POLITY research & CONSULTING

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POLITY

research & CONSULTING

________________________________________________________________________

Workplace RAP Barometer 2014

Darryl Nelson Managing Director Polity Pty. Ltd.

[email protected]

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POLITY

RESEARCH & Consulting _______________________________

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Introduction & background

Reconciliation Australia (RA) has monitored reconciliation initiatives at the workplace level since 2012, through regular online surveys of participating employees. RA uses this information to broadly inform how its Reconciliation Action Plan (RAP)

program is performing, but also to work more closely with specific partner organisations, helping them implement and improve the performance of their workplace RAP.

To date, surveys have been conducted in:  August 2012

 Sept – Oct 2014

This report presents the latest wave of this tracking, and where possible compares results to those in the previous 2012 wave. Also, workplace results are directly compared with findings among the general public, where possible, to demonstrate the effects Reconciliation Action Plans are having on perceptions and attitudes, vis-à-vis the general Australian population.

It is acknowledged that, in the interests of graphical and reporting brevity, the abbreviation “Indigenous” has been occasionally used in this report, to refer to Aboriginal and Torres Strait Islander peoples.

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Methodology

Survey method

The main results presented in this report are based on an online survey of working adults (aged 16+) in Australia (i.e. “employees”), conducted in August and September 2014.

 The total sample of n=8768 was drawn from the workforce of participating organisations, across corporate, government and not-for-profit sectors.

 Participating organisations were at various stages of their RAP development, at the time of the survey, and were invited to take part by Reconciliation Australia.

 Organisations participated of their own volition, as did the employees of those organisations (no incentive was offered or paid to respondents).

 Because the sample is based on voluntary participation and focused on organisations with a RAP, results are not intended to be seen as representative of the Australian workforce as a whole. Accordingly, data has not been weighted for the workplace results.

 The 2014 survey also included for the first time a number of organisations that were in the planning stages of implementing a formal RAP. Those results are not included here.

The Workplace RAP Barometer results have been tracked (where possible) against results from 2012, and also compared with relevant results from the National Australian Reconciliation Barometer (ARB), among the general population. The ARB was conducted concurrently, during September 2014 (for more details see page 5).

 The general population sample was drawn from a professional online market and social research panel.  The ARB data is weighted to ABS population data (in terms of age, gender and residential location), using

2011 Census statistics. With a sample size of n=1100, the accuracy of the results for the general community sample is +/- 3% at the 95% confidence interval. This means, for example, that if the survey returns a result of 50%, there is 95% probability that the actual result will be between 47% and 53%.

 Note: For both surveys, respondents were informed that the term “Australians” was used to refer to all people who live in Australia, including both Australian and non-Australian citizens. All percentage figures in this report are rounded. Accordingly, totals may not add up to 100%.

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Methodology (cont.)

5

Workplace RAP Barometer 2012 ► The main results in this report

are tracked against results from the inaugural workplace

survey, where possible. ► The first Workplace RAP

Barometer was an online survey of 4612 respondents from 19 participating RAP

organisations, and was conducted in July 2012. ► With a sample size of

n=4612, the accuracy of the results at the overall level was +/-1.4% at the 95% confidence interval.

► Participating organisations were mostly in the advanced Elevate RAP stage and included corporate, government, and not-for-profit sectors.

► Note: All percentage figures in this report are rounded. Accordingly, totals may not add up to 100%.

2014 General Community Barometer (ARB)

Around half the questions in the WRB replicate questions in the most recent Australian

Reconciliation Barometer. This allows a comparison of attitudes towards reconciliation between RAP employees and the general community.

The ARB is a biennial survey that monitors the progress of

reconciliation between Indigenous and non-Indigenous Australians. The general community

Barometer results are based upon a Sept 2014 survey of n=1100 Australians drawn from a professional market and social research panel and weighted to be representative of the Australian population by age, gender and location.

The margin of error is +/- 3% at the 95% confidence level.

Considerations

► The WRB survey covers only working age people in

employment, compared to the general community survey which includes all ages over 18 and with respondents from a range of working situations (e.g. unemployed and retired). ► 2014 results comprise

organisations at various stages of their RAP, compared to the 2012 results which were mostly from advanced RAP organisations.

► These differences should be considered in evaluating the results. Despite this, we believe that through a

combination of comparison of the barometer questions together with the other survey measures this report provides a robust analysis of the impact of RAPs on the attitudes of employees.

Workplace RAP Barometer 2014 ► The main results in this report

are based upon an online survey of 8768 respondents from 29 participating RAP organisations, and was conducted Aug-Sept 2014. ► Employees were invited by the

participating organisations to undertake the survey. These organisations were at various stages of their RAP.

► With a sample size of n=8768, the accuracy of the results at the overall level is +/-1% at the 95% confidence interval. This means, for example, that if the survey returns a result of 50%, there is 95% probability that the actual result will be between 49% and 51%.

► Further details of the sample composition are provided in the appendix.

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Workplace RAP Barometer 2014 Insights

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RAP outcomes have improved, despite falling

awareness and perceptions of impact among

employees

Overall, there have been downward trends in RAP awareness and perceptions of impact among employees since 2012 Employee perception of RAP activities undertaken by their organisation has mostly gone backwards since 2012, including:

 A lower percentage indicating their organisation has various RAP practices in place

 A lower percentage who agree taking part in a RAP activity had an effective impact

However, there has also been a decrease in the level of employee awareness of Indigenous staff and of their organisation having a Reconciliation Action Plan, compared with 2012. What is more, take-up of cultural awareness training has declined.

These overarching trends can be seen as key underlying factors for the reduced awareness and perceived lack of impact for most other RAP actions and organisational practices.

Outcomes for key RAP objectives have improved since 2012

While measures of employee awareness and satisfaction with RAP activities and organisational reconciliation practices have decreased, measures for key reconciliation goals have mostly improved. For example, in terms of the relationship and trust between Indigenous and non-Indigenous colleagues, more employees now see these as very positive.

It is also very clear that participation in reconciliation activities continues to be effective, in creating a greater prevalence of positive views:

 Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the relationship between Indigenous and non-Indigenous colleagues as very good (57%), compared with those who haven’t (44%)

 Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the trust between Indigenous and non-Indigenous colleagues as very high, compared with those who haven’t.

 Employees who’ve participated in at least one RAP activity with their current organisation are more likely to strongly agree their organisation is achieving key reconciliation practices, compared with those who haven’t.

However, employees who’ve participated are also more likely to feel that the wrongs of the past must be rectified before we can move on with forgiveness and acceptance (29%), than those who haven’t (21%).

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RESEARCH & consulting _____________________________

Overall, there has been a downward trend in

employee awareness of RAP initiatives

8

RAP Actions: Employee perception of RAP actions undertaken by their organisation has mostly slipped since 2012, with a

lower percentage indicating their organisation has these practices than in 2012, particularly in terms of recruitment, education and providing opportunities to Aboriginal and Torres Strait Islander people to improve their work skills.

2 5 3 36 34 35 62 62 62 0 25 50 75 100

My organisation doesn't do this I'm not sure if my organisation does this My organisation does this

Q. Are you aware if your organisation is taking any of the following actions? RAP employees 2 4 2 21 25 21 77 71 77 0 25 50 75 100 Providing opportunities for Indigenous people to

extend their education through scholarships, trainees…

Providing opportunities for employees to learn more about Aboriginal

and Torres Strait Islander cultures Specifically trying to recruit more Aboriginal

and Torres Strait Islander people as staff

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Overall, employee perceptions of RAP activities

appear to have slipped

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There has been a downward trend since 2012 in the percentage of RAP employees who agree taking part in a RAP activity had an effective impact. For example, in terms of being present at a Welcome to Country or an Acknowledgement of Country (above) with their current organisation, a reduced percentage say they enjoyed it, or learnt something, or that they felt more positively towards Indigenous people and cultures after attending such an event.

Q. Present at event containing a Welcome to Country or an Acknowledgement of Country. Agree or disagree?

2 2 2 8 10 4 38 30 28 31 37 40 21 20 27 0 25 50 75 100

Strongly disagree Disagree Neither agree nor disagree Agree Strongly agree

RAP employees RAP employees - 2012

Employees who’ve been Present at Welcome/Acknowledgement event arranged by current organisation:

2 2 1 6 8 3 34 26 18 34 39 43 25 25 34 0 25 50 75 100

I felt more positively about Aboriginal & Torres Strait Islander

people and cultures after this activity

I learnt something from this activity I enjoyed participating

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Don't

know, 48 No, 2 Yes, 50

0 25 50 75 100

Awareness of Indigenous colleagues and of the

organisation having a RAP have both slipped

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There has been a decrease in the level of RAP employee awareness of Indigenous staff and of their organisation having a Reconciliation Action Plan, compared with 2012. Take-up of cultural awareness training has also reduced.

These trends can be seen as key underlying factors for the reduced awareness and perceived effectiveness of most other RAP initiatives and organisational practices.

Q. Are you aware of any Aboriginal and Torres Strait Islander people working in your organisation?

Q. Does your organisation have a Reconciliation Action Plan (RAP) in place or not? (2012:Were you aware that your organisation has a Reconciliation Action Plan?)

No, 28 Yes, 72

0 25 50 75 100

No, 14 Yes, 86

0 25 50 75 100

Aware of any Aboriginal and Torres Strait Islander people

working in your organisation? No, 35 Yes, 65 0 25 50 75 100 Does your organisation have a Reconciliation Action

Plan (RAP) in place or not?

No, 37 15 _{current organisation, 47}Yes, organised by my

0 25 50 75 100 No, 37 12 Yes, organised by my current organisation, 52 0 25 50 75 100 Received Cultural Awareness Training

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3 43 54

0 25 50 75 100

Very poor Fairly poor Fairly good Very good

Despite falling awareness and levels of perceived

impact, key RAP outcomes have improved

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While measures of employee awareness and satisfaction with RAP activities and organisational reconciliation practices have gone backwards, measures of outcomes for key RAP objectives have mostly improved.

For example, in terms of the relationship and trust between Indigenous and non-Indigenous colleagues, more

employees now see these as very positive.

Q. Would you say that the current relationship between Aboriginal and Torres Strait Islander employees and other employees in your organisation is...? Q. How would you describe the level of trust between the following groups of people in your organisation?

RAP employees - 2012

1 4 51 44

0 25 50 75 100

Relationship between Indigenous and non-Indigenous employees

is..? RAP employees aware of Indigenous colleagues:

1 1 5 5 22 17 45 46 27 31 0 25 50 75 100

Very low Fairly low Don't know Fairly high Very high

1 1 7 8 25 19 47 49 19 22 0 25 50 75 100

Trust that Aboriginal and Torres Strait Islander

people in my organisation have for

other employees Trust that non-Indigenous people in my

organisation have for Aboriginal and Torres Strait Islander employees

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RESEARCH & consulting _____________________________ 1 4 2 51 41 44 57 0 25 50 75 100

Not participated in any reconciliation activities with

current organisation Participated in at least one

reconciliation activity with current organisation

Participation in reconciliation activities

improves employee views of the relationship

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Participation in reconciliation activities continues to be effective, in creating a greater prevalence of positive views. For

example, employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the relationship between Indigenous and non-Indigenous colleagues as very good (57%), compared with those who haven’t (44%).

Q. Have you undertaken any of the following activities either within or outside your current organisation? – Participation with current org or not

Q. Would you say that the current relationship between Aboriginal and Torres Strait Islander employees and other employees in your organisation is...?

No, 26 Yes, 74

0 25 50 75 100

RAP employees - 2012

Overall impact of reconciliation activities on views of the relationship between Indigenous employees and other employees:

No, 23 Yes, 77

0 25 50 75 100

Participated in at least one activity arranged by

current organisation RAP employees

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Participation in reconciliation activities improves

employee views of the importance of the

relationship

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Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the relationship between Indigenous and non-Indigenous colleagues as very important (73%), compared with those who haven’t (58%).

Participant employees are much more likely than the general public to view the relationship as very important.

4 2 7 4 31 21 58 73 0 25 50 75 100 Not participated in any reconciliation activities with current organisation Participated in at least one reconciliation activity with current organisation

Not important at all Fairly unimportant Fairly important Very important

Q. How important is the relationship between Aboriginal and Torres Strait Islander people and other Australians, for Australia as a nation?

RAP employees General community

5 9 43 43

0 25 50 75 100

How important is the relationship between

Aboriginal and Torres Strait Islander people and

other Australians, for

Australia as a nation?

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Participation in reconciliation activities improves

employee knowledge of Indigenous people and

cultures

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Employees who’ve participated in at least one RAP activity with their current organisation are more likely to have high knowledge about Indigenous people and cultures, compared with those who haven’t.

28 16 21 10 50 48 42 38 20 32 34 44 2 5 3 7 0 25 50 75 100

reconciliation activity with current organisation Not participated in any reconciliation activities with

No knowledge at all/very low Fairly low Fairly high Very high

Q. How would you describe your level of knowledge about the following topics?

11 9 59 52 26 33 4 6 0 25 50 75 100 Knowledge about Aboriginal and Torres Strait Islander cultures Knowledge about the

history of Aboriginal and Torres Strait Islander people in

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Participation in reconciliation activities improves

employee views of trust

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Employees who’ve participated in at least one RAP activity with their current organisation are more likely to see the trust between Indigenous and non-Indigenous colleagues as very high, compared with those who haven’t.

1 1 1 1 5 5 7 4 29 20 25 16 45 45 46 47 20 29 21 32 0 25 50 75 100

reconciliation activity with current organisation Not participated in any reconciliation activities with

Q. How would you describe the level of trust between the following groups of people in your organisation?

Overall impact of reconciliation activities on views of the trust among employees aware of Indigenous colleagues:

Trust that non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander employees

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RESEARCH & consulting _____________________________ 31 38 41 44 34 44 49 47 47 53 53 56 63 68 0 25 50 75 100

Improving understanding of Aboriginal and Torres Strait Islander peoples customs (e.g. attendance at …

Reducing prejudice against Aboriginal and Torres Strait Islander people

Building relationships with your local Aboriginal and/or Torres Strait Islander community

Providing employment opportunities for Aboriginal and Torres Strait Islander people in your organisation

Your knowledge of Aboriginal and Torres Strait Islander people and cultures

Clear leadership from your senior manager(s) towards reconciliation

Shared celebration of National Reconciliation Week and/or NAIDOC week, by Aboriginal and Torres …

Participated in at least one reconciliation activity with current org Not participated in any reconciliation activities with current org

% say RAP has had a

positive impact on this

Participation in reconciliation activities

improves employee views of the RAP

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Employees who’ve participated in at least one RAP activity with their current organisation are more likely to consider the RAP has had a positive impact on key organisational practices, compared with those who haven’t. Again, this is particularly evident in terms of knowledge levels.

Q. What impact do you think your organisation’s RAP has made to the following…?

Overall impact of reconciliation activities on positive views of RAP objectives among employees aware of RAP:

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Participation in reconciliation activities

improves employee views of the organisation

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Employees who’ve participated in at least one RAP activity with their current organisation are more likely to strongly agree their organisation is achieving key reconciliation practices, compared with those who haven’t. This is particularly evident in terms of employee perceptions of management attitudes and support for reconciliation.

Q. How much do you agree or disagree with the following statements as descriptions of your main employer and your feelings about work?

24 26 23 32 34 36 30 32 30 38 44 45 0 25 50 75 100

Job vacancies are advertised widely to attract a diverse applicant pool

I feel I can really be true to my culture or personal beliefs at work

Individuals from all backgrounds have the same chance of promotion

My organisation is a good company to work for My immediate manager values differences in

people

My immediate manager treats everyone fairly

Participated in at least one reconciliation activity with current organisation Not participated in any reconciliation activities with current organisation

% Strongly agree RAP employees

Overall impact of reconciliation activities on positive employee perceptions of workplace at current organisation:

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Participation in reconciliation activities influences

employee views of historical acceptance

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Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel it is very important for all Australians to learn more about the past issues of European settlement and government policy for Indigenous Australians.

Q. In your opinion, is it important or not important for all Australians to learn more about the past issues of European settlement and government policy for Aboriginal and Torres Strait Islander people?

RAP employees 4 2 12 7 50 38

Very important for all Australians to learn more about the past issues of European settlement and govt policy for Indigenous

peoples, 35 Very important for all

Australians to learn more about the past issues of European settlement and govt policy for Indigenous

peoples, 54 0 25 50 75 100 Not participated in any reconciliation activities with current organisation Participated in at least one reconciliation activity with current organisation

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Participation in reconciliation activities influences

employee views of historical acceptance

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Employees who’ve participated in at least one RAP activity with their current organisation are more likely to feel that wrongs of the past must be rectified before all Australians can move on (29%), compared with those who haven’t (21%).

Q. In terms of the history of European settlement in Australia, which of the following statements do you most agree with? RAP employees 3 3 4 2 21

The wrongs of the past must be rectified before

all Australians can move on, 29

There should be forgiveness for the wrongs of the past and

all Australians should now move on, 72

66 0 25 50 75 100 Not participated in any reconciliation activities with current organisation Participated in at least one reconciliation activity with current organisation

The wrongs of the past can never be forgiven

I dont believe there have been any wrongs of the past

The wrongs of the past must be rectified before all Australians can move on

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Workplace Reconciliation Barometer 2014

20

Full results comparing RAP organisation employees with the

general public

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Race relations

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RAP employees are most likely to socialise with people of British or European cultural backgrounds on a frequent basis (80%), as are the general public (55%). When it comes to socialising with Indigenous people, RAP employees are much more likely to do so frequently (20%) than the general public (7%). However, both RAP employees (18%) and the general public (25%) are less likely to socialise with Indigenous people than with any other major cultural group.

4 12 4 18 21 35 14 36 3 42 35 34 26 16 33 18 49 20 80 0 25 50 75 100

Never Rarely Occasionally Frequently

Q. In a typical week, at work or otherwise, how often do you socialise with people from the following different cultural groups (including your own)?

7 19 8 25 3 24 40 23 45 10 46 29 39 23 32 23 12 30 7 55 0 25 50 75 100 Another cultural background Middle Eastern background Asian background Aboriginal or Torres Strait Islander background British or European background

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Race relations

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RAP employees continue to be more likely to consider the relationship between Indigenous and non-Indigenous Australians as very important (69%) than the general public (43%). However, there has been a downward trend since 2012.

1 3 3 5 21 24 75 69 0 25 50 75 100 2012 2014

Q. How important is the relationship between Aboriginal and Torres Strait Islander people and other Australians, for Australia as a nation?

5 9 43 43

0 25 50 75 100

How important is the relationship between Aboriginal and Torres Strait Islander people

and other Australians, for Australia as a nation?

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Race relations

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RAP employees are more likely than the general public to consider the trust between Indigenous and non-Indigenous Australians is low. However, there has been an improvement since 2012, with fewer employees now considering trust levels as fairly low or very low.

Q. How would you describe the level of trust between the following groups of people?

26 23 23 17 56 47 61 51 10 18 6 14 7 10 9 16 1 2 1 2 0 25 50 75 100 2012 2014 2012 2014

20 15 46 48 13 12 16 21 4 5 0 25 50 75 100

Trust that Aboriginal and Torres Strait

Islander people have for other

Australians Trust that other Australians have for

Aboriginal and Torres Strait Islander people

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Race relations

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RAP employees are more likely than the general public to consider the level of prejudice between Indigenous and non-Indigenous Australians is high.

Q. How would you describe the level of prejudice between the following groups of people in Australia?

7 9 42 46 16 15 29 25 6 5 0 25 50 75 100

Very high prejudice Fairly high prejudice Dont know Fairly low prejudice Very low prejudice

10 10 36 35 20 19 30 30 5 6 0 25 50 75 100

Prejudice between Non-Indigenous Australians and new Immigrants from

overseas Prejudice between

Non-Indigenous Australians and Aboriginal and Torres Strait Islander Australians

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Race relations

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RAP employees are more likely than the general public to disagree that other races/cultures are harmful to their own or that they find it difficult to understand other races/cultures. However, a similar of number of RAP employees (30%) and the general public (28%) agree they are concerned about causing offence when meeting people from other races/cultures.

Q. Please indicate your level of agreement with the following statements

1 4 7 5 26 20 13 24 46 27 31 26 54 16 0 25 50 75 100

Strongly agree Agree Neither agree nor disagree Disagree Strongly disagree

3 3 3 18 12 25 29 26 28 37 33 30 14 26 15 0 25 50 75 100 I find it difficult to understand the customs and ways of

other races/cultures Other races/cultures

are harmful to mine I worry about causing

offence when I meet people from other

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Race relations

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RAP employees (67%) are more likely than the general public (35%) to strongly disagree that non-Indigenous Australians are superior to Indigenous Australians. There has been little change since 2012 in the prevalence of this view.

2 2 11 10 23 20 64 67 0 25 50 75 100 2012 2014

2 6 24 32 35 0 25 50 75 100 Non-Indigenous Australians are superior to Aboriginal and Torres Strait Islander

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Race relations

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RAP employees are more likely than the general public to agree that Australia is better off with many different races/cultures and that it is possible for all Australians to be united.

2 2 9 4 14 14 47 37 28 44 0 25 50 75 100

3 3 11 10 21 23 44 40 21 24 0 25 50 75 100 I believe it is possible for all Australians to

become united Australia is better off

because we have many different races/cultures

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Race relations

28

RAP employees (40%) are more likely than the general public (35%) to agree that Australia is a racist country.

Q. Please indicate your level of agreement with the following statement

7 33 29 23 7

0 25 50 75 100

6 29 33 24 8

0 25 50 75 100

Australia is a racist country

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Knowledge and cultural understanding

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RAP employees are more likely than the general public to feel that their knowledge of Aboriginal and Torres Strait Islander history and cultures is high.

19 13 2 48 39 20 29 41 64 4 6 14 0 25 50 75 100

No knowledge at all/very low Fairly low Fairly high Very high

Q. How would you describe your level of knowledge about the following topics?

11 9 3 59 52 27 26 33 57 4 6 13 0 25 50 75 100 Knowledge about Aboriginal and Torres Strait Islander cultures Knowledge about the history of Aboriginal and Torres Strait Islander people … Knowledge about the history of Australia

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Knowledge and cultural understanding

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RAP employees are more likely than the general public to believe it is important for Australians to know about Aboriginal and Torres Strait Islander history and cultures. However, both groups more widely rate the importance of Australian history as high. 1 1 9 7 3 47 44 39 43 48 58 0 25 50 75 100

Not important at all Fairly unimportant Fairly Important Very important

Q. How important is it that all Australians know about the following topics?

6 5 2 15 12 4 49 50 39 31 33 54 0 25 50 75 100 Importance of knowing about Aboriginal and Torres

Strait Islander cultures Importance of knowing about the history of Aboriginal

and Torres Strait Islander people in

Australia Importance of knowing about the history of Australia

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Knowledge and cultural understanding

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RAP employees are more likely than the general public to be proud of Australia’s Indigenous cultures and to see the cultures as important to Australia’s national identity. However, there has been a downward trend since 2012, with fewer employees now agreeing with those statements.

Q. As an Australian, or as someone living in Australia, please indicate your level of agreement with the following statements

1 1 1 1 4 3 2 2 18 25 7 10 36 42 34 42 41 29 57 45 0 25 50 75 100 2012 2014 2012 2014

4 3 6 5 34 20 40 46 17 26 0 25 50 75 100

I feel proud of our Aboriginal and Torres Strait Islander

cultures

Aboriginal and Torres Strait Islander cultures are important to Australia's

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Knowledge and cultural understanding

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RAP employees (84%) are more likely than the general public (67%) to feel proud of Australia’s multiculturalism.

Conversely, similar percentages of RAP employees and the general public agree they are proud of Australia’s British and European cultures.

Q. As an Australian, or as someone living in Australia, please indicate your level of agreement with the following statements

1 1 5 2 31 13 44 47 19 37 0 25 50 75 100

1 3 5 7 30 23 44 44 20 23 0 25 50 75 100 I feel proud of our British/European cultures I feel proud of our multiculturalism

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Knowledge and cultural understanding

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RAP employees (82%) are more likely than the general public (71%) to agree that Indigenous Australians hold a unique place as the first Australians.

Q. Do you agree or disagree that Aboriginal and Torres Strait Islander people hold a unique place as the first Australians? 24 13 34 48

0 25 50 75 100

4 4 21 40 31

0 25 50 75 100

Aboriginal and Torres Strait Islander people hold a unique place as

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RESEARCH & consulting _____________________________ 13 5 21 9 34 32 32 54 0 25 50 75 100

I would feel very uncomfortable doing this I would feel slightly uncomfortable doing this I would feel comfortable doing this I would feel very comfortable doing this

14 4 20 8 34 28 33 59 0 25 50 75 100 Personally delivering an Acknowledgement of Country Being present at an event containing an Acknowledgement of Country

Knowledge and cultural understanding

34

There has been little change since 2012 in the percentage of RAP employees that would feel comfortable personally delivering an Acknowledgement of Country. Similarly, most RAP employees (86%) continue to feel comfortable being present at such an event, compared with 2012 (87%).

Q. How comfortable would you feel about taking part in an Acknowledgement of Country in the following ways?

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Historical acceptance

35

RAP employees are more likely than the general public to feel it is very important for all Australians to learn more about the past issues and consequences of European settlement and government policy for Indigenous people in Australia.

Q. In your opinion, is it important or not important for all Australians to learn more about the past issues of European settlement and government policy for Aboriginal and Torres Strait Islander people?

RAP employees

2 8 41 49

0 25 50 75 100

General community

4 11 46 39

0 25 50 75 100

Is it important or not important for all Australians to learn more

about the past issues of European settlement and

government policy for Aboriginal and Torres Strait Islander people?

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Historical acceptance

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The majority of both RAP employees (68%) and the general public (66%) feel there should be forgiveness for the past issues of European settlement and government policy and all Australians should now move on.

Q. In terms of the history of European settlement in Australia, which of the following statements do you most agree with?

3 2 27

There should be forgiveness for the wrongs of the past and

all Australians should now move on, 68

0 25 50 75 100

The wrongs of the past can never be forgiven

I dont believe there have been any wrongs of the past

The wrongs of the past must be rectified before all Australians can move on

There should be forgiveness for the wrongs of the past and all Australians should now move on

5 6 23

There should be forgiveness for the wrongs of the past and all Australians should now move

on, 66

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Organisational practices and RAP outcomes

37

There has been little change since 2012 in the percentage of RAP employees that have participated in various reconciliation activities at their current organisation. However, most notably there has been a downward trend since 2012 in the percentage of RAP employees who’ve received cultural awareness training.

78 47 37 24 7 14 15 17 16 39 47 59 0 25 50 75 100

No Yes, but not organised by my current organisation Yes, organised by my current organisation

Q. Have you undertaken any of the following activities either within or outside your current organisation? RAP employees 82 46 37 26 5 14 12 23 14 42 52 60 0 25 50 75 100 Personally delivered a Welcome to Country or an Acknowledgement of Country Attended an event to celebrate

National Reconciliation Week or NAIDOC week Received Cultural Awareness

Training

Been present at an event containing a Welcome to

Country or an Acknowledgement of Country

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Organisational practices and RAP outcomes

38

There has been a downward trend since 2012 in the percentage of RAP employees who agree they learnt something from cultural awareness training, or that they enjoyed it. Most notably, 57% agree they felt more positively towards Indigenous people and cultures after training, down from 73% in 2012.

Q. Cultural Awareness Training which was organised by your current organisation. Agree or disagree with the statements?

2 2 2 7 4 5 33 19 12 31 40 45 26 35 36 0 25 50 75 100

Employees who’ve undertaken Cultural Awareness Training by current organisation:

1 1 1 4 3 2 23 10 7 37 42 43 36 44 47 0 25 50 75 100

I felt more positively about Aboriginal &

Torres Strait Islander people and

cultures after this … I enjoyed participating in this

activity I learnt something

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Organisational practices and RAP outcomes

39

There has been a downward trend since 2012 in the percentage of RAP employees who agree they learnt something from celebrating a National Reconciliation Week or NAIDOC week event, or that they enjoyed it, or that they felt more positively towards Indigenous people and cultures after celebrating one or both of these events.

Q. National Reconciliation week or NAIDOC week event which was organised by your organisation. Agree or disagree?

1 1 1 4 4 1 27 16 10 38 47 48 31 32 41 0 25 50 75 100

Employees who’ve celebrated NRW or NAIDOC week event arranged by current organisation:

2 2 1 22 12 6 40 46 46 35 39 47 0 25 50 75 100

I felt more positively about Aboriginal & Torres Strait Islander

people and cultures after this activity

I learnt something from this activity I enjoyed participating

(40)

POLITY

Organisational practices and RAP outcomes

40

There has been a downward trend since 2012 in the percentage of RAP employees who agree they learnt something from personally delivering a Welcome to Country or an Acknowledgement of Country, or that they enjoyed it, or that they felt more positively towards Indigenous people and cultures after doing so.

Q. Personally delivered Welcome to Country or an Acknowledgement of Country. Agree or disagree?

1 2 1 5 4 2 29 32 16 34 31 40 30 32 41 0 25 50 75 100

Employees who’ve Personally delivered Welcome/Acknowledgement arranged by current organisation:

1 1 1 3 2 1 25 29 11 36 34 39 35 34 48 0 25 50 75 100 I learnt something from this activity I felt more positively

about Aboriginal & Torres Strait Islander

people and cultures after this activity I enjoyed participating

(41)

POLITY

Organisational practices and RAP outcomes

41

There has been a downward trend since 2012 in the percentage of RAP employees who agree they learnt something from being present at a Welcome to Country or an Acknowledgement of Country, or that they enjoyed it, or that they felt more positively towards Indigenous people and cultures after attending such an event.

Q. Present at event containing a Welcome to Country or an Acknowledgement of Country. Agree or disagree?

2 2 2 10 8 4 30 38 28 37 31 40 20 21 27 0 25 50 75 100

Employees who’ve been Present at Welcome/Acknowledgement event arranged by current organisation:

2 2 1 8 6 3 26 34 18 39 34 43 25 25 34 0 25 50 75 100 I learnt something from this activity I felt more positively

about Aboriginal & Torres Strait Islander

people and cultures after this activity I enjoyed participating

(42)

POLITY

Organisational practices and RAP outcomes

42

Business Actions: Employee perception of reconciliation business actions undertaken by their organisation has slipped

since 2012, with a lower percentage being aware of these practices than in 2012, particularly in terms of recruitment.

4 5 3 58 34 35 39 62 62 0 25 50 75 100

Q. Are you aware if your organisation is taking any of the following actions? – Business actions RAP employees 3 4 2 51 25 21 46 71 77 0 25 50 75 100 Committing to contracting Aboriginal

and Torres Strait Islander businesses, when all … Providing opportunities for employees to learn more about Aboriginal

and Torres Strait Islander cultures Specifically trying to recruit more Aboriginal

and Torres Strait Islander people as staff

(43)

POLITY

Organisational practices and RAP outcomes

43

Workplace Actions: Employee perception of reconciliation workplace actions undertaken by their organisation has increased

since 2012, with a higher percentage being aware of these practices than in 2012, particularly in terms of Acknowledgement of Country. 3 2 20 17 77 81 0 25 50 75 100

Q. Are you aware if your organisation is taking any of the following actions? – Workplace actions RAP employees 5 3 27 20 67 77 0 25 50 75 100 Acknowledging the Traditional Owners of the land Promoting and celebrating National Reconciliation Week and/or NAIDOC Week

within the workplace

(44)

POLITY

Organisational practices and RAP outcomes

44

Community Actions: Employee perception of reconciliation community actions undertaken by their organisation has slipped

since 2012, with a lower percentage being aware of these practices than in 2012, particularly regarding skills education.

2 2 36 28 62 70 0 25 50 75 100

Q. Are you aware if your organisation is taking any of the following actions? – Community actions RAP employees 2 2 21 26 77 72 0 25 50 75 100 Providing opportunities for Aboriginal and Torres

Strait Islander people to extend their education

through

scholarship, traineeships and work placements

Partnering with Aboriginal and Torres

Strait Islander organisations or

communities

(45)

POLITY

Organisational practices and RAP outcomes

45

There has been a downward trend since 2012 in the percentage of RAP employees who strongly support reconciliation business actions. Most notably, 46% strongly support providing opportunities to learn more about Indigenous cultures, down from 54% in 2012.

Q. And would you support or oppose your organisation taking the following actions? – Business actions

2 2 1 4 4 1 22 21 15 35 34 37 37 39 46 0 25 50 75 100

Strongly oppose Oppose Neither support nor oppose Support Strongly support

Support for business actions taken by current organisation:

2 1 1 4 3 1 18 14 8 35 35 37 41 46 54 0 25 50 75 100 Committing to contracting Aboriginal and Torres Strait

Islander businesses, when all other tender conditions are equal, as part of a … Specifically trying to recruit more Aboriginal and Torres Strait Islander people as

staff

Providing opportunities for employees to learn more about Aboriginal and Torres

(46)

POLITY

Organisational practices and RAP outcomes

46

There has been little change since 2012 in the percentage of RAP employees who strongly support reconciliation workplace actions.

Q. And would you support or oppose your organisation taking the following actions? – Workplace actions

2 1 4 2 17 14 31 37 45 45 0 25 50 75 100

Support for workplace actions taken by current organisation:

2 5 3 16 12 30 36 46 49 0 25 50 75 100 Acknowledging the Traditional Owners of the land Promoting and celebrating National Reconciliation Week and/or NAIDOC Week within the

(47)

POLITY

Organisational practices and RAP outcomes

47

There has been a downward trend since 2012 in the percentage of RAP employees who strongly support reconciliation community actions. Most notably, 48% strongly support providing opportunities for Indigenous people to skill up, down from 55% in 2012.

Q. And would you support or oppose your organisation taking the following actions? – Community actions

1 1 1 14 12 39 37 46 48 0 25 50 75 100

Support for community actions taken by current organisation:

2 1 9 7 37 37 51 55 0 25 50 75 100

Partnering with Aboriginal & Torres Strait Islander

organisations or communities Providing opportunities for

Aboriginal & Torres Strait Islander people to extend their education through scholarships, traineeships

(48)

POLITY

3 43 54

0 25 50 75 100

Organisational practices and RAP outcomes

48

There has been a decrease in the level of RAP employee awareness of Indigenous staff at their current

organisation, compared with 2012. However, there has been an increase in the percentage of employees who consider the relationship between Indigenous and non-Indigenous colleagues is very good.

Q. Are you aware of any Aboriginal and Torres Strait Islander people working in your organisation?

Q. Would you say that the current relationship between Aboriginal and Torres Strait Islander employees and other employees in your organisation is...?

No, 28 Yes, 72

0 25 50 75 100

RAP employees aware of Indigenous colleagues:

No, 14 Yes, 86 0 25 50 75 100 Aware of any Aboriginal and Torres Strait Islander people working in your organisation? 14 51 44 0 25 50 75 100 Relationship between Indigenous and non-Indigenous employees is..?

(49)

POLITY

Organisational practices and RAP outcomes

49

There has been an increase in the perception of very high trust between Indigenous and non-Indigenous employees since 2012, particularly in terms of trust that non-Indigenous staff hold for their Indigenous colleagues.

1 1 5 5 22 17 45 46 27 31 0 25 50 75 100

Q. How would you describe the level of trust between the following groups of people in your organisation?

RAP employees aware of Indigenous colleagues: RAP employees - 2012

1 1 7 8 25 19 47 49 19 22 0 25 50 75 100

Trust that Aboriginal and Torres Strait Islander people in my organisation have for

other employees Trust that non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander

(50)

POLITY

RESEARCH & consulting _____________________________ 1 1 4 4 26 33 24 22 45 40 0 25 50 75 100

Very high prejudice Fairly high prejudice Don't know Fairly low prejudice Very low prejudice

1 1 8 6 26 33 27 25 37 35 0 25 50 75 100

Prejudice that non-Indigenous people in my organisation have for Aboriginal and Torres Strait Islander

employees Prejudice that Aboriginal and Torres Strait Islander people in my organisation

have for other employees

Organisational practices and RAP outcomes

50

There has been an increase in the perception of very low prejudice between Indigenous and non-Indigenous employees since 2012, particularly in terms of prejudice that non-Indigenous staff hold for their Indigenous colleagues.

Q. How would you describe the level of prejudice between the following groups of people in your organisation?

(51)

POLITY

33 14 RAP has had a positive impact on this , 52 0 25 50 75 100 Providing employment opportunities for Aboriginal and Torres Strait Islander

people in your organisation

I have no idea of RAP impact on this RAP has had a negative impact on this RAP has made no difference to this RAP has had a positive impact on this

Organisational practices and RAP outcomes

51

There has been a decrease in the level of RAP employee awareness of their organisation having a Reconciliation Action Plan, since 2012. However, the majority (52%) of those who are aware feel the RAP has had a positive impact on

employment opportunities for Indigenous people, while less than 1% believes it has had a negative effect.

Q. Does your organisation have a Reconciliation Action Plan (RAP) in place or not? (2012:Were you aware that your organisation has a Reconciliation Action Plan?) Q. What impact do you think your organisation’s RAP has made to the following…?

Don't

know, 48 No, 2 Yes, 50

0 25 50 75 100

RAP employees aware of RAP:

No, 35 Yes, 65 0 25 50 75 100 Does your organisation have a Reconciliation Action Plan (RAP) in place or not?

(52)

POLITY

RESEARCH & consulting _____________________________ 34 36 33 33 18 24 23 21 17 15 14 29 15 12 45 46 52 52 53 61 65 0 25 50 75 100