• Section 1 - Purpose and Context
• Indigenous Education Policy
• Section 2 - Definitions
• Section 3 - Policy Statement
• Objectives
• Principles
• Employment and Career
• Engagement
• Policies
• Communication
• UWS Indigenous Australian Employment and Engagement Strategy
• Section 4 - Procedures
• Section 5 - Guidelines

Section 1 - Purpose and Context

(1) The University of Western Sydney (UWS) is located on six campuses across Greater Western Sydney. The Greater Western Sydney area has the largest population of Indigenous Australians in NSW. The University is therefore well placed to provide opportunities to, and to partner with, Indigenous Australians, especially those in Greater Western Sydney, to achieve sustainable economic and social outcomes in line with the University's Mission, Goals and Strategic Plan.

(2) The University recognises that Indigenous Australians are statistically amongst the most disadvantaged groups in Australia. This includes employment. Improved labour market participation is central to achieving positive outcomes for individuals and their families in terms of social and economic engagement.

(3) In addition, UWS acknowledges that Indigenous Australian staff are central to the development of teaching and research of Indigenous knowledge, which is critical to the higher education sector and society.

(4) Underpinning this policy is the University's commitment to reconciliation between Indigenous and non-Indigenous Australians as outlined in the UWS Indigenous Reconciliation Statement, and to the provision of equal opportunity in employment together with the promotion of inclusion through valuing diversity in the workplace.

Indigenous Education Policy

(5) UWS is committed to improving Indigenous enrolment and progression rates across all levels of university education, to incorporating Indigenous Australian content in its curriculum, and to increasing Indigenous research. The University's position is outlined in the Indigenous Education Policy.

Section 2 - Definitions

(6) For the purpose of this policy:

1. Aboriginal and/or Torres Strait Islander - is defined as any person who:
   1. is of Aboriginal and/or Torres Strait Islander descent;
   2. identifies as an Aboriginal and/or Torres Strait Islander; and
   3. is recognised by the Indigenous community in which he or she lives as an Aboriginal and/or Torres Strait Islander.

Section 3 - Policy Statement

(7) This policy describes the principles underpinning Indigenous Australian employment and engagement (in the context of employment) at UWS.

Objectives

(8) UWS seeks to:

1. Increase the participation rate and employment outcomes of Indigenous Australians across all levels at UWS to at least reflect participation levels in society.
2. Be an employer of choice for Indigenous Australians within Greater Western Sydney.
3. Develop leading strategies and contribute to shaping the national agenda in Indigenous employment and engagement.
4. Redress, through affirmative action in employment, the past disadvantage experienced by Indigenous Australians.
5. Create a work environment that is free from discrimination, promotes an understanding of Indigenous culture, and is culturally respectful and inclusive.
6. Build and develop a positive working relationship with the community and relevant stakeholders about improving employment outcomes for Indigenous Australians.

Principles

(9) The University aims to:

1. Provide an environment where Indigenous employees are encouraged to achieve their full potential.
2. Celebrate the knowledge, skills and history of Indigenous Australians and recognise the cultural diversity this knowledge brings to the workplace.
3. Provide a workplace where cultural, social and religious systems practiced by Indigenous Australians are respected.
4. Include representation of Indigenous employees across a wide range of areas and levels of the University.
   The University will strive towards these guiding principles by undertaking the following actions:

Employment and Career

(10) UWS aims to achieve a level of employment participation by Indigenous Australians at the level of their representation in the community, or greater, noting that Indigenous Australians make up 2.5% of the Australian population and 2.2% of the NSW population.

(11) UWS aims to increase retention in the workforce and long term career and employment prospects for Indigenous Australians.

(12) The University will promote and support its Indigenous Australian Employment Strategy as the foundation of Indigenous Australian employment at UWS and incorporate the Indigenous Australian Employment Strategy within its employment policies, including the Recruitment and Selection Policy.

(13) UWS will seek to:

1. Develop innovative employment programs to attract Indigenous Australians to all levels and types of employment at UWS. These will include trainee or cadetships, graduate-entry, early career, middle and senior level programs in general and academic positions.
2. Develop programs to provide employment pathways for Indigenous Australians, including transition from study to employment or entry into the workforce - such as internships and skill development workshops.
3. Positively and proactively seek to recruit Indigenous Australians and provide Indigenous identified positions and designated positions where appropriate.
4. Provide targeted induction and orientation programs for Indigenous Australian employees.
5. Offer career development programs such as training, education, mentoring, job exchange, and other professional learning initiatives to build individual skills and leadership capacity. These programs will assist in retaining Indigenous Australians at the University on "whole of career" pathways.
6. Work with external partners to develop scholarships and support for work placements.
7. Provide other support mechanisms and networks for Indigenous Australian employees, including conferences, seminars and forums.

(14) The University will further support Indigenous Australian employment by adopting Government initiatives that promote increased Indigenous Australian employment participation. For example, the NSW Government Guidelines for Aboriginal Participation in Construction.

(15) The University will provide support to managers and supervisors in the process of recruiting and selecting Indigenous Australian employees, and managing and supervising Indigenous Australians on traineeships or internships, or other employment programs. This will include support in undertaking career development planning, performance and review processes, and reward and recognition.

(16) The University encourages Indigenous Australian employees or potential employees to identify themselves.

Engagement

(17) The University will seek to engage with external organisations (community, businesses, industries, and government), starting with the Greater Western Sydney region to foster alliances and partnerships, and to develop programs that improve Indigenous Australian employment opportunities.

(18) UWS will seek opportunities to raise awareness of cultural diversity within employment by cooperating or partnering with external organisations and businesses including developing and providing training programs in cultural diversity within the workplace.

Policies

(19) The University aims to build mutually beneficial partnerships based on respect through the participation and contribution of Indigenous Australian employees in employment-related decision-making processes. This will include membership of certain selection panels, and involvement in staffing strategy development. To ensure cultural diversity is embedded within the University, all UWS-wide employment or staff-related strategies or policies will give consideration to the cultural diversity of the community in which the University operates.

(20) Training programs on cultural diversity for staff will be developed and, once in place, attendance will be a requirement for all staff participating in recruitment and selection processes.

(21) The University encourages Indigenous Australian employees to participate in cultural diversity programs and services such as activities, committees and networks organised by the Office of Aboriginal and Torres Strait Islander Employment and Engagement and the Badanami Centre for Indigenous Education; UWS wide activities such as the Yarramundi Lecture series; and School-based programs. UWS will incorporate into its policies and procedures the opportunity for Indigenous Australian employees to participate in cultural activities and events, such as national days of observance, eg. NAIDOC.

Communication

(22) The University will place the Indigenous Employment and Engagement Strategy on its web site.

UWS Indigenous Australian Employment and Engagement Strategy

(23) The University has established a number of bodies to advise on and monitor its activity and progress on providing opportunities for employment and for engaging with Indigenous Australians.

1. The Indigenous Employment and Engagement Advisory Board - chaired by the Deputy Vice-Chancellor, Corporate Strategy and Services, includes external community leaders and UWS representatives.
2. UWS has developed an Indigenous Australian Employment and Engagement Strategy (the Strategy) to attract, retain and develop Indigenous Australian staff at UWS. The Strategy is the principal document outlining the University's objectives, areas of focus and implementation plan for Indigenous Australian employment at UWS. It was developed as part of the Indigenous Employment and Engagement project which aims to maximise employment opportunities for Indigenous Australians and is committed to promoting the benefits of inclusiveness and diversity in the workplace to all employees (including diverse knowledge, skills, histories, traditions and cultures of Indigenous Australians). Indigenous Australian Employment and Engagement is also a strategic project under the broader Our People 2015 program. To ensure successful outcomes of the Indigenous Australian Employment and Engagement Strategy, an action plan has been developed and is sponsored by the Deputy Vice-Chancellor, Corporate Strategy and Services.

(24) To oversee the implementation of the Indigenous Australian Employment Strategy, the Indigenous Australian Employment Strategy Consultative Committee has been established. The Consultative Committee is chaired by the Deputy Vice-Chancellor, Corporate Strategy and Services.

Section 4 - Procedures

(25) Nil.

Section 5 - Guidelines

(26) Nil.