Strategy - Advancing Indigenous Employment

Strategy 2004-2008

• Vision Statement
• Key Principles
  • Aboriginal and Torres Strait Islander People - Education
  • Aboriginal and Torres Strait Islander People - Employment
• Key Result Area 1 - Develop Relationships with Indigenous Communities
• Key Result Area 2 - Facilitating effective Indigenous Recruitment Processes
• Key Result Area 3 - Build Retention Rates of Indigenous Employees
• Key Result Area 4 - Support for Indigenous Career Development

Vision Statement

"To strengthen ties between the Aboriginal and Torres Strait Islander communities and Monash University in order to promote the cultures and aspirations of Indigenous People and ensure widespread representation in ongoing employment positions."

Key Principles

Aboriginal and Torres Strait Islander People - Education

Monash University accepts its responsibility to respond to the unique disadvantage suffered by Aboriginal and Torres Strait Islander People in higher education. The University is desirous of giving appropriate recognition to the special place of Aboriginal People in Australian history, culture and society as the traditional custodians of the land and in so doing believes that this will benefit all Australians.

For Aboriginal and Torres Strait Islander People, the University aims to:

• increase enrolments of Indigenous People;
• strengthen student's pride in their Indigenous heritage;
• improve retention, progression and graduation rates;
• promote enrolments in all fields of study, especially business and science based courses; and
• promote research into Indigenous history and social and cultural issues.

Aboriginal and Torres Strait Islander People - Employment

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 provide opportunities in employment and career development throughout the University for Indigenous People. The University 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.

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 its culture, structures and practices, 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.

Key Result Area 1 - Develop Relationships with Indigenous Communities

Objective:

To promote, establish and maintain ongoing advisory relations between Indigenous community members and Monash University.

Strategy:

Organise annual events such as cultural days and discussion groups between Indigenous community members and relevant Monash University departments and personnel.

Perceived Outcomes:

Stronger relations between relevant parties and Indigenous community members by January 2005 regarding participation at key discussions and cultural events.

Key Result Area 3 - Build Retention Rates of Indigenous Employees

Objective:

• To maximise retention rates by ensuring the formation of a culturally-sensitive, rewarding working environment for Indigenous employees.

Strategies:

• Provide ongoing diversity training for all employees at Monash.
• Provide networking, career development guidance and mentoring opportunities for Indigenous employees.
• Maintain regular interactions and network meetings among Indigenous employees.
• Consult with the Indigenous employee network on relevant policies.

Perceived Outcomes:

• The Equity and Diversity Centre will provide:
  • consultancy, support and advice on Indigenous employment and career advancement matters;
  • relevant web based information by July 2004 and update information on an ongoing basis;
  • regular cross-cultural awareness sessions;
  • Indigenous employees network meetings - ongoing;
  • monitoring and support programs - ongoing; and
  • maintain an effective working partnership with CAIS.
• Advancing Indigenous Employment Co-ordinator to be involved in Job Analysis and framing of Position Descriptions for all relevant positions.
• Personnel Services to inform the Advancing Indigenous Employment Co-ordinator of all resignations by identified Indigenous employees before completion of processing.
• Advancing Indigenous Employment Co-ordinator to arrange exit interview for Indigenous employees.

Key Result Area 4 - Support for Indigenous Career Development

Objective:

To provide support and encouragement for Indigenous employees to establish careers at Monash.

Strategies:

• Develop and maintain a mentoring program and expand the program via training of future mentors.
• Provide relevant support for Indigenous employees re improving employment skills.
• Encourage Indigenous employees to acquire tertiary and certificate education where appropriate.

Perceived Outcomes:

• Mentoring program developed by February 2005.
• Job analysis and pathways counselling for Indigenous employees undertaken by September 2005.

Monash University acknowledges the University of Newcastle's 'Indigenous Employment Strategy 2003-2005' for the structure of this document.