Published on Australian Maritime Safety Authority (https://www.amsa.gov.au)
Our Innovate RAP is a whole-of-AMSA plan, involving multiple divisions in collaboratively developing and implementing the following set of deliverables and objectives.
Strong and effective relationships with Aboriginal and Torres Strait Islander peoples and communities improves the safety of Aboriginal and Torres Strait Islander seafarers, while also safeguarding Sea Country. It aligns with our vision of ‘safe and clean seas, and saving lives’, and ensures we are demonstrating the regulatory performance principles* of continuous improvement and building trust, and collaboration and engagement. These relationships enrich our insights and enable collaboration towards mutual benefits for AMSA and Aboriginal and Torres Strait Islander peoples.
For example, maintaining commitment to the Torres Strait Marine Safety Program (TSMSP) and Wapil projects in the Torres Straits, as well as commitment to the Sea Country Rangers program throughout Australia. Continuing to engage with NIAA at the national level on a quarterly basis.
Establishing and maintaining relationships with state and territory organisations that specifically fund and/or support Aboriginal and Torres Strait Islander Sea Country activities (e.g., ILSC and NAILSMA)
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Ensure AMSA’s Stakeholder Engagement Framework and Guidelines are fit-for-purpose for managing relationships with our Aboriginal and Torres Strait Islander stakeholders. This review should consolidate existing documents, such as the Indigenous Engagement Guidelines. | June 2026 | Chair RWG. Support: Communications |
| Develop and implement an engagement plan to work with Aboriginal and Torres Strait Islander stakeholders and organisations in terms of marine safety, commencing across the Top End of Australia, with a focus to expand to southern states over the course of this RAP. This includes offering sponsorship to events to build community relationships and promote safety messages. It also includes meeting with local Aboriginal and Torres Strait Islander stakeholders and organisations to develop guiding principles for future engagement. | June 2025 | Manager Vessel Operations |
| Maintain commitment to the Torres Strait Marine Safety Program (TSMSP) and Wapil projects in the Torres Straits, as well as commitment to the Sea Country Rangers program throughout Australia. Continue to engage with NIAA at the national level on a quarterly basis. Continue establishing and maintaining relationships with state and territory organisations that specifically fund and/or support Aboriginal and Torres Strait Islander Sea Country activities (e.g., ILSC and NAILSMA). | December 2024, then, February, June, September, December 2025 and 2026 | Manager Vessel Operations |
| Encourage participation and membership of Regional Safety Committees (RSC) (noting that the Northern Land Council is a member of the NT RSC). | June 2025 | Manager Vessel Operations Support: Domestic Engagement |
| Deliverable | Timeline | Responsibility |
|---|---|---|
| RAP Working Group members to participate in an external NRW event | May 2025, 2026 | Chair RWG |
| Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW | May 2025, 2026 | Chair RWG |
| Organise at least one NRW event each year and register all our NRW events on Reconciliation Australia’s NRW website | May 2025, 2026 | Chair RWG |
| Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff | May 2025, 2026 | Advisor – Internal Communication |
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Explore opportunities across AMSA to positively influence our external stakeholders to drive reconciliation outcomes. | May 2025 | Diversity & Inclusion Champion |
| Establish scholarships for Aboriginal and Torres Strait Islander secondary school students interested in a career in maritime. This includes partnering with universities. to support Aboriginal and Torres Strait Islander secondary school students via established scholarship, mentoring and provide work experience opportunities. | February 2025 | HR Manager |
| Collaborate with RAP organisations and other like-minded organisations to develop innovative approaches to advance reconciliation. For example, exploring opportunities to work with organisations within AMSA’s sphere of influence, e.g., Great Barrier Reef Marine Park Authority, National Indigenous Australians Agency, Department of Transport, state government maritime authorities. | May 2025 | Chair RWG |
| Encourage staff to include Country or Traditional Place name in their AMSA email signature, ensuring consultation with local Aboriginal and Torres Strait Islander communities for guidance on including Country or Traditional Place names and providing proper usage training could enhance understanding and respect for cultural significance. This includes adding banners/messages in email signatures to promote AMSA’s reconciliation events. | July 2025 | Advisor - Internal Communications |
| Participate and present at the e Dangkal Gwo'yal-wa, First Nations Land and Water Management Forum. (Darwin, 26-29 August 2024) and engage on the topics of marine safety and emergency beacon usage, while investigating . opportunities for future participation/networking. | August 2024 | Manager Vessel Operations |
| Develop and implement a staff engagement strategy to raise awareness of reconciliation across our workforce. | December 2024 | Advisor - Internal Communications |
| Create an area on Compass that houses key resources and encourage staff to read and utilise it. | December 2024 | Advisor - Internal Communications |
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions, and future needs. | June 2025 | HR Manager |
| Continue to promote and improve AMSA’s anti-discrimination policy. | June 2025 | HR Manager |
| Engage with Aboriginal and Torres Strait Islander staff to review our anti-discrimination policy. | June 2025 | HR Manager |
| Research best practice and policies in areas of race relations and anti-discrimination. | June 2025 | HR Manager |
| Educate senior leaders on the effects of racism, via completion of cultural awareness and unconscious bias learning modules and track uptake of the training. Then, have People Managers encourage their staff to complete these modules. | January 2025 | Diversity and Inclusion Champion (tracked by HR) |
| Research the delivery of location-specific cultural awareness sessions. | June 2025 | HR Manager |
| Explore inclusion of race relations as part of the technical capability framework. Promote and identify a separate capability on strong involvement in matters relating to Aboriginal and Torres Strait Islander peoples. | June 2025 | HR Manager |