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In discussions about the goals we should set for our policies and programs, there are some familiar moral reasons to think that hope and resilience should often be included. In particular, hope and resilience are both widely recognized as moral virtues, and they may be vital for social cohesion. To demonstrate the feasibility of modelling and measuring the relevant variables and of putting them to use, we developed and tested a number of hypotheses. Drawing upon survey data that we collected from 429 participants (211 Indigenous Australians and 218 non-Indigenous Australians'), we found that favourable beliefs about the quality of government support are positively associated with greater levels of hope and resilience. Hope and resilience, in turn, are positively associated with greater satisfaction with life. But most interestingly, we found a strong and widespread positive association between fully recognizing the legacy of historical injustices in Australia and having hope.
Points for practitioners:
• It is feasible to adopt hope and resilience as goals for policies and programs, and to evaluate policies and programs accordingly. Moreover, as indicated here, doing so can provide some interesting results.

We investigated how satisfaction of the basic psychological needs at work was associated with the psychological and physical wellbeing of Indigenous and non-Indigenous employees both within and outside of the workplace. Participants included 1,146 Indigenous ( n = 559) and non-Indigenous Australians (60.9% female), aged 18 to 81 years ( Mage = 43.54) who were recruited through their employer or online advertisements. Structural equation modelling (SEM) was used to analyse the data, and Indigenous status and occupation type were investigated as moderators. Results revealed that independent of income, autonomy satisfaction was related to better physical and psychological health, satisfaction of the need for relatedness was associated with increased family and community thriving, and competence satisfaction was linked to decreased psychological distress. Results also showed that autonomy, competence, and relatedness need satisfaction was lower among Indigenous employees compared to non-Indigenous employees. Moderation analyses suggested that relatedness at work was especially important for non-Indigenous employees' connection with their community, as were high levels of competence satisfaction for Indigenous employees. These findings are discussed in the context of self-determination theory and the implications for organizations wanting to improve the wellbeing of their Indigenous and non-Indigenous workforce.