Our reconciliation journey at CNV

At CNV, we have been taking small but intentional steps on this path for some time. In 2024, we published our first Innovate Reconciliation Action Plan (RAP), which outlines the next chapter of this journey.

Less than a year since our RAP was launched, some key projects and changes are already well underway. Our internal advisory committee – Ngladurrung Yanagyu – meaning walking together in Djaara language, was established early on to bring staff along the journey. This is crucial to bringing employees up to speed and moving from staff participation to endorsement and ownership.

One of the first actions was amending our Enterprise Bargaining Agreement so employees can opt to work on Invasion Day (January 26). This symbolic change enables staff to take a different day off in lieu, which shifts the focus from a day of celebration, to one of mourning and reflection, 32 staff opted to utilise this provision in the first year it was enacted.

A more long-term focus has been building and nurturing a culture of learning and self-reflection. This is a key part of staff orientation and carries through into ongoing systems, communications and external partnerships. The main focus is to educate staff, encourage self-reflection, and address underlying racism.

An important driver in these changes has been support at all levels of the organisation, with the work very much driven by CNV’s Board of Management. The Board developed and endorsed CNV’s Commitment to First Nations Peoples in May 2023, and are strong advocates for the RAP.

Margaret Augerinos, CEO of CNV, highlights how shifting workplace culture and attitudes is cornerstone in the RAP.

“A RAP is not just in the doing, it’s the changing of organisational culture so that we don’t have to think about these things, so that it’s already embedded in policies and processes,” she says.

Another key focus is building self-determination of Aboriginal and Torres Strait Islander peoples. Wherever possible, we are engaging with First Nations owned businesses, from catering to printing and everything in between. A directory has been established to highlight key opportunities to work with local Aboriginal businesses and suppliers.

CNV participated in the Workplace Reconciliation Barometer (WRB) Survey. A biennial, nation-wide survey that looks at the attitudes towards and perceptions of reconciliation among employees of RAP organisations. Overall, we had positive results and important feedback on how to drive our reconciliation journey. The findings showed our staff’s commitment to participating in truth-telling activities (92%), 100% had participated in a National Reconciliation Event in 2024 and 68% view CNV has genuine and strong commitment towards reconciliation. This has been supported by CNV taking steps to create a more welcoming and culturally safe environment for Aboriginal and Torres Strait Islander peoples, whilst also providing a space that supports staff learning, engagement and capacity building. This includes purchasing maps of First Nations lands and creating acknowledgement of country cards.

Moving forward we will continue to focus on building relationships with external stakeholders who are allies in reconciliation and community. This helps us to listen to and be led by First Nations voices, which is a crucial part of reconciliation. CNV a member of the Bendigo Reconciliation and Allyship Committee and has developed an action plan to drive key actions in the region at an individual, community and organisational level over the next 5 years.