Why Reconciliation Stalls in Good Organisations and how to Fix It

Many organisations are doing something when it comes to reconciliation, but very few are seeing meaningful, measurable impact.

RAP actions stall. Engagement drops off. Leaders lose momentum. Reporting becomes harder, not clearer. Despite good intentions, reconciliation remains disconnected from how the organisation actually operates.

This is not an engagement problem. It is a strategic misalignment problem.

In this 60 minute live masterclass, join First Nations consultant and facilitator Dixie Crawford as she unpacks why reconciliation efforts stall in otherwise well-run organisations and introduces the key alignment framework that shifts RAPs from a compliance activity into a true business capability.

Why Reconciliation Stalls in Good Organisations and the Framework to Fix It

Event Details

Date: Wednesday 11th March 2026

Time: 10:00am – 11:00am (AEDT)

Location: Online via Zoom (link will be emailed to registered participants)

Who This Masterclass Is For

This session is designed for senior leaders and decision makers responsible for:

• HR, People and Culture, and Workforce Development
• Risk, Governance, and Compliance
• Procurement and Supplier Strategy
• ESG, Sustainability, and Reporting
• Learning and Development
• RAP Working Groups and Executive Sponsors

If you are accountable for outcomes, not just activity, this session is for you.

What We Cover

In this masterclass, we unpack what organisations are actually experiencing when reconciliation stalls, even when there is genuine intent and effort.

You will see why many organisations recognise these patterns and how to navigate them:

Lack of visible executive leadership
Senior leaders are supportive in principle, but reconciliation is not visibly led, championed, or modelled at the executive level. This creates hesitation downstream and signals that RAP delivery is important but not urgent.

Uncertainty about how to execute
Teams understand what the RAP requires but not how to translate actions into day-to-day operations, decision making, and accountability. Momentum slows because no one is confident they are doing it right.

Widespread lack of clarity
Confusion about ownership, priorities, sequencing, and success measures leads to fragmented efforts. Different teams interpret RAP actions differently, resulting in inconsistency and dilution of impact.

Limited time and internal capacity
RAP work is added on top of already full workloads. HR, People and Culture, or RAP Working Group members are expected to drive change without the authority, time, or cross functional support required to do so sustainably.

Dependence on goodwill instead of systems
Progress relies on passionate individuals rather than embedded structures. When those people change roles or leave, the work stalls again.

A growing sense of risk and exposure
Leaders feel increasing pressure around tenders, audits, ESG reporting, and reputational scrutiny but lack confidence that current RAP activity would stand up to external assessment.

In this session, Dixie will identify the true root cause of the patterns above and will share an alignment framework that high-performing organisations use to move reconciliation out of extra work and into the way the business actually runs.

Meet Your Facilitator

Dixie Crawford
Founder of Nganya
Barkindji Woman
RAP Consultant and Strategic Advisor

Dixie Crawford is a proud Barkindji woman, trusted advisor, and national leader in reconciliation strategy and cultural capability.

With over a decade of experience guiding government, corporate, and not-for-profit organisations across the RAP framework from Reflect to Stretch, Dixie is known for cutting through performative approaches and anchoring reconciliation in real business systems.

Her work challenges organisations to move beyond good intentions and into measurable, operational impact by embedding reconciliation into governance, procurement, leadership accountability, and core strategy.

Dixie brings deep cultural knowledge, lived experience, and a clear strategic lens to the work, helping organisations build reconciliation capability that stands up to scrutiny, audits, and long-term growth.