(1) Western Sydney University acknowledges the Eora, Darug, D'harawal and Wiradjuri Peoples who are the traditional owners of the land on which the University's campuses are located, and thanks them for their support and contribution to its work. (2) The University recognises Aboriginal and Torres Strait Islander Peoples are statistically amongst the most disadvantaged groups in Australia. The University aims to create a diverse range of employment opportunities for Aboriginal and Torres Strait Islander Peoples within the University. (3) The University will develop agreed targets for employment and education initiatives with the objective of ensuring that the percentage of Aboriginal and Torres Strait Islander employees (researchers, and academic and professional staff) and students across all levels of the University is no less than the percentage of Aboriginal and Torres Strait Islander Peoples in the general population. (4) The University will work with Aboriginal and Torres Strait Islander communities in Greater Western Sydney to improve educational and employment opportunities and outcomes, as outlined in the University’s Sustaining Success Strategic Plan 2021-2026. The University aims to be the preferred employer of choice within Greater Western Sydney for Aboriginal and Torres Strait Islander Peoples. (5) The University will be a responsive partner and welcomes diversity in the work place. It encourages applications from qualified Aboriginal and Torres Strait Islander People for all positions across the University. It will also provide employees with an opportunity to learn about Aboriginal and Torres Strait Islander culture and history so that they may work effectively in every setting. (6) This policy describes the principles and procedures for Aboriginal and Torres Strait Islander Peoples' employment and engagement (in the context of employment) at the University. (7) The University seeks to redress, through affirmative action in employment, the past disadvantages experienced by Aboriginal and Torres Strait Islander Peoples. (8) Aboriginal and/or Torres Strait Islander Peoples do not need documentary evidence of their heritage to identify as an Aboriginal or Torres Strait Islander person. However they will be asked to provide confirmation when applying for Aboriginal or Torres Strait Islander Identified roles and positions. (9) Underpinning this policy is the University's commitment to reconciliation between Aboriginal and Torres Strait Islander Peoples and all Australians as outlined in the University's Aboriginal and Torres Strait Islander Reconciliation Statement and the Aboriginal and Torres Strait Islander Employment and Engagement Action Plan. It is committed to providing equal opportunity in employment and promoting inclusion through valuing diversity in the workplace. (10) This policy should be read in conjunction with the commitments in the Professional Staff Agreement and Academic Staff Agreement, and reference to the Recruitment and Selection Policy, Honorary Titles and Awards Procedures, Indigenous Education Policy and the Respect and Inclusion in Learning and Working Policy. (11) This policy is to be implemented in such a way that ensures compliance with the University's obligations under relevant legislation, including the Racial Discrimination Act 1975, Anti-Discrimination Act (NSW) 1977, the Human Rights and Equal Opportunity Commission Act 1986, and the Aboriginal Land Rights Act 1983. (12) For the purpose of this policy, an Aboriginal and Torres Strait Islander Person means (as adopted by the Commonwealth of Australia for administrative purposes) any person who: (13) The University acknowledges Aboriginal and Torres Strait Islander staff are central to the development of teaching and research of Aboriginal and Torres Strait Islander Peoples' knowledge, which is acknowledged as critical to the higher education sector in particular and to Australian society as a whole. (14) To develop a responsive organisational environment that values and respects Aboriginal and Torres Strait Islander culture and celebrates cultural differences, the University: (15) The University encourages and promotes employment initiatives to increase the number of Aboriginal and Torres Strait Islander Peoples into positions at all levels including Aboriginal and Torres Strait Islander non-identified and identified positions. (16) In accordance with the objectives in the Aboriginal and Torres Strait Islander Employment and Engagement Action Plan, the University seeks to: (17) The University takes the following actions to achieve the objectives of this policy. (18) The Aboriginal and Torres Strait Islander Peoples Employment Strategy (the Strategy) outlines the University's objectives, areas of focus and implementation plan for Aboriginal and Torres Strait Islander Peoples employment at the University. (19) The Strategy promotes the benefits of Aboriginal and Torres Strait Islander Employment and Engagement. The University will promote and implement the Strategy, including by: (20) The Aboriginal and Torres Strait Islander Employment and Engagement Action Plan 2014-2017 is the University's organisational framework for achieving current and future strategies. The plan sets out detailed actions, timeframes and performance indicators to achieve its objectives. (21) The University seeks advice from the following bodies which assist with monitoring activity and progress in providing opportunities for employment and for engaging with Aboriginal and Torres Strait Islander Peoples: (22) To improve the participation rate and employment outcomes of Aboriginal and Torres Strait Islander Peoples, the University will: (23) The University recognises the importance of Aboriginal and Torres Strait Islander participation in University research projects and an Aboriginal Participation Plan must be incorporated into projects which relate to Aboriginal research or communities and where possible for other research projects. (24) The Director, Office of Aboriginal and Torres Strait Islander Employment and Engagement must be consulted before recruitment commences for Aboriginal and/or Torres Strait Islander persons to fill Identified positions and /or appointments to Adjunct or Visiting Professors and Fellows. (25) The University provides for the confirmation of Aboriginal and Torres Strait Islander status for employees under the Recruitment and Selection Policy. (26) Aboriginal and Torres Strait Islander employees who have not previously identified as an Aboriginal and Torres Strait Islander person in their employment records, can update their details through Staff Online by completing the Equal Opportunity Survey in the personal details section. Refer to the Recruitment and Selection Policy for guidelines on providing confirmation of Aboriginal and Torres Strait Islander status. (27) The University will build mutually beneficial partnerships based on respect through the participation and contribution of Aboriginal and Torres Strait Islander employees in employment-related decision-making processes. This will include membership of certain selection panels, and involvement in staffing strategy development. (28) The University will actively involve Aboriginal and Torres Strait Islander Peoples in university governance, management, administration, teaching and research. (29) The University will develop and deliver Aboriginal and Torres Strait Islander Peoples Workplace Relations and Cultural Appreciation training to ensure cultural competency, the participation of which will be a prerequisite in any recruitment, selection and promotion processes for staff. (30) The University will partner with Aboriginal and Torres Strait Islander communities to become an employer of choice and help disseminate culturally recognised employment practices to the wider community. (31) 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 and the Badanami Centre for Indigenous Education; University-wide activities such as the Yarramundi Lecture series; and School-based programs. (32) The University will engage with external organisations (community, businesses, industries and government) to: (33) To ensure cultural diversity is embedded within the University, all University-wide employment or staff-related strategies or policies will address the cultural diversity of the community in which the University operates, as appropriate. (34) The University will incorporate into its policies and procedures the opportunity for Aboriginal and Torres Strait Islander employees to participate in cultural activities and events, such as national days of observance etc. (35) A Recruitment and Selection Toolkit is available on the University's Intranet website and is linked to the eRecruit system. (36) A Quick Guide to Australian discrimination laws: (37) Australian Human Rights Commission (38) Targeted recruitment of Aboriginal and Torres Strait Islander people — a guideline for employers. (39) Guidelines on how to apply for an exemption to the Anti-Discrimination Act 1977 No 48.Aboriginal and Torres Strait Islander Peoples Employment Policy
Section 1 - Purpose and Context
Section 2 - Definitions
Section 3 - Policy Statement
Objectives
Top of PageSection 4 - Procedures
Aboriginal and Torres Strait Islander Peoples Employment Strategy
Aboriginal and Torres Strait Islander Employment and Engagement Action Plan
Improving Employment and Career
Recognising Aboriginal and/or Torres Strait Islander Status
Engaging Aboriginal and Torres Strait Islander Peoples
Entering Alliances with External Organisations
University Policies
Section 5 - Guidelines
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Reference: Australian Law Reform Commission
The requirements for confirmation of Aboriginality are outlined in the Procedures
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