HealthShare NSW launches Aboriginal Workforce Strategy 2026–2030
Date published: 09 Jul 2026 Author: Olivia Down
The strategy lays out how we will grow, support and empower our Aboriginal and Torres Strait Islander employees.
HealthShare NSW has launched its Aboriginal Workforce Strategy 2026-2030, reaffirming our commitment to growing, supporting and empowering Aboriginal and Torres Strait Islander employees while strengthening culturally safe services across the state.
The strategy provides a clear roadmap for increasing Aboriginal workforce participation, supporting career development and leadership opportunities, and embedding cultural safety across the organisation.
The strategy is the fourth of its kind for HealthShare NSW and builds on more than a decade of work to create a stronger, more inclusive workforce that reflects the communities it serves.
A commitment to Aboriginal employment and development
The Aboriginal Workforce Strategy 2026–2030 focuses on attracting, retaining, developing and supporting Aboriginal employees at every stage of their career.
HealthShare NSW Chief Executive Wendy Hughes said the strategy demonstrates the organisation's commitment to creating culturally safe workplaces and contributing to improved outcomes for Aboriginal people.
‘Our commitment to Aboriginal employment and development reflects who we are and the culturally safe workplaces we strive to create,’ Ms Hughes said.
‘Our Aboriginal Workforce Strategy 2026-2030 reaffirms our commitment to growing our workforce, developing our people, embedding cultural safety and deepening engagement with communities across NSW.’
Building on a decade of progress
The strategy builds on significant achievements over the past 10 years, including increased Aboriginal workforce representation, expanded leadership programs and the establishment of the Aboriginal Talent Pool.
Director Aboriginal Strategy and Engagement Lana Kelly said the strategy continues HealthShare NSW's journey towards greater inclusion, representation and opportunity.
‘This strategy is a continuation of our journey, grounded in respect for culture, community and connection,’ Ms Kelly said.
‘We are strengthening pathways across recruitment, retention and career progression, while supporting Aboriginal employees to step into leadership and specialised roles across our organisation.’
Director People and Culture, Paul Gavel said the strategy will help build a workforce that reflects the communities it serves.
‘We have an important role to provide employment pathways, connection with community, and ensure Aboriginal perspectives shape the services we deliver. A workforce that reflects the diversity of the communities we serve strengthens our organisation and improves the services we deliver every day,’ Mr Gavel said.
Four key focus areas
The strategy is built around 4 key priorities:
- Attraction and recruitment: Creating culturally safe pathways and inclusive processes to attract Aboriginal talent.
- Retention and development: Supporting career growth, capability building and long-term success.
- Culture and connection: Embedding cultural safety and strengthening connection across the workforce.
- Transformation: Driving organisational change, accountability and increasing Aboriginal representation.
Together, these priorities aim to create an environment where Aboriginal employees feel supported and empowered, while helping us deliver culturally responsive services across the community.
Looking ahead
Aligned with the NSW Aboriginal Health Plan and Closing the Gap priorities, the strategy strengthens HealthShare NSW’s role in improving employment outcomes, strengthening partnerships and supporting Aboriginal self-determination.
Ms Kelly said the focus now is on delivering meaningful, measurable change.
‘This work is about creating a culturally safe environment where Aboriginal people can thrive, contribute meaningfully, and help shape a responsive and inclusive health system,’ she said.
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