6.2.1 Australian Catholic University has a long-standing commitment to full participation of Aboriginal and Torres Strait Islander peoples in higher education. The University will implement the Aboriginal and Torres Strait Islander Peoples Employment Plan in order to increase and maintain the number of Aboriginal and Torres Strait Islander staff employed by the University to 77 FTE or 3.2% of the workforce during the nominal life of the Agreement. This increase is benchmarked from the 42 FTE Aboriginal and Torres Strait Islander peoples employed by the University in June 2022.
6.2.2 The strategies to achieve this target are set out in this clause and in the Aboriginal and Torres Strait Islander Peoples Employment Plan, as varied during the life of this agreement. The strategies will include a focus on increasing the participation of Aboriginal and Torres Strait Islander peoples:
Increasing and enhancing employment opportunities for Aboriginal and Torres Strait Islander Peoples
6.2.3 The University aims to be an employer of choice for Aboriginal and Torres Strait Islander peoples. The University will strive to provide Aboriginal and Torres Strait Islander staff with an environment that supports and nurtures their careers.
6.2.4 As part of its commitment to increase the number of Aboriginal and Torres Strait Islander staff as outlined in clause 6.2.1, the University will increase the number of identified positions for Aboriginal and Torres Strait Islander staff from 30 to 40. Identified positions will be continuing and will be at classifications that reflect the broader staff profile of the University.
6.2.5 Students who are Aboriginal and Torres Strait Islander peoples, and who are accepted into or enrolled in ACU Research Higher Degree Programs in either a Master of Philosophy or Doctor of Philosophy, will be offered employment with the University under the following conditions:
6.2.5.1 fixed-term employment as an academic in their relevant discipline. The level of the appointment will normally be as a Level A Academic but appointment at a higher level may be offered by the University commensurate with experience and credentials;
6.2.5.2 the period of the appointment will be aligned to their enrolment and anticipated completion up to a maximum of 6 years;
6.2.5.3 full-time employment for a part-time student or up to 50% part-time employment for a full-time student. A student (staff member) may request, and the University will not unreasonably refuse, changes to their employment fraction during their employment;
6.2.5.4 the Academic Career Pathway applicable to the appointment will be either teaching and research or research focused as requested by the student (staff member). A student (staff member) may request, and the University will not unreasonably refuse, a variation of their Academic Career Pathway during their employment;
6.2.5.5 the workload allocation for the student (staff member) will include teaching, research and service provided that adequate and appropriate workload is allocated towards supporting completion of the Higher Degree Program;
6.2.5.6 the student (staff member) will be supported to undertake the Graduate Certificate in Higher Education at the expense of the University, however, completion of the program will not be a requirement to achieve probation or further employment in accordance with 6.2.5.7; and
6.2.5.7 following satisfactory progress or successful completion of the research higher degree during the fixed-term appointment and subject to satisfactory performance, the staff member will be offered full-time continuing employment as a teaching and research academic. The University may, at its discretion, offer the staff member continuing employment at any time while they are a student.
6.2.6 The Aboriginal and Torres Strait Islander Graduate Program will continue to operate to provide employment experience in professional staff positions.
6.2.7 The University will report annually to the ACUSCC on the number of staff engaged under clause 6.2 (in accordance with clause 1.13.5(ii) of the Agreement).
Providing Aboriginal and Torres Strait Islander staff with a welcoming and culturally inclusive workplace
6.2.8 The University will include Aboriginal and Torres Strait Islander cultural awareness training as a component of the University's compulsory induction program for new staff.
6.2.9 During the life of the Agreement, the University will take reasonable steps to arrange for all staff, who have not previously completed the Aboriginal and Torres Strait Islander cultural awareness training, to participate in the training. Staff will be encouraged to reattend this training every 24 months.
6.2.10 The University will also provide ongoing, specialised training opportunities which would support staff to apply and incorporate Aboriginal and Torres Strait Islander peoples perspectives and knowledge in their roles.
6.2.11 Cultural or ceremonial duties performed by Aboriginal and Torres Strait Islander staff for or on behalf of the University are recognised as important contributions. Aboriginal and Torres Strait Islander staff may be employed in roles which include such activities as part of their role. Other Aboriginal and Torres Strait Islander staff may be invited and/or wish to contribute to such activities in addition to their role. In the latter case, the staff member will seek the agreement of their supervisor, and will be provided with time release, to perform such agreed activities.
6.2.12 Aboriginal and Torres Strait Islander staff are entitled to utilise Community and/or Personal Leave for the purposes of attending to cultural and/or ceremonial obligations in accordance with clauses 3.3 and 3.10. Where the purpose of the leave is not consistent with the purpose of Community Leave and/or Personal Leave is exhausted, a staff member may apply for paid Extraordinary Leave in accordance with clause 3.6.
6.2.13 In recognition of the increased effectiveness and productivity of staff proficient in Aboriginal and Torres Strait Islander peoples languages, staff who are required to use these languages in the course of their employment will be paid an allowance of:
6.2.13.1 Level 1 - $2500 per annum: Level 1 is an introductory level. This level of proficiency is appropriate for staff who are capable of using minimal knowledge of language for the purpose of communication.
6.2.13.2 Level 2 - $4500 per annum: Level 2 represents a level of ability for the ordinary purposes of general business, conversation, reading, and writing.
For the purpose of this clause 'Aboriginal and Torres Strait Islander peoples language' means a recognised proficiency in any one of the Aboriginal or Torres Strait Islander peoples languages.
The above language allowances will be updated in accordance with the general percentage increases in salaries as set out in sub-clause 2.1.2(b)-(e).
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