Aboriginal Employment Strategy

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The Department of Mines, Industry Regulation and Safety acknowledges the traditional custodians of the land throughout Western Australia and their continuing connection to land, waters and community. We pay our respects to them and their cultures and to elders past and present.

Kaya and Wandju

The department recognises that having a diverse workforce that is inclusive is a key component to being a successful organisation. Actively promoting and pursuing inclusiveness, equity and diversity in the workforce ensures that the department has diverse perspectives, skills and experiences at the strategic and operational levels that are reflective of the Western Australian community. A diverse workforce will ultimately enhance our service delivery and help generate new ideas and insights.

Aboriginal Employment Strategy

To actively contribute to creating a diverse and inclusive workplace, DMIRS is committed to increasing the representation of Aboriginal and Torres Strait Islander people within the department. The Aboriginal Employment Strategy is an integral part in designing Aboriginal employment initiatives and provides a cohesive set of actions to attract, appoint and advance Aboriginal people within the department which require innovative approaches.

One of our initiatives is the Aboriginal Employment Program which provides sustainable employment outcomes for Aboriginal people.

Aboriginal Employment Program

AEP photo
AEP photo, by ggodsman

Aboriginal Employment Program

Promoting employment opportunities for Aboriginal and Torres Strait Islander people

The Aboriginal Employment Program is a diversity and equity initiative that sits within the department’s Aboriginal Employment Strategy, Reconciliation Action Plan and the Equal Employment Opportunity and Diversity Plan. The AEP is designed to increase the department’s workforce representation of Aboriginal and Torres Strait Islander people. Each year the department offers a number of employment opportunities at various levels through the AEP.

Positions within the AEP are advertised under Section 51 of the Equal Opportunity Act 1984 (WA) as a measure to achieve equality and increase workforce representation of Aboriginal and Torres Strait Islander people. Therefore, only applicants who identify as Aboriginal and/or Torres Strait Islander will be considered for these positions.

The AEP is a 12 month program and provides the opportunity for permanent appointment to a position upon successful completion of the program. The program commences in early January 2019.

Benefits of the program include:

  • structured training program and on the job learning;
  • a job rotation opportunity to further build knowledge, skills and networks;
  • support and guidance from the Aboriginal Program Coordinator, sponsor, mentor and Aboriginal staff network (Gnalla Committee);
  • great work/life balance through flexible working arrangements;
  • an award-winning Health and Wellbeing program, including access to an affordable on-site gym (East Perth);
  • a family-friendly work environment; and
  • office locations close to public transport in the CBD, East Perth and Cannington.

Frequently asked questions

If you have any queries about section 51 of the Equal Opportunity Act, we have prepared a series of frequently asked questions.

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