ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 36.1 The University acknowledges that Aboriginal and Xxxxxx Xxxxxx Islander people are two distinct racial groups within the term “Indigenous Australians”. For the purposes of this clause, “Aboriginal and Xxxxxx Xxxxxx Islander” or “Indigenous” person means any person who is of Aboriginal and/or Xxxxxx Xxxxxx Islander descent who is recognised and accepted as such by other Aboriginal or Xxxxxx Xxxxxx Islander peoples and who identifies as an Aboriginal and/or Xxxxxx Xxxxxx Islander.
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 19.1 There is a commitment to the key objective of increasing the educational, employment, training and career development opportunities for all Aboriginal and Xxxxxx Strait Islander people employed at the University. It is recognised and accepted that a suitably supportive and stable working environment for Aboriginal and Xxxxxx Xxxxxx Islander people is likely to help redress the social injustices, exploitation and socio-economic and employment inequities especially affecting Aboriginal and Xxxxxx Strait Islander people. A University Aboriginal and Xxxxxx Xxxxxx Islander Employment and Career Development Strategy has been developed to: increase, encourage and develop effective Aboriginal and Xxxxxx Strait Islander employment and participation at all levels of work activity and in all organisational units of the University; aim to maximise Aboriginal and Xxxxxx Xxxxxx Islander employee development and career opportunities in order to increase Aboriginal and Xxxxxx Strait Islander knowledge, job skills, job satisfaction, job security, income support, economic empowerment, independence and self-sufficiency; and facilitate and encourage the direct involvement of Aboriginal and Xxxxxx Xxxxxx Islander employees in determining their own employment and career goals, strategies and ambitions, in accordance with their own aspirations.
19.2 The Aboriginal and Xxxxxx Strait Islander Career Development and Employment Strategy Representative Steering Committee will oversee the implementation and operation of the Career Development and Employment Strategy in accordance with the principles set out in the Aboriginal and Xxxxxx Xxxxxx Islander Employment Policy and Procedure in Human Resources Policies and Procedures. This Policy will not be changed without consultation with employees and the Unions through the Staff Consultative Committee.
19.3 The Representative Steering Committee established in accordance with Clause 19.2 will consist of representatives outlined in the Aboriginal and Xxxxxx Strait Islander Employment Policy and Procedure and the composition of the Representative Steering Committee will consist of representatives from University senior management, the local Aboriginal and Xxxxxx Xxxxxx Islander community, academic and professional employees, Unions, and the Human Resources department.
19.4 The Aboriginal and Xxxxxx Strait Islander Career Development strategy identifies appropriate targets to increase the employment of Aboriginal and Xxxxxx Xxxxxx ...
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT.
60.1. The University is committed to developing and implementing an effective Aboriginal and Xxxxxx Xxxxxx Islander Employment Strategy to achieve a workforce that is reflective of the Australian population.
60.2. In pursuing this objective, the University will:
(a) allocate responsibility for Aboriginal and Xxxxxx Xxxxxx Islander issues to a member of the University Executive;
(b) take all reasonable steps to increase the number of non-casual Aboriginal and Xxxxxx Xxxxxx Islander staff members over the life of the Agreement, with a target of 74 full time equivalent staff members by 2021, in accordance with population parity. The University will aim to achieve a milestone of 55 full time equivalent staff members by 1 December 2019.
(c) maximise development opportunities for Aboriginal and Xxxxxx Xxxxxx Islander staff; and encourage the transfer of job skills and information to increase Aboriginal and Xxxxxx Xxxxxx Islander knowledge, remuneration, and job security. The University will commit to:
i. support the growth of ANU career pathways for Aboriginal and Xxxxxx Xxxxxx Islander professional staff by creating an Aboriginal and Xxxxxx Xxxxxx Islander employment program with an annual allocation of $100,000 per annum for the life of the Agreement, in order to improve the employment and retention of Aboriginal and Xxxxxx Xxxxxx Islander professional staff;
ii. build a substantial Aboriginal and Xxxxxx Xxxxxx Islander research and education community through the Aboriginal and Xxxxxx Xxxxxx Islander Postdoctoral Fellowships program, in order to attract and develop Aboriginal and Xxxxxx Xxxxxx Islander early career academics across all academic disciplines; and
iii. encourage and improve a sense of community at the University for all Aboriginal and Xxxxxx Xxxxxx Islander staff by establishing an effective Aboriginal and Xxxxxx Xxxxxx Islander staff network. Network activities will be funded with an annual budget of $25,000 per annum for the life of the Agreement, and will be formally supported by the Human Resources Division;
(d) ensure that Aboriginal and Xxxxxx Xxxxxx Islander heritage and culture are embedded and celebrated within the University campus to improve the cultural competency of staff, students and the wider community;
(e) have appropriate Aboriginal and Xxxxxx Xxxxxx Islander representation, where possible, on selection panels should an applicant for a position identify themselves in their application as an Aboriginal and/or Xxxxxx Xxxxxx Isl...
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. The University of Newcastle Position Classification Standards
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 69 For the purposes of this clause ‘Aboriginal or Xxxxxx Xxxxxx Islander’ person means a person of Aboriginal or Xxxxxx Xxxxxx Island descent who identifies as an Aboriginal or Xxxxxx Xxxxxx Island person and is accepted as such by their Aboriginal or Xxxxxx Xxxxxx Islander community.
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 4.1 The University acknowledges that its campus is situated on Whadjuk Noongar land, and that Whadjuk Noongar people remain the spiritual and cultural custodians of their land, and continue to practise their values, languages, beliefs and knowledge.
4.2 The University is committed to the achievement of Aboriginal peoples’ rights, aspirations and potential, and the recognition of Indigenous knowledge, culture and values.
4.3 The University will continue to develop and implement an active and responsive long term strategy, which will enrich and advance Indigenous employment within the University.
4.4 The strategy will include an objective to achieve, Aboriginal and Xxxxxx Strait Islander employment of 2% of full-time equivalent University Employees by 2021. On 2016 staffing figures this would equate to 77 FTE.
4.5 Failure to achieve this objective will not, of itself, be regarded as a breach of the Agreement provided that the University has used reasonable endeavours to meet the objective.
4.6 The University will recognise the importance of cultural activities, such as NAIDOC week, for Indigenous Australians and support their participation in these activities as legitimate employee development.
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. (a) UNSW aims to be recognised as the leading University in Australia for Aboriginal and Xxxxxx Xxxxxx Islander workforce participation, education and researchers.
(b) UNSW aspires over the life of this Agreement to make significant progress towards its 2025 target of being representative of the community and greater Sydney population by having 140 Aboriginal and Xxxxxx Xxxxxx Islander academic and professional employees (excluding casual employees) at the expiry of this Agreement.
(c) During the life of this Agreement, UNSW will:
(i) work to implement its Aboriginal and Xxxxxx Xxxxxx Islander employment Strategy and actively pursue the targets for increased Aboriginal and Xxxxxx Xxxxxx Islander employment included in the Strategy;
(ii) will guarantee dedicated funding to be allocated each year to support the implementation of aims and initiatives associated with advancing Aboriginal and Xxxxxx Xxxxxx Islander employment outcomes. The funding each year will be no less than $2 million to support new initiatives set out in the Strategy or to enhance expenditure on existing initiatives. A copy of the financial compact will be provided to the Union/s upon request by that particular Union;
(iii) develop and maintain a committee to monitor implementation of the Strategy and include on the committee an Aboriginal or Xxxxxx Xxxxxx Islander UNSW employee nominated by the Unions;
(iv) implement a number of initiatives to support Aboriginal and Xxxxxx Xxxxxx Islander Employees to complete PhDs at UNSW including where appropriate workload relief and extended timeframes to complete (within any limits set by Government);
(v) meet with the Unions up to twice a year, on request, to discuss progress in developing or implementing the Strategy and the above objectives; and
(vi) In the first year of this Agreement’s operation, create a continuing position at an appropriate level to work towards increasing the number of Aboriginal and Xxxxxx Xxxxxx Islander academic and professional employees employed by UNSW.
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. To date, the following strategies have been implemented to increase the representation of Aboriginal and Xxxxxx Xxxxxx Islander staff at USQ: • the operation of the USQ Aboriginal and Xxxxxx Xxxxxx Islander Career Development and Employment Strategy Committee to oversee and drive developments in this area; • the Aboriginal and Xxxxxx Xxxxxx Islander Traineeship Pilot Program launched in 2012 which provides full-time 12 month fixed-term appointments at a nationally recognised Certificate III level (five positions in 2012 and five positions in 2013); and • the implementation and delivery of a series of Aboriginal and Xxxxxx Xxxxxx Islander Cross- Cultural Awareness sessions during 2012 and 2013 for academic and professional staff at all three USQ campuses. Over the duration of the Compact, USQ will continue to coordinate a range of targeted employment and career development initiatives across each of the three campuses. In early 2013, a three-year HR recruitment strategy was developed which has been informed in part by the recommendations set out in the National Indigenous Higher Education Workforce Strategy (NIHEWS) and the Review of Higher Education Access and Outcomes for Aboriginal and Xxxxxx Xxxxxx Islander people. This recruitment strategy depicts a tiered model with a focus on developing career pathways for Aboriginal and Xxxxxx Xxxxxx Islander people at USQ. During 2013 there will be a continued focus on the development of opportunities for professional employees, including the continuation of the traineeship and internship programs. During 2014 the recruitment strategy will broaden with a focus on employment and career development initiatives for Aboriginal and Xxxxxx Xxxxxx Islander academic employees. 2014 – 2015 strategies also include the implementation of leadership KPIs, partnership and secondment strategies and a professional graduate employment program. The HR recruitment strategy will continue to focus on professional and academic employment, and further develop career opportunities in line with the University’s Strategic Plan. Specific initiatives under this strategy that USQ aim to implement include: • a continuation of the Aboriginal and Xxxxxx Xxxxxx Islander Traineeship Program during 2014 and 2015; • a continuation of the Aboriginal and Xxxxxx Xxxxxx Islander Cross-Cultural Awareness Program (to be funded in 2014); • the development and implementation of an Aboriginal and Xxxxxx Xxxxxx Islander Student Internship Program (two position...
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 24 ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT AND PARTICIPATION PRINCIPLES AT RMIT 24.1 RMIT remains committed to the ongoing recognition of the unique status of Aboriginal and Xxxxxx Xxxxxx Islander people as Australia’s First Peoples.
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 12.1. The University is committed to increasing the educational, employment, training, and career development opportunities for all Aboriginal and Xxxxxx Xxxxxx Islander Peoples.
12.2. The University will develop and continuously improve an Aboriginal and Xxxxxx Xxxxxx Islander Peoples workforce strategy, with the enduring aims to:
(a) support the goal of increasing the employment and participation of Aboriginal and Xxxxxx Xxxxxx Islander Peoples at all levels and in all organisational areas of the University;
(b) xxxxxxxx Xxxxxxxxxx and Xxxxxx Xxxxxx Islander employee development and career opportunities and increase knowledge, job skills, job satisfaction, job security and economic empowerment; and
(c) facilitate and encourage the direct involvement of Aboriginal and Xxxxxx Xxxxxx Islander employees in determining their own employment and career goals, strategies, and ambitions, in accordance with their own aspirations.
12.3. An appropriately constituted University management committee which reports to the Vice-Chancellor's Executive will oversee the implementation, review, and monitoring of the strategy, including regular reporting of progress towards the achievement of targets, strategies and activities to the University executive and other bodies, as required.
12.4. The University management committee established in accordance with clause 12.3 will consist of representatives from University senior management, local or relevant Aboriginal and Xxxxxx Xxxxxx Islander communities, Academic and Professional Employees, the Union, the People Portfolio, and other members with relevant knowledge.
12.5. The University will set an ambitious target for Aboriginal and Xxxxxx Xxxxxx Islander employment, to be implemented through the strategy. This target must not be set at below 3.6% of the University’s total workforce over the life of the Agreement and will aim to be achieved through growth in the FTE of Aboriginal and Xxxxxx Xxxxxx Islander employees which will include the use of Identified positions where being Aboriginal and/or Xxxxxx Xxxxxx Islander is a genuine occupational requirement. The indicative FTE as at 1 January 2023, is 53.8FTE.
