If you’re a small business owner, reconciliation can feel like one of those things that you know matters but aren’t quite sure how to get started.

Is it an Acknowledgement of Country at the start of a meeting? A social media post during National Reconciliation Week? A commitment to hire more Indigenous staff? According to Hayden Charles, a proud Wiradjuri man and Managing Director and Co-Founder of Indigenous Commercial Corporation (ICC), meaningful reconciliation goes much deeper than any one action.

“It’s about action, consistency and relationships,” Charles says. “It’s not something you focus on for one week of the year and then move on from. It should be embedded into how a business operates every day.”

As Group Social & Responsibility Director at SKG Services, Charles has spent years helping businesses create opportunities for Indigenous Australians through employment, mentoring and procurement. He suggests businesses often overcomplicate the process and advises that they keep it simple.

“That can mean creating genuine employment pathways for Indigenous people, supporting Indigenous-owned businesses through procurement, educating staff and building cultural awareness.”

Building something bigger than yourself

Charles knows a thing or two about creating opportunities. He became a business owner at just 19 years old, driven by a desire to build something meaningful.

“I’ve always had a strong drive to create opportunities, not just for myself but for other people as well,” he says. “Starting a business at 19 came from wanting to build something meaningful and prove that with hard work, resilience and the right mindset, you can create your own path regardless of where you come from.”

Like many entrepreneurs, the early years were a steep learning curve.

“The early days were tough,” he says. “I remember learning a lot from all the departments, learning through mistakes, trying to win trust and credibility while still being so young. But those years taught me discipline, accountability and the importance of relationships.”

Those lessons continue to shape his leadership today and underpin his approach to reconciliation in business.

Common mistakes

While awareness around reconciliation has grown significantly in recent years, Charles says many businesses still fall into the trap of treating it as an opportunity to ‘show’ support.

“One of the biggest mistakes is treating reconciliation like a marketing exercise rather than a genuine commitment,” he says. “People can usually tell the difference between businesses that truly care and those that are doing it for appearances.”

He says another common issue is making public commitments that aren’t backed up by action.

“For example, promoting diversity publicly but not creating real opportunities internally.”

The solution isn’t necessarily a large-scale program or expensive initiative. Instead, Charles believes businesses should focus on building trust over time.

“Reconciliation requires ongoing effort. It’s about building trust over time, not ticking a box once a year.”

Small steps can make a big difference

If you’re wondering where to start, Charles says education is often the best first step.

“Spend time learning about the history of reconciliation, local Indigenous communities and the challenges many Indigenous Australians still face today,” he says.

From there, small actions can have a meaningful impact. That might include attending local cultural events, purchasing from Indigenous suppliers, creating a culturally safe workplace or engaging with Indigenous organisations in the community.

“Most importantly, approach reconciliation with humility and a willingness to listen and learn.”

He believes many small businesses underestimate the value of simply showing up and building relationships.

“Businesses don’t need massive budgets to build relationships. Start local. Connect with local Indigenous organisations, schools, community groups or events.”

It’s more than. employment

One of the biggest lessons Charles has learned in his own business journey is that creating a job is only part of the equation.

“There have been a few moments throughout the journey, but one major realisation was understanding that employment alone is not enough,” he says.

“You can give someone a job, but if you don’t create the right support systems, mentorship and workplace culture around them, you won’t create long-term success.”

That insight led his organisation to rethink how it supported Indigenous employees.

“We started focusing more on mentoring, wellbeing, communication and cultural support, not just operational performance,” he says. “People perform best when they feel valued, understood and supported.”

One practical change was introducing stronger mentoring pathways and regular support for Indigenous employees entering the workforce.

“Rather than expecting people to simply adapt immediately, we focused on ongoing support, regular check-ins and leadership guidance,” Charles explains. “We also worked on creating clearer pathways for career progression so employees could see long-term opportunities rather than just short-term jobs.”

Opening up procurement

Hiring Indigenous employees is one way businesses can contribute to reconciliation, but Charles says procurement is another powerful lever that is often overlooked.

“Start by making Indigenous procurement part of everyday purchasing decisions rather than treating it as a separate exercise,” he says.

He encourages businesses to look at Supply Nation-certified suppliers when sourcing products and services.

“There are so many strong Indigenous businesses across industries today, from construction and maintenance to consulting, catering and professional services,” Charles says.

“Even small purchasing decisions can make a meaningful economic impact.”

From intention to action

Charles believes Australian businesses have made progress in recent years. More organisations are investing in Indigenous employment, supplier diversity and cultural education.

“What’s improving is awareness and willingness to engage,” he says. “Businesses are becoming more open to learning and having conversations they may have avoided in the past.”

He says the next challenge is turning good intentions into measurable outcomes.

“We need to see more long-term accountability, leadership commitment and genuine partnerships rather than short-term initiatives.”

“Start small but start genuinely,” Charles says.

“You don’t need to have all the answers straight away. Reconciliation is a journey of learning, listening and continuous improvement. Focus on building real relationships, creating opportunities and leading with respect and authenticity. If businesses commit to consistent action over time, they can create meaningful change both inside their workplace and within the broader community.”

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