Opportunities
Traditional Owner engagement in natural resource management in the Burdekin Dry Tropics region is central to creating and maintaining healthy productive landscapes , mutually beneficial economies and resilient social fabric . Traditional Owners are key knowledge holders and land managers , and we strive to support increased opportunities for them to connect with Country .
The Burdekin Dry Tropics Caring for Country Plan was prepared with Traditional Owners across the region in 2005 , along with the formation of the Traditional Owner Management Group ( TOMG ).
While there have been significant achievements to date , we recognise that more can be done . The Caring for Country plan identified a number of priority aspirations , including access to Country , employment , and economic opportunities . The TOMG recently endorsed these as still relevant . Through this Reconciliation Action Plan we commit to building an enabling , culturally competent organisation that can drive increased opportunities to achieve these priority aspirations for Traditional Owners , and broader Aboriginal and Torres Strait Islander people communities .
Action Deliverable Timeline Responsibility
1 . Improve employment • Build understanding of current Aboriginal and Torres Strait Islander staffing to March 2024 HR Manager outcomes by increasing Aboriginal and Torres Strait Islander recruitment , retention and professional development .
inform future employment and professional development opportunities .
• Engage with Aboriginal and Torres Strait Islander staff and others to consult on our recruitment , retention and professional development strategy .
• Develop and implement an Aboriginal and Torres Strait Islander recruitment , retention and professional development strategy , identifying cultural mentoring
opportunities as part of the strategy .
• Expand the way we advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders through the TOMG and Aboriginal and Torres
Strait Islander networks .
• Review HR and recruitment procedures and policies to promote Aboriginal and Torres Strait Islander participation in our workplace , for example , Sorry Business as
part of carers leave . Where appropriate include in the selection criteria a reference to knowledge or experience in working with Traditional Owners of the region .
March 2024
April 2024
March 2024 ( Review March 2025 )
February 2024 ( Review May 2025 )
HR Manager
HR Manager
HR Manager
HR Manager
22 NQ DRY TROPICS - Innovate Reconciliation Action Plan - 2023