RMIT Cultural Inclusion Action Plan for Staff and Students: Summary Key focus areas Consultation and participation Organisational culture and leadership Staff recruitment, retention, development and progression Student recruitment, support, retention, and outcomes Actions: Improve systems and processes to monitor, analyse and report on relevant data, to identify performance and issues, and inform evidence-based Interventions. Consult with CALD staff and students. Facilitate participation of CALD staff and students within decision making. Launch and promote this Plan and its activities and outcomes. Communicate our values of cultural inclusion and respect. Celebrate cultural diversity, including days of cultural significance and events. Ensure University communications and events (such as conferences) reflect the representation and achievements of diverse staff and students. Review and if necessary enhance the facilities for religious and cultural observance. Provide ongoing professional development to build awareness and skills of staff in relation to cross-cultural competence and in eliminating unconscious bias. Provide appropriate complaints processes, and analyse complaints data to identify issues and further strategies. Promote RMIT’s participation in the Australian Human Rights campaign, Racism. It Stops with Me. Develop targets to increase CALD representation at Level C, Level D, Level E, HEW 10 and Executive staff. Review and where required update staff processes and factsheets to reflect CALD provisions including cultural/ religious leave. Analyse academic promotion application and success rates (proportionally) by CALD identification and level and develop strategies to improve application and success rates where required. Leadership and people management practice to demonstrate cultural competence and CALD awareness. Conduct a comprehensive analysis of University recruitment data by CALD identification with a priority focus on RMIT Vietnam. Improve access pathways to the breadth of RMIT programs. Increase the and number of equity scholarships for disadvantaged students of CALD backgrounds. Provide pre-entry programs to facilitate admission, improve English, gain core knowledge in a new subject area or refresh skills. Develop staff skills in inclusive teaching and learning, responsive to and reflective of cultural and linguistic diversity. Provide reasonable adjustments to accommodate individual student circumstances where appropriate. Enhance academic support services. Provide a range of non-academic support services and programs to support inclusion and participation in the University community.
DVC Education Executive Director, Marketing Executive Director, Property Services Review and if necessary enhance the facilities for religious and cultural observance. Dec 2016, ongoing Executive Director, Human Resources Provide ongoing professional development to build awareness and skills of staff in relation to cross-cultural competence and in eliminating unconscious bias. Feb 2017, ongoing Executive Director, Resources, Academic Registrar Provide appropriate complaints processes, and analyse complaints data to identify issues and further strategies. April 2017, ongoing ACTION AREA 3: Staff recruitment, retention, development and progression RMIT University supports the recruitment, retention and progression of CALD staff. Action Responsibility Target Timeline Establish staff targets Executive Director, Human Resources Develop University-wide and College/Portfolio targets for CALD representation at Level C, Level D, Level E, HEW 10 and Executive staff. Oct 2016, ongoing Identify key of underrepresentation and implement strategies to increase. Oct 2016, ongoing Provide appropriate work conditions Executive Director, Human Resources Review and where required update staff processes and factsheets to reflect CALD provisions including cultural/ religious leave. Oct 2016 Provide academic promotion processes Executive Director, Human Resources Analyse academic promotion application and success (proportionally) by CALD identification and level and develop strategies to improve application and success rates where required. Feb 2017
Provide inclusive program structure, curriculum design and pedagogy DVC Education Executive Director, Vocational Education Provide professional development for teaching staff to enhance awareness and practice in relation to inclusive teaching and the first-year curriculum. Dec 2016, ongoing Provide reasonable adjustments for individual students in teaching, learning, and assessment Academic Registrar Review policy and procedures in relation to special consideration, academic progress, and appeals, concerning and cultural adjustments. Dec 2017 Support academic and non-academic participation, inclusion and outcomes DVC Education Provide a range of academic and non-academic support services and programs to support cultural inclusion and participation in the University community. Dec 2016, ongoing