Innovate RAP in action: First year achievements

Through the successful completion of the ADC’s Reflect Reconciliation Action Plan (RAP) in 2024, the ADC established the foundations needed for reconciliation. We’ve continued to embed our commitment to reconciliation through the delivery of our Innovate RAP, since launching our second RAP in June 2025.

The ADC’s RAP Working Group comprises staff from all business areas and maintains governance and accountability for the ADC’s reconciliation actions. The group receives expert guidance and support from proud Noongar/Ballardong woman Jaynaya Winmar, who also manages Blakbone Sistahood, an Indigenous-owned consultancy.

In the past few months, we’ve defined and strengthened our systems to track, measure and report on RAP commitments, with progress reported regularly to all staff and senior leaders. This demonstrates our commitment to transparency and organisational-wide ownership of reconciliation outcomes.

As part of onboarding to the ADC, all new staff participate in the Indigenous Allied Health Association’s Cultural Responsiveness Training course, to improve everyone’s cultural awareness and strengthen our ability to provide a culturally safe and responsive working environment. Throughout the year, the RAP Working Group delivers a selection of engaging activities for all staff to attend to support our commitment to truth telling and ongoing cultural learning. This year, to commence our program and acknowledge Close the Gap Day we attended an exhibition ‘Cultural Medicine: The Art of Indigenous Healing’ at the University of Melbourne’s medical museum.

In the first year of our Innovate RAP, we have implemented actions across the pillars of Relationships, Respect and Opportunities, with more than 68% of deliverables either completed or in progress. The First Peoples and Allies Reference Group was established in 2025, and members have provided valuable guidance during the review of the Accreditation Standards for Domain 6 (Cultural safety). This group will also provide guidance on how we can most effectively support providers in implementing this Standard, as well as assist assessors in evaluating its application.

In parallel, we have implemented policy-focused actions, such as reviewing policies for anti-discrimination provisions, conducting a review of cultural learning needs and developing a cultural protocols document for the organisation.

Collectively, these actions highlight our progress in building a culturally responsive and inclusive workplace as we continue to deliver our Innovate plan throughout 2026 and into 2027.