Our organisation values and respects Aboriginal and Torres Strait Islander cultures, histories, knowledge, and rights as fundamental to our core activities. We celebrate these rich traditions by fostering continuous learning, pride, and understanding throughout our workplace. This commitment not only honours the successes and contributions of Aboriginal and Torres Strait Islander communities but also equips our workforce to confidently engage with Aboriginal and Torres Strait Islander stakeholders. In doing so, we create an inclusive work environment that aligns with our values, advances our reconciliation vision, and reinforces our overarching strategy, driving lasting success for our organisation.
Action 5
Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning.
| Deliverable | Timeline | Responsibility |
|---|---|---|
| 5.1 Conduct a review of cultural learning needs within our organisation. | July 2025 | Senior Lead Diversity & Inclusion |
| 5.2 Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors to inform our cultural learning strategy. | June 2026 | Senior Lead Diversity & Inclusion |
| 5.3 Develop, implement, and communicate a cultural learning strategy document for our staff. | June 2027 | Senior Lead Diversity & Inclusion |
| 5.4 Provide opportunities for RAP Working Group members, HR managers and other key leadership staff to participate in formal and structured cultural learning. | June 2027 | Senior Lead Diversity & Inclusion |
| 5.5 Strengthen AV’s Aboriginal and Torres Strait Islander cultural training to include appropriate reference to children and their cultural requirements. | June 2027 | ED Quality & Clinical Innovation |
Action 6
Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols.
| Deliverable | Timeline | Responsibility |
|---|---|---|
| 6.1 Increase staff understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols. | July 2025 | Senior Lead Diversity & Inclusion |
| 6.2 Develop, implement and communicate a cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country. | February 2026 | Senior Lead Diversity & Inclusion |
| 6.3 Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year. | July 2027 | Senior Lead Diversity & Inclusion |
| 6.4 Include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings. | December 2025 | Senior Lead Diversity & Inclusion |
| 6.5 Engage with Traditional Owners to explore renaming meeting rooms and clinical spaces in Traditional languages. | December 2026 | Senior Manager Property Services |
| 6.6 Explore displaying the Aboriginal and Torres Strait Islander flags at the front of the building at AV sites. | December 2026 | Senior Manager Property Services |
| 6.7 Explore displaying Acknowledgment of Country Plaques at entry to AV sites. | December 2026 | Senior Manager Property Services |
Action 7
Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week.
| Deliverable | Timeline | Responsibility |
|---|---|---|
| 3.1 Develop and implement a staff engagement strategy to raise awareness of reconciliation across our workforce. | June 2027 | Senior Manager Employee Communication |
| 3.2 Communicate our commitment to reconciliation publicly. | September 2025 | Director Communications |
| 3.3 Explore opportunities to positively influence our external stakeholders to drive reconciliation outcomes. | October 2025 | Senior Lead Diversity & Inclusion |
| 3.4 Collaborate with RAP organisations and other like-minded organisations to develop innovative approaches to advance reconciliation. | October 2025 | Senior Lead Diversity & Inclusion |
| 3.5 Share the successes and strengths of Aboriginal and Torres Strait Islander patients, staff, and programs by showcasing positive outcomes and effective initiatives through promotional channels internally and externally. | June 2026 | Senior Manager Employee Communication |
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