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Current as at 28/3/2023
Staff guide for engaging with the referendum
in an official capacity
Aboriginal and Torres Strait Islander Voice and referendum
The Government will hold a referendum this year to recognise Aboriginal and Torres Strait Islander
peoples in the Constitution, through an Aboriginal and Torres Strait Islander Voice.
This document aims to provide guidance to National Indigenous Australians Agency (NIAA) employees who are
engaging with the referendum as part of their
official duties – including engaging with stakeholders and supporting
government processes. This guide relates to conduct and statements by officials, but not to Commonwealth
expenditure, which is subject to additional considerations under section 11 of the
Referendum (Machinery
Provisions) Act 1984. We will provide additional guidance on this point in the future.
What is the role of the public service in the referendum?
The Australian Public Service is apolitical and the public must have confidence in the capacity of
the public service to remain impartial.
The role of the public service in the referendum is the same as in other Government policy
– to serve the Government of the day to deliver on its commitments.
The Government’s policy agenda
The Government is committed to implementing the Uluru Statement from the Heart
in full. This includes holding a referendum in 2023 to recognise Aboriginal and Torres
Strait Islander peoples in the Constitution, through an Aboriginal and Torres Strait
Islander Voice. The Government will not fund a ‘Yes’ or ‘No’ campaign but will deliver
a neutral, facts-based civics education program so that the Australian public has the
information they need to make an informed vote.
To support the Government’s policy agenda, the role of the public service in the
referendum involves:
1. Preparing for and delivering the referendum;
2. Providing a trusted source of factual information to the Australian public; and,
3. Supporting government processes (such as legislation and budget processes) and members of
Government (for instance through briefing and supporting meetings).
The referendum is a unique period in Australian history, presenting some complexities for public
servants to navigate in their day-to-day work. This is particularly true for NIAA employees who
are working directly on the referendum. Some key points to keep in mind:
• The role of the public service is to provide support to the Government to
implement the the Agency
referendum, not to influence the outcome by presenting ‘Yes’ or ‘No’ arguments.
by
• The decision to change the Australian Constitution lies with the Australian people, meaninAct g
public servants have a duty to remain
impartial.
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• When discussing the referendum, care should be taken to explain the policy in neutral, facthe t-
based language, rather than advocate for or against a particular position.
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What is the NIAA’s role in preparing for and delivering the
referendum?
Within the public service, the NIAA is leading preparation for the referendum through First Nations
engagement, coordination across the APS and supporting government processes. For example, this
includes:
• supporting the Referendum Working Group, Referendum Engagement Group and
Constitutional Expert Group;
• facilitating the Referendum Interdepartmental Committee and APS Voice Referendum Forum;
and,
• developing the civics education program, which will focus on factual information about the
Constitution, referendums and the Voice proposal.
The NIAA is working with a range of other agencies to prepare for and deliver the referendum,
including the Attorney-General’s Department, Department of Prime Minister & Cabinet,
Department of Finance and the Australian Electoral Commission.
What can I say about the referendum in an official capacity?
NIAA employees have an important role to play in explaining the Government’s policy on the
referendum to stakeholders. Our approach to engaging with stakeholders must support public
confidence in the capacity of the APS to remain impartial.
Employees should explain the Government’s policy on the referendum using factual and balanced
Using factual and neutral language to explain the referendum
Below are some key points you can use when discussing the referendum with
stakeholders or members of the public.
When describing the Government’s policy position:
• The Australian Government is committed to implementing the Uluru Statement from
the
Heart in full.
• The Government will hold a referendum to recognise Aboriginal and Torres Strait
Islander peoples in the Constitution, through an Aboriginal and Torres Strait Islander
Voice, in 2023.
• You can go to th
e Voice website for the most up to date information.
If you are asked about the ‘Yes’ and ‘No’ campaigns:
• The Government wil not fund a ‘Yes’ or ‘No’ campaign, but will develop a neutral,
factsbased civics education program.
• You can go to th
e Voice website for the most up to date information.
When providing details for voter enrolment:
• It is compulsory by law for all eligible Australian citizens aged 18 and older to enrol and
vote in referendums; this wil work in the same way as a federal election.
• If you are already enrolled you do not need to enrol again to vote in the referendum.
• For more information or to check your enrolment status, visit th
e Australian Electoralthe Agency
Commission website.
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What is not appropriate to say in an official capacity?
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• Presenting arguments for/against the Voice.
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• Attempting to persuade stakeholders to vote ‘Yes’ or ‘No’ in the referendum.
language, rather than advocating for a certain position.
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There are a number of resources available on the Voice intranet page to support NIAA employees to
discuss the referendum with stakeholders in a neutral and factual way.
If you do not know how to respond or would prefer not to respond to a question, please encourage the
stakeholder to email xxxxxxxxxx@xxxx.xxx.xx.
What should I do if stakeholders ask me for my personal
opinions when I am working?
It is important that the APS remains apolitical, and that the public has confidence in our ability to
undertake our duties in an impartial way. This means it is not appropriate to share your personal
opinions on the referendum when acting in an official capacity. Below is suggested language for how
you can respond to questions about your personal opinions when at work:
It is the role of the public service in the referendum to provide a trusted
source of factual information and to remain impartial.
I’m sorry, but it is not appropriate that I share my own views when I’m working.
What should I do if members of the community ask me about the
referendum outside of work?
The NIAA acknowledges that for many staff members, it may be difficult to determine whether your
interactions with community members are official or unofficial activities – especially when you are
well known by your community as an NIAA employee even after you have logged off. This is
particularly true for First Nations employees and employees working in regional offices.
When outside of the workplace, make it clear to community members whether you are expressing the
views of the Agency or your personal views. For guidance on expressing your views as a private citizen,
see the staff guide on engaging with the referendum in an unofficial capacity on the intranet.
If you think you are being asked because of your role as an NIAA staff member, it’s best to treat this
as 'official' activity, and keep your comments factual, respectful, and balanced.
Supporting government processes and members of Government
As part of our role in assisting the elected Government, the NIAA wil continue to support
government processes and members of Government, including through drafting briefs, speeches
and responding to correspondence from the public.
Resources for APS staff who are providing input to ministerial briefing are available on
request from xxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx.
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Other resources and information
•
Visit th
e Voice website for the most up to date public information.
•
Sign up to the Aboriginal and Torres Strait Islander Voice Referendum newsletter to get the
latest updates in your inbox.
•
Visit th
e Voice and Referendum intranet page for internal resources, including:
•
Voice and Referendum Officials Standard Words
•
Guide for engaging with the referendum in an unofficial capacity
•
Employee Support Guide
•
Manager Support Guide
•
Guide for responding to phone cal s about the Voice and referendum
•
Email xxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx if you have any questions or requests.
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Current as at 28/3/2023
Staff guide for engaging with the referendum
in an unofficial capacity
Aboriginal and Torres Strait Islander Voice and referendum
The Government will hold a referendum this year to recognise Aboriginal and Torres Strait Islander peoples in the
Constitution through an Aboriginal and Torres Strait Islander Voice (
The Voice). The National Indigenous Australians
Agency (
NIAA) is leading preparation for the referendum through First Nations engagement, coordination across the
Australian Public Service (
APS) and supporting government processes.
This is a unique period in Australian history. Understandably, staff in the NIAA may have questions about what they
can and cannot do or say in public – with their friends and family, on social media, and out in the community.
The NIAA is committed to providing employees with the knowledge and support they need.
What this guide covers
The aim of this document is to provide support to NIAA staff who wish to
engage publicly with
the referendum as private citizens, while complying with the APS Code of Conduct. This may
include situations like:
• attending a community event
• posting on social media • donating to a campaign
• discussing the referendum with family and friends.
This guide does not cover every situation and scenario, but it does refer to key documents and
sources of guidance to help you find more information.
Other NIAA resources available
There are a number of resources available to support staff in the lead up to the referendum,
including:
• Staff guide for engaging with the referendum in an official capacity
• Employee support guide, covering your wellbeing and having respectful conversations at
work
• Manager support guide, to help you support your teams in the lead up to the referendum Agency
•
voice.niaa.gov.au for the most up to date public information and resources
the
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•
Intranet page with regularly updated information and resources, including a Guide for
responding to cal s about the Voice and referendum and Official Standard Words.
Act
Can NIAA staff engage with the referendum?
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In short, yes – provided that you do so in a way that is consistent with your obligation to maintain public
confidence in the integrity and impartiality of the APS.
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There are no hard and fast rules when it comes to your engagement with the referendum – ultimately, your personal
involvement is your decision, having regard to your APS obligations. This document provides guidance on
appropriately balancing your obligations and the expression of your personal views, including a decision tool and
answers to FAQs.
How can I engage as a private citizen?
APS employees may generally make public comment in an unofficial capacity (i.e. as a private
citizen), as long as the comment is lawful, does not conflict with their role, and it is clear they
are expressing their own views. Employees may also participate in political activities as part of
normal community affairs, as long as they avoid any real or apparent conflict of interest.
What are my obligations as an APS employee?
The AP
S Code of Conduct, provided in section 13 of th
e Public Service Act 1999, requires an
APS employee to, at al times, behave in a way that upholds:
• The APS Values and APS Employment Principles, and
• The integrity and good reputation of the employee’s Agency and the APS.
Being
impartial is an important APS Value outlined in the Public Service Act. This Value
requires APS employees to be apolitical and ensure their actions don’t provide grounds for a
reasonable person to conclude they cannot serve the Government of the day impartially.
While we are required to uphold this value ‘at all times’, it does not mean we cannot have
or express political views in our private lives. However, we need to ensure that our
behaviour at all times could not be reasonably viewed or questioned as failing to uphold
the integrity and impartiality of the APS.
Avoiding a conflict of interest
The Code of Conduct also requires APS employees to take reasonable steps to avoid
any conflict of interest in connection with their APS employment. A conflict of
interest could be real or apparent. A real conflict of interest occurs where there is a
conflict between the public duty and personal interests of an employee that could
improperly influence the employee in the performance of their duties. An apparent
conflict of interest occurs where it appears that an employee’s personal interests
could improperly influence the performance of their duties, whether or not this is
the case.
It is important to be aware that the NIAA can decide if your actions constitute a breach of the
Code of Conduct. A suspected breach of the Code of Conduct may lead to an investigation and
appropriate employment action, at the discretion of the Agency. This information is not
intended to discourage staff from engaging with the referendum, but rather to provide
adequate information about the potential risks involved. The NIAA does not general y monitor
the behaviour of individual staff members outside of work, and will take a fair and common
sense approach to assessing any potential Code of Conduct breaches arising in the context of
the referendum.
The Australian Public Service Commission (APSC) has further guidance on APS employee
the Agency
responsibilities while acting as citizens and members of the community, including:
by
•
APSC Values and Code of Conduct in Practice-Section 6 - Employees as Citizens
Act
•
Social media: Guidance for Australian Public Service Employees and Agencies
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•
APSC Ethics Advisory Service to help talk you through difficult decisions and dilemmas.
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Assessing and managing your risk of engaging publicly
There are many ways that NIAA employees may wish to engage with the referendum in an unofficial capacity –
including making public comment (e.g. posting about your opinion on social media) and participating in political
activities (e.g. attending a ‘Yes’ or ‘No’ campaign event).
The NIAA recognises that deciding whether to engage in these activities can be difficult to navigate – particularly for
First Nations staff, staff working in regional offices and those working directly on the referendum. There are several
factors you should consider when assessing whether your actions are aligned with the APS Code of Conduct.
The decision tool below is designed to help you think through these considerations and make a plan for how you
might want to engage.
This is not a full list of considerations, and may not apply to your specific situation. Keep in mind the risk factors add
up – even if your situation is low-risk on one factor, a higher risk factor in another area might mean you should
reconsider the way you engage. There are steps you can take to reduce the risk, but fol owing these does not mean
there is no risk involved in engaging publicly.
If in doubt, talk it out. If you have questions or are unsure about what to do, talk to your manager, the Integrity,
Performance and Employment Policy team (xxxxxxxxxxxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx) or th
e Ethics Advisory
Service. Any general questions can be directed to the constitutional recognition branch at
xxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx.
Decision tool: Engaging publicly with the referendum as a private citizen
Risk factor
Questions to consider
Steps you can take
to reduce the risk
Seniority /
Check with your manager if it is
visibility
• Are you a senior staff member or well
appropriate for you to engage publicly with the
referendum.
The more
known as an NIAA employee in your
community or online?
Make it clear when engaging publicly with
wel known you
• Could people reasonably assume that
the referendum that you are acting in a
are as a
your comments are made on behalf
personal capacity or sharing your own views, if
government
of the NIAA or the Government?
it is otherwise unclear.
employee, the
• Are people likely to lend extra weight
If you are not able to engage without
harder it is to
to your comments because of your
being seen as an official spokesperson for the
separate your
seniority or position, or assume your
agency, you should refer to the guidance on
public and
comments are based on specialised
engaging with the referendum in an official
private
knowledge?
capacity.
personas
Proximity
• Could people reasonably assume
Keep your professional and personal
your views are based on official
activities separate: take leave to attend events,
The closer your
knowledge?
save social media use until after hours, and only
work is to the
• Could people reasonably assume
on personal devices and accounts.
referendum, the
you are commenting or acting in an
Avoid expressing personal views in a work
higher the risk of
official capacity?
context, or on a platform where you are
engaging
• Would your actions raise the
connected to your job (e.g. LinkedIn).
the Agency
publicly
perception of a conflict of interest
Make it clear when engaging publicly witby h
or otherwise call into question
the referendum that you are acting in a
personal capacity or sharing your own views, if Act
whether you can undertake your
it is otherwise unclear.
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role impartially and professionally?
Don’t wear NIAA-branded clothing or youthe r
lanyard to events.
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Risk factor
Questions to consider
Steps you can take
to reduce the risk
How you engage • Is it possible your comments or
Consider taking conversations ‘offline’,
actions will get media attention or go
rather than having them on social media.
The wider the
viral?
Check with your manager about any
reach of your
• Could your comments or actions be
public speaking requests or attending events.
actions or
taken out of context?
Make it clear when engaging publicly with
comments, the
the referendum that you are acting in a
higher the risk
personal capacity or sharing your own views, if
it is otherwise unclear.
Type of
• Could sharing your strong opinions
If possible, pause. Give yourself time to
information
on this issue be reasonably
think about what you want to say before you
post.
Sharing factual
perceived to undermine your ability
Avoid engaging with or responding to
information
to act as an impartial public
content online that is inflammatory, offensive
about the
servant?
or racist.
referendum is
Revisit the APS Code of Conduct, the APS
lower risk than
Values and Employment Principles - make sure
sharing strong
your comments about the referendum are
opinions
respectful. You have an obligation to uphold
the APS Values and Employment Principles at
all times and the good reputation of your
agency.
Make it clear when engaging publicly with
the referendum that you are acting in a
personal capacity or sharing your own views, if
it is otherwise unclear.
FAQs: Questions we’ve heard from NIAA staff
Many of the questions that NIAA staff have asked on this topic begin with the words 'Can I…?'
As an APS employee your engagement in public is subject to the APS Values and Code of Conduct. A manager or
colleague might be able to advise you, but it is ultimately your responsibility to act consistently with the APS Values
and Code of Conduct and to understand that there may be consequences to your actions.
When in doubt, talk it
out.
The questions in the decision tool on the previous page may be applied to a range of situations, and some commonly
asked questions are answered below.
What am I allowed to say about the referendum when talking
to family and friends?
Speaking privately to family and friends about your views on the referendum and the Voice is
relatively low risk and may help you manage the pressures of working on this policy at this time.
Having said that, you should still make it clear whether you are expressing the views of the
Agency
Agency or your personal views, if it is not otherwise clear. If you want to share factual informatiothe n
with family and friends, you can direct them to voice.niaa.gov.au.
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What should I do if I am asked about the referendum or the Voice?
The NIAA is aware people in the community may be asking you to explain things about the
referendum and the Voice, or want to know what you think. The NIAA is keen to support you as
much as possible, and recognises that this can be a really challenging situation. If you think you are
being asked because of your role as an NIAA staff member, it’s best to treat this as 'official' activity,
and keep your comments factual, respectful, and balanced.
You might like to direct them to voice.niaa.gov.au or aec.gov.au, which have factual and up-
todate information about the Voice proposal and referendums.
The Employee Support Guide has suggested language on how to respond to unsolicited questions
about the Voice and referend
um. See the intranet for more information on engaging in an official
capacity.
Can I post on social media about the referendum or the Voice?
Sometimes, depending on the risks associated with the post.
Staff are entitled to their personal views and may make comments on social media in an
unofficial capacity; however, this needs to be balanced with your obligations to uphold the
community’s confidence in public administration.
You can share your personal opinions, but you need to make sure these are not seen as the
position of the NIAA or the Government. Your actions and comments on social media need to be
voiced in a way that is respectful of others. Risks of engaging online increase when your job places
you closer to the topic or you are more well known in your community – refer to the decision tool
above to consider your own situation.
Th
e APSC’s Case Study on APS Employee use of Social Media provides an example that may be useful.
I am wel known in my community as an NIAA staff member.
Does that mean I can’t engage publicly with the referendum at
al ?
The NIAA acknowledges that for many staff members, it may be difficult to determine whether
your interactions with community members are official or unofficial activities – especially when
you are well known by your community as an NIAA employee even after you have logged off. This
is particularly true for First Nations employees and employees working in regional offices.
When outside of the workplace, make it clear to community members whether you are expressing
the views of the Agency or your personal views. Make sure you do not share any classified information. See the
intranet for more information on engaging in an official capacity.
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Can I volunteer and/or donate to a 'Yes' or 'No' campaign? Can I
work for a 'Yes' or 'No' campaign?
NIAA staff can participate in political activities as part of normal community affairs, however there
are some important considerations you should keep in mind. You need to balance any engagement
with your obligations as an APS employee, and ensure this does not conflict with your role or the
APS Values.
Employees should be mindful that participation in political activities may raise perceptions of
conflict of interest or partiality and should be considered in light of your role and duties. You can
read the NIAA’s Conflict of Interest policy for further information and reporting obligations.
Participation in political activities would generally not be appropriate where an employee’s duties
are directly concerned with advising on, or directing the implementation or administration of,
Government policy on those issues. This is important to keep in mind if you are working directly on
the referendum at NIAA.
Any political participation you engage in needs to be done as a private citizen, not as a NIAA
employee. Keep your professional and personal activities separate – do not use any government
resources or your work accounts for any campaign activity, and save campaigning for outside of
work hours, or take annual leave. If you are volunteering or working for a campaign, you will also
need to fol o
w the outside work arrangements in NIAA’s Conflict of Interest policy. If you donate
to a campaign, consider not including your name on the donation if you are wel -known as an
NIAA employee or working closely on the referendum.
The larger the role you play in a ‘Yes’ or ‘No’ campaign, and the more well-known you are as an
NIAA employee, the larger the risk is of you not being seen as capable of behaving impartially in
your official duties. You should discuss such potential conflicts with your manager. Ways of
resolving such conflicts might include taking leave, rearranging existing duties, transferring to other
duties, or agreeing to take a less significant role in the campaign.
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Employee Support Guide
Aboriginal and Torres Strait Islander Voice and referendum
The government will hold a referendum this year to
recognise Aboriginal and Torres Strait Islander peoples in the
Constitution through an Aboriginal and Torres Strait Islander Voice.
We understand the lead up to the referendum may be difficult for many of our employees. Commentary and public
debate in the lead up to the referendum may be distressing for al staff. The heightened exposure to racism and
discrimination directed towards First Nations people will put particular strain on the strength and resilience of First
Nations staff, their families and communities.
We also acknowledge it’s likely you will have a personal view on the issues being discussed, and that you may be
asked about your personal views and the views of the NIAA when outside of the workplace.
What this guide covers
The aim of this guide is to
outline the support available to NIAA staff in the lead up to the
referendum. It’s about helping you
navigate conversations in the workplace, but you may find
some of the tips useful if you’re being asked questions in your personal life as well.
Our aim is to help
conversations at work be respectful, and to help staff respond to unsolicited
questions or conversations about the Voice and referendum in the workplace if needed.
If you’re talking to stakeholders in an official capacity, the standard words for APS officials on
th
e Voice and referendum intranet page is the most appropriate resource.
Other NIAA resources available
There are a number of
resources available to support you in the lead up to the referendum.
These can be found on the
Voice and referendum intranet page, which is being updated
regularly with support and resources for staff:
• Guide for responding to phone cal s, to help you talk to people who call your office about
the Voice and referendum.
• Engagement guide, to provide support to staff who wish to engage publicly with the
referendum as private citizens.
• Manager support guide, to help you support your team in the lead up to the referendum.
• Standard words for APS officials.
Th
e Voice website has the most up to date public information and resources.
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NIAA | Employee Support Guide
Supporting your wellbeing
As public commentary about the Voice and referendum intensifies you may come across
views or opinions you find
distressing.
Should you experience distress or difficulty in the lead up to the referendum, speak with your manager or a Human
Resource Business Partner in the first instance.
The
Employee Health and Wel being team can provide additional confidential support to anyone who does not want
to disclose concerns to their managers, or who may require support to be put in place such as reasonable
adjustments. You can email the team at xxxxxxxxxxxxxx@xxxx.xxx.xx
For
counsel ing support you can also access a range of support services through the EAP (
1300 360 364), including
crisis support for critical incidents, free confidential counsel ing sessions and support through a dedicated Aboriginal
and Torres Strait Islander Support line (
1800 816 152).
For immediate and urgent 24/7 support, contact:
• 13YARN (
13 92 76) (First Nations employees)
• Lifeline (
13 11 14)
Supporting your colleagues
It’s important to remember that we all have different reactions and experiences about the issues being raised, and
that we need to be
considerate of our col eagues. Before engaging with col eagues about the Voice and referendum,
remember:
• Make sure you take active steps to educate yourself. Go to
voice.niaa.gov.au for the most up to date public
information and resources.
• When talking about the Voice or referendum, practice judgement. Be mindful of who may hear your
conversation and the impact the conversation may have.
• Respect others’ right not to engage in conversation about the Voice and referendum.
Hosting discussions
If hosting a discussion (for example, a Footprints session) that will include reference
to the Voice and related topics, consider adding the following statement before
starting the conversation.
“Opinions and perspectives on the Voice and the referendum wil vary and we ask that
discussion remains respectful and safe at all times. It is our collective responsibility to
actively build and maintain culturally safe workplaces and communities, and this extends to
how we discuss the Voice and referendum at work and in our personal lives. We’re all responsible for helping to keep each other safe and to feel supported at work. If at any stage, you feel you need additional wel being support, please reach out to your
manager. You can also contact the Employee Assistance Program (EAP) whose details are
on our intranet, or for 24/7 crisis support contact Lifeline or 13YARN.”
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NIAA | Employee Support Guide
Responding to questions about the Voice or referendum
Here are some key points you can use to help you
respond to unsolicited questions about the Voice and referendum
at work. If you would like more detailed key messages about the Voice and referendum, you can find the standard
words for APS officials on the
intranet.
If you’re comfortable responding to questions
• A referendum to recognise Aboriginal and Torres Strait Islander people in the Constitution
and to update the Constitution to include a Voice wil happen by late 2023.
• It’s important you conduct your own research to be fully informed.
• Th
e Aboriginal and Torres Strait Islander Voice website (voice.niaa.gov.au) has up to date
information about the Voice. You can subscribe to get the monthly newsletters.
• Other relevant sources of information can be found at:
• Australian Electoral Commission website
: aec.gov.au/Elections/referendums
• Parliamentary Education Office website:
peo.gov.au/understand-our-parliament/how-
parliament-works/the-australian-constitution
• Check out th
e Voice and referendum intranet page for the latest information and resources.
• A referendum taskforce in the Empowerment and Recognition Group is leading this work.
• You can email the taskforce with any questions: xxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx (note:
internal only)
If you don’t want to answer a question or engage in
conversation
• Thanks for asking my opinion, I’d prefer not to discuss this. I recommend you check the
following resources to help with your understanding:
• Th
e Aboriginal and Torres Strait Islander Voice website (voice.niaa.gov.au) has up to date
information about the Voice. You can subscribe to get the monthly newsletters. • Australian
Electoral Commission website:
aec.gov.au/Elections/referendums
• Parliamentary Education Office website:
peo.gov.au/understand-our-parliament/how-
parliament-works/the-australian-constitution
• I’m a little busy right now, why don’t you email the Referendum Taskforce with your
questions: xxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx (note: internal only)
• Perhaps you should discuss this with (
insert manager’s name), they wil be best placed to talk
to you about the NIAA’s work in this area.
• Check out th
e Voice and referendum intranet page for the latest information and resources.
• It’s not something I feel comfortable discussing with you, thanks for understanding.
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Reporting discrimination, racism, harassment and bul ying
NIAA Human Resources
The NIAA takes a
zero tolerance stance against all forms of discrimination. If you experience or
witness any form of discrimination, please speak with your manager,
a Human Resource Business
Partner in your region or the Behaviour and Performance team at
xxxxxxxxxxxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx
eSafety Commissioner
The eSafety Commissioner has resources to help you if you experience
online abuse or
cyberbullying. Visit the eSafety websi
te (esafety.gov.au) for information, resources, or to report
serious online abus
e (esafety.gov.au/report).
Police or emergency
If you experience
threatening behaviours outside of work, you should contact your local police or
000 in an emergency.
Questions
If you have any questions about the Voice or Referendum, you can contact
xxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx
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Current as at 3/3/2023
Manager Support Guide
Aboriginal and Torres Strait Islander Voice and referendum
The government will hold a referendum this year to
recognise Aboriginal and Torres Strait Islander people in the
Constitution through an Aboriginal and Torres Strait Islander Voice.
We understand the lead up to the referendum may be difficult for many of our employees. Commentary and public
debate in the lead up to the referendum may be distressing for al staff. The heightened exposure to racism and
discrimination directed towards First Nations people will put particular strain on the strength and resilience of First
Nations staff, their families and communities.
We also acknowledge it’s likely you will have a personal view on the issues being discussed, and that you may be
questioned about your personal views and the views of the NIAA when outside of the workplace.
What this guide covers
The aim of this guide is to:
• help you
support your employees’ wel being in the lead up to the referendum
• give you tips for supporting your
personal wel being
Our aim is to help conversations at work be respectful and to
create a cultural y safe
workplace for our staff.
Other NIAA resources available
There are a number of resources available to support you in the lead up to the referendum.
These can be found on the
Voice and referendum intranet page, which is being updated
regularly with support and resources for staff:
• Guide for responding to phone cal s, to help you talk to people who call your office about
the Voice and referendum.
• Engagement guide, to provide support to staff who wish to engage publicly with the
referendum as private citizens.
• Employee support guide, covering staff wellbeing and tips for having respectful
conversations at work.
• Standard words for APS officials.
Th
e Voice website has the most up to date public information and resources.
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Supporting your employees
Conversations about the Voice and referendum will happen in the workplace. As a manager it’s important you’re
aware of how these conversations may impact your team members, and be prepared to
support employees should
they need it.
It is important to be mindful of your discussions and comments about the Voice and referendum and to create
culturally safe environments for our staff.
If someone raises concerns with you regarding conversations about the Voice and referendum, listen to their
concerns and work with them to
create a safe work environment. Be guided by what they need, making sure
you’re working within the bounds of the NIAA’s policies and procedures. If you need help with this, speak with your
line manager or contact your Human Resources Business Partner for advice.
Hosting discussions
If hosting a discussion (for example, a Footprints session) that will include reference
to the Voice and related topics, consider adding the following statement before
starting the conversation.
“Opinions and perspectives on the Voice and the referendum wil vary and we ask that
discussion remains respectful and safe at all times. It is our collective responsibility to
actively build and maintain culturally safe workplaces and communities, and this extends to
how we discuss the Voice and referendum at work and in our personal lives. We’re all responsible for helping to keep each other safe and to feel supported at work.
If at any stage you feel you need additional wel being support, please reach out to your
manager. You can also contact the Employee Assistance Program (EAP) whose details are
on our intranet, or for 24/7 crisis support contact Lifeline or 13YARN.”
Top tips to support your employees
Al managers are encouraged to complete the Compassionate Foundations Suite online course
delivered by the Australian Public Service Commission.
Note, before you can sign up for this online course, you wil need to register an APSLearn
account.
• The training program is designed to support positive human-to-human interactions that
promote connection and understanding. The Compassionate Foundations Suite helps
participants to respond early and before a person’s experience leads them to become
distressed.
• These skills include being compassionate, being aware of the needs of people in vulnerable
situations, understanding why people may become distressed, and knowing how to have a
helpful and safe conversation with someone who may be showing early signs of distress.
• The skills you develop during this course will assist you to support the wellbeing of your
team members.
Agency
Regularly check in with your team, in particular those who are located remotely, and ask tthe
hem if
they’re ok.
by
• The Mental Health Capability Suite has a Managers Guide for Wellbeing Conversations, Act
which may assist you to have these conversations.
FOI Australians
• R U OK? has developed four conversation steps to give you the skil s and confidence to the
navigate a conversation with someone you’re worried about.
• Ask, Listen, Encourage Action, Check in.
under Indigenous
• Head to Health is a Department of Health resource that helps you find digital mental health
services from trusted mental health organisations.
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Understand that frequent or unsolicited questions may result in an increased cultural load for
First Nations employees. You can help ease this burden:
• Talking to your First Nations staff about their needs during this time about how you can best
support them. If necessary, discourage team members from asking unsolicited questions from
them about the Voice and referendum.
• Inform yourself about the Voice and encourage all your team members to educate
themselves.
• Encourage team members to visit th
e Aboriginal and Torres Strait Islander Voice website
(voice.niaa.gov.au), which has up to date information and resources about the Voice. Anyone
can subscribe to the newsletter to receive the latest updates.
• Th
e Voice and referendum intranet page also has information and resources for staff.
Further public information can be found at:
• Australian Electoral Commission website:
aec.gov.au/Elections/referendums
• Parliamentary Education Office website:
https://peo.gov.au/understand-our-parliament/
how-parliament-works/the-australian-constitution
Encourage your team to be mindful of where and when they’re having conversations about the
Voice and referendum.
• When having any conversations about the Voice or referendum, practise judgement. Be
mindful of who may hear your conversation and the impact the conversation may have.
• Ensure people have a genuine choice to participate or not take part and respect this choice.
• Encourage all employees to seek additional support if they need it. Should they or their
families need support encourage them to speak with you, their Human Resource Business
Partner or the Employee Health and Wellbeing team (xxxxxxxxxxxxxx@xxxx.xxx.xx).
• You and your employees can also access a range of wel being support services through the
Employee Assistance Program (EAP), including a dedicated support line for Aboriginal and
Torres Strait Islander employees. Contact details for the EAP are available on th
e intranet. • First Nations employees can also contact 13YARN for 24/7 crisis support.
Be led by your team and remember support needs wil be different for everyone. Make informed
decisions, not assumptions.
Let your team know you:
• understand they may be exposed to uncomfortable or difficult conversations about the
referendum, both in the workplace and in their personal lives
• are conscious that public commentary may impact their wellbeing during this time
• are there to support them and to ensure they feel safe and respected within the workplace.
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Make it clear that NIAA has a zero tolerance stance against al forms of discrimination or
racism.
• As a manager, it’s your responsibility to address any form of discriminatory behaviour within
your team.
• Should you need support in addressing such behaviour, please speak with
a Human
Resource Business Partner in your region or the Behaviour and Performance team at
xxxxxxxxxxxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx
• The following resources are available to you:
•
Workplace Bullying, Harassment and Discrimination Prevention Policy
• The NIAA Resource Centre
– Procedures for determining breaches of the APS Code of
Conduct and the imposition of sanctions
• If you have concerns about the health or wel being of an employee, contact your
Human
Resource Business Partner or the Employee Health and Wellbeing team for assistance by
emailing xxxxxxxxxxxxxx@xxxx.xxx.xx
Supporting your wellbeing
As public commentary about the Voice and referendum intensifies you may come across
views or opinions you find
distressing.
Should you experience distress or difficulty working in your role in the lead up to the referendum, speak with your
manager or a Human Resource Business Partner in the first instance.
The
Employee Health and Wel being team can provide additional confidential support to anyone who does not
want to disclose concerns to their managers, or who may require support to be put in place such as reasonable
adjustments. You can email the team at xxxxxxxxxxxxxx@xxxx.xxx.xx
For
counsel ing support you can also access a range of support services through the EAP (
1300 360 364), including
crisis support for critical incidents, free confidential counselling sessions and support through a dedicated Aboriginal
and Torres Strait Islander Support line (
1800 816 152).
For immediate and urgent 24/7 support, contact:
• 13YARN (
13 92 76) for 24/7 crisis support for First Nations employees
• Lifeline (
13 11 14) for 24/7 crisis support
If you have any questions about the Voice or referendum, you can contact xxxxxxxxxxxxxxxxxxx@xxxx.xxx.xx
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Document Outline
