This plan aims to develop our strong, skilled and growing health workforce of Aboriginal and/or Torres Strait Islander peoples across the RMH including clinical, non-clinical and leadership roles. 

The RMH acknowledges the Kulin nations as the Traditional Custodians of the land on which our services are located. We are committed to improving the health and wellbeing of Aboriginal and/or Torres Strait Islander peoples.

Key points

Employment Plan

The Royal Melbourne Hospital Aboriginal and Torres Strait Islander Employment Plan 2019-2022 has been was developed following an extensive consultation process with Aboriginal and/or Torres Strait Islander staff members, non-Indigenous Australian staff and Aboriginal and/or Torres Strait Islander partner organisations.

It has been was informed by the Victorian Public Service Commission’s Barring Djinang employment strategy and operates in conjunction with our Reconciliation Action Plan 2020-2021.

Aims

The Employment Plan aims to develop our strong, skilled and growing health workforce of Aboriginal and/or Torres Strait Islander peoples across the RMH including clinical, non-clinical and leadership roles. 

It comprises 5 focus areas:

  • Improve candidate attraction and recruitment
  • Create progressive career experiences
  • Create a culturally safe workplace
  • Enhance support for Aboriginal and/or Torres Strait Islander staff
  • Provide oversight and strong governance

Working towards those goals together

Aboriginal and/or Torres Strait Islander staff members play an integral role in developing a strong workforce, which can assist in breaking down barriers to accessing health care and enhance the RMH’s ability to provide culturally responsive care to patients. 

Additionally, the RMH is aiming to be an employer of choice that is progressive, culturally inclusive and socially responsible.

The Employment Plan is dynamic and flexible. Additional opportunities and initiatives may be undertaken if they support the overall goal of building workforce participation and cultural safety. We strive to achieve an employment target of two per cent.

Critical to the Employment Plan’s success is the shared responsibility for its implementation. The RMH will work with a diverse range of stakeholders, which includes Aboriginal and/or Torres Strait Islander communities and health providers, to achieve measurable outcomes across all key focus areas. 

Built on a foundation of engagement and consultation, we thank our Aboriginal and/or Torres Strait Islander staff members, Reconciliation Action Plan Working Group, Aboriginal and/or Torres Strait Islander Governance Committee and all those who contributed to the development of the Employment Plan.

The Aboriginal and/or Torres Strait Islander Governance Committee will continue to guide decisions and oversee implementation of the Employment Plan.