CASA views our RAP as a key pillar of our reconciliation journey and efforts to build a contemporary aviation safety authority and place of employment opportunities and career growth.
As we enter our Stretch RAP, we designed the actions and deliverables to drive towards our goal of a workplace that reflects the diversity of the communities we serve, and to be an employer of choice and reference point for other aviation regulators and organisations on their reconciliation journey.
The development of this RAP draws upon the lived experiences of CASA’s Aboriginal and Torres Strait Islander staff members, the experience gained during implementation of actions and deliverables within our Reflect RAP (2015 – 2016) and Innovate RAPs (2017 – 2019 and 2021 – 2023), and influence of the Indigenous partners we connect with.
We are committed to playing an active role in recognising that Aboriginal and Torres Strait Islander peoples are an integral and important part of our business, workforce and industry. We believe that our continuing commitment to reconciliation will enhance our performance as Australia’s aviation regulator. We can only achieve this when all voices are represented and we are determined to ensure the voices of Aboriginal and Torres Strait Islander peoples are acknowledged, heard, and considered.
Our Stretch RAP aims are to:
- consolidate our accomplishments since we implemented our Reflect RAP in 2015 and Innovate RAPs in 2017 and 2021.
- maintain and grow representation of staff who identify as Aboriginal and Torres Strait Islander.
- increase employee cultural capability through education and experience.
- foster relationships that support reconciliation.
Since our Reflect RAP (2015 – 2016), we have learned the important role that senior leaders play in encouraging our commitment to reconciliation. Aboriginal and Torres Strait Islander employees expect our senior leaders to have a solid understanding and awareness of Aboriginal and Torres Strait Islander cultures, and the capability to work together in a culturally appropriate way. It is also important for senior leaders to support our Aboriginal and Torres Strait Islander employees by providing a work environment that is culturally safe and one in which we recognise, acknowledge and value our Indigenous employees’ skills and life experience. This Stretch RAP is the first time we have documented the commitment of CASA executives and senior leaders through our RAP Advocates pledge.
Launching from the platform created by our Reflect RAP (2015 – 2016) and our Innovate RAPs (2017 – 2019 and 2021 – 2023) our Stretch RAP was born through a process of reflection and consultation. We reflected on the key learnings from the development and implementation of our Reflect and Innovate RAPs – leveraging off 8 years of trial and error. We consulted extensively with our internal CATSIEN network; many members of which are also part of the RWG. We use RWG meetings to brainstorm creative ways to enhance our work practices and to develop unique actions and deliverables that directly tie to CASA’s normal business functions and regulatory obligations as Australia’s aviation safety authority. Representatives of the RWG participated in the Australian Public Service (APS) Reconciliation Sharing Network where network members share many aspects of RAP development and implementation in a confidential, open forum.
Internally, members of our EC and senior leaders have pledged their support to reconciliation and the actions contained within this document. The dedicated members of the RWG also champion this Stretch RAP. These volunteers allocate time to attending meetings, contributing ideas for our reconciliation journey, and accepting responsibility for actions arising from the RAP commitments. But our internal commitment extends to all CASA employees who have a belief in reconciliation, a willingness to engage in meaningful conversation, and desire to make positive, permanent change in our approach to attracting, engaging, developing and retaining Aboriginal and Torres Strait Islander peoples.
Many employees share this vision irrespective of their role, job classification or geographical location.