Wingara Indigenous Employment and Career Development Strategy
UTS Wingara Indigenous Employment and Professional Development Strategy 2003-2006
- Background
- What does Wingara mean?
- What does the logo mean?
- Wingara Priorities
- Partnerships
- Implementation
- Employment Options
- Workplace support
- Message from the VC
- Message from the Chair
- Contact details
- Professional Development for Indigenous Staff
Background
The first ever Wingara Aboriginal and Torres Strait Islander Recruitment and Career Development Strategy (1994-2000) was implemented in recognition of the extreme disadvantage and exclusion experienced by Indigenous Australians in gaining access to employment.
Funding of over $1million from the Department of Education, Employment and Youth Affairs (DEETYA) was matched by UTS during the six year period. In this time, the University filled 16 new positions created under the Strategy.
The core business of the new 2003-2006 Wingara Strategy is to secure for Indigenous people established, permanent positions as they become vacant within the University.
Partnerships will also be established with external funding bodies to support special programs such as Traineeships and Cadetships.
Through a range of employment options, UTS aims to exceed the NSW State Government target of 2% representation of Aboriginal and Torres Strait Islander staff.
What does Wingara mean?
Wingara is an Eora word that means "to think".
It represents the change of thinking that underlies the Strategy - the encouragement of new attitudes towards Indigenous employment in the tertiary sector, and the opportunity to create an inclusive and accepting environment.
The word "Wingara" also emphasises the 'core business' of UTS - teaching and learning.
What does the Logo mean?
The logo, designed by Leona McGrath, represents the three UTS campuses, the nine faculties, and the range of centres, units and divisions which employ Indigenous staff.
It highlights the UTS commitment to providing an inclusive work and study environment for Aboriginal and Torres Strait Islander people.
It also shows the diverse pathways that lead to employment opportunities at UTS.
Wingara Priorities 2003-2006
Priorities of the UTS Wingara Indigenous Employment and Professional Development Strategies for 2003 - 2006 are to:
* Increase the number of Indigenous Australian staff at UTS by targeting job vacancies for continuing positions in the University
* Broaden the range of employment areas, occupations and levels of positions filled by Indigenous staff
* Target at least eight (8) continuing positions per annum for the period 2003 - 2006, in addition to existing Indigenous staff positions
* Implement a range of employment options to assist faculties and units to participate in the Wingara Strategy
* Provide professional development opportunities to assist in the retention and career progression of Indigenous Australian staff
* Provide support to Indigenous staff, their supervisors and colleagues within the work unit through specific workplace support mechanisms
Partnerships
UTS has formed a partnership with the Department of Employment & Workplace Relations to facilitate the implementation of the new Wingara Strategy 2003-2006.
Other partnerships vital to the success of Wingara include:
- partnerships between UTS and Government / non-Government funding and employment agencies
- internal partnerships within UTS, for example between the Equity & Diversity Unit and faculties and units employing Indigenous staff
The Indigenous Employment Coordinator is responsible for facilitating these partnerships, and can advise on employment options that would work best for each faculty or unit.
The Indigenous Employment Coordinator:
* liaises with Deans, Directors and Managers at UTS to promote the Wingara Strategy in collaboration with workforce planning initiatives
* focuses on employment opportunities in key academic programs that are of critical importance to Indigenous communities, eg. Nursing / Health, Education, IT, Humanities and Social Sciences, Community Management, Visual Communication.
* works in partnership with the Human Resources Unit
* utilises the Equity & Diversity Unit's Diversity Employment Strategy to secure suitable applicants for vacant positions
* ensures support mechanisms are in place for all Indigenous staff and their supervisors
* Identifies entry-level positions for Indigenous Australians, through actively exploring options such as traineeships, short-term work placements, etc.
The Wingara Management Committee oversees the implementation of the UTS Wingara Indigenous Employment and Professional Development Strategy. The Committee makes recommendations to the Vice-Chancellor with respect to implementation of the Strategy across the University as required.
Employment Options
The Indigenous Employment Coordinator assists faculties and units to determine which of the following employment options are most appropriate for that area:
* Ongoing positions
* Graduate work experience
* Traineeships
* Cadetships
* Short term work placements
Ongoing Positions
Vacant, continuing positions at all levels can be targeted for Indigenous employment, and the Indigenous Employment Coordinator can assist in identifying a pool of qualified applicants.
Graduate work experience
In partnership with the Department of Education and Training, this option subsidises the salary cost of the work experience placement of an Indigenous Australian person for a maximum of 12 weeks during or just after the final year of a degree or post- degree course. Placements eligible for funding may be full-time or part-time employees (minimum of two full days per week). Placements may involve employment during one or more semester breaks.
To attract funding under this option, the employing faculty/unit must demonstrate that it is employing an Aboriginal person who:
* is in the final year of a degree course, or
* is awaiting the awarding of a degree subject to final-year assessment result, or
* was awarded a degree in the academic year prior to the year of application.
Employers are required to demonstrate that the placement gives the employee the opportunity to directly apply and build on the knowledge and skills acquired through the course.
Subject to conditions in the guidelines and to the availability of funds, the Department will provide 65% of the salary of an Indigenous Australian person for a minimum total of four (4) week and a maximum total of (12) weeks. A maximum of $6,500 is available for any single subsidy.
Traineeships
A traineeship provides broad-based training for people and offers the opportunity to progress to permanent employment and a worthwhile career, through further training and education.
Traineeships are jobs that combine work and structured training. They include:
* paid employment under an appropriate industrial arrangement, (eg. an award or enterprise agreement)
* a Training Contract that is signed by both the employer and trainee and registered with the NSW Department of Education and Training (DET).
* a qualification, delivered by a registered Training Organisation, that meets the requirements of a declared traineeship in NSW and leads to a nationally recognised qualification.
Under the Wingara Strategy placements will be sought and encouraged throughout UTS for education, training and work-based learning opportunities for Indigenous Australian people participating in traineeships and/or apprenticeships.
Cadetships
This program provides opportunities for NSW Public Sector agencies and universities to support Indigenous Australian students interested in combining university study with employment in the agency, followed by permanent employment.
Cadets in the program:
* undertake full-time study toward an undergraduate degree or a diploma in IT
* receive academic financial assistance through program funding
* undertake practical experience in the faculty/unit position for12 weeks per year
* will be offered a permanent job on successful completion of the cadetship.
Short-term Work Placements
The Indigenous Employment Coordinator can source Indigenous applicants for short-term contract positions of up to 12 months. Faculties and units are encouraged to consider this option before approaching employment agencies or advertising to fill these positions.
Workplace Support
* Indigenous Cultural Awareness training
* Mentoring and Supervisor Support
* Orientation Program
Mentoring and supervisor support
The Indigenous Employment Co-ordinator
* undertakes a mentoring and support role for new and existing Indigenous staff
* provides support for supervisors employing Indigenous staff under the Wingara Strategy
* communicates and liaises on behalf of Indigenous staff, when needed, regarding community and family responsibilities that may impact on their work
* coordinates Indigenous Staff Orientation and professional development activities
Orientation Program
The Equity & Diversity Unit is currently developing an Indigenous Staff Orientation Package for staff recruited through the Wingara Strategy. The package will familiarise staff with UTS systems and networks, as well as providing tailored advice in relation to individual position requirements. It includes additional information to the UTS Staff Orientation Kit.
Message from the Vice-Chancellor
The University of Technology Sydney has a long history of valuing the diverse contributions that Aboriginal and Torres Strait Islander people make to the university community. I support and wholeheartedly encourage our faculties and units to participate in the new Wingara Strategy 2003-2006. Growth in employment and career development opportunities for Indigenous people at UTS is central to the successful implementation of the UTS Reconciliation Statement, which was launched on 17 August 1999 by Dr Evelyn Scott.
The new Wingara Strategy aims to further the advances in Indigenous employment made through the 1994-2000 Wingara Aboriginal & Torres Strait Islander Employment and Career Development Strategy.
Our new Strategy continues to address any disadvantage and exclusion experienced by Aboriginal and Torres Strait Islander people in employment. The Strategy focuses not only on the recruitment of Indigenous people to permanent UTS positions, it also emphasises professional development and career progression.
Wingara, together with the Aboriginal Education Strategy, guides the University on providing successful work and study environments for Indigenous people. The participation of Aboriginal and Torres Strait Islander people in education and employment at UTS brings invaluable breadth to our workplace culture by broadening our experience and views.
For Wingara to be effective, there must be deep commitment and support at faculty, division, school, department and unit levels at UTS. Social Justice values are at the core of our dynamic organisation, and I urge all members of staff to cooperate in the implementation of this important Strategy.
Ross Milbourne
Vice-Chancellor
Message from the Chairperson of the Wingara Management committee
A feature of the Wingara Strategy from its inception in 1994 has been the involvement of the local Indigenous community as advisers and supporters. The new Wingara Strategy again draws on the depth of experience from a range of Indigenous people representing local and federal government agencies, tertiary education, employment agencies, and most importantly the Aboriginal and Torres Strait Islander community.
I commend UTS for its long-term commitment to Indigenous employment, and look forward to seeing Indigenous staff employed in a broader range of occupations at the University. I am keenly aware that to date the majority of Indigenous staff are employed in roles which support Indigenous programs at UTS. Wingara will signal its success when Indigenous staff are found throughout the University, in both academic and general staff positions.
I look forward to Wingara achieving its goals, and becoming a benchmark program for other institutions.
Debbie Nelson
Chairperson, Wingara Management Committee
Lisa Williams
Indigenous Employment Coordinator
Equity & Diversity Unit
Telephone: 9514 1093
Email: Lisa.Williams@uts.edu.au
Joan Tranter
Indigenous and Cultural Diversity Co-ordinator
Equity & Diversity Unit
Telephone: 9514 1096
Email: Joan.Tranter@uts.edu.au
