REFLECT RECONCILIATION ACTION PLAN JAN 2021 - JAN 2022 - JAN ...
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REFLECT
RECONCILIATION ACTION PLAN
JAN 2021 - JAN 2022
TABLE OF CONTENTS
Message from our Managing Director………………………………………. Page 3
Acknowledgement of Country and Traditional Custodians ……………. Page 4
Our Business and Our RAP ………………………………………………….. Page 5 - 6
Our partnerships/current activities ………………………………………… Page 6
Relationships …………………………………………………………………... Page 7- 8
Respect …………………………………………………………………………. Page 9 -10
Opportunities ………………………………………………………………….. Page 11
Governance ……………………………………………………………………. Page 12
Contact Details ……………………………………………………………….. Page 13
2
A Message from our Director – Alex Kenning
I am proud to introduce Aquent Australia’s first Reconciliation Action Plan, it outlines our
commitment to exploring how we, as an organisation, can create and integrate initiatives in our
business that will lead us to build effective relationships with and identify opportunities for
Aboriginal and Torres Strait Islander people within the digital and creative industries throughout
Australia.
At Aquent Australia, we believe that our four core values—we before me, make it matter, keep
growing, own it—align with the fundamental principles of reconciliation.
Our aim is to create a more open and inclusive industry—and viable opportunities within that
industry—for Aboriginal and Torres Strait Islander people, so that the industry reflects and
represents, rightfully, the nations that make up this country.
3
ACKNOWLEDGEMENT OF COUNTRY AND TRADITIONAL CUSTODIANS
We pay respect to all Aboriginal and Torres Strait Islander peoples and their
Elders - past, present and future. We acknowledge the stories, traditions and
living cultures of Aboriginal and Torres Strait Islander peoples on this land, and
commit to building a brighter future together.
4
Our Business
Aquent is a global workforce solutions company. We've been leaders in the world of digital marketing, creative and development recruitment for over 30 years.
We invented the creative and marketing freelancing specialisations, and we now continue to be the largest in the world. We work across a host of digital and
creative services from the likes of UX, through to Cyber Security.
Our full service offerings include: Recruitment — across freelance, contract and perm — Managed Talent and Workforce Services, Project Management and
Professional Development.
As markets change, pivot, grow and develop, so have we. Our services now extend through to new areas which offer solutions across the entire workforce, with
our core foundation coming from people. It’s about finding the right people, the right solutions, the right tools and management to help businesses prosper and
nurture its growth within an ever-changing industry.
We’re about doing what’s right for everyone — our talent, and our clients. Because happy people are good for business.
Aquent employs approximately 35 full time permanent employees across Australia with approximately over 200 labour hires employed at any one time.
While we are aware of some Aboriginal and Torres Strait Islander representation in our workforce, we have not surveyed our business to identify whether our
employees identify as Aboriginal and/or Torres Strait Islander people. We intend to improve employment outcomes throughout this and future RAPs.
Aquent has a global reach with over 35 offices around the world.
We have 2 offices in Australia: NSW, VIC (Sydney CBD, Melbourne CBD).
Our RAP
As a global workforce solutions company, we have an opportunity to promote career opportunities for Aboriginal and Torres Strait Islander peoples. As an
employer, we are conscious that there is more that we could be doing to ensure that there is a greater representation of Aboriginal and Torres Strait Islander
peoples in our own workforce, as well as to support Supply Nation businesses. Having a RAP in our workplace increases internal and external individuals’
awareness, and educates them of the importance of Aboriginal and Torres Strait Islander histories and diversity. We believe that it will benefit our local
communities, our business, and the value that we can offer our own customers.
We host a number of events each year and we have recently begun to include an Acknowledgement of Country here, as well as on our website.
5We feel that our four values:- we before me, make it matter, keep growing, own it - align to the fundamental principles of the process of reconciliation and the
development of a RAP.
The development of a RAP allows us to demonstrate to the communities in which we work, our staff and clients that we are deeply committed to the process of
reconciliation. It will hold us accountable and demonstrate to other businesses of a similar scale that it’s possible to have an ambitious approach to social action.
Implementing the discipline of a RAP will assist in creating and embedding the internal cultural shift that we are looking to achieve. It will assist us to develop a
solid RAP governance model and build the business case for future commitments to cultural learning and protocols, and considering Aboriginal and Torres Strait
Islander employment at our company
Our RAP has been developed by an internal working group, which includes the RAP Champion General Manager, Sonia Gouveia, Human Resource Director, Jen
Gottlieb, Ani Ingles Account Director, Rachel Turner Account Director and Imy Eldergill-Storm Senior Talent Agent. Supported by MD Alex Kenning. The team
runs across multiple departments in the business, and has been assembled to achieve the Reflect action items and objectives, and to drive awareness and
participation within the business. Our working group will be the drivers towards reconciliation for our business
We consider ourselves in the Reflect phase as we start our reconciliation journey and build the foundations for relationships, respect and opportunities. We
understand that it gives us the time and opportunity to raise awareness and support for our RAP within our agency.
Our partnerships/current activities
Community partnerships:
In Australia, we have a strong partnership with Beyond Blue, who is the primary beneficiary of our Workplace Giveback Programme, including voluntary work
and donations.
Beyond Blue focuses on providing information and support to help everyone in Australia achieve their best possible mental health, whatever their age and
wherever they live. The nature of their work means that they are quite actively involved in Aboriginal and Torres Strait Islander communities, providing support
and creating bespoke content on their website: https://www.beyondblue.org.au/who-does-it-affect/aboriginal-and-torres-strait-islander-people/risk-factors
6Relationships
Action Deliverable Timeline Responsibility
1. Establish and strengthen Identify Aboriginal and Torres Strait Islander stakeholders and organisations February 2021 Account Director
mutually beneficial within our local area or sphere of influence.
relationships with
Involve our marketing team and use our large marketing outreach to share the July 2021 General Manager
Aboriginal and Torres
blogs, podcasts, articles and thought pieces written by Aboriginal or Torres Strait
Strait Islander
Islander peoples and centred on specific issues.
stakeholders and
organisations. Research best practice and principles that support partnerships with Aboriginal June 2021 HR Director
and Torres Strait Islander stakeholders and organisations.
Review our existing charity relationships and research Aboriginal and Torres July 2021 HR Director
Strait Islander charities we can partner and support via Workplace Giving, event
donations and Staff Community Days
2. Build relationships through Circulate Reconciliation Australia’s National Reconciliation Week resources to all May-June 2021 General Manager
celebrating National staff by printing and displaying posters in our office areas and promoting
Reconciliation Week (NRW). Reconciliation Australia on our social media platforms and website.
RAP working group members to participate in an external NRW event. May-June 2021 Senior Talent Agent
Encourage and support staff and senior leaders to participate in at least one May - June General Manager
external event to recognise and celebrate National Reconciliation Week. 2021
Invite Talent to attend events during National Reconciliation Week May - June Senior Talent Agent
2021
7Research Aboriginal and Torres Strait Islander speakers as potential future July 2021 HR Director
speakers for our Digitalks events, for example a ‘Designing for Diversity’ event.
3. Promote reconciliation Communicate our commitment to reconciliation to all staff. February 2021 HR Director
through our sphere of
Connect and encourage staff involvement by mapping out consistent and February 2021 General Manager
influence.
frequent touchpoints over the next year.
Identify external stakeholders that our organisation can engage with February 2021 Account Director
on our reconciliation journey within our wide network of talent, clients &
suppliers
Using the RAP website, identify RAP and other like-minded organisations that February 2021 Account Director
we could approach to collaborate with on our reconciliation journey.
4. Promote positive race Research best practice and policies in areas of race relations and anti- July 2021 HR Director
relations through anti- discrimination.
discrimination strategies.
Conduct a review of HR policies and procedures to identify existing anti- August 2021 HR Director
discrimination provisions, and future needs
Add an educational & informative piece into our handbook, website and other May/June 2021 HR Director
relevant documentation.
8Respect
Action Deliverable Timeline Responsibility
5. Increase understanding, Develop a business case for increasing understanding, value and recognition September 2021 Account Director
value and recognition of of Aboriginal and Torres Strait Islander cultures, histories, knowledge and
Aboriginal and Torres Strait rights within our organisation.
Islander cultures, histories, Conduct an internal survey to identify gaps in knowledge of Aboriginal and September 2021 Marketing
knowledge and rights through Torres Strait Islander histories and cultures. Director
cultural learning.
Identify and invite Aboriginal and Torres Strait Islander speakers who could July 2021 Marketing
share knowledge and educate the internal team. Director
Create and encourage participation in a Cultural Club, for example to February 2021 Account Director
discuss books and films.
Work with Marketing team to create an internal calendar with significant January 2021 HR Director
Aboriginal and Torres Strait Islander dates
6. Demonstrate respect to Develop an understanding and increase awareness of the local Traditional March 2021 Account Director
Aboriginal and Torres Strait Owners or Custodians of the lands and waters within our organisation’s
Islander peoples by observing operational areas.
cultural protocols. Increase staff’s understanding of the purpose and significance behind March 2021 Managing
cultural protocols, including Acknowledgement of Country and Welcome to Director
Country protocols via an Australia wide workshop with internal staff.
9Connect with a local community member to share knowledge on October 2021 Digital Marketing
Acknowledgement of Country and Welcome to Country protocols for Coordinator
presentations, events and our publications.
7. Build respect for Aboriginal Raise awareness and share information amongst our staff about the June 2021 General Manager
and Torres Strait Islander meaning of NAIDOC Week.
cultures and histories by
celebrating NAIDOC Week. Introduce our staff to NAIDOC Week by promoting external events in our June 2021 General Manager
local area.
Utilise Marketing team to share marketing material with our network across July 2021 Senior Talent
social media. Agent
Encourage staff to use their volunteer days and get involved with local July 2021 Senior Talent
events. Agent
RAP Working Group to participate in an external NAIDOC Week event. July 2021 Senior Talent
Agent
10Opportunities
Action Deliverable Timeline Responsibility
8. Improve employment Develop a business case for Aboriginal and Torres Strait Islander October 2021 HR Director
outcomes by increasing employment within our organisation.
Aboriginal and Torres Strait October 2021
Build understanding of current Aboriginal and Torres Strait Islander staffing HR Director
Islander recruitment,
retention and professional to inform future employment and professional development opportunities.
development. Look into advertising on Aboriginal & Torres Strait Islander specific job February 2021 Senior Talent
boards. Agent
Investigate and reach out to Indigenous Employment Partners and explore September 2021 Account Director
possibilities for partnership opportunities.
9. Increase Aboriginal and Develop a business case for procurement from Aboriginal and Torres Strait April 2021 Account Director
Torres Strait Islander supplier Islander owned businesses.
diversity to support improved
economic and social
outcomes. Investigate resources available for procurement with Aboriginal and Torres April 2021 Office Manager
Strait Islander suppliers to replace current suppliers. NSW
11Governance
Action Deliverable Timeline Responsibility
10. Establish and maintain an Maintain a RWG to govern RAP implementation. July 2021 General Manager
effective RAP Working Group Meet at least quarterly to monitor and report on implementation of our RAP December 2021
(RWG) to drive governance of General Manager
the RAP. Implement, review and update Terms of Reference for the RWG September 2021 General Manager
Establish Aboriginal and Torres Strait Islander representation on the RWG. July 2021 Account Director
11. Provide appropriate Define resource needs for RAP implementation. February 2021 General Manager
support for effective Engage senior leaders in the delivery of RAP commitments. February 2021 General Manager
implementation of RAP
commitments.
Define appropriate systems and capability to track, measure and report on February 2021 HR Director
RAP commitments.
12. Build accountability and Complete and submit the annual RAP Impact Measurement Questionnaire September 2021 General Manager
transparency through to Reconciliation Australia.
reporting RAP achievements,
challenges and learnings both
internally and externally.
13. Continue our Register via Reconciliation Australia’s website to begin developing our next September 2021 General Manager
reconciliation journey by RAP.
developing our next RAP.
Submit draft RAP to Reconciliation Australia for formal Review November 2021 General Manager
12Contact Details
Name: Sonia Gouveia
Position: General Manager
Phone: 02 8288 8288
Email: sgouveia@aquent.com
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