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Acknowledgement of CountryThe Working Women’s Centre SA acknowledges Kaurna Peopleas the Traditional Owners and continuing custodians of theAdelaide Plains and Greater Adelaide region, the land uponwhich we predominately carry out our work. We pay our respectsto Kaurna Elders past and present, and to the Kaurna Nation,recognising their spiritual relationship to this Country and thattheir sovereignty was never ceded. We extend these respects to theTraditional Owners of the 40+ Aboriginal Nations of SouthAustralia and to all First Peoples of Australia.Note: We will primarily be using the terms ‘Aboriginal’ and ‘First Peoples’throughout our RAP in referring to Aboriginal and Torres Strait Islander Peoples.

TABLE OFCover Artwork01Artist Statement01Acknowledgement of Aboriginal Consultancy02Message from ourChairperson03Message from Reconciliation Australia CEO04Our Vision forReconciliation05Our Business05Our RAP06Relationships08Respect12Opportunities15Governance18INNOVATE RECONCILIATION ACTION PLANCONTENTS

WORKING WOMEN’S CENTRE SACover ArtworkArtist: Iteka Ukarla Sanderson-BromleyIteka Ukarla Sanderson-Bromley is 24years old and lives in Adelaide, SouthAustralia. Her language groups areAdnyamathanha (Flinders Ranges),Narungga (Yorke Peninsula) andYarluyandi (Simpson Desert). Iteka iswell accomplished, completing heruniversity degree at Adelaide Universitystudying a Bachelor of Arts with majorsin Sociology and Anthropology in 2022.Iteka launched her own Aboriginal artcollective, Malka Wiriwiri in her final yearof high school in 2018, where she is able Artist StatementThis artwork reflects the Working Women’s Centre, who they are, what they stand for, the impactthey have, and the connections they make. In the centre of the artwork are three circles, each representing key elements of the WorkingWomen’s Centre - systemic change, legal support and education. The circles symbolize theinterconnectedness of these key elements showing how each one plays a vital role in creating amore equitable society.Aboriginal cultures are matriarchal. When I was mapping out this painting, I was thinking about thematriarchs I’ve been lucky enough to be surrounded by all my life. They are absolute powerhousesfighting for women’s rights, Aboriginal rights, defying the ‘norm’ of their time, building businesses andsuccessful careers all while being leaders of our families and community. The eight women withcoolamons around the centre circle are for them. The women represent the characteristics I see in them, strength, vision, compassion, leadership,courage, sisterhood, resilience and determination. The coolamons, often used by Aboriginal women to carry and care for their communities,symbolize nourishment and protection, emphasizing that these matriarchs are the heart of theirfamilies and communities.01to tell the stories of her culture and traditional knowledges passed on to her from her familymembers, conveying stories of her family, time on country and cultural experiences.

Acknowledgement of Aboriginal Consultancy Engaging with an Aboriginalconsultancy is crucial when buildingmeaningful relationships withAboriginal communities. Nik&Co.Consultancy’s mission is totransform lived experiences of both Aboriginaland non-Aboriginal people by interweaving andembedding genuine reconciliatory practices into corporate settings, Aboriginal consulting is a testament to honouring Aboriginal voices,traditions, and aspirations. The Working Women’s Centre South Australiathanks Nicole Gollan (Nik&Co.) for her continuedgenerosity, guidance, and wisdom through ourReconciliation Action Plan journey.nikandco.com.auSurrounding the centre of the artwork is the Working Women’s Centre’s nine locations and all thewomen connected to them. The use of circles to represent interconnectedness is a powerful symbolin Aboriginal cultures, and in this artwork, it represents how the Working Women’s Centres, theirlocations, and the women they support are all deeply connected.During my meeting with some of the staff at Working Women’s Centre there were ten reoccurringwords. The ten circles encompassing the artwork represent each word, outreach, collectivism,workers, women supporting women, matriarch, trust, empower, advocate, strength and genuinecare. The line work and dots connecting each circle represents journeys, of the individual,community and workplace. The colours used in the painting connect to the Working Women’s Centre but also have meaningsof their own. Pink represents femininity, red represents passion, energy and excitement, purple is forcreativity and spirituality, yellow for happiness and optimism and brown represents grounding. INNOVATE RECONCILIATION ACTION PLAN 2025-2702

The Working Women’s Centre South Australia has been part of social movements for progressivechange for 45 years, including working to eradicate sexism and racism in our workplaces and society,and to see working people and marginalised people achieve the rights, dignity and justice we alldeserve. In recent years we have worked closely with Aboriginal organisations and colleagues in a range ofareas such as preventing sexual harassment and supporting women to access state archives. In 2023our staff and board teams were actively involved in the campaign to support a YES vote in the Voice toParliament referendum, and like many we were devastated by the result and the harm this has had onAboriginal people. While we have undertaken work over our history and have a team dedicated toacknowledging the current and historical injustices experienced by Aboriginal and Torres Strait Islanderpeoples, we know that we can strive to do better through a more formal and accountable processwhich our Reconciliation Action Plan offers us. The spirit of the inaugural WWC SA Innovate RAP unites and supports our Board, staff, andvolunteers, to work together, to cohesively ensure that our journey of reconciliation is embedded inboth our vision for our organisation, our legal work with clients, our education and advocacy work andthe day-to-day operations of the WWC SA. The aim of the RAP is to ensure we are a culturally safeand informed organisation internally, and that we keep raising our voices for truth-telling and justiceexternally. Importantly, we aim to share knowledge, skills, and expertise, and build on existingrelationships with Aboriginal peoples and communities. The WWC SA Innovate RAP 2025 – 2027 will: Guide our operations, programs, partnerships and services, and our employment and governance,so that we can work safely, respectfully, and effectively with Aboriginal peoples, families andcommunities.Support our continuous journey to becoming a culturally safe organisation.Support us in strengthening partnerships with Aboriginal communities, businesses, leaders andorganisations to ensure our work is consistently informed by Aboriginal and Torres Strait Islanderpeoples’ voices and experiences.The WWC SA Innovate RAP will integrate with existing internal strategies and policies and inform thedevelopment of future organisational planning at both the Board and Staff level. I look forward to working with other Board members, our leadership team and our staff to activelyensure the actions articulated in the plan are enacted and celebrated. Message from our ChairpersonAnn-Marie HayesChair, WWC SA03WORKING WOMEN’S CENTRE SA

Reconciliation Australia commends Working Women’s Centre SA on the formal endorsement of itsinaugural Innovate Reconciliation Action Plan (RAP). Commencing an Innovate RAP is a crucial and rewarding period in an organisation’s reconciliationjourney. It is a time to build strong foundations and relationships, ensuring sustainable, thoughtful, andimpactful RAP outcomes into the future. Since 2006, RAPs have provided a framework for organisations to leverage their structures anddiverse spheres of influence to support the national reconciliation movement. This Innovate RAP is both an opportunity and an invitation for Working Women’s Centre SA to expandits understanding of its core strengths and deepen its relationship with its community, staff, andstakeholders. By investigating and understanding the integral role it plays across its sphere of influence, WorkingWomen’s Centre SA will create dynamic reconciliation outcomes, supported by and aligned with itsbusiness objectives. An Innovate RAP is the time to strengthen and develop the connections that form the lifeblood of allRAP commitments. The RAP program’s framework of relationships, respect, and opportunitiesemphasises not only the importance of fostering consultation and collaboration with Aboriginal andTorres Strait Islander peoples and communities, but also empowering and enabling staff to contributeto this process, as well. With close to 3 million people now either working or studying in an organisation with a RAP, theprogram’s potential for impact is greater than ever. Working Women’s Centre SA is part of a strongnetwork of more than 3,000 corporate, government, and not-for-profit organisations that have takengoodwill and intention, and transformed it into action. Implementing an Innovate RAP signals Working Women’s Centre SA’s readiness to develop andstrengthen relationships, engage staff and stakeholders in reconciliation, and pilot innovative strategiesto ensure effective outcomes. Getting these steps right will ensure the sustainability of future RAPsand reconciliation initiatives, and provide meaningful impact toward Australia’s reconciliation journey. Congratulations Working Women’s Centre SA on your Innovate RAP and I look forward to followingyour ongoing reconciliation journey. Message from Reconciliation Australia’s CEOKaren Mundine Chief Executive Officer, Reconciliation AustraliaStatement from CEO of Reconciliation Australia - First Innovate RAP04INNOVATE RECONCILIATION ACTION PLAN 2025-27

The Working Women’s Centre SA envisions the achievement of reconciliation through a process oftruth-telling, treaty-making, justice and reparation with First Peoples. We understand that reconciliationwill not be possible without guaranteeing self-determination and universal human rights for FirstPeoples, and a national respect for Aboriginal and Torres Strait Islander people, their rights and theircaring for Country and Culture. We acknowledge that feminist movements and workers’ rights movements have both benefitted fromAboriginal people’s knowledge and guidance, and have also let Aboriginal people down, across thehistory of the colony of Australia, which was built on extraction and the unpaid and underpaidexploitation of First Nation working people, including women. As part of our commitment to reconciliation and justice, the Working Women’s Centre SA dedicatesourselves to progressing: Safe and equitable workplaces alongside justice and rights for Aboriginal communities, familiesand people;Our part in the national conversation about truth-telling, listening and action; andCulturally safe, representative, and equitable leadership and service delivery from within ourorganisation. Our vision for ReconciliationOur vision for ReconciliationOur BusinessThe Working Women’s Centre SA is a non-government organisation and community legal centre thatprovides free and confidential advice, support and representation to vulnerable workers residing inSouth Australia about their rights at work. We also provide tailored training programs to educateorganisations and community groups on gender-based issues at work. We advocate for systemicchange for women and other people in workplaces and their working lives. The WWC SA has been operating since 1979, and has made a rich contribution to feminism, workers’rights and progressive workplace change over that time. Currently the organisation has 18 staffmembers across three arms of service. We currently do not have Aboriginal staff members, and weare committed to working on this across the organisation. Our work includes: Legal: providing free legal advice and representation for working women who are low paid workers,vulnerable workers or women experiencing workplace issues including discrimination and sexualharassment. Advocacy: identifying trends/issues, and advocating for working for systemic change throughpolicy, communication, campaigns and movements. Education and workplace training: offering free and fee-for-service training to employers andemployees in high-risk industries and workplaces, small business and the public sector.05WORKING WOMEN’S CENTRE SA

As the Working Women’s Centre SA embarks on our first Reconciliation Action Plan, we arecommitting to including reconciliation in all aspects of our work. We aim to foster meaningfulrelationships, respect, and collaboration with Aboriginal people, ensuring their voices are heard andlistened to. Together, we will work towards a more inclusive, just and equitable future for all, thathonours the rich cultural knowledge and the rights of First Peoples.While we have taken some steps in the past, following the 2023 Voice to Parliament referendum andalongside our organisation’s growth in 2024, WWC SA is ready to make a bigger commitment andcontribution, which is why we have commenced our formal RAP journey.The WWC SA remains resolute in our commitment to standing in solidarity with Aboriginal peoples.We continue to call on the Australian government to negotiate a treaty with Aboriginal peoples andurge all sectors of society to engage in truth-telling about our shared history. As we move forward,we will maintain our focus on advocating for women, work, and labour rights in South Australia,holding ourselves accountable to our community and supporters as we seek to create meaningfulchange.In recent years, WWC SA has committed to raising awareness and action around the under-recognised issue of stolen wages in South Australia, including the experience of Aboriginal womenas domestic servants. This is an area of immense importance, with the State’s raciallydiscriminatory policies persisting well into the 1970s. These policies left many Aboriginal workerseither unpaid or grossly underpaid for their labour, often in domestic or pastoral roles. Our Centrehas been working with researchers, scholars, activists and legal colleagues to understand this issueand assist Aboriginal women in accessing their employment records from the state archives, aprocess often hindered by bureaucratic obstacles. The decolonisation of these records is essentialfor truth-telling and reconciliation.A crucial objective for the WWC SA is to improve the working lives of Aboriginal women. OurConstitution identifies Aboriginal people as a target cohort of workers for whom we prioritiseservices. To improve the quality of our services, we have undertaken Cultural Awareness training tobroaden our knowledge and understanding of Aboriginal experiences in a colonised country.WWC SA has, and always will, stand in solidarity with Aboriginal people in fights for justice on issuessuch as The Voice to Parliament and Blak Lives Matter. We will continue to show-up and stand insupport at rallies and campaigns for justice.All our work is interconnected and informed by the experiences of ourclients. When we notice a pattern in our legal work, we will use ouradvocacy and education arms to address these issues at a systemiclevel. We apply a gendered and feminist lens to all our work and aim forthe WWC SA to be a safe and empowering place for women to gainsupport around issues such as workplace sexual harassment andassault. We are connected to grassroots movements and work withcommunities who are experiencing issues such as wage theft andsupport them to push back against exploitation.Our RAP06INNOVATE RECONCILIATION ACTION PLAN 2025-27

WWC SA has been working to build relationships with Aboriginal communities and organisations.Over the past few years, we have built a strong working relationship with the Aboriginal legal rightsand justice movements such as partnering with ALRM on legal matters and in training andeducation projects.However, we know we can do more, including in our internal governance, employment andmanagement processes to increase representation, cultural safety and other ways of embeddinganti-colonial practices in our organisation. We acknowledge the current lack of Aboriginalemployment in our organisation. We understand that to improve, change and learn, we need todevote time and energy in a structured, thoughtful and public manner.The WWC SA understands that reconciliation involves working with and not for Aboriginal peoplesand involves trustworthy and accountable relationship-building, hard work, active solidarity andlistening.Through this process we have engaged respected leaders to help us develop and deliver ourinaugural RAP. We are working in an ongoing capacity with Director and Founder of Nik&Co.Consultancy, Nicole Gollan, who has worked with the WWC SA on each step of our reconciliationjourney as our advisor and consultant. Nik&Co are providing integral advice to our team, includingour Board, and assisting us to connect with Aboriginal people, communities and organisations. Thiswork has both broadened and deepened our intended actions, ensuring that they were meaningfuland contributed to a holistic vision for reconciliation within our organisation.Our deep thank you to Nicole for her ongoing guidance, knowledge and partnership with WWC SA.While the RAP will be championed by our Board, leadership, staff and volunteers, it is the Director’srole to champion the RAP both internally and externally. In addition, the implementation of the RAPwill be monitored by our Board of Management and by our RAP Working Group so that we areactively working to further our reconciliation goals. This process has already assisted us to reviewand interrogate the structures and policies we have in place that are creating barriers toreconciliation.Our RAP Working Group comprises of:Nikki Candy (WWC SA Director) and Anne Purdy (Deputy Director)Members of staff - Angela Scarfo, Emma Webb, Morgan Archinal, and Thais MartinsNicole Gollan, Ngarrindjeri woman, Director/Founder of Nik&Co. ConsultancyWe are committed to expanding our RAP Working Group membership and will seek out Aboriginalwomen to continue to advise and guide us in a paid capacity. We will review the Terms of Referencefor our RWG annually.07WORKING WOMEN’S CENTRE SA

Action DeliverableTimelineResponsibility1-Establish andmaintain mutuallybeneficialrelationships withAboriginalstakeholders andorganisations. Map potential Aboriginalorganisations and stakeholdersthat the WWC SA could connectwith; and meet with Aboriginalstakeholders and organisationsidentified and prioritised by theRWG to develop guidingprinciples for future engagement.April –December2025Director andDeputyDirector, withRWGDevelop and implement anengagement plan to work withAboriginal stakeholders andorganisations.July – Oct2025 withannualreview inMarchDirector andDeputyDirectorCreate and deliver community-based forums to informAboriginal peoples, communitiesand organisations of WWC SAprograms and services, and toinformally consult on delivery ofthese services with AboriginalstakeholdersJune,November2025 and2026Director andDeputyDirector, with Legal,Advocacy andEducationteamsRelationships08The WWC SA are committed to building strong relationships with Aboriginalpeoples and organisations. We understand that doing this requires respect,listening, un-learning, re-learning, and valuing Aboriginal cultural histories,beliefs, rights and practices. To engage and work respectfully and effectively with Aboriginal peoplesrequires that we acknowledge the long history of oppression, colonisationand marginalisation that has impacted Aboriginal and Torres strait Islanderpeople’s experience of legal, industrial and other systems, and ourcommitment that we will continually work to change these systems. The WWC SA understands that relationships, reciprocity, partnerships and asense of solidarity and respect for self-determination are all importantstarting points for identifying how Aboriginal peoples would like to work withour organisation, how we can deliver our services effectively, and how we canbe a force for positive change and reconciliation. INNOVATE RECONCILIATION ACTION PLAN 2025-27

Action DeliverableTimelineResponsibilityContinue to foster alreadyexisting relationships withAboriginal stakeholders andorganisations, such as AboriginalLegal Rights Movement andSouth Australian AboriginalCommunity ControlledOrganisation Network(SAACCON).ReviewApril 2027Director andDeputyDirector2-BuildrelationshipsthroughcelebratingNationalReconciliationWeek (NRW).Circulate ReconciliationAustralia’s NRW resources andreconciliation materials to ourstaff.April 2025April 2026Director andDeputyDirector withRWG Prioritise Leadership and RWGRAP Working Group members’participation in external NRWevents.May –June2025,2026Director andDeputyDirector withRWGEncourage and support all staffto participate in at least oneexternal event to recognise andcelebrate NRW.May –June2025,2026Director andDeputyDirector withRWGOrganise at least one NRWevent each year. Organisedby April forMay –June2025,2026Director andDeputyDirector withRWG andEducation andAdvocacy team09WORKING WOMEN’S CENTRE SA

Action DeliverableTimelineResponsibilityRegister all our NRW events onReconciliation Australia’s NRWwebsite.April 2025April 2026Director andDeputyDirector andRAP workinggroup 3- Promotereconciliationthrough oursphere ofinfluence.Develop and implement a staffengagement strategy to raiseawareness of reconciliation,cultural awareness and anti-racism across our workforce.Developby July2025;Reviewimplementation byApril 2027 Director andDeputyDirector, withRWGCommunicate our commitment toreconciliation, truth-telling andjustice publicly.April 2025October2025(AGM) Director andDeputyDirector, with Comms.OfficerCommunicate recognisedAboriginal Significant datespublicly2025,2026,2027Director andDeputyDirector, with Comms.OfficerExplore opportunities topositively influence our externalstakeholders to drivereconciliation outcomes.Reviewactions inApril 2026and 2027 Director andDeputyDirector10INNOVATE RECONCILIATION ACTION PLAN 2025-27

Action DeliverableTimelineResponsibilityCollaborate with colleagues andlike-minded organisations todevelop ways to advancereconciliation. Reviewactions inApril 2026and 2027Director andDeputyDirectorDevelop proactive media plan toshare Innovate RAP deliverymilestonesJune 2025Director andDeputyDirector withComms.Officer4. Promotecultural safety,anti-racism, andnon-discriminationstrategies, policiesand cultures in theorganisation Conduct a review of all policiesand procedures to identifyexisting anti-discrimination andcultural safety provisions, andany gaps to address.December2025Director andDeputyDirectorCommunicate our RAP and ourcultural safety, anti-racism andnon-discrimination policies to allstaff. Ensure this is a standingitem at staff meetings.April 2025April 2026Director andDeputyDirectorEngage with Aboriginal advisorsto consult on our organisationaland anti-discrimination policiesDecember2025Director andDeputyDirector11WORKING WOMEN’S CENTRE SA

Action DeliverableTimelineResponsibilityEducate senior leaders and staffon the effects of racism andcolonialism, the importance ofcultural awareness and safety,and the ways in which WWC SAcan contribute to reconciliation. January2025 January2026January2027Director andDeputyDirectorThe WWC SA recognises that learning, listening, embracing truth-telling anddemonstrating respect are very important to our reconciliation journey. We are committed to developing our understanding, competency and literacyaround Aboriginal cultures, histories, knowledge and ontologies, and rights,through dedicated organisational and personal-professional learning.In addition, we are committed to building respectful partnerships withAboriginal peoples, communities and organisations that enable effective andsafe delivery of our services to Aboriginal clients, and useful and respectfulparticipation in campaigns and movements for the rights of Aboriginal andTorres Strait Islander peoples. Respect and trust are crucial in advancing social equality. We recognise thatto successfully and meaningfully deliver our services, that respect and trust inour relationships is fundamental The WWC SA recognises that learning and understanding Aboriginalcultures, history and traditional practices are important to reciprocate respect.We are committed to continuing to develop our understanding of the valueand interrelation of culture, land, water and histories which is needed toeffectively deliver our services to our clients, and in building partnerships withAboriginal peoples, organisations and communities. 12RespectAction DeliverableTimelineResponsibility5. Increaseunderstanding,value andrecognition ofAboriginalcultures, histories,knowledge andrights throughcultural learning.Conduct a review of culturallearning needs within ourorganisation.April 2025 Director andDeputyDirectorINNOVATE RECONCILIATION ACTION PLAN 2025-27

Action DeliverableTimelineResponsibilityEngage Aboriginal consultant/son the development andimplementation of a culturallearning strategy.May 2025Director andDeputyDirectorDevelop, implement andcommunicate a cultural learningstrategy for our staff. December2025 Director andDeputyDirectorProvide opportunities for all staffto participate in formal andstructured cultural learning.December2025Director andDeputyDirectorEngage a local Aboriginalbusiness to deliver face to facecultural awareness training to allstaff and at a Board level.March2025March2026March2027 Director andDeputyDirector6. Support andencourage theuse of AboriginallanguagesConsult with Elders regardingrespectful use of language, andobtaining permission to uselanguageAugust2025 Director,DeputyDirector andRAP GroupIncrease the understanding anduse of Kaurna language.August2025Director,DeputyDirector andRAP GroupInvestigate and consult on theuse, with permissions, of Kaurnalanguage in key organisationaloperations, for exampletranslation of ourAcknowledgment of Country inKaurna. December2025 Director andDeputyDirector13WORKING WOMEN’S CENTRE SA

Action DeliverableTimelineResponsibility7. Demonstraterespect toAboriginal peoplesby observingcultural protocolsIncrease staff's understandingof the purpose and significancebehind cultural protocols,including Welcome to Countryand Acknowledgement ofCountry protocols.EvaluateSeptember2025,2026 Director andDeputy DirectorDevelop, implement andcommunicate a culturalprotocol document, includingprotocols for Welcome toCountry and Acknowledgementof Country.April 2025Director andDeputy DirectorInvite a local Traditional Owneror Custodian to provide aWelcome to Country or otherappropriate cultural protocol atsignificant events each year.EvaluateSeptember2025,2026Director andDeputy DirectorInclude an Acknowledgementof Country or other appropriateprotocols at thecommencement of importantmeetings.EvaluateSeptember2025,2026Director, DeputyDirector,PrincipalLawyer,Education andAdvocacyManager, Board,Lawyers andOfficers14INNOVATE RECONCILIATION ACTION PLAN 2025-27

Action DeliverableTimelineResponsibility8. Build respectfor Aboriginalcultures andhistories byobserving andcelebratingNAIDOC Week. Encourage Leadership, RWGand other staff to participate inan external NAIDOC Weekevent/s such as the NAIDOCMarchJune –July 2025,2026 Director,DeputyDirector withRWG Review HR policies andprocedures to remove barriers tostaff participating in NAIDOCWeek.November2025Director andDeputyDirectorPromote and encourageparticipation in external NAIDOCevents to all staff.June 2025– July2025,2026Director,DeputyDirector withRWG The WWC SA is committed to attracting and retaining Aboriginal and TorresStrait Islander employment and representation across our organisationincluding in leadership, legal, education and advocacy teams. We recognisethat the opportunity to improve our approach in this area will bring extremelyvaluable knowledge and experience to our organisation. We are committed to supporting, promoting and partnering with Aboriginalleaders, organisations, businesses, representative bodies and communitygroups through the course of our day-to-day operations, our service delivery,and our broader social change work. Opportunities15Action DeliverableTimelineResponsibility9. Improveemploymentoutcomes byincreasingAboriginalrecruitment,retention andprofessionaldevelopment. Explore the creation of Aboriginalidentified Board member rolesand/or an Aboriginal and TorresStrait Islander Advisory panel.June 2025BoardWORKING WOMEN’S CENTRE SA

Action DeliverableTimelineResponsibilityReview onboarding proceduresto include a safe opportunity foremployees to identify theirAboriginal Language Group.September2025Deputy DirectorEngage with Aboriginalconsultant/s to advise on ourrecruitment, retention andprofessional developmentstrategy.June 2025Director andDeputy DirectorDevelop and implement anAboriginal recruitment,retention, cultural safety andprofessional development plan.April 2027 Director andDeputy DirectorAdvertise job vacancies toeffectively reach Aboriginalstakeholders, professionalnetworks and potentialcandidates.December2025,2026Director andDeputy DirectorReview HR and recruitmentprocedures and policies toremove barriers to Aboriginalparticipation in our workplace.September2025Director andDeputy DirectorImplement and review theorganisation’s Cultural Safetyfor Aboriginal Staff and ClientsPolicy.December2025Director andDeputy DirectorInclude cultural, ceremonialand bereavement leave forAboriginal employees in theorganisation’s EnterpriseAgreement.April 2027Director andDeputy Director16INNOVATE RECONCILIATION ACTION PLAN 2025-27

Action DeliverableTimelineResponsibility10. IncreaseAboriginal supplierdiversity tosupport improvedeconomic andsocial outcomes. Develop and implement anAboriginal procurement strategy.June 2025 Director andDeputyDirectorInvestigate membership of SouthAustralian Aboriginal BusinessRegister.June 2025 Director andDeputyDirectorDevelop and communicateopportunities for procurement ofgoods and services fromAboriginal businesses to staff.June 2025 Director andDeputyDirectorReview and update procurementpractices to remove barriers toprocuring goods and servicesfrom Aboriginal businesses.June 2025 Director andDeputyDirectorDevelop commercialrelationships with Aboriginalbusinesses.July 2025Director andDeputyDirector17WORKING WOMEN’S CENTRE SA

Action DeliverableTimelineResponsibility11. Establish andmaintain aneffective RAPWorking group(RWG) to drivegovernance of theRAP.Invite and maintain Aboriginalrepresentation on the RWG. ReviewMarch2027 Director andDeputy DirectorEstablish, apply and reviewTerms of Reference for theRWG.April 2025,2026 Director andDeputy Directorwith RWGMeet at least four times peryear to drive and monitor RAPimplementation.ReviewSeptember2025,2026Director andDeputy Directorwith RWG12. Provideappropriatesupport foreffectiveimplementation ofRAPcommitments.Define resource needs for RAPimplementation.May 2025,2026 Director andDeputy DirectorEngage our senior leaders andother staff in the delivery ofRAP commitments. April 2027 Director andDeputy Director18GovernanceINNOVATE RECONCILIATION ACTION PLAN 2025-27

Action DeliverableTimelineResponsibilityDefine and maintainappropriate systems to track,measure and report on RAPcommitments.April 2027Director andDeputyDirectorAppoint and maintain aninternal RAP Champion fromsenior management.April 2027Director andDeputyDirector13. Buildaccountability andtransparencythrough reportingRAPachievements,challenges andlearnings bothinternally andexternally.Contact ReconciliationAustralia to ensure that ourprimary and secondarycontacts are up to date toensure we are receivingimportant correspondence.April 2025Director andDeputyDirectorComplete and submit theAnnual RAP Impact Survey toReconciliation Australia. September2025, 2026Director andDeputyDirectorFollow up with ReconciliationAustralia if we have not yetreceived our unique reportinglink to participate in the RAPImpact Survey.September2025, 2026Director andDeputyDirectorReport RAP progress to allstaff and senior leaders. September2025, 2026Director andDeputyDirector19WORKING WOMEN’S CENTRE SA

Action DeliverableTimelineResponsibilityPublicly report at our AGMRAP achievements, challengesand learnings, annually.October2025,2026Director andDeputy DirectorInvestigate participating inReconciliation Australia’sbiennial Workplace RAPBarometer.May 2026Director andDeputy DirectorSubmit a traffic light report toreconciliation Australia at theconclusion of this RAP.March2027Director andDeputy Director14. Continue ourreconciliationjourney bydeveloping ournext RAP. Register via ReconciliationAustralia to begin developingour next RAP.December2026 Director andDeputy DirectorNikki Candy Director, WWC SA20wwcsa.org.au (08) 8410 6499 | Toll Free: 1800 652 697 Level 2, 81 Flinders Street, Adelaide, SA, 5000INNOVATE RECONCILIATION ACTION PLAN 2025-27

Artist: Iteka Ukarla Sanderson-Bromley