We at IPS are one of the Indigenous businesses included in the statistic above. We are proudly 66% Indigenous-owned, and 33% of our staff are Indigenous. We advocate on behalf of Indigenous businesses and suppliers, and can help your organisation develop an Indigenous business engagement strategy with confidence and authenticity.
Services offered by IPS:
The NAIDOC 2020 theme is Always Was, Always Will Be. Let us continue to recognise and celebrate the culture and the diversity that Indigenous Australians bring to our modern-day, whilst not forgetting where we have come from.
NAIDOC Week has ended, but the conversation has not.
There are more than 150 cognitive biases that we do not really talk about. These biases can impact integral business processes such as recruitment and hiring; organisation development; supply market analysis and procurement. Being educated on the types of unconscious bias that are common in workplaces can make us aware of when they are influencing our actions, decision making and workplace structures. We can begin to look critically at our own thoughts, and work culture, and begin the sometime hard yet rewarding work of creating an unprejudiced and inclusive environment.
Some examples of biases to look out for are:
Knowing where unconscious bias can emerge in a workplace allows us to be proactive in implementing strategies to prevent it. These strategies can include looking at your supply market critically and ensuring that it represents a diversity of groups; creating policy and procedures to ensure that your recruitment practices do not exclude certain groups of people; and through staff training, creating greater awareness of biases and discrimination within your organisation.
The importance of educating and training your staff in unconscious bias awareness cannot be underestimated, as it is your staff that create your work culture. In day-to-day interactions and team meetings, the natural tendency to listen more to those who are similar to ourselves, whether that’s in appearance, age, race, gender, or experience, can result in a potentially devastating pattern of behaviours that stifle true inclusivity and diversity. Most of us have experienced the feeling of not being given a voice in team situations, and how this can often lead to us feeling diminished in confidence, self-worth, and with our ideas and ability overlooked. When this happens in a workplace, it can be damaging to not just the individual but to the organisation, as voices are not being heard, and new ideas and perspectives being stifled.
The good news is that once we have an awareness and understanding of our unconscious bias, we have a genuine opportunity to change it. When beginning on the journey of workplace diversity, there are three steps to addressing unconscious bias:
Australian federal and state Indigenous Procurement Policies (IPP) aim to stimulate entrepreneurship, business and economic development in the Indigenous business sector through:
The Commonwealth IPP target for the 2020-2021 financial year is that three per cent of the number of eligible procurements are awarded to Indigenous businesses. Similar procurement policies are in place at a state level in Western Australia, New South Wales, and Queensland.
State and federal procurement policies have been a game changer for Indigenous businesses around Australia. Supplier Diversity September, a month-long initiative by Supply Nation, recognises the incredible value of the Indigenous business supply chain, and of supplier diversity on a wider scale.
Having an Indigenous Engagement Plan or a Reconciliation Action Plan that proactively works towards closing the gap is similarly considered best practise for large enterprises and corporates. Procurement targets in these cases often reflect those set by the IPP.
If you are keen to begin your journey of developing a diverse supply chain for your business, you can download and print the handy infographic below for tips on engaging with Indigenous businesses, and an overview of the whole process.
If you would like to talk further about an Indigenous Engagement Plan for your organisation, call us (08) 9721 7057 to talk to one of our team.
Source: Indigenous Procurement Policy
Support Aboriginal businesses
There is a huge network of Aboriginal businesses producing quality goods and services across Australia. Buying from these businesses means purchasing a quality product and knowing that your money will support the economic independence and success of Aboriginal people and communities.
Unconscious bias training
Undertaking unconscious bias training for yourself or your organisation can help to address underlying attitudes and behaviours that maintain systemic racism in power structures. Unconscious bias training explores stereotypes and workplace bias in the context of recruitment and employment, as well as the forms of bias that affect our perceptions of others, such as affinity bias, confirmation bias, and the halo effect.
Reconciliation Action Plans (RAP)
Creating a RAP for your organisation is a long-lasting commitment to creating a positive relationship with the Aboriginal community. It is not a step to undertake lightly, or one that ticks boxes – but it is a formally recognised structure that will help you to articulate why this is so important, how you are going to do it, and then take action. A RAP needs to be intrinsic within your business to change attitudes, habits and perspectives, and should make tangible impacts and outcomes for Aboriginal businesses and communities.
Be open to listen and learn
It can take time to learn and understand the everyday realities of systemic racism – and some of the things you hear may be challenging to take on board. If an Aboriginal person speaks to you about their lived experiences, don’t argue with them or make excuses for why something had happened. Be open minded, listen respectfully, and learn about their world.
Be prepared to go on a journey
Advocacy is a lifelong journey. Being passionate about creating change in the world is only the start: creating change begins with questioning your own assumptions, and then being prepared to adapt to new information, to set new goals, and to respond to a changing world.
As a proud majority-owned Indigenous business, IPS Management Consultants strive to be the voice for those less fortunate, and also for equity for our first nations brothers and sisters. We acknowledge we stand on the shoulders of those that have gone before us and re-iterate the importance of engaging and working inclusively with Aboriginal businesses.