• Section 1 - Purpose
• Introduction and Policy Context
• Background and Purpose
• Section 2 - Glossary
• Section 3 - Policy
• Strategy Implementation and Evaluation
• Activities and Outcomes
• Section 4 - Procedures
• Section 5 - Guidelines

Section 1 - Purpose

Introduction and Policy Context

(1) Charles Sturt University (the University) is a regional university with its campuses located on Wiradjuri, Gandangara, Ngunnawal and Biripi land. Building effective relationships with Indigenous communities in Australia, making higher education accessible to Indigenous people and fostering appreciation of Indigenous Australian cultures and knowledge have been and continue to be, significant goals for the University.

(2) The commitment of the University in Indigenous Australian matters is reflected not only in the Indigenous Australian Employment Strategy (the Strategy) but also in the following documents, which inform the Strategy:

1. Charles Sturt University Strategy - which looks at 'Improved educational outcomes and lives for Indigenous, regional, rural and remote Australians', 'Indigenous student participation rate' and 'Indigenous Australian staff'.
2. Charles Sturt University Reconciliation Statement - which asserts 'the significance of the University's role in the reconciliation process in building an informed and mature society that acknowledges the past, understands the quintessential connection between the past and present, and is committed to ethical action, social justice and human rights'.
3. Charles Sturt University Indigenous Education Strategy (IES) - which recognises that having a strong Indigenous presence in the University's 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 Australian Students.
4. Charles Sturt University Employment Equity Plan - which provides a framework that supports employment equity and diversity, including specific strategies pertaining to Indigenous Australian employment.
5. Charles Sturt University Enterprise Agreement 2013-2016 - which commits the University to 'implement and maintain the Indigenous Australian Employment Strategy or any successor strategy, and the Indigenous Education Strategy Steering Committee during the life of the agreement'.

Background and Purpose

(3) The first Indigenous Australian Employment Strategy was launched in 2005. At the time of the launch, the Indigenous Australian Staff numbers were representative of 0.9% of the total staff population. This number has grown significantly to 2.63% of total staff representation as at 30 March 2015.

(4) The overall aim of the Indigenous Australian Employment Strategy is to increase the employment of Indigenous Australians at Charles Sturt University to represent 3% of the total staff workforce by 2017. Table 1 in this Strategy outlines specific activities, outputs and outcomes. This table also identifies a number of internally and externally funded activities that will support the increase of Indigenous Australian Staff employment at the University during the 2016-2017 life cycle.

Section 2 - Glossary

(5) Nil.

Section 3 - Policy

Strategy Implementation and Evaluation

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

(7) Senior staff, including Executive Deans, Executive Directors and Budget Centre Managers, are responsible for implementing the Strategy within their respective Faculties, Divisions and Budget Centres.

(8) The Indigenous Employment Strategy Advisory Committee (IESAC) 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 effectiveness. The Presiding Officer of the Indigenous Employment Strategy Advisory Committee is the Pro Vice-Chancellor (Indigenous Education) who also oversees all matters relating to Indigenous education, students and research.

Activities and Outcomes

(9) Table 1 outlines the activities, timelines and outcomes expected for 2016-2017. Reports on progress, achievements and outcomes will be provided to the Indigenous Employment Strategy Advisory Committee regularly throughout the life of the Strategy and to other internal and external parties as requested.

(10) The Strategy will be reviewed and refreshed as required. A new Strategy is planned for 2017 and beyond.

(11) The expected outcomes of the Strategy are:

1. an equitable and diverse workforce;
2. a workforce that is culturally aware and safe for Indigenous staff and students;
3. strengthened partnerships and connected communities; and
4. Indigenous staff retention, satisfaction and equitable employment.

Section 4 - Procedures

(12) Nil.

Section 5 - Guidelines

(13) Nil.