Cultural Engagement Officer

Description:

The Cultural Engagement officer is responsible for identifying relevant key stakeholders across government departments, the private sector and non-government organisations and demonstrated experience engaging with Aboriginal & Torres Strait Islander communities and people.

This role will provide strong interpersonal, research and analytical skills to procure and / or source funding to deliver appropriate programs and services to support the social, emotional and cultural wellbeing of Aboriginal & Torres Strait Islander Clients in Youth Detention.

The Cultural Engagement Officer will have detailed knowledge of current issues, trends and practices that impact Aboriginal & Torres Strait Islander communities and peoples, in particular youth.

As a Cultural Engagement Officer, You Will Specifically

• Strengthen cultural and community initiatives, communication and engagement strategies to build local and regional partnerships with relevant agencies within Youth Justice catchment regions.
• Support the development of local marketing materials/resources to promote Youth Justice programs and new initiatives.
• Raise profile of Youth Justice within catchment regions through attending relevant community expo's and forums to promote employment opportunities and new program initiatives.
• Provide avenues of community engagement opportunities by building economic opportunities for Aboriginal & Torres Strait Islander small business.
• Develop resources to support effective engagement protocols to include Reconciliation Action Plan (RAP) initiatives.
• Raise knowledge and awareness of Traditional Owner Groups.
• Build resources to acknowledge and recognise protocols and practices from local traditional owner groups.
• Promote local and regional cultural events and activities to encourage CYDC staff participation.
• Adhere to policies and procedures within a regulated environment.
• Source funding and sponsorship opportunities from private and public sector to support shared responsibility initiatives.
• Develop initiatives to improve the attraction and retention rate of Aboriginal & Torres Strait Islander staff.
• Develop leadership pathways for Aboriginal & Torres Strait Islander Staff and conduct skills analysis to identify professional development needs.
• Continually identify improvement, review policies and service provision to support cultural diversity.
• Research as required and analyse and account for outcomes.
• Effectively leading and supervising staff to ensure the development of integrated teamwork and he achievement of youth detention goals and philosophies.
• Deliver Cultural Knowledge training to staff to support an inclusive workforce.
  
  
  

Occupational group Administration