The Importance of Supporting Indigenous People in the Workplace

According to the ABS in 2011, Indigenous Australians aged 15-64 were more than three times as likely to be unemployed as non-Indigenous people. Whether you’re an employer or employee, there is a duty of care in supporting Indigenous people in the private sector.

If you’re part of an organisation that would like to help change the imbalance but aren’t sure how to proceed, let Zoom Recruitment show you how to get there.

A snapshot of Indigenous education and employment

Here’s some startling statistics about the Indigenous workforce: 

• Employment rates are significantly higher for Indigenous males compared to females for those aged under 40
• 58% of Indigenous Australians were participating in the labour force
• Indigenous males and females with a degree have an employment probability of 85% and 74% respectively
• Indigenous males and females who have completed Year 12 only have an employment probability of 62% and 50% respectively

There’s no denying that there is a labour market disadvantage and a lack of local employment opportunities in rural and remote areas for the Indigenous community. While there are a few reasons behind this, such as the location of jobs and structural change in the labour market, there are two major factors for the high levels of unemployment in Indigenous Australians: lack of education and workplace discrimination.

How can you help Indigenous Australians get into jobs?

It was reported in 2016 that that 33% of adult males and 37% of adult females experienced some form of unfair treatment in the last 12 months. Considering these statistics, it is little wonder why some Indigenous Australians would be reluctant to engage with the labour market.

Just two of the many ways that you can actively help Indigenous Australians get into the workforce is by providing pre-employment training, and cross-cultural training for all employees, both of which can facilitate an Indigenous-friendly working environment.

1. Pre-employment and customised training: By offering medical and functional tests – including cultivating soft skills such as teamwork, communication, work ethic and problem-solving skills – you can help get Indigenous Australians job ready.
2. Cross-cultural training for employees: Being culturally competent isn’t just the responsibility of the HR department and supervisors or line managers. It’s everyone’s job. By promoting an environment where Indigenous perspectives are valued and encouraging all employees to accept and respect the differences in culture, you can help close the gap between Indigenous and non-Indigenous Australians regarding education, health and employment.

Considering that 56% of Indigenous Australians are under 25 years old, and the Indigenous population is growing faster than the non-Indigenous population, it makes good business sense to have a workplace that is open to diversity and to position yourself as an employer of choice.

Other ways you can encourage Indigenous people to participate in the workforce include:

• Offering work experience placements for Indigenous job seekers
• Increasing the skill level of Indigenous Australians through formal education and training
• Establishing mentors within the workplace
• Using alternative approaches to recruitment, such as developing relationships with organisations specialising in Indigenous employment 

As an employer, you can also access grants and support programs, such as any of the Tailored Assistance Employment Grants and a wage subsidy, to help employ Indigenous Australians.

Partnering with Zoom Recruitment

Zoom Recruitment prides itself on employing people from Aboriginal and Torres Strait Islander backgrounds. We can provide access to a pool of job-ready enthusiastic candidates, matching suitable applicants to your job requirements.

If you would like more information about our Indigenous Australian training programs, please contact us on 1300 762 208.