EEO/EAPS Information
UNE Annual Report to NSW Parliament
Universities are required to report annually to the NSW Minister for Education in accordance with Section 10 (1) of the NSW Annual Reports (Statutory Bodies) Act, 1984 and Section 34 of the Public Finance and Audit Act, 1983. The Annual Reports are tabled in Parliament in April/May each year.Amendments made to the NSW Anti-Discrimination Act 1997 (Part 9A,) and to the NSW Community Relations and Principles of Multiculturalism Act 2000 require that an Equal Employment Opportunities (EEO) Report and an Ethnic Affairs Priority Statement (EAPS) Report form part of the Annual Report.
Information is required for:
1. Equal Employment Opportunity (EEO) Annual Report
2. Cultural Diversity (Ethnic Affairs) Priority Statement Annual Report
These reports will outline achievements for the current year, plus any planned activities or strategies being considered for next year. Heads of cost centres will be surveyed in September/October each year on initiatives undertaken in their areas. General statistical information will be gathered by EE&D from the University’s central information systems. Relevant information specific to women gathered by EE&D earlier in the year for the EOWA Report will also be incorporated.
Identified Staff Equity Groups are:
- staff whose first language was other than English,
- staff members with disability,
- Indigenous members of staff, and
- women.
EEO AND EAPS PROMPT SHEET QUESTIONS
Downloadable EEO/EAPS Questionnaire for use as electronic response template (Word)
Heads of cost centres are asked to comment on the following matters that are applicable to their areas.
1. Equal Employment Opportunity (EEO) Annual Report
a) Equity and diversity awareness
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What steps have been taken in your area to make staff aware of the:
- Grievance Mediation Policy & Procedures?
- need to complete the EO Online: fair play training?
- Dignity & Respect in the Workplace Charter?
- Ally Program?
- Pathways to Careers program?
- Administration and Support Staff Conferences?
- Sex-Based Harassment Policy & Procedures?
- Anti-Racism Policy & Guidance Materials?- Staff development training?
- What avenues are available in your area for staff to discuss any equity-related concerns?
- How are managers/supervisors in your area made aware of their equity responsibilities to their staff? (For further information see “As a supervisor” at: http://www.une.edu.au/eeo/discrimination.php .)
- What training have managers/supervisors had to ensure they are competent in handling grievances?
b) Recruitment and support
- How have heads of cost centres/managers in your area been made aware of their responsibility for recruitment of staff in line with organisational needs and equity group targets? (NSW targets are: women 50%; Indigenous 2%; people whose first language was not English 19%; people with a disability 12%, disability requiring workplace adjustment 7%)
- What strategies are being considered in your area to address equity group under-representation?
- How are managers/supervisors in your area made aware of their responsibilities to provide induction and orientation for new staff? (See: Workplace induction – Hosted by supervisor at: http://www.une.edu.au/od/induction/ )
- Under what circumstances do managers/supervisors in your area carry out staff workload assessments (eg workload impacts of staff absence through illness or retirement/resignation; other)?
- How many managers in your area are employed on a part-time basis?
- Please outline the circumstances under which the positions were filled part-time (eg being a position which required only part-time occupancy; job sharing arrangements; as a result of flexible working arrangements for the incumbent; other.)
- If your area has any staff members with disability who need workplace adjustment please outline how these staff were able to be supported.
- How has your area been able to support staff members whose circumstances require flexible working arrangements?
Other Staff Initiatives
- Any other information on initiatives, plans or action undertaken this year, particularly in the recruitment and/or support of staff from equity groups; and any planned initiatives to be pursued next year.
2. Cultural Diversity (Ethnic Affairs) Priority Statement Annual Report
The following cultural diversity information is for both staff and student activities and initiatives. (Please Note: some strategies may not be applicable to your area.)
Objective 1: To develop a University culture which values and supports diversity, engenders social responsibility, is sensitive to ethical issues and receptive to new ideas and critical enquiry, and which supports the University’s role as an international institution.
- Provide where feasible, facilities and services that support a culturally diverse campus population including accommodation, eateries, child care, health, religious requirements and personal safety.
- Support and promote the involvement of students, staff and the community in activities with a multicultural focus including friendship programs, peer mentoring, cross cultural networks, and cultural events.
- Encourage an appreciation of cultural differences among residents of residential colleges and University flats.
- Continue to investigate ways to improve course delivery and academic outcomes for Indigenous and multicultural students.
- Encourage student exchanges through exchange programs.
- Encourage cultural and linguistic sensitivity in course design and delivery; use of reference materials and additional readings from a culturally diverse range.
- Encourage the inclusion of relevant material relating to Australia’s Indigenous and multicultural experiences, and its impact on the area of study, in courses and/or subjects.
- Encourage those organising practicums, fieldwork, clinical and professional placements to include, as far as possible, experiences in settings involving people from diverse cultural backgrounds. In organising such activities, ensure that UNE staff are sensitive to cultural demands.
- Encourage recognition of people from diverse cultural backgrounds in relation to honorary degrees and invitations to speak at graduation ceremonies.
Objective 2: To provide flexible, open and equitable access to the University’s academic programs.
- Highlight the availability of special admissions arrangements and enabling courses to target groups.
- Provide, as far as possible, the full range of appropriate student support services including library, counselling, student loans, career advice, academic skills, and disabilities support to all students.
- Increase the number of students from Indigenous and culturally different backgrounds enrolled at the University through Aboriginal Education Strategy and other appropriate marketing strategies.
Objective 3: To attract and support talented, diverse and motivated staff and students
- Promote the University of New England as a place of learning with a strong commitment to cultural diversity. Marketing materials to contain images which reflect the cultural diversity of the University community.
- Provide opportunities for people from Indigenous and culturally different backgrounds to access information about the University’s programs and courses. University Open Day, schools visits and other promotional activities will include marketing to target group communities.
- Develop and implement an Aboriginal Employment and Education Strategy, and programs to support the language skills of students from non-English speaking backgrounds.
- Provide Library instruction programs for Indigenous students and students whose first language is other than English, in a mutually arranged program with the Library, English Language and International Services, Academic Skills Office.
- As part of staff assistance, support and professional development, encourage the presentation skills (including for promotion, publications etc.) and research grant writing skills of staff whose first language is other than English.
- Explore the needs of staff whose first language is other than English.
- Encourage formal staff and supervisor development programs to include skills to deal with some of the problems faced by people from culturally diverse backgrounds and to raise general awareness of cultural diversity issues.
- Promote and utilise cultural and linguistic assets.
Objective 4: To contribute to the social, cultural and economic development of the New England region.
- Work co-operatively with community in promoting the social, cultural and economic benefits of cultural diversity to the region.
Any other information which may assist UNE to meet its cultural diversity reporting obligations.
Employment Equity & Diversity
Extn: 3591
Email: equity@une.edu.au