• ReconciliationStatement• ActionPlan• FlexibilityinPlanning• Policy• Strategy

• Stereotyping• CareerPathways• JobMatching

• Process–Two-WayCulturalAwareness• CulturalIndividuality

• Retention• ConflictResolution• DealingwithDeath• CareerPath• Integration• SecessionPlanning

Thecompaniesareawardwinning,successful,longrunningandwellestablished.

Thepeoplearetalentedandintegralmembersofadynamicworkplacethatrecognisesandrewardscontributionsmade.

Thesearetheirstories...

Caution:TakecarebeforeviewingthisdocumentasitmaycontainimagesorreferencetodeceasedIndigenouspeople.

Recruitmentisafundamentalpartofmanagement.Ithasadirectimpactupontheenrichmentofhumancapitalandassuch,itisessentialtoformulateandfollowsomebasicprinciplesofrecruitment.

Accoroperateswithadecentralisedrecruitmentprocessduetothediversestructureofitshotels.

Recruitingmeanschoosing.Thesearchforcandidatesisanessentialphaseandcantaketime.Considerationisgiventobothanticipatingtheneedsofthebusiness,andhowtouseAccor’simageasaprospectiveemployertothebesteffect.

Availablepositionsarealwayscommunicatedinternallybeforepublicationtotheexternalmarket.

‘AccorJobs’isAccor’sinternal,webbasedportalforadvertisingbothinternallyandexternallyallvacantpositions,includingmanagementpositions.

Facilitatingmobilityandcareerpromotionisthebestwaytogaintheloyaltyofthemostdynamicemployees.

Evaluatingapplicantsrequiresattentivelistening.Carefulrecruitmentisbasedondirectobservationinaninterviewsituation,focussingontheindividualcharacteristicspertainingtotheposition,suchas:

• Knowledge;• Experience;• Qualityofpresentation;• Easeofexpression;• Elocutionandpeopleskillsespeciallyforpositions

involvingcustomercontact.

Toassistintherecruitmentdecisionmakingprocess,Accorusesadditionalevaluationtoolssuchastests,questionnairesandassessmentcentres.ThesetoolsarevalidatedandreferencedbytheCorporateHumanResourcedepartment.Wherepracticable,twopeopleareinvolvedintherecruitmentprocess.IdeallythiswillbethepersonresponsiblefortherecruitmentandanHRrepresentative.

ApplyingforapositionisthedemonstrationoftheconfidencethecandidatehasinAccor.Theattitudeheldduringtheinterview,thequalityandthespeedoftherepliesgiven(whetherpositiveornegative),arekeyelementsofAccor’simageasanemployer.

Ineachstructure,recruitmentishandledeitherbytheGeneralManager/HumanResourcesManagerortheheadofdepartment.

Eachrecruitercancommunicatetheirjoboffersontherecruitmentsite,receiveapplicationsdirectly,andrecruitthroughpartnershipswithlocalhotelschoolsandcolleges.

Accor’sobjectiveistoinspireIndigenousAustralianstojointhetourismindustry,aimingtoprovidelong–termsustainableemployment,careerdevelopmentandopportunitiesthatsupportlocalIndigenouscommunitiesandfamilies.

Specificaimsare:

• ToprovidesustainableemploymentforAboriginalandTorresStraitIslanderpeople;

• TodevelopcareerpathwaysforAboriginalandTorresStraitIslanderpeopletoachievepositionsatalllevelswithintheorganisation;

• TodeveloppartnershipswithIndigenousorganisationsandcommunitiestosupportstrategicandbusinessgoals;

• TosupportAboriginalandTorresStraitIslanderemployeestobeatleast3%oftotalAccorAustraliaworkforce.

In2001,AccorbeganitscommitmenttoIndigenousemploymentacrossthebusiness,andsincethenhasemployedover500IndigenouspeopleacrossAustralia.

TheorganisationhasbeenacknowledgedandrecognisedasanIndigenousemployerleaderwithanumberofawardsincluding;BestIndigenousEmployer,CorporateLeadersofIndigenousEmploymentAwardsandtheFederalDepartmentofEmploymentandWorkplaceRelationsAward.

KeytoAccor’ssuccessistheirabilitytoworkcollaborativelytoassessthelocalneedsofindividualsandcommunitiesinconjunctionwiththeneedsofbusinessandadjusttheapproachasrequired.

WithmorethantenhotelsinremotepartsoftheNorthernTerritory,WesternAustraliaandQueensland,AccoriswellequippedandexperiencedtodevelopandadaptindividualstrategiestobuildIndigenouscapacitywithintheindustry.

ImplementdedicatedHumanResourcesroleforIndigenousemployment.

July2009 Completed

Initiatekeypartnershipswhichareclearlyestablished,developedandactive.

July2009onwards Sixkeypartnershipsestablishedoneperstate,whichwillidentify,assesandsupporttheattractionandrecruitmentofIndigenouspeopleintoAccor.

IncreasetherepresentationofIndigenouspeoplewithinAccor.

August2009onwards Achieveabenchmarkof3%IndigenousrepresentationwithintheAccorAustraliaworkforcebyAugust2011.

PromotetheAccorbrandamongstIndigenouscommunities.

August2009onwards MarketingtooldevelopedandimplementedacrosstheIndigenouscommunitiesthathavebeenidentifiedincloseproximitytoourbusinessunits.

Implementculturallyappropriateandtargetedrecruitmentprocess.

January2010onwards Aninnovativerecruitmentguidebookdevelopedandimplementedthroughoutthebusiness.Thisaimstoensureadequatejobmatchingtoensurecandidatesuitabilityforvariouspositions.

TargetedrecruitmentdrivesandinformationsessionsforIndigenouspeople.

January2010onwards Anannualweek-longeventtargetedatprovidingIndigenouspeoplewithinformationaboutAccorandvariousemploymentopportunities.

Increaselinkswithtraining/educationalinstitutionsandjobproviderstosourcequalifiedcandidatesandprovideongoingtraining.

July2010onwards ProvidesupportforIndigenousschoolstudentsthroughschoolbasedtraineeshipswithinAccorbusinessunits.

Ourobjectiveistoestablish,growanddevelopmutuallybeneficialexternalrelationships,withtheaimofdevelopingatalentpipelineforpotentialrecruitmentandpromotingtheAccorbrandasacareeroptionwithIndigenousAustralia.

WeaimtocreateathoroughunderstandingofAccor’sIndigenousemploymentstrategythroughoutthebusiness,supportedbytheimplementationofpolicies,guidelines,visionandcommitment.

EncourageandsupportAccorbusinessunitsandemployeestoparticipateinandcelebratekeyIndigenouseventsandcelebrations.

July2009onwards NationalReconciliationweekandNAIDOCweekcelebratedacrossallbusinessunitsannually.

Culturalawarenesstrainingtoolboxrevisedandimplemented.

January2010onwards Aminimumof80%ofourExecutiveCommittee,GeneralManager,andHRManagerstohaveparticipatedinculturalawarenesstrainingbyDecember2010.

ToparticipateinandrepresentAccorinvariousIndigenousemploymentgroupsandseminars.

July2010onwards Participateinaminimumoftwoeventsannually.

Provideassistanceandsupporttomanagersandnon-Indigenousworkcolleagues.

July2010onwards Implementationoftrainingtoolandlocalisedassistanceprogramsonasitebysitebasis.

AccortosponsoronekeyIndigenousevent

August2010onwards Accortoprovidesponsorshipand/orkindsupportforonekeyannualIndigenouseventofnationalorkeyregionalsignificance.

OurgoalistopartnerwithIndigenouscommunitiesanddevelopannualfundraisingevent(s)whichwillsupportandenhancethecommunity.

Participateincommunityrecruitmentfairsandevents.

July2009onwards Attendtwocareerfairsannually.Attendvariouseventsasappropriate.

PromoteAccor,andencouragepositiverelationships,withlocalIndigenouscommunities.

July2009onwards EnhancementofconnectionswithlocalIndigenousstakeholdersandcommunityorganisationsforinclusioninhotelevents,promotionofemploymentopportunitiesand‘jobready’approaches.

SupportlocalIndigenousinitiativesandcommunityprograms.

January2010onwards ProvidearangeofinitiativestoIndigenousstudents,communitymembersandorganizations.Thiswillincludescholarshipand/orsponsorshipofoneeventannually.

PlayanactivepartasacorporatetourismpartnertopromoteIndigenoustourism,art,andpeopleviapublicrelationsactivitieswithinAccor.

July2010onwards IncluderelevantIndigenousinformation(whetheritberegardingkeynationaleventsorlocalevents)alongwithtourismopportunitiesonin-housewelcome,conciergebriefings,tourismguides,andcommunicationschannels.

OuraimistohaveIndigenousemployeesinalllevelsacrossthebusiness(front-line,supervisory,andmanagementroles).Thiswillbeachievedbydevelopingsustainablecareerpathways,whichincorporateleadershipdevelopment,andpromotesaninternalAccorculturethatsupporttheirdevelopment.

ProvideopportunitiesforIndigenousandnon-Indigenousstafftoassociateprofessionallyandinformally.

July2009onwards Creationofaneventcalendar,highlightingnationalandlocaleventsalongwithinformalteambuilding,businessdevelopmentseminarsandAccorestablishmentevents.

IndigenousrepresentationwithintheAccorGraduateManagementTraineeprogram.

September2009onwards

TwoIndigenouspeopletoberecruitedintheGraduateManagementTraineeprogramannually.

ProvideongoingsupportandmentoringtomanagersofIndigenousemployees.

January2010onwards Creationofanintranetsiteprovidingallmentoringinformationanddailyassistance.TrainingsupportprovidedbyAcademicAccor.

ProvideprofessionaldevelopmentandpastoralcaretoIndigenousemployees.

January2010onwards Indigenousprofessionalcareprogramtobeimplemented,focusingonamentoringandbuddyapproachonanindividualchoice/matchbasis.

ProvideculturalawarenesstrainingtoManagement,Supervisorsandnon-Indigenousstaff.

July2010onwards Trainingtooldevelopedandimplementedforalllevelswithintheorganisation.

Weaimtoprovideaconsistentinduction,orientationandtransitionprocessforallnewIndigenousemployees.Followingthiswewillsupport,engage,andretainourIndigenousemployeesthroughimprovedopportunitiesforcareersuccession,andtrainingdevelopmentopportunities.

Regionalchampionsidentifiedandprovidedwithongoingcorporateandregionalsupportandcommunication.

July2009onwards SixregionalchampionsactivelyengagingcurrentIndigenousemployeesintheirareaandparticipatingandcompletingvariousactivitiessetoutbytheAccorIndigenousCo-ordinator.

HighlightsuccessofcurrentIndigenousemployees,includingtheirroleandachievements.

August2009onwards QuarterlyIndigenousnewsletterimplementedacrossthebusiness.

ProvidementoringandsupporttoallnewIndigenousemployees.

November2009onwards

AllnewIndigenousemployeesprovidedwithabuddyduringtheirfirstweekofemployment.Accormentoringprogramdevelopedandimplementedacrossthebusiness.ThisincludesliaisonwithElders,communitymembersandinternalandexternalrepresentatives.

Implementtargetedexitinterviewprocessinordertogainandanalyseinformationonreasonsforleaving.

December2009onwards

ProcedureimplementedforwhenandIndigenousemployeeleaves.Endofyearreportoutliningkeyreasonsfordepartureasidentifiedinexitinterview.Resultsandtrendsanalysedandactionplansdeveloped.

CreateaprogramthatencouragesIndigenousemployeestobelinksbetweenAccorandthelocalcommunities.

November2010onwards

EstablishandbuildanIndigenouscareernetwork.ThiswillentailoneidentifiedIndigenousemployeeperstatetobecomeanambassadorforAccorandprovidealinkbetweenAccorandlocalcommunities.

InanendeavourtoincreasethenumberofIndigenouspeopleemployedinhospitalityacrossAustralia,AccorhasestablishedanIndigenousspecificemploymentbrochure.

Thecontentsareasdetailedbelow...

IndigenousEmployment@AccorprovidesIndigenousAustralianswithemploymentandtrainingopportunitiesathotelsandresortsacrossAustralia.

ThehospitalityindustryisrecognisedasthemostdynamicandfastestgrowingindustryinAustralia.WithHotelsandResortsinmajorcentresaswellasruralareas,thereareagreatvarietyofcareeropportunitiesavailableatalllevelsthroughouttheorganisation.

• Excellentpersonalpresentation;• Willingtolearnandworkinateamenvironment;• Flexibleavailability;

Ifyouwishtobuildacareerinthehospitalityindustry,there’snobetterplacetodoitthanwiththeAccorteam.

YoucanfindoutfurtherinformationregardingIndigenousEmploymentatAccorby:

• ContactingtheHumanResourcesDepartmentatyournearestAccorHotelorResort;

• ContactingtheAccorIndigenousEmploymentProgramCo-ordinator.

• FoodandBeverages-Bartenders,waiters,banquetattendants,hosts

• RoomsDivision-reception,guestsrelations,porters• Housekeeping-roomattendants,linenattendants,

laundryattendants• Kitchen-Stewards,kitchenattendants,chefs• Graduateprograms• SalesandMarketing• HumanResources• Engineering• Finance• SupervisorandManagementPositions

JupitersTownsvilleHotel&Casinois locatedontheTownsvilleBreakwater,setamongsttropicallandscapedgardensandoverlooksmagnificentMagneticIsland,theCoralSeaandTownsvilleCity. ThepropertyiswithinwalkingdistanceoftheMagneticIslandFerryterminal,the CBD, andtherestaurantprecinctsofPalmerStreetandFlindersStreet. Jupiters’TownsvilleisalsoashortstrolltoReefHQAquarium,MuseumofTropicalQueensland,theCulturalCentre,shoppingmallsandTownsville’sawardwinningbeachfront, TheStrand. 

Thehotel hasrecentlybeenrefurbishedandistheonlyAAArated fourandhalfstarpropertyinTownsville. JupitersTownsville comprisesof194hotelrooms, 3restaurants, 5bars,tropicalpool,spaandhealthcentre and 11separateconferenceandeventsvenues. 

Forthepastthreeyears,JupitersTownsvillehaswontheMeetingsandBusinessTourismandDeluxeAccommodationAwardsattheNorthQueenslandTourismAwards. 

Whenitcomestoemployment,includingIndigenouspeople,JupitersTownsvillehasasimplisticapproachbasedonthefive‘f’principle:

• Fun;• Focus;• Fast;• Fresh;• Friendly.

Thishasbeenaconcertedandmeasuredefforttomoveawayfroma‘machine’approachtohospitalitytoanenergydrivenpersonalityfocus.Employeerecruitmentisnotnecessarilybasedonliteracyandnumeracy;itismoreaboutwhattheindividualcanbringtothebusiness.

Eachemployeeisprovidedwitha‘buddysystem’commitmentfromtheorganisationcoupledwithasixmonthrotationaljobroleopportunity.Thisensuresvarietyoftaskandthebuildupofapersonalandbusinessmultiskillplatform.

Currently,JupitersTownsvillehas380employees,ofwhich35areIndigenousstaff,someninepercentoftotalstaffing.

IndigenouspeopleareemployedasFoodandBeverageattendants,Gamingstaff,Security,CustomerServiceandShiftManagers.

SunferriesisaTownsvillebasedferrycompanythatprovidesreturnpassengertransfersbetweenTownsvilleandMagneticIslandandTownsvilleandPalmIsland.CoupledwiththeseservicesistwohighlysuccessfullicensedretailtravelagencieslocatedattheBreakwaterTerminalTownsvilleandtheNellyBayTerminal,MagneticIsland.

Thebusinesshasover75staffandwasestablishedin1997–somethirteenyearsofoperation.

Giventhehighinteractionwithcustomers,Sunferries’placesignificantemphasisonrecruitmentstrategies:

EverypersonatSunferriesissomuchmorethanyoureveryday,run-of-the-millemployee. BecauseSunferriesonlyrecruitsthoseapplicantswhoaretherightfit,ouremployeesareexceptionalandtalentedpeoplefromallwalksoflife. Theydemonstratetotalcommitmenttocustomerserviceandstriveforexcellenceasateam,constantlyseekingoutwaystosucceed.

Webelieveinworkinghardandhavingfunalongtheway. Ouremployeesspendmostoftheirwakinghoursintheworkplace,sowefocusonmakingitanenjoyableplacetobe! Withpositiveattitudesandopen-doorpolicies,Sunferriesencourageshonesty,innovationandcontinuousimprovement.

Regardlessofthepositionweholdorthejobwedo,atSunferrieswemakecustomerserviceournumberonepriority,sothateverycustomercanlookbackontheirinteractionwithusasapleasantandmemorableexperience.

Sunferries’valuesunderpineverydecisionwemakeandeverythingthatwedo. Theyinfluencetheprofessionalstandardswesetforourselvesinoureverydayconductanddealingswithcustomers,suppliersandemployeesalike. Thevaluesthatweembracearecreated:

Throughcommunicationwithourcustomers-webuildrelationshipsbasedonhonestyandopennesswhichcanenhanceourservicetothecommunity.

Througheffectivecommunication,supervision,andtraining-weprovideencouragementforallemployeestogrow,besafeandmakeitafunplacetowork.

Througheffectivemanagement-weensurethatallstakeholdersbenefitfromourbusiness.

Throughpropertraining,maintenanceandmanagement-ouroperationshaveaminimalimpactonourenvironment.

TheadventofthenewferryservicetoPalmIsland,anIndigenouscommunity65kilometresnorth-westofTownsville,instigatedadrivefromthecompanytoemployandengagewith‘locals’fromtheIsland.

TwoindividualsweresoughttooperatetheticketofficeonPalmIslandandcrewtheferrytransferstothemainland.TheSunferries’processwas:

• Extensiveconsultation(threemonths)withcommunityelderstoestablishwhopotentiallyisthe‘rightfit’fortheroles?

• Extensiveconsultationwithlocalemployment/placementAgency;

• Candidateswereidentified,interviewedandtwosuccessfulrecruitsselected;

• Therecruitswerethentransferredtothemainlandfortwoweeksofextensive‘onthejob’traininginbothoperationalandcommunicationskills;

• TherecruitsremainedinTownsvillefortheentiretrainingperiodandparticipatedincompanysocialevents.

Atthetimeofpublication,thetwonewSunferries’employeesaresevenmonthsintotheirtenureandgoingfromstrengthtostrength.

Harryhailsfromtheinconspicuous,easternmost,TorresStraitIslandofDarnleywhereCreoleisthenativetongueandEnglishisthesecondlanguagespoken.

AnineyearIndigenousliaisonrolewithQueenslandCorrectionsbasedinTownsvillewasthestartingpointofhisworkinglife.

HehasbeenemployedbyAustraliaZoofortwoyearsandhasexcelledinanumberofrolesincludingsecurity,customerrelationsandtourguiding.

Anintegralpartofhisresponsibilitiesisthedeliveryofinternalculturalawarenesstrainingwithstaffandmanagement.

HarryisastrongcustodianofhisIndigenousrootsandbelievesthattourismisakeyvehicleforsharingIndigenousstoriesandkeepingtheculture‘alive’.

Hehasembarkedonanartefactcollectionandretentionprojecttosafeguardhistriballineagesandensuregapsarenotgenerationallycreated.

AbeliefthatmorecontactisrequiredwithIndigenouscommunitiesintermsoftourismexposurewillleadtoeconomicbenefit,communityunityandtheinvestmentininfrastructuredrivesapersonalambitiontobethelinkbetween‘oldschool’and‘newschool’thinking.

AmixofIndigenousandEuropeanmethodologiesisvital.

Harrystressesthatthistransformationmustbeundertakeninasubtlemanner,inatimelyfashionandwiththecompleteacceptancebyEldersandyouthalike.ApartnershipneedstobeestablishedtomutuallypromoteIndigenouscommunities.

SimilartoAustraliaZoovalues,hebelievessuccessisentrenchedinaconservationandeducationalapproachtocommunityandmostimportantlytheprotectionandpromotionoftheIndigenousculture.

HarryispartoftheZoo’s‘family’approachtotheworkplaceandhisoverallacceptancebystaffandmanagementisexemplifiedbyalladdressinghimbyhistraditionalIndigenousname.

UltimatelyhewishestoleaveanIndigenouscultural‘footprint’atAustraliaZoo.

Forover84yearstheO’ReillyfamilyhasbeenwelcomingvisitorstotheirmountainhomeinWorldHeritageLamingtonNationalPark–someninetyminutesfromtheGoldCoast.Thefamilypridethemselvesonprovidingaauthentic,Australianhospitalityexperienceinaspectacularnaturalsetting.Theyenjoygettingtoknowtheirguests,forgingfriendshipsandsharingwiththemaccesstothenaturaltropicalrainforestandoneofAustralia’sbio-diverse‘hot-spots’.

Therainforests,thevastarrayofbirdlifeandwildlife,thewalkingtracks,waterfallsandspectacularviewsattractvisitorsfromallovertheworld.TheO’Reillyfamilyiswidelyrespectedaspioneersofnature–basedtourisminAustraliaandhavebecomeknownandawardedasaleadingandrespectedAustraliantourismexperience.

O’Reilly’sRainforestRetreatworkswiththelocalcommunityandlocalemploymentsupportgroupstofosterbothmatureagerecruitmentandtheintroductionofyoungindigenouspeopletotheworkforce.

ThecompanydoesnothaveaspecificIndigenousEmploymentStrategy,instead,appliesamulticulturalapproachthatcreatesandrecognisestoleranceandrespect–thishasbeenasignificantandmeasuredmoveawayfromanAustraliancentricworkforce.

Employmentsuccessandretentionisbasedfirstly,onmeetingtheneedsofthebusinessratherthantheindividualandsecondly,personalityfaroutweighsskillsintheselectionprocess.

Thecompanyunderstandstheneedtomanageexternalfactorsincludingcommunity,familyandpeerpressurestogetherwithaninternal‘buddysystem’toensureeveryefforttosupportemployeesisbeingaddressed.

AsO’Reilly’sRainforestRetreatissomewhatisolated,theorganisationreliesheavilyonlocalcommunitiesandschoolsbothblackandwhitetoprovidethestaffrequiredtooperatetheaccommodationfacilityandvineyard.

TothisendO’Reilly’siscommittedtosupportinglocalcommunitygroupsandthroughanumberofprogramsincludingworkexperienceprojectsinthevineyardandinternshipsintheRetreat,areequallyfocussedonindividualprogress.Theapproachisoneofa“legup”ratherthana“handout”.

FutureplansareforthelocalIndigenousculturetobeprofiledthroughdanceandtheatreandongoingcommercialopportunitiesthisexposurecreates.

Sinceopeningin1970,AustraliaZooremainsprivatelyownedandoperatedbyTerri,BindiandRobertIrwinandhasgrownfromthe1.6hectareBeerwahReptileParkwithasimplemenagerietotheawardwinning30hectareworld-classfacility,whichisnowhometoover1200animals.

AustraliaZooisanaward-winningfacilityandwelcomesonemillionvisitorsfromallovertheworldeachyear.

PassionforConservationMaintainingthehighestlevelofpassionandenthusiasmforwildlife,AustraliaZooprovidesvisitorswithauniquewildlifeexperienceandholdsfirmtheircommitmenttoachieve‘ConservationthroughExcitingEducation’.AustraliaZoosupportsandpromotesconservationeffortsworld-wideandasthemajorsponsorofAustraliaZooWildlifeWarriors;theyareabletoachievetheirglobalconservationobjectives.

Family-FriendlyDestinationAustraliaZooispassionateaboutcreatinganatmospherethatistheultimatefamilyexperience.Theimportanceof‘Family’isacorevalueatAustraliaZoo.Infactmanystaffhastheirownfamiliesworkingatthezoorightthroughtoseniormanagement

AustraliaZoohasademonstratedopenmindandwillingnesstoacceptamulticulturalapproachtostaffingthefacility.

The‘Zoo’workscloselywiththetraditionalownersofthelocalland,theGubbiGubbi,inregardtoIndigenouscultureprofilingandembracingland-basedvalues.

AnumberofIndigenousinfluencedeventsarestagedthroughouttheyearincluding:

• AustraliaDay;• SteveIrwinDay(WelcometoCountry);• MultipleGuestSpeakingOpportunities;

• LocalartondisplayandsaleintheAustraliaZooshop;• Traditionalartefactdisplay;• VIPBreakfastEvents(WelcometoCountry).

SteveandTerriIrwin’schildrenBindiandRoberthavebothbeengivenIndigenousnamesandshareacommonbondin‘country’.‘Country’includesalllivingthings.Itincorporatespeople,plantsandanimals.Itembracestheseasons,storiesandcreationspirits.‘Country’isbothaplaceofbelongingandawayofbelieving.

Ourstrengthisembeddedintiestoourcountry.TheculturecreatedbytheIrwin‘family’isbaseduponaconservationandeducationapproachtobusinessandallstaffareempoweredandtrainedtobeleaders.

Culturalawarenesstrainingisdeliveredthroughstory-tellingandafamilyapproachtotheworkplace.Mutualtrustandacceptanceplaykeyrolesintheoverallbusinesscultureandensureaharmoniousenvironmentiscreatedandmaintainedforbothanimalsandhumans.

AustraliaZoosupportsan‘in-house’IndigenousRanger’sProgramandencourageslocalIndigenouscommunitiestobeemployedinmainstreamjobroles.

Acommitmenttothe‘FormerOriginGreats’(FOGS)projectencouragesschoolagedIndigenouspeopletoconsideremploymentopportunitiesandacareerpathwayattheZooasviablefuturevocations.

ManagementisactivelyworkingtowardsincreasingthepercentageofIndigenousemployeesattheZooandtothisendisencouragingstafftobeinvolvedintheprocess.HarryPitt,aTorresStraitIslander’actsasaZooambassador,culturalawarenesstrainerandafamilyapproachtotheworkenvironment.

‘

OneofAustralia’sleadingwildlifeexperiences,theRainforestHabitatWildlifeSanctuaryinPortDouglashasjustcelebrated21yearsofoperation.

OneoftheHabitat’scornerstoneactivitiesistheinformativeguidedtoursthatareavailabletoguests,andprovideavaluableinsighttobehaviouralcharacteristicsofspecies,theirinteractionandtheirrolewithintheenvironment.Enthusiastictourguidesaretrainedinallfacetsofbiologicalsystemsandprocesses,andcontributetotheRainforestHabitatWildlifeSanctuary’sAdvancedEcotourismAccreditation.

WordssuppliedbyRainforestHabitatHumanResourcesManagementTrentisaparticularlycompetentandconfidentyoungIndigenousmanraisingayoungfamilyinPortDouglaswhonotonlyplaysanactiveroleinthebusinessbutalsoencouragedhissistertoapplyforemploymentwithRainforestHabitat. 

Hissisterisnowaparttime,valuedmemberofstaffinmaintenanceandencouragingTrenttocompletehistrainingsoshecanbethenext‘inline’trainee.

TrenthasaCertificateIIIinHorticultureatRainforestHabitatandcommencedemploymenton04August,2009.

HewasemployedthroughtraditionalemploymentmeansafteradvertisingintheMossmanGazetteNewspaperandcontactingMossmanJobAgenciesandIndigenouscommunitiesforafulltimetraineeinhorticulturefortheRainforestHabitat.

TrenthadpartiallycompletedapaintingapprenticeshipinWeipaandwaskeentoincreasehisskillsandgainatrade,preferablyworkingoutside.TrentimpressedRainforestHabitatwithhiscommitmenttolearnatradeandsupportanewfamily.Trentstartedhistraineeship,CertificateIIIinHorticultureRTF30103on04August,2009.

DuetohiscommitmentTrentwasofferedtheopportunitytochangehistrainingtoanapprenticeship,aCertificateIIIinHorticulture–ParksandGardensRT30703.Thiscertificateisthree(3)yearsinsteadoftwo(2)butallowsTrenttogainamuchhigherrecognitionasatradequalifiedHorticulturistoncompletion.

Trentisreviewedbyhissupervisor,TerryCarmichael,atregularintervalsandsuppliedfeedbackonhisprogress.DuetothequalityofTrent’sworkcommitmentandethics TheRainforestHabitathassupportedTrenttoobtaintheTestandTagqualification.

Hehasgrownconsiderablyinconfidenceandskillandtakespridethatmanyofthehangingbasketsandpottedplantswithinthevisitors’areasarehisplantsthatarecreatingcomment. HeisavaluedmemberoftheHabitatteam.

VitoMusumecifromtheTropicalNorthQldTAFEvisitstheworkplaceregularlytomonitorandassesstheworkplacetrainingandtosupplyfeedbacktoTrentandhissupervisor.Duetothemanypracticalskillsrequiredinhorticulture,unitsareclusteredandassessedattheendoftheclusterperiod.

FeedbackfromVitoMusumecihasbeennothingbutpositive.TrenthasbeenencouragedtovisitothersiteswithintheCaptaGroupandmeetwithotherhorticulturestaffincluding BenMorrow,aqualifiedhorticulturalistat‘Rainforestation’NatureParkinKuranda. ThisallowsTrenttoviewthedifferenceswithintheworkplacesandshareskillsandknowledge.

OnapersonallevelTrent’spartnerisveryinterestedinhisworkandsupportive. Hecompleteshisstudiesatnightwhenthebabyisputtobedandhispartnermakesitaquiettimeforhim. Thisenableshimtobeparticularlyorganisedandallowstimetostudyregularly.

WhatTrentlikesmostaboutthetraineeshipisthatitisoutdoors.Thereissomethingdifferenttodoeachdayandhelearnssomethingneweveryday. Trenthopes,intime,tohavehisownbusinessandwouldliketobeinvolvedinlandscaping. Hewouldliketocombinethiswithanurseryofhisowntoensureplantsupply.Hispartnerisanelectricianandtheywouldliketodevelopthebusinesssothatwaterandlightinginthetropicalenvironmentareaspecialtyforthem.Thiswouldallowthem togrowthebusinessandworktogether.

SkyrailRainforestCableway,locatedinCairnsTropicalNorthQueensland,isaworldfirstenvironmentaltourismexperience.VisitorsaretreatedtoelevatedviewsofAustralia’sWorldHeritagelistedTropicalRainforestcanopyanddeepintotheforest.

TheSkyrailexperience,spans7.5kmsoverpristinerainforest,allowsvisitorstoexplorethewondersofanancienttropicalrainforestandlearnaboutoneofthemostbotanicallyfascinatinganddiverseareasonearth.

TheSkyrailworkplaceisaprogressiveandchallengingenvironmentandprovidesstaffmemberswithrewardingandexcitingcareeropportunities.

• Attracttherightpeoplefortherightjob;• Providepermanent,stableemploymentover95%of

Skyrail’s100staffmembersarepermanentemployees;• Recogniseandrewardsuperiorworkperformance;• Providetheopportunityforcareerdevelopment;• Provideon-goingtrainingandcontinualskills

development;• Encourageindividualstoperformtoasuperiorstandard

andpromoteastrongteamworkingenvironment.

TheSkyrailbusinesshasmanydifferentfacetsandteammembersareemployedinavarietyofjobpositions.

Skyrailemploys100teammembersallwithuniquepersonalitiesbutarangeofdifferentbackgroundsandjobskills.Belowaresomeofthekeyindividualperformancecriteriarequiredbyteammembers:

• Peoplewholikeabusyanddemandingworkenvironment;

• Peoplewhoarecustomerfocused;• Peoplewhoarelookingforcareerprogressionwithin

thetourismindustry;• Peoplewhopossessapositiveoutlook,willingto

takeonchallengesandstriveforimprovement;• Peoplewhoareinnovativeandcommunicatewell;• Peoplewhothriveinateamenvironment;• Peoplewhohavea‘yesIcan’–intermsofcustomers,

‘nothingistoomuchtrouble’approachtowork;• Peoplewhowantbepartofanmulti-award

winningteam.

WhenitcomestoemployingIndigenouspeopleSkyrailhasasimpleandpracticalapproach–connectwithindividual,regionaleducationalestablishmentsandmostimportantlycommunity.

TribalEldersplayanintegralandcontinuousroleintheemployment‘lifecycle’byregularlymonitoringprogress.

AlltourismmainstreamemploymentpositionsareofferedtothelocalIndigenouscommunityaspartofaformalarrangementandalongtermmutuallybeneficialcommitment.

Employeesaresupportedbothinsideandoutsidetheworkenvironmentthrougha‘buddy’andmentoringprogramandareprovidedwithadistinct,structured,careerpathway(Employeesareofferedsupportinsidetheworkenvironment–itisnotimposedonthemandsometimesitisnottakenup).

Indigenouspeoplearenot‘pigeonholed’andaregiventheopportunityto‘findtheirfeet’,broadentheirhorizonsandadjusttotherigoursofademandingpeoplebasedworkenvironment.

Testamenttothesuccessofthis‘nofrills’practicalapproachtoIndigenousemploymentisthelongevityofemployees’tenureandaformeremployeereturningtotheSkyrailworkforcefromretirement.

CurrentIndigenousemployeeswereaskedtwoquestionspertainingtotheiremploymentexperienceatSkyrail–theirresponses,intheirownwordsareasfollows:

What do you enjoy about working at Skyrail?

TaniaHunter–Housekeeper(PartTime)

“I like the people – tourists and staff” “The friendly atmosphere”“The confidence it has given me to be able to do tasks on my own”“I like being employed”“I just enjoy working at Skyrail”

RegBrim–CableOperator(PartTime)

“Meeting people from all over the world”“Staff (work colleagues)”“Environment in which I work”“Job security – a permanent job”“Training to do interpretation on boardwalks at Red Peak”

What type of support do you receive from family and community in regards to your ongoing employment at Skyrail?

TaniaHunter

“I get support from Mum and Dad and Mother-in-Law who help look after my two children. I have a 6 year old at school and a 3 year old.”

“I get support from my Dad with the use of his car to get to work.”

“Family members have made me feel happy and more confident – they congratulated me when I got the job at Skyrail. Close family members wanted to know how I got the job. I told them it was advertised in the Cairns Post and I applied for it. My cousins are now all saying that they need to get a job. I encourage them to read the job vacancies in the paper on Saturdays and Wednesdays as these are the days that most jobs are in there.”

“I live at home with my parents (at Mantaka outside of Kuranda) but I have just been offered a house to rent in town, in Kuranda which I can now afford to accept because I have a job.”

RegBrim

“My family assists financially if required – if I need to buy fuel to get to work in Kuranda”

“Family members are available to assist with transport if I need them to.”

“Registered with Neato Employment who monitors the number of hours that I work, they provide assistance with cost of shoes etc. for work. Just ask me how the job is going and if I need any other part time work.”

“Tribal Council always asks me how Skyrail is going.”

“I have a wife at home – two grown up children but they don’t live at home anymore.”

AnothersuccessfulIndigenousJobtrainingcoursewasheldatPullmanReefCasinoresultingin12graduateswhowillnowbeplacedinF&BandHousekeepingroleswithinCairnsandTownsvillehotels.GuestspeakeratthecoursewasGrahameRoss,anAccorIndigenousemployeeandthefirsteverIBuildsmileswinner,whogaveanencouragingtalkaboutopportunitieswithinthehospitalityindustry.ThesessionwasrunthroughAcademicAccoroverfivedaystoequipcandidateswithappropriateskillsandknowledgetoenterthehospitalityindustry.

Istartedmycareerinthehospitalityindustryin2004attheSeaTempleResortandSpaPortDouglasintheHousekeepingDepartment.ImovedtotheLakesResortinCairns,beforejoiningtheAccorIndigenousJobsReadyProgrammein2010.IfeltveryfortunatetobeofferedapositionwiththeMercureCairnsHarbourside,workingbreakfastintheF&Bteam.IenjoyworkingearlyinthemorningbecauseitgivesmeanopportunitytoensureguestsgettheirdaysofftoagoodstartamhappytobeworkingforsuchalargeinternationalcompanywithsomanyopportunitiestoworkthroughoutAustralia.MygoalistoonedayworkasaManager/SupervisorintheRestaurant,andhopefullybeabletomovetootherAccorpropertiesthroughoutQueenslandandmaybeevenAustraliawithmyfamily.

QueenslandTourismIndustryCouncilLevel11,30MakerstonStreet,BrisbaneQLD4000POBox13162,GeorgeStreet,QLD4003Tel:0732361445Fax:0732364552Email:info@qtic.com.au Website:www.qtic.com.au

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