Why Choose Us

At Chandler Macleod, we understand the importance of tailored approaches, especially when it comes to sourcing top talent for the Federal Government . Our Federal Government team has a combined experience in staffing services of more than 250 years, with more than half of that tenured within Chandler Macleod. Central to our success is the BestFit™ formula, a time-tested method that ensures more accurate sourcing decisions and improved retention rates. Each BestFit™ assignment begins with a comprehensive job evaluation, encompassing thorough analyses of the business unit, the role, and the ideal candidate profile as well as the role's requirements, core competencies, and key selection criteria with utmost clarity. Our expertise extends across a spectrum of Government professions, ranging from accounting and finance to policy and legal matters. Whether you're seeking seasoned professionals or nurturing entry-level or graduate talent, our specialist recruiters are equipped to cater to your unique staffing requirements. Let's meet the people who make our Government team the best in the recruitment industry.

Australia is a beautiful country. A land of culturally diverse communities and opportunities for a wonderful life. Sadly however, despite being the home of the oldest continuous culture on earth, our history is marred by dispossession and exclusion, mistreatment, and oppression of Aboriginal and Torres Strait Islander peoples- the Traditional Owners of Australia. This historic mistreatment has created systemic barriers that have long hindered the socio-economic empowerment of Aboriginal and Torres Strait Islander peoples, with the ability to find and maintain meaningful and sustainable employment proving to be an ongoing battle. Let’s investigate the challenges faced by Aboriginal and Torres Strait Islander jobseekers, as well as actionable solutions that businesses can implement to foster inclusion, empowerment, and self-determination. Intergenerational Trauma During the mid-1800s to the 1970s many Aboriginal and Torres Strait Islander people were forcibly removed in what is now known as the Stolen Generations, survivors were never given access to resources to be able to heal from this trauma as a result of not being able to heal this trauma has now been passed on to many more generations and created intergenerational trauma amongst families, those that are suffering Intergenerational trauma are likely to live in a state of distress, which can lead to a range of negative outcomes for themselves and their descendants. Their children may experience difficulties with attachment, disconnection from their extended families and culture and high levels of stress from family and community members who are dealing with the impacts of trauma. This can create developmental issues for children, who are particularly susceptible to distress at a young age. This creates a cycle of trauma, where the impact is passed from one generation to the next. In Australia, intergenerational trauma predominantly affects the children, grandchildren, and future generations of the Stolen Generations. Stolen Generations survivors might also pass on the impacts of institutionalisation, finding it difficult to know how to nurture their children because they were denied the opportunity to be nurtured themselves. Cultural Barriers Central to the Aboriginal and Torres Strait Islander experience and way of life is a profound connection to culture and land. However, navigating the modern job market often demands a delicate balance between cultural responsibilities and professional requirements. Discrimination and stereotypes further compound these challenges, creating a hostile environment in many workplaces. Our basic concept of time and date is a white structure. In Aboriginal and Torres Strait Islander culture, time is cyclical, rather than sequential. It’s flexible and shifts according to people’s needs and what is happening on the earth. For centuries Aboriginal and Torres Strait islander peoples have been expected to adapt to the colonised way of life that is out of sync with their very core of being. Educational Disparities Education serves as a gateway to opportunity, yet Aboriginal and Torres Strat Islander Communities face significant disadvantages in access to quality education, particularly in remote and rural areas. The lack of cultural relevance in the curriculum exacerbates these disparities, impacting skill development and subsequently limiting employment prospects. Socio-Economic Factors Poverty and unemployment rates disproportionately affect Aboriginal and Torres Strait Islander Communities, creating a cycle of disadvantage. Limited access to resources and support networks further impedes efforts to break free from this cycle, further upholding systemic inequalities. It is estimated that 14-18% of Aboriginal and Torres Strait Islander births are not registered with Registry of Births, Deaths and Marriages meaning that these babies, and by assumption, their families, cannot access Government assistance such as Medicare and Centrelink family payments. No birth certificate also means they are unable to register for a bank account, register for schooling, or prove their identity to obtain employment. Institutional Challenges The institutional landscape often fails to adequately address the unique needs of Aboriginal and Torres Strait Islander job seekers. From culturally insensitive employment services to a lack of representation in decision-making roles, systemic barriers persist despite well-intentioned efforts. Remote and Rural Employment Remote areas face distinct challenges, with limited job opportunities and infrastructure constraints hindering economic participation. Relocation poses further hurdles, often requiring individuals to navigate unfamiliar environments while preserving their cultural identity. Living and working on Country is of the utmost importance to many Aboriginal and Torres Strait Islander peoples and it is not always as simple as up and moving to a new town or new home, there are a myriad of cultural practices that need to be considered to ensure Aboriginal and Torres Strait Islander employees feel connected to their culture regardless of where they live and work ideas could be including a Welcome to Country from the Traditional Owner group on the land/s that they will be working on. Solutions and Strategies Addressing these challenges requires an open-minded, and multi-faceted approach. Culturally sensitive employment services, collaboration between stakeholders, mentorship programs, and policy reforms are essential steps towards fostering inclusivity and empowerment. A key element to remember is that as non- Aboriginal and Torres Strait Islander people, it is not our place to say what’s right. It is our duty to seek guidance and input from Aboriginal and Torres Strait Islander leaders, to educate ourselves, and to be prepared to not be a part of the decision making. Our role is to support self-determination for Aboriginal and Torres Strait Islander peoples, to foster and cultivate inclusion, and to encourage and support change. How is Chandler Macleod supporting Aboriginal and Torres Strait Islander job seekers? Despite the obstacles, numerous individuals and organisations are leading by example, implementing innovative solutions, and driving positive change within Aboriginal and Torres Strait Islander Communities. These success stories serve as beacons of hope, demonstrating the potential for meaningful transformation. Our Reconciliation Action Plan sets a path for our company to actively contribute to the cause of Reconciliation. The development and endorsement of our plan involved firm commitment from our leaders and valuable input from all levels and departments within our organisation. Our objective is to increase opportunities, foster connections, and strive for a future that is characterised by equality and integrity. As a leader in employment services, we know the benefits having a diverse workforce offers. By cultivating our Aboriginal and Torres Strait Islander workforce we can benefit from new perspectives, we increase our connections with our community, and we become change-makers contributing to our nation's evolving identity. Talk to our team about cultivating an inclusive workplace for Aboriginal and Torres Strait Islander employees or partnering in our Solid Start career pathways.

The unique geography and climate we have in Australia leaves us at particular risk for the impacts of climate change. From the scorching heatwaves we’ve been experiencing in recent years, to the bushfires and floods that appear to occur constantly and somehow, simultaneously, these challenges pose specific risks to workers and businesses across a variety of industries . Let’s look at the specific occupational hazards exacerbated by climate change in Australia and explore potential strategies for safeguarding employee health and wellbeing. Ultraviolet Radiation Australians grow up with the importance of being sun aware with the ‘slip slop slap wrap’ campaign providing the theme song to our childhoods, and ‘no hat no play’ defining our playground social status. But we also have a hugely diverse workforce that may not be aware of the true impact of the sun, as well as those who have become lax in their commitment to sun safety when it stopped impacting their fun time. The reality of Australia is that our risk of skin cancer and eye damage due to high levels of UV rays is higher than average due to our proximity to the hole in the ozone layer and is of particular concern to those working outdoors. Encouraging sun safety in employees should be a priority for businesses including providing protective clothing with full length pants, long sleeves, wide brimmed hats (add a neck flap for extra sun protection) and sunglasses, as well as easy access to sunscreen and time out of the sun. Working in Extreme Heat Summer in Australia is an experience of its own. The extreme, and ongoing, heatwaves we experience pose serious health risks to a range of workers, particularly those working outdoors or doing physical labour without airconditioned facilities. The rising temperatures, combined with the need to wear long clothing for protective purposes, exacerbate the likelihood of dehydration and heatstroke. For businesses to fully commit to the health and safety of their workforce, it is essential to implement and review basic heat safety protocols. Providing frequent breaks, ensuring access to shaded areas and water are just some of the simple ways in which employers can support their workforces and ensure their safety through the changing climate. Bushfires and Smoke Pollution Climate change and extreme weather has seen our bushfire seasons grow in severity and devastation, leading to extremely hazardous air conditions from smoke pollution spreading hundreds of kilometres from the fire’s location. First responders are at a huge risk and should be equipped with respiratory protection and regular air quality monitoring but looking out for employees also means considering those who are living and working in areas with high air pollution, out of the line of fires. People with asthma and other respiratory conditions are particularly at-risk during bushfire seasons, but the poor air quality can trigger illness in otherwise healthy people. Businesses can consider offering alternative working arrangements during these periods, if possible. Working from home can reduce the need to be outside in poor air quality, while ensuring your business’ HVAC systems are working properly and efficiently ensures the wellbeing of your employees in the workplace. Floods, Storms, and Other Extreme Weather 2022 saw Australia affected by record-breaking rain and floods for large parts of Eastern Australia, caused by climate change resulting in extensive devastation for the Australian people and the economy. Since then, it only appears to be getting worse. Extreme storms and flash flooding pose risks to everyone and while many local governments encourage residents to have emergency plans in place for their homes, the same should be said for all businesses. Conduct risk assessments, have emergency preparedness plans in place, and provide education, training, and resources to your employees on safe work practices during adverse weather conditions. Considering even the most unlikely of situations that can occur in a matter of moments can go a long way to ensuring the safety of your employees. As Australia continues to realise the escalating and ongoing effects of climate change, it’s important for businesses and employers to adapt and revise their specific workplace risks posed by the changing weather patterns. Beyond the major risks we have highlighted above, there are other considerations that need to be considered such as diseases like Ross River virus and dengue fever, transmitted by mosquitoes who thrive in the hot and wet climates, and chemical spills and leaks because of storms. By being proactive and implementing safety measures tailored to the unique needs of the Australian landscape, we can create safer and more resilient workplaces for workers in all industries. We are all Safety Leaders At Chandler Macleod, safety underpins everything that we do. Our suite of safety services can help you plan, source, assess, develop and manage for best Workplace Health & Safety. Recognising that an effective safety strategy should transcend legal compliance issues, we have proudly produced safety initiatives for some of the country’s most iconic organisations. Safety is more than just ticking boxes; it should capture the hearts and minds of the employees that must live it, every single day. Talk to our team about how we can help you look after your most valuable resource- your people or visit our website for more information on our compliance and safety measures.