1. Acknowledgements
UniSC acknowledges the Kabi Kabi/Gubbi Gubbi, Yugarabul, Yuggera, Jagera, Turrbal, Jinibara and Butchulla/Batjala/Badtjala people, on whose lands we live, work and study. The University pays its respects to the Elders past, present and emerging, and values our relationships with Aboriginal and Torres Strait Islander communities where our campuses are located.
The University also acknowledges the contribution and guidance of UniSC’s Aboriginal and Torres Strait Islander staff members and members of the Vice-Chancellor and President’s Indigenous Advisory Committee in the preparation of this Strategy.
2. Introduction
UniSC recognises and values the benefits of a diverse workforce and is committed to prioritising the following matters:
(i) increasing the number of academic employees engaged by the provider who are Indigenous persons;
(ii) the professional development and career advancement of academic employees engaged by the provider who are Indigenous persons; and
(iii) employment of at least one Indigenous person as a senior executive employee at the level of Pro Vice-Chancellor, Deputy Vice-Chancellor or Vice-Chancellor, or equivalent level.
Our objective is to establish a culturally aware work environment, increase the number of Aboriginal and Torres Strait Islander people employed by UniSC, and support Aboriginal and Torres Strait Islander staff to achieve their professional goals.
This Strategy supports the UniSC Strategic Plan 2025-2028, which articulates the University's commitment to the development of mutually beneficial partnerships with Aboriginal and Torres Strait Islander leaders and communities in the regions from Moreton Bay to Fraser Coast. Additionally, it aligns with the University's commitment to developing a workplace that nurtures, attracts and retains a diverse, high-performance workforce.
3. Key Priorities
Key Priority 1
Increase the number of Aboriginal and Torres Strait Islander people employed by UniSC
| Action | Accountability |
|---|---|
| Increase the representation of Aboriginal and Torres Strait Islander staff members to 3.6%, consistent with the Indigenous Student Assistance Grants Guidelines 2017. | Director, People and Culture and Directors/Heads of Schools |
| Employ at least one Indigenous person as a senior executive employee at the level of Pro Vice-Chancellor, Deputy Vice-Chancellor or Vice-Chancellor, or equivalent level | Director, People and Culture |
| Investigate and establish Aboriginal and Torres Strait Islander internship opportunities for Aboriginal and Torres Strait Islander students that create a pathway to employment at UniSC. | Director, People and Culture |
| Provide and promote flexible employment arrangements that allow Aboriginal and Torres Strait Islander staff to meet cultural responsibilities. |
Supervisors |
|
Provide opportunities for Aboriginal and Torres Strait Islander Elders and respected persons to contribute to university business through flexible and remunerated models. |
PVC-ATSIS and Directors/Heads of Schools |
Key Priority 2
Support Aboriginal and Torres Strait Islander staff to achieve their professional goals
| Action | Accountability |
|---|---|
| Review and update the Performance and Development Cycle (PDC) training resources to ensure PDC Supervisors are informed and skilled in delivering UniSC’s PDC process and in supporting Aboriginal and Torres Strait Islander staff to enhance their professional competency. | Director, People and Culture |
| 100% of Aboriginal and Torres Strait Islander Academic and Professional staff have the opportunity to identify and monitor their career goals and associated learning and development as part of the annual Performance and Development Cycle (PDC). | PDC Supervisors |
| Encourage the participation of Aboriginal and Torres Strait Islander staff in internal and external professional development initiatives that will enhance professional knowledge and skills. | PDC Supervisors and Directors/Heads of Schools |
| Promote and encourage participation in the UniSC Study Assistance program to support further education and preparation for career advancement. | Director, People and Culture |
| Maximise the opportunity for Aboriginal and Torres Strait Islander staff to network and discuss career related matters through the development of the Aboriginal and Torres Strait Islander Staff Forum. | PVC-ATSIS |
| Encourage Aboriginal and Torres Strait Islander staff nominations for UniSC awards and recognition schemes including Excellence, Diversity and the HEA Fellowships. | Director, People and Culture and relevant executive member responsible for overseeing award/scheme |
| Promote leadership opportunities to Aboriginal and Torres Strait Islander staff including secondment, shadowing and committee participation. | PVC-ATSIS |
Key Priority 3
Provide a culturally aware work environment
| Action | Accountability |
|---|---|
| All UniSC staff are encouraged to engage with the SBS First Nations online learning modules upon starting work, and to refer back to them as a resource as required. | Director, People and Culture |
| All UniSC staff are provided with information about Welcome to Country and Acknowledgement of Country practices. |
Director, People and Culture and PVC-ATSIS |
| All UniSC staff are encouraged to participate in various cultural learning activities that are available on the Staff Learning and Development calendar. | Director, People and Culture |
| Promote professional development opportunities to all staff with a focus on Aboriginal and Torres Strait Islander knowledges in the curriculum and research available through C-SALT and Research Services. | Director, CSALT and Director, Office of Research and PVC-ATSIS |
| All UniSC staff are encouraged to participate in and acknowledge national and local dates of significance for Aboriginal and Torres Strait Islander peoples. | PVC-ATSIS |