Reflect Reconciliation Action Plan - Fyfe Pty Ltd
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Fyfe Pty Ltd Reflect Reconciliation Action Plan September 2021 - December 2022
Our business
Fyfe started in 1982 as an Adelaide based guarantee efficiency and safety. Value also means doing the
job cost efficiently, minimising waste, downtime and maximising
surveying company, specialising in property
productivity by being adaptive and agile. As we approach
services. Through the 80s and 90s, Fyfe our fifth decade, we acknowledge the vital importance of the
maximised opportunities for growth, lasting partnerships we have developed with our clients. It is
ultimately becoming what is known today these powerful personal and professional relationships, built
on a foundation of trust, that assures our sustainability and
as an integrated engineering, environment,
contributes to our continued success.
planning and surveying firm.
We are absolutely committed to employing the best people and
In an increasingly globalised sector, Fyfe now stands alone as provide employment opportunities that encourage a diverse
the leading Australian owned integrated professional project workforce that support community initiatives. Currently we have
services firm in the defence, energy, resources, property and 300 employees based in 14 offices across major capital cities
infrastructure sectors. Fyfe is passionately Australian. We are and regional centres, with five staff identifying as Aboriginal
absolutely committed to employing the best people to deliver and/or Torres Strait Islander people. Fyfe’s employees currently
high value projects that build Australian prosperity. And we work on projects across all states of Australia and through many
recognise that our people are our greatest asset. regions and communities.
Our success has come about due to an unswerving commitment
to delivering value through integration. Value means being
smarter for our clients, employing the very best people and
using the latest integrated technology solutions. Value means
doing the job faster for our clients, using advanced systems to
Our RAP
Fyfe has recognised that as a national Whilst we have had some success in engaging with and
organisation that works on projects in creating effective commercial and community relationships with
Aboriginal and Torres Strait Islander people, businesses, and
locations with Aboriginal and Torres Strait communities, we acknowledge that there is an opportunity to
Islander communities, we need to better develop these into longer-term, consistent relationships. With
understand Aboriginal and Torres Strait this Reconciliation Action Plan, we begin our journey towards a
Islanders contributions to history, their values genuine and long-term plan for reconciliation.
and cultures and make a positive contribution We aim to make a positive contribution to the broader Australian
to the communities we work in. communities in which we live and work by building opportunities
to work closely with Aboriginal and Torres Strait Islander staff,
businesses, communities and organisations which will result in
We embrace our cultural and linguistic diversity and are proud more effective planning, design and delivery of projects.
of the culturally safe and inclusive work environment we have
created at Fyfe. Our Reconciliation Action Plan supports The development of our RAP is a starting point of our
our ongoing commitment to provide rich employment and commitment to Aboriginal and Torres Strait Islander people
development opportunities to First Nations peoples and to lead to a better understanding and then growth within this
meaningful engagement with Aboriginal and Torres Strait newfound knowledge that it brings. The RAP is championed by
Islander Communities where we operate. our Managing Director, Gary Spence and supported by our RAP
Committee with representatives from all areas of our operations
and nationally across both regional and urban locations.
RAP Committee
Gary Spence Managing Director and RAP Champion
Stephen Warren Director Business Services and RAP
Committee Chair
Heather Trevithick General Manager, Human Resources
Chris Moore General Manager, Surveying
Joel Stevenson General Manager, Property &
Infrastructure
Adrian Gallagher Northern Territory Manager
Raymond Pillion Division Manager, Port Augusta
Bill Mitchell Surveyor and Senior UAV Pilot
Message from the Managing Director
On behalf of the Executive Leadership Team and the RAP
Gary Spence
Committee, I am proud of Fyfe’s undertaking of our first
Managing Director
Reconciliation Action Plan (2021 – 2022). As an Australian
Fyfe
Organisation we pride ourselves on creating an organisation
which is culturally safe, inclusive, and diverse, embracing people
from diverse cultural backgrounds and the innovation and
diversity of thought that they bring in the delivery of projects.
We believe that all organisations have a part to play in achieving
greater equality and opportunities for Aboriginal and Torres
Strait Islander people and that the first steps are to understand,
acknowledge and educate ourselves on the deep history of First
“I believe that our values of Respect, Integrity, Nations peoples, as well as the key role they play in our future.
Accountability, Responsiveness and Passion In an industry that is short of talent we embarked last year on
a venture to create a First Nations Internship Program, aimed
have set a solid foundation that supports our
at providing career pathways for Aboriginal and Torres Strait
reconciliation journey and our commitment Islander youth, with our first Interns commencing in June this
of improving relationships, understanding year.
and creating opportunities for First Nations
peoples and the communities where we work.”
Message from Reconciliation Australia
reconciliation commitments in new ways. This Reflect RAP will
Karen Mundine
lay the foundations, priming the workplace for future RAPs and
Chief Executive Officer
reconciliation initiatives.
Reconciliation Australia
The RAP program’s strength is its framework of relationships,
respect, and opportunities, allowing an organisation to
strategically set its reconciliation commitments in line with its
own business objectives, for the most effective outcomes.
These outcomes contribute towards the five dimensions of
reconciliation: race relations; equality and equity; institutional
integrity; unity; and historical acceptance.
Reconciliation Australia welcomes Fyfe to the Reconciliation
It is critical to not only uphold all five dimensions of reconciliation,
Action Plan (RAP) program with the formal endorsement of its
but also increase awareness of Aboriginal and Torres Strait
inaugural Reflect RAP.
Islander cultures, histories, knowledge, and leadership across all
Fyfe joins a network of more than 1,100 corporate, government, sectors of Australian society.
and not-for-profit organisations that have made a formal
This Reflect RAP enables Fyfe to deepen its understanding of
commitment to reconciliation through the RAP program.
its sphere of influence and the unique contribution it can make
Since 2006, RAPs have provided a framework for organisations to lead progress across the five dimensions. Getting these
to leverage their structures and diverse spheres of influence to first steps right will ensure the sustainability of future RAPs and
support the national reconciliation movement. The program’s reconciliation initiatives, and provide meaningful impact toward
potential for impact is greater than ever, with over 2.3 million Australia’s reconciliation journey.
people now working or studying in an organisation with a RAP.
Congratulations Fyfe, welcome to the RAP program, and I look
The four RAP types — Reflect, Innovate, Stretch and Elevate forward to following your reconciliation journey in the years to
— allow RAP partners to continuously develop and strengthen come.
Our partnerships / current activities Towards the end of 2020 Fyfe developed an Internship and Undergraduate Program for First Nations peoples that commenced in 2021. The aim of the program was to create employment opportunities and career pathways for Aboriginal and Torres Strait Islander youth by providing paid work experience, mentoring, training and financial support to see them through Year 12 all the way to the end of their tertiary journey (TAFE or University). Fyfe has approached several schools in the Northern Territory, South Australia and Greater Brisbane to kick off the work experience and Internship program, with the first engagement organised through the Hymba Yumba Independent School located in Springfield. Our two Jarjums (Interns) have different career aspirations, one is exploring a career in corporate Marketing, whilst our other Jarjum has demonstrated a keen interest in Surveying. The Hymba Yumba school has a very progressive career pathway program for students from year 7 to 12 which has provided opportunities for Fyfe’s current and emerging leaders to take an active mentoring role to further engage with the school’s Jarjums and in turn for us to gain a greater insight into the rich culture, history and heritage of the First Nations peoples. We are excited to pursue this journey with the Hymba Yumba school and continue to develop and foster a strong relationship for current and future students.
Working with Aboriginal and Torres Strait Islander Businesses and Communities
Fyfe has a long history of working for and with Aboriginal and
Torres Strait Islander Businesses and communities, examples
are:
— Fyfe has undertaken an extensive number of survey projects — Muddy Waters weed wash down services - Muddy Waters
within the vast Northern Territory Aboriginal and Torres Strait weed wash down services were a Chinchilla based business
Islander communities and homelands. Fyfe engages local run by the Mandandanji people. Fyfe’s Chinchilla operation
Aboriginal and Torres Strait Islander personnel to assist in used Muddy Waters for wash down and weed certifications
these projects. on vehicles.
— Fyfe is currently engaged by the Northern Territory — Fyfe’s Northern Territory operations have also worked with the
Department of Infrastructure, Planning and Logistics to following Aboriginal and Torres Strait Islander Business on a
provide project management services for remote and variety of projects:
Aboriginal and Torres Strait Islander community capital
– ICRG Indigenous Construction Resource Group (currently
projects on both mainland and several offshore islands
working together on the Tiger Brennan Drive Construction
— McMahon Services in 2010, Intract Aboriginal and Torres project)
Strait Islander Contractors was established under a
– NT Civil
partnership model between the Aboriginal Foundation of
South Australia and McMahon Services. Fyfe has engaged – Several land councils within the Northern Territory.
Intract on several of its projects in Queensland and the
Northern Territory.
The Artist
Dennis McCarthy This piece that Dennis has created is a totem that he has
developed in co-ordination with FYFE and it’s commitment to
Bininj Name Murrwurruwurr
creating a Reconciliation Action Plan.
Skin Group Yirridja
Clan Ngomburr
Artwork – The Story
Dennis was born on 7 January
1961 at Winnellie Camp near The Rainbow Serpent ‘Ngalyod’ is creator of all landscape
Darwin, NT. During World War 2 and waterways, which have been used as features and clan
Winnellie Camp was a collection boundaries for thousands of years. Ngalyod is encompassing
of Sidney Williams huts used a symbolic boundary (a direct correlation with a modern Survey
by the army. At the end of the Boundary) it has created through a blue dotted outline of
war this was used as a camp Australia. The symbolic blue dotted colour represents FYFE,
for Aboriginal people. Dennis’ working in Harmony with Ngalyod and acknowledging his
mother was born in the Patonga/
power as the creator of all things. The dot art around Australia
Cooinda area of Kakadu.
(which pays acknowledgement to the central desert people
Most of Dennis’ family are based in Kakadu and Arnhemland. He it is associated with) symbolizes people with digging sticks
takes great pride in his art, as an expression of the culture of the working together and the long line and circle for the dreaming
Ngomburr people and learned much of his heritage from sitting trail, showing generations of stories and learning passed down.
and painting with other artists. The dot art in the heart of Australia represents people coming
together for food, water and ceremony, a special gathering.
The Kunwinjku style of art (cross hatching and ochre colours)
Dennis uses represent both he and his son Bill’s family ties with FYFE hopes to gather with the indigenous people of Australia
much of the ancient land and culture throughout Kakadu. White and continue to create, in honour of Ngalyod.
ochre represents body decoration for ceremony, yellow for the
sun, black for tribal markings and red for mother earth, ‘Yingarna’.Relationships
Action Deliverable Timeline Responsibility
1. Establish and Identify Aboriginal and Torres Strait Islander stakeholders February Northern Territory Manager
strengthen mutually and organisations within our local area or sphere of influence. 2022 and Division Manager Port
beneficial relationships Augusta
with Aboriginal and
Torres Strait Islander Research best practice and principles that support June 2022 Director Business Services
stakeholders and partnerships with Aboriginal and Torres Strait Islander
organisations. stakeholders and organisations.
2. Build relationships Circulate Reconciliation Australia’s NRW resources and May 2022 General Manager, Human
through celebrating reconciliation materials to our staff. Resources
National Reconciliation
Week (NRW). RAP Committee members to participate in an external NRW 27 May - RAP Committee
event. 3 June 2022
Encourage and support staff and senior leaders to 27 May - General Manager, Property
participate in at least one external event to recognise and 3 June 2022 & Infrastructure
celebrate NRW.
3. Promote Communicate our commitment to reconciliation to all staff. October 2021 RAP Champion
reconciliation through
our sphere of influence. Communicate and launch the RAP at our major offices. October 2021 RAP Champion
Invite representatives of local Aboriginal and Torres Strait October 2021 Northern Territory Manager
Islander Communities to initial RAP launch.
Identify external stakeholders that our organisation can October 2021 Director Business Services
engage with on our reconciliation journey.Action Deliverable Timeline Responsibility
3. Promote Identify RAP and other like-minded organisations that we December General Manager,
reconciliation through could approach to collaborate with on our reconciliation 2021 Surveying
our sphere of influence. journey.
Identify peer companies and networks also taking a proactive March 2022 Director Business Services
approach to reconciliation to connect with, share learnings
and ideas.
Commission an Aboriginal artwork as an internal and external September Northern Territory Manager
focal point of the company commitment to reconciliation and 2021 and Surveyor and Senior
acknowledgement of our Australian heritage as a company. (Darwin and UAV Pilot
Artwork to be in each main office Brisbane),
July 2022
(Adelaide)
Provide our RAP and information on reconciliation on our October 2021 General Manager, Human
intranet and website Resources
4. Promote positive Research best practice and policies in areas of race relations March 2022 General Manager, Human
race relations through and anti-discrimination. Resources
anti-discrimination
strategies. Conduct a review of HR policies and procedures to identify June 2022 General Manager, Human
existing anti-discrimination provisions, and future needs. ResourcesRespect
Action Deliverable Timeline Responsibility
5. Increase Develop a business case for increasing understanding, December Surveyor and Senior UAV
understanding, value value and recognition of Aboriginal and Torres Strait 2021 Pilot, Northern Territory
and recognition of Islander cultures, histories, knowledge and rights within our Manager, and General
Aboriginal and Torres organisation. Manager, Property &
Strait Islander cultures, Infrastructure
histories, knowledge
and rights through Conduct a review of cultural learning needs within our November General Manager, Human
cultural learning. organisation. 2021 Resources
Investigate cultural awareness courses offered by Aboriginal February General Manager, Human
and Torres Strait Islander organisations 2022 Resources
Invite speakers into our organisation to increase March 2022 Northern Territory
understanding, value and recognition of Aboriginal and Torres Manager
Strait Islander cultures
6. Demonstrate respect Develop an understanding of the local Traditional Owners or December Surveyor and Senior UAV
to Aboriginal and Custodians of the lands and waters within our organisation’s 2021 Pilot; General Manager,
Torres Strait Islander operational area. Property & Infrastructure
peoples by observing
cultural protocols.Action Deliverable Timeline Responsibility
6. Demonstrate respect Increase staff’s understanding of the purpose and significance January General Manager, Human
to Aboriginal and behind cultural protocols, including Acknowledgement of 2022 Resources
Torres Strait Islander Country and Welcome to Country protocols.
peoples by observing
cultural protocols. Develop and implement a plan to raise awareness and November Northern Territory
understanding of the meaning and significance behind 2021 Manager
Acknowledgement of Country and Welcome to Country
protocols (including any local cultural protocols).
7. Build respect for Raise awareness and share information amongst our staff June 2022 General Manager, Human
Aboriginal and Torres about the meaning of NAIDOC Week. Resources, Surveyor and
Strait Islander cultures Senior UAV Pilot
and histories by
celebrating NAIDOC Introduce our staff to NAIDOC Week by promoting external July 2022 Surveyor and Senior UAV
Week. events in our local area. Pilot; Division Manager,
Port Augusta
RAP Committee to participate in an external NAIDOC Week July 2022 Surveyor and Senior UAV
event. PilotOpportunities
Action Deliverable Timeline Responsibility
8. Improve employment outcomes Develop a business case for Aboriginal and Torres Strait October General Manager,
by increasing Aboriginal and Islander employment within our organisation. 2021 Human Resources
Torres Strait Islander recruitment,
retention and professional Build understanding of current Aboriginal and Torres September General Manager,
development. Strait Islander staffing to inform future employment and 2021 Human Resources
professional development opportunities.
Build on the current Aboriginal and Torres Strait Islander December General Manager,
Work Experience / Internship programs to create longer term 2022 Human Resources
employment pathways in our business.
As part of the Exit Interview process, interview Aboriginal November General Manager,
and Torres Strait Islander employees for feedback on their 2021 Human Resources
experiences being an Aboriginal and Torres Strait Islander
person in our organisation. Strive to find out what works and
what does not work in our organisation.
Engage with employees on Fyfe employment policies March General Manager,
2022 Human ResourcesAction Deliverable Timeline Responsibility
9. Increase Aboriginal and Torres Develop a business case for procurement from Aboriginal February Director Business
Strait Islander supplier diversity to and Torres Strait Islander owned businesses. 2022 Services
support improved economic and
social outcomes. Investigate Supply Nation membership. July 2022 Director Business
ServicesGovernance
Action Deliverable Timeline Responsibility
10. Establish and maintain an Maintain a RAP Committee to govern RAP September 2021 Director Business Services
effective RAP Committee to implementation.
drive governance of the RAP.
Draft a Terms of Reference for the RAP Committee. September 2021 Director Business Services
Establish and maintain Aboriginal and Torres Strait September 2021 Director Business Services
Islander representation on the RAP Committee.
11. Provide appropriate Define resource needs for RAP implementation. September 2021 Director Business Services
support for effective
implementation of RAP Engage senior leaders in the delivery of RAP September 2021 Director Business
commitments. commitments. Services; General
Manager, Property &
Infrastructure an
Define appropriate systems and capability to track, December 2021 Director Business Services
measure and report on RAP commitments.Action Deliverable Timeline Responsibility
12. Build accountability Complete and submit the annual RAP Impact September General Manager, Human
and transparency through Measurement Questionnaire to Reconciliation 2021, 2022 Resources
reporting RAP achievements, Australia.
challenges and learnings both
internally and externally. Actively monitor implementation of actions, track December 2021, Director Business Services
progress and provide quarterly reports to Fyfe April 2022, July
Executive Team and Board. 2022
13. Continue our reconciliation Register via Reconciliation Australia’s website to September General Manager, Human
journey by developing our begin developing our next RAP. 2022 Resources
next RAP.
Contact Details
Name: Gary Spence
Position: Managing Director
Phone: 07-3837 9000
Email: gary.spence@fyfe.com.auYou can also read
