CCAB provides advisory and consultancy services to create solutions and outcomes to achieve ‘Closing the Gap’ in Indigenous employment.
As a key business within the David Liddiard Group of companies CCAB is committed to working directly with corporations and businesses to achieve improvements in education, employment and financial security and independence for Aboriginal and Torres Strait Islanders.
Responding to the needs of corporate Australia we create authentic experiences that build cultural capability within their organisation so that staff of all levels can engage successfully with Indigenous Australia for the long term and strategies for achieving successful employment outcome, including recruitment and retention.
CCAB brings corporate leaders into a collegiate network to build the knowledge of senior leadership about Indigenous culture and successful ways to recruit and retain Indigenous employees for the long term.
Reconciliation Action Plan (RAP) Development
Indigenous Participation Plan (IPP) Development
Reconciliation Actions Plans (RAP)
-Provide a framework for organisations to realise their vision for reconciliation.
-Are practical plans of action built on relationships, respect and opportunities.
-Create social change and economic opportunities for Aboriginal and Torres Strait Islander Australians.
CCAB can assist in the development of a RAP
Reconciliation Australia has trademarked the RAP process and has developed a framework that must be worked through by a group in the organisation called the 'RAP working group'. This process develops the RAP.
1. It starts with an audit of what the organisation is already doing with an Indigenous focus and develops additional strategic activity or builds on activity in place as appropriate.
2. It is an ongoing, evolving process and is refreshed annually with new targets and activities in response to the annual review of the previous years efforts.
3. Is holistic; it involves the whole of the business and is not a set of stand-alone activities.
4. Aligns activities with other policy and strategy documents such as HR, diversity, employment and the organisation's values and activity to date.
It is developed through an interactive process and can take from three to twelve months to complete, depending on the needs and resourcing of the organisation.
Why develop a RAP?
Over 658 organisations have developed RAPs. From Australia’s biggest corporates (54% of the top 100 companies) to not-for-profit and government organisations, the RAP community is a diverse and fast growing collective of organisations turning their good intentions into action.
RAPs align with the governments 'Close the Gap' initiative and can provide a structured, sustainable and systematic approach to the government commitment to closing the gap through Indigenous engagement and participation including employment, procurement and community engagement.
The CCAB Network
Since 2010 CCAB has assisted thirty-three corporate partners with the facilitation and development of their RAP and the implementation of their RAP activities. Corporations include: News Ltd, Australia Post, Ernst & Young, BP Australia, CME, Foxtel, Xstrata, Thiess, Melbourne Storm, Parramatta Eels, Lockton, Bunzl, SECOM, Australian Government Department of Health and many others, and has been involved with the input to the development of RAPs by others such as Lend Lease, Commonwealth Bank, Winc (formerly Staples), Westpac.
CCAB acts as a facilitator working with a RAP Working Group to ensure the process is interactive and engages all staff within the organisation. Each session involves a diversity of work tasks including research, RA liaison, creating drafts, logistics, facilitation, and communication with Working Group members and external Aboriginal and Torres Strait Islander stakeholders, reporting and reviewing as required, and the formal lodgement of the RAP with Reconciliation Australia. Practical outcomes and achievable targets are the focus, with a 'refresh' of the RAP annually to ensure targets are a met and extended where appropriate.
Social Procurement Solutions
CCAB can assist your business to successfully engage Indigenous businesses and support Supply Nation certified suppliers using a process of facilitation, engagement and diagnosis. We facilitate a dedicated workshop and procurement diagnostic specifically for small to medium enterprises so your organisation can successfully and authentically engage with Supply Nation Certified Indigenous businesses. CCAB's diagnostic tools provide a clear picture of existing spend and identify opportunities for leverage, consolidation an savings at the same time managing commercial risk.
Transition to Employment
CCAB supports 'school to work' transition through developing and implementing a diversity of aspirational opportunities for Aboriginal youth. These have included Career Expos, Aboriginal parent engagement sessions, programs involving Aboriginal sports role models and mentoring, hosted work experiences and aspirational field trips for Aboriginal youth with our corporate partners.
We facilitate school-based apprenticeships, design and deliver pre-employment and workforce ready programs and direct employment, offer mentoring, work experience and engagement sessions.
The purpose of the Indigenous Participation Plan (IPP) is to stimulate Indigenous entrepreneurship and business development, providing Indigenous Australians with more opportunities to participate on the economy. The actions to achieve this are identified through the Commonwealth Indigenous Procurement Policy (July 2015) and direct contractors to increase purchasing from Indigenous enterprises and increase the employment of Indigenous Australians.
The South Australian Government has captured this intent in the SA Industry Participation Plan, providing greater weighting in tenders where the tenderer can demonstrate:
-How it will increase procurement from local SA Aboriginal owned businesses.
-That it can provide training and employment opportunities for local Aboriginal workers through the contract.
As an Aboriginal owned business, CCAB has a natural commitment to both Aboriginal business procurement and employment of Aboriginal workers. Our approach is through an integrated plan with sustainable outcomes for each project that we deliver. Our relationship with local Aboriginal business owners and our community network, ensure that every contract is an opportunity to deliver on ambitious targets in regard to the participation of local traditional owner groups in the work that we do. For this reason Birubi is ideally positioned to assist companies and contractors with the development, design and delivery of their local Aboriginal Participation Plans and we offer this as a consultancy service.
We have assisted a number of Tier 1 companies and a range of Tier 2 contractors in developing their IPP (Australian Government Defence projects) and their Tailored SA Industry Participation Plans with an Indigenous focus for civil and construction projects in urban, regional and remote locations in SA. Our team is dedicated to working with businesses, government agencies and Indigenous communities to improve life opportunities for Indigenous Australians and close the gap on education and employment outcomes.
-Facilitate the development of RAPs, and Indigenous Participation Plans.
-Design and implement Indigenous youth 'School to Work' career transition initiatives.
-Have developed Youth Enterprise and WorkReady programs.
-Develop and implement pre-employment programs and provide mentoring through transition to work phase.
-Support community economic development enterprises and sustainable employment development activities.
-Undertake community 'workforce skills audits' to identify local people with skills to transition into local project work opportunities.
We initiate partnerships, scope and implement practical and holistic 'place based' strategies that are tailored to business and community needs, and achieve sustainable outcomes.
Our Indigenous community network is wide and readily engaged.
Cultural Competency Training
CCAB assists organisations to build culturally competent workplaces. We do this in partnership with executive and management teams to ensure that cultural competence training involves more than just an acknowledgement of country, or an awareness of Australian history or the customs of Indigenous Australians.
A culturally competent workplace is more effective, safe and collaborative. Risk and poor workplace behaviours are being managed and diverse points of view become part of the rich fabric woven into the organisation. Genuine partnerships with First Australians is the goal.