Territory Stories

Debates Day 4 - Tuesday 18 October 2005

Details:

Title

Debates Day 4 - Tuesday 18 October 2005

Other title

Parliamentary Record 3

Collection

Debates for 10th Assembly 2005 - 2008; 10th Assembly 2005 - 2008; Parliamentary Record; ParliamentNT

Date

2005-10-18

Notes

Made available by the Legislative Assembly of the Northern Territory

Language

English

Subject

Debates

Publisher name

Legislative Assembly of the Northern Territory

Place of publication

Darwin

File type

application/pdf

Use

Attribution International 4.0 (CC BY 4.0)

Copyright owner

Legislative Assembly of the Northern Territory

License

https://creativecommons.org/licenses/by/4.0/

Parent handle

https://hdl.handle.net/10070/278144

Citation address

https://hdl.handle.net/10070/423063

Page content

DEBATES - Tuesday 18 October 2005 914 employment within organisations and government departments to go forth after all, our peoples are always talking about equal rights and opportunities, and the more of us in the work force, the more we will gain these rights and opportunities for us now and for those who follow on after us The contribution of Debbie Simpson and that of hundreds of others throughout the Northern Territory has culminated in the development of the Northern Territory Public Sector Indigenous Employment Tool Kit, a practical resource for managers in recruiting and retaining indigenous people. The purpose of the tool kit is to provide a reference guide for employers and managers on recruiting and retaining indigenous people within the Northern Territory public sector work force. The Indigenous Employment Tool Kit has been heralded as a significant achievement for the Northern Territory public sector and is an exciting addition to the increasing number of initiatives occurring right across government. This excellent initiative, the first for the Northern Territory public sector, gives managers and employers the tools and practical information on developing indigenous recruitment and retention strategies. I already tabled the tool kit which has been distributed to members. Other successful initiatives are the Indigenous Mens Leadership Development Program, or Kigaruk, which was developed in 2003 and more recently the equivalent indigenous Womens Leadership Development Program, or Lookrukin. Kigaruk is a Kungarakan word meaning adult male and similarly Lookrukin is the Kungarakan word meaning adult female. The Kigaruk Indigenous Mens Leadership Development Program is designed to provide a higher level significant learning experience for indigenous men employed in the Northern Territory public sector. Objectives of the program are to address the lack of representation of indigenous men in senior management and executive officer position within the Northern Territory public sector and to provide an opportunity for indigenous men to gain the knowledge and skills necessary to compete on merit for senior positions. Kigaruk was developed in close consultation with a reference group of indigenous men drawn from across a range of Northern Territory public sector agencies. The pilot program commenced in June 2003 with 25 participants from Darwin, Alice Springs, Tennant Creek and the Cobourg Peninsula. In May 2004, all 25 participants graduated from Charles Darwin University with the Diploma of Business Frontline Management. I quote a Kigaruk participant who has successfully completed the program: The confidence I have in dealing with my managers and work colleagues has grown immensely. Professionally speaking, I believe that the person I am now is a different person than I was 12 months ago I feel more confident and competent to take on the challenges in the field of leadership and management, something I had not aspired to in my past has now become a reality. Following the pilot program, Charles Darwin University conducted an independent evaluation in June 2004. Findings revealed that the pilot program was overall an outstanding success. Feedback about the program from stakeholders during the evaluation phase included comments such as: increased the pride and motivation of the indigenous men involved; encouraged (and in some ways nurtured) a growth in social networks which are working to support, gain, and test ideas, and in general facilitated communication and learning across the members of the pilot Kigaruk group; removed the barrier to study. A number of the graduates of the program are considering further study; encouraged a number of the participants to consider, apply for, and gain a promotion; allowed the participants to consider their career options more purposely; contributed to participants better understanding of how government agencies work; and contributed to participants skills level and enhanced their performance in their current roles. Of the recommendations that emerged from the study it became clear that the Kigaruk graduates and other stakeholders supported the notion of an equivalent indigenous womens leadership development program. So evolved Lookrukin which was developed in close consultation with a reference group of indigenous women drawn from across a range of Northern Territory public sector agencies, academic institutions and non-government organisations. The consultation process included input from


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