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Current Vacancies

Requirements for Work at Gunditjmara


We are a Child Safe organisation. This means that any job offer will be subject to strict screening processes, including:

  • Proof of identity check.

  • Police check/International Police Check.

  • Victorian Employee Working with Children Check.

  • Victorian NDIS check.

  • Disability Worker Exclusion List check.

  • Proof of right to work in Australia.

  • Proof of credentials (qual’s & registrations) – where applicable for the role.

  • Proof of immunisation status (see website for details).

  • Satisfactory reference checks x 2.

  • Resume check (five years).

  • 6-month probationary period.

The successful incumbent will also be required to undertake mandatory training (at GAC’s expense) for:

  • “MARAM”: identifying and acting upon family violence.

  • Child Safety.

  • LGBTQIA+ inclusiveness.


Gunditjmara Aboriginal Cooperative Limited positively discriminates in favour of Aboriginal and/or Torres Strait Islander applicants.


GAC provides essential services to children and people who may be vulnerable to vaccination preventable diseases. As such it is a condition of employment that the Employee comply with the Employee Immunisation policy as follows:

All employees:

Where indicated by legislation or Health Order, all employees must comply. Mandatory vaccination for all employees shall be:

  • Covid-19 (including its variants).

If working with Elders:

  • Influenza.

If working with children:

  • MMR (if non-immune).

  • Pertussis (dTpa).

  • Varicella (if non-immune)

    If working in a health setting:

  • Hepatitis B

  • Influenza

  • MMR

  • Varicella (chickenpox) 

  • Tetanus, diphtheria, pertussis

  • Meningococcal

If working in the health service:

  • MMR (if non-immune)

  • Pertussis (dTpa)

  • Varicella (if non-immune)

  • Hepatitis A

  • Hepatitis B

  • Tetanus (dT or dTpa)


  • Be a positive role model for GAC, utilising training, and experience to enhance employee satisfaction levels, leading to greater productivity


  • Manages own time and where applicable effectively delegates


  • Where required, budgets are maintained or input provided, costs are minimised through intelligent spending, and reported on as required


  • Confidentiality and privacy of all information obtained is maintained


  • At all times adhere to GAC’s Code of Ethics and Professional Conduct and Equal Employment Opportunity policies and have a zero tolerance to discrimination, bullying, lateral violence, and harassment


  • Work in accordance with all relevant GAC’s Quality systems


  • Be a positive role model for other employees in the matter of Occupational Health & Safety


  • Commitment to and active promotion of GAC’s Sustainable Business Growth (Environmental) Policy


Gunditjmara Aboriginal Cooperative Limited is a culturally safe workplace. This means that the incumbent must always meet the expectations of cultural safety, including:

  • Shared respect, Shared meaning, and Shared knowledge.

  • Learning together with dignity and truly listening.

  • Supporting strategic and institutional reform to remove barriers to the optimal health, wellbeing, and safety of Aboriginal people. This includes eliminating unconscious bias, racism, and discrimination, and the support of Aboriginal self-determination.

  • Where possible, and within the incumbent’s powers, share decision-making and governance, and resources with other Aboriginal communities and organisations.


Child Safety is embedded at every level of GAC – from its employees to its policies and procedures (ie how we conduct out work), its governance and its culture.

GAC is a Child Safe Organisation and is committed to the safety of children and protecting children from abuse. There is a requirement that the incumbent always has in place whilst working at GAC a current National Police Check and Working with Children Check (and such other checks that GAC may mandate from time to time).

Where the incumbent’s role involves working with children and young people they must be informed about their rights, participate in decisions affecting them and be taken seriously.


GAC is committed to ensuring that people who are employed at, or use our services, have a safe place to work/visit. It is therefore an essential requirement of positions that we provide a positive working/client experience regardless of a person’s religion, gender, sexual orientation, and/or socio-economic background.

The incumbent, as a condition of working at GAC must:

  • Embrace and foster diversity.

  • Recognise and overcome personal biases.

  • Be respectful and value everybody’s contribution – regardless of whether they differ from what some would consider the social “norms”.

  • Assist GAC to foster a work culture that allows employees to be themselves at work without fear.

Above all, never discriminate – either directly or indirectly – against any person because they may differ from you. It is also a requirement that where the incumbent observes discriminatory behaviour, they must immediately report it to their supervisor.


Undertake the appropriate level of The Family Violence Multi-Agency Risk Assessment and Management Framework (MARAM) training. The level of training will be determined by GAC and will be based on your level of responsibility.

The training will allow the incumbent to:

  • Respectfully, sensitively, and safely engage with clients.

  • Identify family violence.

Where family violence is suspected, the incumbent will discretely advise their manager who will then refer the matter to the appropriate family violence practitioner.


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