C10. Indigenous Employment

C10.1 Introduction
C10.2 Policy statement
C10.3 Procedures
  C10.3.1 Purpose
  C10.3.2 Career development and employment strategy
  C10.3.3 Representative steering committee

C10.1 Introduction

C10.2 Policy statement

The University is fully committed to the key objective of increasing the educational, employment, training and career development opportunities for all Indigenous Australians employed at the University.

(Approved by Chancellor's Committee on behalf of Council, November 2005)

C10.3 Procedures

C10.3.1 Purpose

C10.3.1(a) It is recognised and accepted that a suitably supportive and stable working environment for Indigenous Australians is likely to help redress the social injustices, exploitation and socio-economic and employment inequities especially affecting Indigenous Australians.  This includes the development and implementation of a University Aboriginal and Torres Strait Islander Career Development and Employment Strategy (PDF 60kb).

C10.3.2 Career development and employment strategy

C10.3.2(a) The Career Development and Employment Strategy will be developed and implemented by a representative Steering Committee and will be guided by the following principles.

(i) It is acknowledged that Indigenous Australians, as clearly identifiable and distinct Australian racial groups, usually occupy the lowest social, economic, occupational and educational status as compared to other Australians, according to the accepted socio-economic indicators.

(ii) It is recognised that Australian Aborigines and Torres Strait Islanders are two distinct racial and cultural groups within Australia, within the definition of Indigenous Australian and within the diversity of the cultures of Indigenous Australians as a whole. 

(iii) The diverse Indigenous Australian cultures, identity, heritage, languages, lores, and social and spiritual systems practiced by Indigenous Australians is respected and recognised.  Indigenous Australian knowledge is recognised as a significant contribution to all other bodies of knowledge and acknowledge the scholarship and expertise that Indigenous Australian employees bring to the University.  As far as practicable, the University will actively assist in and encourage the promotion of Indigenous Australian cultures, identity, heritage, languages, lores, and social and spiritual systems.

(iv) The University is committed to ensuring that Australian Aboriginal and Torres Strait Islander employees are supported by University policies and procedures aimed at eliminating racism in the workplace, and making the University more culturally responsive and responsible.

(v) It is acknowledged and accepted that the active participation of Indigenous Australians in cultural, community and related activities is likely to enhance the effectiveness of Indigenous Australians as employees and therefore provision for participation in ceremonial, community and cultural activities is of direct benefit to the University.

(vi) The strategy will include as an objective to increase the levels of Indigenous Australian employment and participation at the University at all levels of work activity and in all organisational units of the University towards appropriate targets.  A specific focus of the Strategy will be to increase Indigenous Australian employment in areas of the University other than the Indigenous support units.

C10.3.3 Representative steering committee

C10.3.3(a) The representative Steering Committee established in accordance with C10.4.2(a) will be chaired by the General Manager, University Services, or nominee and will include representatives from University senior management, the local Indigenous Australian community, academic and general employees, the Centre for Australian Indigenous Knowledges, Buallum Jarl Bah Education Centre, Unions, the Human Resources department and the Community Education Advisory Committee for each campus.

C10.3.3(b) The University Aboriginal and Torres Strait Islander Employment and Career Development Strategy will include as an objective to increase the levels of Indigenous Australian employment and participation at the University at all levels of work activity and in all organisational units of the University towards appropriate targets in accordance with Clause 19.3 of the USQ Certified Agreement 2005 - 2008.  The representative Steering Committee will determine appropriate employment targets for inclusion in the University Aboriginal and Torres Strait Islander Employment and Career Development Strategy, having regard to the levels of Indigenous Australian persons in the general community.

C10.3.3(c) It is recognised that the long-term effectiveness of the University's Indigenous Centres is dependent upon Aboriginal and Torres Strait Islander people being the overwhelming majority of employees in the Centres.  It is acknowledged that this can be supported by the use of appropriate selection criteria and job descriptions when filling vacant positions as either:

• "identified" positions for which being an Indigenous Australian is a genuine qualification; or
• "specified" positions for which preference will be given to Indigenous Australian candidates.