VISION STATEMENT INTRODUCTION UOW COMMITMENT TO RECONCILIATION BACKGROUND ROLE OF THE EMPLOYMENT EQUITY AND DIVERSITY COMMITTEE SUPPORTING POLICIES

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1 UNIVERSITY OF WOLLONGONG INDIGENOUS EMPLOYMENT STRATEGY May 2013

2 TABLE OF CONTENTS VISION STATEMENT INTRODUCTION UOW COMMITMENT TO RECONCILIATION BACKGROUND ROLE OF THE EMPLOYMENT EQUITY AND DIVERSITY COMMITTEE SUPPORTING POLICIES AND DOCUMENTS INDIGENOUS EMPLOYMENT STRATEGY FRAMEWORK P2 P2 P2 P3 P3 P3 P5 1

3 VISION STATEMENT To be recognised locally and nationally as a workplace of choice for Indigenous people This Vision is underpinned by the Values articulated in the University s Strategic Plan Mutual respect and collegiality Diversity of cultures, ideas and peoples Indigenous perspectives and reconciliation Community partnerships and mutual development Equity and social justice INTRODUCTION The University of Wollongong acknowledges and pays respect to the traditional custodians of the lands on which its campuses and centres are built. Our Strategy is a commitment by the University of Wollongong (UOW) to work towards the social justice of Indigenous people. It will provide a framework for the University community to generate and establish successful work opportunities and employment outcomes for Indigenous people. All work units and faculties will demonstrate their commitment to this strategy through identified actions in their annual business plans. Our commitment will be reflected through the following desired outcomes: Increased employment of Aboriginal and Torres Strait Islander people A University wide representation of Indigenous employment building up to 3% Indigenous employment is represented across all levels of general and academic staff A demonstrated engagement with Aboriginal and Torres Strait Islander communities UOW is recognised locally and nationally as a workplace of choice for Aboriginal and Torres Strait Islander people UOW COMMITMENT TO RECONCILIATION Extract from A Vision for Reconciliation (UOW, 2010) We acknowledge that Aboriginal and Torres Strait Islander people have demonstrated great resilience but continue to experience disadvantage, disrespect and lack of understanding in their daily lives, which must be addressed for reconciliation to advance. The Strategy outlines the actions in place to work towards re-dressing disadvantage Aboriginal and Torres Strait Islander people have experienced regarding employment. 2

4 BACKGROUND The Strategy was developed by a representative committee of staff members, led by the and the Director, Employment Equity and Diversity (EED). Committee members included: Director Woolyungah Indigenous Centre Dean Education Indigenous General Staff Member Recruitment Manager Two non-indigenous EED Committee members Consultation with the broader University community and the relevant external stakeholders was facilitated through the EED Committee. The revised Strategy has been prepared by the Indigenous Employment, the Director EED and the Recruitment Manager. Consultation and feedback has been received from the EED Committee. Since 2012, the became a member of the Recruitment Team. This is a deliberate strategy to embed Indigenous employment into all recruitment processes. ROLE OF THE EMPLOYMENT EQUITY AND DIVERSITY COMMITTEE The EED Committee is the Steering Committee for the Strategy. The Committee is represented by: PVC (Inclusion and Outreach) - chair Director Employment Equity & Diversity Director Personnel Services Deans Nominee (x2) Senate Representative NTEU Representative General Staff Representative CPSU Equity Group Staff Member (x5) Recruitment Manager (observer) This Strategy recommends the development of an Steering Committee, a sub-committee of the EED Committee to monitor the progress of this Strategy and have input into the development of further actions to achieve all stated objectives. SUPPORTING POLICIES AND DOCUMENTS University of Wollongong documents Clause 33 of the UOW Academic Staff Enterprise Agreement requires the Strategy to be monitored by a steering committee chaired by a DVC: The University has an Indigenous Australian Employment Strategy. The University will continue to be committed to maintaining and implementing this employment strategy and target contained therein which is currently 3%. For the purpose of maintaining and ongoing implementation of the strategy, the University will have an Steering 3

5 Committee which will include an NTEU staff member representative and will be chaired by a Senior or Deputy Vice-Chancellor of the University. Employment Equity and Diversity Management Strategy Employment Equity and Workforce Diversity Policy Reconciliation Statement Recruitment and Selection Policy Respect for Diversity Policy UOW Strategic Plan Non-UOW documents National Indigenous Higher Education Workforce Strategy Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People: Final Report NSW Government Diversity Benchmarks NSW Aboriginal Education and Training Strategy 4

6 INDIGENOUS EMPLOYMENT STRATEGY FRAMEWORK The following table represents broad, long term strategies for Indigenous employment. Specific actions will be represented in the annual Recruitment Business Plan, EED Unit Business Plan and Faculty and Unit Business Plans. The five core objectives outlined in the National Indigenous Higher Education Workforce Strategy have been used as the basis for this framework. Objective 1: Enhance employment pathways for existing Indigenous employees Desired outcomes: 1. Career opportunities for Indigenous employees 2. Indigenous employees engaged in additional study Objectives Strategies Performance Indicators Indigenous employees are Information on scholarships and other financial support is supported to develop their full provided to Indigenous employees (academic and general staff) potential Support in applying for scholarships is provided Equity Fellowships are available for Masters and PhD level study for academic staff completing HDR programs scholarship holders Number of PhD completions successful continuing employees Responsible Director EED and, Trainees, cadets and limited term employees have opportunities to develop personally and professionally Support Indigenous employees who are on short term contracts to develop skills to make them job ready and competitive for continuing employment continuing employment positions with the employees direct supervisor or manager Expand the range of employment options available to Indigenous employees Indigenous employees receive effective mentoring and coaching Provide Job Rotation or secondment opportunities for Indigenous employees Assign a mentor to each staff member for at least the first year of employment Provide coaching opportunities at different stages of employment successful job rotations and secondments PI: Staff who are engaged with their job and their work place Employees direct supervisor or manager, Professional and Organisational Development Services, supervisors and managers 5

7 Objective 2: Increase new employment opportunities for Indigenous people Desired outcomes: 1. Continuing and fixed term employment opportunities for Indigenous people 2. Build capacity in a pool of future Indigenous employees Objectives Strategies Performance Indicators Increased employment in Advertise targeted job vacancies on Indigenous Jobs Australia PI: 3% Indigenous targeted and non-targeted web site, Indigenous print and through Aboriginal community employees positions organisations and other Indigenous networks Responsible in consultation with Recruitment Manager Maintain DEEWR supported programs to provide a range of employment opportunities Applicants are provided with appropriate support when applying for positions at UOW Provide workshops in consultation with accredited training providers, to assist Indigenous people applying for positions at UOW PI: % of Indigenous applicants in consultation with external agencies Recruitment strategies take into account cultural issues Recruitment practices are flexible and culturally inclusive PI: Client satisfaction Recruitment Manager and Indigenous graduates are provided with recruitment opportunities at UOW Work with Careers to invite all Indigenous graduates to interview for future employment opportunities/pool graduates seeking interviews Careers Service, Manager, Woolyungah and Continued employment opportunities for Indigenous employees Utilise the Employment Equity and Diversity Management Strategy and Employment Equity and Workforce Diversity Policy where continuing positions exist and the incumbent meets the criteria outlined in the Policy continuing employment positions Director EED, HR Advisors and Indigenous Employment 6

8 Objective 3: Development of a working environment appropriate to the needs of Indigenous people Desired Outcomes Culturally sensitive employers Objectives Strategies Performance Indicators All UOW staff understand and Annual cultural awareness training is offered to all UOW staff PI: Cultural acceptance respect the culture and background of Indigenous Cultural awareness training is strongly encouraged for staff in people the work units where new Indigenous employees are working Responsible in consultation with direct supervisors and managers Flexible work options which support the needs of Indigenous employees and meet the expectations of the workplace Liaise with the managers of units to support requests for flexible work options at significant times in the careers of Indigenous employees PI: Support provided Director EED and All direct supervisors and managers Management understands reasons for Indigenous employees leaving UOW EED Unit will encourage any Indigenous employee leaving the employment of the University to attend an exit interview Systemic issues will be identified and addressed appropriately exit interviews Director EED and 7

9 Objective 4: Community engagement and outreach Desired outcomes: Indigenous employees are promoted in publications and media Local Indigenous high school students are engaged in work experience at UOW Employer involvement in community engagement initiatives Objectives Strategies Performance Indicators UOW is known as an employer of Participate in existing consultative forums on the promotion of PI: Forum participation choice for Indigenous people employment opportunities for Indigenous people Responsible Place high school students in work experience opportunities Develop a process for identifying work experience opportunities for all applicants Work experience opportunities UOW staff and students participate in outreach programs Staff engage in AIME and homework programs for local Indigenous students PI: Staff and student participation AIME An active Alumni of Indigenous graduates Woolyungah staff, in consultation with Office of Advancement, establish an active Indigenous branch of Alumni PI: % of graduates who are members Woolyungah and Office of Advancement 8

10 Objective 5: Effective implementation of the National Indigenous Higher Education Workforce Strategy Desired outcomes: Indigenous objectives embedded within faculty and unit plans Teaching and research capacity developed with Indigenous graduates Monitoring committee established to review the outcomes of the Strategy Objectives Strategies Performance Indicators Increased Indigenous employment All Executive Deans and Unit Directors include Indigenous PI: Employment across all areas of the university Employment targets in their strategic plans opportunities established Increase the pool potential of Indigenous academic staff Actively encourage Indigenous honours and master students to consider PhD studies with the view to moving into academia PI: % of undergraduates moving into honours and higher research degrees Responsible Director EED and in consultation with Executive Deans, Directors Executive Faculty s. Support from PVC (Outreach and Inclusion) Deans, Heads of School, Woolyungah student support staff Indigenous employment monitored by EED Committee A standing item is placed on the EED Committee agenda to report on and discuss Indigenous employment as specified in the UOW Academic Staff Enterprise Agreement PI: Indigenous employment is tracked consistently Director EED and 9