The RACGP Reconciliation Plan 2020-2022

Opportunities

Aboriginal and Torres Strait Islander peoples continue to experience inequitable health and life outcomes due to the historical and ongoing impacts of colonisation and systemic racism.

At the College, providing equitable opportunities to Aboriginal and Torres Strait Islander employees, members, and businesses is key to addressing these outcomes and beginning to see a shift in ongoing power imbalances.

Aboriginal and Torres Strait Islander peoples must be represented across all areas of our organisation, particularly in leadership and formalised strategies, policies and targets are required to progress this.

Objective

Action

Due Date

Accountability

Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention, and professional development opportunities.

Deliverable

Review current process for capturing data on Aboriginal and Torres Strait Islander employees across the College and make improvements as required.

Timeline

July 2024

Responsibility

Head of People Support

Deliverable

Implement our Aboriginal and Torres Strait Islander recruitment, retention and professional development strategy.

Timeline

May 2024

Responsibility

Head of Talent

Deliverable

Seek feedback from the Aboriginal and Torres Strait Islander Steering Committee on the effectiveness of the recruitment, retention and professional development strategy.

Timeline

April 2025

Responsibility

Head of Talent

Deliverable

Address feedback and update our Aboriginal and Torres Strait Islander recruitment, retention and professional development strategy.

Timeline

June 2025

Responsibility

Head of Talent

Deliverable

Advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders

Timeline

June 2024

Responsibility

Talent Acquisition Lead

Deliverable

Review recruitment practices to understand and address barriers to Aboriginal and Torres Strait Islander participation in our workplace.

Timeline

September 2024

Responsibility

Talent Acquisition Lead

Deliverable

Increase representation of Aboriginal and Torres Strait Islander employees across our workforce each year:
June 2024: 2%
June 2025: 3%

Timeline

June 2024, 2025

Responsibility

Head of Talent

Deliverable

Establish an Aboriginal and Torres Strait Islander employee network for peer-to-peer relationships, support and connection across the College.

Timeline

July 2024

Responsibility

Senior RAP Advisor

Deliverable

Establish an Aboriginal and Torres Strait Islander traineeship program.

Timeline

August 2025

Responsibility

Head of Talentr

Deliverable

Investigate opportunities to recognise and remunerate Aboriginal and Torres Strait Islander employees who carry a cultural load as part of their role.

Timeline

July 2025

Responsibility

Head of Talent

Deliverable

Develop a business case to establish a new role within the College, Aboriginal and Torres Strait Islander Liaison Officer.

Timeline

March 2025

Responsibility

Head of Talent

Increase the representation and spend on Aboriginal and Torres Strait Islander businesses in our supply chain.

Deliverable

Introduce Aboriginal and Torres Strait Islander procurement strategy into Procurement Policy.

Timeline

May 2024

Responsibility

Senior Procurement Manager

Deliverable

Renew our Supply Nation membership annually.

Timeline

December 2024, 2025

Responsibility

Senior Procurement Manager

Deliverable

Review and update procurement processes to address barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses.

Timeline

July 2024

Responsibility

Senior Procurement Manager

Deliverable

Develop and maintain commercial relationships with 2 Aboriginal and/or Torres Strait Islander suppliers per year.

Timeline

June 2024, 2025

Responsibility

Senior Procurement Manager

Deliverable

Develop effective process for capturing and reporting on expenditure of goods/services delivered by Aboriginal and Torres Strait Islander suppliers.

Timeline

May 2024

Responsibility

Senior Procurement Manager

Deliverable

Increase procurement spend with Aboriginal and Torres Strait Islander businesses each year.
June 2024: 1%
June 2025: 2%

Timeline

June 2024, 2025

Responsibility

Senior Procurement Manager

Imagery
Aboriginal and Torres Strait Islander people should be aware that this RAP may contain images, voices or names of deceased persons.