Human Resources

Diversity Job Bank

Further information

Workforce Diversity Strategy

The Diversity Job Bank (DJB) is a key component to implementing the Workforce Diversity Strategy.

It is linked to a wide range of employment service providers who work with people from each of the three priority areas:

  • Indigenous Australians
  • people with disabilities
  • people from culturally and linguistically diverse backgrounds

Aims

The DJB aims to provide a comprehensive ‘brokerage’ service for prospective managers who might wish to recruit general staff within their faculties, departments and central administration.

Employment options

Employment options include:

  1. Ongoing employment
  2. Fixed-term employment - generally for a period of up to 12 months.
  3. Casual employment
  4. Traineeships.
    A traineeship is a structured program, approved by the Department of Education and Training, designed to assist employees develop skills in the business administration / information technology areas. The duration of a traineeship is generally between 12 and 18 months and it can be conducted 100 per cent on-the-job or a combination of on-the-job and off-the-job. A Trainee must work at least 20 hours per week and complete a series of training modules against which their progress is assessed. Traineeships attract a generous subsidy and have the dual benefit of being cost-effective and providing an opportunity for skills development for members from the identified priority areas. While there is no obligation to provide ongoing employment at the cessation of the Traineeship, it is regarded as best practice to proactively assist the trainee with obtaining appropriate employment at UWA.
  5. Cadetships.
    The National Indigenous Cadetship Project (NICP) is a Commonwealth Government initiative aimed at improving the professional employment prospects of Indigenous Australians. The NICP involves identifying employers who wish to take on Indigenous cadets and helping those employers to find suitable cadets. The employer is required to:
    • pay the cadet a study allowance while the cadet studies full time (NICP will reimburse the money paid as study allowance up to a maximum limit)
    • provides a paid work experience placement for the cadet for 12 weeks each year. This work experience is usually undertaken between December and February. (Note: NICP does not cover these costs.)
  6. Supported teams.
    This is an initiative designed to support the employment of people with disabilities. The scheme is highly subsidised and operates on a productivity wage arrangement under the principle of a 'fair day's work for a fair day's pay'. The teams generally comprise 2-3 persons who are employed for up to twenty hours per week and are supervised at all times. This initiative is particularly suitable for repetitive and routine tasks and provides an excellent opportunity to meet our social responsibility as an employer.

Recruiting staff through the DJB

There is a range of employment and training options managers and supervisors can adopt with respect to participating in the Workforce Diversity Strategy.

Further details on recruiting staff through the DJB are outlined in the Workforce Diversity Strategy procedures, which is designed to explain the process involved in selecting staff through the DJB, outline the respective roles of Equity and Diversity and Managers, and answer frequently asked questions.