How does the Talent Map coverage percentage work?

The coverage percentage shows what proportion of the total Indigenous workforce (as recorded in the ABS Census) for a given occupation is represented in Shine's network. For example, if the Census records 400 Indigenous accountants nationally and Shine's network includes 148, the coverage is 37%. This helps organisations understand how much of the available talent pool they can access through Shine.

Why is it so hard to find Indigenous professionals?

Several factors make Indigenous talent harder to find through conventional recruitment channels. Only about 1 in 6 Aboriginal and Torres Strait Islander Australians work in white-collar professional roles. Under the Racial Discrimination Act 1975, employers cannot search for candidates based on race or ethnicity. And 63% of Indigenous employees experience "identity strain", pressure around whether to disclose their Indigeneity at work, meaning many Indigenous professionals are not visible in standard databases.

Where does the Talent Map data come from?

The Talent Map is built on Shine People Solutions' proprietary database of over 20,000 Aboriginal and Torres Strait Islander professionals, curated over 15+ years of dedicated Indigenous recruitment. This data is enriched with OSCA occupation codes, ASCED education classifications, and ANZSIC industry codes, then cross-referenced with ABS 2021 Census data for benchmarking.

Is individual candidate data shared?

No. The Talent Map uses de-identified, aggregated data only. No individual candidate names, contact details, or personally identifiable information is displayed. The tool shows talent pool sizes, coverage percentages, and workforce trends, not individual profiles. This privacy-first design ensures appropriate data handling while still providing powerful workforce intelligence.

What is the Indigenous Procurement Policy (IPP)?

The IPP is a Commonwealth Government policy (introduced 1 July 2015, administered by NIAA) that requires contracts over $7.5 million in 19 specified industry categories to achieve 4% Indigenous workforce (FTE) or 4% subcontracting to Indigenous businesses. In 2024-25, over 1,200 Indigenous businesses secured 13,144 contracts valued at $1.6 billion under the IPP.

How does the Talent Map help with IPP compliance?

Before submitting a tender, you can search the Talent Map to assess whether sufficient Indigenous talent exists for the roles you need to fill. The AI Job Title Classifier converts your plain-English job titles to correct occupation codes. You can then generate a professional IPP Tender Feasibility Report with geographic distribution, experience breakdown, and Census benchmarks, ready to attach to your tender response as evidence of workforce feasibility.

What is a Reconciliation Action Plan (RAP)?

A RAP is a formal document developed in partnership with Reconciliation Australia that commits an organisation to practical actions advancing reconciliation. Over 1,300 organisations have RAPs. There are four tiers: Reflect (scoping), Innovate (strategy), Stretch (measurable targets), and Elevate (leadership). Stretch and Elevate RAPs typically include quantified Indigenous employment targets.

How does the Talent Map support RAP workforce planning?

The Talent Map provides the evidence base for setting realistic, ambitious RAP employment targets. Search by occupation and department to see Indigenous talent availability, benchmark against Census data, and generate RAP Workforce Reports with under-identification insights. Combined multi-search reports let you cover your entire organisation's workforce plan in a single document for board papers and Reconciliation Australia reporting.

Does the Talent Map work for state government procurement policies?

Yes. While built around the Federal IPP, the same workforce data and reports apply directly to state-level policies including NSW AIPP, QLD Buy Queensland, WA Aboriginal Procurement Policy, VIC Social Procurement Framework, and SA and NT policies. The core question is the same regardless of jurisdiction: 'Is there Indigenous talent available for this contract?'

OSCA (Occupation Standard Classification of Australia, formerly ANZSCO) is the Australian Bureau of Statistics' official system for classifying occupations. It uses a 5-level hierarchy covering 1,100+ occupations. The Talent Map classifies all professionals using OSCA codes, enabling precise occupation-level workforce analysis. If you don't know the codes, the AI Job Title Classifier handles the mapping automatically.

What does 17.4% Census undercount mean?

The ABS Post-Enumeration Survey found that 17.4% of Indigenous Australians were not counted in the Census. This undercount is highest in professional and corporate settings. When Talent Map reports show coverage percentages, these represent a floor, not a ceiling; the true Indigenous talent pool is larger than any database shows. Reports automatically include under-identification insights when coverage is below 30%.

How much does the Talent Map cost?

The Talent Map has four tiers. Goanna (Starter) provides core search, filtering, all 4 report types, census benchmarking, saved searches, data explorers, RAP Commitment Mapper, Scenario Modeller, and Workforce Roadmap at $6,200 per month (month-to-month, no lock-in) with anonymised blurred candidate cards. Koala (Standard), Kangaroo (Advanced), and Eagle (Enterprise) provide progressively more features including full anonymised candidate profiles, saved people and project workspaces, top occupations, graduate pipeline, industry benchmarks, combined reports, Request Shine Review for end-to-end recruitment, and Request Talent Connection for client-led introductions. Eagle tier adds the Cultural Safety Scorecard and Onboarding Checklist Generator. Contact Shine People Solutions for Koala, Kangaroo, and Eagle pricing. Indigenous businesses and Not-for-Profit organisations are eligible for discounted pricing arrangements.

Can I access the Talent Map as part of a bundled service?

Yes. Talent Map access is included in Shine People Solutions' Indigenous Strategic Workforce Solution packages, which bundle recruitment, consulting, training, and Talent Map access. Visit the Workforce Solution page to learn about the five bundled tiers.

What is the AI Job Title Classifier?

The AI Job Title Classifier lets you enter plain-language job titles (like 'site foreman' or 'business analyst') and automatically maps them to the correct OSCA occupation codes. This removes guesswork from setting up searches and reports; you don't need to understand classification systems.

What reports can the Talent Map generate?

Four report types: IPP Tender Feasibility (executive summary, geographic distribution, Census benchmarks, attach to tender responses), RAP Workforce Report (evidence-based target setting with under-identification insights for board papers), Sector Snapshot (industry-wide overview for strategic planning), and Company Workforce Report (organisation-specific talent pipeline assessment). All reports feature auto-generated AI narratives and export as professional Shine-branded PDFs. Full Platform Access subscribers can also generate combined multi-search reports covering multiple roles and locations in a single document.

How is the data kept current?

The database is continuously enriched from Shine People Solutions' active recruitment operations, Australia's largest Indigenous-focused recruitment firm, operating since 2009. New professionals are added regularly, and classification data is updated through automated enrichment pipelines.

What if the numbers seem low for my occupation?

Research shows Indigenous Australians are under-identified in workforce data by at least 17.4%. The Talent Map reports automatically include under-identification insights when coverage is low, citing research from the ABS Post-Enumeration Survey, Gari Yala (Diversity Council Australia), and DCA/Jumbunna studies. What you see is a floor, not a ceiling, and your Shine consultant has access to the full, rich underlying data for deeper insight.

Can my Shine consultant access more detailed data?

Yes. The Talent Map presents de-identified, aggregated workforce intelligence. Your Shine People Solutions consultant has access to the full, rich underlying data that the Talent Map is generated from. If you need deeper insight into a specific talent pool or are struggling to find the right occupation codes, reach out to your consultant directly.

What is Occupation Gaps Analysis?

Occupation Gaps Analysis identifies occupations where the ABS Census records Indigenous employment but Shine's network has few or zero candidates, revealing untapped talent pipelines. It helps organisations identify where to invest in training, cadetships, and targeted recruitment programs. Toggle between white-collar professional roles and blue-collar trades to focus your analysis.

How does Census benchmarking account for under-identification?

The Census benchmarking panel includes an adjustable slider (0-20%) that accounts for estimated population growth and under-identification since the 2021 Census. Reports automatically display under-identification insights when coverage falls below 30%, contextualising the numbers with research on the 17.4% Census undercount and identity strain in professional settings.

Is there a competitor to the Indigenous Talent Map?

No. The Indigenous Talent Map is Australia's only dedicated workforce planning platform for Indigenous talent. Supply Nation lists Indigenous businesses (not individual talent), ABS Census provides raw data (not interactive or enriched), job boards show who applies (not who exists), and LinkedIn Talent Insights has no Indigenous-specific lens or Census benchmarking. No other tool combines proprietary recruitment intelligence with Census data in a self-service platform.

Who built the Indigenous Talent Map?

The Indigenous Talent Map was built by Shine People Solutions, a proudly Aboriginal-owned recruitment and consulting firm operating since 2009. The underlying database represents over 16 years of dedicated Indigenous recruitment, with the network initially hand-built by co-director Greg Sax over a full year of dedicated effort and expanded by the broader Shine team.

Do you offer discounted pricing for Indigenous businesses or NFPs?

Yes. Indigenous businesses and Not-for-Profit organisations are eligible for discounted pricing arrangements for Talent Map access. Contact Shine People Solutions directly to discuss.

What is Talent Connect?

Talent Connect is the client-led recruitment pathway within the Talent Map. When you identify a candidate you would like to connect with, you can request a Talent Connection. Shine People Solutions will then make a culturally appropriate first approach to the candidate, gauge their interest, obtain formal consent, and facilitate the introduction. A talent connection fee applies per introduction; contact Shine People Solutions for details. This pathway is available to Full Platform Access subscribers.

What is End-to-End Recruitment?

Shine People Solutions End-to-End Recruitment is the Shine-led recruitment pathway. When you use Request Shine Review on a candidate, you are asking Shine People Solutions to review that candidate as part of a managed recruitment process, whether for a current role, future hiring, or succession planning. Shine manages the full recruitment process on your behalf, including candidate engagement, fit assessment, and recruitment strategy.

How does the consent process work for Talent Connect?

The Talent Connect consent process ensures culturally safe engagement at every step. When you request a Talent Connection, a Shine People Solutions consultant contacts the candidate directly and explains the opportunity. If the candidate agrees, they receive a formal consent email with a unique link to confirm. Only after the candidate clicks to confirm consent are their contact details shared with your organisation. This 7-step process (pending, contacted, candidate agreed, consent confirmed, connected, declined, cancelled) can be tracked in real time through the My Talent Connections page.

What is the difference between Talent Connect and End-to-End Recruitment?

Talent Connect is for organisations doing their own recruitment who want Shine People Solutions to make a culturally appropriate first approach and facilitate a consented introduction. A talent connection fee applies per introduction. End-to-End Recruitment is for organisations wanting Shine People Solutions to manage the full recruitment process: candidate engagement, fit assessment, process design, and execution. Both pathways are available through the Talent Map platform at Full Platform Access tier.

Can I track my talent connection requests?

Yes. Full Platform Access subscribers can track every talent connection request through the My Talent Connections page. Each request moves through a transparent status pipeline: Pending, Contacted, Candidate Agreed, Consent Confirmed, Connected, Declined, or Cancelled. You receive email notifications at key stages, including the final connection email with the candidate's contact details once consent is confirmed.

What fees apply for talent connections?

A talent connection fee applies for each successful Talent Connect introduction. The fee reflects the value of Shine People Solutions' trust, network depth, intellectual property, cultural nuance, and ability to make a culturally appropriate first approach. Fee amounts vary by subscription tier; contact Shine People Solutions for details. There is no fee for Request Shine Review (End-to-End Recruitment), as this is part of the managed recruitment engagement.

What support is available beyond introductions?

Successful Indigenous recruitment outcomes depend on more than identifying candidates. Interview approach, cultural capability, and workplace readiness all play an important role. Shine People Solutions can support clients in these areas through consultancy and training, ensuring stronger attraction and retention outcomes regardless of which recruitment pathway you choose.

What are the three pathways in the Talent Map?

The Talent Map offers three engagement pathways. Workforce Planning (all tiers) is self-service intelligence: search, benchmark, and generate reports. Talent Connect (Koala tier and above) is client-led recruitment where Shine facilitates culturally appropriate introductions with a talent connection fee per introduction. End-to-End Recruitment (Koala tier and above) is Shine-managed, where Shine People Solutions runs the full recruitment process on your behalf with no per-introduction fee.

What are the four Talent Map tiers?

The four tiers are Goanna (Starter) at $6,200 per month with core workforce planning features and blurred candidate cards; Koala (Standard) with full anonymised profiles, saved people, and recruitment pathways; Kangaroo (Advanced) with up to 10 user seats, reduced fees, and priority access; and Eagle (Enterprise) with up to 20 user seats, Cultural Safety Scorecard, SWOT Analysis Report, and Onboarding Checklist Generator. Koala, Kangaroo, and Eagle pricing is available on request.

What is the RAP Commitment Mapper?

The RAP Commitment Mapper helps you convert Reconciliation Action Plan employment targets into data-backed hiring plans. Enter your workforce size, Indigenous employment target, and specific role needs; the Talent Map returns a feasibility-scored plan showing which roles are achievable and where you may need alternative strategies. Persistent per-organisation targets with gap analysis and real-time feasibility scoring.

How do I test whether my hiring plan is feasible for Indigenous talent?

The Workforce Feasibility Checker lets you add roles with target headcounts and locations, then instantly see whether the Indigenous talent pipeline can support your plan. Each role is rated from Excellent to Limited with ABS Census comparison. Use it before launching a recruitment campaign or committing to hiring targets in your RAP, tender, or workforce plan.

Can the Talent Map help with succession planning for Indigenous roles?

Yes. The Succession Planning Module lets you flag critical roles in your organisation. The system then assesses pipeline depth, attrition risk, and adjacent talent pools for each flagged role, giving you a data-backed succession strategy rather than a reactive scramble when someone resigns.

What is the Scenario Modeller?

The "What If" Scenario Modeller lets you adjust sliders for headcount, Indigenous percentage target, and timeline to see the impact on your workforce plan instantly. Save and compare up to 3 scenarios side by side. Each role gets a feasibility score so you know which scenarios are achievable before committing.

What is the Multi-Year Workforce Roadmap?

The Multi-Year Workforce Roadmap consolidates your RAP commitments, succession pipeline, and workforce scenarios into a single boardroom-ready view with a 5-year timeline strip and executive narrative. Print it, present it to your board, and use it to track progress year over year.

What happens when there aren't enough candidates for my target occupation?

The Skills Adjacency Recommender analyses real career paths to show you related occupations that share candidates with your target role. Built from 9,301 co-occurrence pairs across 14,463 candidates, it helps you broaden your search intelligently, finding candidates whose career history makes them suitable even if their current job title doesn't match exactly.

What is the Attrition Risk Forecaster?

The Attrition Risk Forecaster shows average tenure, turnover risk, and short-tenure rates for every occupation. Powered by analysis of 101,073 employment records across 5,745 occupation-industry combinations, it helps you plan deeper pipelines for high-churn roles and prepare for rare vacancies in stable ones.

What is the Cultural Safety Scorecard?

The Cultural Safety Scorecard is an evidence-based organisational assessment that evaluates cultural safety across 72 practices in 12 domains. Each practice has individualised answer options scored 0–5, informed by the APS Cultural Capability Framework, Gari Yala research, DCA Leading Practice, and Reconciliation Australia. It includes anonymous peer benchmarking, an SWOT Analysis Report with board-ready recommendations, and a detailed implementation roadmap. Available in the Eagle tier or as a standalone product; contact Shine People Solutions for pricing.

How many features does the Talent Map have?

The Talent Map has 32+ features across six categories: Search & Discovery (6 features including AI Job Title Classifier and interactive state map), Analytics & Intelligence (8 features including census benchmarking, attrition risk, and skills adjacency), Strategic Planning (6 features including RAP Commitment Mapper, scenario modeller, and workforce roadmap), Cultural Safety & Readiness (3 features including the Cultural Safety Scorecard), Collaboration & Recruitment (5 features including saved people, Talent Connect, and Shine Review), and Reporting (4 report types plus combined and quarterly reports).

What is the Seasonal Hiring Planner?

The Seasonal Hiring Planner helps you map out seasonal recruitment windows across the year. Assign target roles and locations per period, and see at a glance which windows are active, upcoming, or still being planned. The annual calendar strip view with visual indicators means you're never caught off guard by hiring peaks.

How do Network Strength Badges work?

Every occupation in the Talent Map displays a colour-coded Network Strength Badge: Strong (20+ candidates, green), Growing (5–19, amber), or Emerging (fewer than 5, grey). At a glance, you can see whether a talent pool is deep enough to support your hiring plan without needing to drill into the data.

Australia's First & Only

Indigenous Talent Map by Shine People Solutions

Q: What is the Indigenous Talent Map?

The Indigenous Talent Map by Shine People Solutions is the first and only strategic workforce planning tool of its kind in Australia. It integrates Shine's proprietary network of over 20,000 Indigenous professionals with national Census data to show both the reachable talent in our network and that network's scale against the entire national pool for any given occupation.

The workforce intelligence platform that maps over 20,000 Aboriginal and Torres Strait Islander professionals by occupation, location, education, and experience, benchmarked against ABS Census data. Turn Indigenous employment from a compliance exercise into a strategic capability.

Request a Demo 3 Main Uses Take the Free Quiz

Indigenous Talent Map interface showing workforce search and Census benchmarking

20,006

Indigenous Professionals Mapped

106,930

Employment Records Classified

1,156

Occupations Covered (OSCA)

16+

Years of Network Building

Why This Tool Needs to Exist

Finding Indigenous professionals through conventional recruitment is challenging for reasons most organisations don't fully understand.

A Small but Mighty Workforce

Only around 1 in 6 Aboriginal and Torres Strait Islander Australians work in white-collar professional roles. This makes Indigenous talent genuinely scarce in corporate and government settings, and traditional recruitment methods fall short.

A Hidden Talent Pool

The law prevents you from searching for them. Under the Racial Discrimination Act 1975, employers cannot proactively identify candidates by race or ethnicity, but Shine People Solutions can, because candidates choose to be in our network. Built over 15+ years of trust within Indigenous communities, our reach covers professionals who are invisible to every standard hiring process. The talent exists. You need the relationships to find it.

The Census Undercount

The ABS Post-Enumeration Survey found a 17.4% undercount of Indigenous Australians in the Census itself. Under-identification is highest in professional and corporate settings. This means raw Census data alone significantly underestimates the true Indigenous workforce, making evidence-based planning nearly impossible without a tool like the Talent Map.

That's where the Indigenous Talent Map comes in. Built on Shine People Solutions' 15+ years of dedicated Indigenous recruitment, it makes the invisible visible.

What Is the Indigenous Talent Map?

The Indigenous Talent Map by Shine People Solutions integrates our proprietary network of over 20,000 Aboriginal and Torres Strait Islander professionals with ABS 2021 Census data. It shows both the reachable talent in our network and that network's scale against the entire national Indigenous workforce for any given occupation.

It is not a job board. It is not a database of individual candidates. It is a strategic workforce intelligence platform that answers the question: “How many Indigenous professionals exist in occupation X in location Y, and what's our reach as a percentage of the national pool?”

All data is de-identified; no individual candidate names, contact details, or personally identifiable information is displayed. Your Shine consultant has access to the full, rich underlying data for deeper insight and candidate introductions.

Indigenous Talent Map Census benchmarking panel showing occupation coverage percentages

Who Is the Talent Map For?

From IPP tender compliance to RAP workforce planning, the Talent Map serves every organisation that needs to understand the Indigenous talent landscape.

Government Contractors (IPP)

Bidding on or delivering a Commonwealth contract over $7.5M?

The Indigenous Procurement Policy requires 4% Indigenous workforce for major government contracts. Whether you're bidding or delivering, demonstrate feasibility and track progress with data-driven workforce intelligence.

The Challenge

Companies bidding on or delivering Commonwealth contracts worth $7.5M+ in 19 specified industry categories must achieve 4% Indigenous workforce (FTE) or 4% Indigenous subcontracting. Without workforce data, you cannot assess whether sufficient Indigenous talent exists before submitting your bid, or plan how to deliver on that commitment once you win.

How the Talent Map Helps

Enter job titles from your tender scope and AI automatically maps them to correct occupation codes
See how many Indigenous professionals exist in the required occupations and locations
Generate a professional IPP Tender Feasibility Report, print to PDF, and attach to your tender response
Track your Indigenous workforce percentage throughout contract delivery against the 4% target
Identify gaps and use occupation gaps analysis to plan targeted recruitment or training programs
Save search criteria and re-run for similar contracts in the future

Tender Evaluators & Procurement Teams

Can this contractor actually deliver on their Indigenous employment commitments?

If you are responsible for evaluating tenders that include Indigenous employment targets, the Talent Map helps you assess whether a tenderer's workforce commitments are realistic and evidence-based.

The Challenge

Tender evaluators often receive Indigenous employment commitments from bidders without any way to verify whether sufficient Indigenous talent actually exists for the roles and locations specified. This makes it difficult to distinguish genuine, achievable plans from aspirational claims that are unlikely to be delivered.

How the Talent Map Helps

Independently verify whether Indigenous talent pools exist for the occupations and locations a tenderer is committing to
Compare a tenderer's claimed workforce targets against actual Census data and market intelligence
Understand which occupations have deep Indigenous talent pools and which have genuine scarcity
Use IPP Tender Feasibility Reports as a benchmark when assessing tenderer submissions
Set informed expectations for Indigenous employment conditions in contract requirements

Organisations with a RAP

Turning your RAP employment targets into evidence-based strategy

Over 1,300 organisations have Reconciliation Action Plans. Whether you have formal employment targets or are simply exploring Indigenous-specific roles, workforce intelligence helps you plan with confidence.

The Challenge

Stretch and Elevate RAPs require quantified employment targets. Without data, organisations either set aspirational but unachievable targets (leading to RAP failure) or timid targets that Reconciliation Australia pushes back on. Average Indigenous employment across surveyed companies is just 2.2% against a 3.3% parity rate.

How the Talent Map Helps

Set evidence-based employment targets per occupation and department
Generate RAP Workforce Reports with Census benchmarking and under-identification insights
Create combined multi-department reports from saved searches: one document for your entire RAP workforce plan
Print professional reports for board reporting, strategic planning and executive briefings

Government Agencies

Meeting Indigenous employment targets with data

Commonwealth, state, and local government agencies with Indigenous employment strategies can use workforce intelligence to inform recruitment campaigns and graduate programs.

The Challenge

Many government agencies have specific Indigenous employment targets (e.g. APS 5% target) but lack the workforce data to understand where Indigenous talent exists for the roles they need to fill.

How the Talent Map Helps

Understand Indigenous talent availability across all occupations in your agency
Plan targeted graduate programs and recruitment campaigns based on talent pool data
Benchmark your reach against the national Indigenous workforce using Census data
Generate Sector Snapshot reports for strategic planning and executive briefings

Mining & Resources

Your native title agreement includes Indigenous employment obligations

Mining companies with Indigenous engagement commitments need to understand available talent pools, especially in remote regions where traditional recruitment channels have limited reach.

The Challenge

Mining companies often have Indigenous employment commitments as part of land use agreements, native title agreements, and social licence obligations. They need to know what talent exists in remote and regional locations.

How the Talent Map Helps

Filter by state/territory and occupation to assess local talent availability
Use blue-collar occupation gaps analysis for trades and operational roles
Review experience bands to plan a mix of experienced hires and traineeships
Generate workforce reports for community benefit plan reporting and board papers

Universities & TAFEs

Design scholarships that fill real workforce gaps

Use occupation gap analysis to identify which qualifications are most needed by Indigenous communities and align scholarship offerings with genuine workforce demand.

The Challenge

Education providers want to fund Indigenous scholarships that make a real difference, but without workforce data, scholarship programs may not align with actual employment gaps.

How the Talent Map Helps

Browse Occupation Gaps to find roles with high Census employment but low recruitment network coverage
Cross-reference with the ASCED Education Explorer to identify related qualifications
Design scholarships in high-gap fields (e.g. Environmental Science, Surveying, Engineering)
Generate Sector Snapshot reports showing workforce demand by education field

Researchers & Academics

A new lens on Indigenous workforce under-identification

Academic and policy research into Indigenous employment has historically relied on ABS Census data alone. The Talent Map provides a complementary, continuously updated data source with occupation and industry classification.

The Challenge

ABS Census data is published infrequently and known to undercount Indigenous Australians by 17.4%. Researchers need complementary data sources to triangulate workforce estimates and study under-identification patterns.

How the Talent Map Helps

Side-by-side comparison of recruitment network data against ABS Census figures
Occupation Gaps Analysis reveals potential under-identification in specific professional fields
Reports include citations to Gari Yala, ABS Post-Enumeration Survey, and DCA/Jumbunna research
Generate Sector Snapshot reports for use in research papers and policy submissions

State Government IPP Equivalents

(NSW) AIPP, (QLD) Buy Queensland, (WA) Aboriginal Procurement Policy

The same workforce data and reports that support Federal IPP compliance apply directly to state-level Indigenous procurement and employment policies across every Australian jurisdiction.

The Challenge

State-level procurement policies vary in name and detail, but the core question is the same: "Is there Indigenous talent available for this contract?" Contractors bidding on state government work need the same workforce intelligence. Queensland's Buy Queensland initiative has been updated to the Queensland Procurement Policy 2026 (QPP 2026), which commenced 1 January 2026, while (NSW) AIPP and (WA) Aboriginal Procurement Policy continue to drive Indigenous employment in major state contracts.

How the Talent Map Helps

IPP Tender Feasibility Reports work for any government level: Federal, State, or Local
Filter by specific state/territory to assess local talent availability
Covers (NSW) AIPP, (QLD) Queensland Procurement Policy 2026 (QPP 2026, from 1 January 2026), (WA) Aboriginal Procurement Policy, VIC Social Procurement Framework, SA and NT policies
Save criteria for re-use across similar state government tenders

32+ Features for Workforce Planning

From intelligent search to cultural safety assessments, every feature is designed to turn Indigenous workforce data into actionable intelligence.

Find, explore, and understand the Indigenous talent landscape

All Tiers

Talent Map Search

Find exactly the talent you need

Search 20,000+ Indigenous professionals by occupation, education, industry, location, and experience.

Combine OSCA occupation (5-level hierarchy), ASCED education (3-level), ANZSIC industry (19 categories), location, and experience filters. Four dashboard layouts (Classic, Command Centre, Focus View, Explorer) let you work the way you prefer. All filters combine in real-time with live candidate count updates.

All Tiers

Interactive State Map

See where the talent is, instantly

Click any state or territory to filter results by location with live candidate counts.

Click any state or territory on the interactive map to filter results by that location. Candidate counts update live, giving you immediate geographic intelligence. Combined with the Talent Pool Breakdown charts, you can drill into any cohort in seconds.

All Tiers

AI Job Title Classifier

Just type the job title

Enter plain-English job titles and AI maps them to correct OSCA occupation codes.

Enter plain-language job titles (e.g. 'site foreman', 'project engineer') and the AI instantly maps them to the correct OSCA occupation codes. Removes guesswork from report setup and ensures you search for the right roles, with no need to understand classification systems.

All Tiers

OSCA, ASCED & Industry Explorers

Browse every occupation, qualification, and industry

Interactive trees for 1,100+ occupations, education fields, and 19 ANZSIC industries with live counts.

Navigate all occupations in a 5-level interactive tree, browse education fields in a 3-level hierarchy, or explore all 19 ANZSIC industries with live candidate counts. Each explorer links directly to filtered talent search: one click from browsing to analysis.

All Tiers

Learn & Support Centre

Self-serve training built into the platform

Written guides for every feature, FAQ section, and an AI-powered help bot.

Step-by-step written guides for every feature, a comprehensive FAQ section, and an AI-powered help bot that answers natural-language questions in real time. Clients self-onboard without needing Shine to schedule training sessions.

All Tiers

De-Identification & Privacy

No names. No contact details. No PII. Ever.

Every candidate record is de-identified before it enters the platform.

Sequential TM-XXXXX IDs replace names. State-level location only. No email addresses, phone numbers, or identifiable information. Privacy is the architecture, not an afterthought.

How It Works

Four steps from workforce question to evidence-based answer.

Explore & Discover

Search by occupation, education, industry, location, and experience level. See real-time candidate counts update as you refine your filters. Use the AI Job Title Classifier to convert plain-English job titles into occupation codes.

Benchmark & Contextualise

Compare your search results against ABS Census data to understand what percentage of the national Indigenous workforce your search covers. Occupation gaps analysis reveals untapped talent pipelines and strategic opportunities.

Strategise & Report

Generate professional reports (IPP Tender Feasibility, RAP Workforce, Sector Snapshot, Company Workforce) ready to attach to tender responses, board papers, or RAP documentation. Save search criteria and build a library of workforce intelligence.

Connect & Recruit

Move from insight to action with two recruitment pathways. Use Talent Connect to request a culturally appropriate first approach to a candidate (talent connection fee applies). Or use Shine People Solutions End-to-End Recruitment, where Shine manages the full recruitment process on your behalf.

Nothing Else Like It in Australia

The Indigenous Talent Map occupies a unique position. No other tool combines proprietary recruitment intelligence with Census benchmarking in an interactive, self-service platform.

Alternative	What It Does	What's Missing
Supply Nation	Lists Indigenous-owned businesses	Not individual talent intelligence: businesses, not professionals
ABS Census (TableBuilder)	Raw Indigenous employment statistics	Not interactive, not enriched with recruitment data, published infrequently
Job Boards (Seek, Indeed)	Show who applies for advertised roles	Not strategic workforce planning: applicant flows, not workforce intelligence
LinkedIn Talent Insights	General workforce analytics	No Indigenous-specific lens, no Census benchmarking, no de-identified data
ATS/CRM Platforms	Track candidates already in your pipeline	Not strategic intelligence across the whole market: your pipeline only
CSIRO Indigenous Jobs Map	Maps job opportunities to Indigenous skills (demand side)	Maps jobs to people, not people to jobs; complementary research tool, not a recruitment or planning platform

The Indigenous Talent Map is the only tool that combines proprietary Indigenous recruitment intelligence, ABS Census benchmarking, AI-powered classification, and professional report generation in a single self-service platform.

Complementary to government research: CSIRO's Indigenous Jobs Map maps job opportunities to Indigenous skills (the demand side). The Indigenous Talent Map maps Indigenous professionals to occupations and locations (the supply side). Together they provide a complete picture of Indigenous workforce demand and supply across Australia.

3 Ways to Use the Talent Map

Workforce Planning

Self-Service Intelligence

Australia's only Indigenous workforce planning platform. Map talent pools across every occupation, benchmark against national Census data, and generate board-ready reports for tenders, RAP documentation, and strategic planning, all in a self-service environment available to every tier.

Talent Connect

Client-Led Introductions

Found a candidate you want to connect with? Shine makes the first move. We handle the culturally safe outreach, gauge interest, and facilitate a consented introduction, leaving you to lead the recruitment process from there. Available from Koala tier.

End-to-End Recruitment

Shine-Managed

Let Shine manage everything. From candidate identification through to engagement, fit assessment, and recruitment process design. Our experienced consultants handle the full journey so you can focus on making the right hire. Available from Koala tier.

Explore Your Access Options

Four tiers from self-service workforce intelligence through to full strategic partnership. See what's included at each level.

View All Tiers

Workforce Insights at Your Fingertips

The Indigenous Talent Map helps you answer questions that no other tool can.

How many Indigenous professionals are in my target occupation and location?

What percentage of the national Indigenous workforce can we reach?

Which occupations have the deepest Indigenous talent pools?

Where are the gaps between Census data and known professionals?

What qualifications do Indigenous professionals hold in my sector?

How experienced is the Indigenous talent pool for my target roles?

How do I meet the 4% Indigenous workforce requirement for my IPP contract?

Where should we set our RAP Stretch employment targets?

What Indigenous talent is available in the construction sector in NSW?

How many Indigenous engineers are in Western Australia?

What's the Indigenous talent pipeline for health professionals in Queensland?

Which occupations have the strongest Indigenous professional representation?

How Coverage Works

Coverage Formula

Shine's Network

National Census Data

= Coverage %

Example: If the ABS Census records 400 Indigenous accountants nationally and Shine's network includes 148, the coverage is 37%.

This means Shine People Solutions has visibility of over a third of the entire national Indigenous accounting workforce. No other workforce planning tool in Australia offers this level of reach into the Indigenous professional market.

Census data is from the ABS 2021 Census, linked via official OSCA occupation codes. The 17.4% Census undercount means true coverage may be even higher.

Transparency & Privacy

All data in the Talent Map is de-identified. We show aggregated talent pool sizes and coverage percentages, not individual profiles. The platform is built on a privacy-first architecture with one-way hashing and no personally identifiable information in the analytics database. Your Shine consultant can provide deeper insight where needed.

Questions to Ask Your Recruiter

Before engaging a recruitment firm for Indigenous roles, make sure they can answer these critical questions.

Unlock More with Higher Tier Access

The Talent Map is the platform. Koala tier and above unlock full candidate profiles, Shine-led recruitment pathways, and discounted fees. Eagle tier adds the Cultural Safety Scorecard and dedicated strategic support. Explore what each tier includes.

See the Talent. Plan the Pipeline.

Whether you're bidding on (or delivering) a $50M government contract, setting RAP employment targets, or planning Indigenous workforce strategy, the Talent Map gives you the intelligence you need.

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