reconciliation action plan - university of adelaide · 2018. 8. 27. · university of adelaide...

RECONCILIATION

ACTION PLAN Consultation paper for students, staff

and Alumni.

2 The University of Adelaide

In 2017 the University Council requested the Vice-

Chancellor and President explore how the 2014

Reconciliation Statement and the Tarrkarri Tirrka

document might be recognised as a Reconciliation

Action Plan (RAP).

What is a RAP?

A Reconciliation Action Plan (RAP) is a form of business plan that outlines how an institution aims to work within its sphere of influence to contribute to Reconciliation. It operates at both the symbolic level as well as outlining practical actions that the organisation will undertake, together with aspirational plans.

Designed and endorsed by Reconciliation Australia, an independent, not-for-profit organisation that is the lead body for reconciliation in Australia, the RAP Framework provides organisations with a structured approach to advance reconciliation.

There are four types of RAP that an organisation can develop: Reflect, Innovate, Stretch, Elevate. Each type of RAP is designed to suit an organisation at different stages of their reconciliation journey.

RAP Consultation

The University of Adelaide will now expand our reconciliation remit to build on our two Reconciliation Statements and now include a full RAP. This decision positions the University to contribute to Reconciliation Australia’s vision for a reconciled nation.

The RAP working group elected to open the document to the university at this stage of the process. This is a unique step that is part of our commitment to working with the University community to continually improve the RAP and ensure that it is a document that all of us can be proud and take ownership of. To be sure we get

the best ideas, we have established a consultation process that invites you to review the document and provide your comments to the three pillars and other comments you wish to include.

Our aim is simple, this draft RAP opens consultation with the University community to seek views on how the RAP can ensure relevant, high quality input from both staff, students and Alumni.

You can have your say on the RAP at

http://adelaidemsc.co1.qualtrics.com/jfe/form/SV_b908ebocQo2JeIt Everyone who completes the RAP Consultation Questionnaire goes into the running to win an original artwork by local Aboriginal artist, Anna Dowling.

University of Adelaide Draft RAP

Although the Reconciliation Australia RAP template organises actions under the three headings relationships, respect and opportunities, the University of Adelaide RAP Working Group has opted to incorporate these guiding themes into more industry relevant action areas. This currently includes:

1. Relationships with Aboriginal and Torres Strait Islander Communities (Relationships): The development of The University of Adelaide RAP presumes a deep engagement with Aboriginal people, an active responsiveness to our broader community obligations and the centring of community interaction as an underpinning element. Strong engagement with

http://adelaidemsc.co1.qualtrics.com/jfe/form/SV_b908ebocQo2JeIt

http://adelaidemsc.co1.qualtrics.com/jfe/form/SV_b908ebocQo2JeIt


the South Australian Aboriginal community will strengthen our institutions unique identity and provide a platform of understanding Aboriginal cultures, knowledges, perspectives and belonging to the broader non-Aboriginal community.

2. Cultural Recognition (Respect): The creation of a ‘recognition space’ within The University of Adelaide, where students and staff can learn and work in an environment that respects and acknowledges where they come from, who they are and what they already know, is imperative to the wider cultural and institutional integrity of the University. This bi-directional relationship, whereby the contributions, knowledge and perspectives of the South Australian Aboriginal community is acknowledged and valued is key.

3. Indigenous Student Recruitment and Retention (Opportunities): Aboriginal and Torres Strait Islander participation at The University of Adelaide is still below parity and increasing participation, retention and success of Indigenous students requires more than raising intake; students need to see university as an option that is open, achievable and welcoming. Recruitment and support of Aboriginal undergraduate students cannot be referred to Wirltu Yarlu alone. Wirltu Yarlu has a central role to play, but its activities need to be supported and embedded within the wider university student and recruitment strategies.

4. Teaching and Learning Strategies (Opportunities): The inclusion of Aboriginal and Torres Strait Islander knowledge and perspectives across the schools and disciplines

of The University of Adelaide will raise the reputation of the university as one which reinforces the values of reconciliation and creates a highly visible appreciation and understanding of Indigenous cultures to the benefit of both Aboriginal and non-Aboriginal students and staff.

5. Indigenous Staff Employment (Opportunities): The building of the Indigenous workforce has been long recognised as a key enabler of broader improvements in higher education outcomes for Aboriginal and Torres Strait Islander people (ATSIHEAC 2015). The visible presence of Aboriginal or Torres Strait Islander professional staff, especially when these staff occupy ‘mainstream’ rather than Indigenous identified positions, identifies to students and the community that the University is inclusive and responsive to the need for the diversity of staff members to reflect the diversity of the community it serves.

6. Research (Opportunities): The establishment of an Indigenous Research Framework is a means of identifying and promoting pathways into Indigenous research and increasing its range and impact. This will foster Indigenous research excellence by remedying the low numbers of Indigenous students pursuing Higher Degree Research, providing guidelines for improving mentoring and supervision of Indigenous researchers, incorporating Indigenous knowledges and perspectives into research conducted through the University and creating opportunities for non-Indigenous people to explore Indigenous research.


RESPECT

Action Area: Cultural Recognition

Action Deliverable Timeline Responsibility

1. Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country

1.1. Circulate the Cultural Protocol Document to all staff at the beginning of each academic year

Annually Lead Responsibility:

Dean of Indigenous Research and Education

1.2. Reference the Cultural Protocol Document in the new staff induction process

By January 2019 Lead Responsibility:

Human Resources

1.3. Welcome to Country or Acknowledgement of Country embedded in University practices, including:

Invite Elders to perform a ‘Welcome to Country’ at all University events where members of the public are present, with an initial focus on large scale events such as Open Day.

Academic staff to Acknowledge Traditional Custodians of the land at the first lecture of every subject each Semester as a requirement

A formal statement of Acknowledgment of Country included on the top of all meeting agendas

All meetings must start with a Welcome or Acknowledgement of Country

Ongoing Lead Responsibility:

2. Promote understanding of and respect for Aboriginal and Torres Strait Islander cultures,

2.1. Ensure all staff and students have the opportunity to participate in training programs to promote a culturally safe work/study environment

During 2019 Lead Responsibility:

Human Resources and DVCA


knowledges and values through appropriate communications, events and training for staff and students to build on the capacity of the University community to reflect on and question their assumptions about Indigenous Australia

Supported by:

Wirltu Yarlu Aboriginal Education

2.2. Develop campus and City Walks on Kaurna Land to be developed in partnership with Kaurna Elders to increase the number and range of people engaging with local histories and knowledge. Walks open to staff and students as cultural training throughout the academic year and advertised appropriately on the University website and through university-wide email.


Wirltu Yarlu

Supported by:

Engagement Branch/Marketing and Communications

2.3. 1.Recognise Aboriginal and Torres Strait Islander dates of significance by hosting or supporting events for the following:

National Apology Anniversary

National Aborigines Islanders Day Observance Committee (NAIDOC Week)

National Reconciliation Week

International Day of the World’s Indigenous People

Annually Lead Responsibility:

Engagement Branch

Supported by:


2.3.2. Publish an annual program of these events, on both the University website and in a printed version to be provided to students and staff during Orientation Week

To be confirmed by RAP Working Group


2.3.3. Measure attendance for signature events to determine effectiveness of publicity and gauge audience feedback



2.4. Establish annual Reconciliation Awards to acknowledge individual, community or departmental contributions to reconciliation

Annually To be confirmed by RAP Working Group


2.5. Profile and promote successes of Indigenous education at the University of Adelaide by featuring stories on scholarship recipients, high achieving students, staff achievements, programs, data targets and outcomes of this RAP, in both Indigenous, mainstream and University publications

Monthly Lead Responsibility:

Marketing and Communications

Supported by:


3. Conduct a review of the University’s digital content to provide an improved web presence for Indigenous content and programs

3.1. Web presence reviewed during 2019 and progressive improvements made throughout the life of this RAP, including:

Home-page Acknowledgement of the Kaurna People as the Traditional Custodians of the land on which all three University campuses are situated

Indigenous content as well as information for Indigenous students accessible within ‘2 clicks’ of primary landing pages

2019 Lead Responsibility:

Marketing and Communications

Dean of Indigenous Research and Education

4. Develop, in consultation with appropriate University and Community representatives and bodies, physical recognition on all University campuses, including but not limited to artwork, sculptures, plaques, flags, language, planting and the naming of places

4.1. Develop a design brief for a project to install a physical Acknowledgement of Country on each campus


Infrastructure

Supported by:


4.2. Increase the University’s cultural footprint by investigating opportunities to embed educational and interpretive elements into the urban environment on all campuses

During 2019 To be confirmed by RAP Working Group

4.3. A review of the Guidelines for place naming to ensure that due respect, acknowledgement and celebration of Indigenous knowledge and culture is conducted




It is recommended that an outdoor space is named in honour of Uncle Stephen Gadlabardi Warritya Goldsmith

5. Develop a cultural hub to house Wirltu Yarlu Student Support Services and to promote Kaurna and the broader South Australian Aboriginal cultures

5.1. Undertake stakeholder engagement and consultation to identify project objectives, develop brief and establish opportunities for project delivery



6. Continue the Cultural Advisors program.

6.1. Continue the Cultural Advisors program. To be confirmed by RAP Working Group


RELATIONSHIPS

Action Area: Relationships with Aboriginal and Torres Strait Islander Communities


7. Ensure Aboriginal and Torres Strait Islander engagement or involvement in all aspects of the University’s business

7.1. Develop a set of guiding protocols to ensure that research projects, teaching units or other University processes or events concerning Aboriginal and Torres Strait Islander peoples are developed and implemented with adequate and appropriate involvement of Aboriginal peoples and the relevant stakeholders

During 2019 To be confirmed by RAP Working Group

7.2. Include Indigenous representation in high-level decision-making processes



7.3. Continue and sustain, with adequate financial and administrative support, the Indigenous Advisory group




8. Engage with our Aboriginal and Torres Strait Islander alumni

8.1. Develop guidelines for the engagement and acknowledgement of Indigenous alumni developed for communication to all relevant stakeholders

During 2019

Review

Lead Responsibility:


8.2. Systematise and provide adequate infrastructure for the Indigenous graduates network to offer support, mentoring, materials, seminars, networking opportunities and information about relevant research training



9. Form genuine partnerships with Aboriginal and Torres Strait Islander communities and other organisations in order to:

promote understanding of Indigenous culture, knowledge and values

improve the quality and range of the University’s Indigenous programs

contribute to the development of a reconciliation culture within the University

9.1. Conduct an audit of current partnerships to identify their status (emerging, established, diminishing)



9.2. Develop five new partnerships developed (including established corporations and grassroots and Indigenous led movements and causes at the local, regional, national and international level), including one new ‘significant’ partnership per year, during the life of the RAP



9.3. Establish strategy to promote the use of Indigenous suppliers. Development of the new strategy will include a review of existing procurement policies and procedures to identify barriers to procuring services from Aboriginal and Torres Strait Islander suppliers and identifying strategies to address these barriers



Procurement

9.4. Investigate becoming a member of Supply Nation. Develop a database of relevant local Indigenous goods and service providers and publicise them within the University




9.5. Continue to contribute to Reconciliation SA initiatives, ensuring University of Adelaide representatives attends at least one event initiated by Reconciliation SA



10. Engage all employees in cultural awareness/competency programs to increase understanding and appreciation of different cultural backgrounds in order to lay the foundation for other RAP actions to be achieved

10.1. Conduct an audit of current staff to measure the number of people who have completed the cultural competency module and its impact


Human Resources

10.2. Continue to implement the current cultural awareness training strategy, with the view to expand to all incoming employees and contractors

During 2019

Review 2020


Human Resources

Supported by:


10.3. Mandate the successful completion of a cultural competency module for all employees as part of their professional development



10.4. Develop and provide targeted training for specialist groups



Human Resources

Supported by:


11. Ensure that the University environment and culture of inclusivity that respects, recognises and utilises the knowledge and experience of Indigenous peoples and cultures

11.1. Become an official supporter of the Australian Human Rights Commission’s “Racism. It Stops With Me” campaign



11.2. Develop and implement an anti-racism policy




Opportunities

Action Area: Aboriginal & Torres Strait Islander Recruitment and Retention


12. Develop pathways and mechanisms to support Indigenous students (including mature-age students) to enrol in and succeed in undergraduate and graduate studies at the University of Adelaide

12.1. Achieve Indigenous undergraduate and postgraduate student enrolment rates that are reflective of state population parity to 2% of total students.



12.2. Identify and remedy barriers to Aboriginal and Torres Strait Islander students undertaking tertiary study by implementing an early alert system to enable early intervention approaches between faculties, academics, Wirltu Yarlu and other support providers.



12.3. Conduct an audit of currently available scholarships and the process of promotion and selection.



12.4. Provide culturally appropriate training to current Student Support Staff to ensure each campus has an Aboriginal and Torres Strait Islander student space that is highly visible, provides supportive services and allows culturally safe student interaction and access to student support.



12.5. Ensure student support mechanisms through Wirltu Yarlu Aboriginal Education are adequately resourced, in line with the Go8




standards, ensuring consistent and ongoing output from the centre.

12.6. Develop and promote a framework that supports entry of mature-age Indigenous students into both graduate and undergraduate programs, and that identifies courses where recognition of prior learning applies



13. Continue to support the implementation of Tarrkarri Tirrka Aboriginal and Torres Strait Islander Education Strategy

13.1. Faculties, particularly those with low Indigenous enrolment, to develop, in collaboration with Wirltu Yarlu, strategies for raising their Indigenous enrolment, retention and completion rates



Action Area: Teaching and Learning Strategies


14. Develop a University wide Indigenous Curriculum Framework in order to ensure a coherent, integrated approach to the teaching of Indigenous related content material

14.1. Annual audit of quality and quantity of Indigenous content across the University and monitoring of progress strategic actions If deemed necessary as part of this process, Increase the number and range of subjects contributing to Indigenous learning outcomes and opportunities for students to work with and contribute to Indigenous communities



14.2. Develop a Level 1 compulsory unit of study on Indigenous knowledges, histories and perspectives to be completed across faculties by all first year students




14.3. A program is developed and launched to support Faculties and Schools to develop Indigenous curriculum to be guided by an appropriately qualified Indigenous staff member



Action Area: Aboriginal and Torres Strait Islander Staff Employment


15. Encourage faculties and divisions to identify employment opportunities for Aboriginal and Torres Strait Islander peoples, by maintaining the University’s existing Aboriginal and Torres Strait Islander Employment Strategy.

15.1. Support early-career Indigenous academics via an appropriately developed mentoring program



15.2. Continue to promote the Aboriginal and Torres Strait Islander Cadetship program and make efforts to offer continuing employment to cadets upon successful completion of the cadetship



15.3. Develop, in consultation with Aboriginal and Torres Strait Islander staff, a commitment to Reconciliation criterion to be included in the recruitment process for senior executive position



15.4. Establish a ‘pipeline’ for Indigenous HDR graduates to enter into employment within The University of Adelaide



Action Area: Research

16. Increase the number of Indigenous HDR enrolments and completions by developing pathways and strategies to attract and retain Indigenous researchers at the University of Adelaide.

16.1. Create opportunities for potential Indigenous HDR

students to complete research based internships or

cadetships to increase their exposure to and experience in

research roles and environments



16.2. Appointment of a Project Officer – Indigenous HDR

and HDC to lead a coordinated approach to identifying,




recruiting and supporting prospective and current

Indigenous HDR students

16.3. Invest in flagship research projects with an

Indigenous focus that align with the University of

Adelaide’s research strategy



16.4. Identify and implement seed funding initiatives to:

Leverage opportunities within the broader University research agenda to support Indigenous research students and topics

Guide the development of external partnerships and fund-raising activity to support Indigenous research



reconciliation action plan - university of adelaide · 2018. 8. 27. · university of adelaide...

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