Aboriginal Workforce

Hiring Managers Guide

The District supports flexible employment practices to maximise the opportunities for Aboriginal candidates to obtain employment within the District. This flexibility includes direct entry via Aboriginal Workforce and Human Resources Departments.
Aboriginal identified positions are developed where Aboriginal identity, cultural knowledge or connections are a genuine aspect of the role. These sit within the NSW Anti-discrimination Act (1977) for Aboriginal people who meet the following criteria:

  • is of Aboriginal and/or Torres Strait Islander descent, and
  • identifies as an Aboriginal and/or Torres Strait Islander person, and
  • is accepted as a such by the Aboriginal and/or Torres Strait Islander community.

Identified positions require specific reference to Aboriginality and relevant experience. This needs to be made clear in the role requirements, advertising and recruitment materials for the position.
Aboriginal targeted positions usually, but not exclusively, relate to a need for the advertised role to:

  • work closely with and have knowledge of a particular local Aboriginal community,
  • align with national and/or state policy to address the social and cultural determinants of health or
  • align with the Aboriginal Workforce Action Plan 2016-2018 to prioritise Aboriginal employment across the District

The Stepping Up Resource is an excellent online recruitment resource which addresses some of the challenges that are currently experienced by 'Hiring Managers' recruiting jobs.

Stepping Up Resource guide for Hiring managers

Good Health - Great Jobs PD2016_053

Convenors Guide to citing Aboriginality

Confirming Aboriginality Fact Sheet


Stepping Up