In this episode, host Barkindji woman, Dixie Crawford dives into the hard truths about why many organisations struggle to get their teams truly engaged with reconciliation. Dixie breaks down the leadership missteps and cultural signals that result in low engagement, and shares practical, actionable strategies to make reconciliation core business, not just corporate theatre or ‘feel-good’ add-ons. Key Takeaways When staff aren’t taking reconciliation seriously, it’s often because leadership has (directly or indirectly) signaled that it’s optional. Stated values are meaningless if breaches go unchecked. Silence speaks volumes. Cultural awareness programs bring knowledge, but real change happens through accountability, expectation, and reinforcement.  Framing RAP activities as ‘optional’ subtly tells staff it isn’t a priority. Staff model their behavior on what leaders do, not just what they say. Practical Tips from Dixie Make reconciliation outcomes part of KPIs, manager assessments, and departmental reporting—just like financials or safety. Publicly acknowledge and amplify managers and teams showing genuine leadership in reconciliation. Demonstrate that reconciliation delivers not just social value, but commercial benefits—improving reputation, r Call to Action When was the last time you publicly reinforced RAP as a priority, held someone accountable, or celebrated reconciliation leadership? This week, pick one area and take a visible action to make reconciliation real and not just rhetorical. Follow Dixie's work on LinkedIn: Dixie Lee Crawford | LinkedIn Enquiries: [email protected] omnystudio.com/listener for privacy information.

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