Territory Stories

ALC 15 year strategic plan 2012-2027



ALC 15 year strategic plan 2012-2027


Anindilyakwa Land Council


Anindilyakwa Land Council annual report; Anindilyakwa Land Council strategic plan; Reports; PublicationNT




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




Anindilyakwa Land Council (N.T.) -- Periodicals; Aboriginal Australians -- Northern Territory -- Groote Eylandt -- Periodicals

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Anindilyakwa Land Council

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Anindilyakwa Land Council

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ALC 15 year Strategic Plan 8. Goal D: Strengthen Community Capacity 102 Engagement Police Officer as valuable in carrying out proactive policing strategies and in building positive engagement with community. The ALC will be advocating for the continuation of the funding for the Community Engagement Police Officer role post June 2013. Based on ongoing feedback from community members, additional police presence in all communities and police living in community would have a significant positive impact on community safety. The ALC would like to see incremental increases to police presence in communities and a progress towards police living in community. Increased visits to Umbakumba and Milyakburra, including overnight stays in these communities, would be beneficial first steps. ACTIONS: 119. Finalise community safety plans for Angurugu, Umbakumba and Milyakburra. 120. Work with stakeholders to implement the Community Safety Plans for the three communities. 121. Advocate for the continuation of the Community Engagement Police Officer role. 122. Work with NT Police to incrementally increase police presence in communities, including police living in community. 8.3 DEVELOP WORKERS: EMPLOYMENT STRATEGY Many Groote Eylandt families have been raised in an environment where education is not valued and inter-generational unemployment has provided few community role models. Only about 10 per cent of local adults on Groote Eylandt are employed. Many young people are disengaging from schooling before reaching senior years and are therefore not making the transition between schooling into training and employment. Some people are taking up jobs but before long stop going to work for various reasons. The following factors can make it difficult for Indigenous people on Groote Eylandt to obtain and retain jobs: Lack of education Lack of training Lack of exposure to mainstream workforce Geographic isolation The challenge of balancing cultural obligations with employment demands Inadequate organisational support in retaining and developing staff Poor health