Key result areas & implementation strategies Indigenous Employment Strategy Areas (IES) - Key Implementation Strategy Result Areas Management & Leadership IES1.1: Proactively advance IES1.1.1: Promote the Indigenous Employment Strategy The Indigenous across the University IES1.1.2: Employment Strategy Develop managers and supervisors to effectively at all levels of the manage diversity IES1.1.3: University. Value and encourage Indigenous styles of leadership as a valid way to do business IES1.1.4: Ensure that Indigenous employment is included in the University’s strategic and operational planning and as part of its annual review of performance in Workplace Culture key areas. IES1.2 Create an inclusive IES1.2.1: Develop staff training and cultural awareness work environment programs across the University that promote an and culture that understanding of Aboriginal culture, values and IES1.2.2: values and respects ways of working Indigenous peoples Ensure that managers and supervisors working and supports equity with Indigenous staff have a demonstrated in employment for knowledge of working effectively with a diverse Indigenous peoples. workforce Recruitment IES1.3: Increase Indigenous IES1.3.1: Develop a of targeted recruitment initiatives employment at all including Cadetships and Academic Internships IES1.3.2: levels and across a Promote UWA’s employment opportunities in local wide range of areas Indigenous communities and through regional, of the University by state and national networks IES1.3.3: attracting qualified Review advertising, recruitment and selection and professional policies and procedures to ensure they reflect Indigenous staff. IES1.3.4: Indigenous and encourage Indigenous applicants Review relevant job documentation to include recognition of cultural knowledge, skills and experience relevant to the position
Key result areas & implementation strategies Indigenous Employment Strategy Areas (IES) - Key Result Areas Implementation Strategy Management & Leadership IES1.1: Proactively advance The Indigenous Employment Strategy at all levels of the University. IES1.1.1: IES1.1.2: IES1.1.3: IES1.1.4: Promote the Indigenous Employment Strategy across the University Develop managers and supervisors to effectively manage diversity Value and encourage Indigenous styles of leadership as a valid way to do business Ensure that Indigenous employment is included in the University’s strategic and operational planning and as part of its annual review of performance in key areas. Workplace Culture IES1.2 Create an inclusive work environment and culture that values and respects Indigenous peoples and supports equity in employment for Indigenous peoples. IES1.2.1: IES1.2.2: Develop staff training and cultural awareness programs across the University that promote an understanding of Aboriginal culture, values and ways of working Ensure that managers and supervisors working with Indigenous staff have a demonstrated knowledge of working effectively with a diverse workforce Recruitment IES1.3: Increase Indigenous employment at all levels and across a wide range of areas of the University by attracting qualified and professional Indigenous staff. IES1.3.1: IES1.3.2: IES1.3.3: IES1.3.4: Develop a of targeted recruitment initiatives including Cadetships and Academic Internships Promote UWA’s employment opportunities in local Indigenous communities and through regional, state and national networks Review advertising, recruitment and selection policies and procedures to ensure they reflect Indigenous and encourage Indigenous applicants Review relevant job documentation to include recognition of cultural knowledge, skills and experience relevant to the position