Innovate: Opportunities

Our RAP is recognised as the vehicle for identifying and implementing innovative opportunities that deliver shared benefits for AMSA as well as Aboriginal and Torres Strait Islander peoples.  

These opportunities allow us to improve diversity, engagement and realisation of people’s potential, while providing employment and career opportunities that contribute to closing the gap for Aboriginal and Torres Strait Islander peoples. We consciously seek out opportunities for all employees to appreciate and celebrate Aboriginal and Torres Strait Islander peoples, cultures and histories.

These opportunities are essential for our goal of collaborative co-custodianship of Sea Country.

Aims

  • Improving diversity, engagement, and realisation of people’s potential.
  • Employment and career opportunities. Closing the gap for Aboriginal and Torres Strait Islander peoples. 
  • Collaborative co-custodianship of Sea Country. 
  • Enable opportunities for all employees to engage in reconciliation activities and outcomes.

Actions

8: Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention, and professional development

DeliverableTimelineResponsibility
Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities, including an employee value proposition. This should be guided by Aboriginal and Torres Strait Islander employees and stakeholders, and leverage whole-of-government guidance to support professional development opportunities.June 2025HR Manager
Support: Communications
Engage with Aboriginal and Torres Strait Islander staff to consult on our recruitment, retention, and professional development strategy.January 2025HR Manager
Develop and implement an Aboriginal and Torres Strait Islander recruitment, retention, and professional development strategy, including an employee value proposition that identifies benefits to Aboriginal and Torres Strait Islander applicants.June 2025HR Manager
Advertise job vacancies to effectively reach Aboriginal and Torres Strait Islander stakeholders.June 2025HR Manager
Review HR and recruitment procedures and policies to identify and address barriers to Aboriginal and Torres Strait Islander participation in our workplace at all stages of careers and experience levels.June 2025HR Manager

9: Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes

DeliverableTimelineResponsibility
Develop and implement an Aboriginal and Torres Strait Islander procurement strategy, informed by the Indigenous Procurement Policy.June 2025Diversity and Inclusion Champion
Support:  Senior Advisor Procurement
Request contractors adopt Reconciliation principals and encourage their engagement of Aboriginal and Torres Strait Islander parties where appropriate. Inclusion of this request in tender templates.June 2025Diversity and Inclusion Champion
Support:  Senior Advisor Procurement
Establish a budget for overall RAP implementation including $8,000/yr. to be used for Supply Nation membership.August 2024Chair RWG
Review and update procurement practices to identify and address barriers to procuring goods and services from Aboriginal and Torres Strait Islander businesses.June 2025Senior Advisor Procurement

Develop and communicate opportunities for procurement of goods and services from Aboriginal and Torres Strait Islander businesses to staff.

  • Raise awareness within AMSA of procurement practices that will create opportunities for Aboriginal and Torres Strait Islander companies to win AMSA contracts and allow AMSA to determine value for money (VFM).
  • Encourage internal clients to include an Aboriginal and Torres Strait Islander -owned supplier (utilising Supply Nation) to participate in Request for Quote (RFQ) approaches to market.
June 2025Senior Advisor Procurement

10: Increase Aboriginal and Torres Strait Islander viewpoint and visibility on our communication channels

DeliverableTimelineResponsibility

Increase number of published news stories/social media posts/case studies about Aboriginal and Torres Strait Islander seafarer safety, including:

  • purchase and use artwork and photography/videography from Aboriginal and Torres Strait Islander suppliers
  • conduct user experience research with Aboriginal and Torres Strait Islander seafarers
  • translate and disseminate safety and educational information for communities where we have concentrations of Aboriginal and Torres Strait Islander domestic commercial vessel owners, operators, and crew.
June 2026Senior Advisor External Relations

Develop safety messages via social media and hold safety workshops/information sessions specifically for Aboriginal and Torres Strait Islander peoples during significant periods throughout the year (e.g., NAIDOC Week, National Reconciliation Week and Mabo Day). Incorporate:

  • Aboriginal and Torres Strait Islander artwork as part of our safety messaging
  • resources specific to Aboriginal and Torres Strait Islander peoples in creole or local languages where possible
  • collaboration with Aboriginal and Torres Strait Islander safety champions 
  • work with partners such as NIAA in developing safety content.    
June 2026Manager Vessel Operations

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