Staff supporting students training on Suicide Awareness Mental Health First Aid training is available to staff to assist them in recognising signs and symptoms of mental health problems, and to be able to provide first aid in a mental health crisis. Capital Works and Facilities, together with Equity and Diversity, recently completed a detailed audit of facilities across all campuses and now use a register as an integrated component of its development process for all projects. In 2011, the University purchased accessible buses. The Disability Action Plan was implemented in 2011, its purpose being to improve the access for people with disabilities and to provide them with equal opportunities. In the questions relating to flexibility rated well amongst those staff ‘UWS My Voice Survey’ with a disability who completed the survey and staff on reasonable adjustment plans who completed the survey. 70% of respondents with a disability and 62% of respondents who have a reasonable adjustment plan supported the question relating to whether UWS has enough flexible work arrangements to meet staff needs. Sexual and Gender Diversity The UWS has established an Ally Network, which currently has more than 70 members. The Network aims to bring about positive change for staff and students who identify as gay, lesbian, bisexual, transgender, or intersex (GLBTI). The University offers training for students and staff on issues relating to the GLBTI community. Various events, such as campus lunches and film festivals, are held throughout the year to promote an inclusive culture among UWS staff and students. The University monitors employment data, including staff recruitment, promotions and reclassifications to ensure equitable processes. For the current trends in representation of EEO groups among academic and general staff see Equity benchmarks - Employment. – Learning The current priorities of the University, as outlined in the UWS Making the Difference Strategy 2015, have a focus on learning and include ‘widening participation’, ‘student retention’, ‘student and In relation to satisfaction’, ‘postgraduate students’, ‘international students’. ‘widening participation’, UWS aims to increase the number of indigenous students and the number of students from low status backgrounds (LSES). These priorities are supported by the recommendations made in the second cycle AUQA report, which lists student retention and student satisfaction as areas of high importance. In recent years, the University has supported an array of equity and diversity projects and initiatives that are student-focused. The initiatives can be grouped under the three broad themes of widening participation, retention, and satisfaction, all of which are described in more detail below.
Staff supporting students training on Suicide Awareness Mental Health First Aid training is available to staff to assist them in recognising signs and symptoms of mental health problems, and to be able to provide first aid in a mental health crisis. Capital Works and Facilities, together with Equity and Diversity, recently completed a detailed audit of facilities across all campuses and now use a register as an integrated component of its development process for all projects. In 2011, the University purchased accessible buses. The Disability Action Plan was implemented in 2011, its purpose being to improve the access for people with disabilities and to provide them with equal opportunities. In the ‘UWS My Voice Survey’ questions relating to flexibility rated well amongst those staff with a disability who completed the survey and staff on reasonable adjustment plans who completed the survey. 70% of respondents with a disability and 62% of respondents who have a reasonable adjustment plan supported the question relating to whether UWS has enough flexible work arrangements to meet staff needs. Sexual and Gender Diversity The UWS has established an Ally Network, which currently has more than 70 members. The Network aims to bring about positive change for staff and students who identify as gay, lesbian, bisexual, transgender, or intersex (GLBTI). The University offers training for students and staff on issues relating to the GLBTI community. Various events, such as campus lunches and film festivals, are held throughout the year to promote an inclusive culture among UWS staff and students. The University monitors employment data, including staff recruitment, promotions and reclassifications to ensure equitable processes. For the current trends in representation of EEO groups among academic and general staff see – Equity benchmarks - Employment. Learning The current priorities of the University, as outlined in the UWS Making the Difference Strategy have a focus on learning and include ‘widening participation’, ‘student retention’, ‘student satisfaction’, ‘postgraduate students’, and ‘international students’. In relation to ‘widening participation’, UWS aims to increase the number of indigenous students and the number of students from low status backgrounds (LSES). These priorities are supported by the recommendations made in the second cycle AUQA report, which lists student retention and student satisfaction as areas of high importance. In recent years, the University has supported an array of equity and diversity projects and initiatives that are student-focused. The initiatives can be grouped under the three broad themes of widening participation, retention, and satisfaction, all of which are described in more detail below. 2015,
Equity_and_Diversity_Strategic_Plan_2013-2018_-_accessible.docx