In 1997, Ganbina’s founders recognised that existing strategies for addressing Aboriginal and Torres Strait Islander unemployment rates were ineffective.
With over 25 years of experience and proven results, our approach is centred on the following:
1. Focus on readiness for work, not work placement
The employment and training program means participants have support up to the age of 25, whether it be through a once-a-month check-in or assisting them to complete a cover letter or resume. It matters, and I know I appreciated it when I was on the Ganbina program.”
– Dayna Seymour, Ganbina Employment and Training Program Project Officer and Ganbina program graduate
Ganbina’s approach prioritises preparing Aboriginal and Torres Strait Islander young people for the workforce by developing essential skills during their education.
Instead of concentrating on finding immediate job placements, the program ensures participants are work-ready, equipped to meet the demands of modern employers by the time they complete their schooling. This focus on readiness fosters long-term employment success.
2. Identify the root causes of the problem
So many of the kids didn’t have birth certificates.
– Julie Trevaskis, Ganbina’s first treasurer 1997-2013
Ganbina acknowledges that Aboriginal and Torres Strait Islander children and young people face challenges beyond just staying in school and transitioning to work.
Many begin school developmentally behind, largely due to the intergenerational effects of limited access to education. In response, Ganbina launched an Accelerated Learning Program in English and Mathematics, designed to bring students up to the same academic level as their peers and keep them engaged.
By addressing these root causes, Ganbina is committed to providing sustainable, long-term solutions for educational and employment equality.
3. A hand up, not a handout
Sometimes by helping too much, we hinder the growth of that person….When they are nurtured too much, it almost becomes an expectation that everything’s done for them. So I think the good thing about Ganbina’s programs is that they’ve been able to find the balance between yes, we understand there are some barriers and let’s provide assistance, but there has to be accountability and responsibility on the part of the people receiving that assistance as well.”
– Larissa Falla, Ganbina General Manager 2018-2020
Ganbina’s approach to addressing Aboriginal and Torres Strait Islander socio-economic disadvantage is grounded in empowering our participants with the skills to create change for themselves.
Rather than simply placing young people in after-school jobs, Ganbina focuses on equipping them with essential skills such as resume writing, understanding workplace obligations, and acing job interviews.
By empowering participants to secure employment independently, they experience the value of their achievements. In return for this support, participants are required to stay in school, reinforcing self-determination and accountability—principles at the heart of Ganbina’s success.
4. Commit to generational change
What I liked about it (the timeline of Jobs4U2) was its practical approach. Two generations. Not two, or five, or seven years. Two generations is the right approach, it takes a wise, long-term view of the problem. It says we can’t fix it overnight, but in time – we can.”
– Jim O’Connor, former Worktrainers CEO
One issue identified by the community was that many programs addressing Aboriginal and Torres Strait Islander disadvantage were short-term, lacking sustained follow-up. Given that many challenges stem from intergenerational trauma and disadvantage, Ganbina’s founders understood that long-lasting solutions require more than a few election cycles to achieve.
Frequent changes in government often disrupted existing programs, hindering progress. To create true impact, Ganbina committed to supporting Aboriginal and Torres Strait Islander children and young people from ages 5 to 25, encompassing the full education, training, and employment journey.
This long-term vision aims to create lasting generational change, with the hope of closing Ganbina’s doors by 2047, when their services are no longer needed.
5. Evaluate rigorously and change when necessary
What really inspires me about Ganbina is that they never stand still… They continually look at what else they could do to improve the support of young people. So while the program at its core is always there, it continually changes for the better.
– Vedran Drakulic OAM, Gandel Foundation, CEO
While Ganbina’s Jobs4U2 program has remained true to its core purpose as a school-to-work transition initiative for Aboriginal and Torres Strait Islander young people, it has evolved over time to address emerging challenges.
- When it became clear that students were falling behind academically, Ganbina introduced a free accelerated learning (tutoring) program.
- To boost motivation and highlight achievements, we established a Youth Achievement Award night, celebrating success in education, employment, and training.
- Recognising the barriers to employment due to lack of a driver’s license, Ganbina started a driver’s program.
These adjustments reflect Ganbina’s commitment to continuous improvement. Additionally, the program undergoes rigorous independent evaluations to ensure it remains effective and adaptable.
Real results. Real impact. Real change.
More about us
Focus on readiness for work, not work placement.
Learn where we've come from and where we're going.
Meet our people, our leaders, our change makers.
