Common use of ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT Clause in Contracts

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 Islander people. At the University, the targets are based on relative parity figures for the local communities. The University is committed to the objective of increasing the levels of employment and participation of Aboriginal and Xxxxxx Strait Islander people at all levels of work activity in all operational areas of the University.

ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 19.1 There is 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 commitment to framework for establishing and maintaining an environment that values and celebrates the key objective of increasing the educationalculture, employment, training aspirations 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 contribution of Aboriginal and Xxxxxx Xxxxxx Islander employees in determining their own employment and career goals, strategies and ambitions, in accordance with their own aspirationspeople. 19.2 24.2 The University’s commitment to advancing 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 employment outcomes is set out in the Aboriginal and Xxxxxx Xxxxxx Islander Employment Policy and Procedure in Human Resources Policies and ProceduresWorkforce Plan 2018 – 2021 (Workforce Plan). 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 Workforce Plan seeks to build meaningful employment opportunities for Aboriginal and Xxxxxx Xxxxxx Islander community, academic and professional employees, Unions, and Staff through a range of actions. These actions include the Human Resources departmentdevelopment of a ‘grow your own’ employment model to establish pathways that xxxxxx career advancement opportunities in a sustainable way. 19.4 24.3 The University will ensure that the implementation of the Workforce Plan is facilitated through the support of an identified Aboriginal and Xxxxxx Strait Xxxxxx Islander Career Development strategy identifies appropriate targets position. The position will be responsible for working with Supervisors to implement the plan across the University. 24.4 Consistent with the Workforce Plan, the University will, over the life of this Agreement, use its best endeavours to increase the employment proportion of Aboriginal and Xxxxxx Xxxxxx Islander people. At people to 1.8% (or a total of 58 staff members) of the University's Full-time equivalent fixed-term and continuing Staff. 24.5 The University will establish a financial compact that will guarantee dedicated funding to be allocated each year to support the implementation of the aims and initiatives associated with advancing Indigenous employment outcomes. The funding each year will be no less than 1 million dollars. A copy of the financial compact will be provided to the CPSU and the NTEU. 24.6 The University will appoint a PVC, the targets are based on relative parity figures Indigenous position responsible for the local communitiessenior leadership of the Indigenous strategic framework. 24.7 The Patyegarang Indigenous Strategic Committee is responsible for monitoring, reviewing and progressing the strategic objectives expressed within the Indigenous Strategy and the Workforce Plan. The University will invite the CPSU and the NTEU to each nominate one Aboriginal and Xxxxxx Islander Staff Member to participate as a member of the Committee. With the exception of confidential data, workforce data tabled at Patyegarang Indigenous Strategic Committee meetings will be shared with the Unions. 24.8 The University will provide Aboriginal cultural safety training for staff and encourage all staff to participate in the training. 24.9 The University will provide cultural leave for Aboriginal and Xxxxxx Xxxxxx Islander staff in accordance with Clause 33, Religious, Cultural and Ceremonial Leave. 24.10 The University is committed to the objective of increasing the levels of employment and participation recruitment of Aboriginal and Xxxxxx Strait Xxxxxx Islander people at all levels of work activity in all operational areas on merit to positions across the University. Where positions are identified as requiring an applicant to be an Aboriginal and Xxxxxx Xxxxxx Islander person as a genuine occupational qualification, the recruitment process will be as authorised by section 14 of the UniversityAnti-Discrimination Act 1977 (NSW). Non-Indigenous appointments to identified positions may only be made when attempts to source suitable candidates have been unsuccessful and will normally be on a fixed-term basis. 24.11 Selection committees for positions identified as requiring an applicant to be an Aboriginal and Xxxxxx Xxxxxx Islander Person as a genuine occupational qualification will have at least one Aboriginal and Xxxxxx Xxxxxx Islander member.

ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 19.1 There is 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 commitment to framework for establishing and maintaining an environment that values and celebrates the key objective of increasing the educationalculture, employment, training aspirations 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 contribution of Aboriginal and Xxxxxx Xxxxxx Islander employees in determining their own employment and career goals, strategies and ambitions, in accordance with their own aspirationspeople. 19.2 24.2 The University’s commitment to advancing Aboriginal and Xxxxxx Strait Xxxxxx 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 employment outcomes is set out in the Aboriginal and Xxxxxx Xxxxxx Islander Employment Policy and Procedure in Human Resources Policies and ProceduresWorkforce Plan 2018 – 2021 (Workforce Plan). 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 Workforce Plan seeks to build meaningful employment opportunities for Aboriginal and Xxxxxx Xxxxxx Islander community, academic and professional employees, Unions, and Staff through a range of actions. These actions include the Human Resources departmentdevelopment of a ‘grow your own’ employment model to establish pathways that xxxxxx career advancement opportunities in a sustainable way. 19.4 24.3 The University will ensure that the implementation of the Workforce Plan is facilitated through the support of an identified Aboriginal and Xxxxxx Strait Xxxxxx Islander Career Development strategy identifies appropriate targets position. The position will be responsible for working with Supervisors to implement the plan across the University. 24.4 Consistent with the Workforce Plan, the University will, over the life of this Agreement, use its best endeavours to increase the employment proportion of Aboriginal and Xxxxxx Xxxxxx Islander people. At people to 1.8% (or a total of 58 staff members) of the University's Full-time equivalent fixed-term and continuing Staff. 24.5 The University will establish a financial compact that will guarantee dedicated funding to be allocated each year to support the implementation of the aims and initiatives associated with advancing Indigenous employment outcomes. The funding each year will be no less than 1 million dollars. A copy of the financial compact will be provided to the CPSU and the NTEU. 24.6 The University will appoint a PVC, the targets are based on relative parity figures Indigenous position responsible for the local communitiessenior leadership of the Indigenous strategic framework. 24.7 The Patyegarang Indigenous Strategic Committee is responsible for monitoring, reviewing and progressing the strategic objectives expressed within the Indigenous Strategy and the Workforce Plan. The University will invite the CPSU and the NTEU to each nominate one Aboriginal and Xxxxxx Xxxxxx Islander Staff Member to participate as a member of the Committee. With the exception of confidential data, workforce data tabled at Patyegarang Indigenous Strategic Committee meetings will be shared with the Unions. 24.8 The University will provide Aboriginal cultural safety training for staff and encourage all staff to participate in the training. 24.9 The University will provide cultural leave for Aboriginal and Xxxxxx Xxxxxx Islander staff in accordance with Clause 33, Religious, Cultural and Ceremonial Leave. 24.10 The University is committed to the objective of increasing the levels of employment and participation recruitment of Aboriginal and Xxxxxx Strait Xxxxxx Islander people at all levels of work activity in all operational areas on merit to positions across the University. Where positions are identified as requiring an applicant to be an Aboriginal and Xxxxxx Xxxxxx Islander person as a genuine occupational qualification, the recruitment process will be as authorised by section 14 of the UniversityAnti-Discrimination Act 1977 (NSW). Non-Indigenous appointments to identified positions may only be made when attempts to source suitable candidates have been unsuccessful and will normally be on a fixed-term basis. 24.11 Selection committees for positions identified as requiring an applicant to be an Aboriginal and Xxxxxx Xxxxxx Islander Person as a genuine occupational qualification will have at least one Aboriginal and Xxxxxx Xxxxxx Islander member.

ABORIGINAL AND XXXXXX XXXXXX ISLANDER EMPLOYMENT. 19.1 There is 24.1 The University and the NTEU endorse the strategic plan for advancing excellence as set out in the Indigenous Strategy 2016 – 2025. This Strategy provides a commitment to framework for establishing and maintaining an environment that values and celebrates the key objective of increasing the educationalculture, employment, training aspirations 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 contribution of Aboriginal and Xxxxxx Xxxxxx Islander employees in determining their own employment and career goals, strategies and ambitions, in accordance with their own aspirationspeople. 19.2 24.2 The University’s commitment to advancing 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 employment outcomes is set out in the Aboriginal and Xxxxxx Xxxxxx Islander Employment Policy and Procedure in Human Resources Policies and ProceduresWorkforce Plan 2018 – 2021 (Workforce Plan). 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 Workforce Plan seeks to build meaningful employment opportunities for Aboriginal and Xxxxxx Xxxxxx Islander community, academic and professional employees, Unions, and staff through a range of actions. These actions include the Human Resources departmentdevelopment of a ‘grow your own’ employment model to establish pathways that xxxxxx career advancement opportunities in a sustainable way. 19.4 24.3 The University will ensure that the implementation of the Workforce Plan is facilitated through the support of an identified Aboriginal and Xxxxxx Strait Xxxxxx Islander Career Development strategy identifies appropriate targets position. The position will be responsible for working with Supervisors to implement the plan across the University. 24.4 Consistent with the Workforce Plan, the University will, over the life of this Agreement, use its best endeavours to increase the employment proportion of Aboriginal and Xxxxxx Xxxxxx Islander people. At staff to 1.8% (or a total of 58 staff members) of the University's full time equivalent fixed term and continuing staff. 24.5 The University will establish a financial compact that will guarantee dedicated funding to be allocated each year to support the implementation of the aims and initiatives associated with advancing Indigenous employment outcomes. The funding each year will be no less than one million dollars. A copy of the financial compact will be provided to the NTEU. 24.6 The University will appoint a PVC, the targets are based on relative parity figures Indigenous position responsible for the local communitiessenior leadership of the Indigenous strategic framework. 24.7 The Patyegarang Indigenous Strategic Committee is responsible for monitoring, reviewing and progressing the strategic objectives expressed within the Indigenous Strategy and the Workforce Plan. The University will invite the NTEU to nominate an Aboriginal and Xxxxxx Islander Academic Staff Member to participate as a member of the Committee. With the exception of confidential data, workforce data tabled at Patyegarang Indigenous Strategic Committee meetings will be shared with the NTEU. 24.8 The University will provide Aboriginal cultural safety training for staff and encourage all staff to participate in the training. 24.9 The University will provide cultural leave for Aboriginal and Xxxxxx Xxxxxx Islander staff in accordance with clause 33, Religious, Cultural and Ceremonial Leave. 24.10 The University is committed to the objective of increasing the levels of employment and participation recruitment of Aboriginal and Xxxxxx Strait Xxxxxx Islander people at all levels of work activity in all operational areas on merit to positions across the University. Where positions are identified as requiring an applicant to be an Aboriginal and Xxxxxx Xxxxxx Islander person as a genuine occupational qualification, the recruitment process will be as authorised by section 14 of the UniversityAnti-Discrimination Act 1977 (NSW). Non-Indigenous appointments to identified positions may only be made when attempts to source suitable candidates have been unsuccessful and will normally be on a fixed term basis. 24.11 Selection committees for positions identified as requiring an applicant to be an Aboriginal and Xxxxxx Xxxxxx Islander Person as a genuine occupational qualification will have at least one Aboriginal and Xxxxxx Xxxxxx Islander member.