Recruitment

Across the Transport cluster we are committed to celebrating Aboriginal culture and creating an inclusive and proud environment. Increasing the representation of Aboriginal leaders and staff means that we can better reflect our diverse customers and the communities which we serve. This will help us develop a culture that is more customer-focused, innovative and attractive to talent and diverse staff.

Some job application processes may disadvantage certain people. Managers should identify barriers and adjust the way recruitment is done to remove these to assist candidates. Ways that managers can target their recruitment include:

  • targeting a role by advertising that the role is only open to people from a particular group
  • reserving one or more roles for applications from a target group, particularly where more than one role is advertised
  • sourcing candidates from specialised providers.

For more information, support or guidance on Aboriginal employment, refer to Recruiting for diversity - A manager's guide padlock and/or your agency's specific Aboriginal employment or engagement units.


The Aboriginal Engagement team is responsible for developing and implementing employment and retention strategies specifically targeted for Aboriginal people.

Refer to the Aboriginal employment Intranet page padlock for more information or email Aboriginal.Jobs@rms.nsw.gov.au.

Diversity and Inclusion Plan 2020 (PDF, 3.94MB) padlock

For advice and guidance on recruitment email Mark_Cox@sta.nsw.gov.au.

The Aboriginal Employment Unit was officially formed in September 2017. The primary role of the Aboriginal Employment Unit is to partner with relevant business stakeholders to drive Aboriginal employment and representation within Sydney Trains and NSW TrainLink, in accordance with the Premier’s key priority agenda and Sydney Trains' diversity and inclusion strategy.

Refer to the Aboriginal Employment Unit Intranet page padlock for more information or email STAboriginalUnit@transport.nsw.gov.au.

For advice and guidance on recruitment email Samantha.Cummins@transport.nsw.gov.au.

Refer to the following guides for more information and advice on recruitment:

Diversity and Inclusion Plan 2014 – 2019 (PDF, 1.25MB) padlock
Diversity and Inclusion story board (PDF, 384KB) padlock
Recruitment for Diversity (PDF, 114KB) padlock

Hiring managers can use Aboriginal employment providers to increase diversity outcomes of our recruitment process.


Refer to the following guides for more information and advice on recruitment:

Aboriginal workforce - NSW Public Service Commission

Across the Transport cluster we are committed to celebrating Aboriginal culture and creating an inclusive and proud environment. Increasing the representation of Aboriginal leaders and staff means that we can better reflect our diverse customers and the communities which we serve. This will help us develop a culture that is more customer-focused, innovative and attractive to talent and diverse staff.

Some job application processes may disadvantage certain people. Managers should identify barriers and adjust the way recruitment is done to remove these to assist candidates. Ways that managers can target their recruitment include:

  • targeting a role by advertising that the role is only open to people from a particular group
  • reserving one or more roles for applications from a target group, particularly where more than one role is advertised
  • sourcing candidates from specialised providers.

For more information, support or guidance on Aboriginal employment, refer to Recruiting for diversity - A manager's guide padlock and/or your agency's specific Aboriginal employment or engagement units.


The Aboriginal Engagement team is responsible for developing and implementing employment and retention strategies specifically targeted for Aboriginal people.

Refer to the Aboriginal employment Intranet page padlock for more information or email Aboriginal.Jobs@rms.nsw.gov.au.

Diversity and Inclusion Plan 2020 (PDF, 3.94MB) padlock

For advice and guidance on recruitment email Mark_Cox@sta.nsw.gov.au.

The Aboriginal Employment Unit was officially formed in September 2017. The primary role of the Aboriginal Employment Unit is to partner with relevant business stakeholders to drive Aboriginal employment and representation within Sydney Trains and NSW TrainLink, in accordance with the Premier’s key priority agenda and Sydney Trains' diversity and inclusion strategy.

Refer to the Aboriginal Employment Unit Intranet page padlock for more information or email STAboriginalUnit@transport.nsw.gov.au.

For advice and guidance on recruitment email Samantha.Cummins@transport.nsw.gov.au.

Refer to the following guides for more information and advice on recruitment:

Diversity and Inclusion Plan 2014 – 2019 (PDF, 1.25MB) padlock
Diversity and Inclusion story board (PDF, 384KB) padlock
Recruitment for Diversity (PDF, 114KB) padlock

Hiring managers can use Aboriginal employment providers to increase diversity outcomes of our recruitment process.


Refer to the following guides for more information and advice on recruitment:

Aboriginal workforce - NSW Public Service Commission

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Page last updated: 25 May 2018, 14:48