• Section 1 - Purpose
• Section 2 - Application and Scope
• Section 3 - Principles 
• Section 4 - Supporting Indigenous Employment
• Section 5 - Roles and Responsibilities
• Section 6 - Definitions

Section 1 - Purpose

(1) This Policy states the objectives and outlines the commitment from the University of Wollongong (the University) to develop recruitment, retention, and advance employment initiatives for Aboriginal and Torres Strait Islander peoples. The University aspires to be an employer of choice for Aboriginal and Torres Strait Islander people at the University.

Section 2 - Application and Scope

(2) This Policy applies to:

1. all Aboriginal and Torres Strait Islander staff of the University;
2. Supervisors of Aboriginal and Torres Strait Islander staff; and
3. all processes in relation of the employment of Aboriginal and Torres Strait Islander staff at the University.

(3) This Policy does not apply to:

1. students at the University;
2. other entities controlled by the University; and
3. campuses of the University outside of Australia.

(4) This Policy should be read in conjunction with:

1. the Employment Life Cycle Policy, which states the objectives for the University’s employment and engagement of staff; and
2. the Anti-Racism and Cultural Safety Policy which describes the strategies the University has in place to prevent racism, vilification, and discrimination.

(5) This Policy should be read in conjunction with the University’s current Enterprise agreements.

Section 3 - Principles 

(6) This Policy and its associated procedures will guide the University in achieving legislative and strategic outcomes for Aboriginal and Torres Strait Islander staff as set out in the Healing and Recognition Track (HART) Plan, the Indigenous Workforce Action Plan 2025-2030 and the requirements under the relevant enterprise agreements by:

1. fostering a culturally informed and supported workplace for its Indigenous staff to increase engagement with communities and improve staff engagement and retention amongst Indigenous staff;
2. setting out agreed employment targets for both academic and professional staff at the University by providing career pathways for Indigenous staff;
3. strengthening the recruitment process for Indigenous staff which supports hiring candidates based on potential and cultural fit;
4. creating an Indigenous staff community which offers employment opportunities as well as networking and connection opportunities for existing and prospective staff members;
5. creating a work environment that is free from discrimination and that promotes an understanding of Indigenous culture;
6. ensuring the implementation of all associated entitlements specific to Indigenous staff members as set out in the relevant enterprise agreements;
7. supporting the participation of Indigenous staff in activities of a cultural or ceremonial nature; and
8. recognising the need to redress the past social injustice, exploitation, and inequities of Indigenous employment.

(7) This Policy and its supporting procedures are also intended to ensure that, in its employment of Indigenous staff, the University complies with relevant legislation, enterprise agreements and strategic Indigenous employment strategies.

Section 4 - Supporting Indigenous Employment

(8) The University encourages and supports Indigenous staff and potential staff to identify themselves.

(9) The University is committed to exceeding the 3% national Indigenous employment target as identified in the Aboriginal Employment Enabler Strategy by creating employment opportunities for Indigenous people in both identified and non-identified roles.

(10) The University aims to be an employer of choice for Indigenous people with employment initiatives specifically targeted to support Indigenous staff and to build the cultural knowledge pipeline to create an embedded everyday practice. 

(11) The University will endeavour to ensure Indigenous employment practices to be embedded in everyday practices, policies and procedures.

(12) The University is committed to:

1. developing programs to provide employment pathways for Indigenous staff or entry into the workforce via internships, cadetships, work experience and skill development workshops;
2. offering Indigenous staff development and training opportunities, such as training, scholarships, mentoring, job exchange to build skills and leadership capacity;
3. providing targeted induction and orientation programs for Indigenous staff members; and
4. providing support to Supervisors in the process of recruiting and selecting Indigenous staff, as well as support in undertaking career development planning, performance and review processes and reward and recognition for Indigenous staff.

(13) The University attracts and retains high performing Indigenous academic and professional staff through targeted recruitment and benefits.

(14) The University aims to increase the representation of Indigenous staff in senior positions through external recruitment, appropriate internal people review frameworks and the development of existing talent.

(15) The University acknowledges the additional cultural activities that Aboriginal and Torres Strait Islander staff are asked to undertake to address cultural and colonial load and will compensate for this burden in accordance with the relevant Enterprise Agreements.

(16) The University will commit to annually funded professional development for all Aboriginal and Torres Strait Islander staff members in accordance with the relevant Enterprise Agreements.

Section 5 - Roles and Responsibilities

(17) Roles and responsibilities are as set out in this Policy.

Section 6 - Definitions