Aboriginal and Torres Strait Islander employment
PART 5: ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT
24. ABORIGINAL AND TORRES STRAIT 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 Torres Strait Islander people.
24.2 The University’s commitment to advancing Aboriginal and Torres Strait Islander employment outcomes is set out in the Aboriginal and Torres Strait Islander Workforce Plan 2018 – 2021 (Workforce Plan). The Workforce Plan seeks to build meaningful employment opportunities for Aboriginal and Torres Strait Islander Staff through a range of actions. These actions include the development of a ‘grow your own’ employment model to establish pathways that foster career advancement opportunities in a sustainable way.
24.3 The University will ensure that the implementation of the Workforce Plan is facilitated through the support of an identified Aboriginal and Torres Strait Islander 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 proportion of Aboriginal and Torres Strait Islander 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, Indigenous position responsible for the senior 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 Torres Strait 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 Torres Strait Islander staff in accordance with Clause 33, Religious, Cultural and Ceremonial Leave.
24.10 The University is committed to the recruitment of Aboriginal and Torres Strait Islander people on merit to positions across the University. Where positions are identified as requiring an applicant to be an Aboriginal and Torres Strait Islander person as a genuine occupational qualification, the recruitment process will be as authorised by section 14 of the Anti-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 Torres Strait Islander Person as a genuine occupational qualification will have at least one Aboriginal and Torres Strait Islander member.