Strong voices, stronger communities

Workforce development action plan 2019-2024 (draft for consultation)
Aboriginal employment Indigenous and community media Professional Development Australia

This plan is a ‘nuts and bolts’ document and lays out practical ways to execute the strategy detailed in Strong Voices, Stronger Communities: First Nations Media Employment and Skills Development Strategy, 3 April 2019 (ESD). The aim of the plan is to double the employment of First Nations people in the sector within five years from about 500 employees to 1000 by the year 2024.

The ESD, commissioned by First Nations Media Australia (FNMA), proposes the rationale and some target end states for workforce development. This plan outlines a framework that shows where the strategy sits in a continuous improvement loop and how it links to six components as the keys to implementation.

There are three themes identified in the ESD:
1. Sector administration and funding;
2. Employment and career pathways; and
3. Skills development and training.

Key Findings:

  • This 90% Indigenous employment target in Indigenous organisations was set by the Department of Prime Minister and Cabinet (PMC) during the Turnbull government. There are 38 First Nations Media Organisations (FNMOs) and of these 19 have already attained 90% Indigenous employment. To ‘hold the gain’ this document notes an action for analysis to understand what led to the success of these organisations and what (if anything) needs to be put in place to maintain this result.
  • Cultural factors vary across the FNMOs, yet the common threads remain of ensuring a physical and culturally safe work environment for all staff. The ESD refers to cultural safety in the broad, however, to ensure an actionable plan we needed more context and detail. FNMA performs a key role in helping to specify the characteristics of cultural safety for FNMOs and also acts in a leadership capacity for the media and communications sector more broadly so that Indigenous staff can be confident when seeking placement in mainstream organisations.
  • The sector needs specificity around job families, job types, responsibilities and an understanding of what skills, attributes, training and experience are required to perform those roles. Jobs classification becomes a starting point for career progression mapping. FMNOs have been seeking guidance for these elements and FNMA has been assisting individual organisations however, there is no documented outline across the sector.
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