Reflect Reconciliation Action Plan

On 13 January 2017 the Prime Minister announced a range of changes to parliamentarians’ work expenses, including the establishment of the Independent Parliamentary Expenses Authority (IPEA). IPEA became an independent authority under the Independent Parliamentary Expenses Authority Act 2017 (IPEA Act) on 1 July 2017. From 1 January 2018, the Parliamentary Business Resources Act 2017 (PBR Act) and associated regulations and determinations came into effect. A CEO, appointed by the Minister for Finance, and Members of the Authority, appointed by the Governor General, lead IPEA.

The establishment of IPEA as an independent statutory authority and the changes to the legislative environment were some of the most significant reforms to parliamentarians’ work expense arrangements in 25 years. With the implementation of the PBR Act, Australia moved from a rules-based approach to a principles-based approach to administering and monitoring the work expenses of parliamentarians and their staff. IPEA administers and advises on travel expenses and travel allowances and, monitors, reports on and audits all parliamentarians’ work resources.

Why the focus on travel and travel related expenses? Australia is the sixth largest country in the world and distances matter when trying to stay connected. Aboriginal and Torres Strait Islander peoples have always had a deep connection to this land and the distances this entails. For a parliamentarian to meet with constituents and colleagues, while also balancing family and other commitments, involves a complex and unique set of travel circumstances. In complying with the principles, their decisions must, amongst other requirements, be time and cost effective and provide value for money.

IPEA is committed to pursuing our twin goals of providing support to parliamentarians and former parliamentarians in the exercise of their parliamentary functions, and creating a culture of accountability and transparency in the provision and use of parliamentary work expenses. As at 1 June 2021, IPEA had 60 employees engaged on either an ongoing or non-ongoing basis. Our well-informed IPEAn (those who work for IPEA are known as “IPEAns”) workforce is delivering innovative, high quality and timely services. We place a high priority on the development of a strong and capable workforce. While at this time, no IPEAn identifies as Aboriginal and/or Torres Strait Islander, this RAP confirms IPEA’s commitment to welcoming Indigenous representation in our workforce.

Our RAP

IPEA has developed our first RAP as a formal statement of our commitment to reconciliation with Aboriginal and Torres Strait Islander peoples. As a relatively new organisation, IPEA is fortunate to draw upon the experiences of more established organisations who are well progressed on their journeys. We believe in respecting, acknowledging and valuing Aboriginal and Torres Strait Islander cultures. We want to work with our colleagues and community toward a shared understanding and acknowledgement of past histories and experiences. Our CEO, Ms Annwyn Godwin, is IPEA’s RAP Champion. IPEA both advises parliamentarians and their staff on travel related expenses, and provides assurance to Australians that those expenses are consistent with the Parliamentary Business Resources framework (the Framework). As an organisation working to build trust in government, all Australians will be better served by a workforce with an understanding of Australia’s Aboriginal and Torres Strait Islander cultures and diversity. Our engagement with Aboriginal and Torres Strait Islander peoples via a RAP is therefore twofold.

1. To support parliamentarians (and their staff) who are elected representatives of electorates with Aboriginal and Torres Strait Islander constituents. This includes parliamentarians and their staff who are themselves, or descended from, Aboriginal or Torres Strait Islander peoples.
2. To assure all Australians, including Aboriginal and Torres Strait Islander peoples, that taxpayers’ funds are spent appropriately and are consistent with the Framework.

IPEA has an engaged workforce and actively embraces and encourages diversity in the workplace. Our CEO Ms Annwyn Godwin, leads participation in National Reconciliation Week and NAIDOC Week events. These have included:

• invitations to participate in the Reconciliation Bridge Walk
• celebrating Aboriginal and Torres Strait Islander cuisines using Australian native ingredients
• actively seeking input from Aboriginal and Torres Strait Islander companies and companies employing First Nations staff
• cultural diversity training, including an Ngunnawal Language workshop and Reconciliation Action Plan workshop.

We engaged with Aboriginal and Torres Strait Islander colleagues in the Australian Public Service to support the development of our first Reflect RAP. Within our first year of formally becoming a statutory authority, IPEA made a small but significant statement to engage an Aboriginal design company to facilitate the visual design of our signature blocks. Each year IPEAns are invited to join a whole-of-IPEA initiative. These committed IPEAns take responsibility for the development and implementation of the work program and regularly keep colleagues informed of progress and how they can participate. IPEA’s RAP is built upon three important and intertwined journeys.

1. People and Cultures – enabling all current and future IPEAns to grow and contribute in a welcoming and trusting environment based on respect for diversity of experiences, cultures and thoughts.
   1. Encourage training in cultural diversity and sensitivity to welcome Aboriginal and Torres Strait Islander peoples.
   2. Provide opportunities to employ Aboriginal and Torres Strait Islander peoples, and to grow and develop their careers.
   3. Embed an open trusting culture to build respect for the diverse experiences, cultures, and ideas of Aboriginal and Torres Strait Islander peoples.
2. Community partnerships – building relationships with other organisations and colleagues to learn from their RAP journeys.
   1. Partner with the Australian Institute of Aboriginal and Torres Strait Islander Studies (AIATSIS).
   2. Engage with Ngunnawal and other Aboriginal and Torres Strait Islander Elders in the Canberra region.
   3. Learn from other like organisations and public sector agencies.
3. Internal activities/initiatives – implementing practical initiatives to embed understanding of Aboriginal and Torres Strait Islander cultures in our everyday work.
   1. Acknowledge and respect Traditional Custodians by an Acknowledgement of Country at events and our signature block.
   2. Celebrate NAIDOC Week and National Reconciliation Week and other culturally sensitive occasions.
   3. Support Aboriginal and Torres Strait Islander businesses where possible.

Relationships

Respect

Opportunities

Governance

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