Our Commitment to Reconciliation

About the Artwork -Cynthia Farr Baruŋgam

24 November 2023

Cynthia Farr Baruŋgam Elders Meeting of the Dreaming 2 by Cynthia Farr Baruŋgam Cynthia was born in Cunnamulla, South Western Queensland and Yumba. The tribal groups from this region include the Kunja, Budjari, Kullilla, but her tribe is the BARUNGGUM

About the Artwork – Elders Meeting of the Dreaming 2

24 November 2023

Cynthia Farr Baruŋgam “The Dreaming” is the belief of many Aboriginal groups that Aboriginal people have been in Australia since the beginning. During this significant period, the ancestral spirits came up out of the earth and down from the sky

Our national office is on the lands of the Gadigal people of the Eora Nation. We have staff who work remotely in the lands of the Kaurna people, WA, on the lands of the Wadjuk Noongar people and in Wiradjuri land.

Fostering reconciliation within the internal audit community

We are seeking to proactively create a more inclusive and culturally aware environment within IIA-Australia and our membership. We believe we can help promote the awareness of culturally sensitive practices and help create better outcomes for First Australian stakeholders, the internal audit profession and the organisations our members serve.

We will seek to implement the following initiatives by end of December 2024. The fulfilment of the initiatives will be the responsibility of the Manager – Public Affairs, working in consultation with the CEO.

We may from time to time need to add or delete initiatives, as our journey through the process will no doubt raise new ideas and challenges that we had not anticipated. When this occurs, we will adjust this document in consultation with our working group and advise the board of the changes.

Build an understanding of First Australian representation within IIA-Australia and our membership
• Conduct an internal survey so any staff who wish to do so may self-identify as First Australians.
• Research best practice and policies in areas of race relations and anti-discrimination.
• Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions, and future needs.
• Invite a local First Australian elder to discuss ways to improve staff understanding of cultural issues.
• Advise members that they may now self-identify as First Australians in their member record.
Identify ways internal audit can promote reconciliation in Australia.
• Work with Chapters to develop reconciliation-focused initiatives that can be implemented in each state at least annually.
• Invite members who identify as First Australians to share their insights into internal audit best practices and cultural safety when working with First Australian stakeholders.
• Invite members who are experienced in working with First Australian stakeholders to share their insights into implementing internal audit practices that are culturally safe and produce positive outcomes for their First Australian stakeholders, their teams and their organisations.
• Develop opportunities to share these insights through webinar, member case studies, conference presentations and other member engagement channels.
Create opportunities for First Australians to join the internal audit profession
•Offer a scholarship for a First Australian person to complete the Graduate Certificate in Internal Audit.
• Promote this opportunity through universities and our membership.
• Develop mentorship opportunities for aspiring First Australian internal auditors to partner with existing members.
Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols.
• Develop an approved Acknowledgement of Country for all IIAAustralia meetings that mentions specific lands of which we are meeting.
• When possible, include a Welcome to Country from local First Australian Elder at major conferences.
• Develop a section on our website that documents our Reconciliation journey, along with information about the land on which our national office is situated.
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