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RECONCILIATION ACTION PLAN

2018 – 2020

ACKNOWLEDGEMENTThe University of Canberra acknowledges the Ngunnawal people as the

Traditional Custodians of the land upon which the University’s main campus sits and pays respect to all Elders past and present.

As a University, we are proud that we live in the country with the world’s oldest continuous living cultures, and we are playing our part to support Aboriginal and Torres Strait Islander peoples to keep these cultures alive and vibrant.

We also pay respect to and celebrate the emerging leaders who, through higher education, will grow the knowledge and qualifications that will equip them for rewarding and influential careers.

UNITED NGUNNAWAL ELDERS CHARTER

( EXTRACT )

Our Unity is a journey of healing. We have taken the first big step and along the path people will join with us

(and leave) but everyone is welcome.

In welcoming people, we know the following to be true:

We need to come together to create our future – one in which everyone has a place where they can feel proud, have dignity, and feel they belong.

That communication is everything and we do this in a supportive way to know more about each other, our history and our culture. These knowledges we make are ours

together, although it belongs not only to us, but it’s also for our kids and grandkids too. And it is for them that we do this work now.

It takes courage to do work for the greater good. We need to learn how to solve problems, include not isolate, to listen with our hearts and speak from our souls.

In this Journey we strive for Unity. We do this by empowering people, creating confidence, self-esteem and room for difference so we can work and laugh together,

moving forward all the while.

We, each and everyone of us, want this; not only for ourselves and our families. We want this, too, for people who need it the most.

CONTENTS2 MESSAGE FROM THE CHANCELLOR

4 MESSAGE FROM THE VICE-CHANCELLOR AND PRESIDENT

6 MESSAGE FROM THE CEO, RECONCILIATION AUSTRALIA

8 OUR VISION

10 OUR STORY

12 OUR PRIORITIES

14 CASE STUDIES

16 OUR PLAN

18 Education

20 Research and innovation

21 Employment and economic development

23 Community engagement

25 Continuing UC’s commitment to reconciliation

29 Governance, tracking and reporting

30 GLOSSARY

31 ANNEXURE – A

32 ANNEXURE – B

1RECONCILIATION ACTION PLAN 2018–2020

MESSAGE FROM THE CHANCELLOR

I am proud and delighted to wear two hats in contributing this message to the University of Canberra Reconciliation Action Plan 2018 – 2020, as Chancellor of the University and as Co-Chair of Reconciliation Australia!

In this plan, my hopes and passion for reconciliation find form in the powerful commitments and critical role of the University in shaping the future of our students and the community.

That role is diverse: to nurture and graduate ever more Aboriginal and Torres Strait Islander students who will enjoy challenging, rewarding and influential careers; to grow awareness and cultural competence in non-Aboriginal and Torres Strait Islander students and the broader community, who will have the knowledge and skills to work with Aboriginal and Torres Strait Islander peoples for a reconciled Australia; to build a strong Aboriginal and Torres Strait Islander research capacity that provides tangible benefits for Aboriginal and Torres Strait Islander communities; and to be an independent voice in service of reconciliation. Leadership, knowledge and independence make a powerful combination towards reconciliation.

This Reconciliation Action Plan is framed to deliver on the progressive commitments of the University’s first Aboriginal and Torres Strait Islander Strategic Plan. Through it, we progress the key dimensions of reconciliation – race relations; historical acceptance; unity, equality and equity; and institutional integrity.

As we move towards a united Australian society that values and recognises Aboriginal and Torres Strait Islander cultures and heritage as a proud part of our shared national identity.

As Universities Australia puts it bluntly, “Universities have historically underperformed against their obligations to Australia’s Aboriginal and Torres Strait Islander peoples”. This is a situation we are committed to redress at the University of Canberra.

We will provide an environment across the university that fosters respect, unity, inclusion, understanding, truth telling and celebration. Our university community will feel safe and confident to share and learn from each other.

With both hats firmly in place, I look forward to the implementation of this important plan by the University community as it makes a powerful, continuing contribution to reconciliation.

Professor TOM CALMA AO Chancellor

My hopes and passion for reconciliation find form in the powerful commitments and critical

role of the University in shaping the future of our students and the community.

2 UNIVERSITY OF CANBERRA

MESSAGE FROM THE VICE-CHANCELLOR AND PRESIDENT

Aboriginal and Torres Strait Islander nations have produced knowledge and passed it on for the benefit of their peoples for thousands of generations.

The measure of that knowledge is that it supports the oldest continuing cultures on Earth, in environments that are both changing and challenging. The land on which the Bruce Campus of the University of Canberra sits was a place of education and training for millennia before European colonisation. We have much to learn from Aboriginal and Torres Strait Islander peoples – the First Australians.

Reconciliation is a journey the University of Canberra is travelling with commitment and velocity. Responsibility for developing and implementing our Reconciliation Action Plan does not lie solely with our Aboriginal and Torres Strait Islander staff, rather involve inputs and outcomes for all (including non-Indigenous) members of the University community.

The University of Canberra launched its inaugural Aboriginal and Torres Strait Islander Strategic Plan in April 2017. The Indigenous Strategy seeks to invest in high impact priorities across education, employment, research, cultural competence and community engagement. These priorities align with the University’s vision for reconciliation and provides focus for the next Reconciliation Action Plan.

In our third Reconciliation Action Plan, you will see a focus on implementing longer-term sustainable strategies and working towards defined targets and goals. These targets, along with other initiatives outlined in our RAP, are ambitious. They also demonstrate our ongoing commitment to Aboriginal and Torres Strait Islander students, staff, communities and organisations. We are determined to establish the University of Canberra as the institution of choice for Aboriginal and Torres Strait Islander students and employees as well as a leading centre of research on matters pertaining to Aboriginal and Torres Strait Islander peoples.

While the University of Canberra and its community pursue reconciliation because it is a fundamental part of our values and future, it is also important to note that the University of Canberra Act identifies reconciliation between Aboriginal and Torres Strait Islander peoples and the wider Australian community, through education and research, as one of the core values and principles of the University. It is a statutory obligation we embrace.

This Reconciliation Action Plan 2018 -2020 was developed by and is owned by the staff and students of the University with the consideration and support of Canberra’s Aboriginal and Torres Strait Islander community. We all share the responsibility for its effective implementation.

Professor Deep Saini Vice-Chancellor and President

Responsibility for developing and implementing our Reconciliation Action Plan does not lie solely with our

Aboriginal and Torres Strait Islander staff, rather involve inputs and outcomes for all (including non-Indigenous)

members of the University community.


MESSAGE FROM THE CEO, RECONCILIATION AUSTRALIA

Reconciliation Australia congratulates the University of Canberra (UC) on its continued commitment to reconciliation as it implements its third Reconciliation Action Plan (RAP).

By implementing this Stretch RAP, the University is applying its passion for inclusivity and accountability to the key pillars of reconciliation – building relationships, practicing respect, and creating opportunities for Aboriginal and Torres Strait Islander peoples.

The University of Canberra’s RAP commitments will have a positive social and economic impact on Aboriginal and Torres Strait Islander peoples, their families, and communities. The commitments are grounded in respectful, strong relationships fostering an environment in which Aboriginal and Torres Strait Islander members of the UC community can thrive.

As a leading higher education institution, the University has a unique opportunity to build a greater understanding of Aboriginal and Torres Strait Islander perspectives and cultures across its student body. By committing to embed First Nations perspectives and pedagogies in the University curriculum, UC is enriching the cultural understanding of its students and shaping the views of future professionals and leaders.

I acknowledge the unique approach UC has taken to the development of its third RAP, organising the Plan around its inaugural Aboriginal and Torres Strait Islander Strategic Plan. This integrated approach supports both the well-being of Aboriginal and Torres Strait Islander students, and the broader, whole-of-university reconciliation objectives detailed in this RAP.

On behalf of Reconciliation Australia, I commend the University of Canberra on this Stretch RAP, and look forward to following its ongoing reconciliation journey.

Karen Mundine Chief Executive Officer Reconciliation Australia

By committing to embed First Nations perspectives and pedagogies in the University

curriculum, UC is enriching the cultural understanding of its students and shaping the

views of future professionals and leaders.


The University of Canberra is committed to leading Australia’s Universities in equity, diversity, inclusion and access.

As part of this commitment, the University of Canberra will contribute – through our education, research, and other activities – to the advancement of reconciliation, and to the building of just, prosperous and sustainable communities which are respectful of our local Aboriginal and Torres Strait Islander heritage.

As the University of Canberra, we will contribute to reconciliation in the community and in national life through the University’s special roles in:

• Creating an environment for a reconciled Australia in which everyone belongs - where all students, all staff and the community support ongoing cultural change that moves us closer toward reconciliation

• Providing genuine opportunities for all students to learn, graduate and enjoy challenging, rewarding and influential careers within respectful environments that address the inequity between Aboriginal and Torres Strait Islander peoples and non – Indigenous Australians

• Collaborating across the University to redesign a curriculum that authentically embeds the truths about Australia’s histories; acknowledges the continuing contributions of Aboriginal and Torres Strait Islander peoples and cultures to contemporary learning and living; and gives non-Indigenous Australian students the knowledge and skills to work with respect in partnership with Aboriginal and Torres Strait Islander peoples

• Working with Aboriginal and Torres Strait Islander communities on research that is based on reciprocity and respectful relationships and create a sense of pride in Aboriginal and Torres Strait Islander histories and cultures

• Serving as an independent voice in support of reconciliation and unity which results in stronger relationships based on trust and respect, free of racism, discrimination and stigma

• Using our procurement to provide opportunities for Indigenous Australian-owned businesses and other businesses that employ Aboriginal and Torres Strait Islander peoples

• Providing increased employment opportunities in Academic and Professional positions across the University, where Aboriginal and Torres Strait Islander peoples are supported to participate equally in a range of opportunities and the unique rights of Indigenous Australians are recognised and upheld.

At the heart of reconciliation is the relationship between the broader Australian community and Aboriginal and Torres Strait Islander peoples. Reconciliation has no meaning if it is not aimed at achieving equality in education, employment and all the important, measurable areas of disadvantage. It has no meaning while Indigenous Australians continue to experience racism and injustice. We cannot think of Australia as reconciled while there continues to be such profound disparity between us.

Our visionWHAT WE HAVE ACHIEVED AND LEARNED SO FARThe University of Canberra has made strong contributions to reconciliation in recent years, while recognising that we are on a journey with some way to go.

Through our efforts to date and guided by two former Reconciliation Action Plans, we have:

• Established a new Office of Aboriginal and Torres Strait Islander Leadership and Strategy and appointed an inaugural Aboriginal Dean

• Established the University of Canberra Collaborative Indigenous Research Initiative, supporting research projects, scholarships, conferences, visitors and seminars

• Appointed four Aboriginal professors to the University in addition to other academic and professional staff

• Established an Aboriginal and Torres Strait Islander Advisory Group

• Established a Reconciliation Action Plan Implementation Committee

• Appointed an Elder in Residence to the Ngunnawal Centre

• Appointed an Indigenous Athlete in Residence

• Launched our first Aboriginal and Torres Strait Islander Strategic Plan

• Participated fully in National Reconciliation Week and NAIDOC Week celebrations and events

• Partnered with CareerTrackers to create internship opportunities for UC’s Aboriginal and Torres Strait Islander students

• Embedded Welcome to Country and/or Acknowledgement of Country into University ceremonies and meetings.

Along the way, we have achieved most of the actions that we committed o in our previous Reconciliation Action Plan.

We have learnt the importance of directing resources to support our goals and the need for specific measures and monitoring to track our progress. We have also learnt that often we do not have the understanding or data and must first invest in informing ourselves before informing and implementing action.

We have learnt the importance of focussing our activities on key goals, of devolving and specifying responsibility for action and that strong leadership and championing are a critical underpinning. We have moved from compliance to commitment, to a position where reconciliation between Aboriginal and Torres Strait Islander peoples and the wider Australian community is universally seen as integral to the further development of the University of Canberra.

Most importantly we have learned that when reconciliation becomes a natural process, which is not spoken about but is displayed daily within every action by individuals and groups, then we can achieve greater equality. When we all work together, in unity, we bring a greater understanding of each other.


The University of Canberra was founded on land of the Ngunnawal people, in the Canberra suburb of Bruce, in 1968.

Beginning as the Canberra College of Advanced Education, we pioneered a new style of education. Becoming a University in 1990, we have continued our focus on practical applied education to produce job-ready graduates and research programs aimed at solving practical problems and enriching the lives of the societies in which we live and work.

The University of Canberra is committed to serving the Australian and international community through professional education and high-quality and high-impact research that makes an early and significant difference to the world around us. Ground-breaking discoveries by our researchers have contributed to the formation of successful commercial, advisory, and social enterprises. The University’s Strategic Plan for 2018-2022 highlights the University’s commitment to become a national sector leader in equity, diversity, inclusion and access.

As a university anchored in Australia’s capital, we work with government, business and industry to serve our communities and nation and to be the capital’s educational window to the world. From this vantage point we challenge the status quo in a relentless pursuit of original and better ways to teach, learn, research, and add value – locally and internationally. As at 1 April 2018 the Full Time Equivalent (FTE) of our continuing and fixed term workforce (both Academic and Professional) was 964. The University of Canberra currently employs 26 Aboriginal and Torres Strait Islander staff. In addition, at August 2017, the University of Canberra had 255 students who identify as Aboriginal and/or Torres Strait Islander.

The university has a long history of having Indigenous Australians on the governing Council and currently has the only Aboriginal Chancellor in Australia.

The University is uniquely placed to demonstrate respect for, and appreciation of Aboriginal and Torres Strait Islander peoples and cultures, as an advocate for representing and promoting Aboriginal and Torres Strait Islander peoples and cultures nationally and to the world. We are a university with a true global footprint and proud to be recognised as a leader in equity and social justice. In 2018, we have more than 17,000 students from over 100 countries enrolled with us, at our main campus in Bruce in the ACT and across our other campuses in Brisbane, Sydney, Melbourne, Hong Kong, mainland China, Singapore and Bhutan. Our 82,000 alumni hold influential positions in the public and private sectors in 120 countries.

In the State of Reconciliation in Australia report, Reconciliation Australia draws on international comparative research into reconciliation experiences in other countries to identify five key dimensions of reconciliation: race relations, equality and equity, institutional integrity, unity, and historical acceptance. The University of Canberra has taken important steps to strengthen our commitment to equality in the workplace and is one of 120 organisations nationwide and one of just two in the ACT to be named a 2017-18 Employer of Choice for Gender Equality. The University of Canberra’s 50/50 by 2030 Foundation aims to empower gender equality in the region. Established last year, the Foundation’s vision is for men and women to be equally represented in public leadership roles throughout Australia and across the region. In addition, the University is also a White Ribbon Accredited Workplace and a Breastfeeding Friendly Workplace.

To foster reconciliation in the equality and equity context the University of Canberra encourages the partnership of Aboriginal and Torres Strait Islander peoples in the design and evaluation of our policies, programs and services, to ensure they are accessible – and that these partnerships are appropriately resourced.

The University is uniquely placed to demonstrate respect for, and appreciation of, Aboriginal and Torres Strait Islander peoples and cultures.

Image: the University Foundation Stone, which was unveiled by the honourable J.G. Gorton, M.P., Prime Minister of Australia, on 28 October 1968, to mark the establishment of the Canberra College of Advanced Education.

Our story


Reconciliation can seem a big process and many people do not know how to take action. But it is through the small everyday acts where everyone at the University can get involved and make a difference.

It can involve actions by staff and students, such as attending an Aboriginal and Torres Strait Islander cultural event, attending cultural awareness training, acknowledging Traditional Owners, standing up against racism, reading a book by an Indigenous Australian author, or larger commitments such as purchasing products from Indigenous-owned businesses or employing Aboriginal and/or Torres Strait Islander peoples.

Through our inaugural Aboriginal and Torres Strait Islander Strategic Plan 2017 – 2021, the University of Canberra has set out ambitious goals to contribute to reconciliation:

STUDENT COMPLETIONBy 2021 the University aspires to increase Aboriginal and Torres Strait Islander undergraduate completion rates in line with the broader UC community.

ABORIGINAL AND TORRES STRAIT ISLANDER EMPLOYMENTBy 2021 the University will achieve parity in employment – that is, the proportion of Aboriginal and Torres Strait Islander employees at UC will match their proportion of the Australian society.

CULTURAL COMPETENCYBy 2021 all University graduates and staff will aspire to cultural competency.

ABORIGINAL AND TORRES STRAIT ISLANDER RESEARCH CAPACITY BUILDINGBy 2021 the University will have Aboriginal and Torres Strait Islander Higher Degree by Research (HDR) candidates and academics in all faculties and institutes.

In this Reconciliation Action Plan, we set out the activities, measures and responsibilities that will move us towards achievement of these goals and embedded in everyday practice. We also set out our plans in relation to:

PROCUREMENTWhere we will incorporate agreed and appropriate elements of the Commonwealth Indigenous Procurement Policy and achieve a 3% procurement target by 2021.

NAIDOC WEEK, RECONCILIATION DAY (ACT) AND NATIONAL RECONCILIATION WEEKWhen the University will arrange and host a variety of activities and events for students, staff and the wider community.

Our priorities


Case studies

In 2017, the Office of Aboriginal and Torres Strait Islander Leadership and Strategy hosted Dr Anita Heiss as a Postdoctoral Fellow (Writing and Indigenous Studies); in conjunction with UC Collaborative Indigenous Research Initiative Visitor Program and the Faculty of Arts and Design (FAD). Dr Heiss is a renowned Wiradjuri author of both fiction and non-fiction books.

As part of Dr Heiss’ research with the University of Canberra, she worked with Arrente students from Ltyentye Apurte community to develop a greater love of literacy and art. Students gained insight into how books are created through each step of the process – writing, editing, production, release, providing them a better understanding and appreciation of literature and literacy.

The students produced the picture book Apmere Atyenhe Ltyentye Apurte (Our Home Santa Teresa), a collection of writing created during workshops run at Ltyentye Apurte Catholic School by Dr Anita Heiss and Leecee Carmichael – with

the support of the University of Canberra, and in collaboration with Gilimbaa Creative Agency. Dr Heiss and Ms Carmichael also demonstrated to the students the diversity of First Nations peoples (coming from cities with coastal and regional ties) and both women acted as role models in terms of education and self-employment.

This project reinforces the University commitment to quality literacy programs for remote communities. Improving literacy skills among Aboriginal and Torres Strait Islander students increases their life opportunities and enhances their wellbeing. Working together bringing children into the creative process of storytelling and building the capacity of students in literacy and book production is another step closer to reconciliation in Australia.

Thanks to the enthusiasm the students have for storytelling; their book gives readers all around the country a wonderful insight into their lives in Ltyentye Apurte and all that matters to them. The student’s stories and illustrations demonstrate the life experiences of the young authors in their community, including what they do for fun, their happiest moments, who their heroes are and what places they consider special or sacred to them.

APMERE ATYENHE LTYENTYE APURTE (OUR HOME SANTA TERESA)


In March 2017 the University of Canberra facilitated an opportunity through the Athlete in Residence program to include an Aboriginal and Torres Strait Islander athlete.

Yuin woman, Beki Smith, was appointed as our first Indigenous Athlete in Residence. Throughout the year Ms Smith worked side by side with staff and students, giving them an opportunity to learn from her experiences as a professional athlete and Olympic race walker.

The UC Athlete in Residence program commenced in 2014 and is a cross-university initiative led by the Faculty of Health. The twin objectives of the Athlete in Residence program are to enhance the reputation of the University of Canberra as an innovative university with a strong focus on sport, and to enrich the experiences of staff and students in sport-related areas through access to an elite Athlete in Residence.

Building lasting, meaningful relationships with Aboriginal and Torres Strait Islander peoples and sharing their cultures and experiences is integral to reconciliation at the University of Canberra. Through this approach, the Athlete in Residence initiative ensured Aboriginal and Torres Strait Islander representation is provided to contribute to the planning and execution of community engagement RAP initiatives and learning opportunities for staff and students.

It’s a special honour to be taking on this role,” Ms Smith, who made her Olympic debut in London in 2012, said. “As the first Indigenous Athlete in Residence, it’s historic and I’m really proud to be here.

“It’s about closing the gap – that means a lot to me and it’s hard to not get emotional. Hopefully, I can pave the way for other Indigenous athletes to have opportunities like this.”

UC APPOINTS FIRST INDIGENOUS ATHLETE IN RESIDENCE


The University of Canberra is continually refining and evolving our approach to reconciliation based on our growing understanding of the most effective ways we can collaborate with Aboriginal and Torres Strait Islander peoples and their communities.

The University of Canberra supports the Universities Australia Indigenous Strategy 2017-2020 to support Aboriginal and Torres Strait Islander students throughout their entire University journey and lift rates of enrolment and completion. This includes setting targets of equal success and completion rates for Aboriginal and Torres Strait Islander students and non-Indigenous students over the next decade. We will continue to build the University of Canberra’s inclusive, culturally diverse community where Aboriginal and Torres Strait Islander peoples, values and perspectives are at the core of all activities for all members of the University community to meaningfully engage with and celebrate.

WHY WE ARE DEVELOPING A RAPThis is the third Reconciliation Action Plan (RAP) for the University and our first ‘Stretch’ RAP. We have developed this RAP to set out how we will work towards reconciliation over the next three years. The plan describes the outcomes we will pursue and the actions to achieve them, together with how we will measure, monitor and report our progress. The former two RAP’s for the University embraced reconciliation as a journey for the whole University. We recognise that we need to continually raise awareness on our reconciliation commitments by promoting the RAP to all students, staff and the community, and provide opportunities to engage in cultural awareness training along with building sustainable frameworks to embed cultural change within our whole University.

HOW WE DEVELOPED THIS RAPThe development of this RAP has involved many individuals across the University and in the wider community. We began with a meeting of the Reconciliation Action Plan Implementation Committee (RAPIC) to identify the need, scope the work and agree our approach.

We agreed to 2 key aspects of this RAP:

• First, that we would adopt a university-led approach to developing the RAP, involving key senior managers across the University who have a role in our Indigenous Strategy and in reconciliation; and

• Second, that it would contain much of the implementation plan for the University of Canberra Indigenous Strategy, as well as our wider reconciliation commitments.

The structure of this RAP is shaped by those decisions:

• We have organised our plan around the key outcome areas of: education; research and innovation; employment and economic development; community engagement; and ongoing commitment to reconciliation

• We have also captured detailed supporting activities of the very substantial work across the University in support of reconciliation.

We worked closely with Reconciliation Australia in taking this approach and on the form and content of our RAP, to ensure that this RAP is aligned with Reconciliation Australia’s vision to: to inspire and enable all Australian’s to contribute to the reconciliation of the nation.

As a first step in development, we consulted a wide range of external Aboriginal and Torres Strait Islander organisations and individuals with connections and interests in UC, asking what they would like to see and what they considered were important actions to include in the RAP. The meeting was facilitated by the Chair of our Aboriginal and Torres Strait Islander Advisory Group. We also consulted our Aboriginal and Torres Strait Islander Staff Network, seeking their views on the important issues for our new RAP.

Approximately thirty employees university-wide formed the drafting group for the RAP. Other aspects of the process to develop the RAP included regular meetings with the Dean of Aboriginal and Torres Strait Islander Leadership and Strategy and the RAP sponsor, the Deputy Vice-Chancellor, Research and Innovation. We also held several RAPIC meetings to monitor progress, to consider issues as necessary, and to reflect on lessons learnt from and achievements in our previous RAP.

Our plan


GOVERNANCE AND CHAMPIONING OF OUR RAPOur RAP is championed by the University’s RAP Implementation Committee (RAPIC) Annexure A, chaired by the Deputy Vice-Chancellor, Research and Innovation, who also oversees its development and reports on its implementation. We plan to restructure the membership of the RAPIC to form a new committee that will oversee both the implementation of the RAP and the Aboriginal and Torres Strait Islander Strategic Plan.

At the governance level the University draws on its Office of Aboriginal and Torres Strait Islander Leadership and Strategy and the Aboriginal and Torres Strait Islander Advisory Group to provide strategic advice on the development of the RAP and issues of importance to Aboriginal and Torres Strait Islander peoples.

Three other governance mechanisms are important to the successful implementation of this RAP:

• The UC Collaborative Indigenous Research Initiative Executive Committee is an academic group with a required majority Aboriginal and Torres Strait Islander membership, who oversee the development and implementation of the UC CIRI Strategic Plan, supporting development of Aboriginal and Torres Strait Islander research capacity.

• The Indigenous Completions Task Force is a new body established by this RAP, tasked with driving Aboriginal and Torres Strait Islander undergraduate completions at UC to parity with the wider University cohort, effectively doubling the annual completion rate by 2021.

• The Aboriginal and Torres Strait Islander Employment Committee, which oversees and reports on progress in achieving our employment objectives.

We will continue to build the University of Canberra’s inclusive, culturally diverse community where Aboriginal and Torres Strait Islander peoples, values and perspectives are at the core of all activities for all members of the University community to meaningfully engage with and celebrate.


University of Canberra will advance our commitment to Aboriginal and Torres Strait Islander success and collaborate university-wide to implement high-impact educational practices as well as innovative approaches that address the specific needs of all UC students.

University of Canberra is committed to Aboriginal and Torres Strait Islander student success, beginning with our admissions decisions and continuing through graduation and beyond.

Our unifying goal is to provide all Aboriginal and Torres Strait Islander students with the resources and support necessary to reach their academic potential. By 2021 the University aspires to increase Aboriginal and Torres Strait Islander undergraduate completion rates to be in line with the broader UC community. This goal will require an increase in annual completion rates from 12% to 23%.

OBJECTIVE 1Increase Aboriginal and Torres Strait Islander student recruitment, retention and progression and improve completion rates annually.

ACTION TIMELINE IMPLEMENTATION EXECUTIVE SPONSOR VALUE

RECRUITMENT

1.1 Update and apply our Aboriginal and Torres Strait Islander student recruitment strategy. Maintain intake of at least 55 Aboriginal and Torres Strait Islander students and increase undergraduate completion rates.

Review: May 2018–2020

Director, Ngunnawal CentreDirector, Global Student Recruitment

DVC & VP Academic

1.2 Identify all units that incorporate significant Aboriginal and Torres Strait Islander peoples content or material in the Courses and Units database.

Complete: FAD & BGL Dec 2018; University-wide Dec 2019Review: Mar 2020

Director, Teaching & Learning

DVC & VP Academic

RETENTION

1.3 Develop and implement an Aboriginal and Torres Strait Islander internship program.

Complete: Mar 2019Review: Sept 2019

Director, Student Connect in collaboration with Dean, OATSILS

DVC & VP Students & Partnerships

PROGRESSION

1.4 Develop a mentoring program to provide specialised support for Aboriginal and Torres Strait Islander students.

Complete: July 2019Review: Sept 2019

Director Student Connect Directorate

Dean, OATSILS

1.5 Endorse and implement the Indigenous Completions Taskforce, as the principal mechanism driving an increase in Aboriginal and Torres Strait Islander retention, progression and completion numbers.Meet at least four times per year to ensure all practical steps are being taken to ensure improvements to retention and progression and completion rates.

May 2018

May, July, Sept, Nov 2018-2020

Dean, OATSILS DVC & VP Academic

1.6 Develop and fund a research project to understand the factors for Aboriginal and Torres Strait Islander student attraction, retention, completion.

Sept 2019 Dean, OATSILS DVC & VP Research & Innovation

EDUCATION

LEGEND Opportunities Respect Relationships Tracking


OBJECTIVE 2Embed Aboriginal and Torres Strait Islander perspectives and pedagogies in the University curriculum.


2.1 As part of the Curriculum Review Program 2017-2022 - all courses that emerge from the Curriculum Review process will:

– acknowledge the perspectives of Aboriginal and Torres Strait Islander peoples;

– include relevant disciplinary content developed by and about Aboriginal and Torres Strait Islander peoples; and

– develop UC students’ experience of Aboriginal and Torres Strait Islander peoples ways of learning and knowing.

Dec 2019 Director Teaching & Learning

DVC & VP Academic

2.2 Incorporate explicit reference to Aboriginal and Torres Strait Islander peoples cultural competency and engagement with Aboriginal and Torres Strait Islander cultures, including ways of being, knowing, and learning within the UC Graduate Attribute Statement.

Complete: Dec 2018Review: Feb 2019-2020

Dean, OATSILS DVC & VP Academic

2.3 Develop and implement an Aboriginal and Torres Strait Islander peoples ways of knowing and learning strategy to reinforce curriculum design and delivery in all disciplines across the university to holistically enrich the learning experience for all UC students.

July 2018 Director Teaching & Learning

DVC & VP Academic

OBJECTIVE 3Engage with University of Canberra Aboriginal and Torres Strait Islander alumni to encourage and facilitate building leadership capacity.


3.1 Establish an Aboriginal and Torres Strait Islander an informal network of the University of Canberra Alumni and host one annual reception.

Aug 2018 Deputy Director Advancement

Vice-Chancellor


The University of Canberra will continue to significantly grow its Aboriginal and Torres Strait Islander research capacity.

Conducting co-designed and collaborative research to benefit Aboriginal and Torres Strait Islander peoples and non-Indigenous people alike through our ongoing commitment to the UC Collaborative Indigenous Research Initiative and moving to develop an Aboriginal and Torres Strait Islander-led research institute.

The University of Canberra is committed to ethical research practice and meaningful partnerships with Aboriginal and Torres Strait Islander communities, organisations and individuals based on mutual respect, reciprocity and equality in every phase of research to ensure that Aboriginal and Torres Strait Islander peoples cultural and intellectual property is respected and upheld throughout the research process. By 2021 the University will have Aboriginal and Torres Strait Islander Higher Degree by Research (HDR) candidates and academics in all faculties and institutes.

OBJECTIVE 4Create opportunities for Aboriginal and Torres Strait Islander peoples to enhance research capacity and performance and grow postgraduate students and research careers.


4.1 Submit at least one nationally competitive grant and Aboriginal and Torres Strait Islander research proposal annually e.g. ARC.

Review: Apr 2018-2020

Director, Research Services

DVC & VP Research & Innovation

4.2 Hold a biennial symposium on Aboriginal and Torres Strait Islander research.

Review: Jul 2019

Dean, OATSILS DVC & VP Research & Innovation

4.3 Establish and award 2 tailored scholarships each year for UC Aboriginal and Torres Strait Islander postgraduate students.

Review: Sept 2018-2020

Academic Director, Graduate ResearchCo-Chairs, UC CIRI

Dean, OATSILS

4.4 Identify and establish 5 mentor and mentee relationships for Aboriginal and Torres Strait Islander early career researchers.

July 2018 Academic Director, Graduate Research


OBJECTIVE 5Continued commitment to establish an Indigenous research institute.


5.1 Collaborate with our UC CIRI network to expand the network and harness the Aboriginal and Torres Strait Islander professoriate to create an Aboriginal and Torres Strait Islander-led Research Institute.

Dec 2020 Dean, OATSILS DVC & VP Research & Innovation

RESEARCH AND INNOVATION



EMPLOYMENT AND ECONOMIC DEVELOPMENT

University of Canberra will expand the range of Aboriginal and Torres Strait Islander peoples employment opportunities with a focus on increasing and retaining Indigenous Australian representation across the University.

By 2021 the University aspires to achieve parity in employment so that 3% of staff across the University will be Aboriginal and Torres Strait Islander peoples.

University of Canberra will ensure we increase the rate of purchasing from Aboriginal and Torres Strait Islander enterprises, to encourage Indigenous economic development and strengthen the Indigenous Australian business sector. Strengthening the Indigenous Australian business sector will also have a significant flow-on impact on Aboriginal and Torres Strait Islander employment at the University of Canberra and longer term sustainable relationships with Indigenous Australian entrepreneurs.

OBJECTIVE 6Increase Aboriginal and Torres Strait Islander recruitment and retention.


6.1 Increase employment for Aboriginal and Torres Strait Islander peoples from the current level of 1.2 per cent (continuing and fixed term staff) to 3 per cent by December 2020.

3.0% - Dec 2020 Chief Executive, People & Diversity

Chief Executive, People & Diversity

6.2 Review and update Aboriginal and Torres Strait Islander employment strategy to include:

– employment targets – measurable and meaningful activities to increase Aboriginal

and Torres Strait Islander staff attraction/retention – culturally responsive and inclusive work practices including a review

of culturally appropriate recruitment and selection processes – advertisement of all vacancies in Aboriginal and Torres Strait

Islander media – establishment of university-wide talent pool

Aug2018 Deputy Director, Strategy & Talent


OBJECTIVE 7Create opportunities to empower Aboriginal and Torres Strait Islander staff through employment initiatives and learning and development.


7.1 Engage with existing Aboriginal and Torres Strait Islander staff to review and update current Aboriginal and Torres Strait Islander employment and retention strategies, including professional development.

Sept 2018 Deputy Director, Strategy & Talent


7.2 Provide career development opportunities for Aboriginal and Torres Strait Islander employees (including mentoring and individualised staff learning and development plans). Identify and establish 10 new mentor and mentee relationships in 2019 and 2020.

July 2018 Deputy Director People & DiversityDean, OATSILS



OBJECTIVE 8Increase Aboriginal and Torres Strait Islander supplier diversity.


8.1 By the end of 2021, UC will procure at least 3% of its available annual procurement of goods and services (either by value or by number of procurements) from Aboriginal and/or Torres Strait Islander-owned businesses.

1.0% - Dec 20182.0% - Dec 2019

Director, Finance & Business Services

DVC & VP Finance & Infrastructure

8.2 Promote procurement opportunities to Aboriginal and Torres Strait Islander businesses, to facilitate the achievement of UC’s procurement targets.




8.3 Develop and incorporate an Aboriginal and Torres Strait Islander procurement strategy into the existing Procurement policy, which includes any agreed and appropriate elements of the Commonwealth Indigenous Procurement Policy including providing procurement officers with an opportunity to select tender with one or more Indigenous-owned SMEs to procure goods and services on agreed value for money selection and evaluation criteria.

Complete: Mar 2018Review: Sept 2018



8.4 Review and assess the benefits of UC becoming a member of Supply Nation to access expert support to achieve the procurement goals in the UC Reconciliation Action Plan and to ensure that the Indigenous businesses UC engages with are bona fide; with a view to joining Supply Nation by June 2018 if it is deemed appropriate.

June 2018 Director, Finance & Business Services




COMMUNITY ENGAGEMENT

University of Canberra will build reciprocal engagement with Aboriginal and Torres Strait Islander peoples, to ensure that the University community feels a sense of pride and opportunity through their engagement with Aboriginal and Torres Strait Islander peoples, perspectives and contributions.

Critical to achieving this objective is the building of meaningful and sustainable relationships. By 2021 all University graduates and staff will aspire to cultural competency.

OBJECTIVE 9Provide a work environment that promotes reconciliation, eliminates racism, is culturally safe, sensitive and supportive to all employees, students and the community.


9.1 Develop and promote Aboriginal and Torres Strait Islander cultural protocols and communication resources for the University (including a contact point for organising a Welcome to Country).

Review: May 2018-2020

Dean, OATSILS Vice Chancellor

9.2 All senior executive staff will complete cultural competency training. Review: September 2018-2020

Chief Executive People & Diversity

Vice Chancellor

9.3 Acknowledgement of Country statement is included in corporate documents, as appropriate.

June 2018 Director Marketing Vice Chancellor

9.4 Review existing cultural awareness training and develop a strategy for our staff (including ongoing refresher training) which defines cultural learning needs of employees in all areas of our business and considers various ways cultural learning can be provided (e.g. online, induction trainings, face to face workshops or cultural immersion). 100% of University staff will receive cultural awareness training by 2021.

May 2019 Chief Executive People & DiversityDean, OATSILS

Vice Chancellor

9.5 All relevant individual staff performance plans include actions that contribute to meeting the RAP targets and where relevant other planning documents include commitments towards achieving the RAP.

Review: September 2018-2020

Deputy Director People & Diversity


9.6 Expand welcoming, inclusive and educative spaces that celebrate Aboriginal and Torres Strait Islander cultures and Country including the development of a cultural remembrance grove and enhanced accommodation for the Ngunnawal Centre.

July 2019 Associate VP, Campus EstateDean, OATSILS

DVC & VP Finance & Infrastructure


OBJECTIVE 10Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes.


10.1 Develop and implement an engagement plan to work with Aboriginal and Torres Strait Islander stakeholders.


10.2 Maintain the UC ‘Partnership Database’ to assess and identify Aboriginal and Torres Strait Islander partnerships and agreements.


Manager, Partnerships Development

Associate VP Innovation & Strategic Initiatives

10.3 Create a place that Aboriginal and Torres Strait Islander entrepreneurs can create a business community – offering peer support, access to office space, formal business support and the establishment of the Business Yarning Circles.

Dec 2018 Associate Vice- President Innovation & Strategic Initiatives


10.4 Identify opportunities to develop at least one strategic partnership per year with Aboriginal and Torres Strait Islander communities in either local, remote, rural and coastal regions to build mutual capacity.



OBJECTIVE 11Demonstrate respect for Aboriginal and Torres Strait Islander histories, cultures and contributions in higher education.


11.1 Acknowledge Aboriginal and Torres Strait Islander cultures, in ways deemed appropriate after consultation with the Aboriginal and Torres Strait Islander Advisory Group and the united Ngunnawal Elders Council, including graduation ceremonies, public art, communication material and plaques and monuments at significant areas on campus.

July 2018 Dean, OATSILSDirector, Marketing Associate Vice- President Campus Estate

Vice Chancellor

11.2 All staff email signatures to include an Acknowledgement of Country.

July 2018 Director, Marketing Vice Chancellor



CONTINUING UC’S COMMITMENT TO RECONCILIATION

University of Canberra will ensure that University programmes and policies are relevant, and accessible, to Aboriginal and Torres Strait Islander peoples, and enriching for all members of the University community.

Respecting and valuing the experiences, perspectives and cultures of Aboriginal and Torres Strait Islander peoples is fundamental to the University of Canberra building a diverse education, research and workplace culture.

Reconciliation leadership will not reside in senior management alone, but will come from interactions among managers, work teams, and employees, as well as employee representatives, all of whom bring new ideas and new ways of doing things to the task of achieving improved outcomes for Aboriginal and Torres Strait Islander peoples.

OBJECTIVE 12RAP Implementation Committee (RAPIC) actively monitors RAP development and implementation of RAP and the UC Aboriginal and Torres Strait Islander Strategic Plan.


12.1 Oversee the development, endorsement and launch of the RAP. Apr 2018 DVC Research & Innovation

DVC Research & Innovation

12.2 Ensure there are Aboriginal and Torres Strait Islander people on the RAP Implementation Committee.




12.3 Meet at least four times per year to monitor and report on RAP and Indigenous Strategy implementation; and critically and actively evaluate next steps.

Mar, June, Sept, Dec 2018-2020



12.4 Appoint a senior executive RAP Champion and senior managers across the University to lead RAP implementation.

Mar 2018 Vice-Chancellor Vice-Chancellor

12.5 Review Terms of Reference for RAPIC in consideration of its broader strategic role.

Review: Dec 2018-2020

Dean, OATSILS DVC Research & Innovation


OBJECTIVE 13Raise internal and external awareness about the University of Canberra’s Aboriginal and Torres Strait Islander strategic commitments.


13.1 Develop and implement a communication plan to raise awareness of the RAP and the UC Aboriginal and Torres Strait Islander Strategic Plan commitments and promote to all internal and external stakeholders.

Complete: June 2018Review: June 2019

Dean, OATSILS DVC Research & Innovation

13.2 Celebrate Aboriginal and Torres Strait Islander peoples’ successes through profiling of students and staff through UC media, website, publications, annual reports and other relevant marketing material.

Review: Mar & Oct 2018-2020

Dean, OATSILSDirector, Marketing


13.3 Develop and implement a plan to engage and inform key internal stakeholders of their responsibilities in the delivery of UC RAP outcomes (including senior leaders).

Apr 2018 DVC & VP Research & Innovation


13.4 Collate and publish online a list of dates of significance to Aboriginal and Torres Strait Islander peoples, and to reconciliation in Australia.

Complete: May 2018 Review: Feb 2019-2020


OBJECTIVE 14Contribute to the protection of Aboriginal cultural heritage by always respecting its presence in the landscape and considering carefully how to minimise impact on the land where the University of Canberra is situated.


14.1 All future campus development plans on land owned or managed by the University of Canberra will undertake a cultural heritage assessment.


Associate Vice- President Campus Estate

Vice Chancellor

14.2 Future campus development works that may harm an Aboriginal and Torres Strait Islander object or a declared Aboriginal and Torres Strait Islander place must investigate, assess, report and mitigate the harm that may be caused by the proposed activity.



Vice Chancellor

14.3 All reasonable and practicable measures will be taken by the University of Canberra to ensure infrastructure activities do not harm Aboriginal and Torres Strait Islander cultural heritage.



Vice Chancellor



OBJECTIVE 15Review the naming conventions applied throughout the campus.


15.1 Prepare discussion paper for consideration by the Environment and Works Committee to form the basis of a comprehensive naming policy.

– As part of this policy, Campus Estate will recommend a default position of naming new streets with Ngunnawal words (or other Aboriginal and Torres Strait Islander language groups if appropriate) unless compelling reasons exist for another name (e.g. to honour an important deceased scholar or benefactor of the University).

– Any such naming will be done in consultation with the ACT Government (to ensure that an existing street name is not re-used) and subject to approval of the University of Canberra Reconciliation Action Plan Implementation Committee, with advice from the Office of Aboriginal and Torres Strait Islander Leadership and Strategy.



Vice Chancellor

15.2 Seek other opportunities to use appropriate Aboriginal and Torres Strait Islander words (especially those from the Ngunnawal language) for other facilities, areas, ovals and the like.



Vice Chancellor

OBJECTIVE 16Celebrate and acknowledge the importance of National Reconciliation Week (NRW).


16.1 The University of Canberra will arrange a variety of internal National Reconciliation Week (NRW) events organised by a host Faculty, Institute of Business Unit on an annual rotating basis.

Review: Mar 2018-2020

DVC – Research & Innovation

Vice Chancellor

16.2 Two Reconciliation Awards (1 x individual & 1 x group) established for staff contributions towards outcomes in the Reconciliation Action Plan and/or the Aboriginal and Torres Strait Islander Strategic Plan initiatives that demonstrate mutually beneficial relationships between non-Indigenous and Aboriginal and Torres Strait Islander peoples.


DVC – Research & Innovation

Vice Chancellor

16.3 Encourage students, staff and senior leaders to participate in events to recognise and celebrate NRW.

27 May – 3 June 2018-2020


Vice Chancellor

16.4 Ensure RAPIC participates in two external NRW events each year. 27 May – 3 June 2018-2020




OBJECTIVE 17Celebrate NAIDOC Week and provide opportunities for Aboriginal and Torres Strait Islander staff to engage with culture and community during NAIDOC Week.


17.1 The University of Canberra will arrange a variety of NAIDOC events with a specific focus on community engagement.

1-7 July 2018-2020

Director Marketing Dean, OATSILS

17.2 Provide opportunities for all students and staff to participate in NAIDOC Week events.

1-7 July 2018-2020


Vice Chancellor



GOVERNANCE, TRACKING AND REPORTING

OBJECTIVE 18Report RAP achievements, challenges and learnings to Reconciliation Australia for inclusion in the RAP Impact Measurement Report.


18.1 Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia.

Review: September 2018-2020



18.2 Investigate participation in the RAP Barometer. May 2018, 2020 DVC & VP Research & Innovation


18.3 Develop and implement systems and capability needs to track, measure and report on RAP activities to continue to strengthen these activities and their impacts over time.

Mar, June, Sept, Dec 2018-2020



18.4 Investigate opportunities to measure and strengthen the impact of RAP activities.


OBJECTIVE 19Report RAP achievements, challenges and learnings internally and externally.


19.1 Publicly report UC RAP achievements, challenges and learnings. Sept 2018-2020 DVC & VP Research & Innovation


19.2 Communicate twice a year updates on RAP progress to all staff. May & Nov 2018-2020



OBJECTIVE 20Review, refresh and update RAP.


20.1 Liaise with Reconciliation Australia to develop a new RAP (2021-2023) based on learnings, challenges and achievements.

Complete: Jan 2020


20.2 Submit draft RAP (2021-2023) to Reconciliation Australia for formal endorsement.

Complete: Sept 2020



ACRONYM MEANING

ARC Australian Research Council

BGL Faculty of Business, Government and Law

CIRI Collaborative Indigenous Research Initiative

CSIRO Commonwealth Scientific and Industrial Research Organisation

DVC & VP Deputy Vice Chancellor & Vice President

FAD Faculty of Arts and Design

HDR Higher Degree by Research

IAE Institute for Applied Ecology

PhD Doctor of Philosophy

NAIDOC National Aboriginal and Islander Day Observance Committee

NRW National Reconciliation Week

OATSILS Office of Aboriginal and Torres Strait Islander Leadership and Strategy

RAP Reconciliation Action Plan

RAPIC Reconciliation Action Plan Implementation Committee

UC University of Canberra

GLOSSARY


ANNEXURE – A

Deputy Vice-Chancellor (Research and Innovation) (Co-Chair) ex-officio

A senior member of the Aboriginal and Torres Strait Islander community (Chair of the Aboriginal and Torres Strait Islander Advisory Group)

Deputy Vice-Chancellor (Academic) (1 member) - ex-officio

Vice-President (Students and Partnerships & International) or representative - ex-officio

Vice-President (Finance and Infrastructure) or representative - ex-officio

Dean and Research Institute Director (2 members) - ex-officio

Dean, Aboriginal and Torres Strait Islander Leadership and Strategy - ex-officio

Director, University of Canberra College - ex-officio

CEO, University of Canberra Union – ex-officio

Chief Executive Director, Human Resources (1 member) - ex-officio

President, University of Canberra Students’ Association - ex-officio

One Aboriginal and/or Torres Strait Islander student representative who is a currently an enrolled student of the University – selected by the Deputy Vice-Chancellor (Education) in consultation with the University of Canberra Aboriginal and Torres Strait Islander Students’ Association

UNIVERSITY OF CANBERRA RECONCILIATION ACTION PLAN IMPLEMENTATION COMMITTEE


ANNEXURE – B

UC College Director and Principal

Dean Aboriginal and Torres Strait Islander Leadership and Strategy

Director, Teaching and Learning

Deputy Director, Institute for Governance & Policy Analysis

Associate Professor of Psychology

Associate Dean Education

Associate Professor, UC Health Research Institute

Senior Lecturer, Teaching, Learning & Development

Executive Officer, Office of Aboriginal and Torres Strait Islander Leadership and Strategy

Assistant Professor of Writing, Creative & Cultural Practice

Assistant Professor Management, Faculty of Business Government & Law


Acting Director Student Administration

Director, Global Student Recruitment

Deputy Director, Client Relationships, People & Diversity

Deputy Director, Strategy & Talent, People & Diversity

CIO and Director, Information & Technology Management Office

Deputy Director, Advancement Office

Deputy Director, Student Administration Office

Program Director Education, Faculty of Education, Science Technology & Maths

Financial Controller, Deputy Director Operations

Legal Advisor, Office of General Council

Manager, Inclusion and Engagement

Manager, Ngunnawal Centre

Academic Director, Graduate Research

Director, Strategy, Planning and Performance

Co-Chair, Collaborative Indigenous Research Initiative

Director, Marketing

Business Engagement Officer, Innovation & Strategic Initiatives

Associate Vice-President, Campus Estate Office

Acting Director, Student Success Directorate

Associate Professor, UC Research Institute for Sport & Exercise

Professor, Institute for Applied Ecology

Director - Research Services, Research Services Office

Director, Health and Counselling Centre

General Counsel, Office of General Council

UNIVERSITY OF CANBERRA RECONCILIATION ACTION PLAN DRAFTING FORUM


The University of Canberra Reconciliation Action Plan 2018 – 2020 and the University of Canberra Aboriginal and Torres Strait Islander Strategic Plan 2017 – 2021 are also available on our website.

www.canberra.edu.au

For more information please contact:

Office of Aboriginal and Torres Strait Islander Leadership and Strategy

E [email protected] T +61 (0) 2 6201 2801

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