The Reconciliation Action Plan. ABOUT THE RAP PROGRAM AND CURTIN S COMMITMENT TO RECONCILiATION

Curtin’s Reconciliation Action Plan 2014-2017 Stretching our vision and commitment ABOUT THE RAP PROGRAM AND CURTIN’S COMMITMENT TO RECONCILiATION ...
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Curtin’s Reconciliation Action Plan 2014-2017 Stretching our vision and commitment

ABOUT THE RAP PROGRAM AND CURTIN’S COMMITMENT TO RECONCILiATION

Professor Marion Kickett Director Centre for Aboriginal Studies Curtin University

T

he Reconciliation Action Plan (RAP) program was established by Reconciliation Australia in 2006 as part of 40th anniversary celebrations of the landmark 1967 referendum. The referendum saw more than 90 per cent of eligible Australians vote ‘yes’ to counting Aboriginal and Torres Strait Islander people in the national census of the population and to giving the Commonwealth Government power to make specific laws in respect to Indigenous people.

The success of the RAP program hinges on Reconciliation Australia’s unique approach to building respectful relationships that generate sustainable opportunities. Curtin University is proud to continue its involvement in this successful program with the launch of its Reconciliation Action Plan (RAP) 2014-2017. Curtin remains committed to Reconciliation Australia’s challenge to promote the values of Relationships, Respect and Opportunities. The Curtin Reconciliation Action Plan (RAP) 2008-2013 focused on the RAP’s governance, staff education, and developing an awareness of shared goals. The refreshed Curtin RAP 2014-2017 builds on this excellent foundation, incorporating both the

framework provided by Reconciliation Australia and Universities Australia’s National Best Practice Framework for Indigenous Cultural Competency in Australian Universities. Furthermore, it reflects national priorities, as expressed in the Behrendt Report, and Curtin University’s goal of building Indigenous cultural capability in all staff and students. In particular, the refreshed RAP 2014-2017 seeks to embed reconciliation initiatives into the core business of Curtin University by focusing on teaching, learning and research and the engagement of Aboriginal and Torres Strait Islander and non-Indigenous staff and students in reciprocal relationships.

Curtin University is Western Australia’s largest university and prides itself on being recognised nationally and internationally for excellence in education and research. More than 50,000 students attend Curtin’s eight locations, including campuses in Sydney, Singapore and Malaysia. Curtin has one of the highest numbers of Indigenous students of any university in Australia. Indigenous students come from all over the country to study at the Centre for Aboriginal Studies and we strive to provide relevant academic and personal support, as well as a strong sense of community. These students are led and supported by 3500 continuing and fixed-term academic and professional staff, of whom more than one per cent identify as Aboriginal and Torres Strait Islander peoples.

Vision and Values At Curtin, this means that individually and collectively we: • recognise Aboriginal and Torres Strait Islander Australians as the first Australians and as the Indigenous peoples of Australia

Professor Deborah Terry Vice-Chancellor Curtin University

VISION The …vision is for a future where higher education is a natural pathway for Aboriginal and Torres Strait Islander people, with more Aboriginal and Torres Strait Islander professionals in decision-making roles across professions, government and industry, and where the higher education sector values the world views and perspectives of Aboriginal and Torres Strait Islander people. (Behrendt Report, p. 11).

• support the right of Indigenous Australians to express their cultures and participate on an equal footing in all aspects of Australian life • accept the Indigenous connection between country, community, culture and wellbeing • develop a greater understanding of how our different pasts and cultures are part of our shared history and shared future • acknowledge that Indigenous and Western knowledge systems have much to learn from one another • commit to a respectful partnership whereby Indigenous and non-Indigenous Australians tackle disadvantages together • participate in the healing process of the traumas experienced by Indigenous Australians • actively address racism within ourselves and our families, friends, workplaces and communities • support all initiatives in personal and professional lives that improve the lived experiences of Indigenous Australians • take pride in the relationships between Indigenous and non-Indigenous Australians.

Associate Professor Simon Forrest Elder in Residence Curtin University

VALUES

ABOUT THE ARTWORK

At Curtin University the RAP program values of Relationships, Respect and Opportunities mean:

Indigenous artist Peter Farmer was commissioned to produce the artwork for the Reconciliation Action Plan. A Nyungar man born in Gnowangerup, Western Australia, Peter has completed an Associate Degree in Contemporary Aboriginal Art and a Bachelor of Arts (Visual/Fine Art) at Curtin University. He is strongly committed to breaking down cultural barriers between Indigenous and non-Indigenous communities, working in school and tertiary settings to develop Aboriginal art and promote Indigenous language and cultural heritage. He has won a number of awards including the 2008 NAIDOC Perth ‘Visual Artist of the Year’ award.

‘Waalitj’ (Eagle) Relationships: Building relationships between Aboriginal and Torres Strait Islander and non-Indigenous Australians on a foundation of integrity and respect. ‘Boyi’ (Turtle) Respect: Developing a greater understanding of how our different pasts and cultures are part of our shared history and shared future. ’Yonga’ (Kangaroo) Opportunities: Committing to respectful partnerships whereby Aboriginal and Torres Strait Islander and non-Indigenous Australians work together, with courage, to achieve excellence and make an impact on the community.

Peter explains the inspiration behind the artwork commissioned for this publication: ‘Reconciliation is really about finding common ground, finding purpose and finding a path forward together. In my artwork, this path is visually represented by lines that are significantly Nyungar in their design. I have also included three Nyungar totems that have a natural connectedness that is sometimes difficult to achieve within the differences and diversities of communities. The message here is that learning does not cease when we graduate; it just gives us the tools to continue our learning and to be open to deeper learning – the kind that our communities can give to each other.’

Key Commitments

O

ur key commitments (by the end of 2017 unless otherwise specified), which are intended to reflect the Behrendt Report’s goal of parity* in participation rates of Aboriginal and Torres Strait Islander staff and students (unless otherwise specified) are:

1. Governance, Management and Leadership: Curtin University recognises and actively involves Aboriginal and Torres Strait Islander peoples and culture at all levels of governance, management and leadership. Action

Responsibility

Chair, Curtin 1. The Curtin Indigenous Policy Committee Indigenous Policy (CIPC) continues to actively monitor RAP development, including implementation of Committee (CIPC) actions, tracking progress and reporting.

Value

Target

Timeline

• CIPC oversees the development, endorsement and launch of the RAP by end 2014. • Meet at least twice per year to monitor and report on RAP implementation.

Dec 2017

2. Establish protocols, procedures and targets, in partnership with the Aboriginal and Torres Islander community, to increase Aboriginal and Torres Strait Islander representation on University governing boards/committees.

Chair, CIPC

• Establish a working party including Aboriginal and Torres Strait Islander members and key Curtin staff to develop, disseminate and oversee the protocols and targets for governing boards/committees. • Target more than one Aboriginal and Torres Strait Islander member on committees of Council.

Mar 2015

3. Ensure current reporting frameworks include detailed reporting of Aboriginal and Torres Strait Islander outcomes in key performance indicators (KPIs) of University organisational units.

Director Corporate Values and Equity (Dir CV&E)

• Include KPIs developed in partnership with Aboriginal and Torres Strait Islander input in all annual reporting by Pro Vice-Chancellors (PVCs) and Deputy Vice-Chancellors (DVCs).

Dec 20142017

4. Establish annual Reconciliation Award and/or small grants to recognise the contribution of individuals/groups in promoting and achieving increased participation of Aboriginal and Torres Strait Islander peoples, as evidenced in reports.

Dir CV&E

• Establish at least one individual and at least one group Reconciliation Awards/Grants by 2016.

Dec 2016

5. In consultation with the Elder in Residence and the Centre for Aboriginal Studies (CAS), Curtin University’s leadership team to participate in a cultural immersion program through a biennial journey ‘to country’ in a rural Aboriginal and Torres Strait Islander community.

University Executive Elder in Residence (EIR)

• Conduct at least one journey ‘to country’ in each year 2015 and 2017. • Share the experience of journey ‘to country’ with the Curtin community via at least 2 mediums (e.g. video/ photographs on website).

Dec 2017

6. Ensure participation of Aboriginal and Torres Strait Islander students in leadership activities.

Academic Director, Curtin Leadership Centre (CLC)

• Develop a strategy to engage at least 10 Aboriginal and Torres Strait Islander students in leadership programs by 2015. • Report participation of Aboriginal and Torres Strait Islander students in leadership programs annually.

Dec 2015

7. Establish a senior Indigenous leadership role, Pro Vice-Chancellor Indigenous, to oversee Indigenous strategies and services.

Academic Council

• Appoint a Pro Vice-Chancellor Indigenous by the end of 2017.

Dec 2017

8. Report achievements, challenges and learnings to Reconciliation Australia for inclusion in the Annual Impact Measurement Report.

Dir CV&E

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

Sep 20142017

* Behrendt, L., Larkin, S., Griew, R. & Kelly, P. (2012) Review of Higher Education Access and Outcomes for Aboriginal and Torres Strait Islander People: Final Report. Canberra, Government of Australia. Retrieved from http://www.innovation.gov.au/highereducation/IndigenousHigherEducation/ReviewOfIndigenousHigherEducation/Pages/FactSheets/TryingToAchieve.aspx

2. Teaching and Learning: Curtin University prepares graduates and staff who are able to demonstrate cultural capability. Action 1. Embed the Curtin Indigenous Cultural Capability Framework (ICCF) into teaching and learning policies and practices.

Responsibility

Value

DVC Education (DVCE) Assoc DVC Teaching & Learning (A/DVC T&L) Pro-Vice Chancellors (PVCs) Deans Teaching & Learning (Deans T&L)

A/DVC T&L 2. Embed Aboriginal and Torres Strait Islander knowledges PVCs and perspectives into all Deans T&L undergraduate courses through a core Indigenous unit, designed (with contextual relevance) and delivered in partnership with Aboriginal and Torres Strait Islander staff. 3. Design and implement professional development to support the embedding of Aboriginal and Torres Strait Islander knowledges and perspectives and appropriate pedagogy into the curriculum under the leadership of the Learning Designer Indigenous in Curtin Teaching and Learning.

DVCE A/DVC T&L Deans T&L

4. Create and nurture a culturally PVCs safe learning environment for Aboriginal and Torres Strait Islander students.

Target

Timeline

• Faculties to report their progress on embedding the ICCF at Curtin University Teaching and Learning Committee meetings at least once each semester.

Dec 20142017

• Faculties consult relevant Curtin T&L staff to assist with curriculum development. • Faculties report yearly on curriculum development progress.

Dec 20142017

• Deliver timely professional development to at least 70% of Curtin Course and Unit Coordinators which incorporates quality assurance guidelines, standards and reporting mechanisms to assist faculties to embed Aboriginal and Torres Strait Islander knowledges and perspectives into the curriculum in culturally capable ways and within an appropriate pedagogical framework.

Dec 2015

• Establish a partnership between CAS and the faculties to encourage and support Indigenous students to undertake any course at Curtin. • Faculties develop at least 3 appropriate intervention strategies and support as required and appropriate to the Curtin ICCF.

Dec 20142017

3. Indigenous Research: Curtin University staff and students conduct research in ways which demonstrate cultural capability, encourage collaboration with Aboriginal and Torres Strait Islander communities, and engage with Aboriginal and Torres Strait Islander issues. Action

Responsibility

Value

Target

Timeline

1. Support and promote the Curtin Indigenous Research Network (CIRN).

DVC Research and Development (DVC R&D) Chief Information Officer (CIO)

• Establish a link to CIRN on the Curtin Research and CAS web pages. • Include Aboriginal and Torres Strait Islander research outcomes in Curtin Annual Report. • Include Aboriginal and Torres Strait Islander research in the categories represented on the Curtin Research webpage.

Dec 20142017

2. Incorporate culturally capable research approaches into postgraduate research methods courses.

Provost/Snr DVC Academic DVC R&D

• Develop and disseminate guidelines for culturally capable approaches to research in consultation with CAS by Dec 2016. • Review and revise at least 70% of current research methods courses in view of the guidelines.

Dec 2017

3. Support the development of Aboriginal and Torres Strait Islander research and researchers.

DVC R&D

• Appoint at least one Aboriginal and Torres Strait Islander to a senior research position. • Compile records of all research partnerships between Curtin University, external agencies (e.g. Community Health Services), CAS and Aboriginal and Torres Strait Islander communities, and disseminate the research findings to the Aboriginal and Torres Strait Islander and non-Indigenous community annually (or as appropriate). • Host at least one annual Aboriginal and Torres Strait Islander graduate researchers’ workshop. • Initiate a mentoring program for Aboriginal and Torres Strait Islander researchers by Dec 2017.

Dec 20142017

4. Build the number of Aboriginal and Torres Strait Islander researchers.

DVC R&D

• Maintain the annual recruitment of a Curtin Indigenous Research Fellow. • Establish an enhanced suite of at least 4 PhD scholarships for Indigenous candidates in partnership with the Faculties and CAS. • Establish at least one node of strength in Indigenous Research within each Faculty to build critical mass and supportive environments. • Create a co-investment fund to partner with Faculties to appoint at least 2 Indigenous researchers. • Build on relationships with Industry and Government to explore the potential for at least one external co-investment toward capacity building.

Dec 2017

4. Human Resources: Curtin University is committed to the appointment, retention, development and support of Aboriginal and Torres Strait Islander people and expects all staff to participate in cultural capability training. Action

Responsibility

Value

Director Human 1. Include a commitment to Reconciliation in the selection criteria Resources (Dir HR) for senior executive positions.

Target

Timeline

• Develop and disseminate criteria for inclusion in senior position descriptions in consultation with Aboriginal and Torres Strait Islander staff.

Jan 2015

2. Develop a strategy to improve Aboriginal and Torres Strait Islander staff recruitment/retention across the University.

Dir HR Dir CV&E Director Marketing

Dec 2014• Target Indigenous staff participation rate of 2017 2.4% by 2017. • Appoint Aboriginal and Torres Strait Islander staff in marketing and recruitment divisions of the University. • Initiate a mentoring program to support new Aboriginal and Torres Strait Islander staff. • Investigate the feasibility of traineeships for Aboriginal and Torres Strait Islander TAFE students. • Nominate 1 Curtin representative to participate in the YOKAI Foundation, (Aboriginal employment forum).

3. Complete the Curtin Indigenous Intercultural Capability Framework (ICCF) and associated implementation strategy

Director ODU (Dir ODU) VP Corporate Services (VPCS) EIR PVCs and VPs

Dec 2016 • Review and disseminate the final ICCF document by Dec 2014. • Design and implement PD programs relevant to the ICCF by June 2015. • Record participation of staff in PD • Review and report staff participation rates to area management annually. • At least 70% of staff participating in cultural awareness training under the ICCF by Dec 2016.

4. Demonstrate Curtin University’s commitment to Indigenous cultural capability by incorporating the ICCF in all induction activities.

VPCS Dir ODU

• Review current induction programs by Dec 2016 with appropriate input and participation by staff involved in cultural capability professional development.

Dec 20162017

5. Community Engagement: Curtin University continues to strengthen relationships with local Aboriginal and Torres Strait Islander communities. Action 1. Develop procedures to ensure appropriate participation by Aboriginal and Torres Strait Islander peoples and the inclusion of cultural protocols at Curtin University events.

Responsibility VP Corporate Relations and Development (VP CR&D) EIR

Value

Target

Timeline

Dec 2014 • 100% application of cultural protocols (Welcome to Country and/or Acknowledgement of Country) when significant events and meetings conducted. • The Aboriginal and Torres Strait Islander flags is displayed at all graduation ceremonies and formal occasions. Dec 20142017

VP CR&D 2. Promote Curtin University’s commitment to Reconciliation within Dir CV&E the wider community. Chair CIPC EIR CIO

• Initiate at least one annual community engagement event which brings together the local Aboriginal and Torres Strait Islander and Curtin communities. • Establish a webpage to share Curtin Reconciliation initiatives and bring together all Aboriginal and Torres Strait Islander policies, initiatives, cultural capability programs, events and activities etc. • Include Aboriginal and Torres Strait Islander achievements on Alumni website. • Report at least annually the achievements of Aboriginal and Torres Strait Island staff and students in Curtin on-line and print media.

VP CR&D 3. Promote Curtin University’s commitment to Reconciliation within Dir CV&E the local Aboriginal and Torres Strait Chair CIPC Islander community. EIR

Dec 2017 • Support at least one project/s undertaken in partnership between the Centre for Aboriginal Studies (CAS) and the local Aboriginal and Torres Strait Islander community (financial and/or in-kind) where up to $5000 is contributed annually toward events involving students.

4. Encourage all staff to participate in at least one event during National Reconciliation Week and NAIDOC Week.

Dir CV&E

• Compile and disseminate Curtin-planned NRW and NAIDOC event details to all staff reflecting at least one event during each celebration.

Jul 20142017

5. Provide opportunity for Aboriginal and Torres Strait Islander staff to engage with their culture and community through NAIDOC Week events.

Dir CV&E Director CAS

• Compile and disseminate event details to all staff, drawing attention to HR policies and procedures enabling staff participation in cultural events. • Provide at least one opportunity for Aboriginal and Torres Strait Islander staff to participate in local NAIDOC Week events.

Jul 20142017

6. Contribute to Reconciliation WA initiatives.

Dir CV&E

• Ensure Curtin representative attends at least one meeting and one event initiated by Reconciliation WA.

May 20142017

7. Investigate opportunities to increase supplier diversity within Curtin.

Dir CV&E Chief Financial Officer

• Review procurement policies to ensure barriers Dec 2017 to Aboriginal and Torres Strait Islander businesses are able to be addressed. • Investigate becoming a member of Supply Nation or partnering with your local Indigenous Chamber of Commerce. • Educate staff about using Aboriginal and Torres Strait Islander businesses. • Develop at least one commercial relationship with an Aboriginal and Torres Strait Islander business of the value up to $50,000.

MONITORING AND REPORTING PROGRESS

T

he Deputy Vice-Chancellor, Education, as Chair of the Curtin Indigenous Policy Committee, will champion the delivery of the RAP 2014-2017.

Curtin will report on the RAP’s progress in its Annual Report and will provide Reconciliation Australia with this information to post on its website.

contact Centre for Aboriginal Studies Tel: +61 8 9266 7091 Web: karda.curtin.edu.au Elder in Residence Tel: +61 8 9266 3130 Ethics, Equity and Social Justice Tel: +61 8 9266 4116 Web: eesj.curtin.edu.au Curtin University Street: Kent Street Bentley WA 6102 Postal: GPO Box U1987 Perth WA 6845

karda.curtin.edu.au ACKNOWLEDGEMENT The Deputy Vice-Chancellor, Education wishes to acknowledge the members of the RAP Working Group, whose efforts consulting with staff and senior managers, reviewing relevant literature and contemporary higher education reports, assessing RAPs from other Australian universities and guidelines provided by Reconciliation Australia, culminated in this innovative plan: RAP Working Party Ms Veronica Goerke, Associate Professor Simon Forrest, Ms Jeannie Morrison, Professor Marion Kickett, Mrs Linda Lilly, Mrs Lynne Vautier, Ms Cheryl Stickels, Dr Di Gardiner © Copyright Curtin University 2014 Curtin University is a trademark of Curtin University of Technology CRICOS Provider Code 00301J (WA), 02637B (NSW) ADV072987