• Section 1 - Purpose and Context
• Indigenous Education Policy
• Section 2 - Definitions
• Section 3 - Policy Statement
• Objectives
• Principles
• Employment and Career
• Engagement Aboriginal and/ or Torres Strait Islander
• Policies
• Communication
• UWS Aboriginal and Torres Strait Islander 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 Aboriginal and/ or Torres Strait Islanders in NSW. The University is therefore well placed to provide opportunities to, and to partner with, Aboriginal and/ or Torres Strait Islanders, 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 Aboriginal and/ or Torres Strait Islanders 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 Aboriginal and/ or Torres Strait Islander staff are central to the development of teaching and research of Aboriginal and Torres Strait Islander knowledge, which is critical to the higher education sector and society.

(4) Underpinning this policy is the University's commitment to reconciliation between Aboriginal and Torres Strait Islander and non - Aboriginal and Torres Strait Islander Australians as outlined in the UWS Aboriginal and Torres Strait Islander 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 Aboriginal and Torres Strait Islander enrolment and progression rates across all levels of university education, to incorporating Aboriginal and/ or Torres Strait Islander content in its curriculum, and to increasing Aboriginal and Torres Strait Islander 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 Aboriginal and Torres Strait Islander 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 Aboriginal and Torres Strait Islander peoples employment and engagement (in the context of employment) at UWS.

Objectives

(8) UWS seeks to:

1. Increase the participation rate and employment outcomes of Aboriginal and/ or Torres Strait Islanders across all levels at UWS to at least reflect participation levels in society.
2. Be an employer of choice for Aboriginal and/ or Torres Strait Islanders within Greater Western Sydney.
3. Develop leading strategies and contribute to shaping the national agenda in Aboriginal and Torres Strait Islander Employment and engagement.
4. Redress, through affirmative action in employment, the past disadvantage experienced by Aboriginal and/ or Torres Strait Islanders.
5. Create a work environment that is free from discrimination, promotes an understanding of Aboriginal and Torres Strait Islander 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 Aboriginal and/ or Torres Strait Islanders.

Principles

(9) The University aims to:

1. Provide an environment where Aboriginal and Torres Strait Islander employees are encouraged to achieve their full potential.
2. Celebrate the knowledge, skills and history of Aboriginal and/ or Torres Strait Islanders and recognise the cultural diversity this knowledge brings to the workplace.
3. Provide a workplace where cultural, social and religious systems practiced by Aboriginal and/ or Torres Strait Islanders are respected.
4. Include representation of Aboriginal and Torres Strait Islander 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 Aboriginal and/ or Torres Strait Islanders at the level of their representation in the community, or greater, noting that Aboriginal and/ or Torres Strait Islanders 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 Aboriginal and/ or Torres Strait Islanders.

(12) The University will promote and support its Aboriginal and/ or Torres Strait Islander Employment Strategy as the foundation of Aboriginal and/ or Torres Strait Islander employment at UWS and incorporate the Aboriginal and/ or Torres Strait Islander Employment Strategy within its employment policies, including the Recruitment and Selection Policy.

(13) UWS will seek to:

1. Develop innovative employment programs to attract Aboriginal and/ or Torres Strait Islanders 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 Aboriginal and/ or Torres Strait Islanders, 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 Aboriginal and/ or Torres Strait Islanders and provide Aboriginal and Torres Strait Islander and non - Aboriginal and Torres Strait Islander Australians identified positions and designated positions where appropriate.
4. Provide targeted induction and orientation programs for Aboriginal and/ or Torres Strait Islander 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 Aboriginal and/ or Torres Strait Islanders 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 Aboriginal and/ or Torres Strait Islander employees, including conferences, seminars and forums.

(14) The University will further support Aboriginal and/ or Torres Strait Islander employment by adopting Government initiatives that promote increased Aboriginal and/ or Torres Strait Islander 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 Aboriginal and/ or Torres Strait Islander employees, and managing and supervising Aboriginal and/ or Torres Strait Islanders 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 Aboriginal and/ or Torres Strait Islander employees or potential employees to identify themselves.

Engagement Aboriginal and/ or Torres Strait Islander

(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 Aboriginal and/ or Torres Strait Islander 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 Aboriginal and/ or Torres Strait Islander 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 Aboriginal and Torres Strait Islander 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 (OATSIE&E) and the Badanami Centre for Indigenous Education (BCIE); UWS wide activities such as the Yarramundi Lecture series; and School-based programs. UWS will incorporate into its policies and procedures the opportunity for Aboriginal and/ or Torres Strait Islander employees to participate in cultural activities and events, such as national days of observance, eg. NAIDOC.

Communication

(22) The University will place the Aboriginal and Torres Strait Islander Employment and Engagement Strategy on its web site.

UWS Aboriginal and Torres Strait Islander 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 Aboriginal and/ or Torres Strait Islanders.

1. The UWS Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board (ATSIEEB) - chaired by the Deputy Vice-Chancellor and University Provost, includes external community leaders and UWS representatives.
2. UWS has developed an Aboriginal and/ or Torres Strait Islander Employment and Engagement Strategy (the Strategy) to attract, retain and develop Aboriginal and/ or Torres Strait Islander staff at UWS. The Strategy is the principal document outlining the University's objectives, areas of focus and implementation plan for Aboriginal and/ or Torres Strait Islander employment at UWS. It was developed as part of the Aboriginal and Torres Strait Islander Employment and Engagement project which aims to maximise employment opportunities for Aboriginal and/ or Torres Strait Islanders 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 Aboriginal and/ or Torres Strait Islanders). Aboriginal and/ or Torres Strait Islander Employment and Engagement is also a strategic project under the broader Our People 2015 program. To ensure successful outcomes of the Aboriginal and/ or Torres Strait Islander Employment and Engagement Strategy, an action plan has been developed and is sponsored by the Deputy Vice-Chancellor and University Provost.

(24) To oversee the implementation of the Aboriginal and/ or Torres Strait Islander Employment Strategy, the UWS Aboriginal and Torres Strait Islander Employment Strategy Consultative Committee (ATSIESCC) has been established. The Consultative Committee is chaired by the Deputy Vice-Chancellor and University Provost.

Section 4 - Procedures

(25) Nil.

Section 5 - Guidelines

(26) Nil.