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)
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 implementation of a University Aboriginal and Torres Strait Islander Career Development and Employment Strategy (PDF 60kb).
The Career Development and Employment Strategy will be implemented by a representative Steering Committee and will be guided by the following principles.
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.
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.
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.
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.
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.
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 having regard to the levels of Indigenous Australian persons in the local community. A specific focus of the Strategy will be to increase Indigenous Australian employment in areas of the University other than the Indigenous support units.
The representative Steering Committee established in accordance with 2.1 will be chaired by the Pro Vice-Chancellor (Social Justice) and will include representatives from University senior management, the local Indigenous Australian community, academic and professional employees, the Centre for Australian Indigenous Knowledges, Unions, the Human Resources department and the Community Education Advisory Committee for each campus.
The University Aboriginal and Torres Strait Islander Employment and Career Development Strategy has been developed to address appropriate targets having regard to the levels of Indigenous Australian persons and:
Increase, encourage and develop effective Indigenous Australian employment and participation at all levels of work activity in all areas of the University;
Maximise Indigenous Australian employee development and career opportunities in order to increase Indigenous Australian knowledge, job skills, job satisfaction, job security, income support, economic empowerment, independence and self-sufficiency; and
Facilitate and encourage the direct involvement of Indigenous employees in determining their own employment and career goals, strategies and ambitions, in accordance with their own aspirations.
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.
Peak Approval Authority:
Related Legislation / guidelines:
Strategic Plan/Goal & Objectives:
Supporting documents, forms:
Associated USQ policies:
Next Review Date*:
Expiry Date of Policy*:
Level of Delegation
Vice-Chancellor or Chief Operating Officer
Executive Director, Human Resources in consultation with relevant employees
Ensure the implementation of the developed strategy
Chief Operating Officer
Ensure the development of the strategy
Next Review Date*: