Building Culturally Safe Workplaces for Aboriginal and Torres Strait Islander Employees
Creating workplaces where Aboriginal and Torres Strait Islander people feel culturally safe is more than a ‘nice to have’—it’s a critical part of genuine inclusion and sustainable workforce development. Business Queensland has released a detailed guide to help organisations embed cultural safety into their everyday practices, ensuring that First Nations staff can thrive.
“It’s not enough to hire First Nations staff. The environment we bring them into needs to be one where they feel seen, heard, and valued.”
— Eddie Solien, Founder of Indigenous Jobs Match
Why Cultural Safety Matters
Cultural safety in the workplace means creating an environment where Aboriginal and Torres Strait Islander employees feel respected, understood, and free from discrimination. It’s not just about awareness training—it’s about real structural change.
Common challenges faced by First Nations employees include:
Lack of cultural understanding or respect
Racial discrimination or unconscious bias
Limited opportunities for promotion or leadership
Inflexible policies that overlook cultural obligations
The lasting effects of historical and intergenerational trauma
“Cultural safety must be embedded, not optional. Without it, we’re just replicating systems that have historically excluded our people.”
— Eddie Solien
📘 Learn more: Working with Aboriginal and Torres Strait Islander employees
Inclusive Recruitment Starts with Language
Employers are encouraged to take a closer look at how they recruit and onboard staff. The language used in job ads, where the roles are posted, and how the onboarding experience is structured all matter.
Tips from Business Queensland include:
Use plain English and avoid jargon in job ads
Clearly state that First Nations applicants are encouraged to apply
Partner with Indigenous job boards and community organisations
Provide flexible and supported onboarding experiences
📘 Visit: Attracting and recruiting First Nations employees
Build Relationships, Not Just Policies
While policies play a key role, trust is built through action and relationships. Cultural awareness must extend beyond training days and be woven into daily interactions.
Effective strategies for fostering connection include:
Celebrating NAIDOC Week and Reconciliation Week
Flying the Aboriginal and Torres Strait Islander flags
Consulting Elders on cultural matters
Creating peer support or mentoring programs
Including First Nations voices in decision-making
“When you walk into a workplace and see a Torres Strait Islander flag flying beside the company’s values statement, it means something—but only if the actions match the symbol.”
— Eddie Solien
📘 Checklist: Culturally Safe Workplace Practices
Respecting Cultural Obligations
Recognising cultural responsibilities, such as Sorry Business or community events, is essential for demonstrating respect.
Key recommendations include:
Introducing formal Cultural Leave policies
Allowing flexible work arrangements for community responsibilities
Encouraging open conversations with managers about cultural needs
📘 Explore: First Nations protocols and culturally important dates
More Than a Moral Obligation—It’s Smart Business
Creating a culturally safe workplace boosts retention, wellbeing, and productivity. But more importantly, it contributes to reconciliation and equity for future generations.
“We are in a time where reconciliation must move from vision statements into everyday operations. Aboriginal and Torres Strait Islander employees deserve that—and so do future generations.”
— Eddie Solien
Further Reading and Resources
🖤💛❤️ At Indigenous Jobs Match, we help employers take the next step towards meaningful reconciliation and inclusion. If you’re ready to walk the talk, get in touch.
