Diocesan Catholic Education Office Rockhampton Reconciliation Action Plan Annual Progress Report for the Year 2009-2010

Our Vision for Reconciliation Our vision for Reconciliation is to develop a shared understanding of Reconciliation as a Diocesan Catholic Education Office (DCEO) supporting schools so that our good intentions to develop relationships, respect and opportunities with Aboriginal and Torres Strait Islander peoples become measurable actions that will support Aboriginal and Torres Strait Islander peoples to achieve equality in all aspects of life. The Diocese has a long history of engaging with Aboriginal and Torres Strait Islander peoples in education. In more recent years practical efforts have been made to support and strengthen this engagement in order to improve educational achievement.

Our Reconciliation Action Plan for 2009 – 2010 focused on: acknowledging and recognising the diversity of cultural values of Aboriginal and Torres Strait Islander students and staff who are an integral part of our Diocesan family. recognising the significance of Reconciliation in maintaining and building relationships between Aboriginal and Torres Strait Islander peoples and the wider Australian community that enables change. encouraging the values of Reconciliation to be lived on a daily basis. recognising the significance of local Aboriginal and Torres Strait Islander community representatives and inviting them to share their knowledge, wisdom and cultural values. celebrating Reconciliation and NAIDOC weeks annually to acknowledge Aboriginal and Torres Strait Islander culture, history and past and present Indigenous students, staff, Elders and Traditional Custodians. encouraging values that reflect inclusion, acceptance and support.

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Our Business

The Diocesan Catholic Education Office’s core business is supporting lifelong education through the provision of Education, Administration and Planning Support Services covering three areas of Ministry: Catholic Schools and Colleges Adult Faith Education and Formation Religious Education in State Schools

Established on the current site in 1981 the DCEO is currently responsible for thirty-seven schools in the Diocese of Rockhampton situated in Central Queensland. Our staff members also visit Woorabinda, a local Indigenous community, to support students in transitioning to our secondary boarding colleges. To assist our schools in their task of delivering high quality Catholic education the DCEO has established three departments for promoting and supporting the work being done in the schools. These are Curriculum, Religious Education and School Support Services. Support is also given in the area of Student Protection. The spiritual heritage of the diocese is rich and varied, based on the charism of the Sisters of Mercy, the Sisters of St Joseph, the Presentation Sisters, the Christian Brothers, the Marist Brothers and the Benedictine and Franciscan traditions which balance a tradition of work and spirituality. Currently seventy staff, including four Aboriginal and Torres Strait Islander staff, work in the office. The Queensland Catholic Education Commission’s Aboriginal and Torres Strait Islander Education Policy guides us to practices which: incorporate Aboriginal and Torres Strait Islander perspectives in curriculum and promote an understanding and appreciation of past and contemporary Aboriginal and/or Torres Strait Islander histories, cultures and spirituality; affirm the knowledge and wisdom of Aboriginal peoples and Torres Strait Islander peoples through an enriched appreciation of Australia’s histories, cultures, languages, values and beliefs; engage and sustain the participation and employment of Aboriginal peoples and Torres Strait Islander peoples within Catholic education.

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Our RAP

DCEO believes that reconciliation must be the initiative of the broader Australian community rather than Aboriginal and Torres Strait Islander peoples. This plan developed after a Crossing Cultures workshop conducted by our Indigenous Education Support Team in April 2008. Office staff members were invited to join a reconciliation working group. This group of twenty people met to reflect on what reconciliation meant to us as an office using guiding questions from the RAP toolkit. The national apology of 2008 was also an opportunity to engage with what reconciliation meant for our office.

The RAP Working Group is made up of a cross section of staff, both Aboriginal and other staff, with representatives from all sections of our office. Consultation occurred with the Office Leadership Team and the Indigenous Liaison Support Team. External input came from our Indigenous Liaison Officers and our adopted Elder, a Goreng Goreng man.

This is the first RAP of the DCEO and it has a one year timeframe. This plan will be reviewed, reported on and refreshed in a year’s time. The plan will continue to be guided by the Office Manager and will be linked to the Office Strategic Plan in consultation with Reconciliation Australia.

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Summary and Key Learnings Our Diocesan office staff has had many opportunities to build relationships and recognise and celebrate the diversity of Aboriginal and Torres Strait Island cultural values since the development of our Reconciliation Action Plan. We were very proud to have our adopted Elder, Stan Alberts awarded the 2009 Queensland Spirit of Catholic Education Award. Stan’s regular visits to the office are an opportunity for us to consider his support for Aboriginal and Torres Strait Islanders students and school and office staff over the years. Reconciliation as a grassroots process has been clearly visible in the way that staff members have willingly contributed to events throughout the year. These contributions have ranged from sharing a personal story of the walk across Sydney Harbour Bridge, to contributing to a breakfast to remember the Day of the Apology, to making chairs available for lunchtime meetings on the lawn in Reconciliation week, to organising flowers in recognition of Sorry Day.

Mr Stan Alberts received his Spirit of Catholic Education Award From Her Excellency, Ms Penelope Wensley, Governor of Queensland

The continuing commitment of staff to be part of the Reconciliation process can be seen and heard as fresh ideas are contributed to how we can make Reconciliation a reality in our next RAP. The personal support of our Director, the organisation of our Office Manager, the willingness of our Indigenous staff to share their spirituality and expertise and the provision of rich resources on our office intranet are complemented by younger staff members who challenge us to walk in the footsteps of the Darumbal people as we renew our RAP. Reconciliation is part of our yearly calendar of events. We have learnt that Reconciliation is an active process. We look forward to building relationships and sharing the knowledge, wisdom and values that reflect inclusion, acceptance and support.

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Stan Alberts, Leesa Jeffcoat and Coral Way help celebrate the launch of the Reconciliation

Leslie Hoyes and Hazel Hill mix salt and fresh water representing the joining of the ocean with fresh waterways ???

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Exceeded

Achieved

On track

Stop Light Outcomes key

Not achieved

Relationships Focus area: We will develop relationships that honour the past, enrich the present, shape the future and find meaning for life. Action

Target

Actual Progress

Lessons Learned

1. Continue the work of the RAP Working Group comprised of Aboriginal and Torres Strait Islander and other staff in developing, implementing and reporting on the RAP.

RAP Working Group agreed governance arrangements in place.

Working group has met twice and a small committee of four has met twice.

The process of formal and informal meetings has evolved according to the needs of implementing the RAP.

2. Acknowledge, affirm and celebrate with our Aboriginal and Torres Strait Islander staff and local community.

Create a calendar of office events. Invite Indigenous staff, Elders and community members to office events. Create a photographic list of staff on office intranet.

Working Group meets at least 4 times annually.

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Linking the RAP with the yearly calendar will provide greater opportunity for forward planning. Calendar on web. Community invited to Apology breakfast and Reconciliation week activities. Staff visited the office. Names listed on office communications. Photos not created.

Calendar of events for the RAP need to be included in the office calendar. This calendar will focus actions for implementation of the RAP. The media staff need to be advised of requirements for photos.

3. Seek opportunities to work collaboratively with Aboriginal and Torres Strait Islander staff during annual office staff school visits or visits to Woorabinda.

Number of opportunities created.

Annual visits of staff to schools are no longer part of office calendar.

Continued monitoring of office calendar and RAP events will ensure targets can be met.

4. Engage, collaborate and consult with Aboriginal and Torres Strait Islander peoples to enrich our Educational Support Services with their perspectives.

Protocols developed on consulting with Aboriginal and Torres Strait Islander peoples on the development of relevant, curriculum, religious education, school support services and student protection programs. Diocesan Reconciliation Policy developed.

In-service has been conducted with curriculum, religious education, school support and student protection staff.

Ensuring that protocols are shared requires continued monitoring so that new staff has the opportunity to be inserviced.

Diocesan Reconciliation Policy is in development.

Policy development takes time for adequate consultation.

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Respect Focus area: incorporating respect into daily practice and staff training, honouring special occasions, and providing resources to help staff and schools. Action

Target

Actual Progress

1. Fly the Aboriginal and Torres Strait Islander flags in a prominent place at the office.

Flags in place

Flags in place

2. Incorporate protocols for acknowledging Traditional Custodians at formal gatherings.

Acknowledgement incorporated into meeting protocols. Protocols on office intranet. Significant events held with Traditional Custodians providing a Welcome to country.

Protocols made available.

3. Create a space in our office grounds to permanently acknowledge the Traditional Custodians of this land in consultation with Darumbal Elders.

Darumbal people recognised in the garden as a physical and spiritual reminder of their role as the Traditional Custodians of this land.

Plaque recognising the Darumbal people has already been erected in precinct of the office at the cathedral.

RAP implementation requires ongoing consultation and flexibility so that intensions can be met along with other plans for the office.

4. Staff members are encouraged to acknowledge, celebrate and promote Aboriginal and Torres Strait Islander cultural events.

Events include: NAIDOC march and Mass, Sorry Day, Reconciliation Week, Mabo Day, Presentation of Father Michael Hayes Scholarship, Indigenous Education conference and Indigenous Liaison staff meetings.

Office staff has participated in all events listed.

Continued participation in events requires specific invitations to ensure all staff has opportunities to engage with Aboriginal and Torres Strait Island communities.

Acknowledgements are used with some lapses.

Lessons Learned

Stop Light

Having protocols readily accessible in meeting rooms will support the process of acknowledgments. The calendar of events will provide opportunities for a Welcome to Country by Traditional Custodians.

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Respect Focus area: as above Action

Target

Actual Progress

Lessons Learned

5. Provide Cultural Awareness Training as an integral part of our office induction process along with a brochure.

Inclusion of cultural Awareness training in office induction program. Develop induction resources and publish on the office intranet.

The Reconciliation Action Plan and Education brochure are shared.

Refreshing the RAP has highlighted the need for a specific brochure for induction and the need to provide opportunity for new staff to participate in Crossing Cultures workshops.

6. Learn about policies and issues and their impact on Aboriginal and Torres Strait Islander peoples in the past and present eg. Consider the impact of language.

Professional development discussions held each term with Aboriginal and Torres Strait Islander peoples invited to share their expertise as relevant.

Reconciliation week, staff briefings and informal discussions have been used to share expertise. These have not been planned for each term.

The RAP calendar will support the forward planning of opportunities related to staff interest. Sharing the education resources on the Harmony intranet page with office staff will support further learning.

7. Provide resources for staff to further develop and engage in their understanding of Aboriginal and Torres Strait Island history, culture and contemporary issues.

Library displays created and resources purchased. Internet links highlighted on the website and intranet.

Displays have been created and resources purchased and shared.

Further opportunities could be created for informal discussions based on new resources.

Stop Light

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Opportunities Focus area: inclusive employment, enterprise support, storytelling and spirituality. Action

Target

Actual Progress

Lessons Learned

1. Promote Aboriginal and Torres Strait Islander employment and retention processes and strategies.

Employment and retention processes and strategies reviewed and redeveloped to include Indigenous perspectives. All relevant vacant positions are advertised in Aboriginal and Torres Strait Islander media and networks. All relevant job vacancies are advertised with the inclusion of the following statement: “People of Aboriginal and Torres Strait Islander background are encouraged to apply”.

All advertising for ATSI positions includes the wording “Aboriginal and Torres Strait Islander people are encouraged to apply”. This wording is not included in every ad that we place for general positions though. This year an Indigenous T/A, a school based Indigenous Education Liaison Officer and two Regional Indigenous Liaison Officers positions have been advertised. Indigenous networks are also used to advertise positions.

A review of advertising indicated that the inclusion of the statement relating to encouraging Peoples of Aboriginal and Torres Strait Islander background to apply has not been included in all advertising.

2. Share success stories about our RAP journey with local and school communities.

Success stories shared in Meaning for Life, Catholic Leader and Diocesan Catholic Education News.

Five stories on a two page spread appear in the current Meaning for Life. Weekly updates are sent through the Message Stick.

The stories of senior leadership camps, graduations, Kanyini cultural awareness and NAIDOC activities build a rich story for our office to celebrate.

3. Provide opportunities for Aboriginal and Torres Strait Islander staff to express and share their Indigenous spirituality

Number of opportunities provided and documented.

Five formal opportunities have provided opportunity to share indigenous spirituality.

The response to these opportunities has ensured that future opportunities will be sought. The goal of engaging hearts and minds is ongoing.

4. Develop a database of Aboriginal and Torres Strait Islander Indigenous enterprises that the office could support.

Database established and used.

Changes to the information have been an issue with the database.

Forward planning of opportunities to use Indigenous enterprises will be used.

Stop Light

This will be addressed in future advertising.

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Tracking progress and reporting Action

Target

Actual Progress

Lessons Learned

RAP developed, approved by Reconciliation Australia and publicly celebrated.

RAP on Reconciliation Australia and DCEO websites. RAP Publically launched and celebrated. Rap distributed to all staff.

RAP on websites. RAP launched by Diocesan Director with ceremony including dance, liturgy and presentation of RAPs to all staff.

Launch of the RAP provided opportunity for a number of staff to be actively involved with a ceremony with connections to the Darumbal people, the mixing of salt water and fresh water.

RAP Working Group to report quarterly to Board and Leadership team.

Two short reports and annual report delivered to leadership team.

Reporting quarterly does not fit easily with the calendar. Reports in April, August and December are more appropriate.

RAP Report sent to Reconciliation Australia and publically celebrated on both RA and DCEO websites.

RAP on RA and DCEO websites.

The development of a RAP has helped us to tell our story and share our understandings of reconciliation as a grassroots process.

Refreshed RAP sent to RA, accepted and publically celebrated on both RA and DCEO websites.

RAP reported and refreshed in August and ready for consultation mid September.

Consideration needs to be given to setting time aside for meetings at the beginning of each term.

RAP implementation monitored regularly

RAP reported on annually

RAP refreshed annually

Stop Light

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