Reconciliation Road Map - Building Better Businesses

Dixie Crawford
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Join Dixie Crawford, Barkindji woman, the Founder of Nganya and RAP Consultant, hosted by Holly Ferling, Journalist and Professional Cricketer, as they embark on an enlightening journey into the world of Reconciliation Action Plans (RAP) in Australia, through our podcast series - "Reconciliation Roadmap - Building Better Businesses”. Dixie provides practical advice, actionable tips and transformative insights to support effective, efficient and impactful implementation of RAPs. Whether you're a leader seeking to enhance your skillset or an organisation aspiring to improve your RAP implementation capability, this podcast is your one-stop resource. Each episode, guided by Dixie, unpacks the pillars of the RAP framework, highlighting critical considerations, demystifying complex ideas and providing fresh perspectives on reconciliation action and leadership. With her wealth of experience and innate expertise, Dixie offers innovative solutions and expert advice, ensuring your organisation becomes RAP-ready and purpose-driven. Reconciliation Roadmap - Building Better Businesses is more than just a podcast – it's a movement to foster unity, mutual respect and understanding amongst Australians. It's about taking meaningful actions today for a reconciled Australia tomorrow.  

  1. 46. Preparing for the Transition: Moving to the Next RAP Level with Confidence

    10/01/2025

    46. Preparing for the Transition: Moving to the Next RAP Level with Confidence

    In this episode of Reconciliation Roadmap, Dixie Crawford unpacks what it really takes to move from one RAP level to the next — and why rushing the process can do more harm than good. Whether you're moving from Reflect to Innovate, or gearing up for Stretch or Elevate, this episode is a practical guide for leaders and RAP Working Groups who want to make the transition with integrity, not just for appearances. Dixie calls out the common traps — like over-promising, under-resourcing, and letting one person carry the load and walks you through how to get your house in order before you step up. Takeaways: Every RAP transition must be earned – It’s not about status. It's about whether your organisation has the maturity, resources and systems in place to go deeper with reconciliation. A readiness checklist is essential – Before moving up, you need to honestly assess staff ownership, cultural capability, budget, governance, and the strength of your community relationships. Preparation is the difference between credibility and collapse – If you rush it, trust breaks. If you do it right, reconciliation becomes embedded and sustainable. See omnystudio.com/listener for privacy information.

    12 min
  2. 45. RAP Burnout Prevention

    09/24/2025

    45. RAP Burnout Prevention

    In this episode of the Reconciliation Roadmap Podcast, host Dixie Crawford discusses the often-overlooked issue of burnout in reconciliation work. She highlights the emotional toll on leaders and staff involved in implementing Reconciliation Action Plans (RAPs) and provides insights into preventing burnout through shared ownership, proper resourcing, and sustainable practices. The conversation emphasises the importance of maintaining energy and commitment in the long-term reconciliation journey, ensuring that leaders and teams can continue their vital work without exhausting themselves. Takeaways Burnout in reconciliation work is a significant issue. RAP leadership can be exhausting and lead to burnout. Signs of burnout include fatigue, cynicism, and withdrawal. The cost of burnout includes stalled progress and damaged trust. Shared ownership of RAPs is essential to prevent burnout. Proper resourcing is crucial for successful RAP implementation. Pacing oneself is important in long-term reconciliation efforts. Setting realistic timelines helps manage expectations. Celebrating small wins can sustain motivation and energy. Regular reflection and dialogue are key to maintaining well-being. Chapters 00:00 Introduction to Reconciliation Roadmap Podcast 00:38 Understanding RAP Burnout 04:55 Consequences of Burnout in Reconciliation 08:46 Principles for Preventing Burnout 09:45 Practical Strategies for Leaders 10:11 Conclusion and Call to Action See omnystudio.com/listener for privacy information.

    11 min
  3. 44. Peer Accountability Models

    09/17/2025

    44. Peer Accountability Models

    In this episode of the Reconciliation Roadmap Podcast, host Dixie Crawford discusses the critical role of accountability in the reconciliation process within organisations. She emphasises the importance of both self-accountability and peer accountability, outlining practical models for fostering a culture of accountability that promotes trust and collaboration. The conversation highlights the need to shift from blame to problem-solving, ensuring that reconciliation becomes an integral part of organisational culture rather than a side project. Takeaways Accountability is essential for effective reconciliation. Peer accountability spreads responsibility across all staff levels. Self accountability is the foundation for holding others accountable. Criticism can undermine the reconciliation process. Healthy peer accountability models empower staff and foster collaboration. Accountability should focus on solving problems, not blaming individuals. Mistakes should be viewed as learning opportunities. Leaders should model vulnerability to normalise accountability. Reconciliation is a collective responsibility, not just for a few champions. Building a culture of accountability requires consistent practices and processes. Chapters 00:00 Introduction to Reconciliation Roadmap 00:38 The Importance of Accountability in Reconciliation 03:00 Self Accountability: The Foundation of Peer Accountability 05:53 Models of Healthy Peer Accountability 08:43 Shifting from Blame to Problem Solving See omnystudio.com/listener for privacy information.

    10 min
  4. 43. Missteps That Became Progress

    09/10/2025

    43. Missteps That Became Progress

    In this episode of the Reconciliation Roadmap Podcast, host Dixie Crawford discusses the importance of acknowledging and learning from mistakes in reconciliation practices. She emphasises that reconciliation is a messy, non-linear process where missteps are inevitable. The conversation covers common pitfalls organisations face, such as rushing, making assumptions, and failing to engage communities meaningfully. Dixie outlines steps to turn these missteps into opportunities for growth and highlights the significance of accountability and a growth mindset in the reconciliation journey.Takeaways Reconciliation is not a linear process; it's messy and human. The real test is how we respond to mistakes. Common missteps include rushing, assumptions, and symbolism over substance. Tokenistic consultation leads to frustration and mistrust. Ignoring cultural protocols sends damaging messages. Overloading First Nations staff can lead to burnout. Silence on racism erodes trust in organisations. Acknowledge mistakes to build trust and accountability. Implement feedback loops to create a safe space for learning. Reconciliation is about progress, not perfection. Chapters 00:00 Introduction to Reconciliation Roadmap00:38 Understanding Missteps in Reconciliation03:06 Common Missteps and Their Impact05:58 Turning Mistakes into Progress07:51 Practical Tools for Growth See omnystudio.com/listener for privacy information.

    9 min
  5. 42. Navigating Difficult Feedback

    09/03/2025

    42. Navigating Difficult Feedback

    In this episode of the Reconciliation Roadmap podcast, host Dixie Crawford discusses the importance of navigating difficult feedback in the reconciliation process with First Nations peoples. She emphasises that feedback, especially the uncomfortable kind, is crucial for growth and accountability. The episode explores common traps organisations fall into when receiving feedback, reframing discomfort as a learning opportunity, and practical strategies for handling feedback effectively. Dixie encourages organisations to embed feedback into their culture to foster trust and long-lasting relationships with communities. Takeaways Feedback is crucial for accountability in reconciliation. Difficult feedback is often uncomfortable but necessary for growth. Common traps include defensiveness, fear, tokenism, and disconnection. Reframing discomfort can lead to significant organisational growth. Listening without defense is the first step in handling feedback. Acknowledging the courage it takes to give feedback is essential. Sitting with discomfort allows for deeper understanding and processing. Action must follow feedback to demonstrate commitment to change. Building structures for regular feedback is vital for ongoing improvement. Feedback should be normalised in organisational culture.   Chapters 00:00 Introduction to Reconciliation Roadmap 00:34 Navigating Difficult Feedback 05:50 Reframing Discomfort as Growth 08:40 Practical Strategies for Handling Feedback   See omnystudio.com/listener for privacy information.

    11 min
  6. 41. Rebuilding Beyond Autonomy

    08/27/2025

    41. Rebuilding Beyond Autonomy

    Autonomy has become one of the most overused and misunderstood words in corporate reconciliation. In this episode, Dixie Crawford—a proud Barkandji woman, founder of Nganya, and expert RAP consultant—unpacks why autonomy is not the endgame it’s often made out to be. Too often, autonomy is presented as a generous handover of responsibility to First Nations people, but without the decision-making authority, financial control, or structural backing needed to succeed. What looks like inclusion on paper can quickly become tokenism in practice. The result? First Nations employees and stakeholders are left carrying heavy expectations without the power to make change, leading to frustration, burnout, and disillusionment. Dixie challenges organisations to stop equating autonomy with progress. Instead, she introduces the concept of structural partnership—an approach that embeds First Nations leadership and voices directly into governance structures, budget processes, and core business strategy. This isn’t about symbolic gestures or decorative authority; it’s about real, shared power. This episode offers a blueprint for leaders who are serious about moving their RAP beyond symbolism and into substance. You’ll hear why simply “handing over the reins” isn’t enough, and how shifting to structural partnership creates pathways for genuine co-governance, stronger accountability, and more sustainable reconciliation outcomes. What You’ll Learn Why autonomy without power creates more harm than progress The risks of tokenism and burnout in reconciliation efforts How structural partnership transforms reconciliation into shared power Practical steps to embed First Nations leadership in decision-making.  Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.au See omnystudio.com/listener for privacy information.

    12 min
  7. 40. Hiring First Nations Staff Doesn’t Equal Reconciliation

    08/20/2025

    40. Hiring First Nations Staff Doesn’t Equal Reconciliation

    In this episode, Dixie Crawford discusses the importance of genuine reconciliation with First Nations people in the workplace. She emphasises that hiring Indigenous staff is just the beginning and that organisations must create a supportive and culturally safe environment for them to thrive. Dixie outlines common misconceptions about reconciliation, the need for systemic change, and practical steps organisations can take to ensure meaningful employment practices. She challenges leaders to reflect on their systems and culture to truly support First Nations staff. Takeaways Hiring First Nations people is a responsibility, not a token gesture. Cultural safety is essential for retention and success. Recruiting alone does not equate to reconciliation credibility. Representation must come with influence and respect. Systems and culture must change to support First Nations staff. Conducting an employment audit is crucial for understanding representation. Culturally safe employment pathways are necessary for success. Avoid placing the cultural burden on a single staff member. Reconciliation requires collective effort, not individual action. Leadership must focus on how to support First Nations staff effectively. Chapters 00:00 Acknowledging Country and Responsibility 00:56 The Misconception of Hiring as Reconciliation 03:17 The Importance of Cultural Safety and Support 05:36 Building a Culturally Safe Employment Pathway 06:58 Moving Beyond Tokenism to Transformation Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.au See omnystudio.com/listener for privacy information.

    11 min
  8. 39. The Culture You Allow Is the Culture You Lead

    08/13/2025

    39. The Culture You Allow Is the Culture You Lead

    In this episode of Reconciliation Roadmap, host Dixie Crawford emphasises the critical role of organisational culture in the success of reconciliation action plans (RAPs). She discusses how culture is defined not by stated values but by tolerated behaviors, highlighting the importance of active leadership in fostering a safe and inclusive environment. Crawford provides actionable tips for leaders to align their culture with reconciliation efforts, stressing that true change requires consistent and courageous actions. Takeaways Culture is what you tolerate, not what you say. Passive leadership allows harmful behaviours to persist. Cultural safety must be built and protected. Reconciliation cannot thrive in a culture of silence. Strong RAP cultures are proactive and values-driven. Leaders must call out inappropriate behaviours consistently. Cultural behaviors should be integrated into performance evaluations. Creating safe spaces for dialogue is essential but not enough. Trust is undermined when input is ignored. The culture you allow is the culture you lead. Chapters 00:00 Acknowledging Country and Cultural Context 01:28 The Impact of Culture on Strategy 03:26 Building and Protecting Cultural Safety 04:53 Leading a RAP-Aligned Culture 06:48 The Leadership Challenge: Actions Over Words Follow Dixie's work on LinkedIn Dixie Lee Crawford | LinkedIn Enquiries: podcast@nganya.com.au See omnystudio.com/listener for privacy information.

    11 min
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About

Join Dixie Crawford, Barkindji woman, the Founder of Nganya and RAP Consultant, hosted by Holly Ferling, Journalist and Professional Cricketer, as they embark on an enlightening journey into the world of Reconciliation Action Plans (RAP) in Australia, through our podcast series - "Reconciliation Roadmap - Building Better Businesses”. Dixie provides practical advice, actionable tips and transformative insights to support effective, efficient and impactful implementation of RAPs. Whether you're a leader seeking to enhance your skillset or an organisation aspiring to improve your RAP implementation capability, this podcast is your one-stop resource. Each episode, guided by Dixie, unpacks the pillars of the RAP framework, highlighting critical considerations, demystifying complex ideas and providing fresh perspectives on reconciliation action and leadership. With her wealth of experience and innate expertise, Dixie offers innovative solutions and expert advice, ensuring your organisation becomes RAP-ready and purpose-driven. Reconciliation Roadmap - Building Better Businesses is more than just a podcast – it's a movement to foster unity, mutual respect and understanding amongst Australians. It's about taking meaningful actions today for a reconciled Australia tomorrow.  

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