Opportunity and Prosperity

Our shared commitment

Building opportunity and economic prosperity for all Aboriginal Victorians.

Fully participating in the economy provides Aboriginal Victorians with the resources they need to self-determine their future. The Victorian Government is committed to supporting Aboriginal Victorian workers, employers and businesses to thrive, including supporting them to recover from the financial impacts of the coronavirus pandemic. As part of government's efforts, fostering inclusive economic growth is key.

This means stimulating work and additional economic development and business opportunities for Aboriginal young people, women, people living with disability and those in regional areas, and ensuring Aboriginal Victorians are represented at all levels, across all sectors and in all pursuits.

Goal 8: Aboriginal workers achieve wealth equality

Overview

Measures under Goal 8 do not have new data available for reporting.

Closing the Gap – Relevant Outcomes and Targets for Goal 8

The National Agreement does not contain outcomes and targets that align with this VAAF goal. Victoria is pursuing more ambitious and comprehensive goals under the VAAF, which are reported on in this chapter and the Data Dashboard.

Closing the Gap - How Victoria is tracking nationally

Not applicable.

8.3 Increase Aboriginal business ownership and support Aboriginal entrepreneurs

Case study: Jaramer Legal Services

The Victorian Government’s Legal Services Panel is used by almost 200 Departments and agencies to source external legal services. A refresh of this panel in 2023 provided an opportunity for Aboriginal businesses to be included in the firms that supply legal services to Government as part of the social procurement approach. Jaramer Legal Services, a Kinway certified Victorian Aboriginal Business, was successfully appointed to the panel of 37 law firms, which means they are well positioned to provide services including property, commercial and contracts legal services, to the Victorian Government.

Case study: Kinaway 12-Month Pilot Program

SDRF enabler - Transfer power and resources to communities

In November 2022, DTP entered a Pilot Partnership with Kinaway Aboriginal Chamber of Commerce. The one-year, $250,000 Pilot leveraged Kinaway’s expertise in strategic partnership management to create mutually beneficial procurement outcomes for Kinaway members and the Portfolio.

The Pilot, aligning with the Plan, worked towards better procurement outcomes for the Portfolio and Victorian First People owned business, including increased engagement, spend and contract awards.

DTP in partnership with Kinaway conducted Opportunity Analysis workshops with DTP staff and transport entities. Bespoke breakdowns of typical entity spend on Victorian First Peoples owned businesses were identified through category analysis, as were future procurement opportunities.

The Pilot contributed to an increase in the Portfolio’s First Peoples Procurement performance in FY22/23, and there was a reported increase in the cultural competence and confidence of Portfolio buyers to engage First Peoples businesses, in addition to greater understanding of the Victorian First Peoples business sector.

DTP was also able to leverage its relationship with Kinaway to connect Victorian First Peoples owned businesses with flood recovery response teams, following the October 2022 flooding events. Work is also ongoing beyond the Pilot to address First Peoples procurement barriers and to further increase the number of First Peoples businesses prequalified for Portfolio works.

Case study: Aboriginal Economic Hubs Initiative

SDRF enabler - Transfer power and resources to communities

In September 2023 the government allocated funding under the Regional Package for regional legacy Commonwealth Games projects to invest in regional Victoria. The Regional Package allocation provided targeted Aboriginal Economic Development funding support that aligns with the Yuma Yirramboi Strategy strategic pillars and DJSIR strategic goals. The Regional Package included $6 million funding over two years (2023-25) for the establishment of seven TOC run regional Aboriginal Economic Hubs:

• Barengi Gadjin Land Council Aboriginal Corporation
• Eastern Maar Aboriginal Corporation
• Gunditji Mirring Traditional Owners Aboriginal Corporation
• First People of the Millewa-Mallee
• Taungurung Land & Water Corporation
• Yorta Yorta Nation Aboriginal Corporation
• Bunurong Land Council Aboriginal Corporation

The new hubs will be established before June 2024 and will align with the three existing hubs currently being run by the following TOCs that have been funded by DJSIR:

• Dja Dja Wurrung Clans Aboriginal Corporation –Bendigo Region
• Gunaikurnai Land and Waters Aboriginal Corporation –Gippsland Region
• Wadawurrung Traditional Owners Aboriginal Corporation –Ballarat Region

The $6 million funding is to support and resource the establishment and initial fit-out of hubs to provide a location to deliver operational programs that supports Aboriginal businesses in providing products and services. This will enable Aboriginal self-determination by supporting economic participation at a regional and local level. The funding will support and build the capacity and capability of Traditional Owners Corporations as providers of services that support increased social and emotional wellbeing of the members base, and the regional Aboriginal community.

Funding has been provided to offer regional placed-based opportunities for Aboriginal businesses and the community to grow and network in cultural tourism, capacity building programs, provide a shop-front to display and sell products, gallery space, co-working office space for Aboriginal entrepreneurs and small business owners, and rental space for outside organisations to host meetings and programs.

Goal 9: Strong Aboriginal workforce participation, in all sectors and at all levels

Overview

Measures under Goal 9 have mixed results

The majority of measures under Goal 9 are not reported on due to sourcing data form the ABS Census of Population and Housing.

Aboriginal workforce participation in metropolitan, inner regional and outer regional and remote Victoria remained stable in 2021. Non-Aboriginal employment decreased in the same period.

More recently, in 2023 Job Victoria’s service offering was returned to pre-pandemic levels, as a result the program had less job placements than in previous years and significantly less outcomes for the same year. Aboriginal leadership in the VPS (Aboriginal identifying employees at VPS6 and above) has remained stable since 2019.

Goal 9 directly aligns with the following Closing the Gap Outcome and Target

Outcome 8 Strong economic participation and development of Aboriginal and Torres Strait Islander people and communities

• Target 8: By 2031, increase the proportion of Aboriginal and Torres Strait Islander people aged 25-64 who are employed to 62 per cent.

Closing the Gap - How Victoria is tracking nationally

Outcome 8: In 2021, 55.7 per cent of Aboriginal and Torres Strait Islander people aged 25–64 years were employed across Australia, compared to 62 per cent in Victoria.

Nationally, based on progress from the baseline, the target shows good improvement and is on track to be met. In Victoria, there has been some improvement since 2016 (the baseline year).

Measure 9.1.3 Aboriginal jobseekers supported into work

As a result of a scale down of Jobs Victoria services between 2022 and 2023 there was a significant decrease in the number of Aboriginal job seekers supported into work through Jobs Victoria. In 2023, 123 Aboriginal women and 168 Aboriginal men were supported into work placements compared to 331 and 451 in 2022.

In 2023, 6.5 per cent of Aboriginal women and 14.3 per cent of Aboriginal men placed into work were supported to achieve 26-weeks of employment. It is expected that further sustainable employment outcomes will be reflected in 2024 data as this reflects the time lag between when the work placement commenced, and the sustainable employment outcome being realised six months later.

A significant investment in Jobs Victoria was made in the 2020-21 State Budget to support jobseekers through the unprecedented crisis of COVID-19. The 2023-24 State Budget invested $35.1 million over 2 years for Jobs Victoria to deliver targeted employment services in five priority locations. Jobs Victoria has partnered with local organisations to deliver the Mentors program in Hume, Brimbank, Greater Dandenong, Greater Shepparton, and Latrobe. The 2023 numbers reflect the Jobs Victoria service offering returning to its pre-pandemic profile, recognising that the Commonwealth Government has primary responsibility for employment services.

Case study: Elevating Connections Healing Ourselves (ECHO) First Nations Women’s Leadership Program

SDRF enabler - Transfer power and resources to communities

The ECHO Leadership Program enhances the governance, decision making and leadership skills of First Nations women in a culturally appropriate manner, guided by self-determination principles. The program will provide the knowledge, framework, and tools to ensure First Nations women lead decision-making in areas that impact their lives, culture and communities.

This approach recognises that education, mentoring or coaching, networking opportunities and scholarships may create a pipeline of talented women leaders and help women on the pathway to success.

In 2022-23, the ECHO Program funded 14 First Nations women to participate in a hybrid online and in-person leadership development program led by Karen Milward Consulting and team, including Karabena Consulting and a range of expert First Nations facilitators and community members. The program concluded in 2023 with key deliverables including:

• A buddy system, allowing First Nations women to connect with one another throughout the program and afterwards
• Online and in-person workshops focusing on strategies for women’s leadership, individual financial management skills, resilience and ensuring cultural safety
• Culturally informed mentoring opportunities.

Case study: Algabonyah Employment Program - Goulburn Valley hospital project

Jobs Victoria partnered with the Rumbalara Football and Netball Club in Shepparton to deliver the Algabonyah Employment Program, supporting local Indigenous jobseekers into work.

Ruby Winmar, 19 years old, had undertaken a nursing traineeship but was finding it challenging to find secure work that would support her financially. Ruby connected with Jobs Victoria and Algabonyah, who supported her to gain her white card, and then into a job with Lendlease working as a construction worker on the new Goulburn Valley Hospital project.

David Barron, Partnerships manager at Rumbalara Football and Netball Club, said Algabonyah is building careers for people in the Aboriginal community in Shepparton. “Jobs Victoria funding that goes into that is critical to the success stories that we’re seeing on the Lendlease hospital site.”

Rob McGregor, Site Manager, Lendlease, said Ruby walked in the door job ready. “Jobs Victoria’s partnership with Rumbalara has given us job-ready people. On day one we were able to just put her through a normal construction industry induction, and within a couple of hours she was earning her keep and was part of the team straightaway.” Lendlease is committed to offering employment opportunities to people from the local Indigenous community. “Particularly while we’re on Yorta Yorta country, we have a responsibility to not just come in here, do our job and go away again. I think we have to go and learn from people.”

Now that Ruby is thriving in her new role on the Goulburn Valley Hospital project. Algabonyah is assisting her to help her manage her income and save for her goal – to further her studies and become a nurse.

Ruby says: “I was born in this hospital. A few years back I worked as a nursing assistant, now I’m working on the construction site. Hopefully once I finish studying, I’ll be able to come back and work here as a nurse.”

9.3 Increase workforce participation for Aboriginal young people, people with a disability and people living in regional areas

Case study: Munarra Centre for Regional Excellence

The Munarra Centre for Regional Excellence will deliver culturally responsive education, employment, health and wellbeing programs on Yorta Yorta Country in Shepparton from 2024.

First Peoples State Relations and the Victorian School Building Authority (VSBA) have partnered with Munarra Limited to deliver the Centre, which was designed through a self-determined Aboriginal-led decision-making process. The campus will welcome Aboriginal and non-Aboriginal peoples of Australia and be home to the Munarra Academy and its partners University of Melbourne, Latrobe University and GOTAFE, which will offer meaningful pathways to learning and employment for students, as well as a host of other programs and research.

One of the largest Victorian Government projects ever awarded directly to an Aboriginal-owned business based in Victoria, the $36 million centre is being constructed by TVN On-Country, a Kinaway certified 70 per cent Aboriginal-owned commercial builder.

Through an innovative partnership based social procurement model, the construction of the centre is also providing significant employment opportunities for Aboriginal people and engagement of Aboriginal businesses. The project has committed to ambitious social procurement targets and is on track to exceed them. The achievements to date include:

• 24 per cent of total labour hours by Aboriginal Victorians (representing 5,302 hours), against the target of 4 per cent;
• 31 per cent of the total labour hours by the TVN On-Country project team were performed by Aboriginal Victorians (representing 3,972 hours), against the target of 15 per cent; and
• The project is also on-track to hit the target of 10 per cent of total contract value spend with Aboriginal businesses (suppliers and subcontractors).

As a ground-breaking Aboriginal-led project, the Munarra Centre for Excellence highlights how social procurement can drive economic development and support Aboriginal-led initiatives and self-determination.

Measure 9.4.2 Aboriginal employees within the Victorian Public Service (VPS)

Since 2019, the number of Aboriginal employees in the VPS has grown by 98 people to 705 employees in 2023. This represents 1.2 per cent of the total VPS workforce. Growth in the number of Aboriginal staff has come during a decrease in the total number of staff. The VPSC through the Barring Djinang strategy had an employment target of 2 per cent Aboriginal representation in the Victorian Public Service. This target is far from being achieved if the current slow growth of Aboriginal identifying employees continues. Transitioning to a more culturally safe workplace for Aboriginal people is key to increasing identification and employment. Programs and pathways for new Aboriginal employees and leaders are important in fostering culturally safe workplaces.

Case study: Transport and Planning Portfolio First Peoples Staff Conference 2023

Coordinated by DTP, the second annual Transport and Planning Portfolio First Peoples Staff Conference (Conference) was held in Warrnambool on 29 - 31 March 2023. After a successful inaugural in-person conference in 2022, the attendance increased from the 2023 conference by 75 per cent.

The Conference is a key support and retention initiative of Yani Bangal. It gives Portfolio First Peoples staff a chance to connect, network, participate in cultural and professional development workshops, and encourages relationship building to enable a peer-to-peer support network.

Highlights include:

• the attendance of 35 First Peoples employees from across DTP, Metro Trains, V/Line, Rail Projects Victoria, Major Transport Infrastructure Authority, Major Roads Projects, Yarra Trams, Suburban Rail Loop Authority and Level Crossings Removal Authority. This was a 75 per cent increase from the previous conference.
• procuring from First Peoples Victorian-owned businesses, including Blak Wattle Coaching and Consultancy, Photography by Wayne Quilliam Photography, a Welcome to Country and Smoking Ceremony from Eastern Maar Aboriginal Corporation and a guided tour of Budj Bim National Park.
• the launch of the Girraway Ganyi Employee Assistance Program and Cultural Mentoring which continues to be available to all First Peoples staff, their managers and employees working in First Peoples relations across the Portfolio.

Case study: Nyanak Lotjpa ‘We all talk’

SDRF enabler - Address racism and promote cultural safety

Established in 2023, Nyanak Lotjpa ‘We all talk’ is an Aboriginal staff network supporting connection and development opportunities for Aboriginal and/or Torres Strait Islander employees working across the Victorian public sector.

Developed by Aboriginal staff, for Aboriginal staff, members of the network can connect, share and learn from each other through digital and in-person events, as wehealtll as share career development opportunities and job vacancies, and provide input into future employment initiatives.

The network complements other Aboriginal staff networks from within the Victorian Public Service and across the public sector.

Nyanak Lotjpa was launched in April 2023 with a hybrid event at the Melbourne Museum, which was attended by over 120 staff. The Network itself has over 130 members. It is hosted on the Innovation Network digital platform.

In NAIDOC week (July 2023) the network hosted a mini film festival showing 4 short films to highlight Aboriginal Culture followed by a Q&A with one of the filmmakers – the event was opened to all VPS employees and had over 150 employees attend.

In September 2023 the network hosted a regional face to face event in Traralgon attended by 35 regional employees.

In November 2023 the network hosted an end of year celebration and had over 50 employees attend.

Measure 9.4.3 Number of Aboriginal people at VPS 6 level and above in the VPS

The proportion of Aboriginal employees at VPS grade 6 and above has continued to grow, rising to 1.1 per cent of all VPS 6 grade and above. In 2023, the proportion of Aboriginal employees at VPS grade 6 and above, relative to the number of Aboriginal employees in the VPS, reached an all-time high at 17.9 per cent. Increases to the proportion of Aboriginal leadership is a positive step towards embedding Aboriginal ideas, perspectives and ways of working in the VPS.

Case study: Barring Djinang Leadership program

The Barring Djinang Leadership program provides leadership training for senior VPS and Sector employees at the manager, VPS 5 and VPS 6 level.

From 2018–2023 over 90 VPS employees have completed this program.

The hallmarks of the Barring Djinang Leadership program are culturally strong principles of Aboriginal leadership and strong networking delivered to both the VPS and the wider sector.

This is a leadership development and coaching program for Aboriginal and/or Torres Strait Islander staff that are seeking to enhance leadership capabilities.

In 2024, the Commission will deliver this program in partnership with MurriMatters an Aboriginal owned and operated company specialising in Aboriginal organisational development.

The program will focus on ‘leadership in action’ by connecting personal and professional development with real-life projects. This involves implementing key Engoori practices and coaching that support self-awareness and transformation of individual and organisational relationships.

Measure 9.4.4 Number and proportion of Aboriginal people participating on Victorian Government boards

In 2023, 2.2 per cent of Victorian government boards have Aboriginal representation. The number of members across the VPS increased by 31 people since 2022 and by 88 people since 2017. The majority of the increase was in boards under the Department of Energy, Environment and Climate Action. Aboriginal representation increased 1.2 percentage points since 2022 and 6.8 percentage points since 2017. Two out of the ten government departments had Aboriginal representation below one percent of board members. The Department of Health’s boards have just 0.6 per cent Aboriginal representation and Department of Treasury and Finance had no Aboriginal representation in 2023. Since 2017 the Department of Treasury and Finance has had no Aboriginal identifying representatives on its boards.

The Victorian Government is committed to ensuring that government boards reflect the rich diversity of the Victorian community. The Victorian Government Appointment and Renumeration Guidelines outlines the standard processes for appointing people to government boards. This guide specifically highlights the need for Aboriginal people on a variety of government boards, not just Aboriginal specific boards. Aboriginal representation on Government boards provide their lived experience, strategic leadership and greater accountability of government actions.

Case study: Advising on Victorian Government diversity at Board-level

SDRF enabler - Address racism and promote cultural safety

Applying the Diversity on Victorian Government Boards Guidelines (Guidelines), DPC assists departments to increase the diversity on boards across several priority cohorts, including First Peoples.

Historically, First Peoples have been underrepresented in decision-making roles within government structures, including on boards and committees. When First Peoples are not represented on government boards, they are excluded from significant opportunities to design and shape strategic policy and program directions. This means the unique and valuable knowledge and perspectives that First Peoples bring are missed entirely. To truly support self-determination, First Peoples should be represented on both ‘mainstream’ boards and those with specific mandates for Aboriginal affairs, because all areas of policy impact First Peoples.

DPC provides tailored advice to departments to run inclusive board recruitment processes and better target the priority cohorts. This includes addressing First Peoples’ barriers and creating opportunities to participation on government boards, such as through increasing open and competitive recruitment and embedding flexible working arrangements.

In efforts to close diversity gaps for planned recruitment, DPC consulted with portfolios on their inaugural annual ministerial diversity plans (AMDP) for the 2023-24 financial year. While the AMDP process served as an important accountability tool towards achieving set recruitment targets, it was observed that improving diversity on boards is a long-term commitment that requires concerted efforts to address barriers across all elements of the appointment cycle.

From July 2023, the proportion of First Peoples board members was 5 per cent, surpassing the 3 per cent target set in 2022.

Goal 10: Aboriginal income potential is realised

Overview

Measures under Goal 10 do not have new data available for reporting.

Closing the Gap – Relevant Outcomes and Targets for Goal 10

The National Agreement does not contain outcomes and targets that align with this VAAF goal. Victoria is pursuing more ambitious and comprehensive goals under the VAAF, which are reported on in this chapter and the Data Dashboard.

Closing the Gap - How Victoria is tracking nationally

Not applicable.

Digital inclusion

The National Agreement includes a socioeconomic outcome and target for digital inclusion. This is relevant to Domain 3 of the VAAF but does not align directly to any VAAF goals or measures.

Outcome 17: Aboriginal and Torres Strait Islander people have access to information and services enabling participation in informed decision-making regarding their own lives.

Target 17: By 2026, Aboriginal and Torres Strait Islander people have equal levels of digital inclusion.

Closing the Gap - How Victoria is tracking nationally

Outcome 17: In 2014-15, 73.5 per cent of Aboriginal and Torres Strait Islander people aged 15 years and over across Australia accessed the internet in their home, compared to 89.5 per cent in Victoria.

There are no comparable data on home access to the internet for non-Indigenous people.

This outcome relies on data from National Aboriginal and Torres Strait Islander Social Survey. No new data is available since the baseline year of 2014-15.

There is currently insufficient research and data on the specifics of digital inclusion barriers faced by First Peoples in Victoria. Digital inclusion research to-date (specifically the Australian Digital Inclusion Index) has been limited in its ability to produce meaningful insights into the levels of digital inclusion (measured across three dimensions of Access, Affordability and Ability) experienced by First Nations people in non-remote locations. This data gap has been recognised by the First Nations Digital Inclusion Advisory Group (FNDIAG).

In October 2022, the Victorian Government released its Digital Inclusion Statement (DIS) which outlines a range of digital inclusion initiatives across government aiming to address barriers around access, affordability, ability and safety. The initiatives reflected in the DIS are not specifically targeted to First Nations Victorians but are expected to benefit First Nations communities.

A major initiative reflected in the DIS in the Victorian Government’s $540 million Connecting Victoria program which will deliver more than 1,400 mobile and broadband improvements across the State.

The Victorian Government is committed to building a strong and competitive economy that provides opportunity, choice and prosperity for Aboriginal Victorians.

The key Aboriginal Governance Forum for realising outcomes in this Domain is the Yuma Yirramboi Council.

Aboriginal economic development

Yuma Yirramboi Strategy and Implementation

On 27 June 2022, Yuma Yirramboi (Invest in Tomorrow) Strategy was launched with a $25 million funding envelope to support the Strategy’s implementation. The Strategy articulates the Victorian Government and Victorian Aboriginal Communities’ shared vision to support wealth creation and achieve economic parity for Aboriginal Victorians within a generation.

During 2023 the Program allocated funding to priority targeted initiatives based on expert advice provided by the Koori Caucus and aligned to the Yuma Yirramboi Strategy pillars, including:

• Grants addressing lack of capital investment available to Victorian Aboriginal business owners.
• Innovation grants to 11 Traditional Owner Corporations to realise goals for self-determination within economic development, business partnerships and corporate capability development.
• Grants to engage clients in training, pre-employment, upskilling, and mentoring supports to make them job ready, create employment pathways and help address the gap in job supports available to the Aboriginal community.
• Grants for regional ‘Aboriginal Economic Hubs’ for the Ballarat, Bendigo, and Gippsland regions.
• Funding to support the DJSIR Yuma Yirramboi Council and Koorie Caucus.

Yuma Yirramboi Council and Koori Caucus

The Yuma Yirramboi Council (the Council) has emerged as a vital driver in advancing the objectives of the Yuma Yirramboi Strategy. Through collaborative efforts, expert guidance, and strategic deliberations, the Council has made significant progress in advancing Aboriginal economic development in Victoria. The Council includes a Koorie Caucus of 9 Aboriginal Expert Members and is the DJSIR’s advisory body on Aboriginal Community priorities and is a key enabler towards achieving our shared self-determination goals.

The Yuma Yirramboi Council has a diverse mix of expertise spanning various fields crucial to economic development. Koori Caucus are appointed for their proficiency in business, finance, entrepreneurship, and community engagement and play a vital role in shaping the Council's strategic direction and advising on policy matters.

During 2023, the Council and its Koori Caucus convened regularly to deliberate on strategic priorities aligned with the DJSIR portfolios and significant government initiatives. Significant among these priorities were the execution and monitoring of the initial phases of the Yuma Yirramboi Program, the design of the Regional Package's Aboriginal Economic Development Fund, and efforts to foster the growth of the Aboriginal business sector. Additionally, the Council provided valuable insights and recommendations on formulating the Aboriginal Social Procurement Policy.

Geelong Aboriginal Business Hub

DJSIR provided funding to support and resource the fit out and establishment of the Ngarrimili Geelong Aboriginal Business Hub (the Hub) within the Westfield Shopping Complex in Geelong. The Hub opened in December 2023 and is now providing facilities and a base of operations for a range of supports to the Victorian Aboriginal business and artist community within the Geelong region.

2023 Kinaway Business Awards

DJSIR are the major sponsor of the Kinaway Business Awards Night, hosted and present by Kinaway Aboriginal Chamber of Commerce. The awards celebrate and champion Kinaway members and partners in the Aboriginal business sector in Victoria who are doing outstanding work in their fields. The awards recognise Kinaway members who have shown strength, resilience, and innovation in their businesses over the past twelve months and acknowledge Kinaway partners who have demonstrated their commitment to working with the Aboriginal business sector in Victoria.

Employment

As part of the 2023-24 Victorian State Budget, the Jobs Victoria Mentors service received $35 million over two years up to March 2025. The Jobs Victoria partnership with the Rumbalara Football and Netball Club in Shepparton to deliver the Algabonyah Employment Program received funding through this initiative.

In 2023, the Jobs Victoria network transitioned from a state-wide service to working in five LGAs with specific characteristics around concentrated disadvantage. This represented a return to pre-pandemic levels of funding.

Goulburn Murray Regional Prosperity and Productivity Plan

Funding to support Kaiela Institute to implement the Goulburn Murray Regional Prosperity and Productivity Plan (GMRPPP) continued in 2023. Kaiela seeks to build relationships with industries and leaders in the region and supports procurement related to the build of the Munarra Centre of Excellence.

GlaWAC

Funding for the Gunaikurnai Land and Waters Aboriginal Corporation (GLaWAC) continued in 2023 as part of the community revitalisation work with local leaders, community members and services to apply a systems approach to improving economic inclusion outcomes for communities experiencing entrenched disadvantage. The funding provided seeks to support GLaWAC to implement the Aboriginal Economic Development Strategy for Gippsland which seeks to improve economic inclusion outcomes alongside Aboriginal communities.

Microenterprise Development Grant Program

Through the Microenterprise Grant Program, Ngarrimili Ltd is funded to provide aspiring Victorian Aboriginal and Torres Strait Islander microentrepreneurs with culturally informed business support and mentorship and to leverage the Murran Hub in Geelong as a co-working and retail space for their microbusinesses.

Social procurement

Social Procurement Framework

The Victorian Government’s Social Procurement Framework (SPF) sets out a scalable and consistent whole of government approach to social procurement, applied when government departments and agencies purchase goods, services and construction.

The SPF aims to ensure value-for-money considerations are not solely focused on price but also on opportunities to deliver social and sustainable outcomes that benefit the Victorian community.

Opportunities for Victorian Aboriginal people is an objective of the SPF, with two outcomes:

• purchasing from Victorian Aboriginal businesses; and
• employment of Victorian Aboriginal people by suppliers to the Victorian Government.

Victorian Government procurement professionals have a significant role to play in creating social value through the adoption of targeted strategies and by supporting the engagement of a diverse range of suppliers within their supply chains.

In 2023, the Department of Government Services provided support to 86 high value procurements (valued greater than $20 million) to strengthen SPF outcomes achieved through the procurement activity.

A key partner in supporting delivery of the SPF objective Opportunities for Victorian Aboriginal people is the Kinaway Chamber of Commerce. Kinaway provides business support and advice to Victorian Aboriginal businesses to improve visibility, strengthen relationships and create opportunities. Kinaway certifies Victorian Aboriginal businesses and provides Government buyers and suppliers with support services to identify opportunities to increase engagement with Victorian Aboriginal businesses.

To support capability uplift in applying the SPF, DGS recently launched the Procurement Knowledge Hub. The Hub provides social procurement content, webinars and resources to support Government buyers to apply more specific targets and commitments in procurement processes and contracts.

Sport and experience economy

The Aboriginal Sport Participation Grant (ASPG) program provides a single-entry point for Aboriginal Victorians to access funding that will assist in addressing a range of barriers to community sport participation right across the state.

The ASPG program administers 2 rounds per year to the Aboriginal community to increase participation in carnivals and community sport.

Since 2020, the ASPG Program has provided more than 400 grants, totalling more than $540,000 to Aboriginal Community Controlled Originations and sporting clubs and associations.

In 2023, 1,845 applicants in Round 6 of the Get Active Kids Voucher Program identified as Aboriginal or Torres Strait Islander, accounting for a total of 5 per cent of all applications submitted. In Round 7, 1,119 applicants identified as Aboriginal or Torres Strait Islander, accounting for a total of 4 per cent of all applications.

In 2023, 362 approved Sporting Club Grants (SCG), totalling $699,526.05, where First Peoples were a nominated cohort to be benefited.

Creative Victoria

First Peoples Direction Circle

The Creative Victoria First Peoples Directions Circle was established in 2019, to embed Aboriginal self-determination and community voice throughout Victoria’s next creative industries strategy, Creative State 2025 – with, and for the benefit of, First Peoples creative industries throughout Victoria. 50 per cent of the membership was refreshed in 2023, as required in the Terms of Reference. The First Peoples Directions Circle is a partnership with Creative Victoria - with shared authority and decision-making responsibility for the implementation of all First Peoples programs, strategic initiatives, and directions.

First Peoples Creative Hub

The feasibility study into a possible First Peoples Creative Hub within the Melbourne CBD – something First People have dreamed of for decades. Creative State 2025 enables us to finally explore this idea towards fruition through a Feasibility study and business case. A Preliminary Business Case was completed in November 2021 informed by key First Peoples Creative Organisations, Traditional Owners, and other stakeholders. This proposal is under further development as part of the work on Phase 2 of the Melbourne Arts Precinct Transformation.

Funding Key First Peoples Platforms

Creative State 2025 supports several First Peoples Creative initiatives including the Blak and Bright Literary Festival, Yirramboi, the Koorie Art Show at the Koorie Heritage Trust, the Birrarangga Film Festival and Yalingwa First Peoples Visual Arts Initiative, providing funding security to these Victoria’s key First Peoples platforms.

First Peoples Funding Streams

Creative State 2025 has committed to dedicated First Peoples funding streams across all Creative Victoria grants programs. The First Peoples Direction Circle and First Peoples Creative Peers and Reviewers input into the program design and assessment process has ensured that they are culturally safe and adhere to Aboriginal cultural ways of working. More First People creatives are applying for support, with higher success rates across all grant rounds. The range of funding streams with dedicated First Peoples streams continued to grow in 2023 as new programs have been developed.

Local Government

Women Leading Locally program

The program prioritises participation of Aboriginal women. The Women Leading Locally program provides participants with resources and skills to campaign in the 2024 local government elections. The program prioritises participation of Aboriginal women and women from diverse backgrounds to increase diversity on councils, including more Aboriginal women as councillors.

59 participants from the first round of the program graduated in August 2023, receiving a Certificate in Community Leadership and Governance (Local Government). One of the graduates was an Aboriginal woman. The second round of the program commenced in June 2023 with 63 current participants of which four are Aboriginal women.

Following the first program graduation, the focus is now to ensure recent graduates of the first round of the program are supported through campaign resources, ongoing mentoring, and networking opportunities.

Additionally, DGS is focusing on supporting the participants currently studying in the second round of the program, to equip participants with the skills to become and remain successful local representatives for their communities.

Maggolee

The Maggolee website was developed by Reconciliation Victoria and launched in 2015, with funding from Local Government Victoria, as a resource for local councils to work more closely with Aboriginal communities. The site includes information on policy and programs, protocols and cultural awareness, key contacts, relevant local data, news and events.

Information about each of the 79 Victorian local government areas, and about actions councils can take across key function areas to build closer relationships with Aboriginal and Torres Strait Islander communities and to progress reconciliation is outlined. Traditional Owners are at the centre of the Maggolee website, with information being provided to councils on how to facilitate, and further develop relationships between Aboriginal and Torres Strait Islander communities.

Victorian Aboriginal and Local Government Strategy 2021-2026 (VALGS)

The VALGS serves as a practical guide for councils across Victoria to embed the voices and priorities of Aboriginal communities at a local government level. The VALGS includes strategies for councils to support Traditional Owners and Aboriginal businesses and case studies on councils that have successfully developed Aboriginal-owned business procurement policies. These strategies seek to provide economic development and greater opportunities for Aboriginal owned businesses.

A VALGS Working Group was formed in 2023 to provide strategic advice and guidance on the implementation of VALGS. The Working Group is made up of five Aboriginal community members, three representatives from local government peak bodies, and two representatives from the Victorian Government. The Working Group is responsible for determining priority actions and evaluation of the VALGS at a state-wide level. At its November 2023 meeting, the Working Group agreed to focus on cultural competency and community sentiment as priority actions.

DGS is working closely with Reconciliation Victoria, in partnership with Working Group organisations, to conduct a sector-wide survey to assess councils’ awareness of VALGS and build base-line data on councils progress in their VALGS implementation. This data will form the basis for monitoring VALGS implementation and future actions. The data and results will be reported back to the Working Group. The Working Group is also considering the development of an evaluation/performance framework for VALGS.

Local Government Act 2020 Amendments

The amended Local Government Act 2020 (Vic) explicitly includes Traditional Owners as part of the definition of municipal community.

Local Government Victoria is progressing legislative reforms to stamp-out inappropriate councillor behaviour and improve over-all councillor conduct. These proposed reforms will support traditionally underrepresented cohorts to nominate for council elections by creating a more positive environment.

Promoting awareness and accessibility of Victorian Government records about Aboriginal Victorians

The Koorie Records Unit (KRU) within the Public Record Office Victoria (PROV) promotes awareness of Victorian Government records about Aboriginal Victorians within the PROV collection and aims to improve accessibility of these records to First Peoples in appropriate and culturally respectful ways.

The KRU provides dedicated services and support for First Peoples, including Stolen Generations survivors and their families, wishing to access historic Victorian Government records relating to themselves and their families.

The Koorie Index of Names (KIN) is an ongoing project to index records in the PROV collection to help locate references to Victorian Aboriginal people in archival records relating to family and community. A project to develop a new search interface for KIN is underway.

Descriptive metadata for a number of record series relating to the period of the Aboriginal Protectorate (1838-1949) has recently been added to the PROV online catalogue, increasing accessibility of these records to researchers.

KRU provides advice and assistance to support a broad range of requests from individuals, organisations and service providers relating to family and community history research, with eligible clients receiving free copies of relevant records.

The KRU also provides significant support to government agencies responding to Yoorrook Justice Commission requests.

Digital Inclusion

In October 2022, the Victorian Government released its Digital Inclusion Statement (DIS) which outlines a range of digital inclusion initiatives across government aiming to address barriers around access, affordability, ability and safety. The initiatives reflected in the DIS are not specifically targeted to First Nations Victorians but are expected to benefit First Nations communities as the initiatives reach and are accessed by First Nations people and communities.

A major initiative reflected in the DIS is the Victorian Government’s $540 million Connecting Victoria program which will deliver more than 1000 mobile and broadband improvements across the State. Although not targeting First Nations people specifically, this investment will benefit First Peoples living in areas that will receive telecommunications infrastructure upgrades. For example, 13 mobile telecommunications infrastructure sites in Shepparton will receive connectivity improvements, while a 5G upgrade project was funded at Lake Tyers beach.

In 2023, the Department of Government Services engaged RMIT to complete a detailed assessment of the Australian Digital Inclusion Index 2023 results and provide advice to government on the nature and extent of data availability, gaps and challenges around understanding digital inclusion for First Nations people in Victoria. This report is expected to be finalised in the first quarter of 2024.

Aboriginal Employment in the Victorian Public Service

In 2022-23 VPSC re-established the Barring Djinang Advisory Group to reflect on achievements and consider the future of the Barring Djinang Aboriginal employment strategy.

VPSC also established a new staff network for Aboriginal employees in the VPS, called Nyanak Loptja, a Yorta Yorta word for ‘we all talk’. More than 120 people joined the first meeting.

• This year the VPSC published a report on the experiences of Aboriginal employees. The report combines quantitative data with focus groups and seeks to understand workplace issues like racism, cultural load, career development and feeling safe to speak up. Acknowledging the experience of Aboriginal employees is critical to the public sector’s ongoing commitment to provide a culturally safe workplace and grow the number of Aboriginal employees in the public sector.