Australian Aboriginal and Torres Strait Islander Workforce Strategy
In May 2015 JCU adopted its most recent Australian Aboriginal and Torres Strait Islander Workforce Strategy. The current Strategy was developed in light of the findings of the review of the previous 2009 Employment Strategy. The Australian Aboriginal and Torres Strait Islander Workforce Strategy has been developed in the context of James Cook University continually seeking to enhance its’ relationship with the Australian Aboriginal and Torres Strait Islander community. The Statement of Strategic Intent and the University Plan both affirm the organisation’s commitment to creating a work environment that is culturally safe and that genuinely values diversity.
The new Strategy was developed with the following overarching principles:
Actions and priorities are in alignment with University business
Clear lines of organisational responsibility
Accountability measures are clearly articulated
Timely and measurable actions
Strengths based approach rather than problem to be solved
Valuing diversity – cultural background (Australian Aboriginal, Torres Strait Islander), age, gender
Evidence based interventions
Sector best practice that exceed the standards set by Universities Australia National Indigenous Higher Education Workforce Strategy 2011
Collaboration and partnerships essential for success
In 2009 the James Cook University (JCU) Indigenous Employment Strategy was adopted. At the time the Strategy was adopted there were 42 staff members (excluding casuals) who identified as Australian Aboriginal and or Torres Strait Islander people. This represented 2.8% of total staff headcount. The IES was developed and implemented in collaboration with the Indigenous Employment Strategy Working Group and was supported by the Indigenous Employment Coordinator.
The Strategy was in response to the commitment made in both the University’s Strategic Intent and University Plan. The University Plan’s People and Culture objective gave a clear mandate for the further development of Australian Aboriginal and Torres Strait Islander workforce capacity. In 2008 James Cook University endorsed a Reconciliation Statement signalling the commencement of a process that would culminate in the adoption of the University’s Reconciliation Action Plan in 2014.
The James Cook University Indigenous Employment Strategy (2009) lists fifty two (52) actions under six strategies: Marketing and Promotion; Community Engagement; Employment; Career Development; Retention and Monitoring and Reporting.
In August last year the IES underwent a major 5 year review and the current Australian Aboriginal and Torres Strait Islander Workforce Strategy 2015 – 2020 was subsequently adopted.
For further information please do not hesitate to contact:
Manager, Staff Equity & Diversity,
Division of Services and Resources
James Cook University, Townsville QLD 4811 AUSTRALIA
P: +61 7 4781 6334