I've developed a set of principles over more than 20 years working in Aboriginal employment. These principles form an important part of my Aboriginal employment philosophy.

This article series introduces you to two of my three of these principles.

My Three Principles:

1. It's not me, it's you

2. It's not just culture

3. Look good, feel good, do good principle

This article covers the second principle.

I use these principles when working with clients to help guide their best intentions towards things that work. Each of my products has been designed with these principles in mind.

These principles will help you work out if what you're doing or planning to do with Aboriginal employment is going to get you where you want to be with Aboriginal employment.

Have you ever tried to get internal support for an Aboriginal employment program or initiative and failed?

Ever struggled to get your board, senior leaders, hiring managers, or staff to get on board with a important initiative?

You either can't find the message that works, or you can't get the message to the right person to make a decision. If you can't get support for an initiative, how can you expect it to succeed?

This article looks at why you need a strong rationale, three kinds of arguments you could use, and the most effective kind to use to bring staff on board.

Do you need to find someone who can deliver a Welcome to Country?

The below information is meant to be a starting point for you to identify and connect with Traditional Custodians in your area. It is not a comprehensive list, and may be updated from time to time.

It is important that you check whose country your meeting/event is being held.

Over the last few years, so many workplaces have introduced Acknowledgements of Country. Rising community expectations to acknowledge Traditional Custodians and First Nations people have meant my most popular downloads and blog posts are about this modern take on a traditional custom.

But, what do we mean by ‘Country’?

Here's an explanation from Professor Mick Dodson OA.

More than 200 years after terra nullius was declared, and almost 30 since it was overturned, Aboriginal people are still fighting for justice and equality in Australia.

Employers across Australia cannot ignore their responsibility to act within their own parameters to right this wrong. I know many employers want, and are trying, to do more to make positive change in this country.

Here are 10 things that every employer can do in their own organisation that will make a difference in your workplace today, and in our society into the future.

Despite legislation to combat it, workplace discrimination hasn’t ended, it’s just become more subtle and insidious. Today we’ll look at why workplace discrimination still occurs, and what everyone, particularly those not directly affected by it, can do to stop the rot.

Aboriginal, Torres Strait Islander, Indigenous, First Nations peoples. To many employers developing Aboriginal employment strategies, the choice of language can feel like a minefield, to the point where they can be hesitant to address their audience at all. But if you work to understand each term, it becomes far easier to make the right choice. This article aims to help you do just that.

Well-meaning managers often use the term “Aboriginal people are encouraged to apply” in their job advertisements hoping for positive results. They’re often disappointed that this line fails to have the impact they’d envisaged, and are left at a loss.

This article will shed some light on the origins of this term, and help you understand why it isn’t enough. You’ll also learn where to put your focus to make a real difference.

Make sure your Acknowledgement of Country fits the occasion and your brand. A tailored Acknowledgement of Country can draw attention to Aboriginal people, communities, cultures, and experience and link with the event’s theme or your organisation’s values.

Here’s my example of the Acknowledgement of Land I gave at the International Women's Day event held at Ourimbah on Sunday 4 March 2018.

Over the next coming weeks I want to do something a little different. I thought it would interesting (and fun?) to ask YOU about what you want to learn about Aboriginal employment.

So tell me…

It's back to work and school for many this month, so while you're organising your calendar for the year here’s my top seven dates to mark in your workplace to support Aboriginal employment.

By marking these dates you’ll give yourself the opportunity to:
    •    Raise awareness and levels of knowledge of Aboriginal experience and perspectives
    •    Meet your obligations under your Reconciliation Action Plan (RAP).  If you have a RAP, you’ve more than likely made a commitment to hold or attend events throughout the year.
    •    Show your support and commitment to Aboriginal staff and clients
    •    Demonstrate your organisation values and keep Aboriginal employment goals top of mind
    •    Connect with local communities