How to lead the way in reconciliation: 5 top tips

Every action you take as a business leader, as a business owner, as a corporate or government representative, sets an example throughout your organisation and beyond. What this means is that the decisions you consciously make around your leadership can potentially have a huge social impact.
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Your organisation’s Reconciliation Action Plan (RAP) is a fantastic step toward your company having an authentic social impact. It can help you to actively lead the way forward for your company, your community, and even the whole country, whilst working inclusively with our First Nations people and honouring 60,000 years of customs, traditions and culture.

1. Actively communicate and advocate internally with staff about Reconciliation​

Your leadership will set the tone for the behaviour of everyone in your organisation. Take your people on the journey with you: communicate well, early and often, so that they know what’s happening, what’s expected of them, and why. Be a role model: Actively carry out the actions required, and encourage your people to follow your lead.

2. Build meaningful relationships with Aboriginal and Torres Strait Islander people in the communities in which you live and work

Much of the divide between Indigenous and non-Indigenous Australia continues because we don’t know each other. Reconciliation week is about bridging that divide and moving forward together. Use this opportunity to attend Reconciliation events, meet local Aboriginal and Torres Strait Islander people, and get to know them – what can you learn about their perspectives, aspirations, needs? ​

3. Where possible, buy from Indigenous businesses​

Supporting Indigenous businesses creates immense social value. A Supply Nation study showed that for every dollar of revenue, Indigenous businesses create $4.41 of economic and social value. Supporting Indigenous business put economic self-determination into the hands of Indigenous people and communities – as well as supplying you with great value.

4. Mentor and support Aboriginal and Torres Strait Islander staff​

Aboriginal and Torres Strait Islander staff members may face different challenges in your workplace to non-Indigenous staff. Is your workplace culturally safe? What kinds of support do they need? Talk to your Aboriginal and Torres Strait Islander staff about their perspectives of the workplace, and find out how you can best provide support.
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5. Don’t assume

There were over 250 Aboriginal Languages in Australia, and only 145 are estimated to remain. It is essential that no assumptions are made on engaging with Aboriginal people. Customs, protocols, language and traditions are distinctly unique from one tribe to another, so be open minded and respectful in seeking to understand the differences, in order to show respect and appreciation.