PART 4 - INDIGENOUS EMPLOYMENT |
| 66 | For the purposes of this clause 'Indigenous' person means a person of Aboriginal or Torres Strait Island descent who identifies as an Aboriginal or Torres Strait Island person and is accepted as such by their Aboriginal or Torres Strait Islander community. |
| 67 | The University will respect and give consideration to the cultural, social and religious systems practised by Indigenous people and recognise Indigenous knowledge as a significant contribution to all other bodies of knowledge, and thereby acknowledge the scholarship that Indigenous employees bring to the University. As far as possible as it relates to employment matters, the University and its employees will recognise and support Indigenous cultural practices and identity and will respect and acknowledge the intellectual property rights of Indigenous communities. The University and its employees also recognise the diversity of Indigenous cultures. |
| 68 | 'Cultural Competency' is defined as embracing and building upon the strengths of 'earlier concepts such as cultural awareness, cultural security, cultural respect and cultural safety, extending them further to facilitate changes in all dimensions of practice, including the levels of the practitioner, the organization and the system.' (p. 5 Principles and Practices of Cultural Competency, August 2008, Indigenous Higher Education Advisory Council (IHEAC). |
| 69 | The University is committed to the employment of Indigenous Australians, and will take account of Indigenous culture in future employment strategies it may implement through consultation with the Aboriginal Community and Elders. The University aims to encourage, increase and maintain Indigenous Australian employment levels and the University and its employees acknowledge the positive results that have been achieved through the work of the University's Indigenous Australian employment strategies. |
| 70 | To enhance employment opportunities for Indigenous people, the University may establish identified Indigenous positions where the position provides a service specifically for Indigenous people, as provided for by Section 14 of the Anti-Discrimination Act 1977 (NSW), or where a position is allocated as a special measure under an affirmative action program as provided for in the University's Indigenous Employment Strategy. |
| 71 | The University will develop a renewed Indigenous Employment Strategy (IES) in partnership with Indigenous Australian stakeholders during the life of this agreement. |
| 72 | Responsibility for implementing the goals and objectives of the IES, including any associated timelines, will be that of the Director, Human Resources. |
| 73 | Under the Indigenous Employment Strategy, the University will seek to improve representation, retention and career development of Indigenous Australian employees by: |
| | | a) | increasing the number of identified positions for Indigenous people within the University with targets set in proportion to the distribution of Indigenous people in the local communities; | | b) | strengthening the University's commitment to reconciliation with Indigenous peoples by maintaining its leadership position in the region in regard to the employment and professionalisation of Indigenous peoples; | | c) | making available to all employees Indigenous Cultural Competency training; | | d) | making Indigenous Cultural Competency training compulsory for employees with supervisory responsibilities; | | e) | providing non-Indigenous academic staff engaged in teaching and learning activity that encompasses Indigenous Studies with Indigenous Studies training; | | f) | identifying and providing opportunities for professional and career development of Indigenous Australian employees through the annual performance review and development process; | | g) | securing the employment and participation of Indigenous Australian people at all levels of work activity within the University; | | h) | maintaining the majority of positions within the College of Indigenous Australian Peoples as identified Indigenous positions; | | i) | publishing an annual review of the performance of the strategy; | | j) | recognising and valuing the need for Indigenous employees to have access to culturally sensitive, University-wide leave provisions such as provided for with Family/Carer's Leave and Personal Leave. |
|
| 74 | The University will establish an advisory working group, which will include representatives of the local Indigenous community and University employees, including those with human resources expertise, and a nominee of the CPSU and NTEU to provide expertise and ongoing support to the development and implementation of employment initiatives for the University's Indigenous Employment Strategy. |
| 75 | The University will endeavour to have appropriate Indigenous Australian employee representation on relevant University committees. The University will ensure Indigenous representation on selection panels for identified Indigenous positions. |
| 76 | An employee who has a recognised proficiency in any one of the Aboriginal or Torres Strait Islander languages, and is required to use language in the course of their employment, will be paid an allowance of: |
| | | Level 1 | $1,386 per annum, where minimal knowledge and use of language for simple communications is demonstrated; | | Level 2 | $2,774 per annum, where proficient language skills for general business, conversation, reading and writing is demonstrated. |
|
| 77 | For the purposes of payment of the allowance, language proficiency will be determined by confirmation from the relevant community Elders. |
