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Employment Equity 2005

UNE EQUAL EMPLOYMENT OPPORTUNITY (EEO) ANNUAL REPORTING & MANAGEMENT PLAN 2005(Statistical information at 31 March 2006)

UNE Equal Employment Opportunity (EEO) Annual Reporting & Management Plan (.pdf 536 KB) Snapshot date 31 March 2006

About the EEO Annual Reporting & Management Plan

The Equal Employment Opportunity (EEO) Annual Reporting and Management Plan is provided annually to Employment, Equity and Diversity (OEED) in the Public Employment Office (PEO) which administers the EEO program for the NSW Public Sector. The EEO Program, as described by PEO*, aims to achieve fair outcomes for everyone in Public Sector employment and to enhance employment opportunities for the four identified EEO groups:

women
Aboriginal people and Torres Strait Islanders
members of racial, ethnic and ethno-religious minority groups, and
people with a disability.
[* The Public Employment Office http://www.eeo.nsw.gov.au/ ]

EEO in universities*

EEO is designed to achieve these outcomes:

a diverse and skilled workforce,
improved employment access and participation by EEO groups, and
a workplace culture displaying fair workplace practices and behaviours.

EEO principles, such as merit selection, help universities to attract and retain the best people from all those available in our diverse communities to develop and deliver high quality teaching and research and associated activities.

Universities also have a fundamental responsibility to be representative and provide workplaces where people are valued.

Fair practices and behaviour

EEO aims to achieve fair practices and behaviour in the workplace, including:

  • recruitment, selection and promotion practices which are open, competitive and based on merit. Merit assessed by clearly defined, job-related criteria ensures that the best applicant is selected for the job,
  • access for all academic and general staff to training and development,
  • flexible working arrangements that meet the needs of all general and academic staff and create a productive workplace,
  • grievance handling procedures that are accessible to all academic and general staff and deal with workplace complaints promptly, confidentially and fairly,
  • communication processes to give employees access to information and allow their views to be heard,
  • management decisions being made without bias,
  • no unlawful discrimination or harassment in the workplace, and
  • respect for the social and cultural backgrounds of all staff and students.

How does EEO reporting work?

Each university in NSW is required under Part 9A of the NSW Anti-Discrimination Act 1977 to implement EEO.

A university must take positive steps and show progress in achieving EEO outcomes. Each university reports on the progress and achievements of its EEO program and provides statistics in its annual reports to the NSW Parliament and in annual reports to the Director of Equal Opportunity in Public Employment.

[* The Public Employment Office http://www.eeo.nsw.gov.au/whatseeo/univrsty.htm ]

For further information contact:

Lyn Tucker, EE&D Officer,
Employment Equity & Diversity

ph (02) 6773 3242, or email to ltucker@une.edu.au

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