Paving the way for First Nations leaders

“Leadership is an elusive concept, hard to describe and impossible to prescribe. It is more evident in its absence, so that when leadership is needed, its lack is sorely felt.” – Yawuru Elder, First Nations rights activist and former politician Patrick Dodson.

Inspiring others and serving as role models for younger generations are key elements of effective leadership. Yet according to the Woort Koorliny Australian Indigenous Employment Index 2022 report by the Minderoo Foundation, First Nations leaders are almost entirely absent from senior leadership roles, comprising just 0.7 per cent.

This poses a challenge for First Nations peoples who often fail to see themselves reflected in executive roles.

Despite genuine commitments to reduce this gap, a lack of cultural understanding has contributed to the widespread challenge of attracting, retaining and developing First Nations employees.

So how can organisations increase First Nations representation at the leadership table?

Pathway towards elevating First Nations voices

The journey starts by developing a pool of leaders with the skills and knowledge ready to take on senior executive positions.

BEEDIYAR (the Noongar word for ‘leader’), AIM WA’s landmark executive leadership development program, is designed to fast-track the career progression of Indigenous managers and leaders into senior executive and C-suite level roles.

Over 12 months, participants engage in practical, experiential learning to develop essential skills required for senior executive positions. These include opportunities to shadow a CEO, learn from Harvard Business School professors and embark on an international study tour to see how Indigenous businesses operate outside of Australia. 

Participants co-design their professional development plan, engage in personalised coaching and develop an Action Learning Project focused on amplifying First Nations voices in the workplace and community. They also receive a 12-month Gold Pass which can be used to access any AIM WA training course.

AIM WA CEO Professor Gary Martin FAIM discussed the program's alignment with AIM WA’s mission to inspire better workplaces. 

“We believe that better workplaces are created through a broader base of diverse people,” he said. “Every organisation can benefit from having more First Nations peoples in the workplace and leading others.”

BEEDIYAR sponsors vision and purpose

Contributing to BEEDIYAR’s success, several 2024 program sponsors shared their hopes for the program and its participants. 

Crown Resorts (Perth) is sponsoring three places in the program – two for Crown team members, and a third for another program participant.

Crown Perth, Executive General Manager, People & Culture Tanya Eales FAIM emphasised how the program enhances Crown’s commitment to diversity. In 2009, Crown established an award-winning Indigenous Employment Program that provides employment opportunities to First Nations peoples.

“We have a decade's worth of experience in employing Aboriginal and Torres Strait Islander peoples ... but we haven't done anything specifically about leadership,” she said. 

Ms Eales envisions the program building participants' confidence while integrating the cultural aspects of leadership from their community and culture.

“We're on our own journey about what we can do to build capability in our leaders. The BEEDIYAR program supports what we're doing internally as well,” she said.

Similarly, the Chamber of Minerals and Energy WA (CME) has a long-standing commitment towards elevating First Nations individuals within the minerals and energy workforce. 

These initiatives are tracked through the Diversity and Inclusion Reference Group and the Diversity and Inclusion in the WA Resources Sector report, CME’s Chief Executive Officer Rebecca Tomkinson FAIM said.

“CME’s support for the BEEDIYAR program is an extension of the industry’s commitment to building the capacity of Aboriginal and Torres Strait Islander peoples at an executive level and creating a pathway for others to follow,” she added. 

Pilbara-based resource and civil construction business Ngurrara Pty Ltd (Ngurrara), is 100 per cent First Nations owned and operated.

Ngurrara Corporate Services Manager David Dhu FAIM stated that the decision to sponsor the company’s first in-house executive role was driven by BEEDIYAR’s strong alignment with Ngurrara’s mission.

"Our mission is to provide our shareholders with a platform to deliver projects across the resource sector, creating enhanced opportunities for Indigenous peoples," he said.

“... The biggest benefit for us is knowing our candidate on the program will safely receive development with a reputable provider among like-minded people from the community.”

As a proud Indigenous Australian man and Banyjima member, with connection to the Ngarluma, Yindjibarndi and Nyiyaparli language groups of the Pilbara region, Mr Dhu expressed his hope for the program.

"A lot of the time in leadership, management and governance, we hear about plans that never get off the ground, leaving no development for our people," he said.  

“… Unlike other training initiatives where it's sink or swim, BEEDIYAR is inclusive, dedicated and well-scheduled.” 

Also supporting the BEEDIYAR Program is the Bibbulmun Fund, powered by the Fremantle Foundation, a not-for-profit arm designed to ‘give back’ to the First Nations community across Australia.

Balladong-Whadjuk man of the Noongar Nation, Bibbulmun Fund and Kulbardi Chair, and Director of Kooya Consulting Kim Collard shared how the program aligned with the fund's focus on entrepreneurship, leadership and education. 

“It's time for Aboriginal peoples to step up and become the next CEOs and director generals.”  

“The program structure, particularly its diversity and learning modules, will equip participants with the necessary tools and skills to fulfil those executive functions,” he said.

Impact on First Nations employment

First Nations peoples often find themselves in roles that focus purely on their culture. This can lead to cultural load, a term describing the weight of additional Indigenous-related work demands.

“While culturally focused roles are important, we also want to acknowledge the skills of First Nations peoples by having them work across a variety of other positions,” Professor Martin said.

Ms Tomkinson highlighted the challenges First Nations employees face, particularly with conventional workplace methods that aren’t tailored to be culturally competent.

“Conventional recruitment processes can be very restrictive as they don’t take into account a range of cultural differences and approaches,” she said.

This creates an additional barrier for First Nations employees, who are often facing both conscious and unconscious bias, and the pressure of ‘walking in two worlds’.

According to the Commonwealth Aboriginal and Torres Strait Islander Workforce Strategy 2020-2024 report, First Nations employment rates have stalled, and leadership development pathways that are culturally responsive are rare.

The collaborative design of BEEDIYAR

To address these challenges, the BEEDIYAR Advisory Committee (BAC), a group of predominantly First Nations business and cultural leaders, works closely with AIM WA to ensure the program remains culturally responsive.

“BEEDIYAR is structurally designed and led by First Nations peoples, for First Nations peoples,” Professor Martin said. 

Mr Collard, who is a member of the BAC and recent recipient of NAIDOC Elder of the Year and Aboriginal West Australian of the Year awards, said it is a privilege to be involved in a program that values First Nations collaboration.

"BEEDIYAR is designed for Aboriginal peoples from diverse backgrounds and experiences," he said.

"… As part of the Advisory Committee, we have assisted and guided the Institute in program development, consultation and community considerations."

“Due to the inclusive nature of BEEDIYAR, you'll have a group of First Nations peoples supporting each other, guided by the help of facilitators,” Mr Dhu said.

Ms Eales said the program's co-design element demonstrates a genuine commitment towards developing First Nations leaders.

“I don't know of any other program like this that has been co-designed,” she said.

“That was part of the excitement for [Crown Resorts] to be involved, knowing that it is truly authentic.”

Cultural learning for sponsors

Sponsors and participating organisations are also given strategies to develop their own cultural learning.

For example, through the program's Action Learning Projects, which help organisations elevate First Nations voices and enhance their own cultural competence.

Ms Eales noted the broader impact BEEDIYAR has on encouraging more diverse leaders. 

“People want to enter a business and see themselves reflected in the organisation. The more diverse leaders we have, especially First Nations peoples, the more people will believe they can achieve that job and opportunity here,” she said.

AIM WA’s landmark executive development program for First Nations leaders

Organisations also gain knowledge that contributes to their strategic and reconciliation initiatives. 

“Supporting BEEDIYAR will drive the achievement of a key objective of our 2024 business plan, which is to facilitate the sharing of learning, promote continuous improvement and inform safe workplaces,” Ms Tomkinson said. 

“… This will support the industry in attracting, training and retaining the workforce that the sector needs to succeed.

“For us, a measure of success against this objective is increased representation and participation of diverse talent in the resources sector.”

The alumni program, the BEEDIYAR Network WA, will be launched in 2025 and provide further learning as participants share their insights and experiences.

Mr Collard hopes participants use the network as a stepping stone for future opportunities both within and outside their organisations.

 "We hope that they return as future mentors, coaches and guest speakers to share their journey and wisdom with future cohorts," he said.

With First Nations individuals relying on word of mouth to connect, Mr Dhu shared the impact the graduates bring through their diverse backgrounds. 

“... By allowing the cohorts to share their experiences, the pay it forward initiative will help to spread the message and benefit the community,” he said.

“At the end of the 12 months, seeing how much the cohort has grown, how much they've learnt and the kind of leaders they’ve become will be truly rewarding.”

Embracing the journey towards making a difference

The BEEDIYAR program is a significant step towards positive change, as it ignites a ripple effect within individuals, organisations and the broader community. However, it is a learning journey that cannot be achieved alone.

“Our inaugural sponsors have made possible one of the most comprehensive executive development programs ever run in over 60 years of AIM WA’s existence, providing an enormous opportunity for First Nations peoples,” Professor Martin said.

“... We look forward to others who want to join us in achieving the vision.”

Mr Collard echoed this sentiment, congratulating all parties involved in the development, implementation and delivery of BEEDIYAR.

Ms Eales encouraged all organisations to be part of the journey and get involved.

“A program like this not only builds the leadership capability in our two team members and the recipient of the community place we've sponsored, but also supports the whole cohort, their businesses, communities and their families,” she said.

Yet positive change is a continuous process that requires an ongoing effort, Mr Dhu and Ms Tomkinson emphasised. 

“… Increasing the proportion of Aboriginal and Torres Strait Islander peoples in leadership roles is not limited to one program,” Ms Tomkinson said. “Positive change is a shared effort and collectively we need to continue focusing on opportunities to support progress.”

“… The key message is to keep learning more. Open your doors, come and see what the BEEDIYAR program is about and invite the cohort to speak at your community about their experiences,” Mr Dhu said. 

“Never stop promoting the message, advertising the cohort, and letting them tell their stories. Keep the message out there.”

Thank you to our 2024 sponsors Crown Resorts, WA Police Force, Department of Energy, Mines, Industry Regulation and Safety, Ngurrara Pty Ltd, DDR Australia (DDR), Bibbulmun Fund - powered by the Fremantle Foundation, the Chamber of Minerals and Energy WA (CME) and Anglicare WA for joining us on this remarkable journey.

To find out how you and your organisation can get involved, please contact Program Director Dr Shaun Ridley FAIM at beediyar@aimwa.com or 08 9383 8070.

For a conversation about sponsoring BEEDIYAR, please contact Andrea Walters at beediyar@aimwa.com or 0413 773 056.

Learn more with our other article in this series Developing and celebrating First Nations leaders