RMIT Cultural Inclusion Action Plan for Staff and Students: Summary Key focus Consultation and Organisational culture and Staff recruitment, retention, Student recruitment, support, retention, areas participation leadership development and and outcomes progression Actions: Improve systems and Launch and promote this Plan Develop targets to increase Improve access pathways to the processes to monitor, and its activities and CALD representation at breadth of RMIT programs. analyse and report on outcomes. Level C, Level D, Level E, Increase the and number of equity relevant data, to HEW 10 and Executive staff. Communicate our values of scholarships for disadvantaged students identify performance cultural inclusion and respect. Review and where required of CALD backgrounds. and issues, and inform update staff processes and Celebrate cultural diversity, Provide pre-entry programs to facilitate evidence-based factsheets to reflect CALD including days of cultural admission, improve English, gain core Interventions. provisions including cultural/ significance and events. knowledge in a new subject area or Consult with CALD religious leave. refresh skills. Ensure University staff and students. Analyse academic communications and events Develop staff skills in inclusive teaching Facilitate participation promotion application and (such as conferences) reflect and learning, responsive to and of CALD staff and success rates the representation and reflective of cultural and linguistic students within (proportionally) by CALD achievements of diverse staff diversity. decision making. identification and level and and students. Provide reasonable adjustments to develop strategies to Review and if necessary accommodate individual student improve application and enhance the facilities for circumstances where appropriate. success rates where religious and cultural required. Enhance academic support services. observance. Leadership and people Provide a range of non-academic Provide ongoing professional management practice to support services and programs to development to build demonstrate cultural support inclusion and participation in the awareness and skills of staff competence and CALD University community. in relation to cross-cultural awareness. competence and in Conduct a comprehensive eliminating unconscious bias. analysis of University Provide appropriate recruitment data by CALD complaints processes, and identification with a priority analyse complaints data to focus on RMIT Vietnam. identify issues and further strategies. Promote RMIT’s participation in the Australian Human Rights campaign, Racism. It Stops with Me.
RMIT Cultural Inclusion Action Plan for Staff and Students: Summary Key focus areas Consultation and participation Organisational culture and leadership Staff recruitment, retention, development and progression Student recruitment, support, retention, and outcomes Actions: Improve systems and processes to monitor, analyse and report on relevant data, to identify performance and issues, and inform evidence-based Interventions. Consult with CALD staff and students. Facilitate participation of CALD staff and students within decision making. Launch and promote this Plan and its activities and outcomes. Communicate our values of cultural inclusion and respect. Celebrate cultural diversity, including days of cultural significance and events. Ensure University communications and events (such as conferences) reflect the representation and achievements of diverse staff and students. Review and if necessary enhance the facilities for religious and cultural observance. Provide ongoing professional development to build awareness and skills of staff in relation to cross-cultural competence and in eliminating unconscious bias. Provide appropriate complaints processes, and analyse complaints data to identify issues and further strategies. Promote RMIT’s participation in the Australian Human Rights campaign, Racism. It Stops with Me. Develop targets to increase CALD representation at Level C, Level D, Level E, HEW 10 and Executive staff. Review and where required update staff processes and factsheets to reflect CALD provisions including cultural/ religious leave. Analyse academic promotion application and success rates (proportionally) by CALD identification and level and develop strategies to improve application and success rates where required. Leadership and people management practice to demonstrate cultural competence and CALD awareness. Conduct a comprehensive analysis of University recruitment data by CALD identification with a priority focus on RMIT Vietnam. Improve access pathways to the breadth of RMIT programs. Increase the and number of equity scholarships for disadvantaged students of CALD backgrounds. Provide pre-entry programs to facilitate admission, improve English, gain core knowledge in a new subject area or refresh skills. Develop staff skills in inclusive teaching and learning, responsive to and reflective of cultural and linguistic diversity. Provide reasonable adjustments to accommodate individual student circumstances where appropriate. Enhance academic support services. Provide a range of non-academic support services and programs to support inclusion and participation in the University community.
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