The Aboriginal and Torres Strait Islander Cultural and Health Training Framework 111 • The RACGP must have an Aboriginal and Torres Strait Islander Employment and Retention Strategy. This will have an impact on employment equity and will include targeted and identified roles. • The Aboriginal and Torres Strait Islander Employment and Retention Strategy must outline a clear plan for supporting career and leadership development for Aboriginal and Torres Strait Islander Peoples. • A process must be undertaken to identify what roles in the College need to be identified for Aboriginal and Torres Strait Islander People, to embed Aboriginal and Torres Strait Islander knowledge and governance. This should include valuing the lived experience of Aboriginal and Torres Strait Islander Peoples. • To engage Aboriginal and Torres Strait Islander Peoples and ensure succession planning, effective communication strategy about the success of Aboriginal and Torres Strait Islander leadership within the College is recommended. • A regular Aboriginal and Torres Strait Islander peer and colleague networking spaces should be established. • As part of the Indigenous General Practice Trainee Network (IGPTN), a formalised Community of Practice for trainees must be established. • A cultural protocols document should be established eg, engaging and paying cost of Welcome to Country must be developed. • Connections with other First Nations doctors internationally should be set up through the establishment of an international network.
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