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 EMPLOYMENT. 24.1 The University, the CPSU and the NTEU endorse the strategic plan for advancing excellence as set out in the Indigenous Strategy 2016 – 2025. This Strategy provides a framework for establishing and maintaining an environment that values and celebrates the culture, aspirations and contribution of Aboriginal and Xxxxxx Xxxxxx Islander people.
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.
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. 37.0 The University of Newcastle Position Classification Standards PART I: FLEXIBLE WORKING ARRANGEMENTS 38.0 Requests for Flexible Working Arrangements PART J: LEAVE AND HOLIDAYS 39.0 Annual Leave
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. 6.1 The University acknowledges that its campuses are situated on Nyungar Boodjar. The University respects and acknowledges the traditional and continuing spiritual relationship, cultural heritage practices and beliefs that form Kura, yeye, boorda (the past, present and future). The University aims to:
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.
ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 59.1 The University acknowledges and recognises Aboriginal and Xxxxxx Xxxxxx Islander people as the first people of Australia. As a part of the University’s ongoing commitment to equality and diversity, the University has developed an Aboriginal and Xxxxxx Xxxxxx Islander Workforce Strategy. This strategy, or a successor strategy, will be implemented and maintained during the life of the Agreement.
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 Peoples employed at the University. A University Aboriginal and Xxxxxx Xxxxxx Islander Peoples Workforce Strategy has been developed to: • increase Aboriginal and Xxxxxx Strait Islander employment and participation at all levels and in all organisational areas of the University; • 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 and economic empowerment; 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.
