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INTERVIEW

DEFENCE AND INDIGENOUS AFFAIRS: AN UNTOLD STORY Sergei DeSilva-Ranasinghe speaks to Lisa Phelps, head of the Department of Defence’s Directorate of Indigenous Affairs

hile the ADF has long engaged Indigenous recruiters keep track of the Indigenous with ’s Indigenous candidates, help put together the paperwork, community, especially in Australia’s make sure the applicants think about what jobs remote northerly recesses, the they want to do, and encourage them to turn up adventW of a distinctive official policy to involve to the next session. Recruiters are also responsible the nation’s Indigenous people is a noticeably for referring applicants to the additional support recent initiative. As of February this year, programs we run. Indigenous comprised 1.1% of the There were two genesis areas that led to an regular ADF, or 622 personnel; 1.7% of the active amalgamation following our first Reconciliation reserve, or 421 personnel; and 0.9% of public Action Plan 2007–09. Defence Force Recruiting, servants in the Department of Defence (or 183 the main recruiting organisation for the ADF, personnel). In March 2014, Lisa Phelps, head was starting to think about the diversity of of the Department of Defence’s Directorate of the organisation and the benefits of a diverse Indigenous Affairs (DIA), spoke toSergei DeSilva- workforce. It was at a time when the ADF was Ranasinghe in an exclusive interview. Among working hard to attract recruits. It could no the topics discussed were why the DIA was longer rely on the traditional pool of applicants. founded, the impact The timing also coincided with a government-led have had on Defence, complexities inherent change in focus with the official apology by Kevin in Defence Indigenous recruitment, details of Rudd in 2008. the DIA’s programs, the challenges of outreach In addition, preliminary work had been and implementation, and the directorate’s done leading up to the 2009 white paper about future objectives. programs that might help the DIA recruit from the Indigenous workforce. One Sergei DeSilva-Ranasinghe: Could you give me of the initiatives out of the white an overview of when and why this directorate paper was the Defence Indigenous was formed? Development Program (DIDP), Lisa Phelps: The directorate came into existence a program we still run (although in July 2008, and its role is to provide leadership further developed). and direction on Indigenous issues. There are also four Indigenous Recruitment Advisors (IRAs), one each in Sydney, , Darwin and . Their role is to advice recruitment centres on Indigenous applicants, and mentor and support Lisa Phelps is the head of the Department of Defence’s the applicants going through the process. These Directorate of Indigenous Affairs.

Policy • Vol. 30 No. 1 • Autumn 2014 45 Defence and Indigenous Affairs: An Untold Story

Sergei DeSilva-Ranasinghe: How does the a seed that has a harvest in many years’ time. DIA coordinate with the three services on It’s more about relationship building than Indigenous recruits? recruitment. We have to focus our efforts on Lisa Phelps: It’s more like a partnership than the communities and the community influencers: services following the DIA. The three service chiefs the elders (the people involved with health care have the clear responsibility to raise, train and in that particular community or region) and the sustain their workforce. The DIA steers and state players and governments (which have carriage influences what the three are doing. They do of impacting the community’s ability to form a develop their own Indigenous programs, policies trusted relationship with us). In all our programs, and approaches but they do so in consultation we run cultural sessions that line up with Defence with us. values, and navigate ‘Walking in Two Worlds,’ which is delivered by a senior Indigenous Indigenous people working with us has built warrant . This officer talks about howas a significant capability improvement across part of joining Defence, you’re joining a family the northern half of Australia. and being part of the Defence family. Any prior cultural issues have to be left at the door. These cultural sessions segue into a lesson about Sergei DeSilva-Ranasinghe: Where do you think Defence values, integrity, professionalism and Indigenous Australians have made their mark loyalty. We look at how culture fits within in Defence? Defence, its traditions and history. We spend Lisa Phelps: Indigenous people working with quite some time on the idea of recruits joining us has built a significant capability improvement a Defence family. across the northern half of Australia. There are also examples of improvements through bush Sergei DeSilva-Ranasinghe: Are there any medicines, first aid, and safety at sea (where notable differences in engaging with Torres Strait we have used local knowledge to improve the Islander communities as opposed to Aboriginal doctrine and training systems, and therefore, communities? improve the capability of all DIA people). There’s Lisa Phelps: I’ve been to Thursday Island and a huge contribution to culture change, so having met the mayor of the Torres Shire—and I haven’t Indigenous people work with us in any capacity noticed any differences. Yes, there are cultural has an impact on the rest of the Defence differences, but our engagement is not necessarily workforce’s view of the wider Australia, different by a division of geography. There are particularly Indigenous Australia. As far as a way of some preferences, though. For example, it is more promulgating the softer side of ‘Close the likely that the Torres Strait people will be interested Gap,’ which is recognition, understanding and in the because the skills they’ve grown up reconciliation, having Indigenous people in with match the skills the Navy needs. But there Defence has helped in keeping the thinking of is also a strong history in the Torres Strait of the the organisation contemporary. Army—they were the first whole community to stand together in World War II. Sergei DeSilva-Ranasinghe: What are the unique challenges of recruiting Indigenous Australians Sergei DeSilva-Ranasinghe: Tell us about the compared to the rest of Australian society? Defence Indigenous Development Program Lisa Phelps: The most important element (DIDP) and how it, and other programs, have of a successful relationship with Indigenous evolved since first initiated? communities, Torres Strait Islander or Aboriginal Lisa Phelps: North-West Mobile Force people, is ongoing respect, trust and confidence. (NORFORCE), an infantry regiment of the The challenges we now face are the length of Army Reserve, was integral to the effort and the immediacy of our impact. We sow foundation of the DIDP. It started as a seven-

46 Policy • Vol. 30 No. 1 • Autumn 2014 Lisa Phelps month program to provide existing soldiers Sergei DeSilva-Ranasinghe: Cultural awareness language, literacy and numeracy support so they training is a fundamental component of what the could be promoted in NORFORCE. The DIDP DIA does within Defence. Tell us more about also aimed to build up new recruits to a minimum how this is being implemented. standard of language literacy and numeracy. That Lisa Phelps: We are responsible for building the was the genesis. Now it has been split into two cultural competence of the Defence. In November separate courses. last year, we launched an e-learning package on One is a five-month DIDP for new Defence cultural awareness. It includes an overview of recruits in the to give them a Indigenous contributions throughout Defence experience (we also run one in Cairns history. There is also an overview of the government specific to the Navy). We take prospective recruits agenda and background on NAIDOC, and a out on the field and run drills, we provide physical reconciliation week. It is a foundation level of training, we teach life skills, and at the end, knowledge for the entire Defence. We’re also trying they walk away with a certificate II or III from to target particular areas to introduce cultural TAFE, or from another tertiary organisation. awareness as part of promotional courses and the The certificate is dependent on their capacity. ADF curriculum. The aim of this course is to prepare interested people to join the ADF, not just into the top end of the NORFORCE or 51 Far North Our next step is to integrate Indigenous Regiment (51FNQR) but also into components in our mainstream activities the full-time regular ADF across Australia. such as Participants not successful in joining the ADF gain skills useful in getting other employment. The second is a two-month language, literacy We run the National Reconciliation Week and and numeracy (navigation and maths) course for NAIDOC Week events within Defence using a existing Regional Force Surveillance Unit (RFSU) layered approach. There is usually a large - soldiers to prepare them for the next level of based event involving senior leaders—the Chief promotional courses. of the Defence Force, for example, gives a speech Following on the success of the DIDP, during NAIDOC week at a War Memorial Defence introduced a six-week Indigenous Pre- ceremony for serving Indigenous members from Recruitment Course (IPRC) in 2008 to provide an all three services. We also run regional events introduction to military life, including physical such as lunchtime sessions for networking in fitness demands. We develop leadership skills regional locations. We are very excited about this and an understanding of Defence values, and year’s NAIDOC theme of ‘Serving Country: also confirm the participants’ academic levels. Centenary and Beyond,’ and will be conducting A minimum Year 10 standard is needed to join a range of events leading up to, and including, the ADF. We have a partnership with TAFE NAIDOC Week. Southwest Sydney Institute, who evaluate their Our next step is to integrate Indigenous academic abilities. Approximately 30 students components in our mainstream activities such as are attending each IPRC. We conducted two in ANZAC Day rather than, or as well as, holding 2013 and will conduct four this year. The first a NAIDOC Week event. We would also like to one was in 2008 and we have conducted at least have some involvement in every dawn service in 12 since. We participate in the cadetships, the country. We are starting to engage through traineeships and graduates pathways program run our Indigenous cultural advisory group, which by Australian Public Service Commission (APSC), was established with the RSL and Veterans’ Affairs, and a development program/traineeship for a to say to them, ‘It would be ideal if we could Certificate IV or diploma through the Department involve some sort of Indigenous ceremony and of the Prime Minister and Cabinet. reflect the Indigenous service in all the events

Policy • Vol. 30 No. 1 • Autumn 2014 47 Defence and Indigenous Affairs: An Untold Story

that are important to Defence.’ That also leads to Sergei DeSilva-Ranasinghe: What about the Gallipoli in 2015. Jawun program? What is it intended to achieve? Lisa Phelps: Jawun means ‘meeting place.’ Students come from across Australia and Jawun is a not-for-profit organisation that get a taste of military life. The idea is to brokers secondments from the government and corporate sectors to a range of Indigenous spark an interest in joining the ADF and organisations across Australia. The APS is a partner choosing a trade, or applying for the in Jawun. Through Jawun, we provide people for Australian Defence Force Academy (ADFA). secondments to share their skills and experience. Jawun operates in six regions: the Kimberley in ; Cape York and Arnhem Land Sergei DeSilva-Ranasinghe: Why was the Defence in Queensland; the Goulburn Valley in the Aboriginal & Torres Strait Islander Network Shepparton region of ; La Perouse in (DATSIN) created? Sydney; and the Central Coast. Executive level Lisa Phelps: The DATSIN has three main purposes. staff in the public service can volunteer for The first is as a networking opportunity to meet a Jawun secondment and are chosen by matching and develop relationships with other Indigenous skills with the projects the regions are considering. members of the Australian Public Service (APS) But the interesting thing about the Jawun and Defence. The second purpose is to provide program is that while it helps the region, there’s members an opportunity to influence the future also a big flow-on effect in the work area for direction of Indigenous Affairs policy, programs returning APS employees. These can be life-changing and strategy. DATSIN members have a strong secondments. Defence also benefits from the voice in everything we do. Finally, the network cultural awareness, understanding and appreciation also performs an ambassadorial role—DATSIN that come from living in the communities for members talk with their workplaces and six weeks. communities about Defence, and the focus on Indigenous affairs within Defence. They are Sergei DeSilva-Ranasinghe: What is the rationale well informed about all the programs we have. behind Indigenous student study tours? They get together annually in a formal sense, Lisa Phelps: Students come from across Australia but more informally through electronic means. and get a taste of military life. The idea is to spark Both Indigenous and non-Indigenous people an interest in joining the ADF and choosing a can be part of the DATSIN. To date, we haven’t trade, or applying for the Australian Defence screened attendees; however, it is marketed as a Force Academy (ADFA). There are about conference for Indigenous staff or those involved in 25 students in each tour. We take them to Indigenous programs. An annual DATSIN Duntroon, the ADFA, Defence Force Recruiting, conference is also held. Last year it was held in and the ; we even do a bit August in Canberra on the HMAS Harman. We of physical training. We teach them drill, and we fly in any APS or ADF Indigenous or interested give them a weeklong ‘life in the ADF’ experience. people into one location. We discuss all the things In the March study tour, Indigenous high school on our radar, and things of interest to them as students visited the RAAF base in Wagga to look well. But in the network, any interested people at all the Defence trade schools in that area. can be involved more broadly. For example, We conducted two tours in Canberra last year Victoria has a Victorian DATSIN, where they’ve focusing on officer careers. recently met to discuss Victorian issues and contact Victorian communities and elders. Also the APSC Sergei DeSilva-Ranasinghe: Which DIA program facilitates the network across the entire APS, and with Defence would you describe as being the we have a conduit into that as well. most successful?

48 Policy • Vol. 30 No. 1 • Autumn 2014 Lisa Phelps

Lisa Phelps: Well, noting the fair bit of difference are concerned about their young people, and want in their outcomes, I would say the Indigenous employment opportunities for them. They’re also Pre-Recruitment Course. For example, in December looking for role models for their young people, and 2013, 23 participants graduated, and by the end that’s what Defence has to offer. Once we’re able of the course 10 participants had already started to get the message out there and reinforce it on a the process to join Defence. That’s a good outcome. regular basis, there will be a lot of interest in what So, even though it’s not a pass or fail on the course, Defence offers. we try to get 100% to graduate from each course, but in terms of how many decide to move onto They’re also looking for role models an ADF career, some decide Defence is not for for their young people and that’s what them, while others choose a public service career Defence has to offer. in Defence.

Sergei DeSilva-Ranasinghe: Conversely, as with Sergei DeSilva-Ranasinghe: What DIA’s future anything, there will always be challenges. What are objectives are within Defence and how they are some of the impediments the DIA has encountered likely to be achieved? in engaging with Indigenous communities? Lisa Phelps: Our main aim is to integrate Lisa Phelps: It’s a relationship built on trust, and it’s Indigenous Affairs into everybody’s area of concern. built over time. So we can’t just fly into an area and The ADF has committed to an Indigenous expect to get ADF recruits or APS employees out composition of 2.7% within Defence, which is of a community with only one visit of one day. We in line with what we’re aiming for on the public have to have recurring contact and need to keep in service side as well. It stems from the Council of touch with the communities we are recruiting from. Australian Governments (COAG) agreement. Families and elders and other members in Indigenous Integration means there would be a cultural communities have a lot of influence over whether awareness piece in every training package their young men and women will join Defence. A continuum that is developed. If you’re becoming lot of it is about reputation, trust and perception a commanding officer, and you’re doing the of Defence. Sectors such as the NORFORCE or commanding officer courses, you will get a the 51FNQR are based in the community, and it component of cultural awareness training. If you is easier because they’re there constantly. But in are doing security vetting for security clearances, other areas it’s not as easy to maintain that contact, you will be made aware of the challenges in and so we have to work harder at it. That’s why gathering paperwork and the history of where most of my staff are not based in Canberra but you’ve lived if you are an Indigenous person, out in regional areas so they can maintain a presence because you may have a complicated background. in their local communities. We have to always These really are the basics for understanding be very mindful of our reputation because any diversity and being inclusive, not just about damage to it can affect Defence’s recruiting ability. Indigenous people. Basically, everyone in the However, we do have some work to do in some organisation will be much more aware of the areas. Our latest Defence Indigenous Employment complexities in our Indigenous workforce, and will Strategy 2012–17 has moved Defence’s focus from make decisions in line with our objectives. That’s predominately engaging with remote communities our long-term aim. It will take us some time to to also building relationships with regional and get there, but in the year that I have been here I urban communities. What I’ve come across when can say that there has been a marked improvement I’ve been out in the community is that communities in awareness.

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