Extract from PIRSA's Annual Report

Appendix 6

Commitment to Reconciliation has been expressed through the Reconciliation Statement (RS) and Reconciliation Action Plan (RAP).  The RAP in particular, guides PIRSA’s Reconciliation work through strategies and actions that are intended to have positive and enduring impacts for Aboriginal and Torres Strait Islander people.  It is arranged under three main themes: relationships, respect and opportunities.

Headed by the Deputy Chief Executive Resources and Infrastructure, the recently established Executive Aboriginal Governance and Working Group (EAGWG) has been supporting the delivery of specific and general RAP initiatives.

RAP achievements have been many and varied, key amongst them being an internal review of the Chief Executive’s Reconciliation Reference Committee (CERRC).  A number of improvement ideas were identified with one of the most important being the introduction of sitting fees for the Aboriginal membership.

A Reconciliation website has been developed to showcase PIRSA’s growing Reconciliation achievements.  It is also designed to raise awareness of Aboriginal issues and acknowledge the important place of Aboriginal people.

Resources and energy have been invested in Aboriginal Employment.  PIRSA has developed an Aboriginal Employment Plan (AEP) as an extension to the RAP.  It has a five year horizon and sets bold targets.  Adding to PIRSA’s current Aboriginal workforce, four new Aboriginal employees have been recruited.

The Minerals Energy Division (MER) of PIRSA has a considerable history with Aboriginal communities.  MER encourages, and at times sponsors, various training and education initiatives which are all designed to support Aboriginal people to join the Resources Industry.  

A notable MER employment initiative is its internal Aboriginal Traineeship Program.  The Program is carefully designed to take into account cultural matters and is resourced with dedicated and qualified MER officers.

Other divisions including Commercial Investment and Corporate are working towards recruiting cadets in a range of disciplines such as contract management, human resources and finances.

PIRSA continues to promote its Recruitment and Selection Policy which mandates that temporary vacancies of longer than six months are to be lodged with the Aboriginal Employment Register for referral of potential employees.

To encourage Aboriginal people to pursue science related careers, PIRSA has all but established an Aboriginal Scholarship Program. 

As a means of empowering PIRSA’s Aboriginal employees to participate in determining their own employment futures, PIRSA supported the review of its Aboriginal Employee Network (AEN).  A recent AEN planning session holds much promise for continuing support to Aboriginal employees.  The AEN has been set up to provide networking, information exchange and peer support opportunities for PIRSA Aboriginal employees.

Cultural awareness training and Pitjantjatjara language studies continue to be fundamental prerequisites for employees working on the Anangu Pitjantjatjara Yankunytjatjara (APY) Lands.

Regular visits by PIRSA employees to Aboriginal communities provide proactive coverage and ownership of issues in respect to mineral exploration on Aboriginal Lands.  This has been crucial in fostering mutually-beneficial relationships between traditional owners, PIRSA and prospective mining companies.

Established arrangements ensure Aboriginal community leaders are invited to attend regional executive meetings.  At these meetings, key business or community interests are raised and openly discussed.

The Mt Davies chrysoprase mine and the Birksgate petroleum well site have been rehabilitated using community equipment and local people.  This has resulted in certified training and skills development for Aboriginal people in the APY Lands.

To enhance Aboriginal people’s fluency in minerals activities, MER provides geoscientific educational support to TAFE.  Wiltja students are provided with information regarding where and how to access employment in resource industry.  MER actively encourages exploration companies to employ Anangu people in the resources industry.

Although less directly, MER plays a role in the advancement of Aboriginal people’s aspirations through work in the development of appropriate Land Use Agreements.

Through its lead sponsorship role, MER has encouraged other companies across the State to make financial contributions to the Rio Tinto Cup football challenge.

APY Tenements officer & Indigenous Mining Liaison Officer (Malpa) are funded by MER to assist with the land access process for exploration & production tenements.

Standardising templates for processing mineral exploration licences for access to APY land have been well received.

Rural Solutions SA (RSSA) has been providing consultancy services to Government and non-government organisations that are assisting Aboriginal proponents in the establishment of commercial business ventures.  Specific work ranges from connecting potential partners, delivering Aboriginal Cultural Training and acting as a conduit between key players.