Recruitment

Culturally inclusive recruitment embraces cultural diversity and enables all candidates to demonstrate their capabilities. This helps employers identify the best person for the role and build a diverse workforce. 

All aspects of recruitment should be inclusive, from marketing and assessment to communication and candidate care. When applied to Aboriginal and Torres Strait Islander recruitment, inclusive recruitment addresses their unique cultural and social considerations. 

Importantly, inclusive recruitment does not mean accepting a lower standard. Rather, it eliminates barriers and ensures every applicant is assessed fairly on merit.

Potential recruitment pathways for Aboriginal and Torres Strait Islander people include:

• NSW Government Aboriginal internship program — a targeted program, in partnership with Career Trackers, which aims to provide early exposure and understanding of NSW Government, building a pipeline of future Aboriginal and Torres Strait Islander leaders. 
• Traineeships and apprenticeships. 
• Cadetships.
• NSW Government Graduate Program — a structured employment and development program, designed to attract and retain talented graduates, build public sector capability, and develop a cohort of future leaders.
• NSW Public Sector talent pools — use the sector talent pools to access candidates who have gone through a rigorous comparative assessment process and are ready to be hired.

Some roles within the public sector may be reserved for Aboriginal and Torres Strait Islander people only (identified roles). For other roles, it is not essential to be Aboriginal or Torres Strait Islander, however, it is desired (targeted roles).

For roles for which being Aboriginal or Torres Strait Islander is essential or desired, the job advertisement and role description should reflect this. Confirmation of Aboriginal or Torres Strait Islander heritage is required for these roles. 

Aboriginal and Torres Strait Islander identification is a complex and often contentious issue for Aboriginal and Torres Strait Islander people, Aboriginal and Torres Strait Islander communities and governments. For some, being asked how they identify can trigger painful emotions associated with traumatic experiences from both their past and present. 

Confirming the Aboriginality of a candidate can sometimes be challenging for selection panels. The optimal outcome is not to create overly prescriptive or restrictive barriers to employment. 

It is important to note that each agency will have its own process to confirm Aboriginality. The advertisement should make clear the process that will be used to confirm Aboriginality requirements. 

Hiring managers should consider the history of Aboriginal and Torres Strait Islander people. The impact of past social and political developments and contemporary Aboriginal and Torres Strait Islander issues may prevent some applicants from being able to demonstrate their Aboriginality and/or cultural knowledge as easily as others.

Some agencies use the definition contained in the Aboriginal Land Rights Act 1983, which refers to a person who: 

1. is member of the Aboriginal race of Australia, and
2. identifies as an Aboriginal person, and
3. is accepted by the Aboriginal community as an Aboriginal person.

Agencies may consider asking a pre-screening question at the application stage to confirm if applicants have Confirmation of Aboriginality documentation.

During an interview for an identified or targeted role, the assessors must be satisfied the applicant has confirmed their Aboriginality either by providing documentary evidence or by assessment through the interview panel, or both. Physical appearance or where the applicant lives are not relevant factors in determining Aboriginality.

Examples of written documentation include:

• a document demonstrating membership of their Local Aboriginal Land Council 
• a certificate or documentation confirming Aboriginality from a recognised Aboriginal organisation with a common seal
• references from at least two Aboriginal community representatives with a signed declaration in the following terms:
  
  • I am a person of Aboriginal descent.
  • I identify as an Aboriginal person
  • I am accepted by the Aboriginal community as an Aboriginal person
  • I declare that this information is true and correct at the time of submission
• a statutory declaration if the applicant has no other formal documentary evidence. However, the applicant may need to provide additional supporting documents if the evidence in the declaration is not strong enough.

If an applicant cannot provide any of the above written documentation, an agency can consider providing the applicant with an opportunity during the interview to confirm their Aboriginality. 

The hiring manager should record how Aboriginality was confirmed.

Suggested interview questions to confirm Aboriginality 

• Can you briefly outline knowledge of your Aboriginal heritage, including where you come from and your community ties? 
• Aboriginality is an essential requirement for this role. Please outline, how your Aboriginal cultural background, together with your professional skills, knowledge and experience, will enable you to effectively provide other Aboriginal people with a service for the purpose of promoting their welfare?

It is important that the assessors for identified and targeted roles include an Aboriginal or Torres Strait Islander person to advise and inform decisions on confirmation of Aboriginality. At interview, the Aboriginal panel member(s) should ask about the applicant’s history, family, and community ties, and outline their own, if relevant. Reach out to your agency’s Aboriginal Employment team or to the PSC if you require support. 

For applicants unable to confirm their Aboriginality to fulfill the requirements of the role, the assessors should look for ways to provide applicant care. For example, encourage applicants to participate in their local Aboriginal community and, where applicable, share available support services.