Territory Stories

Submission to the Australian Government Review of Remote Employment Services

Details:

Title

Submission to the Australian Government Review of Remote Employment Services

Collection

Central Land Council annual report; Central Land Council reports; Reports; PublicationNT

Date

2011-10

Description

Made available via the Publications (Legal Deposit) Act 2004 (NT).

Language

English

Subject

Central Land Council (Australia) -- Periodicals; Aboriginal Australians -- Northern Territory -- Land tenure -- Periodicals

Publisher name

Central Land Council

Place of publication

Alice Springs

Copyright owner

Check within Publication or with content Publisher.

Parent handle

https://hdl.handle.net/10070/260449

Citation address

https://hdl.handle.net/10070/491577

Related items

https://hdl.handle.net/10070/491578

Page content

4 work history. Often basic literacy and numeracy skills are identified by new Rangers as their number one priority. The CLC has found that it is also important to understand and recognise the extent of variation from one region to another where Ranger groups operate. There are strong historical differences between regions. For example in Docker River there has never been any sort of structured work, which appears to have lead to a situation where there is no strong culture of mainstream work. This contrasts, for example, Hermannsburg and Santa Teresa where there is a mission history and the legacy of work building up the pastoral industry. Evaluating Ranger performance in Docker River and Hermannsburg requires different factors to be taken in to account. This is not about having lower expectations but rather understanding the context and how it comes to bear on the individuals work readiness. Then there are also variables within Ranger groups. Individual work histories, or a lack thereof; levels of literacy and numeracy; impacts of substance abuse and physical health are examples. Without knowing people personally and understanding all of that background and having a relationship the development doesnt come. A good example where there is a tailored approach which combines capacity with opportunity is the Tjuwanpa Outstation Resource Agency. Tjuwanpas operations are based on an high degree of understanding of the local context and there is strong community support. In this example the Tjuwanpa training centre is located next to the Tjuwanpa Ranger Office; where there are real jobs. There is a strong relationship between the CLC Ranger Coordinator and the training centre coordinator on the ground. They communicate with one another such that the training coordinator understands the direct training that people would need to move in to the Ranger program. Some people have moved across to work as Rangers. Through this level of collaboration the relationship promotes success. Community support and alignment of shared values The communities in which Ranger programs operate support the programs and view the positions as real and legitimate jobs. This is a crucial element in their success. Much of the appeal of work as a Ranger is that people can see it is success on their own terms. They see from other Ranger groups that Rangers arent just passive participants in a program. The programs are also community driven. Crucially, there is input and support from Aboriginal traditional landowners in developing work plans and incorporating traditional knowledge. This is an example of where values are shared and aligned. In this example, the mainstream value of gainful waged employment aligns with a relationship to country, the imperative of traditional knowledge transfer and a custodial relationship with the land. There is an intergenerational aspect to work that aligns shared values and enjoys strong community support. Young kids see their parents and members of their community turning up to work week in week out. This has a strong psychological effect and creates role models.


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