Policy Number: 5.30.18
Contact Officer: Associate Director, Employee Relations
Date Approved by Senate: 30/11/2006
Date last Amended: 27/7/2006
Date for Next Review: 30/11/2009
Related Policies: [replaces previous policy 5.30.18 Indigenous Employment]

Overview

In 2001 Aboriginal and Torres Strait Islander people comprised 3.5% of the total population of Queensland. The Aboriginal and Torres Strait Islander population is growing at a rate that is almost twice that of the non-Indigenous population of the State. This is also a young population with over 40% of Aboriginal and Torres Strait Islander people being under the age of fifteen. The Aboriginal and Torres Strait Islander population demographic indicates that an increasing number of Aboriginal and Torres Strait Islander people are reaching an age where they may enter employment and higher education.

Projections of Aboriginal and Torres Strait Islander population growth are limited by very high mortality rates, the life expectancy of Aboriginal and Torres Strait Islander people being twenty to twenty three years less than the non-Indigenous average. The average income of Aboriginal and Torres Strait Islander households is 35% less than the non-Indigenous average and the education levels attained by Aboriginal and Torres Strait Islander people are very low in comparison to other Queenslanders (ABS2004; NATSISS 2002).

For over twenty five years employment and training have been a central focus for successive state and national government policies aimed to redress Aboriginal and Torres Strait Islander social disadvantage. Many Aboriginal and Torres Strait Islander people have successfully engaged in employment that contributes greatly to the Queensland and Australian community, however, overall Aboriginal and Torres Strait Islander employment rates remain very low in some occupational areas (ABS 2004; NATSISS 2002; HREOC 1998-2004). At the time this policy was prepared, Aboriginal and Torres Strait Islander employees made up only 0.46% of the workforce of the University of Queensland, as shown in Table 1.

Table 1: UQ Aboriginal and Torres Strait Islander Employment (Institutional Identified 14/11/2005)
	Non-indigenous	A&TSI	Percentage
General Staff	3036	23	0.76%
Academic Staff	2190	1	0.0004%
Total	5226	24	0.46%

In keeping with the University of Queensland’s mission objective of making significant contributions to the intellectual, cultural, social and economic life of the state of Queensland, the University of Queensland will, where possible, provide opportunities in employment and career development throughout the University for Aboriginal and Torres Strait Islander people.

The University of Queensland Aboriginal and Torres Strait Islander Employment Policy aims to ensure that the representation of Aboriginal & Torres Strait Islander people within the University's employment categories and job levels takes full advantage of the number of Aboriginal and Torres Strait Islander individuals determined to have the appropriate collective experience and qualifications to undertake such employment.

This policy also aims to foster the development of the skills and capacities of Aboriginal and Torres Strait Islander employees through cadetships, traineeships, mentoring partnerships and professional development programs so that Aboriginal and Torres Strait Islander employment rates at UQ come to equitably reflect the population of Aboriginal and Torres Strait Islander people. Table 2 reflects this desired outcome.

Table 2: UQ Aboriginal and Torres Strait Islander Employment (minimum population equity projection 2010-15)
	Non-indigenous	A&TSI	Percentage
General Staff	3036	106	3.5%
Academic Staff	2190	77	3.5%
Total	5226	183	3.5%

The commitment of the University of Queensland to this Policy will directly contribute to the development and maintenance of the University as a place for diversity that will attract and retain Aboriginal and Torres Strait Islander students, increase the pool of Aboriginal and Torres Strait Islander candidates for employment across all areas of the University, and ensure the recognition and further development of the abilities and skills of Aboriginal and Torres Strait Islander employees.

The University of Queensland is committed to an equitable, systematic and consistent approach to recruitment and selection in order to attract, select, and retain the most capable staff through open competition on merit. In this regard the University also recognises that there are areas where the relevant individual abilities and skills that Aboriginal and Torres Strait Islander employees possess contribute directly to the maintenance of a free, diverse and ethical scholarly community.

The Aboriginal and Torres Strait Islander Employment Policy will also ensure that all employees are encouraged to develop their abilities and aspirationswithout being subject to discrimination and without barriers which may result, however unintentionally, from inequitable behaviours, attitudes or procedures.

The University of Queensland Aboriginal and Torres Strait Islander Employment Policy is aligned with the staff recruitment policy and procedures of the university, the provisions of various Acts of Parliament and reflects the intent of social justice policy as represented in:

· the findings of the Royal Commission into Aboriginal Deaths in Custody Chapter 38, 'The Process of Reconciliation' which highlighted, among other issues, the importance of employment and education to increase economic independence & reduce existing social and other handicaps. http://www.austlii.edu.au/au/special/rsjproject/rsjlibrary/rciadic/national/vol5/1.html

· Human Rights and Equal Opportunity Commission Aboriginal and Torres Strait Islander Social Justice Reports. http://www.hreoc.gov.au/social_justice/statistics/index.html#toc6

· University of Queensland Reconciliation Policy (HUPP 8.10.3)

· University of Queensland Equity and Diversity Policy (HUPP 1.70.1 and related policies)

· the Racial Discrimination Act 1975 (Commonwealth),

· the Australian Government Aboriginal Employment and Development Policy (2004),

· the Equal Opportunity in Public Employment Act 1992 (Queensland),

· the Equal Opportunity for Women in the Workplace Act 1999 (Commonwealth)

· the Disability Discrimination Act 1992 (Commonwealth)

· the Australian Workplace Relations Act 1996 (Commonwealth)

· the Industrial Relations Act 1999 (Queensland), and,

· the Anti-Discrimination Act 1991 (Queensland).

For statistical information, see Australian Bureau of Statistics. (2004)3238.0 Experimental Estimates and Projections, Aboriginal and Torres Strait Islander Australians http://www.abs.gov.au; and Australian Bureau of Statistics. (2002)The National Aboriginal and Torres Strait Islander Social Survey, Queensland in Review. http://www.abs.gov.au

Policy

The University of Queensland recognizes and appreciates the knowledge, skills and experiences that Aboriginal and Torres Strait Islander peoples bring to the University as part of an abiding commitment to honour its responsibilities both to its own community and to the wider communities with which we interact.

The University of Queensland is committed to the positive and authentic inclusion of Aboriginal and Torres Strait Islander people in the life of the University and recognizes the value and significance of Aboriginal and Torres Strait Islander peoples in achieving and maintaining a diverse, principled and ethical scholarly community.

The role of the Aboriginal and Torres Strait Islander Studies Unit

The University recognizes and acknowledges the primary role of the Aboriginal and Torres Strait Islander Studies Unit (ATSISU) as the key interface between the University and Aboriginal and Torres Strait Islander communities. Contact and consultation between the University and Aboriginal and Torres Strait Islander individuals and communities concerning Aboriginal and Torres Strait Islander employment will be conducted under the advice and guidance of the ATSISU.

Through this ATSISU interface the University will formalize regular and ongoing contact and consultation with senior people from Aboriginal and Torres Strait Islander communities. Such consultation with Aboriginal and Torres Strait Islander communities is essential in the development of meaningful, relevant and genuine proposals concerning Aboriginal and Torres Strait Islander employment, staff retention, training and career development.

The Aboriginal and Torres Strait Islander Employment Strategy Committee

The University will appoint an Aboriginal and Torres Strait Islander Employment Strategy Committee (ATSIESC) that will oversee the implementation and maintenance of this policy. The representative structure of the ATSIESC will include:

· Aboriginal and Torres Strait Islander Community members

· The Director of the ATSISU

· Aboriginal and Torres Strait Islander general staff

· Aboriginal and Torres Strait Islander academic staff

· UQ Human Resources Director

· UQ Equity Office Director

· Chair of the Senate Standing Committee on Equity, Diversity and the Status of Women

· staff representative observer

· Aboriginal and Torres Strait Islander Employment Strategy Coordinator.

The Aboriginal and Torres Strait Islander Employment Coordinator

Through theAboriginal and Torres Strait Islander Employment Strategy Committee the University will consult with Aboriginal and Torres Strait Islander community organisations and all UQ organisational units, monitor all phases and dimensions of the implementation of this strategy, compile reports and make recommendations to the UQ Senate for action concerning Aboriginal and Torres Strait Islander staff employment, training, career development, mentoring and retention issues.

The University of Queensland will appoint an Aboriginal and Torres Strait Islander Employment Coordinator. The position will be appointed within, and report to, the Human Resources Division and will work in collaboration with the Directors of the Aboriginal and Torres Strait Islander Studies Unit and The Equity Office. The Coordinator will serve as secretary to and take direction from the Aboriginal and Torres Strait Islander Employment Strategy Committee. The Coordinator will promote, manage and implement the Aboriginal and Torres Strait Islander Employment Strategy within UQ and the Aboriginal and Torres Strait Islander communities.

The University of Queensland will review and monitor internal policies, procedures, structures and practices and implement staff awareness programs to ensure that barriers to Aboriginal and Torres Strait Islander recruitment, retention and career enhancement which may result from unintentional, direct or indirect causes are removed. This will apply to both academic and general staff, and would particularly include barriers in the area of job application processes.

The Aboriginal and Torres Strait Islander Employment Strategy Committee will develop and maintain an Aboriginal and Torres Strait Islandercultural and social awareness staff development program that will be made available for all University of Queensland employees, and which will be mandatory for supervisors of Aboriginal and Torres Strait Islander staff.

The University will prepare a set of guidelines and procedures to complement the policy and provide strategies to assist with the implementation.

Associated policy measures

The University will implement initiatives to increase the ongoing representation of Aboriginal and Torres Strait Islander persons within all levels of its staffing structure and to provide support for Aboriginal and Torres Strait Islander staff retention, training, mentoring and career development.

The University of Queensland will positively and proactively seek to recruit Aboriginal and Torres Strait Islander people for employment in all areas of the university, and in all levels and types of employment.

The University will direct the Aboriginal and Torres Strait Islander Employment Strategy Committee to collaborate with Human Resources personnel in the identification of relevant and appropriate areas within UQ organisational units, Centres, Schools and Faculties where entry-level Aboriginal and Torres Strait Islander general staff and academic positions may be developed.

The University will implement culturally appropriate and socially relevant staff induction and training programs for Aboriginal and Torres Strait Islander employees and their supervisors.

The University of Queensland will ensure that all Aboriginal and Torres Strait Islander general and academic staff members are provided with appropriate and relevant mentoring support.

Where necessary, the University would offer employment contracts to Aboriginal and Torres Strait Islander staff in which consideration would be provided for cultural and community obligations.

The University will provide DEEWR cadetships for Aboriginal and Torres Strait Islander students so that they may have support in gaining professional employment within relevant and designated areas of the University.

The University will engage Aboriginal and Torres Strait Islander apprentices and trainees in the technical and services areas and provide ongoing employment for these staff members on the completion of their workplace training programs.

The University will where applicable ensure that Aboriginal and Torres Strait Islander staff may apply for and be granted cultural leave in appropriate circumstances, including leave for community obligations.

Identified and Designated positions

The University of Queensland will nominate “identified” positions that are available only to Aboriginal and Torres Strait Islander applicants where advised by the Aboriginal and Torres Strait Islander Employment Strategy Committee. An Identified Position is a position in which Aboriginal and/or Torres Strait Islanderpeople are the major group affected by the work of the occupant. These positions mainly involve working within a position which requires the development of policies or programs which impact on Aboriginal and Torres Strait Islander people and their communities. Identified positions have the essential requirement that the applicant is of Australian Aboriginal or Torres Strait Islander descent, identifies as an Australian Aboriginal or Torres Strait Islander and is accepted as such by the community in which he or she lives or has lived. These positions require documentary proof of identity usually provided by an incorporated Aboriginal or Torres Strait Islander community organisation.

The University of Queensland will also nominate “designated” positions that are available to Aboriginal and Torres Strait Islander applicants where advised by the Aboriginal and Torres Strait Islander Employment Strategy Committee. These positions usually involve working with and/or providing services to Aboriginal and Torres Strait Islander people. In this instance applicants must provide evidence in the selection and interview process that they have an ability to communicate effectively and sensitively with Aboriginal and Torres Strait Islander peoples and that they possess relevant and appropriate knowledge and understanding of contemporary Aboriginal and Torres Strait Islander culture and society.

The University of Queensland will support the inception and maintenance of an Aboriginal and Torres Strait Islander Alumni.

The role of Indigenous Knowledge

Indigenous Knowledge (IK) may be very generally described as the knowledge of the peoples of the earth. IK involves layered understandings that are separate, diverse and individuated yet also related through a focus on ways of being that are in accord with natural systems. As a relational and layered knowledge system Indigenous Knowledge also includes highly contextual knowledge that is directly related to specific cultural groups. In this regard Indigenous Knowledge may also be described as the knowledge of the Aboriginal and Torres Strait Islander peoples of Australia. The ontological perspectives and methodological approaches that emerge from IK present a rich and highly productive field for academic development that is most relevant for Indigenous Australians.

The University of Queensland recognises and values Indigenous Knowledge and Indigenous Methodologies as significant contributions to all other bodies of knowledge and acknowledges the relevance and significance of these approaches to the continuing development of world-class research and innovative programs, courses and pedagogies.

The University supports the conception and development of an Indigenous [Place] of Learning in the University of Queensland.

The University supports the development of Indigenous Knowledge postgraduate programs and other initiatives that aim to attract, develop and retain Aboriginal and Torres Strait Islander scholars.

The University acknowledges the diverse nature of postgraduate research paradigms and supports, where appropriate, the implementation of thesis by design, oral thesis presentation, thesis by publication, thesis by performance and emerging culturally relevant methodologies in research and informational communication that are aligned with Indigenous Knowledge program development and the recruitment, development and retention of Aboriginal and Torres Strait Islander postgraduate students and scholars.

The University recognises the expertise and understandings of senior Aboriginal and Torres Strait Islander community members and acknowledges and supports the role that Aboriginal and Torres Strait Islander senior people and other persons senior in Indigenous Knowledge may have in postgraduate supervision and thesis examination. The University also commits to ongoing and meaningful consultation with these senior people within the Aboriginal and Torres Strait Islander community.