Temporary Vacancies Register – Aboriginal Empowerment Branch (Unit)

  • Casual
  • Part Time

Website Department of Mines, Industry Regulation and Safety

About this Job

Department of Mines, Industry Regulation and Safety (DMIRS) is committed to increasing employment opportunities for Aboriginal and Torres Strait Islander peoples. As a measure to achieve equality, Section 51 of the Equal Opportunity Act 1984 (WA) will apply to these positions, Aboriginal and Torres Strait Islander candidates who meet the selection criteria for these roles will be prioritised for appointment.

Opportunities within Aboriginal Empowerment Division at DMIRS

We often have short term vacancies and regularly need people to work on projects with funding for a finite period or to meet the short term needs of a branch when workload is high.

Our opportunities may be in a wide range of roles from administration, stakeholder engagement, training and development, procurement, and policy review. Work locations vary; vacancies are mainly based in Perth but there may also be opportunities in our regional offices in Geraldton, Kalgoorlie, Karratha and Broome.

What does the Aboriginal Empowerment Unit do?

The Aboriginal Empowerment Unit (AEU) is a newly created branch in the Resource and Environmental Regulation (RER) Group, established to coordinate and deliver what is known as the DMIRS Aboriginal Empowerment Initiative (AEI). The AEU aims to empower Aboriginal communities, enhance cultural responsiveness, and promote economic growth through a comprehensive and inclusive approach.

AEU also strives to align government services and systems with Aboriginal culture, ensuring policies and practices are culturally appropriate and relevant. Additionally, our area focuses on building the cultural competence of the DMIRS workforce, creating a respectful and inclusive work environment, and providing advanced cultural training for officers working with Aboriginal communities. We work collaboratively with various stakeholders within DMIRS to provide a cultural lens perspective across the entire department in alignment with the principles and objectives of the AEI.

Furthermore, AEU seeks to expand economic opportunities by supporting the procurement of Aboriginal goods and services and actively engaging with the broader Aboriginal business community.

To learn more about the Department and what we have to offer, please visit our website, and to keep up to date on activities, you can follow us on LinkedIn.

The possible opportunities

We currently have a (4) main areas or work, with a mixed variety of potential opportunities for you to register your interest.

Economic Development

This area involves supporting the development and implementation of the Aboriginal Procurement Policy and Framework at DMIRS. This includes building relationships and maintaining ongoing engagement with the Aboriginal Business community. Furthermore, it is crucial to ensure that procurement processes are culturally responsive and use appropriate approaches when dealing with Aboriginal businesses. Additionally, conducting stakeholder and cultural mapping of Aboriginal businesses is a key aspect of the role.


This area involves overseeing the development of the DMIRS Aboriginal Engagement Framework and Strategy. This includes creating a resource focused on best practices in engagement between Aboriginal People and the industry. Additionally, the role aims to enhance information access for Aboriginal People and facilitate data sharing initiatives. Furthermore, it entails conducting stakeholder and cultural mapping for key Aboriginal stakeholders who are impacted by or engage with DMIRS.


The role involves coordinating reviews of policy, practice, and administration within DMIRS to align them with the principles and objectives of the AEI. Additionally, it requires ensuring that DMIRS is well-coordinated and adequately resourced to support reforms led by other agencies.

Cultural Responsiveness

This area involves spearheading the development and implementation of a Cultural Responsiveness Framework. It also involves enhancing cultural training for DMIRS officers when they travel to Aboriginal communities and out on Country. Collaboration with the Aboriginal Strategy team to create, implement, and review the Aboriginal Development Program is another key responsibility. Additionally, conducting stakeholder and cultural mapping of providers to facilitate the implementation of the Cultural Responsiveness Framework is a critical aspect of this role.

How to apply?

To express your interest for short term job opportunities within the Aboriginal Empowerment Branch, visit the Temporary Vacancies Register – Aboriginal Empowerment Unit.

To register your interest, complete the online application form and attach your resume.

Your resume should include:

  • the basics – full name, address, phone and email address;
  • an overview of your skills and experience;
  • a list of your work history, tell us who you worked for and when;
  • a list of your education history and qualifications, provide when and where you undertook training and with who; and
  • the names and contact details of two referees, people who can speak to your experience.

Once you’ve got this ready enter your email address below and click ‘Register’.

After lodging your application, you may be contacted to attend an interview if a suitable vacancy becomes available. Your details will stay on our temporary register for three (3) months, after which time, you will need to reapply.

If you are interested in longer term employment, visit our current vacancies.

To apply for this job please visit search.jobs.wa.gov.au.