DVC Education Executive Director, Marketing Executive Review and if necessary enhance the facilities for religious and Dec 2016, ongoing Director, cultural observance. Property Services Executive Provide ongoing professional development to build awareness Feb 2017, ongoing Director, Human and skills of staff in relation to cross-cultural competence and in Resources eliminating unconscious bias. Executive Provide appropriate complaints processes, and analyse April 2017, ongoing Director, complaints data to identify issues and further strategies. Resources, Academic Registrar ACTION AREA 3: Staff recruitment, retention, development and progression RMIT University supports the recruitment, retention and progression of CALD staff. Action Responsibility Target Timeline Establish staff targets Executive Develop University-wide and College/Portfolio targets for CALD Oct 2016, ongoing Director, Human representation at Level C, Level D, Level E, HEW 10 and Resources Executive staff. Identify key of underrepresentation and implement Oct 2016, ongoing strategies to increase. Provide appropriate Executive Review and where required update staff processes and Oct 2016 work conditions Director, Human factsheets to reflect CALD provisions including cultural/ Resources religious leave. Provide academic Analyse Executive academic promotion application and success Feb 2017 promotion processes (proportionally) Director, Human by CALD identification and level and develop strategies Resources to improve application and success rates where required.
DVC Education Executive Director, Marketing Executive Director, Property Services Review and if necessary enhance the facilities for religious and cultural observance. Dec 2016, ongoing Executive Director, Human Resources Provide ongoing professional development to build awareness and skills of staff in relation to cross-cultural competence and in eliminating unconscious bias. Feb 2017, ongoing Executive Director, Resources, Academic Registrar Provide appropriate complaints processes, and analyse complaints data to identify issues and further strategies. April 2017, ongoing ACTION AREA 3: Staff recruitment, retention, development and progression RMIT University supports the recruitment, retention and progression of CALD staff. Action Responsibility Target Timeline Establish staff targets Executive Director, Human Resources Develop University-wide and College/Portfolio targets for CALD representation at Level C, Level D, Level E, HEW 10 and Executive staff. Oct 2016, ongoing Identify key of underrepresentation and implement strategies to increase. Oct 2016, ongoing Provide appropriate work conditions Executive Director, Human Resources Review and where required update staff processes and factsheets to reflect CALD provisions including cultural/ religious leave. Oct 2016 Provide academic promotion processes Executive Director, Human Resources Analyse academic promotion application and success (proportionally) by CALD identification and level and develop strategies to improve application and success rates where required. Feb 2017
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