Western Sydney University Office of Aboriginal and Torres Strait Islander

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER Employment and Engagement

Action Plan 2014–2017 Securing Success

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

WESTERN SYDNEY UNIVERSITY

ACKNOWLEDGES TRADITIONAL OWNERS With respect for Aboriginal cultural protocol and out of recognition that its campuses occupy their traditional lands, Western Sydney University acknowledges the Darug, Gundungurra, Tharawal (also historically referred to as D’harawal) and Wiradjuri Peoples and thanks them for their support of its work in their lands (Greater Western Sydney and beyond).

‘The Tree of Knowledge’ by artist Janice Bruny, Kamilaroi nation. This artwork is part of Western Sydney University Art Collection (refer virtualtours.westernsydeny.edu.au/ home).Artwork on cover is ‘Swimmy Creek’ by artist Chris Edwards, Gumbaynggirr nation. This artwork is part of Western Sydney University Art Collection (refer virtualtours. westernsydney.edu.au/home).

As a result of consultation and consideration, the University’s declared preference is for ‘Aboriginal and Torres Strait Islander’ People/ community/communities to be used when referring collectively to Australia’s original inhabitants. This refers to both Aboriginal Peoples and Torres Strait Islander Peoples.

The University appreciates your support in ensuring that the correct acknowledgment of Aboriginal and Torres Strait Islander Peoples in Australia is respected and upheld.

2

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

MESSAGE FROM THE VICE-CHANCELLOR WE ARE A CULTURALLY DIVERSE REGION

Western Sydney University is a large, research-led, metropolitan university with campuses throughout Greater Western Sydney, one of the fastest growing and most dynamic regions in Australia. Home to over 1.8 million people, Greater Western Sydney is one of the country’s most important economic powerhouses, with an $80 billion economy that is the third largest in Australia.

It is a living culture that is an intrinsic part of the Australian identity and the Australian character. We are providing our employees with an opportunity to learn Aboriginal and Torres Strait Islander culture and history in their workplaces, so that in the future they will have the knowledge and skills to engage, and work effectively, in inclusive language and practices, It will also enable employees to work in a culturally acceptable manner, with Aboriginal and Torres Strait Islander People in every business or organisational setting. The University set up an Advisory Board because we have an Aboriginal and Torres Strait Islander Employment program and to be able to do that well we need to partner with the community and have community leaders help design and monitor the program. That’s what’s important to us – to make sure that the Aboriginal and Torres Strait Islander People have opportunities for education and employment. Their wisdom is what will make the program successful and that’s why this Board is the very best thing we’ve done in terms of our program.

Rhonda Hawkins Deputy Vice-Chancellor Corporate Strategy and Services Message from the Vice-Chancellor My personal vision for the University’s role in the Aboriginal and Torres Strait Islander Action Plan is to see the University partnering with the Aboriginal and Torres Strait Islander communities of Greater Western Sydney in a much more real and tangible way than it has in the past. We need to better understand and appreciate Aboriginal and Torres Strait Islander culture, their knowledge systems and what that information can do to contribute more broadly to the multicultural community that we share in this region. We need to

see a greater representation of Aboriginal and Torres Strait Islander People in a whole range of ways within our institution for us to truly be a ‘university of the People.’ Western Sydney University can only be a university of the people when we reach out to those communities.

I think it’s characteristic of Australia at the moment that our understanding of Aboriginal and Torres Strait Islander People, of their culture, of their language, and of their knowledge systems, is not as deep or as rich as it could be, so as a country I think we need to do more to develop that understanding and the depth of it. I think the Action Plan is going to help the University, in a very real way, to engage with our Aboriginal and Torres Strait Islander communities, with our students, our staff and with the broader community, and I think it will help make us a leader in developing and deepening that understanding.

It’s my hope that by having more people of an Aboriginal and Torres Strait Islander background active within all levels of the organisation, that we will have contributed to breaking down some of the barriers and misunderstandings that exist in our community in relation to Aboriginal and Torres Strait Islander People. I think, if we can remove bigotry and bias and misunderstanding by promoting and valuing the importance of Aboriginal and Torres Strait Islander People in Australia, we will go a long way to addressing a number of issues we have in this country.

My personal call to action to all my Colleagues within Western Sydney University, our Deans, Schools, Institutes, Divisions and Senior

Managers across our administrative areas, is to embrace this Action Plan, to ensure that you, firstly understand it and understand its’ objectives but work to implement it. I think when we have that breadth of involvement, that breadth of ownership of the plan, then we will all have, I think, a greater chance of bridging the gap between ambition and reality.

We need to ensure that we are active when we seek to make appointments, that we are not in a position where the immediacy and the urgency of making an appointment, takes us away from looking for the best possible outcome for the organisation. We need to be looking and actively seeking to support that diversity across Western Sydney University.

To help people to advance their lives, to see, particularly young people having an opportunity they otherwise wouldn’t have to thrive, develop and mature within our organisation or as students that we’re teaching, is a wonderful and unique opportunity for all of us. So I think there are enormous personal benefits from embracing this Plan and making it part of our lives.

People need to feel good about what they’re doing and one thing this Action Plan will do is provide people with plenty of opportunity to make a difference.

Professor Barney Glover Vice-Chancellor and President

3

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

LEARNING TO UNDERSTAND, APPRECIATE AND RESPECT We believe it is very important for all our people to have a better understanding and appreciation of the deepest and oldest culture in the world.

It is a living culture that is an intrinsic part of the Australian identity and the Australian character.

We are providing our employees with an opportunity to learn Aboriginal and Torres Strait Islander culture and history in their workplaces, so that in the future they will have the knowledge and skills to engage, and work effectively, in inclusive language and practices, It will also enable employees to work in a culturally acceptable manner, with Aboriginal and Torres Strait Islander People in every business or organisational setting.

The University set up an Advisory Board because we have an Aboriginal and Torres Strait Islander Employment program and to be able to do that well we need to partner with the community and have community leaders help design and monitor the program.

That’s what’s important to us – to make sure that the Aboriginal and Torres Strait Islander People have opportunities for education and employment. Their wisdom is what will make the program successful and that’s why this Board is the very best thing we’ve done in terms of our program.

Professor Lisa Jackson Pulver Pro Vice Chancellor Engagement and Aboriginal and Torres Strait Islander Leadership and Parramatta Campus Provost

For more information about the Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board click westernsydney.edu.au/oatsiee_advisory_board

4

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

AN INVITATION An Invitation from Melissa Williams, Director, Office of Aboriginal and Torres Strait Islander Employment and Engagement, to all our Supervisors.

You can be part of great social change and help make the Western Sydney University the ‘Employer of Choice’ in our region.

The Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan will only be as good as its implementation and the people at the leading edge of that implementation are all those who have the authority and inclination to hire Aboriginal and Torres Strait Islander People.

We are inviting all our supervisors to embrace and participate in this wonderful program that will not only fulfil our vision and meet our legislative requirements, but will also establish the Western Sydney University as the ‘Employer of Choice’ for all people in our region.

5

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT WHO WE ARE

EMPLOYMENT

The Western Sydney University is known as a university for the people and the communities they live and operate in.

There is wide-spread cultural endorsement amongst First Peoples, that the Office of Aboriginal and Torres Strait Islander Employment and Engagement can and should support, advocate for and, when appropriate, represent Aboriginal and Torres Strait Islander employees in cultural matters which pertain to the Aboriginal and Torres Strait Islander Employment and Engagement strategy and goals.

By emphasising the knowledge, skills, histories, traditions and cultures of First Peoples Western Sydney University fosters an environment that embraces and values people’s individual differences. The University actively develops and supports initiatives which: ≥≥ Embrace equity in employment and diversity in the workplace ≥≥ promote it as a responsive partner with which to engage in a range of enterprises The Office of Aboriginal and Torres Strait Islander Employment and Engagement contributes to enhancing both the staff and student experience. It represents one of the main areas within the University that focuses on Aboriginal and Torres Strait Islander affairs. The Office of Aboriginal and Torres Strait Islander Employment and Engagement is a representative voice for Aboriginal and Torres Strait Islander employees and potential employees at all levels, as well as Aboriginal and Torres Strait Islander ‘rising stars’, trainees, cadets, academics, professionals and alumni. It seeks to: ≥≥ maximise employment opportunities for Aboriginal and Torres Strait Islander People ≥≥ build collaborative networks and commercial partnerships within Greater Western Sydney region ≥≥ listen and give voice to the issues being raised by the communities in Greater Western Sydney where these impact on the University and its future.

The Western Sydney University aims to be the preferred employer of choice within Greater Western Sydney for Aboriginal and Torres Strait Islander People, by promoting the benefits of inclusiveness and diversity in the workplace to all employees. The Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan seeks to attract, retain and support Aboriginal and Torres Strait Islander Peoples.

We value the contributions made by our employees and recognise the importance of a flexible, supportive and diverse working environment.

ENGAGEMENT The Office of Aboriginal and Torres Strait Islander Employment and Engagement vigorously pursues a community engagement agenda by: ≥≥ founding the Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board, the first such Board in the tertiary education sector, membership of

6

which includes a majority of Aboriginal and Torres Strait Islander Elders, leaders and cultural advisors from the Greater Western Sydney (GWS) region, who volunteer their expertise and time to provide advice and assistance to the office ≥≥ being one of the principal contact points and a nexus between the multiple communities of GWS and the many University Work Units for occasions such as arranging University-sponsored ‘Welcome to Country’ addresses, celebratory and ceremonial events, collaborating with and/ or supporting community-driven initiatives arising from local Aboriginal and Torres Strait Islander organisations and groups.

The Office of Aboriginal and Torres Strait Islander Employment and Engagement has successfully engaged with government and business, generating income and ongoing commercial partnerships for the University.

It develops targeted employment programs aimed at catapulting Aboriginal and Torres Strait Islander talent into traineeships, cadetships, professional and academic positions at Western Sydney and beyond.

The Western Sydney University is committed to being an employer of choice in our region for Aboriginal and Torres Strait Islander Peoples. As a result, over the past four years, the number of Aboriginal and Torres Strait Islander Peoples employed at Western Sydney University has quadrupled in academic and professional roles. This places the University ahead in the sector and ahead of Government targets. This trend also extends to our senior staff, placing the University in the top 10% of the 33 Universities surveyed in the AHEIA universities HR Benchmarking Program Final Report 2012.The University’s efforts have been acknowledged and encouraged by continued federal government support with grants totalling $1.7 million since 2008 to be used to further its initiatives. To further these programs, the Office of Aboriginal and Torres Strait Islander Employment and Engagement has developed a comprehensive Action Plan to build on this success.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ASPIRING TO BE AN ‘EMPLOYER OF CHOICE’ FOR ABORIGINAL AND TORRES STRAIT ISLANDER PEOPLE TRANSFORMING LIVES BY RAISING ASPIRATIONS The only effective, sustainable way that we can help our Aboriginal and Torres Strait Islander community to have its fair share of this country’s prosperity is to build it up one person at a time.

To achieve this it is vital that we raise the personal aspirations of those who have had their spirits hurt and their hearts broken, never daring to dream of a better life, never being encouraged to excel or celebrate their ancestry, never having a supportive family life, never having had their talents acknowledged, never knowing their own potential and never feeling like they stood a decent chance of success. We need to nurture in them a personal ambition

and desire to make something of themselves and give them reasons to have a genuine expectation for success.

At the same time we need to level the playing field by smoothing out the paths and removing the obstacles to higher education and meaningful qualifications. It is also important to celebrate and acknowledge the innovation that Aboriginal and Torres

Strait Islander People can bring to the Higher Education sector. This requires more than just providing an opportunity to access or fund education and employment. It also needs insight into each individual, their life and culture and an understanding of how and why they think and feel. To travel the whole distance with each participant calls for patience and commitment from all involved in the journey.

Office of Aboriginal and Torres Strait Islander Employment and Engagement at the NAIDOC 2012 Presentation. From left to right: Terri Keating, Administration Assistant; Angela Spithill, Program Manager; Melissa Williams, Director; Debbie Cummings, Project Manager; Jennifer Flood, Project Officer.

7

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

BRINGING OUR PLAN TO LIFE We have set in place six objectives to achieve the organisation-wide implementation of the University of Western Sydney Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan.

OBJECTIVE 1

Increase the participation rate and employment outcomes of Aboriginal and Torres Strait Islander People across all levels of the Western Sydney University

OBJECTIVE 2

Ensure the University has the ability to meet the needs of Aboriginal and Torres Strait Islander People as an ‘Employer of Choice’

OBJECTIVE 3

Develop leading strategies and help shape the national agenda in Aboriginal and Torres Strait Islander employment and engagement

OUR FIRST CADETS

JAIME-LEE WALKER

MITCHELL GIBBS

JARRED MACK

KRISTY STANTON

MATT KIRK

Bachelor of Business and Commerce (UWS Graduate 2012), Cadet placement: Policy Unit, NSW Aboriginal Land Council (2010-2011), UWS College Marketing Coordinator 2011-2013, State Youth Facilitator, St Vincent de Paul Society, QLD (current).

Bachelor of Science, Forensic (UWS Graduate 2013), Bachelor of Science, Honours (UWS Graduate 2014), Cadet placement: Research and Development, NSW Police (2011-2012), Preparing to enrol in a PhD (current).

Bachelor of Communications and Information Technology (UWS Graduate 2013), Cadet placement: Trainee Analyst Programmer, Office of State Revenue (20102012), Senior Front End Developer, White Agency (current).

Bachelor of Business and Commerce (UWS Graduate 2013), Cadet placement: Guest Service Agent, Pullman Hotel, Accor Group (2010-2011), Assistant Manager, Novotel, Manly Accor Group (current).

Bachelor of Business and Commerce (UWS Graduate 2012), Cadet placement: Marketing Assistant, Landcom (2010-2011), Marketing Assistant, Brand and Marketing Services UWS (2010-2011).

8

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OBJECTIVE 4

Redress, through affirmative action in employment, the past disadvantages experienced by Aboriginal and Torres Strait Islander People

OBJECTIVE 5

Create a work environment that is free from discrimination, promotes an understanding of Aboriginal and Torres Strait Islander culture and is culturally respectful and inclusive

OBJECTIVE 6

Build and develop a positive working relationship with the community and relevant stakeholders to ensure the improvement of employment outcomes for Aboriginal and Torres Strait Islander People

AMANDA COOKSLEY

TARREN LEON

DR DANA SLAPE

SONIA DEFINA

JACOB PARNELL

Bachelor of Communications, (UWS Graduate 2012), Cadet placement: Corporate Communications Assistant, Landcom (2011-2012), Prospective Student Advisor, Western Sydney University Student Recruitment Unit (current).

Traineeship, UWS (20102012), Bachelor of Arts, Psychology, Western Sydney University (enrolled 2011), Dean’s Merit Award Recipient, UWS (2012), Annual Australian Psychological Society conference scholarship recipient (2014), Cadet placement: Administration Officer, Western Sydney University Information Technology Services (current).

Bachelor of Medicine, Bachelor of Surgery (UWS Graduate 2013), Cadet placement: Research Assistant, Medical Education, School of Medicine, UWS (2013), Aurora Indigenous Scholars Recipient (2013), ITAS Tutor, Junior Medical Officer, Westmead Hospital (current).

Bachelor of Education (UWS Graduate 2013), Dean’s Medal Recipient (2014), Cadet placement: Research Assistant, UWS Centre for Positive Psychology and Education (2013), Panania Public School (current).

Bachelor of Business and Commerce (enrolled 2012), Cadet placement, Advertising Cadet, Woolworths Ltd (20122013), Advertising Coordinator, Woolworths Ltd (current).

9

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OBJECTIVE 1 Increase the participation rate and employment outcomes of Aboriginal and Torres Strait Islander People across all levels of this University.

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

1.1 Notify all stakeholders of these (6) objectives of Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Policy and Action Plan and the key functions of Western Sydney University Aboriginal and Torres Strait Islander Employment Strategy. Encourage them to apply these objectives to the workflow at all levels of Western Sydney University activity.

VC, Exec, SID

September 2014 and ongoing

Our People/ Our Future Staffing Strategy developed and endorsed by Executive.

Percentage of Western Sydney University Schools, Institutes and Divisions which comply with Western Sydney University Staff Agreement agreed targets and Western Sydney University Aboriginal and Torres Strait Islander Employment and Engagement Policy and Action Plan (6) objectives.

Increase and retain Aboriginal and Torres Strait Islander employment opportunities commensurate with Western Sydney University policy, staff agreements (including agreed targets) and broader policy requirements.

1.2 Encourage all Aboriginal and Torres Strait Islander potential and existing Employees to update their employment records by completing the Staff Online Equal Employment Opportunity Survey in the Personal Details section at staffonline. westernsydney.edu.au where they can identify as an Aboriginal and/or Torres Strait Islander person.

OATSIEE, OPC, OMC, OED, SID

September 2014 and ongoing

Number of Aboriginal and Torres Strait Islander employees at all Academic and Professional staff levels across the University.

Western Sydney University Aboriginal and Torres Strait Islander employment targets aligned to Western Sydney University Staff Agreements.

Increased awareness of OATSIEE across Western Sydney University Campuses (measured by percentage of participation in significant events e.g. NAIDOC week and percentage of Aboriginal and Torres Strait Islander work place relations modules completed).

Encourage staff to become an Action Plan ambassador westernsydney.edu.au/oatsiee/ aboriginal_and_torres_strait_islander_ employment_and_engagement/action_ plan_2014-16/become_an_ambassador and to promote the Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement.

External recognition of Western Sydney University as an ‘Employer of Choice.’

1.3 Develop and implement an effective communication plan to ensure a universal understanding of the Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan.

VC, Exec, ATSIEEAB, ATSIESCC, OATSIEE, OPC, OED, OMC, OGS, OHEPP, SID

1.4 Western Sydney University Schools, Institutes and Divisions to consult with the Office of Aboriginal and Torres Strait Islander Employment and Engagement on the ways that they can integrate the Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan into their business plans and accountabilities.

OATSIEE, OPC, OESQ, OMC, OED, OGS, SID

From October 2014

Communication plan implemented across all key mediums.

Policies and guidelines adopted across Western Sydney University Schools, Institutes and Divisions.

Participation in face-to-face and online training developed and delivered to supervisors, in particular Directors of Academic Programs.

From October 2014

Schools, Institutes and Divisions adopting the Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan as a Key Performance Indicator.

Number of Policies reviewed, developed and communicated.

Number of E-learning modules developed, delivered and evaluated.

Participation across all Western Sydney University campuses.

1.5 Leverage our Early Career Academic and Recruitment and Retention project plans to help implement the Western Sydney University Aboriginal and Torres Strait Islander Employment Strategy.

OATSIEE, Exec, OPC, OMC, ATSIEEAB, SID

1.6 Make quarterly reports to the Vice-Chancellor on all progress being made in the implementation of Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan, using the Executive Scorecard.

OATSIEE, ATSIEEAB, SID

10

From September 2014 and Ongoing

Number of Aboriginal and Torres Strait Islander Early Career Academic positions created and filled.

Percentage of Aboriginal and Torres Strait Islander staff converted from casual / fixed term to ongoing employment.

From January 2015 and ongoing

Percentage of Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan implemented across Western Sydney University Schools, Institutes and Divisions.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

1.7 Develop and implement Service Level Agreements between the Office of Aboriginal and Torres Strait Islander Employment and Engagement and for instance; Office of People and Culture, Office of Equity and Diversity, Careers, Badanami Centre for Indigenous Education and all relevant units within Schools, Institutes and Divisions to attract and retain Aboriginal and Torres Strait Islander People.

OATSIEE, OPC, OULC, OED, OSI, SID

From January 2014 and ongoing

Percentage of Western Sydney University Schools, Institutes and Divisions which have implemented Service Level Agreements.

1.8 Update all current relevant policies to ensure they include the designated role of the Office of Aboriginal and Torres Strait Islander Employment and Engagement in regards to any staff or students (in the context of employment) of the University, regardless of whether the policy is specifically pertinent to Aboriginal and Torres Strait Islander People.

OATSIEE, OPC, ATSIEEAB, ATSIESCC, OGS, OHEPP, OED, OULC, OMC

From September 2014 and ongoing

Percentage of policies reviewed and percentage of those requiring action. Policies reviewed, Aboriginal and Torres Strait Islander workplace relations content developed, implemented and communicated.

1.9 Identify external and internal funding sources that can support the provision of programs under the Aboriginal and Torres Strait Islander Employment Policy and Action Plan. Develop appropriate submissions to attract funds from these sources, in order to increase employment opportunities for Aboriginal and Torres Strait Islander People complying with Western Sydney University policy, staff agreements and broader policy requirements.

OATSIEE, OHEPP, SID

From September 2014 and ongoing

Number of submissions lodged and percentage of success. Increased Aboriginal and Torres Strait Islander employment through seed grant and research projects. Compliance with Western Sydney University policies, staff agreements.

1.10 Secure University supplementary funding, contained in the Staff Agreements, required by the Aboriginal and Torres Strait Islander Employment Strategy Consultative Committee, to meet the objectives of the strategy.

Exec

As soon as available

Fulfillment of the OATSIEE Action Plan and strategy.

1.11 Provide with Procure a skilled manager, based in the Office of Aboriginal and Torres Strait Islander Employment and Engagement, to oversee the implementation of the Aboriginal and Torres Strait Islander Employment and Engagement Policy and Action Plan.

OATSIEE, Exec, OPC

As soon as funded

Manager employed.

1.12 Ensure all Aboriginal and Torres Strait Islander staff are aware of the cultural leave, language allowances, staff development and training available to them and provide assistance in claiming these benefits.

OATSIEE, OPC, SID

From September 2014 and ongoing

100% up-take by staff.

1.13 Ensure Western Sydney University Workplace Cultural Appreciation training modules are available and mandatory for all Western employees.

Exec, OATSIEE, OPC, SID

From January 2015 and ongoing

Number of modules delivered and number of improved processes identified and implemented including improved online and face-to-face induction, orientation, information packages and websites.

1.14 Formalise processes for the brokering of employment and engagement opportunities for Aboriginal and Torres Strait Islander People. This would also include the development of procedures manuals outlining the engagement and development of Early Career Academics and for attracting Aboriginal and Torres Strait Islander Trainees and Cadets.

OATSIEE, OPC, SID

From September 2014 and ongoing

Recruitment policy, processes and technology reviewed, redesigned and improved.

Establish metrics to indicate and inform future needs including time to source and hire, scarcity by specialisation, geographical interest and diversity of candidate pool.

Tools completed.

11

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OBJECTIVE 2 Ensure the University has the abilityto meet the needs of Aboriginal and Torres Strait Islander People as an ‘Employer of Choice.’

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

2.1 Collaborate with the Office of Governance Services to ensure all policies, procedures and guidelines advance the inclusion of Aboriginal and Torres Strait Islander engagement, employment and professional development.

OATSIEE, ATSIEEAB, ATSIESCC, OPC, OGS, OED, OULC, OESQ, SID

From October 2014 and ongoing

Percentage of Western Sydney University Schools, Institutes and Divisions plans which align and comply with the Western Sydney Staff Agreement, Aboriginal and Torres Strait Islander Employment Policy and the Office of Aboriginal and Torres Strait Islander Employment and Engagement ACTION PLAN.

The University to work towards eliminating all forms of discrimination, harassment, bullying and victimisation on the basis of race or culture.

Policies updated.

Regular updates and reviews to be undertaken with the Office of Aboriginal and Torres Strait Islander Employment and Engagement.

Degree of compliance with the Aboriginal Traditional Owners and/or Custodians protocols, Universities Australia Cultural Competency Framework, Indigenous Higher Education Advisory Council Workforce Strategy, Council of Australian Governments (COAG) targets to close the gap, Department of the Prime Minister and Cabinet, and the Report on the Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People funding requirements.

Important References: Indigenous Cultural Competency Framework Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People Closing the Gap in Indigenous Disadvantage Indigenous Advancement Strategy 2.2 Create more effective means of consultation that consider the views of Western Sydney University staff and students (in the context of employment) who identify as an Aboriginal and/or Torres Strait Islander Person, when developing policy, planning and decision-making processes.

OATSIEE, Exec, ATSIEEAB, ATSIESCC, OSEQ, SID

From September 2014 and ongoing

Effectiveness of the consultation process as determined by employees and key stakeholders such as ATSIEEAB, ATSIESCC (measured by quorums and satisfaction).

2.3 Recognise that Aboriginal and Torres Strait Islander People have an oral based culture and take this into account when presenting information.

Use culturally supportive methods of communication within Western Sydney University and promote their success to external stakeholders.

OATSIEE, OPC, OED, OGSG, OMC, OHEPP, OUL, SID

From September 2014 and ongoing

Improved culturally supportive methods of communication identified and implemented including online and face-to-face induction and orientation, information packages and websites.

2.4 Increase awareness of the existence of identified Aboriginal and Torres Strait Islander employment positions within the Western Sydney University community.

OATSIEE, OPC, OESQ, OMC, OED, OGS, SID

An Aboriginal and/or Torres Strait Islander identified role requires an Aboriginal and/or Torres Strait Islander person be employed in the role on the basis of genuine occupational requirement. Being an Aboriginal and/or Torres Strait Islander Person is a genuine occupational qualification as authorised under Section 14(D) of the NSW Anti-Discrimination Act, 1977 NSW. See the Western Sydney Recruitment and Selection policy http://policies. westernsydney.edu.au/view.current.php?id=00195.

Identified positions are positions with specific selection criteria in the position description that signify that the role has a strong involvement in Aboriginal and Torres Strait Islander affairs and delivering specific products and services.

12

Office of Aboriginal and Torres Strait Islander Employment and Engagement and relevant microwebsites updated and implemented.

From September 2014 and ongoing

Percentage of Western Sydney University Schools, Institutes and Divisions adopting and complying with the Office of Aboriginal and Torres Strait Islander Employment and Engagement ACTION Plan and Policies.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

2.5 Develop and implement a Western Sydney University Aboriginal and Torres Strait Islander Employee Retention Plan that includes induction, training, professional development, career planning, progression planning, succession planning, networking and mentoring.

OATSIEE, ATSIESCC, OPC, SID

From January 2014 and ongoing

2014–2016 professional and career development program planned and key capabilities mapped against programs. Career transition plans mapped

by OPC, Western Sydney University Schools, Institutes and Divisions. Teaching and Learning guidelines and standards developed. Performance and development processes aligned. Designated work requirements defined. Percentage of Aboriginal and Torres Strait Islander employees converted from casual/fixed term to ongoing employment.

2.6 Encourage Western Sydney University Aboriginal and Torres Strait Islander employees to take advantage of research, training and professional development opportunities.

OATSIEE, OPC, SID

From September 2014 and ongoing

Staff Agreement adopted. Percentage of Aboriginal and Torres Strait Islander staff converted from casual/fixed term to ongoing employment. Number of Aboriginal and Torres Strait Islander positions created and filled.

2.7 Increase the Vice-Chancellor scholarships for Western Sydney University Aboriginal and Torres Strait Islander employees from two to four recipients annually and improve eligibility parameters to incorporate all staff.

OATSIEE, Exec, OPC

From 2014 Annually

Increased levels of engagement by stakeholders and participants in Vice-Chancellor Excellence Awards, Vice-Chancellor Professional Development Scholarships and Staff Thank You program. Number of scholarships available.

2.8 Create opportunities for secondment of Western Sydney University Aboriginal and Torres Strait Islander employees across the University and develop initiatives for exchanges with national and international universities.

OATSIEE, Exec, OPC, OULC, OPS, SID

From October 2014 and ongoing

Policy compliance, Position Descriptions reviewed, updated, processes in place and communicated.

Number of secondments achieved.

2.9 Monitor inclusion of this Western Sydney University Aboriginal and Torres Strait Islander Employment and Engagement Action Plan’s obligations in the cyclical review.

OATSIEE, OPC, Exec, OULC, OGS, SID

From October 2014 and annually

Policy compliance, number of Position Descriptions reviewed, updated and communicated.

2.10 Create campus environments which are welcoming and inclusive of Aboriginal and Torres Strait Islander cultures with such things as prominent displays of their nations, arts and languages as well as the staging of relevant community events.

OATSIEE, OMC, OCFO, OED, OHEPP, OCWF, SID

From October 2014 and ongoing

Diversity attraction programs developed. Campus displays in place.2015 Cultural Appreciation Module delivered via MyCareer Online. Number of staff completing module.

2.11 Arrange with the Office of Media and Communication to feature a ‘Welcome to Country’ on major University documents, marketing materials and website. Elders on campus to perform a ‘Welcome to Country’ at formal events.

OATSIEE, Exec, ATSIEEAB, OESQ, OMC, SID

From September 2014 and ongoing

Document updates, number of ceremonies held.

13

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OBJECTIVE 3 Develop leading strategies and help shape the national agenda in Aboriginal and Torres Strait Islander, Employment and Engagement.

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

3.1 Employ an ongoing review of all available external training, employment and professional programs, including Government initiatives, that encourage Aboriginal and Torres Strait Islander People to join the workforce.

OATSIEE, Exec, ATSIEEAB, ATSIESCC, SID, OESQ, OHEPP

From September 2014 and ongoing

Percentage of School, Division, and Institute plans monitored and achieved which include the target and align with the Western Sydney University Staff Agreement, Aboriginal and Torres Strait Islander Employment Policy and Office of Aboriginal and Torres Strait Islander Employment and Engagement ACTION PLAN. Percentage of Aboriginal and Torres Strait Islander staff occupying Senior/Management roles monitored and achieved.

Workforce metrics identified.

Quality assurance process identified for accurate reporting.

3.2 Ensure that all relevant, current information on the achievement of Aboriginal and Torres Strait Islander employment is available to all Western Sydney University staff via the Office of Aboriginal and Torres Strait Islander Employment and Engagement website and online newsletter, the Office of People and Culture updates and other relevant mediums.

OATSIEE, OPC, OMC, OULC, OED, OESQ, OPS, SID

3.3 Advise Western Sydney University management on the cultural and social systems practiced by Aboriginal and Torres Strait Islander People so that they will be recognised and respected in the workplace. This will include a measure of support on the Executive Scorecard and content developed in relevant documentation - including position descriptions and School, Institute and Division plans.

OATSIEE, OPC, ATSIEEAB, ATSIESCC,SID, OESQ, OHEPP, OPC, OED

From September 2014 and ongoing

3.4 Ensure the inclusion of Aboriginal and Torres Strait Islander cultural capabilities training for all new and existing Western Sydney University employees.

This will include the Cultural Appreciation Program, consisting but not limited to E-learning modules in the workplace.

OATSIEE, OPC, SID

From January 2015 and ongoing

3.5 Actively promote and celebrate Western Sydney University as a culturally diverse and inclusive university through external publications, staff training forums and student information sessions.

OATSIEE, Exec, OPC, OED, OMC, OEI, ATSIEEAB, SID

From September 2014 and ongoing

E-learning modules developed, delivered and evaluated.

Strategic external and internal Media and Communication launched.

Cultural Appreciation Module delivered via MyCareer Online.

Reporting on the Executive Scorecard.

Inclusion of systems and copy in plans, strategies and practices.

E-learning modules included in induction and professional development training. This includes the OATSIEE Action Plan and fact sheets.

Inclusion of the module in the Induction Pack to ensure new staff don’t miss out on completing the module as part of their induction.

From January 2015 and ongoing

E-learning modules.

External public relations and events delivered.

Internal public relations and events delivered.

Inclusion in ‘Employer Branding’ campaigns and brand messages.

Aboriginal and Torres Strait Islander Elders on Campus engagement.

3.6 Develop an accepted definition of ‘selfdetermination’ for Aboriginal and Torres Strait Islander People and communicate through all relevant Western Sydney University media.

OATSIEE, ATSIEEAB, ATSIESCC, Elders on Campus, OPC, OMC, OED

From January 2015 and ongoing

Policies and guidelines adopted.

3.7 Provide Aboriginal and Torres Strait Islander expertise to professional development programs and training for management and staff about their rights and responsibilities in preventing, detecting and dealing with harassment and discrimination, with specific reference to Aboriginal and Torres Strait Islander People.

OATSIEE, ATSIESCC, Elders on Campus, OPC

From September 2014 and ongoing

Policies and guidelines adopted, communicated and delivered.

14

Definition developed and communicated.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

3.8 Provide support for a mental health strategy for all employees and students (in the context of employment) that takes into account culturally sensitive options for Aboriginal and Torres Strait Islander People, including men’s and women’s business, healing, and mentoring. Also develop an early intervention, general health and safety service agreement with the Workplace Health and Safety Unit to identify potential risk categories.

OATSIEE, ATSIESCC, OPC, OED, Elders on Campus, ATSIEEAB, OMC, OGS, OED, OHEPP, SID

From January 2015 and ongoing

Strategy and plan developed.

3.9 Monitor the level of culturally acceptable content aligned to the following frameworks:

ATSIESCC, ATSIEEAB, OATSIEE, OPC, SID

From September 2014 and ongoing

Areas for improvement identified and incorporated into Western Sydney University Schools, Institutes and Divisions.

3.10 Promote the acceptance of being an Aboriginal or Torres Strait Islander person as an genuine occupational qualification for positions providing specific services to Aboriginal and Torres Strait Islander People or advice about Aboriginal and Torres Strait Islander People and culture (as authorised by section 14 of the Anti-Discrimination Act 1977 (NSW)).

OATSIEE, OPC, ATSIESCC, ATSIEEAB, OGS, OMC, OESQ, OED, SID

From September 2014 and ongoing

Policies, guidelines and practices adopted.

3.11 Develop a plan for offering assistance to Aboriginal and Torres Strait Islander students to find employment while studying or following graduation from the University. Also determine possible funding sources to help broker positive employment outcomes for Aboriginal and Torres Strait Islander students in Traineeship, Cadetship and Early Career Academic programs.

OATSIEE, ATSIESCC, ATSIEEAB, CCE, OMC, SID

From September 2014 and ongoing

Participation across all Western Sydney University campuses.

3.12 Develop an Employer Branding campaign for the Aboriginal and Torres Strait Islander market as part of attaining ‘Employer of Choice’ status.

OATSIEE, OMC

From September 2014 and ongoing

Launch of campaign.

3.13 Review all current University Aboriginal and Torres Strait Islander identified positions, to determine which positions still require placement with Aboriginal and Torres Strait Islander existing and potential employees.

OATSIEE, OPC, ATSIESCC, SID

From September 2014 and ongoing

Participation across all Western Sydney University campuses.

3.14 Ensure compliance with external and internal frameworks including but not limited to – Universities Australia ‘Guiding Principles for Developing Indigenous Cultural Competency in Australian Universities’, the Indigenous Higher Education Advisory Council ‘National Indigenous Higher Education Workforce Strategy’, the Department of Families, Housing, Community Services and Indigenous Affairs ‘Indigenous Economic Development Strategy’, the Department of Prime Minister and Cabinet for example, the Indigenous Employment Program, Federal Government Targets, Staff Agreements, Policies including but not limited to the Aboriginal and Torres Strait Islander Employment Policy and Recruitment and Selection Policy.

OATSIEE, Exec, ATSIEEAB, ATSIESCC, SID

From September 2014 and ongoing

Develop workforce plans in collaboration with key areas (including the Office of Engagement, Strategy & Quality, Office of the Chief Financial Officer, Schools, Institutes and Divisions).

Important References: Standing Council for Federal Financial Relations – National Agreements

Program developed.

Pilot program implemented.

Indigenous Cultural Competency Framework Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People Indigenous Advancement Strategy

Workforce needs assessment metrics identified.

Tools or systems to enable workforce planning investigations and consideration of recommendations made.

Office of People and Culture strategies and priority actions identified and developed to support the alignment of workforce needs.

Western Sydney University Aboriginal and Torres Strait Islander staffing profile mapped against Academic Program Management Plans and Research Plans.

Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People

Develop a robust job evaluation process.

Important Reference: Indigenous Economic Development Strategy

Talent pool created.

Indigenous Advancement Strategy

Academic landscape mapped.

Compliance to University policies, staff agreements.

15

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OBJECTIVE 4 Redress, through affirmative action in employment, the past disadvantages experienced by Aboriginal and Torres Strait Islander People.

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

4.1 Ensure the perspective of Aboriginal and Torres Strait Islander employees and students (in the context of employment) is effectively represented in University decision making at all levels. These will include all management and advisory boards/committees, academic and appeals committees, panels and research institutes.

OATSIEE, Exec, OPC, ATSIEEAB

From September 2014 and ongoing

Participation across the University’s campuses.

Annual survey conducted with Aboriginal and Torres Strait Islander Staff.

Stakeholders consulted and survey results analysed (new starter survey, MyVoice Survey, Orientation Session evaluations).

Leadership development framework for Executive and Senior Managers developed.

Framework implemented at the Senior Management Conferences, Quality Forums, Executive and Deans Retreats.

Manager and supervisor development courses and workshops delivered and evaluated.

Future Research Leaders Program developed and piloted.

Oral-based knowledge systems practiced – participation and impacts developed into stories.

4.2 Continue to work with Western Sydney University Elders On campus to preserve cultural knowledge for future generations.

OATSIEE

From September 2014 and ongoing

Cultural Appreciation Module delivered via MyCareer Online.

Participation across all Unversity campuses and events.

Percentage of Generations of Knowledge project implemented.

From left to right: Kelly Needham, Raquel Fraser, Josephine Guyer, Dana Slape.

16

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OBJECTIVE 5 Create a work environment that is free from discrimination, promotes an understanding of Aboriginal and Torres Strait Islander culture, and is culturally respectful and inclusive.

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

5.1 Promote the role of the Office of Aboriginal and Torres Strait Islander Employment and Engagement as internal consultants to Western Sydney University on Aboriginal and Torres Strait Islander matters and advise when it should be contacted.

OATSIEE, OPC, Exec, SID, OED, OGS, CCE, OHEPP, ATSIESCC, ATSIEEAB

From September 2014 and ongoing

Office of Aboriginal and Torres Strait Islander Employment and Engagement embedded in Western Sydney University plans, strategies and practices.

5.2 Develop and implement formal protocols and accountable reporting lines for research grants and other funding sought for research which will involve or impact upon Aboriginal and Torres Strait Islander People. Encourage all staff to involve the Office of Aboriginal and Torres Strait Islander Employment and Engagement when putting forward proposals in the Aboriginal and Torres Strait Islander domain.

OATSIEE, SID, ORS, ATSIEEAB, OMC, OGS, OHEPP, OED

From September 2014 and ongoing

Protocols developed and implemented.

Participation across all Western Sydney University campuses.

5.3 Raise awareness of Aboriginal and Torres Strait Islander diversity within the University workplace and give consideration and respect to cultural, social and religious systems practised by Aboriginal and Torres Strait Islander People.

OATSIEE, OPC, ATSIEEAB, Elders on Campus, ATSIESCC, OMC, OGS, OED, SID

From September 2014 and ongoing

Policies and guidelines adopted.

5.4 Recognise that Aboriginal and Torres Strait Islander knowledge can provide a significant contribution to all other bodies of knowledge. Further, to ensure Aboriginal and Torres Strait Islander knowledge is appropriately attributed as Aboriginal and Torres Strait Islander Intellectual Property, this includes co-creation.

OATSIEE, OPC, ATSIEEAB, Elders on Campus, ATSIESCC, OMC, OGS, OED, SID, OULC, ORS

From November 2014 and ongoing

Adoption of Aboriginal and Torres Strait Islander knowledge systems into all levels of Western Sydney University plans, strategies, agreements, research and practices.

5.5 Enable Western Sydney University Aboriginal and Torres Strait Islander employees to reach their full potential by facilitating and encouraging their direct involvement in determining personal career strategies, goals and objectives.

OATSIEE, SID, ORS, ATSIEEAB, OMC, OGS, OHEPP, OED

From January 2015 and ongoing

Policies and guidelines adopted.

E-learning modules developed, delivered and evaluated.

Social Procurement policies, tender documentation and processes to include Aboriginal and Torres Strait Islander participation plans complying with the Aboriginal and Torres Strait Islander Employment policy and staff agreements.

Percentage of Aboriginal and Torres Strait Islander staff converted from casual/ fixed term to ongoing employment.

Targeted minimum participation achieved and 70% of participants completed program components or required training.

Majority of employees have work objectives and development plans entered into MyCareer Online.

17

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OBJECTIVE 6 Build and develop a positive working relationship with the community and relevant stakeholders to ensure the improvement of employment outcomes for Aboriginal and Torres Strait Islander People.

ACTIONS

RESPONSIBILITY

TIMEFRAME

PERFORMANCE INDICATORS

6.1 Establish working partnerships and alliances with relevant external organisations to encourage Aboriginal and Torres Strait Islander People to apply for both identified and non-identified positions offered by Western Sydney University.

OATSIEE, OPC, OMC, OED, OGS, OESQ

From September 2014 and ongoing

Increase in the number of employment applications received from Aboriginal and Torres Strait Islander People for both identified and non-identified positions.

6.2 Maintain and enhance the mentoring program for Aboriginal and Torres Strait Islander employees.

This program must provide for both cultural (led by Elders on Campus) and technical (led by Experienced Colleagues) mentoring.

OPC, OATSIEE, SID, ATSIEEAB, Elders on Campus, ATSIESCC

From September 2014 and ongoing

Cultural Appreciation Module delivered via MyCareer online.

6.3 Leverage the Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board as a prime source of information and a consultative link to the community employment matters. Strategically profile the Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board and Elders on Campus. Further, act on their advice provided on meaningful and substantial issues.

OATSIEE, OMC, SID

From September 2014 and ongoing

Number of articles/profiles across Western Sydney University.

6.4 Establish procedures, cultural protocols and codes of conduct to guide Western Sydney University in its engagement with Aboriginal and Torres Strait Islander individuals and communities.

OPC, OATSIEE, ATSIEEAB, OATSIEECC, ORS

From September 2014 and ongoing

Framework and processes developed and implemented.

The number of Aboriginal and Torres Strait Islander employees with cultural/ technical mentors.

Number of employment matters Elders are consulted upon.

Participation across all Western Sydney University campuses.

Important References: Aboriginal and Torres Strait Islander research ethics committee referenced.

6.5 Maintain, promote and use established procedures to obtain the views of local Aboriginal and Torres Strait Islander communities on a continual basis.

OATSIEE, OMC, ATSIEEAB, Elders on Campus, ATSIESCC, OED, ATSISN

From September 2014 and ongoing

Stakeholders consulted and survey results analysed (new starter survey, MyVoice Survey, Orientation Session evaluations, Exit surveys).

6.6 Develop promotional media messages featuring Aboriginal and Torres Strait Islander People in academic and non-academic positions.

OATSIEE, OMC, TVS

From September 2014 and ongoing

E-learning modules developed, delivered and evaluated.

Promotional material launched.

Participation across the Western Sydney University campuses.

6.7 Implement and promote work experience programs aimed at Aboriginal and Torres Strait Islander students in years 9–12 at high school.

18

OATSIEE, OPC, OMC, SID, SEU

From September 2014 and ongoing

Number of participants in program.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ACRONYMS & TERMS ACRONYM

DEFINITION

ATSIEEAB

Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board

ATSIESCC

Aboriginal and Torres Strait Islander Employment Strategy Consultative Committee

ATSISN

Aboriginal and Torres Strait Islander Staff Network

CCE

Western Sydney University Careers

Exec

Executive

FaHCSIA

Department of Families, Housing, Community Services and Indigenous Affairs

OATSIEE

Office of Aboriginal and Torres Strait Islander Employment and Engagement

OCFO

Office of Chief Financial Officer

OCWF

Office of Capital Works and Facilities

OED

Office of Equity and Diversity

OSI

Office of Pro Vice-Chancellor, Students

OHEPP

Office of Higher Education Policy and Projects

OMC

Office of Marketing and Communication

OPC

Office of People and Culture

OGS

Office of Governance Services

ORS

Office of Research Services

OESQ

Office of Engagement, Strategy and Quality

OULC

Office of the University Legal Counsel

PM&C

Department of Prime Minister and Cabinet

SEC

Schools Engagement Unit

SID

Schools, Institutes and Divisions

TVS

Television Sydney

UWS

University of Western Sydney

the University

Western Sydney University (rebranded name in 2016)

Western

Western Sydney University (rebranded name in 2016)

VC

Vice-Chancellor

19

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OUR INITIATIVES THE BUILDING BLOCKS OF SUSTAINED IMPROVEMENT

We have put into place a comprehensive range of partnerships with Western Sydney University Divisions, Schools and Institutes to ensure a high quality of delivery and sustained improvement in every aspect of our Aboriginal and Torres Strait Islander employment and engagement.

OUR MEANS OF ENSURING EFFECTIVE PARTICIPATION OF ABORIGINAL AND TORRES STRAIT ISLANDER PEOPLE IN WESTERN SYDNEY UNIVERSITY DECISION-MAKING Our means of ensuring effective participation of Aboriginal and Torres Strait Islander People in Western Sydney University decision-making:

≥≥Western Sydney University Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board

≥≥Western Sydney University Aboriginal and Torres Strait Islander Elders on Campus

≥≥Western Sydney University Aboriginal and Torres Strait Islander Employment Strategy Consultative Committee.

20

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OUR ABORIGINAL AND TORRESS TRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ADVISORY BOARD ESTABLISHED IN 2008 TO PROVIDE STRATEGIC ADVICE AND INPUT INTO THE UNIVERSITY’S ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT INITIATIVES IN RELATION TO THE FOLLOWING MATTERS:

≥≥ the content, direction and development of the Western Sydney University Office of Aboriginal and Torres Strait Islander employment and engagement initiatives ≥≥ relationships between the University, industry, government and the Aboriginal and Torres Strait Islander community

≥≥ the process and course of consultation and communication with Aboriginal and Torres Strait Islander communities, in particular throughout Greater Western Sydney ≥≥ miscellaneous Aboriginal and Torres Strait Islander matters referred to the Board.

Our Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board Members EXTERNAL MEMBERS Uncle Harry Allie Aboriginal Elder on Campus Community Engagement Aunty Fran Bodkin Aboriginal Elder on Campus Educator Dr Tracy Bradford Head of Manuscripts, State Library Aunty Noeline Briggs-Smith OAM Aboriginal Elder on Campus Researcher, Author Aunty Sandra Lee Aboriginal Elder on Campus Founder, Burbaga Aboriginal Corporation Uncle Wes Marne Aboriginal Elder on Campus Community Engagement Jack Pearson Early Career Academic Programs Advisor Aunty Rasme Prior Torres Strait Islander Elder on Campus, Education Consultant Aunty Thelma Quartey Torres Strait Islander Elder on Campus Cultural Awareness Consultant

Aunty Mae Robinson Aboriginal Elder on Campus Educator Aunty Norma Shelley OAM Aboriginal Elder on Campus Educator Uncle Greg Simms Aboriginal Elder on Campus Community Engagement Uncle Rex Sorby Aboriginal Elder on Campus Community Engagement Mal Tulloch Director, Entertainment, Crew and Support, Media, Entertainment and Arts Alliance Uncle Ivan Wellington Aboriginal Elder on Campus Community Engagement

EXTERNAL CONSULTING MEMBERS Aunty Edna Watson Aboriginal Elder on Campus WESTERN SYDNEY UNIVERSITY MEMBERS Professor Lisa Jackson Pulver Pro Vice Chancellor Aboriginal and Torres Strait Islander Leadership and Parramatta Campus (Chair) Dr Sev Ozdowski Director, Office of Equity and Diversity Melissa Williams Director, Office of Aboriginal and Torres Strait Islander Employment and Engagement (Member and Secretary)

Aunty Zona Wilkinson Aboriginal Elder on Campus Curator, Aboriginal Programs, Penrith Regional Gallery and the Lewers Bequest Uncle Steve Williams Cultural Engagement Uncle Darryl Wright Aboriginal Elder on Campus Chief Executive Officer, Tharawal Aboriginal Corporation

21

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

THE ABORIGINAL AND TORRES STRAIT ISLANDER ELDERS ON CAMPUS PROGRAM

Left to right, (back row): Dr Sev Ozdowski, Paul Newman, Associate Professor Berice Anning, Phil Bradley, (front row) Aunty Mae Robinson, Melissa Williams, Aunty Sandra and Thullii Dreaming Performers celebrating National Reconciliation Week.

The Benefits Provided by the Western Sydney University Aboriginal and Torres Strait Islander Elders on Campus Program

THE FIVE CRITICAL COMPONENTS OF THE ABORIGINAL AND TORRES STRAIT ISLANDER ELDERS ON CAMPUS PROGRAM 1 Leadership – attend and participate in meetings and events.

2 Mentoring – the provision of cultural support and safety.

3 Cultural Workplace Relations – passing on ‘Generations of Knowledge’ through Songlines (stories, dance, art, demonstrations, workshops, lectures and Aboriginal and Torres Strait Islander voice recordings and in text – media, online and print).

4 Board/Committee Participation – in meetings and other significant events.

5R esearch and Teaching – advisory capacity with the potential to develop into projects.

22

ASPIRATION BUILDING ACTIVITIES ≥≥ Customised professional readiness training. ≥≥ Cultural ambassadorship training. ≥≥ Attend Graduation Ceremonies with relevant key note speakers. ≥≥ Significant events such as the annual Yarramundi Lecture, NAIDOC Week, Reconciliation Week events. ≥≥ Participate in Advisory Board/ Committee meetings. ≥≥ Elders on Campus mentoring. ≥≥ Workplace technical coaching sessions.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

WESTERN SYDNEY UNIVERSITY ABORIGINAL AND TORRES STRAIT ISLANDER ELDERS ON CAMPUS ADVISORY BOARD MEMBERS UNCLE HARRY ALLIE

Aboriginal Elder on Campus Descendant: Gudjala Nation (Charters Towers) Uncle Harry was born and grew up in the Charters Towers, Townsville, and still has close ties to the area due to his family connections.

Uncle Harry applied for a discharge in 1989.

He completed the final years of his service at units within the Sydney area.

After working for the Post Master General’s Department (PMG), Uncle Harry was inspired to join the military by his Uncles who had served in the services during WW1 and WW2.

His Aunt also served in the Women’s Land Army. Because Uncle Harry felt he needed to improve his opportunities in life so he enlisted in the Royal Australian Air Force in 1966 at Townsville, North Queensland.

After applying for discharge, Uncle Harry worked in the Defence Industry for 11 years, before joining the Commonwealth Public Service. Uncle Harry was employed in the public service for eight years, involved with Aboriginal and Torres Strait Islander programs and issues. Before retiring in 2010, he was employed by the Department of Families, Housing and Community Services and Indigenous Affairs in the Sydney Indigenous Coordination Centre.

After serving for 23 years at a number of units throughout Australia, the USA, and Malaysia,

AUNTY FRAN BODKIN

Aboriginal Elder on Campus. Descendant: D’harawal Nation, Bidjigal clan Aunty Fran is descendant of the D’harawal People and the Bidjigal clan. Aunty Fran is an educator of D’harawal knowledge and holds a Bachelor of Arts and Sciences with five majors, one of which is Environmental Sciences, plus other postgraduate degrees.

Combining the knowledge passed down through her Aboriginal mother, her university education and her journey of lifelong learning, Aunty Fran brings a holistic understanding of the environment. She has published three books on D’harawal culture, stories and natural resources. Aunty Fran works tirelessly with groups as young as pre-school age right through to adult learners, sharing ethno-scientific knowledge passed down

by traditional clans. This knowledge is being increasingly referred to by modern research, in order to promote a deeper understanding of how to care for our natural environment.

Aunty Fran worked for the NSW Parliament for many years. She is an active member of Wollondilly Aboriginal Advisory Committee.

During the 1970s, Aunty Fran played a key role in the development of Campbelltown Hospital, Campbelltown TAFE, Mount Annan Botanic Garden (part of the Royal Botanic Gardens) and what is now Campbelltown campus, all of which span a significant part of the Macarthur region in South Western Sydney.

23

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER ELDERS ON CAMPUS ADVISORY BOARD MEMBERS (CONTINUED) AUNTY NOELINE BRIGGS-SMITH OAM

Aboriginal Elder on Campus, Researcher, Author Descendant: Kamilaroi Nation Aunty Noeline is a researcher and author whose qualifications include a Certificate of Health and Physical Practice, and an Advanced Diploma of Arts (Local family and Applied History).

The daughter of Norman Frederick Briggs (Graham) and Rita Joan Duncan, Aunty Noeline was born during the Aboriginal Protection era and was educated at the Moree Aboriginal Reserve School. She is a member of the Kamilaroi Nation Moree, the second largest Aboriginal nation on the eastern side of Australia.

Aunty Noeline has dedicated her life to her community, and now her hard work is being recognised with her inclusion into the Who’s Who of Australian Women 2012 edition.

However, it is the more human rewards rather than the medals which Ms Briggs values most.

She describes re-uniting people with family members they had lost as part of the stolen generation as the highlight of her life.

During her lifetime of helping others, Aunty Noeline has worked as Supervisor of Ethnic women employees at the Reserve Bank of Australia; a Personal Care Officer at Fairview Hostel for the Aged; Activities Director Fairview Nursing Home for the Aged; and Aboriginal Researcher at the Dhiiyaan Indigenous Centre. She has served as Chairperson at Wirraway Aboriginal Housing (1985-95); Chairperson Terry Hie Hie CoOperative Committee since 2009; member of the Moree Aboriginal Historical Group; member of the Gwydir Family History Society (1994-98), member of the Local Moree Aboriginal Land Council; and Chairperson for Thyamali Aboriginal Family Violence (2008-2010).

In addition to her inclusion into the Who’s Who of Australian Women Aunty Noeline became a recipient of the Order of Australia Medal in 2011. She is also the recipient of a NSW Government Heritage Volunteer Award and several other humanitarian achievement awards.

AUNTY SANDRA LEE

Aboriginal Elder on Campus. Descendant: Darug Nation, Boorooberongal clan Aunty Sandra is a descendant of Gomebeeree, chief of the Boorooberongal clan of the Darug nation. Aunty Sandra continues to promote Darug heritage and culture with her family’s centuries-old connections to the Blacktown area. Aunty Sandra is the founder of the Burbaga Aboriginal Corporation which not only recognises the Darug community and their Elders, but embraces all Aboriginal communities. Aunty Sandra visits many local schools in order to educate children about the importance of heritage and culture of the Darug Peoples, complementing the work of teachers under the Board of Studies’ curriculum. Passionate about the future of Aboriginal young people, Aunty Sandra

24

assists the Department of Community Services in observing cultural and clan protocols when placing Aboriginal children in foster care.

Aunty Sandra is a strong advocate of First Peoples sovereignty, changes to the Native Title legislation, education and the welfare of Aboriginal youth. As a member of Blacktown City Council’s and Holroyd Council’s Aboriginal Advisory Committees, Aunty Sandra receives constant requests for information from researchers, archaeologists and government.

Aunty Sandra works with many different community and business groups, facilitating connections to the Aboriginal community.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

UNCLE WES MARNE

Aboriginal Elder on Campus. Descendant: Kamilaroi Nation, Bigambul clan A Bigambul man, Uncle Wes has lived on the lands of the Darug People for over 40 years and is known throughout the community for his generosity in sharing and educating people about Aboriginal culture. Uncle Wes advocates for Aboriginal People at Centrelink, the Department of Housing, Community Services, Juvenile Justice and he is a regular visitor to young Aboriginal men in prison. He has been instrumental in the establishment of the Aboriginal Men’s Shed in Western Sydney.

Uncle Wes works tirelessly to help the local community whenever he can and regularly visits schools, detention centres or prisons.

Uncle Wes says, ‘You can’t retire, once you’re an Elder.’

Uncle Wes comes from a long line of storytellers. His 2011 Naga Mai Award rightly recognises him for innovation, excellence and achievement in Aboriginal education in NSW public schools and school communities. Uncle Wes is a dedicated member of the Mount Druitt and Districts Reconciliation Group which has organised a reconciliation walk in Mount Druitt and is committed to helping those who have been incarcerated to get their lives back on track by assisting them to regain confidence to advocate on their own behalf.

AUNTY RASME PRIOR

Torres Strait Islander Elder on Campus Aunty Rasme has worked for both the Aboriginal Development Commission and the Aboriginal and Torres Strait Islander Commission. Aunty Rasme has also undertaken volunteer work for many Aboriginal and Torres Strait Islander community organisations. An accredited crosscultural awareness trainer, Aunty Rasme is also a member of the Women’s Reconciliation Network NSW and runs her own cross-cultural training consultancy.

AUNTY THELMA QUARTEY Torres Strait Islander Elder on Campus

Aunty Thelma currently works for the Australian Electoral Commission and encourages Aboriginal and Torres Strait Islander People to enrol to vote. Aunty Thelma is a passionate advocate for Aboriginal and Torres Strait Islander human rights and is committed to ensuring that Aboriginal and Torres Strait Islander People have a voice in the community.

While working at the Department of Immigration and Citizenship, Aunty Thelma established the Department’s Aboriginal and Torres Strait Islander Network. Aunty Thelma has lectured at the University of Technology Sydney and Macquarie University on Torres Strait Islander heritage and culture. She is a volunteer member of the Aboriginal and Torres Strait Islander Commission and the Torres Strait Islander Advisory Board.

25

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER ELDERS ON CAMPUS ADVISORY BOARD MEMBERS (CONTINUED) AUNTY MAE ROBINSON

Aboriginal Elder on Campus. Descendant: Kamilaroi and Yuin Nation Aunty Mae Robinson, descended from the Yuin and Kamilaroi People, is a long time resident of Mount Pritchard. Aunty Mae has been widely recognised for her contributions to the education and the wellbeing of Aboriginal and Torres Strait Islander Peoples.

In the early 1980s, Aunty Mae – as a mature aged student and mother – became the first Aboriginal to graduate from the School of Education at the Milperra College of Advanced Education (now Bankstown campus of the Western Sydney University). Aunty Mae

went on to teach in primary schools and was appointed to Education Officer and consultancy roles with the NSW Department of Education and Training.Since ‘retiring’ Aunty Mae continues to consult with local Aboriginal communities and is an advocate for the value of education as a transformative force.In 2011 Aunty Mae received the Honorary Doctorate of Letters from UWS; Citizen of the Year, Fairfield City Council (2013); UWS Community Award (2012) and UWS Woman of the West Award (2010).

AUNTY NORMA SHELLEY OAM

Aboriginal Elder on Campus. Descendant: Kamilaroi Nation Aunty Norma is a Kamilaroi woman. She moved to Liverpool in 1978. A retired teacher of Social Studies as well as Textile and Design, Aunty Norma now donates her time to local community groups including the Cerebral Palsy Association, Aboriginal Carers, South West Sydney Koori Interagency, NSW Justice Association and Liverpool Council Aboriginal Consultative Committee. Aunty Norma is also a member of various committees associated

with education and has been a Board Member of South West Sydney Community Transport for over ten years. Aunty Norma is a member of the Gandangara Land Council, the Heritage Committee and the Aboriginal Consultative Committee.

Aunty Norma has been included in ‘Who’s Who of Australian Women’ for close to a decade.

UNCLE GREG SIMMS

Aboriginal Elder on Campus. Descendant: Darug Nation, Gadigal clan Uncle Greg Simms is well known as an activist for reconciliation, a traditional woodcarver, a storyteller and an Aboriginal cultural educator. Uncle Greg’s ties to the Aboriginal community of Greater Western Sydney are through his ancestral links to the Gundungurra (Waterdragon Lizard People) of the Blue Mountains and the Gadigal (whale People) of the Darug nation.

26

Growing up in La Perouse and now a resident of Greater Western Sydney, Uncle Greg is a Community Liaison Officer with Ability Options providing employment services specifically to Aboriginal People with a disability or health condition.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

UNCLE REX SORBY

Aboriginal Elder on Campus. Descendant: Kamilaroi Nation Uncle Rex was born in Burra-Bee-Dee out of Coonabarabran and lived on 640 acres near Forkie Mountain. At the age of 16, Uncle Rex moved to Quirindi and joined the railway on full adult pay. During his 30 years working for NSW Railways, Uncle Rex was the first Aboriginal to be an elected delegate to the Rail, Tram and Bus Union.

Now retired, Uncle Rex sits on a number of Boards, Guildford RSL and Holroyd City Council Advisory Committee. He also sits on the Western Sydney University Aboriginal and Torres Strait Islander Employment Strategy Consultative Committee. Priorities for Uncle Rex include ensuring equitable governance, policies and access for all Australians to education, employment and wellbeing.

AUNTY EDNA WATSON

Aboriginal Elder on Campus. Descendant: Darug Nation, Boorooberongal clan Aunty Edna is a long-time resident of Oakville and the Founder of Darug Custodians Aboriginal Corporation. Aunty Edna is a quiet achiever who is actively involved with local councils, NSW Department of Primary Industries, NSW Reconciliation, TAFE NSW and the Western Sydney University. Having developed a curriculum for NSW schools in Greater Western Sydney to revitalise the Darug language, Aunty Edna is well respected in the

community. Government and industry often refer to her on matters of cultural protocol – the key to respectful engagement between Aboriginal and non-Aboriginal Peoples.

As a keeper of stories, Aunty Edna dedicates her time to preserving clan knowledge for future generations through art education.

Some of her artwork now features in the Western Sydney University Art Collection.

UNCLE IVAN WELLINGTON

Aboriginal Elder on Campus. Descendant: Wandi Wandian and Yuin Nation Originally from Jerrinja on the south coast and from the Wandi Wandian People, Uncle Ivan has an extraordinary insight into the needs of his people and is committed to sharing his culture and knowledge with his community. In the book, ‘Old Feet/New Paths’ transcribed by Michelle Bishop, Uncle Ivan tells his stories.

Putting in many hours as an Aboriginal mentor for the Juvenile Justice Department, Uncle Ivan also assists as a mentor to the Aboriginal

and Torres Strait Islander students on the Campbelltown and Bankstown campuses of the University. Uncle Ivan is committed to the Aboriginal culture of caring and sharing and, in 2011, was recognised for his volunteer work with the people of South Western Sydney when presented with the Social Housing Volunteers award. In 2012, Uncle Ivan received the Western Sydney University Community Award.

27

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER ELDERS ON CAMPUS ADVISORY BOARD MEMBERS (CONTINUED) AUNTY ZONA WILKINSON

Aboriginal Elder on Campus. Descendant: Kamilaroi Nation Aunty Zona is a Kamilaroi artist from north western NSW. Aunty Zona is a highly respected cultural educator and visual artist working in textile, ceramic, mosaic, sculpture, painting, mural and printmaking. Her art has featured in collections at the Power House Museum, Penrith Regional Gallery, Blacktown Arts Centre and Joan Sutherland Performing Arts Centre. Furthermore, Aunty Zona is renowned as a gifted teacher and arts

educator, mentoring many Aboriginal artists to establish themselves in an arts-based career and helping many mount showings of their work.

Aunty Zona is also a founding member of Blacktown Arts Centre. She now works at the Penrith Regional Gallery and the Lewers Bequest.

UNCLE STEVE WILLIAMS

Aboriginal Elder on Campus. Descendant: Wiradjuri Nation A member of the Wiradjuri People, Uncle Steve uses art to share his culture with local communities. Uncle Steve holds a degree in Fine Arts and runs Aboriginal art workshops including several mural projects. He has also established the first Artisan Shed in Liverpool.

Uncle Steve is a long-time resident and Community volunteer of the Liverpool area and was recognised for these efforts and contributions volunteering for government and non-government agencies and

community groups such as Strong Fathers, Strong Families which engages Aboriginal men with their community and encourages them to be positive role models. In 2014 his efforts were recognised by Liverpool Council when he was named Citizen of the Year at a ceremony at Woodward Park on Australia Day. Uncle Steve holds smoking ceremonies at community events and featured in Christine Anu’s My Island Home clip and was involved in the ABC’s animated series The Dreaming Stories.

UNCLE DARRYL WRIGHT

Aboriginal Elder on Campus. Descendant: Dunghutti Nation Uncle Darryl Wright is a Dunghutti man from the Macleay Region, Kempsey in Northern NSW. For the past eleven years, Uncle Darryl has been the Chief Executive Officer at Tharawal Aboriginal Corporation. Uncle Darryl has used his extensive management skills to build the Tharawal Aboriginal Corporation into a thriving and effective community asset in cooperation with the Tharawal Board, staff and Campbelltown community.

28

Additionally, Uncle Darryl is an Aboriginal Elder on Campus and Community Elder. The Elders on Campus group comprises highly respected community Elders who make themselves available to advise and guide students in the context of employment. They provide leadership, mentoring, cultural workplace relations, Board and Committee participation, and operate in an advisory capacity with the potential to develop projects associated with ongoing research and teaching.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT STRATEGY CONSULTATIVE COMMITTEE The University established this Committee to monitor the implementation of the Aboriginal and Torres Strait Islander Employment Strategy. Meeting quarterly, the Committee discusses the progress against the Strategy and monitors what is occurring in the higher education sector as well as the wider community.

EXTERNAL COMMITTEE MEMBERS

Aunty Fran Bodkin Elder on Campus

Uncle Rex Sorby Elder on Campus

Mr Terry Wright Academic Staff representative

WESTERN SYDNEY UNIVERSITY MEMBERS

Professor Lisa Jackson Pulver Pro Vice Chancellor Engagement and Aboriginal and Torres Strait Islander Leadership and Parramatta Campus Provost (Chair)

Melissa Williams Director, Office of Aboriginal and Torres Strait Islander Employment and Engagement (Member and Secretary)

Jennifer Flood National Tertiary Education Union delegate

Scott Pendlebury Community and Public Sector Union delegate

Zeita Davis Professional Staff representative

29

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER ACADEMICS The University is proud to present some of our Aboriginal and Torres Strait Islander Academics and Early Career Academics currently leading the way in education across a number of Western Sydney University Schools and Institutes.

ALEXIS WRIGHT

Distinguished Research Fellow, Writing and Society Research Centre, School of Humanities and Communication Arts, Western Sydney University Member of the Carpentaria Land Council and the Waanyi Native Title Aboriginal Corporation RNTBC. Descendant: Waanyi Nation

A writer, researcher, and social commentator, Alexis has been widely published in magazines and journals in Australia and overseas and holds an honorary doctorate in communications from RMIT University.

Queensland Premier’s Award for Fiction, ABIA Literary Fiction Book of the Year, and the 2010 Vision Australia, Braille Book of the Year. The novel has been translated and published in several countries, including China and India.

Alexis has worked for many years on campaigns for Aboriginal land rights, Aboriginal and Torres Strait Islander selfgovernment and constitutional change in the Northern Territory, and for the prevention of Aboriginal and Torres Strait Islander injury. She was the coordinator of the 1,000 people strong Northern Territory Aboriginal Constitutional Conventions – Today We Talk About Tomorrow which was held on Waramungu Land in Tennant Creek in 1993, and the Kalkaringi Convention, 1998.

Alexis published novel The Swan Book in 2013, which set in the future has received extremely positive and extensive critical review. The novel was shortlisted for the Victoria and NSW Premier’s Literary Award, Stella Literary Award, and the Miles Franklin. It recently won the Australian Literature Society Gold Medal 2014. Little Brown Book Group is publishing the novel in the UK in early 2015. Alexis is currently working on a new novel set in the first decade of the new millennium and was awarded a major three year Australia Research Council (ARC) Indigenous Discovery Award in 2013, to undertake a critical study of the way that Aboriginal stories are being told in Australia today.

Her novel Carpentaria won the 2007 Miles Franklin Literary Award, the Australian Literature Society Gold Medal, the Victorian Premier’s Vance Palmer Prize for Fiction, the

Shirley is a teacher with over twenty years’ experience working in educational settings with primary, secondary and tertiary Aboriginal and Torres Strait Islander and nonAboriginal and Torres Strait Islander students.

She is regarded as an Aboriginal and Torres Strait Islander ‘expert’ and have for the most part worked in areas where her ‘Aboriginality’ was called upon to create curriculum, resources and support to Teachers, Aboriginal workers and students.

SHIRLEY GILBERT

Academic Course Advisor (Mteach) Secondary, Lecture Methods Coordinator, School of Education. Descendant: Gunditjmara People

30

In 1993 Shirley completed a Bachelor of Applied Science (Systems Agriculture) at the University of Western Sydney and this was followed by a Graduate Certificate in Adult Education Studies(Higher Education) from the University of Technology.

Shirley started her career with the NSW Board of Studies Aboriginal Curriculum Unit where she provided ministerial advice to the Director regarding Aboriginal issues relating to schools, exams and curriculum implementation.

Currently a Lecturer in Aboriginal Education, Sociology and Secondary history curriculum, Academic Career Advisor and researcher with the Western Sydney University her Aboriginal and Torres Strait Islander Education – Individual contributions have been acknowledge in various Publications and Awards. Her expertise has resulted in Conference presentations and Aboriginal Education Consultations.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER ACADEMICS (CONTINUED)

Megan’s career has developed in such a way that the transfer of knowledge between researchers, community services and policy-makers is strategic and collaborative and builds capacity for those involved. Her involvement with Muru Marri, a dedicated Indigenous health unit residing within the School of Public Health and Community Medicine at the University of New South Wales, included that of Lecturer, University and Community Services and Researcher. She was Team Investigator on a National Health and Medical Research Council (NHMRC) funded Indigenous Offender Capacity Building Project with the Kirby Institute at University of New South Wales and research associate of the Mibbinbah Men’s Spaces.

DR MEGAN WILLIAMS

Senior Research Fellow, Centre for Health Research, School of Medicine.

Descendant: Wiradjuri Peoples of Central NSW Megan has almost 20 years’ experience honing a fruitful balance of community health sector work with research evaluation, teaching and advocacy. Megan’s research intersects the health, criminal justice and family services fields. Her work is inspired to contribute to ‘what works’ through service delivery and policy to improve the health and wellbeing of Aboriginal people.

Megan has designed innovative research projects to access hard-to-reach populations of young injecting drug users and lead research on best practice in blood-borne virus education among marginalised populations.

Megan’s PhD research investigated the role of Aboriginal leadership and mechanisms of social support for people exiting prison, to reduce morbidity, mortality and recidivism.

As Senior Research Fellow with the Centre for Health Research at Western Sydney University, Megan will contribute to mixedmethods transgenerational, transformative and translational research to improve the health and wellbeing of Aboriginal people, and will continue with her particular focus on Aboriginal leadership to reduce incarceration rates.

Megan was the link person for the University of Queensland and the University of New South Wales to the Aboriginal led Cooperative Research Centre for Aboriginal and Torres Strait Islander Health and its umbrella organisation, The Lowitja Institute.

She was founding member of Project 10%, an Aboriginal-led company contributing to policy development and community awareness about Aboriginal deaths in custody and strategies for reducing prison rates.

Megan has been the recipient of numerous awards including the 2015 Vice Chancellors Award for Teaching Excellence in the category of Programs that Enhance Learning, in 2013 she was awarded the University of New South Wales, Deans Rising Star Award and in 2011 received the Queensland Premiers Reconciliation Award – Partnership and Community Action Network Award with Project 10%.

31

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER ACADEMICS (CONTINUED)

LYNDA HOLDEN

Lecturer, Aboriginal Liaison to the School of Nursing and Midwifery, University of Western Sydney. Descendant: Dunghutti Nation Lynda started her career in nursing at the Princess Alexandra Hospital in Brisbane then completed a Graduate Diploma in Midwifery at the University of Western Sydney. In 2002 Lynda commenced a double degree in Arts and Law at the University of New South Wales, graduating in 2008 with a Bachelor of Arts (History) and Bachelor of Law. This was followed in 2009 with a Graduate Certificate in Educational Studies (Higher Education) from the University of Sydney.

In 2009 Lynda attended the College of Law, graduating in 2010 and admitted as a Solicitor of the Supreme Court of Australia. Not content to rest on her laurels, Lynda in 2012 graduated with a Masters in Law (criminal justice/criminology) and (human rights/social justice) from the University of NSW. Lynda’s career progressed with the Department

32

of Community Services in the area of policy and developing standards for Aboriginal children in Out of Home Care continuing in Mental Health and Child Protection. She is currently a Lecturer at the School of Nursing and Midwifery with the Western Sydney University.

Lynda has had advisory and committee roles where she has been a part of the review of the Aboriginal Child Placement Principle under the Children and Young People (Care and protection) Act 1998, the Adoption Act 2000, Mental Health Act 1990 for the compliance and inclusion of Aboriginal families and community culture and values and as Mental Health Official Visitor for Western Sydney Area Health, Advisory Committee member to the Minister for Health for 3 year term 2003-2006.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER EARLY CAREER ACADEMIC PROGRAM KEY ASPECTS OF THE ABORIGINAL AND TORRES STRAIT ISLANDER EARLY CAREER ACADEMIC PROGRAM: ≥≥ designed to specifically attract and support interested, qualified Aboriginal and Torres Strait Islander People in establishing academic careers. ≥≥ creates working relationships between Aboriginal and Torres Strait Islander students and disciplinespecific academics, researchers and mentors. ≥≥ creates working partnerships with industry, government and community, to address some of the barriers to postgraduate study and academic careers, including building confidence, awareness, support and connections. ≥≥ provides a smooth transition pathway from undergraduate to postgraduate study and then academic or research employment. ≥≥ Students who are successfully transitioning into academia are good examples to the Aboriginal and Torres Strait Islander community that a career in research is a real possibility. This is reflected presently in increased enquiries from Aboriginal and Torres Strait Islander candidates for research places. ≥≥ In addition, by building community partnerships the program is breaking down traditional barriers between academia and Aboriginal and Torres Strait Islander communities. This flows into research becoming more sensitive to adhering to cultural protocols, acknowledging authorship by the community and being a more mutually engaging agent of change.

In 2008, Laura was awarded best oral presentation and best student oral presentation at the leading international conferences: Second International Symposium on the Ocean in a High CO2 World, UNESCO, Monaco, September 2008 (1 of 25 abstracts accepted out of 140 submitted) and International Symposium on the Effects of Climate Change on the World’s Oceans, Gijón, Spain, May 2008, respectively.

DR LAURA PARKER

ARC Postdoctoral Fellow, School of Science and Health, Western Sydney University Descendant: Wiradjuri Nation Laura has substantial expertise in invertebrate larval development and adult physiology with a particular focus on the effects of climate change stressors on molluscs. She completed her PhD in 2010 at the University of Western Sydney (UWS), where with the help of the NSW Department of Primary Industries, she studied the effects of ocean acidification and temperature on the early development of oysters.

Laura has contributed to the Australian marine climate change report card and is a signature on the Monaco Declaration, a document calling for global action to limit the effects of ocean acidification. Laura has recently completed an Australian Research Council DIRD Postdoctoral Fellowship and currently holds the first Aboriginal and Torres Strait Islander Postdoctoral Fellowship at Western Sydney. Her research has been published in seven manuscripts and two book chapters.

Her most recent work has discovered for the first time that oysters may have the potential to acclimate or adapt to ocean acidification over multiple generations of exposure. Currently, Laura and her colleagues are researching the underlying mechanisms responsible for mollusc acclimation or adaptation potential to climate change stressors.

Sydney University School of Medicine, as a Lecturer of Aboriginal and Torres Strait Islander Health, Ryan is also involved in medical student support.

DR RYAN DASHWOOD

Lecturer, School of Medicine, University of Western Sydney Descendant: Yuin Nation, Budawang clan

Ryan Dashwood is an Emergency Registrar/ Advanced Trainee working towards fellowship with the Australasian College for Emergency Medicine. Joining the Western

Ryan started his career in Medicine with a Bachelor of Science, Double Major in Biotechnology and Medical Microbiology and Immunology at the University of New South Wales. From 2001 until 2005 he worked as a Trainee Scientist at the Children’s Hospital Westmead and the Prince of Wales Hospital, Randwick in Cytogentics moving into a the Hospital Scientist role from 2005 until 2007.

In 2005 he completed a Graduate Certificate of Health Science (Indigenous Community Health) and then in 2006 Ryan attended the University of Sydney Medical Program, graduating in 2009 with a Bachelor of Medicine and Bachelor of Surgery.

33

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER EARLY CAREER ACADEMIC PROGRAM (CONTINUED) Casey started her career with a Bachelor of Science (Biological Science) with majors in Biochemistry and Molecular Biology.

She followed this with a Bachelor of Science in which she received Honours. Whilst studying she undertook an independent research projects in aspects of marsupial immunology.

CASEY RAE BORTHWICK

Laboratory Supervisor – Animal Health and Welfare, Department of Science, University of Western Sydney.

Descendant: Darug Nation

Casey is the current recipient of the Yarramundi Higher Degree Research Scholarship scheme which aims to strengthen and support indigenous participation in higher degree research at UWS. Her PhD Project is T-lymphocyte immunology of Dasyurid marsupials. Identifying parts of the adaptive(acquired) immune system (T cells),

Dana enjoyed a successful career in the cosmetics retail industry before deciding to pursue a career in medicine,graduating with Honours from a Bachelor of Medicine/ Bachelor of Surgery at the University of Western Sydney in 2013.

DR DANA SLAPE

Dana Slape is working in Western Sydney as both a junior Doctor and early career academic researcher. Descendant: Larrakia Nation (Northern Territory)

34

While studying Dana concurrently worked in a variety of roles in Aboriginal and Torres Strait Islander education and medical science at the university as well as working with other Indigenous students to encourage success and retention in tertiary education.

In addition to this, Dana served on the Board of the Australian Indigenous Doctors’ Association, and has been recognised for her extensive work in Aboriginal communities across Australia.

characterising genes associated with T cells in order to further examine the types, locations and potential roles of these immune cells in the red-tailed phascogale Phascogale calura, an endangered Australian native marsupial species.

Casey has presented at number of conferences and has co-author an article on ‘Longevity and breeding in the red-tailed phascogale’ published in the Australian Journal of Mammalogy.

She was recently elected by Indigenous student members as Student Director where she provides leadership for members and chairs the Student Representative Council.

Dana is passionate about the sequelae of paediatric dermatological disease in Aboriginal and Torres Strait Islander communities and would like to explore options for further post-graduate study and training to meaningfully contribute to closing the gap.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

ABORIGINAL AND TORRES STRAIT ISLANDER PROFESSIONAL STAFF

The University is proud to profile a number of Professional Staff working to achieve exceptional outcomes in a variety of mainstream and specialised positions across Western Sydney University.

CRIS CARRIAGE

Indigenous Project Officer, School of Medicine Working in the Dean’s Unit at the Western Sydney University School of Medicine, Cris Carriage holds a Bachelor of Community Management, a Masters of Indigenous Health Studies and a Diploma in Community Management.

Cris has helped to establish a unique educational opportunity for many of our medical students through the development of Aboriginal and Torres Strait Islander health community placements. This experience has been the missing link from medical education in Australia.

It fosters the development of cultural capability in medical practitioners before they emerge into hospital or general practice, standing students who then go on to specialise in good

stead too. Cultural capability development as a performance measure within their degree enables medical students on placement to see beyond the widely publicised poor health statistics of Aboriginal and Torres Strait Islander populations. By doing so, Cris has enabled students to get amongst Aboriginal and Torres Strait Islander People, to consider their real life issues, to see these first-hand in the context of the social and material conditions of people’s lives and to see what actually works in terms of a health response. This ultimately supplements the Western view of health, engendering within students the holistic view sought by Aboriginal and Torres Strait Islander communities from their medical practitioners.

JO GALEA

Indigenous Project Officer, Schools Engagement Unit Provides high-level strategic facilitation and management support to the Pro ViceChancellor (Strategy and Engagement) by leading the planning and development of an institutional-wide Community and Regional Engagement Strategy and associated Action Plan. A key component involves generating alternative revenue streams through research, consultancy and commercialisation opportunities through industry and community partnerships.

GABRIELLE TALBOT-MUNDINE Descendant: Bundjalung tribe

Graduation Administrative Officer, Assessment and Graduation, The Student Experience Office Gabrielle is a Business Administration leader and one of the first cohorts of Business Administration Trainees through Western Sydney University.

As a Trainee, Gabrielle completed both Certificate IV and Certificate III in Business Administration and believes this is the beginning of developing her skills to move into a management role in the future.

A true champion, Gabrielle has been an ice skater for 12 years, competing in many events and representing Australia in the Junior World Championships.

Gabrielle successfully gained a full time ongoing position in the Graduation team as a Graduation Administration Officer and is the central point of contact for graduation related matters.

Gabrielle is required to respond to daily queries from students and staff members as well as look after the processing of transcript order inquiries.

35

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

TRAINEESHIPS AND CADETSHIPS

Our graduates left to right: Mitchell Quirk (Institute for Infrastructure Engineering), Katherine ReynoldsAddo (The College), Tarren Leon (Information Technology Services), Carly Regan (Information Technology Services), Jaime-Lee Walker (The College), Michelle Donovan (Library), Crystal McDermid (International), Terri Keating (Office of Aboriginal and Torres Strait Islander Employment and Engagement) Lurline Beard (School of Business).

The Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan will build upon many innovations and initiatives put in place to date, especially our traineeship and cadetship programs that provide opportunities for Aboriginal and Torres Strait Islander People through strong involvement and support within the University and with our industry and government partners.

Our specialised traineeships and cadetships provide participants with the opportunity to begin an exciting career, while at the same time obtaining a relevant qualification and practical industry experience. Each specific traineeship and cadetship relates to the course the trainee/cadet is undertaking so they are putting into practice what they have studied.

36

ABORIGINAL AND TORRES STRAIT ISLANDER TRAINEESHIP PROGRAM

ABORIGINAL AND TORRES STRAIT ISLANDER CADETSHIP PROGRAM

≥≥ It embeds cultural intelligence and awareness in the workplace into all the participating departments. ≥≥ It provides opportunities for participating departments to develop the skills their employees need. ≥≥ It is a unique and carefully managed traineeship program that has been specifically designed to address key barriers to the employment of Aboriginal and Torres Strait Islander Peoples. ≥≥ It is an effective means of identifying the training and professional development requirements needed to support the trainees, to ensure successful employment outcomes through formal feedback sessions with hiring departments and training providers. ≥≥ It provides pathways to employment opportunities, rotations and exchanges across the University. ≥≥ It provides the opportunity to undertake certificate III, IV or Diploma qualifications through The College and NSWTAFE.

≥≥ It provides students with the great incentive to earn an income while studying for the duration of their course. ≥≥ Placements in industry, government and community organisations give Aboriginal and Torres Strait Islander students the opportunity to gain paid, degree-relevant industry experience. ≥≥ It enables students and recent graduates to kick start their careers and open up ongoing and future employment opportunities. ≥≥ It gives students the opportunity to boost their resume, make valuable contacts and gain a competitive edge in the job market. ≥≥ By employing a cadet engaged in a relevant undergraduate area of study, employers can resource a four to five week project, or a longer term position through a 12 or 24 week cadetship or resource a tailored term to the employer’s business requirements. ≥≥ Cadetships are an economical way to trial the skills and attributes of a student or recent graduate. Over 60% of students gain ongoing work from their placement.

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OUR ASSOCIATES DELIVERING ABORIGINAL AND TORRES STRAIT ISLANDER SPECIFIC PROGRAMS AND SERVICES BADANAMI CENTRE FOR INDIGENOUS EDUCATION Aboriginal and Torres Strait Islander students at Western Sydney University can look forward to learning in a friendly and supportive environment, which promotes independent thinking and embraces diversity.

Here at the Badanami Centre for Indigenous Education, you will find a supportive and culturally appropriate learning environment that caters to the needs of our Aboriginal and Torres Strait Islander Students.

contributing to the process of reconciliation as an education institution which shares with the Australian community the cultures, languages, history and contemporary experiences of Australia’s Aboriginal and Torres Strait Islander People.

At Western, we are committed to providing higher education pathways for Aboriginal and Torres Strait Islander students and

Further information: westernsydeny.edu. au/badanami/badanami_centre_for_ indigenous_education

Our aim at Western Sydney University is to provide education which is rewarding, not just intellectually but socially and culturally as well.

From left to right: Ellen Karimanovic (Program Support Officer, Schools Engagement), Beverley Seiver, Associate Professor Berice Anning (Badanami Centre for Indigenous Education), Julie Trindall, Aunty Jean South (Badanami Centre for Indigenous Education Elder in Residence), Rachel Symonds, Elaine Zander, Deborah Morgan, Isobelle Anderson, Karen Ferguson.

37

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OUR ASSOCIATES DELIVERING ABORIGINAL AND TORRES STRAIT ISLANDER SPECIFIC PROGRAMS AND SERVICES (CONTINUED) SCHOOL OF MEDICINE

In recognition of the large Aboriginal population in Greater Western Sydney and the need for more Aboriginal and Torres Strait Islander doctors, the School of Medicine endeavours to enrol and support Aboriginal and Torres Strait Islander students and is committed to ensuring that every graduate of the School of Medicine has had an experience in an Aboriginal Community Controlled Health Organisation.

Further information: westernsydeny.edu.au/medicine/som/ applying_to_medicine/mbbs/indigenous

MEN’S HEALTH INFORMATION AND RESOURCE CENTRE Exploring factors in society and life that build or undermine health, the Men’s Health Information and Resource Centre focuses on the health status of marginalised or disadvantaged males, and includes some Aboriginal and Torres Strait Islander men who may find themselves at risk of increased stress and, therefore, poorer health outcomes.

Further information: westernsydeny.edu.au/mhirc/mens_health_ information_and_resource_centre

STUDENT RECRUITMENT UNIT – NRL ONE COMMUNITY PROGRAM The Fields of Dreams program is a joint initiative supported by the Federal Government, between the University of Western Sydney and the National Rugby League.

The program aims to provide Aboriginal and Torres Strait Islander students in Years 11 and 12, from selected rural communities and Greater Western Sydney, with an experience which enhances students’ sense of self and provides them with opportunities to improve their goal setting skills, assist in pre-tertiary achievement, raise awareness of higher education as a viable option, support in linking with higher education providers and employers.

The Program builds relationships between the University and NRL stakeholders to ensure the smooth transition of participants to university study and other opportunities.

“Fields of Dreams is an amazing program which has helped so much with answering many of my cultural and academic questions.

We gained a stronger cultural connection and a desire to strive and achieve.”

Student, Scots College.

Cris Carriage Indigenous Program Officer, School of Medicine Masters of Indigenous Health Studies (Macq)

38

Rick Welsh Project Officer, Men’s Health Information and Resource Centre

Jarred Hodges Senior Project Officer, Office of the Pro Vice-Chancellor (Students) Masters of Teaching (UWS)

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

INDIGENOUS OUTREACH At the Western Sydney University, we are committed to providing higher education pathways for Aboriginal and Torres Strait Islander students and contributing to the process of reconciliation. Indigenous Outreach facilitates a friendly, supportive environment that promotes independent thinking and embraces diversity where Aboriginal and Torres Strait Islander students can look forward to learning.

Further information: westernsydeny.edu.au/ informationforcareersadvisers/welcome/ indigenous_education

SCHOOL STUDENT ENGAGEMENT Pathways To Dreaming, Heartbeat, Koori Bridges and Rural Student Visits are among the programs that endeavour to empower Aboriginal and Torres Strait Islander primary and high school students in a variety of ways to increase the likelihood of their achieving positive educational, career and lifestyle outcomes.

As well as boosting the prospects of individuals, this contributes to the well-being of Aboriginal communities and Australian society more broadly.

Strong collaborative relationships and partnerships have been built with Department of Education Communities’

Aboriginal Education Units, schools, and Aboriginal Elders and educators.

All the programs closely involve Aboriginal Elders and educators in their design and operation. They incorporate traditional Aboriginal cultural knowledge and contemporary Aboriginal experience alongside academic enrichment, skillbuilding and university familiarisation.

Aboriginal Western Sydney University students act as mentors and role models.

Jacqui Cornforth Project Officer, Pathways To Dreaming

Kristy Bell Indigenous Project Officer, Schools Engagement Unit

Josh Mason Indigenous Project Officer, Schools Engagement Unit

Jessica Wellington Lead Mentor, Pathways To Dreaming

Further information: westernsydeny. edu.au/community/engagement/for_ schools/indigenous_students

Jo Galea Indigenous Project Officer, Schools Engagement Unit

THE COLLEGE

Utilising the Academic Pathway Program, Western Sydney University’s The College is a vehicle for students to progress to university.

The College is dedicated to changing people’s lives through education and is committed to providing greater equity in access to tertiary education.

After graduating from one of the five specialist University Foundation Studies of The College and meeting the entry requirements, students are guaranteed admission into the first year of a University of Western Sydney undergraduate degree.

Further information: westernsydney.edu.au/thecollege

Jeff Dunn, Indigenous Project Officer, The College

39

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OUR CORPORATE CONSULTING PROGRAMS OATSIEE CORPORATE CONSULTING PROGRAM

Many organisations desire a more active, practical role in employing, or engaging with, Aboriginal and Torres Strait Islander People but they don’t always have the means, or know the most effective, way to go about it. Our Corporate Consulting Program provides a range of services to help organisations achieve their ambitions in this area.

Benefits include: ≥≥helping develop enterprise-wide plans and strategies, protocols and processes for the employment and training of Aboriginal and Torres Strait Islander People ≥≥providing proven models of programs; – Cadetships and Traineeships – with processes for successful implementation. These programs are tailored to specific requirements and can supply mentors, orientation, success

profiles, career coaching workshops, work experience and professional development ≥≥conduct of on-site tailored training for management and staff in Cultural Workplace Relations ≥≥ensuring sustainability by providing leadership training to facilitate successful education of staff and implementation of programs ≥≥providing training for existing or new Aboriginal and Torres Strait Islander staff

≥≥providing training, models and processes for Human Resource departments

≥≥providing opportunities to sponsor academic prizes and scholarships

≥≥providing access to University facilities and accommodation For more informations please visit our website: westernsydeny.edu.au/oatsiee_ corporate_consulting_program

Careers and Cooperative Education Awards Ceremony 2011 left to right: Dr John Macleay, Deputy Director Applications, Office of State Revenue; Jarred Mack, Cadet, Office of State Revenue.

40

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

AWARD WINNERS The recipients of the Vice-Chancellor’s Professional Development Scholarships.

ALISON ANDERSON Client Services Co-ordinator, Academic Registrar’s Office, Western Sydney University Alison was the recipient of the 2014 Vice-Chancellors Professional Development Scholarship for Professional Staff. This scholarship enabled Alison to attend the Tertiary Education Management (TEM) Conference.

KYLIE BEERENS Senior Administrative Officer to Associate Professor Yi-Chen Lan, Office of the Pro Vice-Chancellor (Engagement and International), Western Sydney University Kylie completed her Certificate III in Administration as one of our original trainees in 2008.

Furthering her traineeship, Kylie returned to TAFE and was awarded a Certificate IV in Human Resources. As her skills increased, Kylie was promoted within the University and currently holds the position of Senior Administrative Officer in the Office of the Pro ViceChancellor (Engagement and International). A winner of a Vice-Chancellor’s Professional Development Scholarship in 2012 Kylie attended the annual Executive Assistant Network Conference with the proceeds.

CRIS CARRIAGE Indigenous Project Officer, School of Medicine, Western Sydney University The Western Sydney University’s innovative program connecting all fifth year medical students with the Aboriginal Medical Service in NSW won an award from the LIME Network.

This program is recognised for placing medical students in the diverse communities they will serve after graduation which helps to build closer connections and make better doctors.

Cris was involved in developing the initial partnership and has witnessed the effects on the students, particularly their understanding of the importance of community control in health care delivery.

Lime Award: The Leaders in Indigenous Medical Education (LIME) Network is dedicated to ensuring the quality and effectiveness of teaching and learning of Indigenous Health in medical education, as well as best practice in the recruitment and retention of Indigenous medical students.

ALISON COLLARD Indigenous Student Services Officer, School of Education, Western Sydney University Alison is the Indigenous Student Services Officer for the Bachelor of Education Primary (AREP) students, an away from base program where Aboriginal and Torres Strait Islander students study in block mode to become Primary Teachers. In 2011 Alison was awarded the Vice-Chancellor’s Professional Development Scholarship for Professional Staff and attended the World Indigenous Peoples Conference in Education (WIPC:E) in Peru.

41

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

AWARD WINNERS

(CONTINUED)

DR RYAN DASHWOOD Lecturer, School of Medicine, Western Sydney University Dr Ryan Dashwood is an Emergency Registrar/Advanced Trainee working towards fellowship with the Australasian College for Emergency Medicine. Joining the School of Medicine as a Lecturer of Aboriginal and Torres Strait Islander Health, Ryan is also involved in medical student support. In 2014 Ryan was awarded the Vice-Chancellor’s Professional Development Scholarship for Academic Staff which assisted him to study Epidemiology A – Basic Methods and Biostatistics A at Newcastle University.

JOSEPHINE GALEA Indigenous Project Officer, Schools Engagement Unit, Western Sydney University In 2002 Josephine joined the Hawkesbury campus as a Student Support Officer before moving to various roles in the Enrolments and Student Finance Office. Josephine became the Indigenous Marketing Officer in the Indigenous Outreach Unit of the Office of Marketing in 2007 then, in 2011, the Indigenous Project Officer in the Schools Engagement Unit. This role primarily coordinates, and further develops, the Western Sydney University’s Heartbeat program which aims to raise student awareness of health issues and encourage careers in medicine and health-related fields as the culmination of university study. Receiving a ViceChancellor Professional Development Scholarship in 2011, Josephine was able to develop her cultural knowledge by using the funds to attend a Garma Festival in the Northern Territory.

SHIRLEY GILBERT Academic Course Advisor (Mteach) Secondary, Lecture Methods Coordinator, School of Education, Western Sydney University Shirley is a teacher with over twenty years experience across primary, secondary and tertiary levels. As a researcher, Shirley has focused on Aboriginal education, secondary teacher education, history and equity and social justice education. Shirley put her 2016 Vice-Chancellor Professional Development Scholarship towards attending Habermann Star Teacher Training in Canada and visiting schools in Canada and the United States.

JENNIFER FLOOD Project Officer, Office of Aboriginal and Torres Strait Islander Employment and Engagement, Western Sydney University While studying at the University of Western Sydney Jennifer was employed as an Indigenous Student Services Officer at the Badanami Centre for Indigenous Education.

The first Aboriginal person to graduate from the University’s Inspire Leadership Program, Jennifer holds a Master of Education Leadership (UWS) and is currently on secondment to the role of Project Officer in the Office of Aboriginal and Torres Strait Islander Employment and Engagement. A winner of a Vice-Chancellor Professional Development Scholarship in 2010, Jennifer was able to attend a Garma Festival in Arnhem Land.

42

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

EVALUATION Independent researchers, Colmar Brunton Research Pty Ltd, have recently completed a qualitative evaluation of the ‘Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement model, Traineeship and Cadetship programs.’

The research was carefully planned and involved a total of 76 face to face, telephone and video grab interviews with 49 participants in the Traineeship and Cadetship programs, Elders and Traditional Owners, industry partners, hiring managers, University executives, and other key stakeholders.

All interviewing was conducted during November and December 2012. Following is the summary of key findings presented in the draft evaluation report on 25 March, 2013.

The final presentation was held on 20 June 2013.

‘By any measure, the Western Sydney University Aboriginal and Torres Strait Islander Traineeship and Cadetship Programs have been incredibly successful. Since 2008, out of 29 trainee placements, there has been a 98% completion and retention rate. This compares to a usual retention rate of between 40 and 60% being attained in similar programs according to Western Sydney Regional Organisation of Councils. Even more notable is the fact that many of these trainees did not finish high school and some had been unemployed previously to participating in the program. In addition there has been a 98% retention rate and completion rate for the cadets enrolled in the Cadetship program.’

CLOSING THE GAP IN TERTIARY EDUCATION Western Sydney University Aboriginal and Torres Strait Islander Traineeship and Cadetship Program Evaluation.

Introduction In September 2012 Western Sydney University commissioned Colmar Brunton Social Research (CBSR) to undertake an independent qualitative evaluation of its Aboriginal and Torres Strait Islander Traineeship and Cadetship programs.

These are some of the most successful Aboriginal and Torres Strait Islander employment programs in the country with around 98% retention and completion rates.

Two of the key objectives of the research were to understand the success factors underpinning the programs and their possible transferability to other organisations.

As part of the research methodology Aboriginal and Torres Strait Islander media company Carbon Media was also contracted to conduct a series of supporting video shoots in order to produce a short video documentary of research participants’ experiences and perceptions of the programs.

The research involved one hour in depth face to face interviews during two days in November at the Western Sydney University Werrington campus as well as one hour in depth telephone interviews with people who could not attend the face to face interviews.

In total 76 face to face, telephone and video grab interviews were conducted with 49 participants in the Traineeship and Cadetship programs, Elders and Traditional Owners, industry partners, hiring managers, University Executives and other key stakeholders.

Key findings The key success factors most commonly identified by participants in the research are presented on page 42. Starting at the centre of the model, the Office of Aboriginal and Torres Strait Islander Employment and Engagement (OATSIEE) is Central Development and Coordinating Agency responsible for establishing the programs and their day to day operation.

1. OATSIEE cultivates enduring partnerships with key stakeholders (see outer blue boxes), such as:The local Aboriginal and Torres Strait Islander community (blue box bottom left) are closely involved in the establishment and ongoing operation of the Programs. ≥≥ Community support and endorsement underpins the entire operation providing the raison d’etre for the Programs’ existence and continuing relevance. ≥≥ The ‘Elders on Campus’ provide mentoring, leadership, cultural ambassadorship training and aspiration building services.

Many are members of the Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board and the Aboriginal and Torres Strait Islander Consultative Committee. ≥≥ Both leadership structures underpin cultural authority and help to embed cultural knowledge throughout the University via leadership, mentoring, cultural workplace relations, Board participation, and providing advice on research and teaching.

All interviewing was conducted during November and December 2012.

43

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

EVALUATION ≥≥ They also provide cultural ambassadorship training; attend Graduation Ceremonies and significant events like NAIDOC Week and Reconciliation Week events.

≥≥ External employers or Industry Partners who provide work experience opportunities (black box top left).

3 E stablished comprehensive systems and a tool box of assistance to support Trainees and Cadets, Hiring Managers and Industry Partners at every stage of the Programs.

2 P rovides Trainees and Cadets with holistic individualised, personalised and tailored case management support – many Cadets and Trainees feel they are part of a family.

≥≥ A large employer – Western Sydney University (black box top right). ≥≥ Registered Training Organisations – TAFE Western Sydney Institute and The College (black box bottom right).

(CONTINUED)

4 H as deep local knowledge of the wider community e.g. knowledge of Aboriginal and Torres Strait Islander communities, the wider community, local businesses, as well as a vast network of industry and community contacts.

Employment Long Term Career Pathways ‘Job Seekers’ become ‘Career Seekers’

Support of Large Employer UWS – Learning Culture

Committed Industry Partners

– Develop career pathways

‘Individualised personalised tailored support ‘Feels like you’re part of the family’

Partnerships/ Networking

– Induction

– Committed to training – Mentors/Supervisors – Ambassadors – Provide feedback for continuous improvement

– Elders involved in establishment – Involved in ongoing operation – Cultural authority – Attend events – Cultural role models/ mentors/leaders/ aspiration building/ protocols

Support of Local Community

44

Local Knowledge

Committed Hiring Managers – Work placements – Induction

Systems

Recruitment

Industry contacts Aboriginal and Torres Strait Islander brokerage Cultural exchange and protocols Education sector knowledge

Central Development and Coordinating Agency OATSIEE

Selection/Job matching Preparation Tool box for all participants – success profiles Non vocational barriers Placement Post placement support Buddy system Career pathways Awards / Recognition

Cultivates Partnerships

Clear roles communicated up-front Ongoing open communication Mentoring and support embedded

Culture/Identity/Belonging Community Capacity Building

Ambassadorship

– Develop career pathways – Committed to training – Mentors /Supervisors – Ambassadors

– Provide feedback for continuous improvement – Tailored training packages – Trainees attend in groups – Dedicated teacher/ mentor – Graduation ceremony

– Seamless integration with UWS

RTO TAFE WSI UWS College

Education / Training Pathways Aspiration Building

– Daily work plans

Dedicated Professional Staff Providing Holistic Case Management

– Work placements

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

RECOGNITION Awards from our peers are a source of professional pride and satisfaction but more importantly they serve as a gauge of our performance against the highest standards and best practices in our profession and areas of endeavour. Their real value to us, however, is the motivation and encouragement they provide to work even harder, implement more initiatives and achieve more outcomes for more people.

≥≥ Office of Aboriginal and Torres Strait Islander Employment and Engagement is the first of its kind in the Australian university sector. ≥≥ The first five years quadrupled the number of Aboriginal and Torres Strait Islander staff in academic and professional roles.

The National Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People Final Report launched in September 2012 highlighted Western Sydney University as an exemplar in the following areas for other universities to adopt:

The Office of Aboriginal and Torres Strait Islander Employment and Engagement:

≥≥ building professional pathways and responding to community need (section 11.3.3 Western Sydney University Indigenous Graduate Attribute) ≥≥ research, research training and university workforce (13.6.3 Western Sydney University Aboriginal and Torres Strait Islander Research Strategy) ≥≥ university culture and governance (14.1.3 Western Sydney University Office of Aboriginal Torres Strait Islander Employment and Engagement). ≥≥ The report itself is 328 pages with many positive mentions of the University.

≥≥ acquired $1.6 million from successful submissions to PM&C ≥≥ received commendation in the AQUA Audit Cycle 2 and the Human Resources Review ≥≥ was an Australian HR Awards – Finalist for Best Workplace Diversity Strategy (2012) ≥≥ was an Australian Human Resources Institute finalist and winner of the Fons Trompenaars Award for Diversity and Cross Cultural Management (2010) ≥≥ was an Australian Human Resources Institute finalist for the Pru Goward Award for Diversity Management (2009) ≥≥ was an Equal Opportunity for Women Awards finalist in the Minister’s Awards for Outstanding EEO initiative for the advancement of Women ≥≥ exceed government ambitions for number of Aboriginal and Torres Strait Islander employees ≥≥ piloted unique Traineeship and Cadetship programs such as ‘Earn while you Learn’ ≥≥ achieved a 98% success rate with the above programs. Trainees all gained Certificates, some achieved Diplomas and three entered university and all Cadets increased their grade ≥≥ established Elders on Campus, a group of respected community Elders on hand to advise and guide students ≥≥ introduced the Early Career Academic program giving Aboriginal and Torres Strait Islander students the opportunity and support to complete valuable research assignments.

The recommendations can be found directly at innovation.gov.au/HigherEducation/ IndigenousHigherEducation/ ReviewOfIndigenousHigherEducation/ Pages/default.aspx The contribution of the Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement was acknowledged with: ‘In 2007, the Western Sydney University established the Office of Aboriginal and Torres Strait Islander Employment and Engagement to improve outcomes for Aboriginal and Torres Strait Islander employment, engagement and cross-cultural awareness. The office’s impact extends across the University through the development of language, policies, strategies and workplace agreements (including setting employment targets through the Aboriginal and Torres Strait Islander Employment Strategy Consultative Committee).

45

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

RECOGNITION In its five years of operation, the office has achieved outcomes for Aboriginal and Torres Strait Islander People through a broad range of employment and engagement-related programs including: ≥≥ an increase in Aboriginal and Torres Strait Islander employment from 15 to more than 50 full-time equivalent employees (representing 2% of the University’s staff) ≥≥ a 98% completion rate by trainees and progression to higher study and employment creation of a Cadetship brokerage model (with 100% completion by cadets placed in industry, government and community organisations)establishment of an Early Career Academic Recruitment and Retention project providing mentoring to

take postgraduate candidates through to academic careers ≥≥ establishment of an Elders on Campus program that provides leadership in cultural workplace relations ≥≥ creation of two annual Vice-Chancellor Scholarships for Aboriginal and Torres Strait Islander staff. ≥≥ The Elders on Campus program links the University to Aboriginal and Torres Strait Islander communities across all campuses. ≥≥ It provides role models and mentors for Cadets, Trainees and staff and an avenue for community input into University governance.

The leadership program includes university training and invites Elders to become role

(CONTINUED)

models for other Aboriginal and Torres Strait Islander People.

The University’s approach to engagement seeks to address the social, cultural and economic aspects of Aboriginal and Torres Strait Islander higher education and to obtain external community validation.

The University’s Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board was established to provide strategic advice and input into employment and engagement initiatives. Engagement is identified as a priority in the University’s Our People 2020 strategy.’

Western Sydney University Office of Aboriginal and Torres Strait Islander Employment and Engagement representatives with the Australian Human Resources Institute CEO left to right: Aunty Sandra Lee, Darug Elder; Serge Sardo, AHRI CEO; Melissa Williams, Director; Terri Keating, Administration Assistant; Angela Spithill, Program Manager; Josh Mason, Project Officer.

46

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

SIGNIFICANT DATES 26 JANUARY

Survival Day – British settlement (1788)

13 FEBRUARY

Apology Day – apology to the Stolen Generation (2008)

21 MARCH

Harmony Day – everyone belongs (1999)

MARCH (VARIES)

Close the Gap Day – recognises health discrepancies (2006)

26 MAY

Sorry Day – acknowledges the Stolen Generation (1998)

27 MAY – 3 JUNE

Reconciliation Week:

3 JUNE

27 May 1967: Referendum in favour of recognising Aboriginal and Torres Strait Islander People in Census 3 June 1992: Mabo High Court decision Mabo Day – acknowledging the special relationship Aboriginal and Torres Strait Islander People have with the land

1 JULY

Coming of the Light – acceptance of missionaries arriving at Torres Strait (1871)

JULY (FROM FIRST SUNDAY)

NAIDOC (National Aboriginal and Islanders Day Observance Committee) Week – celebrates Aboriginal and Torres Strait Islander culture (1957)

4 AUGUST

Aboriginal and Torres Strait Islander Children’s Day – celebrating the role of children in culture (1988)

9 AUGUST

International Day of the World’s Indigenous People – pledges United Nations support for promotion and protection of the rights of Indigenous Peoples (1995)

Left to right: Aunty Mae Robinson, Freda Whitlam, Aunty Pearl Wymarra.

47

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

YOUR PARTNER The Office of Aboriginal and Torres Strait Islander Employment and Engagement is at your service.

The Western Sydney University has set a minimum of 2.5% of staff at all levels to be Aboriginal and/or Torres Strait Islander People.

Getting the right people to do the work can be a daunting prospect. You are not alone in this quest.

The team at the Office of Aboriginal and Torres Strait Islander Employment and Engagement, led by Director Melissa Williams, is here as your partner.

We will help in every way possible, enabling you to focus on your core business while providing all the experience and support required for you to deliver successful outcomes.

We will assess your needs, provide you with the necessary tools then find and screen potential employees.

You can personally contribute to, and participate in, the practical implementation of this exciting Office of Aboriginal and Torres Strait Islander Employment and Engagement Action Plan and play a direct part in a great social change for our region and the prosperity of our Aboriginal and Torres Strait Islander People.

Start now by calling the Office of Aboriginal and Torres Strait Islander Employment and Engagement to discuss the many different ways your School or Unit can work with us to make a real difference.

From left to right Terri Keating, Administration Assistant, Melissa Williams, Director, Office of Aboriginal and Torres Strait Islander Employment and Engagement.

Artwork in background: ‘The Tree of Knowledge’ by Aboriginal artist Aunty Janice Bruny, Kamilaroi woman. This artwork is part of the Western Sydney University Art Collection.

For further information for Hiring Managers, click here westernsydeny.edu.au/oatsiee_information_for_hiring_managers

48

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT ACTION PLAN 2014–2017

OFFICE OF ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENT AND ENGAGEMENT

REGISTER YOURYOUR INTEREST TO REGISTER INTEREST BECOME AN AMBASSADOR!

TO BECOME AN AMBASSADOR! westernsydeny.edu.au/oatsiee_action_plan_ambassador

westernsydeny.edu.au/oatsiee_action_plan_ambassador

49

Contact information +61 2 9685 9511 westernsydney.edu.au Western Sydney University Locked Bag 1797 Penrith NSW 2751 Australia

WESTERNSYDNEY.EDU.AU