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About the OATSIEE team
Western Sydney University is known as a University for the people and the community we live and operate in.
By emphasising the knowledge, skills, histories, traditions and cultures of First Peoples and fostering an environment that embraces and values people's individual differences, the University actively develops and supports initiatives which:
- Embrace equity in employment and diversity in the workplace;
- Promote it as a responsive partner with which to engage in a range of enterprises.
The Office of Aboriginal and Torres Strait Islander Employment and Engagement (OATSIEE) contributes to enhancing both the staff and student experience. It represents one of the main areas within the University that focuses on Aboriginal and Torres Strait Islander affairs.
OATSIEE is a representative voice for Aboriginal and Torres Strait Islander employees and potential employees at all levels as well as Aboriginal and Torres Strait Islander 'rising stars' - trainees, cadets, early career academics and professionals and alumni.
Build the skills to manage your own career development and access employment opportunities through our range of services.
- Career mentoring
- Job application preparation
Through OATSIEE, the University is able to:
- Negotiate with Elders and representatives of Aboriginal and Torres Strait Islander communities about relevant matters;
- Work to attract, recruit and retain Aboriginal and Torres Strait Islander talent so as to become an employer of choice;
- Evolve ever more creative, flexible opportunities so that Aboriginal and Torres Strait Islander communities will choose the University as a place to work, stay and further their careers;
- Develop collaborative networks and commercial partnerships which further opportunities for Aboriginal and Torres Strait Islander people;
- Promote awareness of Aboriginal and Torres Strait Islander cultures across the University community.
In line with equity and diversity measures, OATSIEE assists the Office of People and Culture (OPC), hiring managers and Aboriginal and Torres Strait Islander staff on matters requiring specialist cultural advice. As an 'internal consultant' to OPC, OATSIEE perform a variety of functions, including:
- Proactively distributing information and real-time support to staff which enable them to employ and treat Aboriginal and Torres Strait Islander staff members in a way which respects cultural sensibilities.
- Gathering, analysing and reporting on information pertaining to benchmarking employment criteria, including data on the rates of employment, retention, institutional seniority in academic and general positions, the currency of identified positions, and so on. On the basis of this data, OATSIEE then strategises ways of attaining and maintaining the over-arching Office of People and Culture goals set by the University through plans such as Our People 2015 and Staff Agreements.
- Developing the University's workforce to the stage where all staff develop cultural literacy and competency around interacting with Aboriginal and Torres Strait Islander People and associated issues through professional development, the development and distribution of learning aids and other resources (eg. mentoring and workshops).
In broad terms, OATSIEE seeks to:
- Maximise employment opportunities for Aboriginal and Torres Strait Islander people;
- Build collaborative networks and commercial partnerships within the Greater Western Sydney (GWS) region;
- Listen and give voice to the issues being raised by the communities in Greater Western Sydney where these impact on the University and its future.
The OATSIEE Action Plan
In 2013, the OATSIEE Action Plan was approved for launch in 2014 which sets in place six objectives to achieve the implementation of practical initiatives and performance indicators to ensure Western Sydney University has the ability to meet the needs of Aboriginal and Torres Strait Islander People as an 'Employer Of Choice'.
Objective 1 - Increase the participation rate and employment outcomes of Aboriginal and Torres Strait Islander people across all levels of the University.
Objective 2 - Ensure the University has the ability to meet the needs of Aboriginal and Torres Strait People as an 'Employer Of Choice'.
Objective 3 - Develop leading strategies and help shape the national agenda in Aboriginal and Torres Strait Islander People Employment and Engagement.
Objective 4 - Redress, through affirmative action in employment, the past disadvantages experienced by Aboriginal and Torres Strait Islander people.
Objective 5 - Create a work environment that is free from discrimination, promotes an understanding of Aboriginal and Torres Strait Islander culture and is culturally respectful and inclusive.
Objective 6 - Build and develop a positive working relationship with the community and relevant stakeholders to ensure the improvement of employment outcomes for Aboriginal and Torres Strait Islander people.
Western Sydney University aims to be the preferred employer of choice within Greater Western Sydney for Aboriginal and Torres Strait Islander people and to promote the benefits of inclusiveness and diversity in the workplace to all employees.
The Office of Aboriginal and Torres Strait Islander Employment and Engagement (OATSIEE) has developed an Aboriginal and Torres Strait Islander Employment and Engagement Action Plan which seeks to attract, retain and support Aboriginal and Torres Strait Islander peoples.
For more information, please see the Employment Strategy page.
OATSIEE vigorously pursues a community engagement agenda in the following ways:
1. Founding the Aboriginal and Torres Strait Islander Employment and Engagement Advisory Board, which includes a majority Aboriginal and Torres Strait Islanders Elders, Leaders, Cultural Advisors from the Greater Western Sydney (GWS) region, who volunteer their expertise and time to provide advice and assistance to the Office.
2. Being one of the principal contact points and nexus between the multiple communities of Greater Western Sydney and beyond and the many Work Units for occasions such as arranging University-sponsored 'Welcome to Country' addresses, celebratory and ceremonial events within the workplace.
3. Collaborating with and/or supporting community-driven initiatives arising from the local Aboriginal and Torres Strait Islander community in the context of employment and training.
For more information, please see the Engagement Strategy page.
For more information, please contact the OATSIEE team.