1        POLICY BACKGROUND

1.1 POLICY PREAMBLE

The University of Western Australia (UWA) is a culturally diverse educational institution where commitment to equal opportunity extends across all staff and students. UWA appreciates and accepts the importance of Indigenous Australian culture, respecting and valuing its diversity, and acknowledges that Indigenous people have been disadvantaged in many aspects of life within the broader Australian community.  UWA is also aware that, although it has a non-discriminatory employment policy, the employment levels of Indigenous Australians continues to remain low. UWA is mindful of the fact that the low levels of Indigenous formal education and job-training skills is a significant factor in the imbalance of indigenous employment in the wider community and seeks to address this fact by intervening appropriately.

1.2 POLICY STATEMENT

UWA is committed to recruiting, developing and retaining the highest quality staff.  Within this context, UWA has undertaken to develop and implement strategies to increase the employment of indigenous people at all levels of the University structure.

1.3 DEFINITION

Indigenous Australians are people of Aboriginal or Torres Strait Islander descent who identify as Indigenous people and who are accepted as such by the community in which they live.

1.4 COMMUNICATION AND CONSULTATION

1.4.1       UWA will liaise with Indigenous people and community groups, UWA’s School of Indigenous Studies, and other advisory and interested groups to include and involve them in development, decision making and implementation of this policy. Consultation will be aimed to achieving successful and sustainable employment outcomes.

1.4.2       Indigenous people will be promoted as positive role models and UWA will provide culturally appropriate organisational support.

1.5 POLICY INITIATIVES

1.5.1       To provide an effective framework, consistent with UWA’s obligations under the WA Equal Opportunity Act (1984), for the development of specific strategies aimed at assisting Indigenous people to increase access to, and successful participation in, training and employment within UWA.

1.5.2       To establish a range of recruitment and career development programs that will increase access for Indigenous people to employment opportunities at the University, and to improve retention and career advancement performance.

1.5.3       To embrace UWA’S statement on Reconciliation and support its principles, fostering a culture that promotes diversity and actively encourages and supports Indigenous people to pursue careers across all occupational groups within the University.

2        ACHIEVING POLICY OBJECTIVES

2.1 GENERAL PRINCIPLES

2.1.1       Policy objectives will be achieved by implementing a mixture of strategies, consistent with UWA Human Resources objectives, that will maximise employment outcomes for Indigenous Australians.

2.1.2       The importance of Indigenous culture is acknowledged and the value of its diversity recognised, along with the principles of self-determination, as a major component in enabling Indigenous Australians to participate fully within all facets of University life.

2.1.3       The various schools/administrative units within UWA together with the School for Indigenous Studies and Human Resources, are working collaboratively to implement this policy.

2.2 IDENTIFIED EMPLOYMENT OPPORTUNITY AREAS

2.2.1       Academic Staff – Employment opportunities in the lecturing, tutoring and research areas.

2.2.2       General Staff – a wide range of opportunities including :-

Administrative positions; Trades positions; Child care staff; Counsellors; Gardening and grounds staff; Laboratory staff; Library staff; Project Staff; Security staff  

2.3 RECRUITMENT 

2.3.1       Appropriate positions will be advertised through both mainstream and Indigenous employment networks.  This will be supported by developing and extending productive partnerships with community-based Indigenous organisations and other structures to increase awareness of, and access to, appropriate positions.

2.3.2       All selection and classification processes and position documentations will be reviewed to ensure the spirit and intent of this Indigenous Employment Policy is embraced.

2.3.3       Employee selection panels will undertake equal opportunity, diversity and Indigenous cultural awareness training to ensure a fair and equitable process.        

2.4 INDUCTION/ORIENTATION AND RETENTION

2.4.1       Induction/orientation processes will be provided to Indigenous recruits to familiarise and introduce them to workplace practices within UWA, recognising cultural practices and generally assisting in their transition into the university community.

2.4.2       Targeted support will be provided to managers and staff to assist in the provision of appropriate incentives and workplace behaviours that promote the retention and development of Indigenous Australians.

2.5 TRAINING AND DEVELOPMENT

2.5.1       Provision of information on training and development opportunities will be made in a manner, which is accessible, relevant and appropriate to Indigenous Australians. 

2.5.2       Appropriately structured training and development programs will be initiated, refined and implemented.

3        POLICY MONITORING AND  EVALUATION. 

3.1 A annual review and evaluation of all Indigenous employment and training initiatives will be conducted by the Equity and Diversity Office under the auspices of UWA’S Workforce Diversity Strategy 2001-2003.

3.2 Other management mechanisms and formal evaluation and modification processes will be reported to the Director, Human Resources.

Developed By:

Doug Wilkinson Kate Hall