• Section 1 - Purpose
• Section 2 - Application and Scope
• Section 3 - General Principles 
• Section 4 - Cultural and Colonial Load Allowance
• Eligibility
• Examples of Cultural and Colonial Load
• Application Process
• Payment of Allowance
• Review or Appeal
• Section 5 - Roles and Responsibilities
• Section 6 - Definitions

Section 1 - Purpose

(1) This Guideline describes the application and the administration process for implementing the cultural and colonial load allowance for Indigenous staff members at the University of Wollongong (the University).

Section 2 - Application and Scope

(2) This Guideline applies to all eligible Aboriginal and Torres Strait Islander staff working on domestic campuses of the University.

(3) This Guideline does not apply to:

1. students at the University unless they are also staff members;
2. other entities controlled by the University; and
3. campuses of the University outside of Australia.

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

1. the Indigenous Employment Policy and the Indigenous Employment Procedure which outline the employment and engagement of Indigenous staff at the University;
2. the Anti-Racism and Cultural Safety Policy which describes the strategies the University has in place to prevent racism, vilification, and discrimination;
3. the University’s current enterprise agreements particularly Clause 6 of the University of Wollongong (Academic Staff) Enterprise Agreement, 2023, and Clause 6 of the University of Wollongong (Professional Services Employees) Enterprise Agreement, 2023.

Section 3 - General Principles 

(7) It is recognised that some Aboriginal and Torres Strait Islander staff may want to keep their employment and culture separate and may want to work only within their terms of employment contract and will be supported in doing so.

(8) The staff member may contact a member from the Aboriginal Employment Strategy Unit at any time for information or support regarding the Indigenous cultural and colonial load allowance.

Section 4 - Cultural and Colonial Load Allowance

Eligibility

(9) Indigenous staff members are eligible to apply for the cultural and colonial load allowance if they:

1. have been employed by the University in a continuing or fixed term position for a minimum of six (6) months;
2. have provided contribution to cultural knowledge and perspective beyond the scope of their role; and
3. have provided the University with a confirmation of Aboriginality or alternatively have provided verification of Aboriginality in line with other University protocols and the Indigenous Employment Procedure.

(10) Applications for the cultural and colonial load allowance can be made at any time after six (6) months of employment and can be applied for once in a 12 month period.

(11) A new application will need to be made each 12 month period after the initial granting of the allowance.

Examples of Cultural and Colonial Load

(12) Some examples of what Indigenous staff may be asked to do outside the normal scope of their role on behalf of the University, a faculty, school, or business unit and may include (but is not limited to):

1. participation in internal governance structures, for example Community panels, committees and participation in interview panels;
2. mentoring and providing counsel to other indigenous staff regarding their cultural and colonial load obligations;
3. requests for advice on who to engage within the Indigenous community;
4. requests for advice or to complete work related to activities that may not occur during business hours and may be required to be undertaken outside of the normal span of working hours;
5. people dropping into the workplace to ask advice on engagement with Indigenous communities;
6. Indigenous community contacting staff member asking for advice, information and/or details on University services, people, complaints etc;
7. general education to non-indigenous staff on Indigenous culture;
8. being asked to organise special days for Indigenous people (NAIDOC, Closing the Gap, Reconciliation etc);
9. being asked to engage with the Indigenous community on behalf of a Business Unit;
10. being asked to provide feedback on policy that relates to Indigenous staff or students or provide a cultural lens to other University policies;
11. being asked to provide an Indigenous perspective on the development of curriculum and content;
12. being asked to conduct/provide advice on the process and protocol of Welcome/Acknowledgement to Country.

Application Process

(13) To receive the allowance, a staff member will:

1. complete the Indigenous Cultural and Colonial Load Allowance Application Form; and
2. discuss their application with their Supervisor and seek their support.

(14) If the staff member does not receive their supervisors support, the staff member may contact the Aboriginal Employment Strategy Unit at indigenous-employment@uow.edu.au for advice on progressing the application.

(15) Once endorsed, the staff member will email the completed form to Aboriginal Employment Strategy Unit indigenous-employment@uow.edu.au who will assess the application in conjunction with the appropriate University Indigenous Community members and make a recommendation to the Vice-President Operations.

(16) The Aboriginal Employment Strategy Unit or the applicant may wish to seek advice and guidance on an application from an independent member of the University Indigenous Community to ensure cultural and gender appropriateness of the assessment of any application.

(17) A member of the Aboriginal Employment Strategy Unit will notify the applicant of the outcome and will send confirmation to the applicant's Supervisor.

(18) Data regarding applications for the allowance will be reported to the Aboriginal Advisory Group regarding uptake, approvals and any issues that may arise regarding the application and payment of the allowance. Consideration will be given to protect the privacy of the individual. Managed in accordance with the Privacy Policy and Records Management Policy.

Payment of Allowance

(19) The University recognises the unique knowledge and perspective Indigenous staff bring and their contribution to fostering an inclusive and respectful environment and eligible staff can apply for a fixed fortnightly allowance equating to $1,200 per annum for the cultural and colonial load allowance.

(20) The allowance will not be pro-rated for part-time staff and will be applied equitably to all eligible staff.

(21) During any periods of unpaid leave, the allowance will not be paid in the same manner as other allowances at the University.

(22) Once the application is assessed, the Aboriginal Employment Strategy Unit will notify the applicant and the Supervisor whether the application is successful or not successful.

(23) The Aboriginal Employment Strategy Unit will work with the People and Culture Operations Team to arrange for the regular fortnightly payments of the allowance to be made to the staff member.

Review or Appeal

(24) Where an application is unsuccessful the staff member will be provided with a written response as to why the application was denied from either their Supervisor or the Aboriginal Employment Strategy Unit.

(25) Staff may apply for a review of the refusal decision under the applicable employment related grievance resolution channels or independently via the Aboriginal Workforce Development Committee.

(26) If the denial is upheld the applicant can make another application within the same 12 month period.

Section 5 - Roles and Responsibilities

(27) Roles and responsibilities are set out within this Guideline.

Section 6 - Definitions