Aboriginal and Torres Strait Islander Employment Strategy

The University is committed to Equal Employment Opportunity and the Aboriginal and Torres Strait Islander Employment and Engagement Strategy seeks to ensure all policies are culturally sensitive.

The Aboriginal and Torres Strait Islander Employment and Engagement Strategy is conceived and implemented by the Office of Aboriginal and Torres Strait Islander Employment and Engagement. Its actions are underpinned by the following functional support areas, industrial instruments and policies at UWS:

• Aboriginal and Torres Strait Islander Employment Policy
• Recruitment and Selection Policy (amended in 2009 and issued on 10 February 2010)

The Aboriginal and Torres Strait Islander Employment Strategy is further supported by:

• Bullying Prevention Policy
• Research Ethics Policy
• Vice-Chancellor's Excellence Awards Policy
• Teaching and Learning - Fundamental Code
• Employee Assistance Program
• Occupational Health and Safety Policy
• Equal Opportunity Policy
• Professional Development Policy
• Indigenous and Traditional Knowledge and Intellectual Property
• Respect and Inclusion in Learning and Working Policy
• Inclusive Language Policy
• Indigenous Education Policy
• Inclusive Curriculum Policy

UWS embraces the fundamental guiding principles of mutual respect and partnership outlined in the United Nations Declaration on the Rights of Aboriginal and Torres Strait Islander Peoples (opens in a new window). The Declaration provides a framework which respects Aboriginal and Torres Strait Islander peoples’ rights and promotes actions that respect and protect Aboriginal and Torres Strait Islander cultures.

In addition, the Aboriginal and Torres Strait Islander Employment Strategy has established the:

• UWS Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board (ATSIEEAB) established to provide advice on key employment initiatives. Chaired by Professor Wayne McKenna, UWS Deputy Vice-Chancellor (Academic and Research).
  
• UWS Aboriginal and Torres Strait Islander Employment Strategy Consultative Committee (ATSIESCC) established to monitor the implementation of the Indigenous Australian Employment Strategy. Chaired by Ann Tout, Executive Director, Office of People and Culture.

In line with equity and diversity measures, the conditions contained in UWS’ formal industrial instruments and policies, the Office of Aboriginal and Torres Strait Islander Employment and Engagement assists the Office of People and Culture, Hiring Managers and Aboriginal and Torres Strait Islander staff on matters requiring specialist cultural advice. As an ‘internal consultant’ to the Office of People and Culture, the Office of Aboriginal and Torres Strait Islander Employment and Engagement perform a variety of functions. Its three key functions are:

1. To proactively distribute information and real-time support to UWS staff on demand (web, email, phone and in-person consultations) which enable them to employ and treat Aboriginal and Torres Strait Islander staff members in a way which respects cultural sensibilities.
2. To gather, analyse and report on information pertaining to benchmarking employment criteria. Data collected and interrogated include rates of employment, retention, institutional seniority in Academic and General positions, the currency of identified positions and so on. From these results, the Office of Aboriginal and Torres Strait Islander Employment and Engagement then strategise ways of attaining and maintaining the over-arching Office of People and Culture goals set by UWS through plans such as Our People 2015 and UWS’ Staff Agreements.
3. To develop the UWS workforce to the stage where all staff develop cultural literacy and competency around interacting with Aboriginal and Torres Strait Islander People and associated issues through professional development, the development and distribution of learning aids and other resources (eg. Mentoring and Workshops). In the near future, online learning modules will be launched.

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