Background and Purpose
The University, within the context of its Strategic Plan and Operational Priorities Statement is committed to developing strategies that will maximise opportunities for all Western Australians to access and actively participate in employment. The Workforce Diversity Strategy provides a framework to honour this commitment and is a vehicle for identifying employment priorities and maximising performance through drawing on the widest possible skills pool available and encouraging workforce diversity.
Important Matters
The Strategy has identified three priority areas:
- Indigenous Australians;
- People from culturally and linguistically diverse backgrounds; and
- People with disabilities
The Strategy aims to address diversity in the UWA Staffing profile and acknowledges that not all people have the skills, prior education and/or relevant experience or systemic awareness to move directly into mainstream employment at UWA, or that they can succeed without appropriate support.
Outcome
The paper is presented for noting and canvasses support from all Senior Academic and Administrative Heads. It is anticipated that this support will comprise the implementation of mechanisms within their areas of responsibility that directly support the Strategy eg. resourcing key initiatives, encouraging departments to utilise the Diversity Job Bank when suitable vacancies arise, ensuring all staff undergo diversity training.
Resource Implications
There are some resource implications with respect to implementation of various elements of the Strategy. However, it would not be appropriate to indicate a figure at this stage as the level of resourcing will be determined largely by the extent of participation in the Strategy by different work areas. However, generally speaking, the majority of strategies are resource neutral and the focus is on culture change and adjusting policies and procedures to reflect the objectives of the Strategy.
Implementation Strategy and Timeframe
It is anticipated that the Strategy will be formally launched in March 2001 on International Harmony Day. However, work has already commenced with respect to implementation of strategies outlined in the Plan and, to date, the Faculties of ECEL and Agriculture and the Library and Human Resources have participated in key workforce diversity initiatives (eg. Clerical Traineeships for people with disabilities, Indigenous Cadetship Project).
The Strategy will initially run for a period of two years (ie. 2001–2003) and will be formally evaluated and reviewed at the end of that period.
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