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October 27, 2011
SGT Peter Lawrence
WOFF David White
LAC Derek North
SGT Kathryn Bourne
FLTLT Darren Cooper
Remuster to CISCON, ADG,
CLK, SUP, SDAP
Closing date: November 7
Remuster to ARMFITT
Closing date: November 9
Role: LHD positions
Closing date: December 9
For information on
how to apply, log on to
AIR Force is investigating ways to attract, increase
and retain the number of indigenous men and women
in the service and wants mentors to assist and support
them settle into service life.
Recognising that indigenous Australians were
under-represented in the service, CAF tasked
DGPERS-AF with increasing participation rates for
Aboriginal and Torres Strait Islander (ATSI) peoples.
DGPERS-AF initiated a new strategy, Our Place,
Our Skies, which will develop a range of initiatives,
aimed significantly at increasing the attraction, par-
ticipation and retention in the Air Force of indig-
enous peoples by 2015.
WGCDR Barb Wells, from the Directorate of
Workplace Flexibility and Diversity under DGPERS-
AF, said there would be a strong focus on opportuni-
ties to increase the skills and educational qualifica-
tions for ATSI peoples who seek Air Force careers.
She said DGPERS-AF recognised that while most
new starters in the military experience some degree
of culture shock, the effects are likely to be magni-
fied for those with different cultural origins.
"The commitment of some Aboriginal and Torres
Strait Islanders to serve may be challenged by the
need for a work-life balance borne from their unique
cultural heritage," WGCDR Wells said.
"The inherent obligations to family and commu-
nity may require a high level of understanding and
support, particularly during their early career stages."
She said one way of providing support was
"Mentors draw on their own experiences and
knowledge to provide relevant guidance and advice.
By generating trust and respect through open and
honest communication, good mentors can provide
strong and lasting guidance," she said.
"The results should lead to positive employment
experiences and outcomes for those being mentored,
and will also provide insight and understanding to
mentor, too. It's about relationships, where all parties
gain from the experience."
Mentors do not need to be indigenous; their pri-
mary role will be to provide support and offer profes-
"Guidance and support from management
can be crucial in supporting the role of mentors.
Furthermore, managers who are seen to be active-
ly supportive and respectful of indigenous culture
will influence the attitudes of other workers in the
organisation and thus encourage good peer support,"
WGCDR Wells said.
Any member interested in mentoring an indigenous
member, should email WGCDR Wells at barbara.wells@
MAKING FRIENDS: WGCDR Barb Wells, left, talks with another attendee at
a recent Aboriginal and Torres Strait Islanders conference in Canberra.
FOLLOWING the release of the
new Work Health and Safety Act,
a new learning program, the Work
Health and Safety (WHS): Your
Responsibility eLearning program is
available on Campus.
The program is designed to
inform Defence people about the Act
and its implications on Defence and
All Senior Executive Service and
star-ranked military officers will
need to complete the course and
commanders, managers and supervi-
sors are encouraged to complete it,
particularly if they may become duty
holders in the future.
The program was released before
Safety Day on October 26 to assist
groups and services who wanted
their people to become educated
about the new Act.
For Defence personnel without
DRN access, or the ability to log
on to Campus, a stand-alone ver-
sion program will be available by
To request a copy, email ohsc.
New e-learning program
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