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Reconciliation Action Plan (RAP)

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Circuit Recruitment Group Pty Ltd

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1. Executive Summary

Circuit Recruitment Group acknowledges the Traditional Owners of the lands on which we operate across Australia and pays respect to Elders past and present. We recognise Aboriginal and Torres Strait Islander peoples as the First Nations of this country and are committed to contributing to a more equitable and inclusive future.

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As a specialist technology recruitment and workforce solutions provider, Circuit Recruitment understands the critical role we play in influencing hiring practices, workforce composition, and inclusive employment outcomes. This Reconciliation Action Plan (RAP) outlines our commitment to embedding reconciliation principles into our operations, partnerships, and service delivery.

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This RAP represents a structured and measurable approach to:

  • Strengthening relationships with Aboriginal and Torres Strait Islander communities

  • Increasing cultural awareness and respect within our organisation

  • Creating meaningful employment and economic opportunities

  • Embedding accountability and governance frameworks

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2. About Circuit Recruitment

Circuit Recruitment is a Melbourne-based specialist recruitment and workforce solutions firm focused on technology, digital, and project services talent. We partner with leading organisations across Australia to deliver high-quality hiring outcomes across permanent, contract, and consulting engagements.

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Our influence extends across:

  • Enterprise organisations

  • Government and public sector bodies

  • High-growth technology businesses

 

Given our position in the talent ecosystem, we recognise our responsibility to promote inclusive hiring practices and actively support diversity, equity, and inclusion across the technology workforce.

 

3. Vision for Reconciliation

Circuit Recruitment’s vision for reconciliation is to contribute to a fair and inclusive workforce where Aboriginal and Torres Strait Islander peoples have equitable access to employment, career progression, and economic participation—particularly within the technology and professional services sectors.

We aim to:

  • Be a trusted partner to organisations seeking to improve Indigenous employment outcomes

  • Actively remove barriers within recruitment processes

  • Promote culturally safe and inclusive workplaces

  • Support long-term, sustainable employment pathways

 

4. RAP Framework

This RAP is structured across four key pillars:

4.1 Relationships

Building strong, respectful relationships with Aboriginal and Torres Strait Islander stakeholders.

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4.2 Respect

Embedding cultural awareness and recognition within our organisation.

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4.3 Opportunities

Creating employment, training, and supplier opportunities.

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4.4 Governance

Ensuring accountability, transparency, and continuous improvement.

 

5. Relationships

Objective

To build meaningful and sustainable relationships with Aboriginal and Torres Strait Islander communities, organisations, and stakeholders.

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Commitments

  • Develop partnerships with Indigenous employment organisations, networks, and community groups

  • Engage with clients to promote inclusive hiring practices and Indigenous representation

  • Participate in Indigenous-focused industry events and forums

  • Collaborate with clients on initiatives that support Indigenous recruitment outcomes

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Actions

  • Identify and engage at least two Indigenous employment or community organisations within 12 months

  • Introduce Indigenous hiring discussions into client briefings and workforce planning conversations

  • Support and attend events such as NAIDOC Week and National Reconciliation Week

 

6. Respect

Objective

To foster a culturally aware and respectful workplace environment.

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Commitments

  • Promote understanding of Aboriginal and Torres Strait Islander cultures, histories, and contributions

  • Ensure cultural respect is embedded in internal practices and external engagements

  • Recognise significant cultural dates and events

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Actions

  • Provide cultural awareness training to all employees

  • Include Acknowledgement of Country in internal and external meetings where appropriate

  • Celebrate key dates including:

    • National Reconciliation Week

    • NAIDOC Week

  • Review internal communications to ensure culturally appropriate language

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7. Opportunities

Objective

To create meaningful employment and economic opportunities for Aboriginal and Torres Strait Islander peoples.

 

Commitments

  • Actively support Indigenous candidates through recruitment processes

  • Work with clients to identify and promote Indigenous hiring opportunities

  • Encourage supplier diversity

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Actions

  • Include Indigenous candidate representation in talent pipelines where possible

  • Partner with clients to support Indigenous hiring targets or initiatives

  • Explore engagement with Indigenous-owned suppliers and service providers

  • Provide tailored support to Indigenous candidates, including:

    • CV preparation

    • Interview coaching

    • Career guidance

 

8. Governance

Objective

To ensure accountability, transparency, and continuous improvement in RAP delivery.

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Commitments

  • Establish internal ownership and accountability for RAP initiatives

  • Track progress against commitments

  • Report outcomes to stakeholders

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Actions

  • Appoint a RAP Champion within the leadership team

  • Review RAP progress annually

  • Incorporate RAP commitments into broader Diversity & Inclusion strategy

  • Seek feedback from Indigenous stakeholders to inform ongoing improvements

 

9. Measurement & Reporting

Circuit Recruitment will measure success through:

  • Number of Indigenous partnerships established

  • Participation in cultural awareness initiatives

  • Inclusion of Indigenous candidates in recruitment processes

  • Engagement with Indigenous suppliers

  • Client engagement on Indigenous hiring initiatives

 

Progress will be reviewed annually and updated as part of continuous improvement.

 

10. Implementation Timeline

Short-term (0–6 months):

  • Appoint RAP Champion

  • Initiate cultural awareness training

  • Begin engagement with Indigenous organisations

 

Medium-term (6–12 months):

  • Embed Indigenous hiring conversations into client engagements

  • Participate in key cultural events

  • Establish supplier diversity pathways

 

Long-term (12+ months):

  • Expand partnerships

  • Track and report measurable outcomes

  • Refine RAP based on feedback and impact

 

11. Commitment Statement

Circuit Recruitment is committed to embedding reconciliation into our business practices and using our position within the recruitment industry to drive meaningful change.

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We recognise that reconciliation is an ongoing journey and commit to continuous learning, improvement, and accountability in delivering outcomes that support Aboriginal and Torres Strait Islander peoples.

Circuit.

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