Australia is a beautiful country. A land of culturally diverse communities and opportunities for a wonderful life. Sadly however, despite being the home of the oldest continuous culture on earth, our history is marred by dispossession and exclusion, mistreatment, and oppression of Aboriginal and Torres Strait Islander peoples- the Traditional Owners of Australia. This historic mistreatment has created systemic barriers that have long hindered the socio-economic empowerment of Aboriginal and Torres Strait Islander peoples, with the ability to find and maintain meaningful and sustainable employment proving to be an ongoing battle.

Let’s investigate the challenges faced by Aboriginal and Torres Strait Islander jobseekers, as well as actionable solutions that businesses can implement to foster inclusion, empowerment, and self-determination.

Intergenerational Trauma

During the mid-1800s to the 1970s many Aboriginal and Torres Strait Islander people were forcibly removed in what is now known as the Stolen Generations, survivors were never given access to resources to be able to heal from this trauma as a result of not being able to heal this trauma has now been passed on to many more generations and created intergenerational trauma amongst families, those that are suffering Intergenerational trauma are likely to live in a state of distress, which can lead to a range of negative outcomes for themselves and their descendants.

Their children may experience difficulties with attachment, disconnection from their extended families and culture and high levels of stress from family and community members who are dealing with the impacts of trauma. This can create developmental issues for children, who are particularly susceptible to distress at a young age. This creates a cycle of trauma, where the impact is passed from one generation to the next.

In Australia, intergenerational trauma predominantly affects the children, grandchildren, and future generations of the Stolen Generations.

Stolen Generations survivors might also pass on the impacts of institutionalisation, finding it difficult to know how to nurture their children because they were denied the opportunity to be nurtured themselves.

Cultural Barriers

Central to the Aboriginal and Torres Strait Islander experience and way of life is a profound connection to culture and land. However, navigating the modern job market often demands a delicate balance between cultural responsibilities and professional requirements. Discrimination and stereotypes further compound these challenges, creating a hostile environment in many workplaces.

Our basic concept of time and date is a white structure. In Aboriginal and Torres Strait Islander culture, time is cyclical, rather than sequential. It’s flexible and shifts according to people’s needs and what is happening on the earth. For centuries Aboriginal and Torres Strait islander peoples have been expected to adapt to the colonised way of life that is out of sync with their very core of being.

Educational Disparities

Education serves as a gateway to opportunity, yet Aboriginal and Torres Strat Islander Communities face significant disadvantages in access to quality education, particularly in remote and rural areas. The lack of cultural relevance in the curriculum exacerbates these disparities, impacting skill development and subsequently limiting employment prospects.

Socio-Economic Factors

Poverty and unemployment rates disproportionately affect Aboriginal and Torres Strait Islander Communities, creating a cycle of disadvantage. Limited access to resources and support networks further impedes efforts to break free from this cycle, further upholding systemic inequalities.

It is estimated that 14-18% of Aboriginal and Torres Strait Islander births are not registered with Registry of Births, Deaths and Marriages meaning that these babies, and by assumption, their families, cannot access Government assistance such as Medicare and Centrelink family payments. No birth certificate also means they are unable to register for a bank account, register for schooling, or prove their identity to obtain employment.

Institutional Challenges

The institutional landscape often fails to adequately address the unique needs of Aboriginal and Torres Strait Islander job seekers. From culturally insensitive employment services to a lack of representation in decision-making roles, systemic barriers persist despite well-intentioned efforts.

Remote and Rural Employment

Remote areas face distinct challenges, with limited job opportunities and infrastructure constraints hindering economic participation. Relocation poses further hurdles, often requiring individuals to navigate unfamiliar environments while preserving their cultural identity.

Living and working on Country is of the utmost importance to many Aboriginal and Torres Strait Islander peoples and it is not always as simple as up and moving to a new town or new home, there are a myriad of cultural practices that need to be considered to ensure Aboriginal and Torres Strait Islander employees feel connected to their culture regardless of where they live and work ideas could be including a Welcome to Country from the Traditional Owner group on the land/s that they will be working on.

Solutions and Strategies

Addressing these challenges requires an open-minded, and multi-faceted approach. Culturally sensitive employment services, collaboration between stakeholders, mentorship programs, and policy reforms are essential steps towards fostering inclusivity and empowerment.

A key element to remember is that as non- Aboriginal and Torres Strait Islander people, it is not our place to say what’s right. It is our duty to seek guidance and input from Aboriginal and Torres Strait Islander leaders, to educate ourselves, and to be prepared to not be a part of the decision making. Our role is to support self-determination for Aboriginal and Torres Strait Islander peoples, to foster and cultivate inclusion, and to encourage and support change.

How is Chandler Macleod supporting Aboriginal and Torres Strait Islander job seekers?

Despite the obstacles, numerous individuals and organisations are leading by example, implementing innovative solutions, and driving positive change within Aboriginal and Torres Strait Islander Communities. These success stories serve as beacons of hope, demonstrating the potential for meaningful transformation.

Our Reconciliation Action Plan sets a path for our company to actively contribute to the cause of Reconciliation. The development and endorsement of our plan involved firm commitment from our leaders and valuable input from all levels and departments within our organisation. Our objective is to increase opportunities, foster connections, and strive for a future that is characterised by equality and integrity.

As a leader in employment services, we know the benefits having a diverse workforce offers. By cultivating our Aboriginal and Torres Strait Islander workforce we can benefit from new perspectives, we increase our connections with our community, and we become change-makers contributing to our nation's evolving identity.



Talk to our team about cultivating an inclusive workplace for Aboriginal and Torres Strait Islander employees or partnering in our Solid Start career pathways.