Aboriginal and Torres Strait Islander peoples are part of the oldest continuing cultures in the world. Their knowledge, connection to community and Country, and ways of working together have sustained communities for tens of thousands of years. Those strengths belong in every workplace.
Yet many Aboriginal and Torres Strait Islander people face barriers to training and work that have nothing to do with their ability. This article looks at what culturally safe pathways into work should look like, and how employers and services can do better. We write it with humility: the best guidance always comes from Aboriginal and Torres Strait Islander people and communities themselves.
Strengths to build on
Aboriginal and Torres Strait Islander peoples are diverse, with many distinct cultures, languages and communities. Strengths we see include:
- Community connection: deep relationships and a strong sense of responsibility to family and community
- Cultural knowledge: ways of understanding people, land and relationships that enrich workplaces
- Communication across worlds: many people move between cultures, languages and settings every day
- Leadership and mentoring: often shown through community roles long before any formal job title
- Resilience: strength built through generations of facing and overcoming adversity
Barriers are often systemic
Many barriers are the result of history and systems rather than individual circumstances. They can include racism and unconscious bias in recruitment and workplaces, distance from training and job opportunities, past experiences with services that did not listen, and workplaces that do not make room for cultural and family responsibilities.
Recognising this matters. A pathway that only focuses on an individual's resume, without addressing the environment they are entering, is unlikely to last.
What culturally safe pathways look like
Cultural safety is defined by the people receiving a service, not the people providing it. In practice, culturally safe pathways into work tend to share some features:
- Listening first: understanding each person's goals, family and community responsibilities, and what success looks like to them
- Self-determination: people making their own decisions about their pathway
- Flexibility: room for cultural obligations, including Sorry Business and community commitments
- Connection: where people want it, involving family, community or Aboriginal and Torres Strait Islander community-controlled organisations
- Mentoring: access to mentors, ideally including Aboriginal and Torres Strait Islander mentors
- The right workplace: employers who are genuinely committed to inclusion, not just recruitment targets
What employers can do
Employers play a big part in whether a job lasts. Practical steps include cultural awareness learning for managers and teams, flexible leave arrangements, clear pathways for development and promotion, and a workplace where Aboriginal and Torres Strait Islander staff are valued for who they are. Many employers set out these commitments in a Reconciliation Action Plan.
A culturally safe workplace is one where people do not have to leave part of themselves at the door.
How we approach it
We aim to work in ways that respect self-determination, listen first and make room for culture and community. Each participant has one point of contact, an individual plan they help shape, and support that continues into work. Accredited training is available through our partner registered training organisations where it fits a person's goals. Where other services, including community-controlled organisations, would be a better fit, we help people connect with them.
We are always learning, and we welcome guidance from Aboriginal and Torres Strait Islander people and organisations on how we can do this better.
If you would like to talk about your next step, or about working together, get in touch or call 1800 993 557.