❓ Question highlights the under-representation of Aboriginal auxiliary officers in WA Police. The answer acknowledges the issue, outlines impediments, and details initiatives to improve Aboriginal recruitment.
AnsweredQoN 6509Legislative Assembly
QuestionView source ↗
I refer to the fact that there is one Aboriginal auxiliary officer out of a total of 131 and I ask:
(a) is this disparity being examined;
(b) are there impediments to recruiting indigenous personnel; and
(i) if so, what are they; and
(c) what efforts are being taken to address this issue?
(a) is this disparity being examined;
(b) are there impediments to recruiting indigenous personnel; and
(i) if so, what are they; and
(c) what efforts are being taken to address this issue?
AnswerView source ↗
Answered
1 December 2011
Responded by
Minister for Police
Response time
30 days
(a) The low application rates from Aboriginal people across all entry pathways into Western Australian Police issue is very familiar to the agency, has been examined and, is being addressed through a range of immediate and long term initiatives.
(b) There are a range of impediments to the recruitment of Aboriginal people by WA Police.
(i)
· Western Australia has a tight labour market and Aboriginal employees are highly sought after by many industries.
· The mining industry offers Aboriginal people wages and conditions with which WA Police cannot compete.
· Aboriginal people appear to be choosing tertiary fields or mining positions leaving little labour market share for WA Police.
· Aboriginal people rarely apply to become a police officer/police auxiliary officer/police cadet.
Due to the issues experienced by Aboriginal applicants, significant post assessment review is conducted to ensure the best possible opportunity is provided for success in the recruitment process. This sort of post assessment review is only afforded to underrepresented groups at WA Police.
(c) WA Police have been progressing initiatives to improve the application rate and successful recruitment of Aboriginal people across all entrance pathways.
These initiatives include:
· Establishing and maintaining Aboriginal employment networks.
· Advertising employment opportunities in state and national media (electronic and press) specifically for Aboriginal people.
· Encouraging applications from Aboriginal people through inclusive language in all print advertising.
· Recruitment information sessions to potential Aboriginal applicants both in the metropolitan area and in regional Western Australia.
· Hosting Aboriginal network forums with existing officers to seek feedback regarding Aboriginal recruitment and conceptualise solutions.
· Applying the WA Public Sector Commission's Aboriginal Employment Strategy 2011-2015 and the development of WA Police specific strategies.
· Implementation of an Aboriginal Recruitment Officer position to specifically identify and address issues related to this area of recruiting.
· Significant post assessment review of Aboriginal applicants to ensure the best possible opportunity is provided for success in the recruitment process.
.
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(b) There are a range of impediments to the recruitment of Aboriginal people by WA Police.
(i)
· Western Australia has a tight labour market and Aboriginal employees are highly sought after by many industries.
· The mining industry offers Aboriginal people wages and conditions with which WA Police cannot compete.
· Aboriginal people appear to be choosing tertiary fields or mining positions leaving little labour market share for WA Police.
· Aboriginal people rarely apply to become a police officer/police auxiliary officer/police cadet.
Due to the issues experienced by Aboriginal applicants, significant post assessment review is conducted to ensure the best possible opportunity is provided for success in the recruitment process. This sort of post assessment review is only afforded to underrepresented groups at WA Police.
(c) WA Police have been progressing initiatives to improve the application rate and successful recruitment of Aboriginal people across all entrance pathways.
These initiatives include:
· Establishing and maintaining Aboriginal employment networks.
· Advertising employment opportunities in state and national media (electronic and press) specifically for Aboriginal people.
· Encouraging applications from Aboriginal people through inclusive language in all print advertising.
· Recruitment information sessions to potential Aboriginal applicants both in the metropolitan area and in regional Western Australia.
· Hosting Aboriginal network forums with existing officers to seek feedback regarding Aboriginal recruitment and conceptualise solutions.
· Applying the WA Public Sector Commission's Aboriginal Employment Strategy 2011-2015 and the development of WA Police specific strategies.
· Implementation of an Aboriginal Recruitment Officer position to specifically identify and address issues related to this area of recruiting.
· Significant post assessment review of Aboriginal applicants to ensure the best possible opportunity is provided for success in the recruitment process.
.
Notice: This document is created or edited using unregistered or evaluation copy of rtLib valid for testing or development purposes only. To use it for productive or any other purposes please register it. You may purchase the license on
http://www.rtlib.com
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