S K YLIGH T M E NTA L H E A LTH

I N N OVAT E
R E C O N C ILIAT IO N
ACT I O N PLAN
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MESSAGE FROM RECONCILIATION AUSTRALIA
Reconciliation Australia is delighted to welcome Skylight Mental Health to the Reconciliation Action Plan (RAP) program and to formally endorse its inaugural
Reflect RAP.
As a member of the RAP community, Skylight Mental Health joins over 1,000 dedicated corporate, government, and not-for-profit organisations that have
formally committed to reconciliation through the RAP program since its inception in 2006. RAP organisations across Australia are turning good intentions into
positive actions, helping to build higher trust, lower prejudice, and pride in Aboriginal and Torres Strait Islander cultures.
Reconciliation is no one single issue or agenda. Based on international research and benchmarking, Reconciliation Australia defines and measures
reconciliation through five critical dimensions: race relations; equality and equity, institutional integrity; unity; and historical acceptance. All sections of the
community—governments, civil society, the private sector, and Aboriginal and Strait Islander communities—have a role to play to progress these dimensions.
The RAP program provides a framework for organisations to advance reconciliation within their spheres of influence. This Reflect RAP provides Skylight Mental
Health a roadmap to begin its reconciliation journey. Through implementing a Reflect RAP, Skylight Mental Health will lay the foundations for future RAPs and
reconciliation initiatives.
We wish Skylight Mental Health well as it takes these first critical steps in its reconciliation journey. We encourage the organisation to embrace this journey
with open hearts and minds, to grow from the challenges, and to build on the successes. As the Council for Aboriginal Reconciliation reminded the nation
in its final report:
“Reconciliation is hard work—it’s a long, winding and corrugated road, not a broad, paved highway. Determination and effort at all
levels of government and in all sections of the community will be essential to make reconciliation a reality.”
On behalf of Reconciliation Australia, I commend Skylight Mental Health on its first RAP, and look forward to following its ongoing reconciliation journey.

KAREN MUNDINE
CHIEF EXECUTIVE OFFICER
RECONCILIATION AUSTRALIA
 describes the

Our Vision world

in which we
want to live

Our Mission
demonstrates
why we exist

Our Values
guides
how we work

provide direction as we

Our Goals deliver on

our Mission and strive for
our Vision

OUR VISION is a South Australian community which understands mental illness and responds with confidence, respect and hope.

OUR MISSION is to increase opportunities to achieve good mental health, to promote acceptance of mental illness in the community
and provide quality services for people with mental illness, their family and friends.

OUR VALUES
Understanding: Discovery through shared learning
Connection: Humanity, lived experience, and the importance of what happens between people
Optimism: The hope and belief in possibility and the potential of each person
Courage: Resilience, commitment and a strength of spirit

OUR GOALS provide the best possible experience for people who seek us out and connect with our services:
Develop: be an organisation of choice
Transition: design and deliver NDIS services
Explore: develop new initiatives
Perform: ensure we are an efficient and effective organisation
PRESIDENT AND CEO STATEMENTS
PRESIDENT - PAT M CLEOD
Skylight wishes to see an Australia where
relationships between Aboriginal and
Torres Strait Islander People and New
Australians are so strong that we are led
to deep insights about spirit, land, and the
meaning of our lives.
The Skylight Board has confirmed our
commitment to reconciliation through
endorsement of the Reconciliation
Action Plan process, and supporting
and participating in cultural competency
training.
Improving Aboriginal and Torres Strait Islander health and wellbeing starts
with developing trust between Aboriginal and Torres Strait Islanders and
New Australians. Skylight has a proud history of working collaboratively
with Aboriginal and Torres Strait Islanders to build a foundation of mutual
respect and cross-cultural learning.
This Reconciliation Action Plan reflects our approach to working with
First Nations peoples, which is consistent with our values. This RAP will
enable Skylight addressing relevant issues, which advance the rights of
Aboriginal and Torres Strait Islander peoples.
Our inaugural Reconciliation Action Plan outlines some of our progress
and our desire to contribute to better understanding and connections
between Aboriginal and Torres Strait Islanders and New Australians, and
improved health and social outcomes for Australia’s First Peoples.
4 S K Y L I G H T M E N T A L H E A LT H
CEO - NATA SHA MILIOTIS
Skylight Mental Health acknowledges the
history which has resulted in profound grief for
Aboriginal and Torres Strait Islander Peoples,
and that this history plays a significant role in
the health and wellbeing of Australia’s First
People.
We identify the development of a Reconciliation
Action Plan as an organisation-wide priority.
Through reconciliation, Skylight strengthens
relationships between our services and
Aboriginal and Torres Strait Islander Peoples,
for the benefit of all.
We develop our services through meaningful consultation with Aboriginal
and Torres Strait Islander communities, our Aboriginal and Torres Strait
Islander staff, service providers and cultural advisers. The principle of self-
determination underpins our collective actions and responsibilities.
We also believe that high quality service delivery builds on the formation of
strong relationships with Aboriginal and Torres Strait Islander People, and our
staff have a strong and developing understanding of Aboriginal and Torres
Strait Islander cultures and histories.
Key objectives and expectations guide our RAP, with detailed actions and
deliverables to keep us on track. This Plan demonstrates Skylight’s values and
commitment to building a diverse and inclusive workplace that celebrates
the continuance of culture. It also provides a foundation for understanding
where we have come, and where we are going as a nation.
I am pleased to continue our commitment to building respectful relationships
and shared understanding with Aboriginal and Torres Strait Islander peoples.
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WHO WE ARE
OUR HISTORY

Skylight Mental Health is a leading non–government mental health service The Schizophrenia Fellowship of South Australia was formed in 1983 by
provider in South Australia. Skylight offers a diverse range of services relatives concerned about the serious difficulties faced by their loved ones
for people living with mental illness, carers and the community, across living with schizophrenia. The name was changed in 2002 to the Mental
metropolitan and country South Australia. We have six sites – Ernabella Illness Fellowship of South Australia (MIFSA) to reflect the organisation’s scope
in the Anangu Pitjantjatjara Yankunytjatjara (APY) Lands, Eyre (Port Lincoln), in dealing with the needs of all South Australians living with mental illness.
Murraylands, Mount Gambier, Parnangga (Christies Beach) and Wayville.
In 2017, Skylight Mental Health was born – a new name for a new era.
We provide services to over 5,000 people each year, through individual
With the rollout of the National Disability Insurance Scheme (NDIS) and
support, group activities, respite and education, delivered by 170 staff and
an increased focus on the complex areas of mental health, we needed a
80 volunteers. There are six staff at Skylight who identify as Aboriginal or
fresh approach. We will continue to share the journey with our participants,
Torres Strait Islander.
carers and the community. Co-operatively, we seek to challenge the broader
Our staff work alongside people living with mental illnesses, their families and community to see mental health differently.
community to improve quality of life, social inclusion and promotion of good
Skylight is a member of the national organisation, the Mental Illness
mental health and wellbeing. We collaborate to provide practical ongoing
Fellowship of Australia. The Fellowship has members in NSW, the Northern
support and innovative service responses.
Territory, Queensland, North Queensland, South Australia, Tasmania, Victoria,
Skylight is committed, through our Service Standards, to: and Western Australia.
1. Being clear about what people can expect from our services
2. Supporting people to maintain and/or strengthen a meaningful life, as
defined by them
3. Acknowledging that everyone has something important to contribute to
the broader community
4. Working with people to help them identify where they are already strong
and successful
5. Working with people in a way that recognises them as the best person
to make decisions about their life
6. Inviting people to have input which results in developing and improving
our services.

S E E M E N T A L H E A LT H D I F F E R E N T LY 5
WHAT WE DO
OUR SERVICES

At Skylight, we believe each person has the capacity to enjoy a meaningful Skylight also provides Support Groups for people living with a mental illness,
life. Skylight staff work alongside participants to connect with the community, their carers, relatives and friends. The groups assist people to understand and
learn and explore, and make new opportunities. Together, we discover new cope with the medical, social and economic challenges created by mental
potential, increase confidence and create hopeful futures. illness. The groups have strong education and peer support aspects, and are
very important in assisting people through the recovery journey.
Skylight provides a range of supports that is tailored to individuals and
groups. These include one-to-one support in the community, counselling Respite provides carers with an opportunity for a short-term break from their
and psychological interventions, and phone-based information and advice. caring role. This is offered in an individualised support approach, by working
Individual services provide participants an opportunity to develop their one-to-one in the community and via the Residential Respite Accommodation
capacity for self-leadership and decision-making in the community. Our Program. Carers are able to receive direct support for themselves or we work
counselling and psychology services offer a safe space for participants to with the person they care for to give a break to the carer. Respite services fill
reflect and explore ways to enhance resilience and their quality of life. a gap in service provision by recognising and supporting the vital work of
Carers with the person they support, their families and the broader community.
Skylight’s Group Active and Social Programs, which operate at Christies
Beach (Parnangga), Murraylands Port Lincoln and Wayville provide
opportunities to learn skills, make friends and have fun. Active and Social also
help people living with mental illness to engage in activities for the purpose
of developing confidence and gaining skills. Activity groups meet participants
where they are in their recovery journey and support them at their own pace,
using meaningful activity and social interaction. Active and Social includes
music, art and outdoor pursuits.
Therapeutic Groups focus on the goals of rehabilitation and recovery,
and the understanding that there is hope after a diagnosis of mental
illness. Our groups focus on building strengths and achieving the best
possible quality of life. Together, staff and participants draw on contemporary
therapies to explore helpful strategies for enhancing psychological and
emotional wellbeing.

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ABORIGINAL AND TORRES STRAIT ISLANDER PROJECT WORK
B ARUNAH SAUL ‘ROY’ ALICK (PROJECT OFFICER)

Starting the Aboriginal and Torres Strait Islander mental health project work Aboriginal and Torres Strait Islander Staff
with Skylight Mental Health reminded me of my youth spending time on the
In addition to the local Anangu staff in the APY Lands, Skylight employs other
beach gathering food and coconuts for my people. Over the past 18 months,
specific Aboriginal and Torres Strait Islander roles, including an Aboriginal
we have connected with so many in such a short time. Looking in the rock
and Torres Strait Islander Project Officer and an Aboriginal and Torres
pools under rocks, so to speak, to find complementing services and being
Strait Islander casual community worker. Our recruitment processes include
mindful of the needs of people in the community.
targeted Aboriginal and Torres Strait Islander-identified roles.
We are aiming to provide appropriate levels of servicing people, and some
A wider team, which includes management and the CEO, is also involved
of the challenges have been breaking down silos and finding ways to
in guiding the direction of the Aboriginal and Torres Strait Islander work in
communicate. Although the Aboriginal and Torres Strait Islander community
the metropolitan Adelaide regions. The Aboriginal and Torres Strait Islander
and services have embraced Skylight, there is a long way to go in linking
Project Team Leader is also working with tertiary institutions for targeted
more people with mental health services. There is much talk of ‘stopping the
Aboriginal and Torres Strait Islander student placements and traineeships.
divide’, in terms of health services for Aboriginal and Torres Strait Islanders,
and I feel that Skylight is contributing positively in this space. Promotion
In our Aboriginal and Torres Strait Islander-specific work, we have a number Skylight has assisted in the growth of grassroots programs, such as focussed
of projects underway, including work with First Nations participants via the men’s groups in Adelaide’s southern suburbs.
Personal Helpers and Mentors (PHaMs) program, NDIS partnerships, outreach Skylight supports a range of community events and our footprint reflects that
projects in Southern Metropolitan Adelaide, and student opportunities. of giving back to community. Through networking, we have found likeminded
NDIS Outreach people who acknowledge the past and its people, whilst at the same
time looking to the future. We have an organisational focus on National
Skylight has come alongside the community members attending the Families
Reconciliation Week and NAIDOC week every year.
Together program in Hackham West to deliver the first outreach Skylight NDIS
café (Skylight’s NDIS information and scheme application service). We are
also establishing further partnerships and relationships with other Aboriginal
and Torres Strait Islander service providers to provide sustainable NDIS and
information services.

S E E M E N T A L H E A LT H D I F F E R E N T LY 7
FAMILY MENTAL HEALTH SUPPORT SERVICE IN THE ANANGU PITJANTJATJARA
YANKUNYTJATJARA (APY) LANDS
The Family Mental Health Support Service (FMHSS) Program on the Anangu Pitjantjatjara Yankunytjatjara (APY) Lands has been running since 2012. FMHSS
is a nationally funded program, operating in metropolitan settings, some regional areas as well as several remote Aboriginal communities. Skylight delivers
the FMHSS service in Pukatja (also referred to as Ernabella). The FMHSS Program is a strengths-based, child-centred and family-focused service. Community
development underpins the approach of this service, which was co-created and develops continuously together with local Anangu staff and community.

The Skylight team works to improve mental health outcomes for children, young people, and their families by providing early intervention support to children and
young people who are at risk of, or affected by mental illness. Children, young people and their families are supported through the provision of group programs,
short-term support and more intensive long-term engagement. Community engagement and capacity building are an important aspect of the Skylight team’s
work, with regular activities provided for the whole community. The Pukatja community intertwine identity, strength and culture. Therefore, when Skylight asks
children and families to identify what is important to them, cultural family activities feature strongly in their responses.

This is a painting by Anne Jack, an Anangu Community Worker, who has been a part of the FMHSS team since the initial development of the program. It tells the
story of the Skylight team’s work on Anangu land as: “Two ways of thinking, coming together in one voice for Anangu children.” The painting shows the Skylight
team, both Anangu and Parumpa (non-Ananagu) staff sitting together telling stories about working together; talking about our cultures, looking after children and
planning for the future.

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WORKING TOGETHER APPROACH – RECONCILIATION AT SKYLIGHT

Our vision is an Australian society that embraces Reconciliation, a society that will step up to the challenge of walking alongside Aboriginal and Torres Strait Islander
Peoples in a journey of healing. We aspire to an Australia that respects the richness and diversity of Aboriginal and Torres Strait Islander cultures and communities,
where all Australians can celebrate reconciliation together. We commit to providing mental health services that increase social and emotional wellbeing, and support
Aboriginal and Torres Strait Islander Peoples and Communities to live a meaningful life, as defined by them.
Our commitment to reconciliation focuses on time invested in engagement to establish, maintain and grow relationships.
Our approach encompasses “Two ways of thinking and coming together in a common approach” and reconciliation is part of our day to day at Skylight through
cross-cultural intentional conversations.

SKYLIGHT RECONCILIATION ACTION PLAN WORKING GROUP (RAPWG)

The RAPWG underpins our reconciliation work. We strive to build a resilient relationship with First Nations peoples and New Australians through co-leadership, mutual
respect and cultural connection for wellbeing of team. The group is comprised of Aboriginal and Torres Strait Islander staff and New Australian staff, from a variety
of teams, levels and regions of the organisation.
RAP Working Group Members
Team Leader, Service Delivery (RAP Working Group Chair)
Aboriginal Torres Strait Islander Project Officer
Team Manager – Service Delivery
HR & Administrative Officer
Program Support Project Officer
RAP Champion: General Manager – Service Delivery

S E E M E N T A L H E A LT H D I F F E R E N T LY 9
WHAT IS A RECONCILIATION ACTION PLAN (RAP)?
Reconciliation Australia’s Reconciliation Action Plan (RAP) Framework
Reconciliation Australia’s RAP Framework provides organisations with a
structure to advance reconciliation. There are four types of RAP, with each
suitable for organisations at different stages of their reconciliation journey.
Innovate RAP
Skylight has developed an ‘Innovate’ RAP, which outlines actions that work
towards achieving our unique vision for reconciliation over a period of two
years. Commitments within this RAP allow us to be aspirational and innovative,
in order to help Skylight gain a deeper understanding of our sphere of
influence, and establish the best approach to advance reconciliation. An
Innovate RAP focuses on developing and strengthening relationships with
Aboriginal and Torres Strait Islander Peoples, engaging staff and stakeholders
in reconciliation, and developing and piloting innovative strategies to
empower Aboriginal and Torres Strait Islander Peoples.
Generic Innovate RAP objectives:
• Establish the best approach for Skylight to advance reconciliation within
the organisation and as a reconciliatory body within the community.
• Implement reconciliation strategies and initiatives.
Pre-requisites:
• General support and goodwill throughout Skylight.
• Support from senior leaders within Skylight.
• Established governance structure, including RAP Working Group with
Aboriginal and/or Torres Strait Islander representation.
10 S K Y L I G H T M E N T A L H E A LT H
The Innovate RAP is suitable for Skylight because we:
• have strong relationships with our Aboriginal and Torres Strait Islander
stakeholders and understand who, how, why, and when to seek guidance
and consultation.
• will continue to implement strategies, initiatives and policies that support
reconciliation.
• are ready to commit to actions tailored to Skylight.
• have strong engagement with reconciliation and want to consolidate this
through a structured governance model and formal public commitment.
Key expectations of Skylight’s Innovate RAP:
• Develop mutually beneficial relationships with Aboriginal and Torres
Strait Islander stakeholders.
• Develop and pilot strategies for reconciliation initiatives.
• Engage staff in reconciliation.
• Identify the best approach for Skylight through aspirational deliverables.
• Explore how Skylight can drive reconciliation through its business activities,
services, programs, stakeholders and sphere of influence.
• Report to Reconciliation Australia each year, through the RAP Impact
measurement questionnaire.
• Report publicly on RAP progress to external stakeholders.
| W W W. S K Y L I G H T. O R G . A U
SKYLIGHT’S RECONCILIATION ACTION PLAN
Skylight’s first Reconciliation Action Plan demonstrates our commitment to
providing quality services to Aboriginal and Torres Strait Islander Peoples
in South Australia. Our reconciliation work has been occurring for several
years, working in partnership with various Aboriginal and Torres Strait Islander
organisations and communities across the state. A lot of this work takes place
in the APY Lands but we also integrate it into our service delivery across South
Australia.
Skylight first began developing a formal Reconciliation Action Plan in 2015
and the Reconciliation Action Plan Working Group consulted across the
organisation and externally. We worked hard to ensure that the actions we
commit to achieve will deliver sustainable change for Skylight, and enhance
the services we provide to the Aboriginal and Torres Strait Islander community.
This RAP will embed our vision for reconciliation throughout all aspects of the
organisation – participants, direct service delivery staff, volunteers, leadership
and business services – and build capacity to put the proposed actions into
place, benefiting all participants, staff and the South Australian community.
Strong relationships with Aboriginal and Torres Strait Islander organisations
and communities have always been an integral part of Skylight’s approach
to work that meets the aims of Reconciliation. In addition, learning is very
important in our reconciliation work and we look forward to creating spaces
for learning together. We identify that we still have much to learn and Skylight
strives to facilitate a learning culture that embraces growth opportunities for
participants, staff and community.
S E E M E N T A L H E A LT H D I F F E R E N T LY
Actions and Deliverables
• Skylight has identified several main action areas and related deliverables
within the Skylight Innovate Reconciliation Action Plan 2018-2020. To
provide further focus over the next two years, we have identified five Key
Actions:
• Reconciliation Action Plan Working Group (RAPWG) –
RAPWG develops, implements and monitors RAP progress.
• Develop and Maintain Relationships with Aboriginal and Torres Strait
Islander Peoples, communities and organisations
• Raise Awareness of our RAP internally and externally to promote
reconciliation across Skylight, and the mental health and community
services sector.
• Staff Cultural Awareness / Competence – Engage staff in cultural
learning opportunities to increase understanding and appreciation of
Aboriginal and Torres Strait Islander cultures, histories and achievements.
• Employment and Retention Opportunities – Investigate opportunities
to improve and increase Aboriginal and Torres Strait Islander outcomes
within Skylight.
The full list of actions and associated deliverables are spread across the four
parts of this RAP:
1. Relationships
2. Respect
3. Opportunities
4. Tracking & Progress
11
SKYLIGHT INNOVATE RECONCILIATION ACTION PLAN PART 1 – RELATIONSHIPS
Introduction
Skylight is committed to creating opportunities for Australia’s First Peoples and all Australians to work together in strengthening relationships. In addition,
we are committed to building common understanding, and creating opportunities where recovery is supported and people are respected for their unique
contribution. Skylight also aims to support the community through meaningful shared journeys that contribute to positive change.
Focus Areas
The focus areas align with the following Values and Goals in Skylight’s Strategic Plan:
• Understanding: Discovery through shared learning
• Connection: Humanity, lived experience, and the importance of what happens between people
• Optimism: The hope and belief in possibility and the potential of each person
• Courage: Resilience, commitment and a strength of spirit
• Perform: Ensure we are an efficient and effective organisation

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RELATIONSHIPS
ACTION DELIVERABLE TIMELINE RESPONSIBILITY

RAP Working Group 1. RAPWG oversees the development, endorsement June 2018 RAPWG Chairperson
(RAPWG) and launch of the RAP.

RAPWG actively monitors RAP

development and implementation of 2. Ensure Aboriginal and Torres Strait Islander staff are June 2018 RAPWG Chairperson
actions, tracking progress and represented on the RAPWG.
reporting.

3. The RAPWG will consult with Aboriginal and Torres July 2018 Team Manager – Service Delivery
Strait Islander staff and participants on how Skylight can January 2019
further our work towards reconciliation. July 2019
January 2020

4. RAPWG to meet at least bi-monthly in line with the December 2018 Program Support Project Officer
RAPWG Terms of Reference to monitor RAP June 2019
implementation. December 2019
May 2020
5. Review RAPWG Terms of Reference. July 2018 RAPWG Chairperson
July 2019 General Manager – Service Delivery
CEO
6. Include Agenda Item in RAPWG meeting to review December Program Support Project Officer
upcoming events and opportunities to contribute to 2018 June 2019
positive mental health outcomes for Aboriginal and December 2019
Torres Strait Islanders. May 2020
Celebrate and Participate in 7. Organise at least one event for NRW each year and June 2018 Skylight Promotions Working Group
National Reconciliation Week (NRW) register our event via Reconciliation Australia’s website. May 2019 Chairperson
RAPWG Chairperson
Provide opportunities to build and Aboriginal and Torres Strait Islander Project
maintain relationships between Officer
Aboriginal and Torres Strait Islander 8. Support a community event in one of the areas June 2018 Aboriginal and Torres Strait Islander Project
Peoples and new Australians. Skylight services. May 2019 Officer

S E E M E N T A L H E A LT H D I F F E R E N T LY 13
RELATIONSHIPS
Develop and Maintain Relationships
Aboriginal and Torres Strait Islander
Peoples, communities and organisations
to support positive outcomes.
14 S K Y L I G H T M E N T A L H E A LT H
9. Invite staff participation in local community events to May 2018 Team Managers – Service Delivery (x 3)
recognise and celebrate NRW. May 2019
10. Through emails and Team meetings, raise June 2018 Team Leaders (x 6)
awareness of Reconciliation Week and share May 2019 Aboriginal and Torres Strait Islander Project
Reconciliation Australia’s educational resources with all April 2020 Officer
staff.
11. Ensure our RAP Working Group participates in an June 2018 Team Manager – Service Delivery
external event to recognise and celebrate NRW. May 2019 Team Leader ( RAPWG Chairperson)
Aboriginal and Torres Strait Islander Project
Officer
HR & Administration Officer
Program Support Project Officer
12. Meet with four identified local Aboriginal and Torres November 2018 General Manager – Service Delivery
Strait Islander organisations to share our RAP, develop Team Manager – Service Delivery
opportunities to work together and establish mental RAPWG Chairperson
health support for Aboriginal and Torres Strait Islander Aboriginal and Torres Strait Islander Project
Australians. Officer
13. Develop and implement an engagement plan January 2019 General Manager – Service Delivery
to work with our Aboriginal and Torres Strait Islander Team Manager Service Delivery
stakeholders. RAPWG Chairperson
CEO
14. Meet with local Aboriginal and Torres Strait Islander March 2019 General Manager – Service Delivery Team
organisations to develop guiding principles for future Manager Service Delivery
engagement. RAPWG Chairperson
Aboriginal and Torres Strait Islander Project
Officer
| W W W. S K Y L I G H T. O R G . A U
RELATIONSHIPS
Raise Awareness
Raise internal and external awareness of
our RAP to promote reconciliation across
Skylight and the mental health/community
services sector
15. Share the launch of Skylight’s RAP at staff meeting, via June 2018 Team Managers – Service Delivery (x 3),
newsletter and on Skylight’s website. Team Leaders, Digital Media Coordinator,
Executive Assistant – CEO
16. Establish a “once per year” focus on RAP work or June 2018 RAPWG Chairperson
practice within Team practice sessions (Service Delivery) May 2019 Team Leaders, Aboriginal and Torres Strait
and a “once per year” agenda item on Team Agenda for May 2020 Islander Project Officer
Business Service Meetings. General Manager – Business Development
& Operations
17. Communicate RAP updates via Skylight News and July 2018 RAPWG Chairperson
Annual Report. July 2019 Aboriginal and Torres Strait Islander Project
Officer
Digital Media Coordinator
18. Develop and implement a strategy to communicate our June 2018 CEO, General Manager – Service Delivery
RAP to all internal and external stakeholders. Team Manager – Service Delivery
RAPWG Chairperson
19. Promote reconciliation through ongoing active June 2018 CEO, General Manager – Service Delivery
engagement with all stakeholders. Team Manager – Service Delivery
RAPWG Chairperson
S E E M E N T A L H E A LT H D I F F E R E N T LY 15
SKYLIGHT INNOVATE RECONCILIATION ACTION PLAN PART 2 – RESPECT
Introduction
Skylight respects Aboriginal and Torres Strait Islander Peoples as the rightful Custodians of the lands upon which we live and work. Skylight values the uniquely rich
culture, knowledge and perspectives that Aboriginal and Torres Strait Islander Peoples bring as members of the world’s oldest living culture, and respects Aboriginal
and Torres Strait Islander families and communities as the experts in their own lives. In line with Skylight’s key focus area of “Understanding”, we seek to create
opportunities for increasing understanding and learning together.
Focus Areas
The focus areas align with the following Values and Goals in Skylight’s Strategic Plan:
• Understanding: Discovery through shared learning
• Connection: Humanity, lived experience, and the importance of what happens between people
• Courage: Resilience, commitment and a strength of spirit
• Perform: Ensure we are an efficient and effective organisation

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RESPECT
ACTION
Staff Cultural Awareness /
Competence
Engage employees in cultural
learning opportunities to increase
understanding and appreciation of
Aboriginal and Torres Strait Islander
cultures, histories and
achievements.
DELIVERABLE TIMELINE RESPONSIBILITY
20. Identify opportunities for all staff to increase cultural March 2020 CEO, General Manger – Service
knowledge, considering: Delivery General Manager – Business
• Opportunities for Aboriginal and Torres Strait Development & Operations
Islander employees and participants to share their Team Manager – Service Delivery
wealth of cultural knowledge HR & WHS Coordinator
• Opportunities for all staff to increase understanding RAPWG Chairperson
of and engage with local Traditional Owners /
Custodians in the areas in which they work.
• Opportunities for RAPWG members to have access
to cultural supervision.
21. Include Aboriginal and Torres Strait Islander dates of January 2019 Program Support Project Officer
significance in the Skylight calendar. January 2020
22. Develop an Aboriginal and Torres Strait Islander December 2018 General Manager – Service Delivery
cultural awareness training strategy for our staff, which Team Manager – Service Delivery
defines cultural learning needs of employees in all RAPWG Chairperson
areas of our business and considers various ways that Aboriginal and Torres Strait Islander Project
cultural learning can be provided (online, face-to-face Officer
workshops or cultural immersion). HR & WHS Coordinator
23. Implement an Aboriginal and Torres Strait Islander August 2019 General Manager – Service Delivery
cultural awareness training strategy for our staff, which Team Manager – Service Delivery
defines cultural learning needs of employees in all RAPWG Chairperson
areas of our business and considers various ways Aboriginal and Torres Strait Islander Project
thatcultural learning can be provided (online, face-to- Officer
face workshops or cultural immersion). HR & WHS Coordinator
24. Investigate opportunities to work with local March 2019 Team Manager – Service Delivery
Traditional Owners and/or Aboriginal and Torres Strait RAPWG Chairperson
Islander consultants to develop cultural awareness Aboriginal and Torres Strait Islander Project
training. Officer
25. Provide opportunities for RWG members, RAP August 2019 General Manager – Service Delivery
champions, HR managers and other key leadership staff CEO
to participate in cultural training.
17
RESPECT
Aboriginal and Torres Strait Islander 26. RAPWG will support people to access information December 2018 RAPWG Chairperson
Cultural Protocols around cultural protocols. Aboriginal and Torres Strait Islander Project
Officer
Engage employees in understanding
the significance of Aboriginal and
Torres Strait Islander cultural protocols,
such as Welcome to Country and 27. Include an Acknowledgement of Country at the June 2018 CEO
Acknowledgement of Country, to ensure commencement of external and large internal meetings
there is a shared meaning. including:

• RAPWG meetings
• Staff meetings
• Inter-agency meetings
• Launches
• Skylight forums
• Training events
• Board meetings

28. Maintain a list of key contacts for organising June 2018 Aboriginal and Torres Strait Islander Project
a Welcome to Country and maintaining respectful December 2018 Officer
partnerships, for appropriate and significant events. May 2019
December 2019
29. Continue to invite Traditional Owners to provide a October 2018 CEO
Welcome to Country at significant events throughout the October 2019 Aboriginal and Torres Strait Islander Project
year and look for further opportunities to involve Traditional Officer
Owners at the Skylight AGM and other large Skylight
events.
30. Organise and display an Acknowledgment of Country May 2019 Team Manager – Service Delivery
plaque at entrance of each Skylight site, which includes the Assets, Facilities & Community Engagement
language of the Traditional Owners of the area. Officer

31. Include an Acknowledgement of Country statement December 2018 Digital Media Coordinator
on the Skylight Website to acknowledge the Traditional
Owners of the Lands upon which we work.

18 S K Y L I G H T M E N T A L H E A LT H | W W W. S K Y L I G H T. O R G . A U
RESPECT
ACTION DELIVERABLE TIMELINE RESPONSIBILITY

32. Develop, implement and communicate a cultural June 2018 CEO

protocol document for Welcome to Country and RAPWG Chairperson
Acknowledgement of Country. Aboriginal and Torres Strait Islander Project
Officer
Program Support Project Officer
33. Encourage staff to include an Acknowledgement of June 2018 CEO
Country at the commencement of all meetings.

Celebrate NAIDOC Week
Provide opportunities to participate in,
and celebrate NAIDOC Week, raising
awareness and celebrating the history,
culture and achievements of Aboriginal
and Torres Strait Islander Peoples.
34. All staff are encouraged to participate in NAIDOC June-July 2018 Team Manager – Service Delivery
week activities, with opportunities for Aboriginal and June-July 2019 HR & WHS Coordinator
Torres Strait Islander staff to engage with their culture RAPWG Chairperson
and communities.
35. Review HR policies and procedures to ensure there June 2018 General Manager – Service Delivery
are no barriers to staff participating in NAIDOC Week. HR & WHS Coordinator

36. Provide opportunities for all Aboriginal and Torres July 2018 Team Manager – Service Delivery
Strait Islander staff to participate with their cultures and July 2019 RAPWG Chairperson
communities during NAIDOC Week. Aboriginal and Torres Strait Islander Project
Officer

S E E M E N T A L H E A LT H D I F F E R E N T LY 19
SKYLIGHT INNOVATE RECONCILIATION ACTION PLAN PART 3 – OPPORTUNITIES
Introduction
Skylight is committed to providing recruitment and career development opportunities for Aboriginal and Torres Strait Islander Peoples within the organisation.
In addition, we commit to developing and maintaining culturally sensitive HR policies and procedures, to ensure that we have a safe, inclusive and supportive
work environment. Finally, we strive to be an employer of choice for Aboriginal and Torres Strait Islander Peoples.
Focus Areas
The focus areas align with the following Values and Goals in Skylight’s Strategic Plan:
• Connection: Humanity, lived experience, and the importance of what happens between people
• Optimism: The hope and belief in possibility and the potential of each person
• Develop: Be an organisation of choice
• Perform: Ensure we are an efficient and effective organisation

20 S K Y L I G H T M E N T A L H E A LT H | W W W. S K Y L I G H T. O R G . A U
OPPORTUNITIES
Employment and Retention
Opportunities
Investigate opportunities to improve and
increase Aboriginal and Torres Strait
Islander employment outcomes within
Skylight.
37. Consider from a HR perspective, auditing across June 2019 General Manager – Business Development
Service Delivery and Business Services where policies, & Operations
procedures and practices have met the needs of HR & WHS Coordinator
Aboriginal and Torres Strait Islander workers, and RAPWG Chairperson
where there are significant gaps and barriers to Team Manager – Service Delivery
Aboriginal and Torres Strait Islander employees and
future applicants participating in our workplace.
Where gaps and barriers are found, consider where
improvements can be made.

38. Invite current Aboriginal and Torres Strait Islander December 2018 HR & WHS Coordinator
staff to consult on employment strategies to inform RAPWG Chairperson
future employment and professional development Team Manager - Service Delivery
opportunities.

39. Continue to implement Skylight’s Aboriginal and June 2018 HR & WHS Coordinator
Torres Strait Islander Targeted Recruitment Strategy. December 2018 RAPWG Chairperson
April 2019 Team Manager – Service Delivery
December 2019
April 2020

40. When working on Aboriginal and Torres Strait June 2018 CEO
Islander owned/managed Lands, Skylight commits General Manager – Service Delivery
to prioritising employing local staff wherever and Team Manager – Service Delivery
whenever possible.

41. Maintain a list of Aboriginal and Torres Strait June 2018 HR & WHS Coordinator
Islander media outlets and recruitment platforms to December 2018 General Manager – Service Delivery
advertise vacancies. April 2019
December 2019
April 2020

42. Upon request, cultural supervision is available to June 2018 Team Managers – Service Delivery (all
Aboriginal and Torres Strait Islander staff . December 2018 regions)
April 2019 Team Leaders (all regions)
December 2019
April 2020

S E E M E N T A L H E A LT H D I F F E R E N T LY 21
OPPORTUNITIES
43. Increase Aboriginal and Torres Strait Islander February 2019 Team Manager – Service Delivery
employment pathways by providing a student placement February 2020 RAPWG Chairperson
each year. Aboriginal and Torres Strait Islander Project
Officer
HR & WHS Coordinator
44. Collect information on our current Aboriginal and May 2018 Team Manager – Service Delivery
Torres Strait Islander staff to inform future employment December 2018 RAPWG Chairperson
opportunities. April 2019 Aboriginal and Torres Strait Islander Project
December 2019 Officer
April 2020 HR & WHS Coordinator
45. Advertise all vacancies in Aboriginal and Torres Strait June 2018 Team Manager – Service Delivery
Islander media. October 2018 RAPWG Chairperson
January 2019 Aboriginal and Torres Strait Islander Project
April 2019 Officer
July 2019 HR & WHS Coordinator
October 2019
January 2020
April 2020
46. Facilitate access to culturally-appropriate professional December 2018 HR & WHS Coordinator
development and career progression opportunities for June 2019
Aboriginal and Torres Strait Islander staff. December 2019
May 2020
Aboriginal and Torres Strait Islander 47. Maintain our current commercial relationships with October 2018 General Manager – Business Development
Suppliers Aboriginal and/or Torres Strait Islander owned businesses April 2019 & Operations
Investigate opportunities to incorporate and continue to seek additional commercial relationships October 2019 IT Manager
Aboriginal and Torres Strait Islander as available and appropriate. Current relationships April 2020 General Manager – Service Delivery
supplier diversity within our organisation. include:
1. Mai Wiru: preferred supplier in Ernabella
2. RASAC: Umuwa accommodation / garage
3. Wiltja Constructions Pty Ltd T/A Anangu Building
Services.
48. Review and update procurement policies and January 2019 HR & WHS Coordinator
procedures to ensure there are no barriers for procuring January 2020 General Manager – Business Development
goods and services from Aboriginal and Torres Strait & Operations
Islander businesses. (e.g. Skylight Purchasing Policy).

49. Develop and communicate to staff a list of Aboriginal January 2019 HR & WHS Coordinator
and Torres Strait Islander businesses that can be used to January 2020 General Manager – Business Development
procure goods and services. & Operations

22 S K Y L I G H T M E N T A L H E A LT H | W W W. S K Y L I G H T. O R G . A U
OPPORTUNITIES
Improve Service Delivery for
Aboriginal and Torres Strait Islander
Stakeholders
Drive health outcomes through
continuous improvement of service
delivery for Aboriginal and Torres Strait
Islander stakeholders
50. Investigate Supply Nation membership. August 2018 RAPWG Chairperson
General Manager – Business Development
& Operations
Team Manager – Service Delivery
51. Gain feedback from Aboriginal and Torres Strait January 2019 RAPWG Chairperson
Islander clients and community on existing services.
July 2019
January 2020
52. In consultation with cultural advisors, review current July 2019 RAPWG Chairperson, Team Manger –
service delivery model and operations to identify any
barriers, and any opportunities to be more culturally Service Delivery
appropriate and effective.
53. Scope the development of an Aboriginal and Torres September 2019 RAPWG Chairperson, Team Manger –
Strait Islander service delivery strategy, and associated
plan. Service Delivery
54. Support and promote the role of the Aboriginal and May 2019 Aboriginal and Torres Strait Islander
Torres Strait Islander Liaison Officers (or equivalent).
May 2020 Project Officer, RAPWG Chairperson, Team
Manger – Service Delivery
S E E M E N T A L H E A LT H D I F F E R E N T LY 23
SKYLIGHT INNOVATE RECONCILIATION ACTION PLAN PART 4 – TRACKING & PROGRESS
ACTION DELIVERABLE TIMELINE RESPONSIBILITY

RAP Reporting 55. Define systems and capability needs to track, September 2018 General Manager – Service Delivery Team
measure and report on RAP activities. Manager
Report RAP achievements, challenges Service Delivery
and learnings internally and RAPWG Chairperson
externally. HR & WHS Coordinator

56. Complete the annual RAP Impact Measurement September 2018 RAPWG Chairperson
Questionnaire and submit to Reconciliation September 2019 Aboriginal and Torres Strait Islander Project
Australia. Officer
Team Manager – Service Delivery

57. Report publicly our RAP achievements, April 2020 RAPWG Chairperson
challenges and learnings. Team Manager – Service Delivery
HR & WHS Coordinator

58. Investigate participating in the RAP Barometer. August 2018 RAPWG Chairperson,
Aboriginal and Torres Strait Islander Project
Officer,
Team Manager – Service Delivery.

RAP Review 59. Liaise with Reconciliation Australia to develop October 2019 General Manager – Service Delivery
a new RAP based on learnings, challenges and Team Manager - Service Delivery
Review and refresh RAP. achievements. RAPWG Chairperson
Aboriginal and Torres Strait Islander Project
Officer
CEO
RAP Program Officer - Reconciliation
Australia

56. Submit draft RAP to Reconciliation Australia for March 2020 RAPWG Chairperson
formal review and endorsement.

CONTACT DETAILS
Public enquiries regarding the Skylight Innovate Reconciliation Action Plan 2018-2020 to the Reconciliation Action Plan Working Group Chairperson –
(08) 8378 4100 or skylight@skylight.org.au.

24
Image credits:
Cover art and watermark art on left hand pages – Allan Sumner @ Aboriginal Contemporary Arts
Watermark art on right hand pages – Sandra Lewis
Pg 8 Art – Anne Jack

S E E M E N T A L H E A LT H D I F F E R E N T LY 25
26 S K Y L I G H T M E N T A L H E A LT H | W W W. S K Y L I G H T. O R G . A U
 Skylight acknowledges respectfully that
Aboriginal and Torres Strait Islander People are the
traditional custodians of South Australia and we celebrate
all People who call this land home.

27