Previous research demonstrates that businesses that are Indigenous-owned are far more likely to employ Indigenous people than non-Indigenous-owned businesses (Hunter, 2015). The majority of the literature on Indigenous employment uses a deficit discourse, describing factors that prevent or exclude Indigenous people from non-Indigenous-owned organisations. There is markedly less literature using a strength-based approach, detailing how Indigenous-owned businesses create workplaces without barriers to Indigenous employment. Through 32 semistructured interviews with Indigenous business owners, managers, and Indigenous employees of Indigenous-owned businesses, this paper provides insights into how participants' businesses create workplaces that are more supportive of, and conducive to, Indigenous employment. This paper finds that Indigenous approaches to governance inform an organisational level of cultural competence, which creates tailored and specific practices that support better Indigenous employment outcomes. This resonates with the concept of Indigenous ways of “knowing, being, and doing,” and how this framework encompasses participants' approaches to business operations. In the light of increasing public and private policy commitments to improve Indigenous employment outcomes, it is imperative that the Indigenous business sector's best practice inform said policies, given its successes. However, inherent in these findings are broader discussions into more systemic and societal issues that go beyond workplace policy.

中文翻译：

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“这是自决。 Blackfullas 为 Blackfullas 做出正确的决策”：为什么原住民拥有的企业创造更好的原住民就业成果

先前的研究表明，原住民拥有的企业比非原住民拥有的企业更有可能雇用原住民（Hunter，2015）。大多数关于原住民就业的文献都使用赤字话语，描述阻止或排除原住民进入非原住民所有组织的因素。使用基于优势的方法详细说明原住民企业如何创造没有原住民就业障碍的工作场所的文献明显较少。通过对原住民企业的原住民企业主、经理和原住民雇员进行 32 次半结构化访谈，本文深入探讨了参与者的企业如何创造更有利于原住民就业的工作场所。本文发现，原住民的治理方法体现了文化能力的组织水平，从而创造了量身定制的具体实践，以支持更好的原住民就业成果。这与本土“知、存在、做”方式的概念以及该框架如何涵盖参与者的业务运营方法产生了共鸣。鉴于公共和私人政策对改善原住民就业成果的承诺不断增加，原住民商业部门的最佳实践（鉴于其成功）势在必行。然而，这些发现的本质是对工作场所政策之外的更系统性和社会问题进行更广泛的讨论。