BCHS Reflect RAP V6 HR - Flipbook - Page 14
OPPORTUNITIES
14
Deliverable
Timeline
Responsibility
8. Improve
employment
outcomes by
increasing
Aboriginal
and Torres
Strait Islander
recruitment,
retention and
professional
development.
Develop a value proposition for Aboriginal and Torres
Strait Islander employment within our organisation.
December
2023
Executive Leader
People and Culture
Review the Inclusion and Equity policy that supports
the access and equitable opportunity for employees
and clients.
December
2023
Executive Leader
People and Culture
Build understanding of current Aboriginal and Torres
Strait Islander stafong to inform future employment
and professional development opportunities.
September
2023
Executive Leader
People and Culture
9. Annual reporting
on BCHS
recruitment
data
Report annually on the recruitment and retention
rates for Aboriginal and Torres Strait Islander
employees compared with non-Aboriginal and Torres
Strait Islander employees.
June 2024
Executive Leader
People and Culture
10. Provide access
to cultural leave
to Aboriginal
and Torres
Strait Islander
employees.
Review existing employee beneots (as documented
in policies) that provide Aboriginal and Torres Strait
Islander employees with access to cultural leave for
cultural ceremonial and NAIDOC purposes.
August
2023
Executive Leader
People and Culture
11. Increase
Aboriginal and
Torres Strait
Islander supplier
diversity
to support
improved
economic and
social outcomes.
Develop an understanding of the beneots of
procurement from Aboriginal and Torres Strait
Islander-owned businesses, including exploration of
Supply Nation membership.
June 2024
Executive Leader
Resources
and Enterprise
Development
Explore opportunities for all BCHS sites to
commission and display local Aboriginal and Torres
Strait Islander peoples9 artwork.
May 2024
Executive Leader
Communications
and Community
Engagement
