Embed executive Executive Director, Recruit, brief, train and utilise an executive champion and other senior support July 2016, ongoing sponsorship and Human Resources support DVC Education Create Ally Executive Director, Prepare Terms of Reference for Allies Oct 2016 engagement Human Resources Recruit a wide range of RMIT staff and students, including non-DGSS-identifying staff, and Oct 2016 DVC Education senior people to participate in an Ally program Promote the role of Allies across RMIT Nov 2016, ongoing Provide training and ongoing support and networking opportunities for Allies Oct 2016, ongoing Increase visibility of Executive Director, Promote Pride in Diversity membership and GLOBE membership to RMIT staff and Aug 2016, ongoing internal inclusion Marketing and students, and encourage utilisation of opportunities provided by these organisations Communications Promote the DGSS Project Plan and its activities Aug 2016, ongoing Executive Director, Demonstrate RMIT involvement and commitment to DGSS inclusion Dec 2016, ongoing Human Resources Acknowledge and celebrate DGSS Days of Significance, such as International Day Against Dec 2016, ongoing DVC Education Homophobia and Transphobia (IDAHOT), Wear it Purple Day, GLOBE Awards. Provide DGSS inclusive training for the RMIT Community, such as Queer 101 Dec 2016, ongoing Action Area 3: Staff Training and Professional Development RMIT University staff will be trained in DGSS inclusive practices, and will have the opportunity to engage in DGSS supportive development opportunities both at RMIT, and within the broader community and corporate sectors. Action Responsibility Target Timeline Implement Executive Director, Maintain membership of Pride in Diversity . July 2016, ongoing training and Human Resources Review RMIT developMe and face-to-face and online resources, training programs and leader/manager participation for DGSS inclusion. capability Facilitate the running of DGSS inclusion training as developed by Students Group, utilising Feb 2017, ongoing internal and external resources and guest speakers. Enhance career Track attendance at relevant training and feedback (as per current process). Feb 2017, ongoing development for Support career development, for example DGSS network involvement, mentoring, Feb 2017, ongoing DGSS staff attendance at GLOBE and Pride in Diversity events, opportunities to present at symposiums. Action Area 4: Monitoring RMIT University will monitor, review, and evaluate our work on DGSS inclusion with an emphasis on continuous improvement.
Embed executive sponsorship and support Executive Director, Human Resources DVC Education Recruit, brief, train and utilise an executive champion and other senior support July 2016, ongoing Create Ally engagement Executive Director, Human Resources DVC Education Prepare Terms of Reference for Allies Oct 2016 Recruit a wide range of RMIT staff and students, including non-DGSS-identifying staff, and senior people to participate in an Ally program Oct 2016 Promote the role of Allies across RMIT Nov 2016, ongoing Provide training and ongoing support and networking opportunities for Allies Oct 2016, ongoing Increase visibility of internal inclusion Executive Director, Marketing and Communications Executive Director, Human Resources DVC Education Promote Pride in Diversity membership and GLOBE membership to RMIT staff and students, and encourage utilisation of opportunities provided by these organisations Aug 2016, ongoing Promote the DGSS Project Plan and its activities Aug 2016, ongoing Demonstrate RMIT involvement and commitment to DGSS inclusion Dec 2016, ongoing Acknowledge and celebrate DGSS Days of Significance, such as International Day Against Homophobia and Transphobia (IDAHOT), Wear it Purple Day, GLOBE Awards. Dec 2016, ongoing Provide DGSS inclusive training for the RMIT Community, such as Queer 101 Dec 2016, ongoing Action Area 3: Staff Training and Professional Development RMIT University staff will be trained in DGSS inclusive practices, and will have the opportunity to engage in DGSS supportive development opportunities both at RMIT, and within the broader community and corporate sectors. Action Responsibility Target Timeline Implement training and leader/manager capability Enhance career development for DGSS staff Executive Director, Human Resources Maintain membership of Pride in Diversity . Review RMIT developMe and face-to-face and online resources, training programs and participation for DGSS inclusion. July 2016, ongoing Facilitate the running of DGSS inclusion training as developed by Students Group, utilising internal and external resources and guest speakers. Feb 2017, ongoing Track attendance at relevant training and feedback (as per current process). Feb 2017, ongoing Support career development, for example DGSS network involvement, mentoring, attendance at GLOBE and Pride in Diversity events, opportunities to present at symposiums. Feb 2017, ongoing Action Area 4: Monitoring RMIT University will monitor, review, and evaluate our work on DGSS inclusion with an emphasis on continuous improvement.
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