How do we honour the past while building a better future? What bridges do we still need to cross, together, to create lasting change?
Reconciliation Week 2025 is approaching at the end of May, and this year the theme is all about looking ahead.
‘Bridging Now to Next’ “calls on all Australians to step forward together, to look ahead and continue the push forward as past lessons guide us.” It’s an opportunity for all of us to consider our role in shaping the communities we want to be a part of – and our workplaces are no exception here.
Ahead of Reconciliation Week, we caught up with First Nations leaders from our Endorsed Employers to learn more about their experiences, how their workplaces are stepping up for change and what this will continue to look like in the years ahead.
The role of reconciliation in our workplaces
Reconciliation is not just a national journey: it’s something we live out daily in our workplaces. Creating environments that acknowledge the past, respect diverse histories and cultures, and commit to meaningful action, we help build stronger, more inclusive futures for everyone.
Kristen Hodge is the Manager of Indigenous Partnerships at Powerlink Queensland. She is a proud Wiradjuri woman and also the President of the Indigenous Lawyers Association of Queensland. Speaking about her role with Powerlink and the importance of reconciliation in action, she shares she’s excited to be part of their ongoing journey:
“Powerlink has a strong Reconciliation Action Plan and is actively implementing new policies and procedures that align with its commitments in that plan. Powerlink’s commitment to the training of their staff has been impactful, and as a result, I feel able to do my job to the best of my ability.”
She adds that reconciliation isn’t just about having a ‘plan’, it’s about how that plan feeds into action and aids policies that support teams and individuals in tangible ways. She offers an example about the role of flexible working and regional connections:
“The flexibility to work from different locations with ease, hot desking and meeting new colleagues in different divisions has enhanced opportunities for collaboration. Powerlink makes sure to include regional staff regularly in in-person events, which has been a pleasure.”
Powerlink Queensland is creating a workplace where all employees can feel seen, valued and supported.
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Christina Coleman is the First Nations Talent Attraction and Acquisition Manager at EY Australia. A proud Wiradjuri/Murrawarri woman who now resides on Gubbi Gubbi Country (Sunshine Coast, QLD), Christina has experienced firsthand the impact that initiatives focused on reconciliation and supporting First Nations employees can have. She plays a leading role at EY in ensuring their recruitment strategies consider the complete context for First Nations employees:
“I am so proud of the work we have done in creating and implementing EY Australia’s recently launched First Nations Recruitment Strategy. Importantly, our focus is on getting the basics right first and, in doing so, creating strong foundations from which to grow. We aim to set up our Indigenous candidates for success and ensure that hiring teams have additional context and an understanding of cultural differences that may or may not be at play throughout the recruitment process.”
For Christina, this is all about working together to address gaps, find proactive solutions, and celebrate success. Recruitment is a crucial touchpoint for all employers, and it’s vital that First Nations perspectives are considered in this context. She explains:
“By working closely with our candidates, recruiters, and hiring teams, we have been tending to the recruitment landscape, planting strong roots, learning, listening, and creating a rich space for each individual to grow. By removing barriers in the process and embedding culturally informed changes, we create an environment where everyone can thrive and belong. This sustained and genuine commitment allows us to contribute to Reconciliation and Closing the Gap. We have some incredible Indigenous people within EY Oceania and incredibly strong allies, and by working together, we truly can make a difference.”
Reconciliation in action: Going beyond the surface
There are many ways employers can support First Nations employees and turn plans into actions. Kristen shares that one of the things she’s most grateful for is how Powerlink supports progressive initiatives that go beyond the surface and into the deeper connections with community:
“I am grateful for Powerlink and my General Manager’s support in developing the Indigenous Partnership team and implementing policies and procedures that are progressive in nature, going above and beyond general compliance. Powerlink’s desire to leave a legacy in the community has been a motivator in my leadership position. ”
For Christina, going beyond the surface means having the conversations that need to be had – even the tough ones. She acknowledges that this has been done in psychologically safe ways, and that’s something EY has supported her to do:
“My job is to create culturally safe touchpoints for our recruiters and hiring managers. I work with the team to ensure they understand the nuances of Indigenous culture and why it’s important to approach recruitment with a high-context, culturally sensitive lens. We run sessions called ‘You Can’t Ask That’ because we know people want to ask these questions, but they’re too polite or worried about being politically incorrect. These conversations are necessary, and I’m here to make sure they happen in a safe, respectful way.”
EY Australia celebrates diversity of thought from all employees and recognises the integral opportunities this brings to their teams.
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For many employees, real progress in reconciliation comes from more than formal training — it’s built through genuine opportunities to learn directly from senior leaders and community members.
These connections create safe spaces for conversation, deeper understanding, and collaboration on the complex challenges that can arise when working on traditional lands. This has been pivotal for Kirsten:
“The learning and training opportunities available to me have been invaluable. Powerlink has also established an Interim First Nations Leadership Group, which allows me to have a yarning circle to work through with senior experienced Aboriginal and Torres Strait Islander people some of the more complex issues facing Powerlink’s works on traditional country.”
Referring to EY’s Recruitment Strategy, Christina also shares how this extends beyond initial attraction deep into the business, ensuring that First Nations candidates continue receiving the support and opportunities they need to succeed.
“We have decision trees where managers can assess where they stand in terms of cultural understanding at the beginning of the program and see measurable outcomes by the end. It’s not just about hiring Indigenous candidates; it’s about ensuring they’re supported and developed once they’re part of the team.”
‘Bridging Now to Next’: What does Reconcoliation mean in 2025?
As we look to the future, reconciliation remains a living, evolving journey that calls on all of us to listen, learn, and take action with openness and respect. This year’s theme, Bridging Now to Next, reminds us that while progress has been made, there’s still work to do.
Christina reflects on the importance of embracing vulnerability and committing to continual growth:
“There’s strength in vulnerability and being open to what we don’t know. Our work is ongoing. We may make mistakes along the way, but these learnings will strengthen our foundations and help us to grow; One foot in front of the other. Committed. Together.”
Building on this, Kristen highlights the crucial role of truly listening to First Nations communities and ensuring that reconciliation efforts are community-led:
“Reconciliation means listening. I can’t stress it enough. Our communities need to be heard, and practices need to be implemented in a community-led way. Things will work if the community is involved in and owns the process. So, for outcomes to be successful for our people, it means that we will be listened to when we say where things can improve.”
