Respect is the foundation of AMSA’s stakeholder relationships with Aboriginal and Torres Strait Islander peoples.
It underpins our commitments to the regulatory performance principle of collaboration and engagement and aligns with our core value of being professional.
Respect enables effective marine safety for Aboriginal and Torres Strait Islander seafarers, as well as maintenance of Aids to Navigation that are located on significant Aboriginal and Torres Strait Islander lands. Respect for Aboriginal and Torres Strait Islander employees is a key element of our diversity and inclusion vision, ensuring a vibrant, progressive and respectful workplace for all. Respect provides better outcomes for AMSA and Aboriginal and Torres Strait Islander peoples from our regulatory activities.
Aims:
- Sharing in national identity and helping to eliminate racism and discrimination.
- A respectful and welcoming workplace for Aboriginal and Torres Strait Islander people, including shared respect, meaning, and knowledge.
- Incorporating insights from Aboriginal and Torres Strait Islander peoples. Building a respectful foundation for relationships.
Actions
5: Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge, and rights through cultural learning
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Conduct a systematic review of cultural learning needs within our organisation. | January 2026 | HR Manager |
| Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors to inform our cultural learning strategy. | January 2026 | HR Manager |
Develop, implement, and communicate a cultural learning strategy document for our staff, including: Provide access to cultural learning opportunities, based on the outcomes from staff requirements. In-person cultural training, e.g., workshops, talking circles. Regional offices to investigate local cultural awareness opportunities i.e., Reconciliation Place Guided Tours. Centralise and advertise opportunities via staff newsletter – actively promote national activities. | January 2026 | HR Manager & Advisor Internal Communications |
| Provide opportunities for RAP Working Group members, HR managers and other key leadership staff to participate in formal and structured cultural learning. | September 2025 | HR Manager |
| Develop a targeted promotional campaign for the Jawun APS Secondment Program. | September 2025 | HR Support: Advisor Internal Communications |
6: Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols
| Deliverable | Timeline | Responsibility |
|---|---|---|
| Increase staff's understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols. | October 2024 | Advisor - Internal Communications Support: HR |
| Investigate and consult with local Traditional Owners' groups about naming one or more rooms in the new Canberra office in local language. | May 2025 | People and Property |
| Develop, implement, and communicate a cultural protocol document, including protocols for Welcome to Country and Acknowledgement of Country. | October 2024 | Advisor - Internal Communications with HR |
| Invite a local Traditional Owner or Custodian to provide a Welcome to Country or other appropriate cultural protocol at significant events each year. This includes a Welcome to Country at AMSA’s Annual Awards Ceremony each year. | March 2025, 2026 | Chair RWG, Support: Advisor Internal Communications |
| Include an Acknowledgement of Country or other appropriate protocols at the commencement of important meetings informed by the new Compass site to ensure staff are including Acknowledgement of Country at all appropriate events. | October 2024 | AMSA-wide, promotion by Communications |
| Include an Acknowledgement of Country statement on all internal and external facing strategic documents. | June 2026 | Senior Advisor – Experience and Engagement |
| Create an area on intranet that houses key resources on engagement with community inc. Acknowledgement of Country, protocols, language, list of stakeholders, incorporating the Map of Indigenous Australia (AIATSIS) and key resources on engagement with community inc. Acknowledgement of Country, protocols, language, list of stakeholders. | October 2024 | Advisor - Internal Communications Support: HR |
7: Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week
| Deliverable | Timeline | Responsibility |
|---|---|---|
| RAP Working Group to participate in an external NAIDOC Week event. | July 2025, 2026 | Chair RWG |
| Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week. | June 2025 | HR Manager Support: RWG |
| Promote and encourage participation in external NAIDOC events to all staff, including promotion material and guidance on where to find events. | July 2025, 2026 | Chair RWG, Diversity Support: Advisor - Internal Communications |