Wales public sectors.
- Read Many Threads for practical prompts and questions to help you engage Aboriginal and Torres Strait Islander people in your work and projects.
- Visit the Reconciliation WA Learning Hub for resources.
Print this page
