What would it take to create a public sector where First Nations people are not only represented, but empowered to lead, influence decisions and thrive?

This was the challenge at the heart of IPAA ACT’s fifth annual NAIDOC Week Hackathon, which brought public sector participants together to imagine a more culturally safe, inclusive and equitable future.

Inspired by the 2026 NAIDOC Week theme, 50 Years of Deadly, participants looked ahead to 2076 and envisioned a public sector where First Nations culture, knowledge and leadership are embedded in everyday practice.

Working backwards from that vision, they explored the policies, systems and leadership changes needed to make it a reality.

The findings are captured in IPAA ACT’s new report, From inclusion to influence, which identifies practical opportunities to create lasting change.

Six priorities for meaningful change

A central message emerged from the discussions: meaningful progress requires more than helping First Nations employees navigate existing systems. Those systems themselves need to evolve.

The report identifies six interconnected priorities:

1. Make cultural safety and anti-racism leadership accountabilities. Embed responsibility for culturally safe workplaces into leadership expectations, performance and governance.
2. Redesign workforce systems through a First Nations lens. Address barriers in recruitment, assessment, promotion and mobility, while recognising diverse experiences and capabilities.
3. Build career pathways from entry to leadership. Strengthen mentoring, sponsorship and development opportunities, particularly across the often-overlooked middle stages of career progression.
4. Embed First Nations leadership in decision-making. Move beyond representation to ensure First Nations people have genuine authority and influence over the decisions that affect them.
5. Recognise cultural knowledge and cultural load. Value cultural expertise and community connections while addressing the additional responsibilities often placed on First Nations employees.
6. Build shared responsibility, trust and accountability. Strengthen the role of leaders and allies in driving systemic change and building sustained relationships with First Nations people and communities.

Turning ideas into action

While the hackathon imagined a future 50 years from now, many of the changes identified can begin today.

From reviewing recruitment practices and strengthening career development to embedding cultural safety in leadership and governance, the report offers practical considerations for public sector organisations at every level.

It also reinforces an important distinction: meaningful inclusion is not simply about creating opportunities to participate. It is about ensuring First Nations people have the authority, support and influence to shape the institutions in which they work.

The findings will be shared with public sector leaders, networks and committees to support continued discussion and action.

The conversation doesn’t end with the report. It provides a starting point for what comes next.

Explore the full report

Discover the ideas, insights and recommendations from the 2026 NAIDOC Week Hackathon, and consider what your organisation can do to help build a public sector where First Nations people can belong, progress, influence and lead.

IPAA ACT thanks the participants, facilitators and contributors who generously shared their experiences, perspectives and ideas to help shape this collective vision for the future.