Glossary

A business that:

(a) is at least 51 per cent Aboriginal and/or Torres Strait Islander-owned;

(b) undertakes commercial activity; and

(c) is verified by Kinaway and/or Supply Nation

Minimum requirements applied to all contracts regarding the percentage of hours on a project that should be worked by employees who self-identify as Aboriginal and/or Torres Strait Islander. It is a moving target based on total project hours worked to date.

A person who is:

a) employed and working as an apprentice (typically an apprenticeship is undertaken over a duration of three to four years)

b) has a National Training Contract with an employer that combines structured training with paid employment

c) is studying a competency-based course at Certificate III level (and above) in their chosen trade(s) consistent with their National Training Contract; and

e) are registered with the Victorian Registration and Qualification Authority (VRQA).

A business that is Commonwealth funded, and generally a not-for-profit entity operating in a commercial context, specifically to provide supportive employment opportunities to people with a moderate to severe disability.

It operates and has a business premises in Victoria. Australian Disability Enterprises are found online at BuyAbility

The practice of a non-Indigenous business entity or individual taking unfair advantage of an Indigenous business entity or individual for the purpose of gaining access to otherwise inaccessible Indigenous procurement policies or contracts.

The Building Equality Policy was introduced in 2022 to create training and employment opportunities for women through government procurement on building, infrastructure, civil engineering and any other capital works projects.

The BEP is comprised of three actions that seek to address the structural and cultural barriers women face:

• Meet   project-specific gender equality   targets
• Engage women as apprentices and trainees

Implement Gender Equality Action Plans (GEAPs) aimed at addressing skills shortages and enhancing gender diversity.

Cadetships combine formal tertiary study with practical work experience. There are many types of cadetships offered across different industries.

Cadets are:

1. enrolled in   Australian tertiary education institution.
2. in the early   stages of their professional career
3. generally   studying at an undergraduate level*
4. receiving on-the-job   structured learning opportunities as part of their employment

Examples of cadets include:

1. engineering   students working during university summer breaks.
2. law student   summer internship.
3. students   undertaking industry-based learning programs for undergraduate students   usually for 6 to 12 months of full-time work as part of their university   credits.
4. Career Seekers   and Career Trackers undergraduate student placements
5. Engineering   employment bridging programs for participants with an overseas engineering   qualification

* Australian qualified graduate participants are not considered cadets

Means the method adopted on MTIA projects to determine minimum participation requirements for Apprentices, Trainees and Cadets that will contribute towards the project’s Major Projects Skills Guarantee under the Local Jobs First Policy. Guidance may be found in the Local Jobs First Supplier Guidelines however MTIA contracts will detail the specific approach that suppliers must follow.

Kinaway Chamber of Commerce is the peak body representing certified Aboriginal and Torres Strait Islander business in Victoria

All projects $20m+ are required to provide a Local Industry Development Plan (LIDP)

A LIDP is a document prepared by the supplier which clearly identifies local content, job commitments, including opportunities for apprentices, trainees, cadets within the project.

The Local Jobs First Act is focused on promoting employment growth by expanding market opportunities for local industry and providing for industry development.

The Act enshrines the Victorian Industry Participation Policy (VIPP) and the Major Projects Skills Guarantee (MPSG) requirements in legislation – ensuring that Victorian businesses, workers, apprentices, trainees and cadets continue to benefit from Victorian government procurement.

The Policy underpinning the Local Job First Act comprises the Major Projects Skills Guarantee and the Victorian Industry Participation Policy

MPSG is an industry policy designed to ensure job opportunities are provided for apprentices, trainees and cadets (ATCs) on high-value Victorian Government construction projects.

MPSG requires that all construction projects valued at $20 million or more utilise Victorian registered apprentices, Victorian registered trainees or cadets for at least 10 per cent of the contract works’ total estimated labour hours.

VIPP is an industry development policy designed to ensure small and medium-sized enterprises are given full and fair opportunity to compete for Victorian government contracts.

VIPP supports local industry participation by embedding consideration of local industry capability and jobs into the tendering process for all projects that meet the policy thresholds and setting local content and other requirements on projects of strategic significance.

Victorian priority jobseeker means a person residing in Victoria, who is eligible to work and is either:

• long-term   unemployed or at risk of long-term unemployment
• a young   person

A person eligible to work means one of the following:

• Australian   citizen
• permanent   resident or temporary resident under Australia’s refugee and humanitarian   program who hold a visa with work entitlements.
• other groups   consistent with the current guidelines for Jobs Victoria Employment   Services

Long-term unemployed means the following:

• unemployed for   six months or more

At risk of long-term unemployment means all of the following:

• currently   unemployed or working less than 12 hours per week in casual, temporary, or   intermittent work.
• at risk of   long-term unemployment due to employment barriers

Young Person means all of the following:

• aged 15 to   24.
• unemployed or   working less than 12 hours in casual, temporary, or intermittent work.
• not in full time   study

Employment barriers refers to the following barriers to employment:

• not completing   secondary education
• low English   language proficiency
• low literacy   (reading/writing)
• personal   circumstances (e.g. experience of family violence, drug and alcohol   dependence, carer’s responsibilities)
• health   difficulties (including mental health or disability)
• criminal   record
• unstable housing   or homelessness

NOTE: MTIA contracts may have variations in the language and application of these definitions.

A business that meets one or more of the following criteria:

(a) A Victorian social enterprise;

(b) An Australian Disability Enterprise; or

(c) An Aboriginal business;

Businesses that:

1. are led by an   economic, social, cultural, or environmental mission consistent with a public   or community benefit;
2. derive a   substantial portion of their income from trade; and
3. reinvest the majority   of their profit/surplus in the fulfilment of their mission.

For the purposes of the Social Procurement Framework, organisations need to be certified by Social Traders, and operate and has a business premises in Victoria

Social procurement is when organisations use their buying power to generate economic, social and environmental benefits above and beyond the value of the goods, services, or construction procured.

Victoria’s Social Procurement Framework, which was established in 2018, aims to leverage government's significant buying power to drive increased value for money in all public procurement.

A non-profit organisation established to support the growth of the social enterprise sector. Administers the only social enterprise accreditation in Australia and maintains a database of all accredited social enterprises operating in Victoria.

Social impact is the result of actions, projects, or policies, affecting individuals, organizations, communities, or the environment. It can be positive or negative. It can also be intended or unintended.

Social and environmental wellbeing of people, communities or places. Can be expressed in monetary terms.

Member-based organisation that maintains a national database of verified Aboriginal and Torres Strait Islander businesses.

Trainees:

1. have entry-level   skills
2. are employed/engaged   as a trainee and working as a trainee
3. have a National   Training Contract with an employer that combines structured training with   paid employment
4. are undertaking a   competency-based course at a Certificate II level or above including Diploma   and Advanced Diploma consistent with their National Training   Contract
5. typically, are   employed as a ‘trainee’ for 12 to 24 months whilst they complete their entry   level training
6. are registered   with the Victorian Registration and Qualification Authority   (VRQA).

Examples of traineeships include trainees undertaking Cert II-IV in Business Administration, Accounting, Human Resources.

For clarity – a trainee does not include an employee/worker who:

1. has an   undergraduate degree or significant industry experience in the relevant   discipline field
2. is undertaking   professional development training (e.g., leadership, project management or   first aid training)

is a professional trainee

VMC is the whole of Victorian Government reporting portal for local jobs first and social procurement. All projects are required to report through the VMC.

Being of Aboriginal or Torres Strait Islander descent

Or

A person of Aboriginal or Torres Strait Islander descent who identifies as an Aboriginal or Torres Strait Islander and is accepted as such by the community in which he or she lives

The (often invisible) additional workload borne by Aboriginal and Torres Strait Islander people in the workplace, where they are either the only Indigenous person or one of a small number of Indigenous people

The right Aboriginal and Torres Strait Islander peoples have to take control and power over their own lives and affairs. This includes making decisions affecting their community and cultural practices, empowering them with freedom and dignity. Recognised as a human right by the United Nations, self-determination involves acknowledging and respecting Aboriginal and Torres Strait Islander peoples as First Nations with their own decision-making and knowledge systems.

Ableism is a form of discrimination or prejudice against individuals with disabilities, both visible and invisible. It involves the belief that people with disabilities are inferior to those without disabilities, or it can manifest as actions or policies that exclude, marginalize or discriminate against people with disabilities.

There are two official definitions of disability: one provided by the United Nations Convention on the Rights of Persons with Disabilities and another by the Disability Discrimination Act (DDA). Both definitions aim to prevent discrimination and clarify rights and responsibilities for all individuals.

Australia, as a signatory to the United Nations Convention on the Rights of Persons with Disabilities, defines disability as: Persons with disabilities include those who have long-term physical, mental, intellectual, or sensory impairments, which in interaction with various barriers may hinder their full and effective participation in society on an equal basis with others.

A set of policies and practices designed to increase opportunities for historically underrepresented or disadvantaged groups in education, employment, or other areas.

The act of supporting and advocating for members of marginalized groups, even if one does not belong to those groups. Allies work to promote equity and inclusion.

A preference or prejudice in favour of or against a person or group that is not based on rational or objective reasoning. Bias can be conscious (explicit) or unconscious (implicit).

The ability to interact effectively with people from different cultural backgrounds. It involves understanding and respecting cultural differences and adapting one's behaviour and communication style accordingly

A culturally safe workplace has a defined set of values and principles, and demonstrates behaviours, attitudes, policies, and structures that enable all workers to work effectively cross-culturally. In a culturally safe workplace all workers feel comfortable, supported and respected.

Being aware of and respectful toward the cultural differences and norms of others, while avoiding stereotypes or biases

Culturally and Linguistically Diverse is a term used to describe communities with diverse languages, ethnic backgrounds, nationalities, traditions, societal structures, and religions.

The presence of a wide range of human differences, including but not limited to: race, ethnicity, gender, age, sexual orientation, disability, religion, socioeconomic status and cultural backgrounds, within a group, organization or community

Equality refers to the principle of treating all individuals or groups with the same rights, opportunities, and considerations, regardless of their differences or characteristics.

The concept of fairness and justice in the distribution of resources, opportunities and benefits. It involves addressing historical and systemic disadvantages to ensure that everyone has an equal chance to succeed.

The practice of creating an environment in which all individuals feel valued, respected and included, regardless of their differences. It involves actively striving to ensure that all voices are heard, and all perspectives are considered.

Language that avoids exclusion or bias based on characteristics such as gender, race, or disability. It promotes respect and inclusivity.

Leadership that actively promotes diversity and inclusion within an organization. Inclusive leaders value and leverage the diverse perspectives and backgrounds of their team members.

The idea that individuals can experience multiple forms of discrimination or disadvantage simultaneously, often due to the intersection of their various identities (e.g., race, gender, sexuality or disability).

A microaffirmation is a small gesture of inclusion, caring or kindness. They include listening, providing comfort and support, being an ally and explicitly valuing the contributions and presence of all. It is particularly helpful for those with greater power or seniority to “model” affirming behaviour.

Subtle, often unintentional, verbal or non-verbal actions or comments that convey discriminatory or derogatory messages to individuals based on their race, gender or other attributes. Microaggressions can undermine an individual's sense of belonging and well-being.

An unearned, sustained advantage that comes from race, gender, sexuality, ability, socioeconomic status, age and other differences

A belief that racial differences produce or are associated with inherent superiority or inferiority. Racially based prejudice, discrimination, hostility or hatred. Institutionalized racism, also known as systemic racism, refers to forms of racism that are engrained in society or organisations. It is when entire racial groups are discriminated against, or consistently disadvantaged, by larger social systems, practices, choices, or policies.

A widely held but oversimplified and generalised belief or idea about a particular group of people. Stereotypes can be based on race, gender, religion or other characteristics and can lead to unfair assumptions

Practices and procedures implemented by institutions or their leaders that directly or indirectly cause psychological, emotional, economic, spiritual, physical or sexual harm to particular individuals or specific groups of people.

Implicit biases that affect decision-making and behaviour without conscious awareness. These biases can be mitigated through awareness and training.

A person whose gender identity corresponds with the sex the person had or was identified as having at birth. For example, a person identified as female at birth who identifies as a woman can be said to be a cis-gender woman

A way of identifying and/or expressing oneself outside the binary gender categories of male/masculine and female/feminine.

An acronym representing a range of sexual orientations and gender identities.

Words to refer to a person after initially using their name. Gendered pronouns include she and he, her, and him, hers and his, and herself and himself.

"Preferred gender pronouns" (or PGPs) are the pronouns that people ask others to use in reference to themselves. They may be plural gender-neutral pronouns such as they, them, their(s). Or they may be ze (rather than she or he) or hir (rather 3 than her(s) and him/his). Some people state their pronoun preferences as a form of allyship.

An umbrella term used by people who wish to describe themselves as neither heterosexual nor cisgender.

An umbrella term used to describe a person whose gender identity is something other than their Sex Assigned at Birth (SAAB). The SAAB is a person’s first association with gender, typically based on physical sex characteristics.