Aboriginal employment


Building a diverse workforce

The Department of Mines, Industry Regulation and Safety acknowledges the traditional custodians of the land throughout Western Australia and their continuing connection to land, waters and community. We pay our respects to them and their cultures and to elders past and present.

Kaya and Wandju

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Promoting employment opportunities for Aboriginal and Torres Strait Islander people

The department recognises that having a diverse workforce that is inclusive is a key component to being a successful organisation. Actively promoting and pursuing inclusiveness, equity and diversity in the workforce ensures that the department has diverse perspectives, skills and experiences at the strategic and operational levels that are reflective of the Western Australian community. A diverse workforce will ultimately enhance our service delivery and help generate new ideas and insights.

Aboriginal Employment Strategy

To actively contribute to creating a diverse and inclusive workplace, DMIRS is committed to increasing the representation of Aboriginal and Torres Strait Islander people within the department. The Aboriginal Employment Strategy is an integral part in designing Aboriginal employment initiatives and provides a cohesive set of actions to attract, appoint and advance Aboriginal people within the department which require innovative approaches.

One of our initiatives is the Aboriginal Employment Program which provides sustainable employment outcomes for Aboriginal people.

Aboriginal Employment Program

The Aboriginal Employment Program is a diversity and equity initiative that sits within the department’s Aboriginal Employment Strategy, Reconciliation Action Plan and the Equal Employment Opportunity and Diversity Plan. The AEP is designed to increase the department’s workforce representation of Aboriginal and Torres Strait Islander people. Each year the department offers a number of employment opportunities at various levels through the AEP.

Positions within the AEP are advertised under Section 51 of the Equal Opportunity Act 1984 (WA) as a measure to achieve equality and increase workforce representation of Aboriginal and Torres Strait Islander people. Therefore, only applicants who identify as Aboriginal and/or Torres Strait Islander will be considered for these positions.

The AEP is a 12 month program and provides the opportunity for permanent appointment to a position upon successful completion of the program. The program commences in early January 2019.

Benefits of the program include:

  • structured training program and on the job learning;
  • a job rotation opportunity to further build knowledge, skills and networks;
  • support and guidance from the Aboriginal Program Coordinator, sponsor, mentor and Aboriginal staff network (Gnalla Committee);
  • great work/life balance through flexible working arrangements;
  • an award-winning Health and Wellbeing program, including access to an affordable on-site gym (East Perth);
  • a family-friendly work environment; and
  • office locations close to public transport in the CBD, East Perth and Cannington.

Frequently asked questions

If you have any queries about section 51 of the Equal Opportunity Act, we have prepared a series of frequently asked questions.

Reconciliation Action Plan

Aboriginal Employment Strategy

DMIRS is proud to acknowledge and celebrate the rich and diverse culture and affinity with the land of our Aboriginal and Torres Strait Islander people.

An equitable and inclusive workforce with an understanding and respect for Aboriginal and Torres Strait Islander history, culture and people at DMIRS – is our vision for employment, training and reconciliation. The department is actively involved in reconciliation and has a Reconciliation Action Plan (RAP) Committee to lead and guide our commitment and vision for ongoing reconciliation.

The department is involved in projects across Western Australia, often working closely with Aboriginal and Torres Strait Islander people. We recognise that these relationships and our involvement in so many projects put us in a prime position to help make a difference.

The department values the ongoing contribution of our Aboriginal and Torres Strait Islander staff who share our focus on delivering key strategies to support our business.

Letter of Intent

We are currently developing a new DMIRS RAP for our department, whilst progressing initiatives in our current RAP 2016 - 2018. It is our commitment to empower, support and develop our people by respecting individuality and diversity, both internal and external to the organisation. By fostering a workplace culture that is respectful, welcoming and encouraging, we will create long term sustainable activities that will make a real difference in the community.

Our approach is to create real work and career opportunities for Aboriginal and Torres Strait Islander people. We will guide, mentor and support people of Aboriginal and Torres Strait Islander descent who are working with us to allow them to fully realise and achieve their abilities and goals.

Our plan will guide us on a shared journey that will enrich our knowledge and understanding of Aboriginal and Torres Strait Islander culture and history, build constructive change and foster meaningful relationships.

The DMIRS Reconciliation Action Plan will be launched in 2019.