View Current

First Nations Workforce Policy

This is the current version of this document. To view historic versions, click the link in the document's navigation bar.

Section 1 - Preamble

(1) Charles Darwin University (‘CDU’, ‘the University’) actively celebrates the diversity of all staff, students and visitors. The University is committed to increasing participation, employment and engagement of Australian First Nations people in the University community. To achieve the University’s goal of being the most recognised university for Australian First Nations training, education, and research, the University is committed to increasing the recruitment, engagement, development and retention of First Nations people across all University positions and levels.

Top of Page

Section 2 - Purpose

(2) This policy outlines the principles to support the increased appointment, engagement, development and retention of First Nations people at the University. 

(3) This policy should be read in conjunction with the commitments outlined in the Enterprise Agreement, CDU Strategic Plan 2021 - 2026 and the First Nations Peoples Policy

Top of Page

Section 3 - Scope

(4) This policy applies to all CDU staff and all members of the University community.

Top of Page

Section 4 - Policy

(5) The University is committed to being the employer of choice for First Nations people and will work to attract, recruit, engage, develop and retain First Nations people at all levels to appropriately represent the First Nations population in the Northern Territory.  

(6) The University is committed to embedding First Nations perspectives and knowledge into University core business and to developing employment and engagement strategies and programs that support the career paths of First Nations people.

(7) The University will develop a First Nations Workforce Plan that is responsive to and reflective of, the CDU Strategic Plan 2021 - 2026; and related University First Nations policies, procedures and initiatives underpinned by the following principles:

  1. respect for the cultural/social and religious practices of First Nations Australians; 
  2. recognition of and respect for First Nations ceremonial activities, cultural practices and identity;
  3. recognition of First Nations knowledge as a significant contributor to other bodies of knowledge;
  4. recognition of the scholarship that First Nations staff members bring to the University; and
  5. recognition and protection of First Nations intellectual property and knowledges.

(8) The University will:

  1. increase the number of First Nations people appointed at all levels in the University across professional, academic and research staff cohorts;  
  2. ensure relevant policies and practices support the achievement of relevant employment targets as established in the Enterprise Agreement and successor agreements;
  3. develop targeted attraction and employment initiatives to support the personal and professional development of First Nations staff at all levels throughout the University;
  4. provide increased opportunities for personal and professional development of First Nations people, both internal and external to the University and through the leveraging of new and existing strategic partnerships; 
  5. provide increased opportunities for developing leadership capability for all First Nations professional and academic staff;
  6. ensure work environments are culturally and psychologically safe and foster respect for, collaboration with, and empowerment of, First Nations staff members;
  7. ensure all recruitment practices are culturally appropriate, psychologically safe, flexible, accessible and welcoming to increase First Nations staffing across all positions and at all levels in the University; and
  8. embed First Nations perspectives and knowledges into University core business to guide strategies that support the career paths of First Nations staff both within and external to the University.

(9) In accordance with the Enterprise Agreement, relevant mechanisms will be established to provide general oversight, monitoring and support of the First Nations Workforce Committee with members including:

  1. the Deputy Vice-Chancellor First Nations Leadership or delegate (Chair);
  2. the Director, or delegate of People and Culture;
  3. the Consultant Equity Diversity and Inclusion; 
  4. a delegate of the Union party to the Enterprise Agreement; and
  5. other staff members (predominantly First Nations) as invited by the Chair.
Top of Page

Section 5 - Non-Compliance

(10) Non-compliance with Governance Documents is considered a breach of the Code of Conduct - Staff or the Code of Conduct - Students, as applicable, and is treated seriously by the University. Reports of concerns about non-compliance will be managed in accordance with the applicable disciplinary procedures.

(11) All staff members have an individual responsibility to raise any suspicion, allegation or report of fraud or corruption in accordance with the Fraud and Corruption Control Policy and Whistleblower Reporting (Improper Conduct) Procedure.