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TO WHOM IT MAY CONCERN
For the purpose of this policy:
Aboriginal and/or Torres Strait Islander – is defined as any person who:
i. is of Aboriginal and/or Torres Strait Islander descent;
ii. identifies as an Aboriginal and/or Torres Strait Islander; and
iii. is recognised by the Indigenous community in which he or she lives as an Aboriginal and/or Torres Strait Islander.
This definition is the same as the definition of Aboriginal and/or Torres Strait Islander that has been adopted by the Commonwealth of Australia for administrative purposes.
In formulating these guidelines, Leda acknowledges that as a constructive corporate citizen:
1. that Indigenous Australians are statistically amongst the most disadvantaged groups in Australia. This includes employment. Improved labour market participation is central to achieving positive outcomes for individuals and their families in terms of social and economic engagement.
2. Increase the participation rate and employment outcomes of Indigenous Australians across all levels at society to at least reflect participation levels in society would be ideal.
3. We should create a work environment that is free from discrimination, promotes an understanding of Indigenous culture, and is culturally respectful and inclusive.
To achieve positive change with indigenous employment practices Leda should:
1. Discuss indigenous employment at our annual management conference and add it as an agenda item and a KPI.
2. Ensure that these guidelines are added to the appropriate staff document being our WHS guidelines document which covers other diversity guidelines.
3. Check with all of our staff to see if they identify as indigenous.
4. Identify suppliers and sub-contractors that the owners identify themselves as indigenous.
Leda would like to acknowledge the Darkinjung people, who are the traditional custodians of the land which Leda Security is located on the Central Coast NSW.
