ACU 's Aboriginal and Torres Strait Islander People's Plan has three pillars:

  • Attract and retain Aboriginal and Torres Strait Islander Staff
  • Build and develop capability
  • Enhance cultural safety

The Plan contains a range of strategies and initiatives to support staff and position ACU as an employer of choice for Aboriginal and Torres Strait Islander peoples.

All ACU staff are encouraged to consider how they can make an impactful and meaningful contribution to the plan as well as have a role to play in ensuring that their individual actions contribute to a culturally safe place to work and learn.

Dedicated support for staff and manager

Practical and professional support for employment matters is provided by the Manager, Aboriginal and Torres Strait Islander Employment including:

  • Expert advice and support for supervisors in the development of Aboriginal and Torres Strait Islander recruitment and selection initiatives.
  • Specialised induction to support the onboarding of Aboriginal and Torres Strait Islander staff, supervisors and managers.
  • Coordination of initiatives in the Aboriginal and Torres Strait Islander Peoples Employment Plan to support career pathways, employment opportunities and building institutional cultural capability.
  • Facilitating regular meetings of the National Aboriginal and Torres Strait Islander Staff Network providing an opportunity for Indigenous staff members to connect and network on a regular basis.

To reach out for support, please contact the Manager, Aboriginal and Torres Strait Islander Employment.

ACU Enterprise Agreement and policy supports

As part of ACU's commitment to being an employer of choice for Aboriginal and Torres Strait Islander peoples and providing an environment that supports and nurtures careers, there are several benefits available to Aboriginal and Torres Strait Islander staff. Key benefits include:

  • Students enrolled in ACU Research Higher Degree Programs (Master of Philosophy, Doctor of Philosophy and Doctor of Ministry) will be offered fixed-term employment as an academic in their relevant discipline at the start of their candidature
  • The ability to access up to an additional 10 days leave each year to attend to cultural and ceremonial matters
  • A language allowance for staff required to use Aboriginal and Torres Strait Islander peoples languages in the course of their employment. For further information on eligibility and the application process please see the Aboriginal and Torres Strait Islander Language Allowance Guideline
  • The ability to connect with a dedicated First Nations helpline through our employee assistance program for staff that are experiencing specific concerns

Aboriginal and Torres Strait Islander Network

Aboriginal and Torres Strait Islander staff are warmly invited to join the national staff network that meets regularly via Microsoft Teams. Managers and supervisors are expected to support staff's attendance at these forums.

Through this network, Aboriginal and Torres Strait Islander staff have an opportunity to connect with colleagues, receive updates on ACU Indigenous higher education and employment matters and share their views on relevant matters impacting Indigenous staff (for example, providing feedback on initiatives rolling out as part of the Aboriginal and Torres Strait Islander People Plan). Regular updates are provided by the First Peoples' Directorate, First Peoples Curriculum & Teaching, Manager Aboriginal and Torres Strait Islander Employment.

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Page last updated on 03/07/2024

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