• Section 1 - Purpose
• Section 2 - Application and Scope
• Section 3 - Principles 
• Section 4 - Recruitment
• Establishing the Role and Position Description
• Advertising Positions
• Selection and Notification of Outcome
• Confirmation of Aboriginality (COA)
• Section 6 - Onboarding
• Section 6 – Attraction and Retention
• Leave entitlements
• Career Development
• Cultural Education - Training and Development Support
• Cessation of Employment
• Section 5 - Roles and Responsibilities
• Section 6 - Definitions

Section 1 - Purpose

(1) This Procedure outlines the employment measures and entitlements to be implemented for Indigenous staff members at the University of Wollongong (the University) and to underscore the University’s commitment to positive employment outcomes for Aboriginal and Torres Strait Islander people.

Section 2 - Application and Scope

(2) This Procedure 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 to the employment of Indigenous staff at the University.

(3) This Procedure 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 Procedure supplements and should be read alongside the University of Wollongong Enterprise Agreements.

(5) This Procedure should be read in conjunction with the Indigenous Employment Policy, which states the objectives for the University’s employment and engagement of current and potential Indigenous staff, as well as the Employment Life Cycle Policy and other relevant University employment policy documents.

Section 3 - Principles 

(6) The University will set agreed employment targets for both Academic and Professional career pathways for Indigenous staff as set out in the Enterprise Agreements.

(7) The University is committed to the retainment, development, progression, and promotion of Indigenous staff at the University and will strive to become an employer of choice for Indigenous staff.

(8) The University acknowledges that Indigenous staff members bring specific knowledge and expertise to the University which may see additional duties outside of their defined positions and will compensate for this additional cultural and colonial load.

(9) The University acknowledges that Indigenous staff are key to the development of teaching and research with Aboriginal and Torres Strait Islander knowledge and cultural understandings.

(10) This Procedure will assist the University to meet legislative, enterprise agreement and strategic Indigenous employment outcomes and requirements for Indigenous staff.

(11) Underpinning this Procedure and associated policies is the University’s commitment of self-determination, cultural integrity and sovereignty, responsibility, respect, reciprocity, and reconciliation between Indigenous Australian’s and non-Indigenous Australian’s as outlined in the Indigenous Workforce Action Plan 2025-2030.

(12) The University is committed to providing a cultural safe workplace for Indigenous staff in line with the Anti-Racism and Cultural Safety Policy. All members of its community will undertake the CORE Cultural Learning online training modules to increase cultural competency and assist in providing an inclusive and culturally safe workplace for Indigenous staff.

Section 4 - Recruitment

Establishing the Role and Position Description

(13) The University is committed to reviewing, maintaining, and implementing the Indigenous Workforce Action Plan 2025-2030 to maximise employment opportunities at the University.

(14) The University is committed to providing career development programs such as training, education, mentoring and other professional learning initiatives to build skill sets and leadership capabilities. Hiring managers are encouraged to consider the following programs when recruiting roles:

1. Indigenous traineeships;
2. Indigenous cadetships;
3. Internships. 

(15) To support the effective implementation, legislation, strategy and the commitments contained in the University’s Enterprise Agreements, the University will establish an Indigenous Workforce Action Plan Committee (IWAPC) which will:

1. meet no less than four (4) times per annum to discuss drivers to support the employment of Indigenous employees at the University;
2. Meet with the University Executive Committee to provide updates; and
3. report to the University’s Committee for Equity, Diversity and Inclusion (CEDI) as a standing item.

(16) To enhance employment opportunities for Indigenous staff, the University will recruit identified and targeted positions, which are:

1. Identified Positions: refer to positions that only Indigenous people can apply or be the incumbent for. Where connection to Indigenous Australian culture and community is essential in achieving the outcomes for the role, it can be nominated as an identified role;
2. Targeted Positions: refers to a mainstream role that has been targeted i.e. chosen or earmarked for Aboriginal and/or Torres Strait Islanders applicants only.

(17) Hiring managers should assess all vacant and new positions to determine suitability as an identified or targeted position.

(18) Hiring managers should consider the appointment of research and teaching roles which engage primarily or directly with Indigenous content.

(19) Where the position could be an identified or targeted role, the hiring manager must engage with the Aboriginal Employment Strategy Unit to seek advice and undertake an appropriate recruitment process.

(20) For Identified positions, the hiring manager will ensure the position description contains the following information:

1. Title – Aboriginal, Aboriginal and/or Torres Strait Islander, Indigenous or First Nations to be included in the title in brackets or as part of the position title. (Identified position) needs to be included also;
2. Primary Purpose - Outline Aboriginal and/or Torres Strait Islander focus of the role;
3. Major Responsibilities and/or tasks - List broad Aboriginal and/or Torres Strait Islander focus of the tasks associated with the role;
4. Selection Criteria (Essential) - Australian Aboriginal and/or Torres Strait Islander heritage or ‘Must be of Australian Aboriginal and/or Torres Strait Islander heritage’ as an ‘Essential Selection Criteria.’ It is suggested that additional criteria be added in the context of the Aboriginal focus of the role. Note this is not the only criteria for these positions, other essential criteria specific to the role will need to be included;
5. Special Job Requirements - The following statement must be included:
   1. ‘This is an Identified position and being an Australian Aboriginal and/ or Torres Strait Islander is considered a ‘genuine occupational qualification’ in accordance with section 14(d) of the Anti-Discrimination Act 1977 (NSW). The successful applicant is required to provide confirmation of their Australian Aboriginal and/ or Torres Strait Islander heritage;
6. Confirmation of Aboriginality (COA) – will be required and should be included in the advertisement and position description.

(21) For targeted positions, the hiring manager will ensure that the position description contains the following information:

1. Title - (Targeted position) needs to be included as part of the position title as well as “Aboriginal or Torres Strait Islander”;
2. Selection Criteria (Desirable) - Australian Aboriginal and/or Torres Strait Islander heritage or ‘Must be of Australian Aboriginal and/or Torres Strait Islander heritage’ as a Desirable Selection Criteria;
3. Special Job Requirements - The following information must be included: ‘This is a Targeted position and an affirmative measure therefore it is preferred that it be open to applicants of Australian Aboriginal and/or Torres Strait Islander heritage in accordance with an exemption granted under section 126 of the Anti-Discrimination Act 1977 (NSW). This is a recruitment strategy to increase the Aboriginal workforce at the University. The successful applicant is required to provide confirmation of their Australian Aboriginal and/ or Torres Strait Islander heritage;
4. Position Description - The position description remains the same as it would be for a non-targeted position;
5. Confirmation of Aboriginality (COA) – will be required and should be included in the advertisement and position description.

Advertising Positions

(22) The hiring manager will ensure that when advertising identified positions that the following statements are included:

1. “This is an Identified position. The University of Wollongong (UOW) considers that being an Australian Aboriginal and/or Torres Strait Islander is a genuine occupational qualification for this position under section 14 of the Anti-Discrimination Act 1977 (NSW). UOW is committed to equality, diversity and inclusion and strives to be an employer of choice for Aboriginal and/or Torres Strait Islander Australians”;
2. “The University offers excellent working conditions in a fantastic location, with sociable hours, family friendly policies, flexible work practices, generous leave provisions including cultural & ceremonial leave and ongoing opportunities for professional development”;
3. “The successful applicant is required to provide confirmation of their Aboriginal and/ or Torres Strait Islander heritage”;
4. “No formal exemption is required for identified positions; however, reference must be made to the section of Anti-Discrimination Act 1977 (NSW) as follows: ‘This is an Identified position and being an Australian Aboriginal and/ or Torres Strait Islander is considered a ‘genuine occupational qualification’ in accordance with section 14( of the Anti-Discrimination Act 1977 (NSW)’”.

(23) The hiring manager will ensure that when advertising targeted positions that the following statements are included:

1. “This is a Targeted position and an affirmative measure in accordance with section 126 of the Anti-Discrimination Act 1977 (NSW). This is a granted exemption and recruitment strategy used to increase the UOW Aboriginal workforce”;
2. “UOW is committed to equality, diversity and inclusion and strives to be an employer of choice for Aboriginal and Torres Strait Islander Australians. UOW offers excellent working conditions in a fantastic location, with sociable hours, family friendly policies, flexible work practices, generous leave provisions including cultural & ceremonial leave and ongoing opportunities for professional development”;
3. “If the successful applicant is Indigenous, they will be required to provide confirmation of their Aboriginal and/ or Torres Strait Islander heritage”;
4. “The University has been granted an exemption under s 126 of the Anti-Discrimination Act 1977 (NSW) to target any of the University’s professional services and academic positions for Aboriginal and Torres Strait Islander people only. Exemption details: Anti-Discrimination Act 1977 (NSW) section 126 (including sections 8 and 51) – Expires Oct 2025”;

(24) All advertised positions open to external applicants will be promoted by the University through relevant channels to maximise the interest of Indigenous Australian candidates, and hiring managers should liaise with the Aboriginal Employment Strategy Unit to ensure these positions are also advertised directly through the local Indigenous network.

(25) Aboriginal and Torres Strait Islander applicants will be required to provide evidence of indigeneity (COA) during the recruitment process.

Selection and Notification of Outcome

(26) When a candidate who identifies as Indigenous is shortlisted for an interview for any role at the University, the selection panel Chair will notify the Aboriginal Employment Strategy Unit. This allows for tailored support to the candidate.

(27) Where an Indigenous candidate has applied for a role, one or more representatives from the Aboriginal Employment Strategy Unit or their nominee/s will be included on the selection panel. In this instance, it is expected that the selection committee will be chaired by a staff member who has completed modules 1,2,3 and 8 of the CORE Cultural Learning training or is Indigenous.

(28) The selection panel members will be required to complete a conflict-of-interest declaration regarding the potential candidate.

(29) The selection panel will be encouraged to consider the University’s commitment to Aboriginal and Torres Strait Islander employment, diversity and inclusion when selecting the preferred candidate.

(30) The Chair will engage with the Aboriginal Employment Strategy Unit to assist in developing appropriate questions for the interview, particularly identifying relevant connections to community.

(31) Feedback on all interviews will be provided to Indigenous candidates from the Chair, with support from the Aboriginal Employment Strategy Unit.

(32) Successful candidates will be notified in the same manner as other appointments at the University. The Chair may wish to seek support from the Aboriginal Employment Strategy Unit.

(33) Unsuccessful candidates will be invited to join the University’s Indigenous Employment pool to be notified of any future roles prior to external advertising.

Confirmation of Aboriginality (COA)

(34) Candidates will be required to provide Confirmation of Aboriginality (COA) during the recruitment process and upon appointment for an identified or targeted role. The University will accept COA’s and the following documentation that confirms a person’s Aboriginal and/or Torres Strait Islander heritage:

1. written acknowledgement from an Aboriginal and/or Torres Strait Islander organisation where the applicant is known or lives/or where their family is known; or
2. alternatively, where a COA or written confirmation cannot be supplied, the individual can provide:
   1. a completed statutory declaration that includes a statement detailing that they are:
      1. of Aboriginal and/or Torres Strait Islander descent;
      2. identify as an Aboriginal and/or Torres Strait Islander; and
      3. are recognised by the community as such. 
   2. The statutory declaration must include a contact name and phone number of an Aboriginal community representative for verification purposes.

(35) Any documentation provided in the COA will be kept confidential but remain on the staff member's employee file, and for approval purposes, the approving delegate or Supervisor will become aware of this information.

(36) University staff who self-identify as being Aboriginal and or Torres Strait Islander will need to supply COA or one of the accepted alternatives to access cultural and ceremonial leave, cultural and colonial load allowances and targeted development strategies.

(37) The option to self-identify is currently captured through either:

1. the initial recruitment process by notifying Talent Acquisition; and/or
2. during onboarding by going into Unified, personal details, demographic Info, select Aboriginality.

Section 6 - Onboarding

(38) Induction for Indigenous staff will be targeted to create a positive work experience and will establish a sense of welcome, connection and belonging at the University. This will be developed in collaboration with the hiring manager, Supervisors and the Aboriginal Employment Strategy Unit.

(39) Part of the induction will include a tour of the University grounds and its services, as well as a coordinated social introduction to Woolyungah Indigenous Centre by the hiring manager. Hiring Managers can contact the Aboriginal Employment Strategy Unit for advice and guidance.

(40) Indigenous staff may complete the CORE Cultural Learning online training modules should they wish to.

(41) Supervisors will familiarise the new staff member with the entitlements and resources at the University specific to our Indigenous colleagues. As well as making them aware of faculty groups, committees and meetings which may be relevant.

Section 6 – Attraction and Retention

(42) As an attraction and retention strategy, probation may be negotiated or waived for Aboriginal and Torres Strait Islander people if the individual is deemed to add strategic value to the University.

(43) Please refer to the Employment Life Cycle Policy for further information on attraction and retention allowances and other benefits.

(44) The University acknowledges the burden of cultural and colonial load to its Indigenous staff members and offers a colonial load allowance for those staff members who qualify as per the relevant Enterprise Agreement.

Leave entitlements

(45) Cultural and ceremonial leave is available to fixed term or continuing Aboriginal and Torres Strait Islander staff.

(46) Indigenous staff must self-identify in the University’s Unified system to access cultural or ceremonial leave.

(47) Cultural and ceremonial leave grants a maximum of 10 days paid leave and an additional 10 days leave without pay in any 12-month period (pro rata for part time staff members) to participate in or fulfil cultural and/or ceremonial activities, obligations, and responsibilities.

(48) Staff members should discuss proposed leave with their Supervisor in the first instance and submit a request via WebKiosk for cultural and ceremonial leave.

(49) Where Indigenous staff members are required to represent the University at a culturally significant event, the staff member will not be required to apply for cultural or ceremonial leave.

(50) Staff members may be asked to provide any of the following prior to taking cultural and ceremonial leave:

1. notification or other evidence to attend Sorry Business; or
2. advice or documentation from a relevant civil authority, such as a Local Aboriginal Lands Council or Medical Service; or
3. a statutory declaration outlining the nature and duration of the ceremonial or cultural event that the staff member is requesting to participate in or attend.

Career Development

(51) Academic staff have access to apply for the Vice-Chancellor's Research Fellowships to complete their studies.

(52) Any Indigenous Academic staff who meet the required criteria have access to apply for financial assistance to complete a higher degree program at the University. Equity Fellowships are awarded to successful applicants to be used for costs associated with the completion of a higher degree program. Refer to the Equity Fellowships for Academics Procedure for further details.

Cultural Education - Training and Development Support

(53) In recognition of the rich cultural knowledge Indigenous staff bring to the University community, the University has committed funding for Indigenous staff to continue developing their cultural knowledges, practices, and skills as part of their professional development as per the relevant Enterprise Agreements.

(54) Examples of development include:

1. develop language skills;
2. dance or other ceremony skills;
3. engagement with Traditional Custodians to gain knowledge of country and strengthen community connections;
4. annual cultural development workshops.

(55) An application process will be outlined in the Indigenous Professional Development Fund Guideline. 

(56) All Indigenous staff members, in consultation with their Supervisors and with the support of the Aboriginal Employment Strategy Unit, can identify cultural development priorities through the annual performance, planning and review process. These opportunities are designed to enhance their cultural knowledge. 

(57) All Indigenous Staff may apply for additional financial support or funding to engage in further cultural education as per the relevant Enterprise Agreement via the Aboriginal Employment Strategy Unit.

Cessation of Employment

(58) Supervisors should consult with the Aboriginal Employment Strategy Unit when an Indigenous staff member is leaving the University to ensure a culturally appropriate exit process.

(59) Exit interviews are available to all staff members exiting the University either online or face to face. Staff may request a support person to be present for the face-to-face meeting or alternatively a member of the Aboriginal Employment Strategy Unit.

(60) Exit interview data is used to formulate trends of workplace, organisation or human resources factors that have contributed to a staff member’s decision to leave employment at the University.

(61) The information received through exit interviews will be confidential, shared only where there is agreement to communicate to management or other appropriate stakeholders.

(62) Supervisors should prioritise replacing any Indigenous staff member who leaves a position they manage with another suitable Indigenous candidate.

Section 5 - Roles and Responsibilities

(63) Roles and Responsibilities are as set out in this Procedure.

Section 6 - Definitions

(64) Definitions are consistent with the Employment Life Cycle Policy and the Indigenous Employment Policy.