• Section 1 - Introduction
• Section 2 - Policy Context
• Section 3 - Achievements and Challenges
• Section 4 - Funding Assistance
• Section 5 - Strategy Implementation and Evaluation
• Section 6 - Strategy Objectives
• Objective 1: Recruitment
• Objective 2: Career Development
• Objective 3: Retention
• Objective 4: Work Place Culture
• Objective 5: Promotion and Community Networking

Section 1 - Introduction

(1) Charles Sturt University (the University) is a regional university with its national campuses located on Wiradjuri, Gandangara and Ngunnawal land. Indigenous Australians have a higher representation in the region served by the University than at the state or national level. Building effective relationships with Indigenous communities in Australia, making higher education accessible to Indigenous people and fostering appreciation of Indigenous cultures and knowledge have been, and continue to be, significant goals for the University, as articulated by the University Reconciliation Statement, the University Strategy 2011-2015 and the University Indigenous Education Strategy. The University recognises that employment of Indigenous Australians in a diversity of positions and roles is central to achieving these goals.

(2) In 2005 the University introduced its first Australian Indigenous Employment Strategy. Since then the Strategy has regularly been reviewed and updated to take account of achievements and renew its focus.

(3) From 2012-2015 the Australian Indigenous Employment Strategy will focus on:

1. achieving and maintaining a representation of Indigenous Australians employed at the University of at least 3 percent;
2. supporting the appointment of Indigenous people across a diversity of occupational groups, levels and work areas within the University;
3. introducing specific strategies to support the appointment and development of Indigenous academic staff; and
4. supporting the career development and progression of existing Indigenous staff.

Section 2 - Policy Context

(4) This Strategy has been developed within the context of the University commitment to social justice and reconciliation and its aim to work effectively with Indigenous communities to increase participation of Indigenous people in higher education. The Strategy is informed by the following policy and planning documents:

1. University Strategy 2011-2015 - in which key activities include participating successfully in Indigenous communities, fostering good citizenship in the University students (including an increased awareness of cultural knowledge and differences) and developing cultural competence in the University staff.
2. University Reconciliation Statement - which asserts "the significance of the University> role in the reconciliation process in building an informed and mature society which acknowledges the past, understands the quintessential connection between the past and present and is committed to social justice, ethical action and human rights"
3. University Indigenous Education Strategy - which recognises that having a strong Indigenous presence in the University workforce is a critical factor both in creating a University culture that is inclusive of Indigenous issues, and in achieving successful educational outcomes for Indigenous students.
4. University Employment Equity Plan - which provides a framework to support employment equity and diversity, including specific strategies pertaining to Indigenous employment; and
5. University Enterprise Agreement 2010-2012 - which commits the University to implementing and maintaining the University Australian Indigenous Employment Strategy and any successor strategy during the life of the agreement.

Section 3 - Achievements and Challenges

(5) Since 2005 the University has increased the representation of Indigenous staff from 0.8 percent to 2.7 percent. As at 30th August 2011, the University employed 54 Indigenous staff in continuing or fixed term positions, comprising 42 general staff and 12 academic staff. Following the 2008 Strategy focus on facilitating continuing employment, the proportion of Indigenous staff employed on a continuing basis has increased from 51 percent to 63 percent (compared to 78 percent in the total staff population).

(6) Indigenous staff members are now employed across a more diverse range of work locations. Two thirds of Indigenous general staff are located outside areas of specific Indigenous focus (Indigenous Student Services and the School of Indigenous Australian Studies). Indigenous general staff are now employed across eleven Divisions and Faculties in areas such as dental health, library support, laboratory support, information technology, finance, graphic design, record management, School and office administration, student administration, training support, help desks, and contact centres.

(7) Since 2007 the University has partnered with DEEWR in programmes to support the appointment of Indigenous trainees. The University has appointed 26 Indigenous trainees in general staff positions across all campuses and most Faculties and Divisions, and achieved a completion success rate of 75 percent. Of those who have completed, all but two have been offered further employment.

(8) While much has been achieved, there is still some way to go to realise and embed University goals pertaining to Indigenous employment. Current challenges for the strategy include:

1. recruiting Indigenous academics to mainstream Faculty positions, especially in discipline areas which are the preferred areas of study for Indigenous students; and
2. addressing security of employment and increasing the retention of Indigenous staff to maintain staffing numbers.

Section 4 - Funding Assistance

(9) The following internal schemes will be used to support the objectives of the revised Strategy:

1. Indigenous Employment Incentive Scheme - this scheme provides for 50% of the salary for the first year of an appointment of an Indigenous staff member in a general staff position at Level 3 - 8.
2. Indigenous Staff Study Support Scheme - this scheme provides funding to Indigenous academic and general staff members to cover costs associated with study for a qualification.
3. Indigenous Academic Leadership Development Scheme - this scheme provides financial support to Indigenous academic staff to undertake a professional activity that will foster development of leadership skills
4. Indigenous Staff HDR Pathways - a program that offers partial buy out of academic staff members to facilitate fast- tracked completion of Graduate Certificate in Research Methods/Honours programs as a pathway into PhD studies.
5. Indigenous Staff PhD Release Scheme - funding of $50,000 p.a. to support full time equivalent release from teaching for eligible staff to facilitate PhD completion
6. Indigenous Academic Internship Program - a program that provides a living wage for eligible Indigenous PhD candidates and assists in developing potential to enter an academic career.
7. Indigenous Research/Researchers Seed Funding - funding to support seeding projects and /or small groups.
8. Double funding model for subjects with Indigenous specific curricula - one aim of this mechanism is to increase funding to free up additional positions for employment of Indigenous academic staff. The mechanism is also being used by Faculties to employ indigenous academics across all Faculties and disciplines.
9. External funding will also be sought to support traineeships and cadetships.

Section 5 - Strategy Implementation and Evaluation

(10) Deans, Executive Directors and Budget Centre Managers are responsible for implementing the strategy within their respective Faculties, Divisions and Budget Centres.

(11) The Indigenous Employment Coordinator will continue to promote the Strategy and provide support for its implementation.

(12) The Indigenous Employment Strategy Advisory Committee (a sub-committee of the University's Equal Opportunity/Affirmative Action Committee) is responsible for overseeing the development and implementation of the Strategy, making recommendations on any issues that arise out of its implementation and monitoring and evaluating its effectiveness.

(13) Periodic reports on the progress of the Strategy will be made to the Equal Opportunity/Affirmative Action Committee and the Indigenous Education Strategy Co-ordinating Groups.

Section 6 - Strategy Objectives

Objective 1: Recruitment

(14) To increase the number of Indigenous Australian employees in continuing positions across all levels and occupations at the University

1. Key Performance Indicators
   1. Indigenous staff represent 3 percent of the University total staff population (continuing and fixed term).
   2. At least 2 percent of Academic staff positions across all Faculties are filled with Indigenous Australians.
   3. An increase in the number of applications that directly address selection criteria from Indigenous applicants.
   4. Managers refer to the Indigenous employment register for filling casual/fixed term positions (in line with the University guidelines and Enterprise Agreement.
   5. Mainstream continuing positions are made available for the Strategy.
   6. Pathways are developed for Indigenous students to transition into employment at the University.
   7. Indigenous Academic Internships are used as a pathway to academic appointments.
   8. By December 2015 all Faculty and Division annual operational plans include strategies that further the objectives of the Indigenous Australian Employment Strategy and foster a strong Indigenous presence in the University workforce.

Objective 2: Career Development

(15) To provide and support career development for Indigenous Australian employees.

1. Key Performance Indicators
   1. Indigenous employees participate in job rotation (as part of traineeships/internships), secondment and training.
   2. Indigenous employees utilise Charles Sturt University schemes to support formal study (e.g. study leave, SSP, scholarship and time release schemes etc.).
   3. Indigenous academics are undertaking leadership related professional development.
   4. Indigenous employees are represented among those applying for higher level positions/promotion.

Objective 3: Retention

(16) Develop a framework that maximises the retention of Indigenous Australian Employees.

1. Key Performance Indicators
   1. Indigenous employees are provided with opportunities to meet / interact regularly through a range of networks, across campuses.
   2. Reasons for Indigenous staff resigning are monitored and issues are addressed if needed.
   3. Retention rates are the same for Indigenous employees as for all employees.

Objective 4: Work Place Culture

(17) To provide a work environment which acknowledges, values and respects the culture, knowledge and diversity of Indigenous Australian people.

1. Key Performance Indicators:
   1. Proactive recruitment strategies ensure Indigenous input into teaching programmes.
   2. Indigenous staff are acknowledged for their cultural knowledge and expertise.
   3. Indigenous Cultural Competence training is rolled out progressively across the University.
   4. Complaints are handled quickly and effectively, limiting the need for recourse to external complaint handling bodies.
   5. Presence of Indigenous Elders at a range of University events.
   6. Indigenous artwork is incorporated in a broad range of University documentation relating to Indigenous and non Indigenous matters.
   7. Indigenous community relationships and cultural obligations are acknowledged, understood and appropriately managed.

Objective 5: Promotion and Community Networking

(18) To promote and market Charles Sturt University's Indigenous Employment Strategy.

1. Key Performance Indicators
   1. Publicity about the Indigenous Employment Strategy is circulated within the University and in external media.
   2. Faculties and Divisions workforce and/or operational plans include commitments that support Indigenous employment targets.
   3. Updated website officially launched, providing a range of information on the Indigenous Employment Strategy.
   4. Indigenous students are engaged in work experience placements and enquire about employment / tertiary study opportunities at the University.