We are committed to ensuring that the voices and perspectives of Aboriginal and Torres Strait Islander people and communities are represented, promoted and listened to. Throughout our MobBOOST proposal co-design process, we implemented a comprehensive and inclusive approach that encompassed a variety of channels to ensure maximum engagement with First Nations community members and stakeholders who have the authority to represent their community. To achieve this, we prioritised engagement with the Inala Elders, who are the core group for First Nations representation and decision-making in the local community, and are highly trusted by the community. To support a deep level of engagement, we conducted yarning groups, starting with the Inala Elders, including some of their Board Members. These discussions were crucial in identifying what has worked – and what has not worked – for local Aboriginal and Torres Strait Islander people. Elders shared their perspectives on gaps in previous and existing service delivery models, and provided input on what kind of services and supports had not previously been delivered, but they felt would be effective for and well-received by the Inala First Nations community, and meet the local needs of jobseekers.

Mob BOOST is a reflection of the needs and hopes of the community, with a number of consistent themes identified:

• The service must be embedded and transparent, connect with Elders, ‘go where the people are’;
• The service must prioritise cultural safety and relationship-building, build self-belief and not take an authoritarian or punitive approach;
• The service must offer a wide range of supports to address challenges falling outside the scope of finding work; and
• The service must identify, take advantage of and champion the skills and capabilities people develop through their culture and family, community and country obligations.

Our model will:

• Prioritise connection with Elders, Indigenous and mainstream services, employers/industry;
• Have a flexible, place-based and outreach model;
• Build relationships and long-term connections;
• Work holistically with a strengths-based approach to address barriers to employment; and
• Build the cultural capacity and safety of local workplaces.