We support opportunities through our efforts to be an employer of choice for Aboriginal and Torres Strait Islander peoples and a leader in Indigenous procurement in the APS. By enhancing opportunities for participation by our Indigenous staff, we ensure their knowledge and perspectives are valued throughout our decision-making processes. We recognise our crucial role in providing opportunities for Indigenous suppliers to improve economic outcomes.
We support Aboriginal and Torres Strait Islander businesses by providing tailored education opportunities to encourage participation in the tax and superannuation systems.
We continue to expand our Tax Help volunteers program in regional and remote areas by working with trusted partners in communities to establish programs, provide tailored tax and superannuation education and support to Aboriginal and Torres Strait Islander communities.
Deliverable | Timeline | Lead | Support |
|---|---|---|---|
10.1 Engage with Aboriginal and Torres Strait Islander staff via the Moondani network and Indigenous Liaison Officers to consult on ATO Indigenous recruitment and retention initiatives. | Annually (February) | Assistant Commissioner, Culture and Inclusion | Assistant Commissioner, Human Resource Operations |
10.2 Review and update our Diversity and Inclusion action plans for Aboriginal and Torres Strait Islander employees to ensure we are meeting the employment and career development outcomes in the Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2024. 10.3 Partner with APS entities to develop regional career development workshops to remove barriers for Aboriginal and Torres Strait Islander participation in our workplace. | Annually (June) | Assistant Commissioner, Culture and Inclusion | - |
10.4 Establish a minimum of 2 partnerships with the tertiary sector, commonwealth, state and territories and non-government organisations to attract and recruit Aboriginal and Torres Strait Islander peoples. | June 2023 | Assistant Commissioner, Learning and Development | Assistant Commissioner, Culture and Inclusion |
10.5 Ensure outcomes from Affirmative Measures are actioned in line with the Affirmative Measure guidelines for Indigenous employment. | Annually (June) | Assistant Commissioner, Culture and Inclusion | Assistant Commissioner, Human Resource Operations |
10.6 Optimise Aboriginal and Torres Strait Islander staff participation in the Tuition Assistance Program (TAP) and External Learning Event Application form (eLEAF). | March 2022 | Assistant Commissioner, Learning and Development | Assistant Commissioner, Internal Communications |
10.7 Advertise affirmative measures and identified job vacancies through multiple mediums to effectively reach Aboriginal and Torres Strait Islander stakeholders. 10.8 Ensure all internally and externally advertised job vacancies include ‘Aboriginal and Torres Strait Islander candidates are encouraged to apply.’ | Annually (June) | Assistant Commissioner, Human Resource Operations | - |
10.9 Aboriginal and Torres Strait Islander employees are supported to take on management and senior level positions by:
| Annually (June) | Assistant Commissioner, Culture and Inclusion | Assistant Commissioner, Learning and Development |
10.10 Increase Aboriginal and Torres Strait Islander employee representation to support Commonwealth portfolio targets with the aim of achieving the following annual targets: APS4–6
EL1–2
SES
| Annually (July) | Assistant Commissioner, Workforce Strategy | Assistant Commissioner, Culture and Inclusion Assistant Commissioner, SES Services |
10.11 Hold an annual Aboriginal and Torres Strait Islander staff conference, developed in consultation with Aboriginal and Torres Strait Islander staff, senior leaders, Indigenous Champions, Moondani and Kawutilin Ally networks. | Annually (November) | Assistant Commissioner, Culture and Inclusion | - |
Deliverable | Timeline | Lead | Support |
|---|---|---|---|
11.1 Review and maintain an annual Supplier Diversity Strategy, to remove barriers in our procuring goods and services from Aboriginal and Torres Strait Islander businesses. | July 2021 and review annually | Assistant Commissioner, Strategic Procurement and Contracts | - |
11.2 Maintain corporate membership and grow relationship with Supply Nation to support improvements in procurement practices. 11.3 Develop targeted internal communications to build awareness and promote the benefits of engaging Indigenous businesses, including through participation in Supplier Diversity September. 11.4 Promote and review the use of our Indigenous-only procurement panels and look for opportunities to expand engagement. | Annually (June) | Assistant Commissioner, Strategic Procurement and Contracts | - |
11.5 Ensure internal procurement policies and procedures continue to highlight the benefits of procuring with Aboriginal and Torres Strait Islander businesses. 11.6 Maintain commercial relationships with at least 40 Aboriginal and Torres Strait Islander businesses. 11.7 Expand commercial relationships into categories of spend where the ATO has not traditionally engaged Aboriginal and Torres Strait Islander businesses. | Annually (June) | Assistant Commissioner, Strategic Procurement and Contracts | - |
11.8 Encourage our major suppliers to develop Indigenous participation plans beyond the requirements in the Indigenous Procurement Policy (IPP). 11.9 Achieve a 3% Aboriginal and Torres Strait Islander procurement target set out in the IPP. | Annually (June) | Assistant Commissioner, Strategic Procurement and Contracts | - |
11.10 Promote training on how to engage with Aboriginal and Torres Strait Islander businesses. 11.11 Ensure new staff in the centralised procurement area complete training on how to engage with Aboriginal and Torres Strait Islander businesses as part of their induction. | Annually (June) | Assistant Commissioner, Strategic Procurement and Contracts | Assistant Commissioner, Learning and Development |
Deliverable | Timeline | Lead | Support |
|---|---|---|---|
12.1 Communicate and provide training for managers on the strategic importance of supporting development opportunities for Aboriginal and Torres Strait Islander employees. 12.2 Encourage Aboriginal and Torres Strait Islander employees to attend local and national networking events. | Annually (June) | Assistant Commissioner, Culture and Inclusion |
|
Deliverable | Timeline | Lead | Support |
|---|---|---|---|
13.1 Tailor school education programs to Aboriginal and Torres Strait Islander students. 13.2 Partner with the National Indigenous Training Academy (NITA) to deliver tax and superannuation support to Aboriginal and Torres Strait Islander trainees. | June 2022 | Assistant Commissioner, Individuals and Intermediaries Engagement and Support | - |
13.3 Develop and review tailored education products to inform and support Aboriginal and Torres Strait Islander peoples' participation in the tax and superannuation systems. | Annually (June) |
| Assistant Commissioner, Marketing and Communications |
13.4 Participate in at least 10 community events annually, to provide education and assistance to Aboriginal and Torres Strait Islander clients on tax and superannuation matters. | Annually (June) |
| - |
13.5 Review and enhance the Indigenous Small Business Education Strategy, to optimise engagement, education and information. | June 2022 | Assistant Commissioner, Small Business Experience | - |