63. Indigenous employment

63.1 The University is committed to implementing the Australian National University Reconciliation Action Plan (RAP) and the University Strategic Plan: ANU by 2020 as it relates to employment of Indigenous staff, consistent with the operational needs of the University. The university commits to work to achieve the relative population parity goal of 2.2% for the employment of Indigenous staff by 2020. To this end, the University will take all reasonable steps to increase the number of non-casual Indigenous staff members over the life of the Agreement to achieve a total of 2.2% of staff, which equates to 52 staff in 2016, based on 2013 census data. The relevant staff profile will be based on census data as at 31 March each year.

63.2 In order to support the aims of the RAP, the University will continue to:

  • allocate responsibility for Indigenous issues to a member of the University Executive at Deputy or Pro Vice Chancellor level; and
  • employ, in an identified role where possible, a Senior Indigenous Employment Consultant with responsibility for Indigenous employment. To assist to attract and maintain levels of Aboriginal and Torres Strait Islander staff at ANU, the University will review employment practices in line with the broad goals of the RAP. The university will consult with NTEU and Indigenous staff about those recommendations and any actions arising. In any case, the University will adopt the following practices as soon as is reasonably practicable:
  • have appropriate Aboriginal or Torres Strait Islander representation, where possible, on selection panels should an applicant for a position identify themselves in their application as an Aboriginal and/or Torres Strait Islander person.
  • provide further employment opportunities upon the expiration of a successfully completed Aboriginal and/or Torres Strait Islander cadetship, traineeship or apprenticeship in consultation with the staff member. These cadetships, traineeships or apprenticeships are to be viewed as a pathway into employment.
  • ensure that Indigenous staff on fixed-term contracts are aware of and seek alternative employment opportunities within the University in advance of the expiry of their current employment arrangements and provide all reasonable assistance to ensure they remain within the employment of the ANU.
  • develop and implement procedures to encourage and provide a career pathway for Indigenous staff employed at ANU as part of the career and performance development process, including opportunities for secondment to other Colleges and Service Divisions. Within the development of career pathways, guidance will be given to Indigenous staff on how to access professional development opportunities - externally or internally - and how to access support available through scholarships, paid study leave and so on;
  • consider the impact of College or Service Division restructure proposals on the job security or future employment of Indigenous staff. Specific measures will be taken to avoid any reduction in the numbers of non-casual Indigenous employees as a consequence of such a restructure. These efforts will include active attempts at redeployment.; and
  • In line with funding requirements under the Indigenous Support Program Funding (ISP), (reported annually in the universities Indigenous Education Statement) develop and implement an Indigenous employment strategy that will incorporate the Indigenous employment target outlined in the RAP.

63.3 In order to implement the terms of the Indigenous Employment clause, the Vice-Chancellor will chair an oversight committee with representatives from key areas of the University, and will include indigenous representation.

63.4 The University recognises that Aboriginal and Torres Strait Islander staff members bring specific knowledge and expertise to the University which is often drawn on by the University community. In addition to carrying out their duties and roles as defined by their position descriptions and Performance and Development Agreement, Aboriginal and Torres Strait Islander staff are often called upon to utilise their knowledge as a contribution to other bodies of knowledge. The University acknowledges the knowledge and scholarship that Aboriginal and Torres Strait Islander staff bring to the University and will recognise this as a part of each staff member's workload, over and above their normal workload, where they are involved in assisting through such areas as contributions to RAP Committees, advice offered to staff and students from other areas of the University, and externally such as sitting on a community committee, or advisory group.

63.5 The University will support all Aboriginal and Torres Strait Islander staff to fulfil unique Indigenous cultural responsibilities, by providing them with access to the personal leave provisions in clause 37 for any of the following purposes:

  • bereavement absence for an immediate family member;
  • leave to fulfil ceremonial obligations which may include relevant cultural events, initiation, birthing and naming, funerals and smoking or cleansing and sacred site or land ceremonies, or other relevant cultural events.

63.6 Where an indigenous staff member has exhausted all personal leave provisions, an additional four (4) days personal leave will be granted to facilitate the staff member's cultural responsibilities as identified in clause 63.5.

63.7 In order to fulfil cultural, community and family obligations, the University will support all Aboriginal and Torres Strait Islander staff by providing one day paid NAIDOC leave annually. It is recognised that leave to attend NAIDOC activities is of mutual benefit to Indigenous staff and the University in achieving the broad goals of the RAP.

63.8 Applications for leave for the purpose of attending a significant cultural event will normally be submitted 4 weeks prior to leave (unless it is for an emergency such as funeral, cultural event or obligation) to allow the work area to make appropriate staffing arrangements to cover the absence if necessary.

63.9 For the purposes of clause 63.5 and clause 37 - Personal Leave the following definition will apply to identified Indigenous Australian staff:

63.10 Immediate family may also mean: by marriage, adoption, fostering, traditional kinship and refer to a staff member's: spouse or former spouse, domestic partner or former domestic partner (spouse and domestic partner includes partners of the same sex); or their child or adult child (including their adopted child, step child or an ex-nuptial child), parent, brother, sister, grandparent, foster-grandparent, step-grandparent, grandchild, in-law relative, guardian, ward or a person with respect to whom the staff member has an Indigenous kinship relationship of equivalent significance or a person who stands in a bona fide domestic or household relationship with a staff member including situations in which there is implied some dependency or support role for the staff member.