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ANNUAL REPORTCENTRAL AND SOUTHERN QLD TRAINING CONSORTIUMTRADING AS GENERAL PRACTICE TRAINING QUEENSLAND

Developing competent, independent and responsive General Practitioners

STRETCHRECONCILIATION

ACTION PLAN2016 - 2019

GPTQ ABORIGINAL ARTWORK

KAB-BAI COMMITTEE

GENERAL PRACTICE TRAINING QUEENSLAND PERSPECTIVES ON RECONCILIATION

FOREWORD

PREAMBLE

STATEMENT OF COMMITMENT

RECONCILIATION ACTION PLAN FRAMEWORK

RECONCILIATION ACTION PLAN

OUR JOURNEY TOWARDS RECONCILIATION

GPTQ RECONCILIATION BAROMETER BASELINE READING (2015)

ACTIONS AND MEASURABLE TARGETS

CONTENTS

05

06

07

08

09

10

11

12

19

21

22

4 STRETCH RECONCILIATION ACTION PLAN

YIRANDALI (ALSO KNOWN AS DJIRINDAALI) – MARIC LANGUAGE GROUP

Peter Carlo, a local Indigenous artist collaborated with the Indigenous Health Training team to design a piece of art that reflected the GPTQ family. The dot clusters were created by GPTQ staff and Medical Educators at the Staff Forum in March 2015. The design story was woven with various elements of the organisation in mind.

GPTQ is represented by the central moon and the coloured rims radiating outwards reflect healing and health. The dot clusters portray collectiveness and support for our doctors and staff. The colour of the dots can be associated with each of the four districts. Similarly, a totem animal was carefully selected for each district (as shown above).

GPTQ ABORIGINAL ARTWORK

CENTRAL QUEENSLAND & FRASER COAST

SOUTH WEST QUEENSLAND

METRO NORTH & SUNSHINE COAST

METRO SOUTH & GOLD COAST

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ARTWORK BY ABORIGINAL ARTIST: PETER CARLODESCENDANT OF THE YIRANDALI PEOPLE

CO-PAINTED BY STAFF IN MARCH 2015

GPTQ (Central and Southern QLD Training Consortium) wishes to thank the past and present Kab-bai Committee members who have functioned as the RAP working group, for their commitment and contribution to the RAP development process. The Kab-bai Committee members are as follows:

Dr Graham McAllisterBoard Member / Co-Chair Kab-bai

Associate Professor Michael GrecoCo-Chair Kab-bai

Peter HarrisonGPTQ Chief Executive Officer

Dr John BuckleyDirector Medical Education

Dr Catherine Henderson GPTQ alumni / GPTQ Supervisor

Associate Professor Mary Martin, AMQAIHC Representative

Dr Melanie Hansen (past member) Former GPTQ Board Member

Dr Maura Harvey (past member) GPTQ Supervisor

Dr Vijenti Chandra (past member) GPTQ Supervisor

Les CollinsGPTQ Board Member

Melvene Edwards Administration Assistant – Indigenous Health Training

Dr Danielle Arabena GPTQ alumni / GPTQ Medical Educator - Indigenous Health Training

Sarah MurphyAdministration Officer – Indigenous Health Training & Marketing

Stephanie Wood (past member)Administration Officer – Indigenous Health Training & Metro North & Sunshine Coast District

Dr Geoff SpurlingGPTQ Supervisor

KAB-BAI COMMITTEEGPTQ CONTACT OFFICER

Sarah MurphyAdministration Officer – Indigenous Health Training and Marketing

PO Box 127, Stafford QLD 4053Direct Line: 07 3552 8102


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Out of respect to different perspectives this RAP uses “Aboriginal & Torres Strait Islander people”, “First Peoples” and “Australian Indigenous peoples” interchangeably.

“Rizvi and Kemmis in evaluating the term equity suggest that equal outcomes for groups is the yardstick it is measured by. To achieve equity an unequal distribution of resources should occur until the key yardsticks of the outcomes for the two groups were equal. In this context it would require an affirmative action distribution of resources so that eventually Aboriginal and Torres Strait Islander morbidity mortality educational outcomes

“`Close together’ Close the Gap campaign. Different cultures working and interacting together. Understanding and respecting each other’s differences and cultures and respect it to bring the two cultures closer together. This would improve quality of care of Aboriginal and Torres Strait Islander people.” Statement from a General Practice Registrar, 2012

“Aboriginal health is an important part of being a good Australian.”Statement from a General Practice Registrar, 2012

“No borders have been used in this document as there are no boundaries to Reconciliation.”Ms Mary Martin, (Former Kab-bai Co-Chair), 2012

and socioeconomic status in median terms were equal to the general population median. Such affirmative action is a cornerstone of reconciliation as it involves a reconciling not only of attitudes but a reconciling (coming together) of key indicators. Because Aboriginal and Torres Strait Islander people are small fraction of the total population it is eminently doable economically where the majority sacrifice a smaller amount per capita than the minority gain.”Dr James Finn, GPTQ Board of Directors, 2012

“You can do, what you can do.”Dr John Buckley, Member of the Kab-bai Committee, 2012

GENERAL PRACTICE TRAINING QUEENSLANDPERSPECTIVES ON RECONCILIATION

“In Australian General Practice we should always strive to improve Indigenous wellbeing”Dr Michael Hurley, Registrar Liaison Officer (Rural), 2015

“Including formalised learning about Aboriginal and Torres Strait Islander Health, as part of core curriculum training for the General Practitioners of the future, creates a culture of understanding from the ground up, and undoes the stifling prejudice from past generations.”Dr Lisa Fraser, Registrar Liaison Officer, 2015

Central and Southern Queensland Training Consortium Trading Limited (CSQTC) trading as General Practice Training Queensland (GPTQ) covers a large area of Queensland which includes communities of Aboriginal and Torres Strait Islanders in urban and regional centres, rural and remote areas. GPTQ honours and respects the Traditional Owners and Elders of the Aboriginal countries of the region we serve. GPTQ operates its 3 different business offices as follows:

• Darumbal Country – GPTQ Central Qld & Fraser Coast District office (Rockhampton);

• Jagera, Yuggera and Ugarapul Countries – GPTQ Metro North & Sunshine Coast District and Metro South & Gold Coast Districts (Stafford office base); and

• Barunggam Country – GPTQ South West Qld District office (Toowoomba).

Governance is provided by a Board of nine Directors with skills and connections with organisations that have a key interest in General Practice service provision and associated education and training. Membership of the GPTQ Company highlights the

• The initiative and undertakings of this Reconciliation Action Plan (RAP) demonstrate this commitment.

The Board, senior executives and staff of GPTQ remain proud of the ‘Kab-bai Committee’ initiative and the work and achievements of the Committee, including the collaborative development and update of this RAP, and I commend all those within and without GPTQ who contributed to the development of this RAP.

Reconciliation properly focuses on proactively redressing past ill-treatment and the health and other gaps experienced by Aboriginal and Torres Strait Islander people. GPTQ’s RAP continues to be directed at actions that we can influence on the way to equalising the health and wellbeing of Aboriginal and Torres Strait Islander individuals and communities. While GPTQ is fundamentally a health training organisation, it is not training per se that defines us. Rather it is the social and functional outcomes of training that meet regional health requirements, including workforce distribution, career development for medical practitioners, and closing-the-gap between Indigenous and non-

vital linkages and connections for GPTQ, while there are also other stakeholders. The Queensland Aboriginal and Islander Health Council (QAIHC) (see www.qaihc.com.au) was a founding member of GPTQ. GPTQ Membership and governance details can be found in the GPTQ 2014 Annual Report (see www.GPTQ.qld.edu.au ).

The provision of culturally and clinically sound health services for Aboriginal and Torres Strait Islander people, and proactive initiatives designed to bridge the gap in equitable access to, and quality outcomes of health care services for Aboriginal and Torres Strait Islander people, continue to be strategic commitments of GPTQ. This continues to be demonstrated in key areas such as:

• The inclusion of these commitments in the GPTQ Constitution;

• the role and influence of the Board’s Aboriginal and Torres Strait Islander Health Training Advisory Committee (the `Kab-bai Committee’);

• strategic planning processes and plans;

• Education and training delivery programs and associated services of GPTQ; and

FOREWORD

Indigenous Australians in respect of health, education and employment.

Our GPTQ Board and staff continue to be attracted to the concept of empowerment via a ‘three flags’ partnership: Aboriginal, Australian, and Torres Strait Islander, within the ambit of GPTQ. The commitments and strategies of the RAP are complex and multi-faceted, predicated on a belief that reconciliation is a two-way thing and a meeting of minds in partnership.

There remains much to do in achieving reconciliation and I assure everyone that GPTQ continues to be committed to the ideals and practicalities of this Reconciliation Action Plan.

This RAP addresses the undertakings made in the GPTQ Statement of Commitment.

Dr Rick SapsfordBoard Chair


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The following excerpt from Prime Minister Kevin Rudd’s apology to Australia’s Indigenous peoples on 13 February 2008 is both an apology and a commitment to reconciliation:

Our challenge for the future is to embrace a new partnership between Indigenous and non-Indigenous Australians. The core of this partnership for the future is closing the gap between Indigenous and non-Indigenous Australians on life expectancy, educational achievement, and employment opportunities.Prime Minister Kevin Rudd, Apology to Australia’s Indigenous Peoples, 13 February 2008

GPTQ recognises historical events and poor management that contributed to disparate health conditions between Indigenous and non-Indigenous Australians, and is committed to contribute towards the ideals of reconciliation through pragmatic objectives that it can realistically influence.

The stark reality is that the health of Australia’s Aboriginal and Torres Strait Islander peoples is generally worse than non-Aboriginal Australians, manifest in the 17-year gap in life expectancy and reduced quality of life due to chronic disease.

‘Reconciliation’ describes initiatives that include strategies to address business, land rights, social and health conditions of Indigenous people. GPTQ has always embraced the emphasis needed to redress shortcomings in delivering health outcomes for Aboriginal and Torres Strait Islander people, and has our Company Constitution highlights this commitment:

‘…demonstrating commitment to Aboriginal and Torres Strait Islander health through a Reconciliation Action Plan that includes cultural awareness training and strategies to build and sustain Aboriginal and Torres Strait Islander health training capacity in Aboriginal Medical Services and other community General Practices, and General Practice training in these Training Posts…’CSQTC Constitution, May 2012

Reconciliation requires mutual respect for Indigenous and non-Indigenous cultures. GPTQ has encapsulated in our Reconciliation Action Plan (RAP) what can be reasonably influenced by its activities. The RAP is not a recipe – it is a cogent framework designed to promote healing of cultural gaps through a mix of equity, affirmative action, dignity and promotion, and in working towards improved health outcomes.

This RAP has been developed through the auspices of the GPTQ Board’s Kab-bai Committee and community consultation. As noted above, Kab-bai is a standing Committee of the GPTQ Board in the GPTQ governance structure, with a specific focus on Aboriginal health training and associated cultural underpinnings and initiatives. The Committee also serves as an advisory mechanism and resource to support staff. Kab-bai means ‘native bee’ from the Yugambeh Language Group. This RAP is owned by our Board and staff and is internalised in the culture, strategic planning, programs, routine operations of our organisation.

The RAP is a proactive reflection of GPTQ’s values regarding reconciliation, and our proactive commitment to reconciliation in our spheres of influence. GPTQ views the RAP as a dynamic position statement that is reviewed annually by the GPTQ Board of Directors and staff, under leadership and guidance of the Kab-bai Committee. This Plan focuses our community on our role in contributing to closing-the-gap in health outcomes for the Aboriginal and Torres Strait Islander individuals and communities within and where possible beyond our GPTQ region sphere of influence.

Mr Peter HarrisonChief Executive Officer

PREAMBLE

Our Stretch RAP derives from the vision and ideas of our Board of Directors, staff and other stakeholders. It is a prospectively focused plan that will be dynamically reviewed as to progress and relevance on a regular basis and updated annually. The Stretch RAP harmonises our vision for reconciliation, identifying commitments, timelines and measurable targets for respect, relationships, and promotion opportunities. In the development process of our inaugural Tier 1 (2012-2013) RAP, GPTQ (CSQTC) submitted a Statement of Commitment which is also the foundation of this Stretch RAP as follows:

3. Professional development programs in Aboriginal and Torres Strait Islander health for all our accredited GPTQ GP Trainers.

4. Support for mainstream General Practices (GP registrars, Trainers, junior doctors, Practice Managers) with a particular interest in Aboriginal and Torres Strait Islander Health.

5. Cultural awareness training, initial and renewal, for our GPTQ Board Directors and staff.

6. Policies and procedures that guide processes to ensure culturally inclusive and sensitive business operations.

1. Partnerships with Aboriginal and Torres Strait Islander communities to support training and mentoring of GP registrars and junior doctors. This includes an increasing number of Aboriginal Medical Services (AMSs) achieving/maintaining accreditation for the delivery of General Practice Training.

2. Accredited, quality Aboriginal and Torres Strait Islander Health Training for all our GPTQ GP registrars and optional extension including ‘Advanced Skills’ training opportunities in Aboriginal and Torres Strait Islander Health.

STATEMENT OF COMMITMENT7. Contributions to relevant

regional, state and national initiatives for reconciliation.

8. Recognition and celebration of achievements consistent with reconciliation.

9. Encourage Registrars and Junior Doctors to take up postings in ACCHOs and rural and remote Aboriginal communities.


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This Stretch RAP addresses Reconciliation Australia’s (RA) three headings of ‘Respect’, ‘Relationships’, and ‘Opportunities’. While the three elements are interrelated, the RAP covers them separately along with other RA criteria including ‘Tracking Progress and Reporting’.

For each element we provide a general relevance statement and identify a particular focus. This is followed by compliance actions consistent with Reconciliation Australia’s requirements, and other GPTQ specific commitments or actions for the 2013-2015 period.

RECONCILIATION ACTION PLAN FRAMEWORK

OUR VISION FOR RECONCILIATION

Our vision for reconciliation is mutual respect for Aboriginal and Torres Strait Islander peoples and other Australians cultures at organisation and individual levels manifesting in partnerships for training and clinical services that deliver increasingly equitable outcomes.

• actions designed to ‘make a difference’;

• being a participant with other bodies in the pursuit of equity and reconciliation;

• GP registrars imbued with pre-eminent goals to ‘close-the-gap’ and pursue equity through affirmative action and proactivity;

• positive training experiences in Aboriginal and Torres Strait Islander health as way to increase AMS/rural/remote workforce and sustainable services;

In developing our vision for reconciliation, we identify the following characteristics and objectives that encapsulate our aspirations and operations:

• wanting reconciliation to be a conscious and sub-conscious part (i.e., internalised) of who we are and what we do;

• a belief that reconciliation is not bounded and is dynamic;

• a philosophy of equity in organisation, operations and training;

RECONCILIATION ACTION PLAN• integration of all activities

towards equitable training and workforce outcomes

There are commitments that we have made in this RAP to advance the vision. We value the existence of parallel cultures in our field of action, which in itself is the gestation of a joint culture of coexistence – the cornerstone for nation-building.


GPTQ.QLD.EDU.AU 13

Central and Southern Qld Training Consortium Ltd (CSQTC) [trading as General Practice Training Queensland (GPTQ) since January 2014] is a limited guarantee company focused on the delivery of the Australian General Practice Training (AGPT) Program in Central and Southern Queensland on behalf of the Australian Government. Our aim is to qualify medical practitioners for vocational registration as general practitioners by meeting the curriculum and clinical practice standards of the Royal Australian College of General Practitioners (RACGP) and of the Australian College of Rural and Remote Medicine (ACRRM). Our training is a trainer/trainee apprenticeship model of ‘’in-practice” supervision complimented with educational release activities. Our role broadened in 2010 to include a general practice experiential placement program for hospital-based junior doctors in the designated region, until December 2014, and in broadened again in 2013 to include delivery of the

Commonwealth Government funded Overseas Trained Doctor National Education Training (OTDNET) Program. The map (right) shows our geographical training region.

Our corporate mission is articulated in our Constitution as follows:

‘Our mission is to provide training for General Practice to address primary health care needs for communities.’CSQTC Constitution, May 2012

We operate four decentralised Medical Education Districts, each with two Medical Education Delivery Nodes led by District and Node Medical Education Coordinators, supported by other District/Node Medical Educators and our other staff. We operate offices in Brisbane, Rockhampton, and Toowoomba. The region includes Aboriginal and Torres Strait Islander people living in urban, rural and remote communities.

OUR BUSINESS

In 2014 there was in excess of 500 GP Registrars enrolled with GPTQ, supported by 240 General Practices that are affiliated with us as accredited GP training facilities, involving around 600 GP supervisors/trainers. Aboriginal Medical Services (AMSs) make up 14 of our affiliated accredited GP training facilities.

In addition to our 14 affiliated GP training AMSs, GPTQ maintains a working relationship with 24 Aboriginal and Torres Strait Islander community controlled organisations that are not medical services who assist in the delivery of the Segment 2) site visit

GPTQ has Indigenous representation on our Board of Directors and Kab-bai Reference Group. Also, Indigenous representation in our staff is 3.75%, which is well above the Indigenous workforce participation rate in south Queensland of 1.4%. Our Indigenous Health Training Medical Educator is a descendant of the Meriam People from Mer in the Torres Strait and our Cultural Educator and Indigenous Health Administration Assistant is from the Quandamooka People of Minjerribah (North Stradbroke Island). Another Kab-bai Reference Group member is also one of our Board members and is of Kuku

experiences for GP Registrars. Our affiliated AMSs also support the Segment 3 site visits that our GP Registrars undertake for exposure to community controlled medical services. GPTQ and the Queensland Aboriginal and Torres Strait Islander Council (QAIHC) operate a formal agreement and associated financial relationship in which QAIHC provides various strategic, policy, and operational cultural education and training support services for GPTQ. GPTQ also has a formal relationship with the Institute of Urban Indigenous Health (IUIH) relative to the IUIH affiliated or auspiced community health clinics.

Yalanji, Gowa, Djirindaali and Gunggari descent. Additionally, we contract with the Queensland Aboriginal and Islander Health Council (QAIHC) and other organisations for the provision of Aboriginal and Torres Strait Islander cultural training and other related services. One member on the Kab-bai committee is a QAIHC employee and is from the Quandamooka People of Minjerribah (North Stradbroke Island). The majority of Aboriginal and Torres Strait Islander cultural input is via service-level agreements with QAIHC and other agencies for training, mentoring and inclusion activities.


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‘OUR MISSION IS TO PROVIDE TRAINING FOR GENERAL PRACTICE TO ADDRESS

PRIMARY HEALTH CARE NEEDS FOR COMMUNITIES.’

CSQTC CONSTITUTION, MAY 2012

This RAP has been developed through a collaboration process involving a consultative group that includes members, the GPTQ Board, the Kab-bai Committee, and GPTQ staff. Input was also received from Registrar and Supervisor/Trainer representatives, and Aboriginal and Torres Strait Islander community representatives including from QAIHC. This was achieved through combined workshops that have focused on the development and subsequent annual reviews of our RAP. This collaborative process has harnessed the vision and ideas of all involved to yield overall ownership of the objectives, commitments and strategies of the RAP. Our Kab-bai Committee coordinated the

extended relationships with external stakeholders; promoting cultural events to staff; support to Registrars and Practices; and enhancing the engagement of staff with the activities of the Kab-bai Committee. Our ‘RAP Champion’ provides independent advice on our GPTQ RAP and will contribute towards subsequent evaluation, implementation, monitoring and performance of our RAP going forward.

The current Champion of our GPTQ RAP is Dr Brad Murphy. Dr Murphy is the Chair of the RACGP National Faculty of Aboriginal & Torres Strait Islander Health. He also has an appointment with the Bond University School of Medicine,

development of the RAP for endorsement by our GPTQ Board. The Kab-bai Committee is made up of approximately 50 percent staff and the remainder are GPTQ Board members and other external stakeholders. Currently this group also functions as our RAP Working Group.

As at May 2015, we have employed two indigenous staff and an additional non-indigenous staff member to form the Indigenous Health Training Team. In its short existence, this team’s achievements have included, but are not limited to the following: community engagement; enhancing cultural safety within the workplace; enhanced and

OUR RAPand is located in Bundaberg which is within our GPTQ Fraser Coast Node. Dr Murphy is a significant member of the Aboriginal and Torres Strait Islander community, by virtue of his current roles and experience.

It is my firm belief that the core issue in moving forward on Aboriginal and Torres Strait Islander issues, whether this be health, social or justice related is the importance placed on the values and belief systems of this culture – from an individual, family and community perspective. If indeed we as a proud Nation hold true to these aspects at the heart of Indigenous culture then we cannot help but drive forward


the advancement of issues facing ALL Australians not just FIRST Australians.

DR BRAD MURPHY

Our RAP journey started with the Board’s and staff’s enthusiasm about ‘Cross Cultural Training’ and our Kab-bai Committee suggested that we develop a Reconciliation Action Plan. Our approach engaged our Board’s and staff’s ideas, including attendance at annual RAP development and review workshops to discuss enhancements for our commitment to reconciliation and associated planning and action. Our Board and staff are proactively involved in

undertaking honest conversations regarding reconciliation and what it means personally and for GPTQ and to develop objectives, targets, and strategies of our RAP. Our RAP review and development process is coordinated by our Kab-bai Committee the endorsement of our GPTQ Board. Our initial Reconciliation Action Plan was forwarded to Reconciliation Australia in June 2012 for publishing on Reconciliation Australia’s website, and the official launch of our RAP coincided with the opening of our new Stafford Office on Wednesday, 28 November 2012.

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The 2014 Stretch RAP Meeting identified that staff and Medical Educators desired more opportunities to positively engage with Aboriginal and Torres Strait Islander people. With this in mind the Indigenous Health Training Team incorporated a number of cultural engagement activities (specifically for staff) into the calendar. In early 2015 the team ran a cultural immersion session at the Staff Forum which saw staff joining together with Indigenous community members to participate in a smoking ceremony, art workshop and traditional dancing. Feedback included:

“Normally these sessions have some element of confrontation and I leave feeling like it is still very much ‘us’ and ‘them’ regardless of the content or how much we wish it was otherwise. Getting us actively doing things together had a totally different feel which was wonderful and made me hopeful about progressing relationships and partnerships.”

“It was a fantastic team building exercise that had the added bonus of allowing us to be involved in a culturally enriching experience.”

Feedback was overwhelmingly positive with staff and Medical Educators rating the session on average staff 9 out of 10. With over half the group of participants indicating they would like to see more on this topic at future staff forums.

CASE STUDY


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HIGHLIGHTS OF OUR RECONCILIATION JOURNEY

2003• Engaged with Mary Martin

of Quandamooka people of Minjerribah from QAIHC to provide Aboriginal Health Training to all Registrars

2008• Staff Attended NAIDOC and

various other activities (annual)

2009• Establishment of Kab-bai

Committee (formally called Aboriginal and Torres Strait Islander Health Training Advisory Committee)

2013• Staff Cultural Education

sessions at Staff Forums (annual)

• RAP Launch (and Stafford Office opening), including attendance of RAP Champion, Dr Brad Murphy

2014• Appointed Les Collins a Kuku

Yalanji, Gowa, Yirandali (also known as Djirindaali) and Gunggari descent to the GPTQ Board

• Employed an Indigenous Health Training Medical Educator who is a descendant of the Meriam People from Mer in the Torres Strait

2010• Establishment of Aboriginal &

Torres Strait Training Advisory Committee (now Kab-bai)

2011• Employed Ron Hampton, a

descendant of the Ngarrindjeri people to provide Cultural Mentoring support.

2012• Stretch RAP workshop • RAP launched concurrent with

Stafford Office opening by the RAP Champion Dr Brad Murphy.

OUR JOURNEY TOWARDS RECONCILIATION• Worked in collaboration with

IGPRN to run a Mock OSCE workshop at GPTQ (annual)

• Produced Indigenous Health Training promotional films to encourage Registrars to consider working in an AMS

• Develop a partnership model which marries an AMS with private billing practices. This relationship sees the Supervisor from the mainstream practice supporting the Registrar to also train in the AMS, thus creating more opportunities for training placements and a better continuity for Indigenous patients.

2015• Staff participated in a Potluck

Lunch for Harmony Day to celebrate the diversity of cultures within the office (annual)

• Employed an Indigenous Health Training Administration Assistance from the Quandamooka People of Minjerribah (North Stradbroke Island)

• The Indigenous Health Training team undertook the first GPTQ Reconciliation Barometer Reading. This provides a baseline for annual review.

2016• Two Staff/ME Professional

Development Cultural Immersion Events

• Registrar Cultural Immersion – AMS promotion

• Aboriginal artist, Peter Carlo, worked with GPTQ staff to produce a stunning piece of artwork which illustrates the story of GPTQ. Additional pieces were commissioned for each of our four districts.

• Employed an Indigenous educator, Philip Deise, to deliver Aboriginal and Torres Strait Islander Health training

• Cultural Immersion sessions at the Staff Forum received an average ranking of 9/10 from attendees. The highest ever score for a session.

OUR JOURNEY TOWARDS RECONCILIATION• Stretch RAP workshop• Development of promotional

resources – Facebook, Instagram, videos and newsletters

• Engaged with community – Stradbroke, Blue Care, etc etc

• Indigenous health presentations – Registrar Introductory Workshop, Staff Annual Forum, Practice Manager Workshop and GPTQ Annual Conference.


We would like to acknowledge that the Australian Reconciliation Barometer was produced by Reconciliation Australia.

GPTQ has replicated the questions from the nine key findings and surveyed internal staff and Medical Educators to enable the organisation to gauge how our results compare against the national average.

This provides a baseline from which we can track the progress of the organisation and whether our cultural activities are having a positive impact on their core values and perceptions.

GPTQ RECONCILIATION BAROMETER BASELINE READING (2015)

AGREE THE RELATIONSHIP BETWEEN US IS IMPORTANT

Aboriginal & Torres Strait Islanders All Australians GPTQ Staff & Medical Educators

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100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%

AGREE WE ARE PREJUDICED AGAINST EACH OTHER

AGREE ABORIGINAL & TORRES STRAIT ISLANDER CULTURES ARE IMPORTANT TO AUSTRALIA’S IDENTITY AS A NATION

100%

90%

80%

70%

60%

50%

40%

30%

20%

10%

0%

RELATIONSHIPS

FOCUS AREA

Actively participate in relevant forums and events to promote reconciliation, and advance our credibility and achievements in respect of Indigenous health training and workforce through partnerships with ACCHOs/AMSs, mainstream Training Practices, GP Registrars and Overseas Trained Doctors, Medical Colleges, Hospitals and Universities in the

Training Practices (mainstream and AMSs), GP Supervisors/Trainers, Hospitals, University Medical Schools, medical profession Colleges, government agencies, ‘reconciliation’ focused agencies, and Aboriginal Community Controlled Health Organisations (ACCHOs). Respectful and harmonious relationships are vital for effective processes and outcomes.

Our reconciliation actions focus on building stronger working

pursuit of optimal health outcomes within our sphere of operations and influence.

Harmonious relationships between us and our stakeholders are endemic to our operations. Our primary function is to regionally deliver the Commonwealth’s obligation for the vocational training of medical doctors as General Practitioners. This function is not for its own sake or in isolation, and involves GP Registrars and Junior Doctors,

ACTIONS AND MEASURABLE TARGETSrelationships among GPTQ, Queensland Aboriginal and Islander Health Council (QAIHC), Aboriginal Medical Services (AMSs) and associated communities, and significant supporting individuals. Building strong and respectful relationships/partnerships is core to our RAP initiative. None of our partner groups are fully independent, in relation to the health agenda that is a central lynchpin (along with education and employment) for achieving reconciliation in Australia.


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ACTION RESPONSIBILITY TIMELINE TARGET

1.1 Our Kab-bai Committee operates as the GPTQ Working Group that continues to actively coordinate and monitor RAP development and implementation, including tracking progress.

Kab-bai Committee

January 2015 – December 2017

• Meet quarterly and reports to our Board and staff on the progress.

1.2 Our Kab-bai Committee to continue to provide strategic advice to our GPTQ Board and staff on the RAPs development, initiatives and implementation including the tracking, progress and reporting of the RAP.

Kab-bai Committee

January 2015 – December 2017

• Kab-bai Committee will review its Terms of Reference in its role as the GPTQ RAP Consultative Group.

• Kab-Bai will meet and report quarterly to provide guidance, development, delivery, implementation and annual review of GPTQ’s RAP, and to provide strategic advice to our GPTQ Board and staff regarding Aboriginal and Torres Strait Islander health training and associated cultural initiatives.

1.3 We will celebrate National Reconciliation Week (NRW) by providing opportunities for Aboriginal and Torres Strait Islander employees and other employees to build relationships with the local community.

SELT May-June each year

• Host/encourage at least one internal event at our GPTQ offices. • Encourage all staff to participate in at least one community event

during NRW and support them to participate.

1.4 Maintain employment of an Indigenous Health Cultural Liaison Officer for Registrars/Supervisors/Staff as a central point of contact.

Board/CEO Ongoing • Position filled and staff aware of role/purpose.



1.5 Encourage staff to gain a better understanding/awareness of Aboriginal and Torres Strait Islander cultures

SELT

SELT

Ongoing

2014.2 Ongoing

• All new staff attended Segment 1 of the Aboriginal Health Module, and all staff participate in an/other cultural events at least once per year.

• Encourage staff members to research an aspect of Aboriginal and Torres Strait Islander cultures/peoples to share at staff gatherings e.g. morning teas, staff forums etc.

• Ensure that all staff are offered the opportunity to attend the Segment 1 Aboriginal Health and/or any other relevant activities that are set up for the Registrars/Supervisors.

• Coming up with an information IHT induction for all new staff members, perhaps in the form of videos that encapsulates the companies journey towards reconciliation.

• Explore the idea for GPTQ staff to have access to IHT team polo shirts, whether this be paid for by GPTQ or individuals.

• Continue forum/in-house events (for staff who’ve done them, there will need to be work in finding new and fresh ways for us to participate and contribute).

1.6 Encourage staff to build relationships through mentoring/volunteer programs e.g. NAIDOC week

SELT Ongoing • Staff are encouraged to participate on a voluntary basis at appropriate. community events relative to their interest and GPTQ role. (E.g. support for Dreamtrack)

• Where the opportunity arises staff are given the opportunity to “give back” to Aboriginal and Torres Strait Islander communities in recognition of the rich culture and awareness they have shared with GPTQ.

1.7 Encourage Indigenous Registrars to become Medical Educators

SELT Ongoing • Registrars to be mentored to succeed in taking up a Medical Educator role.

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1.8 GPTQ Champion Kab-bai Committee (initial appointment)

CEO and Indigenous Health Training Staff (ongoing)

Annual • Liaise on behalf of GPTQ as appropriate.

FOCUS AREA

Our focus on ‘Respect’ includes strategic, operational, medical, and training dealings to promote awareness of, engagement with, and respect for the culture, traditions and health and other needs of Aboriginal and Torres Strait Islander people, with a view to facilitating reconciliation and the importance of improved health outcomes. The importance of ‘respect’ in human dealings is fundamental for social progress to occur. There are innumerable writings on the importance of mutual respect for acceptable outcomes.

We respect Aboriginal and Torres Strait Islander people as the Traditional Custodians of the land the integrity of their beliefs, values and aspirations. Concomitantly, we value the respect of the Indigenous peoples for the societal and technological advances that are attendant in mainstream Australia. We characterise respect as mutual involvement of the dual cultures (inclusion) and the importance

mentor and the Queensland Aboriginal and Islander Health Council (QAIHC), to assist our Board, staff and stakeholders. A substantial part of multi-cultural medical orientation for GP Registrars is provided by our GPTQ Medical Educators. As part of this RAP, we will review the sufficiency of the current approach.

of being genuinely valued. This will manifest in consultation, mentoring, encouragement, and support for Aboriginal and Torres Strait Islander students to enter and pursue health career pathways, and mutual presence at significant happenings across the cultures.

Respect requires that GPTQ and our people understand the cultural backgrounds of our GPTQ AGPT Registrars, junior doctors, other GPTQ trainees and stakeholders, and how culture impacts on relationships and the provision of services that are appropriate and appreciated amid diverse views and experiences. An immediate goal for us is to continue to increase the awareness of and engagement with Aboriginal and Torres Strait Islander people and the cultures among professionals and staff involved in GP training.

There are various cultural orientation segments conducted on behalf of us for different groups and purposes (e.g., Registrar cultural safety), assisted by our employed cultural educator and

RESPECT


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2.1 Employees encouraged to use established protocols around Acknowledgement of Country and Welcome to Country.

Board, SELT and IHT Officer Staff

Ongoing • Staff to continue to be briefed on Protocol procedures.• Make protocols accessible to all staff. New or updated protocols

to be emailed to staff. • Conduct an acknowledgement of country at key internal events

and community events.• Keep a list of key contacts for organising a welcome to country.• Arrange a Traditional Owner to give a welcome to country at

significant community events.• Senior leaders are able to personally reply to a welcome to

country.• Develop GPTQ ‘Welcome to Country’ and ‘Acknowledgement

of Country’ protocols• Employees are encouraged to understand apply these protocols• ‘Acknowledgement of Country’ book marks or blurb available for

all Medical Educators

2.2 Engage employees in cultural learning to increase understanding and appreciation of different cultural backgrounds in order to lay the foundation for other RAP actions to be achieved.

SELT Ongoing • A minimum of 85% of all staff to participate in cultural awareness training.

• In 2015 we will endeavour to survey 100% of staff to create a baseline measure against the Australian Reconciliation Barometer.

• We will endeavour to survey 100% of staff annually to compare against the initial benchmark results.

• At least one opportunity is provided for all staff to access cultural training annually. This may include opportunity to engage in activities similar to those that registrars undertake and other activities includes opportunistic and informal.

• Examples of opportunities for involvement in cultural days: See page 28.

CULTURALDAYShttps://goo.gl/INSERT

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2.3 Support your Aboriginal and Torres Strait Islander employees to engage with their cultures and community through NAIDOC Week events.

SELT Ongoing • We support and encourage Aboriginal and Torres Strait Islander staff to participate in relevant events in the local community.

• We encourage all staff to participate in at least one relevant annual local community event.

• Contact local recognised NAIDOC Week organisers to discuss mutually-beneficial opportunities.

2.4 Engage a GPTQ Medical Educator and a Cultural Educator/Mentor

Board/CEO Ongoing • These positions are maintained and staff are aware of role/purpose.

2.5 Use our database MyGPTQ as a point of contact for staff and Registrars to access FAQ, resources, good news stories and discussion pages relating too Aboriginal and Torres Strait Islander programs in GPTQ.

SELT Ongoing • Medical Educator – IHT and IHT Administration Officer to liaise with DDME and the ICT Applications Officer/s about types of resources required and MyGPTQ.

OUR MOB, OUR STORYhttps://goo.gl/5ssQx6

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2.6 Development of cultural resources for Staff/ME’s/ Supervisors/Registrars

SELT/Kab-bai/ Indigenous Health Training Team

Ongoing • Further staff communication around new and existing resources i.e. IHT blogs, social media, articles, podcasts and upcoming events.

• The development of Aboriginal Countries map which overlays the GPTQ footprint to be used as a resource.

• The creation of more educational videos on things such as: story of land, stories of elders, protocols for things such as Welcome to Country and Boundaries, 715 Health Check videos and services currently being offered that Registrars can refer to.

• More story telling directly from Indigenous people – whether in person or on video. Instead of intellectualising, this provides even more scope for feeling the connection and healing happening.

• Examples of our mob, our story: See page 30.

2.7 Expand access to Cultural Mentors and promote cultural safety

SELT/Kab-bai/ Indigenous Health Training Team

Ongoing • Indigenous Health Training Team to access opportunities to expand access to Cultural Mentors in our Districts.

• Indigenous Health Training Team to assist staff to break down barriers and enhance their understanding of Aboriginal and Torres Strait Islander peoples.

FOCUS AREA

To advertise our commitment to equity and reconciliation by: overt displays; engaging Aboriginal and Torres Strait Islander staff and contractors; supporting innovative education pathways and workplace assistance; and utilising relevant Aboriginal business suppliers.

Following from a commitment to promote reconciliation and initiatives specifically focussed on ‘respect’ and ‘relationships’, We see importance in being proactive in enabling growth, awareness,

OPPORTUNITIES

recognition, acknowledgement and inclusion opportunities. There is sound evidence that Aboriginal & Torres Strait Islander doctors have high credibility and acceptance in Indigenous communities. Our role in training GPs gives it opportunities to influence the output of Indigenous doctors.

Similarly we can facilitate reconciliation by engaging Indigenous staff either in the normal course of employment or through some models of affirmative action.


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3.1 Implement a GPTQ Aboriginal and Torres Strait Islander employment strategy.

SELT Ongoing • Supports the employment of Indigenous people within the organisation in direct and indirect roles. E.g., Traineeship or work experience for Indigenous students

• We currently employ 1.8 FTE Indigenous staff, as at May 2015.• Professional development for existing Aboriginal and Torres

Strait Islander staff is offered through on job training and attendance at community events.

• When hiring internally for admin/medical staff GPTQ could consult with local AMS facilities for referrals for the position or could advertise with AMS.

3.2 Promote the benefits of supplier diversity within GPTQ.

SELT Ongoing • We develop, maintain, and utilise a register of suppliers of appropriate goods and services from Aboriginal and Torres Strait Islander people, such as (but not limited to) IGPRN, AIDA, QAIHC.

3.3 To use cultural triggers as an educational tool to allow people to explore feelings and perspectives

SELT

SELT

Director ME

Ongoing

Ongoing

Ongoing

• Our RAP initiatives are a standing item at Board meetings and monthly staff meetings.

• We display Aboriginal and Torres Strait Islander art and the Aboriginal and Torres Strait Islander flags which can initiate conversations among staff and visitors

• We incorporate culture triggers/mechanisms in all programs we deliver to Registrars and Supervisors. We encourage all participants to embrace and actively participate in at least one cultural awareness session per year, and to take opportunities to become aware of the community in which they work.



3.4 Support fund-raising for a local Indigenous community initiative

SELT Ongoing • At least one opportunity per annum is supported for our GPTQ community members to support a local indigenous community initiative.

3.5 Build research relationships with Inala Centre of Excellence

SELT 2014.2 onwards • Establish and maintain a research working arrangement with the Inala Centre of Excellence.

3.6 FAQs relative to Indigenous heath SELT 2014.2 onwards • Establish and maintain FAQs relative to Indigenous health on MyGPTQ.

3.7 Encourage affiliated Training Practices to develop Reconciliation Action Plans

Educators Executive

2014.2 onwards • Develop (by December 2014) and implement an ongoing promotion strategy with affiliated Training Practices.

3.8 Training Support for Indigenous Registrars

SELT, Educators Executive

Ongoing • Review and enhance training policy and support for Indigenous GP Registrars, including financial support for Registrars to attend IGPRN and AIDA events where appropriate.

3.9 Sharing of Indigenous Health resources

SELT, Educators Executive, IHT Team

Ongoing • Registrars access GP Central where there is a collation of Indigenous Resources from GPTQ and retired RTP’s.

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3.10 Training and support for Mainstream Practices

SELT, Educators Executive

Ongoing • Training offered to all mainstream practices around 715 health checks for Aboriginal and Torres Strait Islander patients.

• Certificates acknowledging the traditional owners of the land (on which the practice sits) to be issued to all mainstream practices that go through this training.

3.11 Providing more opportunities for and increase Registrar training within AMSs for Indigenous Health Training

SELT, Educators Executive, IHT Team

2014 onwards • Implement Strategic Plan initiatives (including models) to expand AMSs’ GP training capacity and to increase Registrar training within AMSs to expand from year to year.

3.12 Cultural immersion opportunity SELT and IHT Team

2015 onwards • Medical Educators given the opportunity to do Cultural Immersion.

• The opportunity presented to every Registrar to attend a Cultural Immersion Weekend.

FOCUS AREA

Our ‘tracing progress and reporting’ commitment is to monitor and report progress on the implementation of our RAP, in a

of our RAP program initiatives and projects developed from this program is important for accountability and transparency, as this will inform Commonwealth Government funding initiatives

timely, transparent and accountable way, initially to our GPTQ Kab-bai Committee, to our GPTQ Board, and staff, for annual review and then to Reconciliation Australia.Tracking and reporting progress

TRACKING PROGRESS AND REPORTINGfor GP training, for Aboriginal and Torres Strait Islander Health Training capacity building, and for Reconciliation Australia.



4.1 Report achievements, challenges and learnings to Reconciliation Australia for inclusion in the Annual Impact Measurement Report.

Kab-bai Committee

Annually when required

• Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually.

• In 2015 we will endeavour to survey 100% of staff to create a baseline measure against the Australian Reconciliation Barometer.

• We will endeavour to survey 100% of staff annually to compare against the initial benchmark results.

4.2 The Kab-bai Committee acts as consultative group to encourage greater engagement/ownership of our RAP.

Kab-bai Committee

Annually when required

• The Indigenous Health to advise our Kab-bai Committee on the status of our RAP initiatives.

4.3 Capturing and using stories related to the RAP from a personal or organisational experience

Use systems to capture information to share with our stakeholders

All Staff and Board Members

SELT

Ongoing Ongoing

• IHT Team to gather stories from our Registrars, Staff and other GPTQ constituents and forward to our Kab-bai Committee, and for approval to publish in appropriate media/medium.

• Publish news items through MyGPTQ, newsletter/s, our websites and internal communication systems such as our SharePoint Intranet.

ANNUAL REPORTWWW.GPTQ.QLD.EDU.AU

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