employment in senior classifications and management positions. Include career development and flexible work options discussions in WPPR process 31/06/16 DP&C Complaints management statistics indicate do not experience discrimination or harassment in relation to flexible work practices All staff participate in WPPRs. 2.5 EEO and cultural awareness training is provided to all staff. Maintain mandatory SOL EO Online training for all staff. Develop and implement the Indigenous Cultural Competency Framework Develop and implement a cross cultural training strategy. Ongoing 31/12/15 31/12/15 DCV&E EIR and DCAS DCV&E All staff complete mandatory EO Online Training. All staff complete WOW training by 31/12/17 Staff attend cross cultural awareness training. 2.6 resource management policies, procedures and job descriptions are reviewed for both direct and indirect bias and potential barriers. Continue to review HR Policy to ensure that discrimination and barriers to EEO are avoided. Review Job Classification system for systemic bias. Undertake biennial Gender Pay Equity Audit and address any issues identified. Ongoing 31/12/16 31/12/15 DP&C and DCV&E DP&C and DCV&E DCV&E HR policy review completed. Job Classification system reviewed. Gender Pay Equity Audit completed. 2.7 There is an effective Complaint Resolution Process where people feel able to raise concerns and issues. Maintain and update existing Complaint management mechanism and promote to all staff. Provide complaint mechanism information via the ISU and in EESJ brochures, website and presentations Ongoing DISU DISU and DCV&E Existing Complaint Management mechanism is maintained and promoted to all staff. 2.8 Employee terminations are monitored through exit interviews and outcomes are evaluated to determine emerging patterns. Evaluate Your Voice Staff Survey data to determine patterns and address these in HR planning. Develop an exit interview process and mechanism to monitor data to determine patterns and address in HR planning. Annually (December) 31/12/5 DCV&E, DP&C and DODU DP&C Your Voice Staff Survey data and exit interview results reviewed and any issues addressed in HR planning/policy/training.
Objective 3 Employment programs and practices at Curtin recognise and include strategies for EEO groups to achieve workforce diversity. INITIATIVE TASK / ACTION TIME FRAME ACCOUNTABILITY MEASURES OF SUCCESS 3.1 Demographic data is systematically collected to monitor and report on the progress of all diversity groups. Review demographic data and benchmark data at and national levels and report to PMC and Council. Evaluate Your Voice Staff Satisfaction data to determine patters and address these in HR planning. Annually DCV&E DCV&E Data reviewed as part of EOWA/OEEO reporting, issues addressed in HR planning/policy/training, and reports provided to P&MC and Council. 3.2 Workforce planning incorporates appropriate strategies to attract and retain employees from diversity groups. Implement and review the RAP, DAIP, IAES, AWS; Procedures for the Employment of Indigenous People, and Diversity in the Workplace Procedures. Ongoing VC, Executive Mangers, HOS/A, DCV&E and DP&C Increase in representation of people from Diversity Groups employed at Curtin. 3.3 Diversity objectives are identified to define the workforce profile suited to the agency’s business needs. Set employment targets for Diversity Groups in the context of the University Values, Strategic Plan, People and Culture Plan, RAP, DAIP, IAES, AWS, demographic data, benchmarking data, Your Voice Staff Satisfaction data and exit interview results. Annually VC , Executive Diversity and Equity KPI and Second Tier Measures targets for Diversity Groups are set and embedded in University Plans and the EMPS. 3.4 Advertising methods are enhanced to attract diverse applicants. Promote Curtin as an employer which values diversity and promotes equity and inclusion. Diversity statement included in all advertising Advertise in media that target diversity groups. 31/12/15 Ongoing DP&C DP&C Curtin is identified as an employer which values diversity and promotes equity and inclusion. Media that target diversity groups is used for advertising. 3.5 Strategies are developed and implemented to attract, retain and provide career development opportunities for the diversity groups:
Women in Management Review the AWS and implement updated strategy. Develop and implement a Women in Leadership Program Develop and Implement a Women in Research Network 31/07/15 and ongoing 31/12/15 31/12/15 VC, Executive Managers, HOS/A and as per AWS DCV&E DVC R Diversity and Equity KPI and Second Tier Measures targets are met. Curtin obtains Employer of Choice for Gender Equity Citation Curtin meets NHMRC requirements Indigenous Australians Continue implementation of the RAP Review the IAES and implement an updated strategy. As per the RAP DP&C, DCV&E VC, Executive Managers, HOS/A and as per RAP and IAES Diversity and Equity KPI and Second Tier Measures targets are met. People with Disabilities Continue implementation of the DAIP. As per the DAIP VC, Executive Managers, HOS/A and as per DAIP Diversity and Equity KPI and Second Tier Measures targets are met. People from Culturally Diverse Backgrounds Develop the Cultural Diversity and Inclusion Strategy. Promote and celebrate significant cultural events. 31/12/15 Ongoing DCV&E DCV&E and DM Diversity and Equity KPI and Second Tier Measures targets are met. Significant cultural events are acknowledged. Youth Continue to participate in Traineeship and Apprenticeship Programs. Ongoing VC, Executive Managers, HOS/A DP&C Participation in Traineeship and Apprenticeship Programs. OBJECTIVE 4 Curtin maintains a relevant and achievable EEO Management Plan through Communication, Review and Amendment and Evaluation