Advancing Indigenous Employment Policy

For Use by All University Staff (Academic, General and Trades and Services Staff)

• Policy Statement
• Principles
• Purpose
• Definition
• Terms and Conditions
• Implementation
• Exemption
• Operative Date
• Authorisation

Policy Statement

Monash University, in keeping with its objective of contributing to the social, scientific and economic development of Australia, and in valuing the contribution of Aboriginal and Torres Strait Islander People to the Australian community, will where possible, provide opportunities in employment and career development throughout the University for Indigenous People. The University also recognises the Commonwealth's Aboriginal Employment and Development Policy and the findings of the Royal Commission into Aboriginal Deaths in Custody which highlighted, among other issues, the importance of employment and education to Indigenous Australians.

Principles Underpinning Policy

The University will foster equality of opportunity in employment for Aboriginal and Torres Strait Islander People by positively seeking to recruit them, and by removing from the University's structures and practices any remaining barriers to employment and career enhancement which may result in direct or indirect discrimination.

The University is committed to the positive inclusion of Aboriginal and Torres Strait Islander People in the life of the University, and will therefore provide employment and career opportunities through the implementation of an Indigenous employment strategy.

The University recognises and values Indigenous Australian cultural knowledge as a significant contribution to all other bodies of knowledge and acknowledges the skills and experience Indigenous People bring to the University.

Policy Details - including issues addressed by the policy & definitions

Purpose

The University will develop specific programs to increase the ongoing representation of Indigenous Australians within its staffing structure by focusing on the provision of a range of entry points, such as supporting retention and career development.

These programs will provide for:

• entry-level recruitment for general staff positions, which will include accredited training and career path planning in administration, technical and services roles.  All general staff positions, particularly those with ongoing status up to and including HEW5, will initially be provided to the Advancing Indigenous Employment Co-ordinator (located in the Equity & Diversity Centre) who will advise within an agreed timeframe whether there is a potential Indigenous candidate(s) available to be interviewed for the position

  Selection: The Advancing Indigenous Employment Co-ordinator will search for Indigenous Australians who have potential to carry out the duties of the position(s), and will provide a candidate or a shortlist to the area requiring the general staff position(s). An interview process will include the Advancing Indigenous Employment Co-ordinator or nominee on the panel. The interview panel will confirm the applicant(s) suitability to carry out the duties of the position, or as an alternative, recommend the applicant participate in a traineeship for up to 6 months to support the person in carrying out the duties of the position. Normal probationary requirements will apply. The Co-ordinator will assist all parties during this time.

  If the candidate is found not to be suitable and this finding is not supported by the Advancing Indigenous Employment Co-ordinator, the Co-ordinator will provide a report to the Divisional Director Human Services who may instigate a review process. A review committee will include the Senior Deputy Vice-Chancellor or nominee, a nominee of the Chair of the Monash University Staff Implementation Committee from the pool of elected staff members of the University established under clause 12 of the Monash University Enterprise Agreement (Academic and General Staff) 2005 (or where applicable, a nominee of the Chair of the relevant Joint Consultative Committee from the pool of elected staff members of the University elected under either the Monash University Enterprise Agreement (Trades and Services Staff - Building and Metal Trades Staff and Grounds and Gardening Staff) 2005 or the Monash University Enterprise Agreement (Trades and Services Staff - Catering and Retail, Cleaning and Caretaking, and Miscellaneous Services Staff) 2005) and an Indigenous employee. A report and recommendations on the findings of the review panel will then be sent to the Vice-Chancellor.

  Traineeship monitoring: The Indigenous Employment Co-ordinator will provide a monitoring service and will regularly meet with the trainee and supervisor to act as an advocate/mentor for both parties.

  Issues Arising: Any concerns must be taken up with the Indigenous Employment Co-ordinator as the matters arise.

  Appointment to the ongoing position: If the trainee satisfactorily fulfills the requirements of the traineeship, he/she will ordinarily be appointed to the position on an ongoing basis.

• the Advancing Indigenous Employment Co-ordinator to be advised of all other vacant positions in order to identify management, technical, academic (teaching and research) and professional employment opportunities to Indigenous Australians
• the University will actively promote employment opportunities through Indigenous community groups and Indigenous media
• the development of culturally appropriate mentoring and support systems to foster understanding and partnerships with Indigenous communities and service agencies on employment, training and career development issues and
• the development of systems and structures that strengthen knowledge and expertise in the management of programs that support recruitment, retention and career pathways for Indigenous Australians within the University community.

Terms and Conditions

All applicants will receive the terms and conditions as determined by the relevant Enterprise Bargaining Agreement (or where applicable, the provisions of the relevant AWA Terms and Benefits Policy) and current Monash policies.

Implementation

All managers and supervisors are responsible for implementing this policy in relation to notifying the Advancing Indigenous Employment Co-ordinator of available positions in areas of their responsibility.

The Advancing Indigenous Employment Co-ordinator will prepare a set of guidelines and procedures to compliment the policy and provide strategies to assist with the implementation and support Points 2,3 & 4 of the Purpose of this Policy.

Exemption

Exemption from this policy must be in writing and provided to the Vice-Chancellor.

Operative Date

Operative from first full pay period March 2004.

Authorisation

Authorised by Vice-Chancellor and President

Relevant Australian Legislation, Policies and Procedures

Anti-discrimination Legislation

State and Commonwealth legislation prohibits discrimination on the basis of age, impairment/imputed impairment, industrial activity, lawful sexual activity, marital status, physical features, political belief or activity, pregnancy, race, religious belief or activity, sex, gender identity, parental status or status as a carer. It is also prohibited to victimise a person who has made a complaint of discrimination under these Acts.

• Anti-Discrimination Legislation,
• Racial Discrimination Act (Commonwealth) 1975,
• Equal Opportunity Act (Vic) 1995,
• Disability Discrimination Act (Commonwealth) 1992,
• Sex Discrimination Act (Commonwealth) 1984,

• Workplace Relations Act 1996.

Associated Policies and Procedures

• Monash University Global Equal Opportunity Policy
• Monash University Enterprise Agreements

Further Information & Policy Review Details

For further information please contact:

Ms Kay Gardner
Director Equity & Diversity Centre
Student and Community Services
Monash University, Clayton Campus
Phone number: 990 20247
Email address:  kay.gardner@adm.monash.edu.au

Key Words/Phrases

Indigenous, employment, Aboriginal and Torres Strait Islander, equal opportunity, anti-discrimination