Welcome to our CASA Stretch Reconciliation Action Plan (RAP) 2023–2026, our fourth RAP.
Thank you for investing your time in reading CASA’s Stretch RAP 2023–2026. I am proud to be part of an organisation that is progressing to a Stretch RAP as part of our reconciliation journey.
The RAP pillars of respect, relationships, opportunities and governance align with how we work at CASA. We embed these concepts into our culture and organisational values and demonstrate our commitment to creating a workplace where people feel embraced and valued.
Since implementing our second Innovate RAP (2021–2023), we have continued with our educational and experiential reconciliation journey. Eighty-eight per cent of our staff have completed cultural appreciation training, which now forms part of our onboarding modules for new employees. We also introduced Indigenous language lessons in offices located on the Country of the Ngunnawal and Ngambri (Canberra), Yidinji (Cairns) and Whadjuk Nyoongar (Perth) peoples, where 77 attendees learned the Acknowledgement of Country in language. We have plans to implement this training in other CASA offices during the period of this RAP, as part of our Cultural Learning Strategy.
We have continued to refine and enhance our procurement procedures and our connection with Indigenous suppliers. Since the launch of our most recent Innovate RAP in March 2021 we have welcomed 11 Indigenous employees through our recruitment processes and continue to support these colleagues with on-the-job training, formal certificate programs, mentoring, individual learning plans, and a proactive buddy system.
The CASA Aboriginal and Torres Strait Islander Employee Network (CATSIEN) has grown in active members, reach, and initiatives. Now with 23 members, the CATSIEN has held many information sessions and events, and actively contributed to the development and implementation of new initiatives to drive reconciliation. Many of this RAP’s unique actions and deliverables come from CATSIEN.
CASA is committed to supporting and working towards the Commonwealth’s Aboriginal and Torres Strait Islander workforce representation target of 5% by 2030 in the public sector. In October 2022, we exceeded the previous 3% target, increasing representation from 1.8% to 3.1% since mid-2020. Our focus is now to ensure we develop and implement career pathways for Indigenous employees wanting to move into technical and/or leadership roles.
The initiatives set out in our Stretch RAP are crucial building blocks towards our goal of a workplace that reflects the diversity of the communities we serve. For each of you reading this RAP, I encourage you to reflect and consider what you, as an individual, can do to enhance your personal reconciliation journey, and how that involvement can contribute to CASA, the aviation community, and communities on Country where our offices are found.