Targeted positions are positions with specific selection criteria that signify that the role has an involvement in issues relating to Aboriginal and Torres Strait Islander people. Typically, these roles will involve direct interaction with Aboriginal and/or Torres Strait Islander students, staff and communities.
Generally, two selection criteria have been used when advertising these positions. The key requirements of the criteria are:
These selection criteria do not raise issues of discrimination under the Racial Discrimination Act 1975, as the employment opportunities advertised in this way remain open to all eligible applicants: they are not restricted to Aboriginal and Torres Strait Islander applicants.
Targeted positions are used to recruit or promote suitably experienced and qualified staff and utilise these two selection criteria to attract applicants with the appropriate skills, attributes and experience that enable them to work effectively and sensitively on Aboriginal and Torres Strait Islander issues and/or with Aboriginal and Torres Strait Islander people.
Advertisements should include a statement like “Aboriginal and/or Torres Strait Islander people are encouraged to apply.”
Special measures are positive actions to assist or protect disadvantaged racial groups. Special measures have some essential characteristics. They must:
The Racial Discrimination Act allows for special measures to be put in place to identify particular opportunities as open only to Aboriginal and Torres Strait Islander applicants. Recruiting under Special measures should be documented as an employment strategy to increase Aboriginal and Torres Strait Islander representation in ACU, and address inequitable employment outcomes experienced by Aboriginal and Torres Strait Islander people.
Applicants under the Special Measures provision should meet three criteria, that they:
The special measures selection criteria should state that the position is open only to Aboriginal and Torres Strait Islander applicants. No other special selection criteria need to be included.
Advertisements should include a statement that the “filling of the position is intended to constitute a Special Measure under section 8(1) of the Racial Discrimination Act 1975.”
Further information on legislative requirements for Special Measures can be found at the Australian Human Rights Commission.
Traineeships are a way to provide study and employment opportunities under a nationally recognised qualification such as a certificate or a diploma. They can be full-time, part-time or school-based and predominately focus on business-based vocational training that run over a one to two-year period.
When considering and developing a position description for a trainee, it not only needs to fit the role and the expectations of the work unit, strong considerations are required around planning for career development for progressing the trainee to a substantive role on successful upon completion. The creation of a traineeship follows ACU’s standard recruitment process which is covered in the procedures.
*Up to $7,700 financial assistance, depending on the trainee’s circumstances
*A training incentive that could be provided based on the trainee’s circumstance and the course undertaken.
Note: Depending on the Registered Training Organisation, the section may be required to pay a training levy of approximately $350 to cover administration costs related to the training.
Trainees are paid a training wage under the National Training Wage Schedule. Alternatively, the trainee may be appointed to a lower level on the HEW scale for the period of the traineeship.
The Manager, Aboriginal and Torres Strait Islander Employment can provide guidance and support throughout the process of recruiting and engaging a trainee such as:
For more information on traineeships, please visit www.aatinfo.com.au/Home.