City of Stirling - Reconciliation Action Plan

by City of Stirling
The City of Stirling is a local government area in the northern suburbs of Perth, Western Australia. It is the largest local government by population in WA and the 17th largest in Australia. The City of Stirling employs approximately 890 full time equivalent staff.

The City of Stirling adopted its first Reconciliation Action Plan (RAP) in 2010 and began implementing its third RAP in 2021. The plan is comprised of transparent and accountable deliverables to recognise the rich history and culture of First Nations People and improve outcomes for Aboriginal and Torres Strait Islander communities.

The City is committed to maintaining mature strategies, strong approaches, and long-term plans, so reconciliation can be embedded across the whole organisation to become ‘business as usual.’

The RAP contains initiatives to ensure Aboriginal and Torres Strait Islander peoples are given every opportunity to thrive and the City recognises the contribution of Aboriginal and Torres Strait Islander peoples to community and in the workplace.

Initiatives delivered under the Reconciliation Action Plan include:


  • The appointment of a dedicated 50D Aboriginal Engagement Officer and 50D Aboriginal Youth Development Officer to drive plan implementation and be the first point of contact for all employees on matters of Aboriginal engagement
  • Cultural Training for employees: Delivered multiple times per year the training provides employees with an opportunity to increase their knowledge of Aboriginal history and culture and recognise that a greater understanding can contribute to improved outcomes in the workplace and community
  • Cultural Immersion Tours for employees: Approximately 60 employees have participated in these tours, visiting culturally significant sites for Aboriginal people across the Southwest of WA. The tours focus on respectful truth-telling and follows the journey of Governor Stirling before he committed the Binjareb Massacre. It aims to improve understanding of the history and ongoing impact of colonisation
  • Adoption of a ‘Recognition of Traditional Owners Management Practice’ that guides employees on the implementation of cultural protocols including Welcome to County and Acknowledgement of Country
  • Development of an Acknowledgement of Country film that can be used by all employees at times where a Welcome to Country is not required
  • An Acknowledgement of Country in Nyoongar language and in English on the E-signature of all employees
  • Programs to increase Aboriginal and Torres Strait Islander employment opportunities within the organisation and externally
  • Development of a framework to increase the City’s engagement with Aboriginal and Torres Strait Islander suppliers
  • The creation of four Reconciliation Action Plan subgroups, comprised of a range of staff, Aboriginal Elders and community members. The subgroups enable a process for two-way information sharing on plan activities to ensure they are culturally informed and appropriate
  • The naming of City facilities and public spaces in Nyoongar language through a collaborative process with Aboriginal Elders and community members.


More information is available at: