• Section 1 - Purpose
• Section 2 - Membership
• Section 3 - Functions
• Authority
• Reporting
• Section 4 - Delegations
• Section 5 - Conduct of Committee Business

Section 1 - Purpose

(1) The UNE Aboriginal and Torres Strait Islander Employment Strategy Oversight Committee (the Committee) is established as a Vice-Chancellor’s Committee to oversee the implementation of the 2025 – 2029 Aboriginal and Torres Strait Islander Employment Strategy (the Strategy). The Committee is established by the Vice-Chancellor with regard to the authority of the Vice-Chancellor Functions Rule.

(2) The Committee will provide advice to the Vice-Chancellor and Chief Executive Officer on matters relating to Aboriginal and Torres Strait Islander employment and engagement.

Objectives

(3) The Committee’s objective is to oversee and provide advice to the Vice-Chancellor and Chief Executive Officer on progress towards the objectives of the Strategy, which has the following objectives:

1. Recruitment and Retention: At least (4%) four per cent of the University’s workforce will be Aboriginal and Torres Strait Islander people by 2029.
2. Talent and Leadership: Provide career advancement and leadership opportunities for Aboriginal and Torres Strait Islander staff to support career choices and aspirations.
3. Partnerships: Foster partnerships, both internal and external and relationships to revitalise Aboriginal and Torres Strait Islander cultures to build a connected community and collaborative network.
4. Cultural knowledge, celebration and understanding: Promote a culturally safe environment where Aboriginal and Torres Strait Islander cultures, knowledge and voices are valued, celebrated and respected.
5. Governance, monitoring and reporting: Ensure key representatives lead the implementation, monitoring and reporting of all components of the Strategy to foster the necessary accountability and transparency in its delivery

Section 2 - Membership

Membership

(4) The members are as follows:

1. Pro Vice-Chancellor Indigenous or (if there is a vacancy in the role of Pro Vice-Chancellor Indigenous) Deputy Vice-Chancellor (Chair)
2. Director People and Culture or nominee
3. Director Oorala Aboriginal Centre or their nominee
4. Executive Director Future Students, Engagement and Technology or nominee
5. the three Executive Deans of the Faculties or nominees
6. Executive Principal Student Journey or nominee
7. a member of the Committee of UNE Aboriginal and Torres Strait Islander academics established by the Vice-Chancellor and Chief Executive Officer
8. UNE Senior HR Consultant (Aboriginal Employment)
9. a representative nominated by the Community and Public Sector Union (CPSU)UNE Branch (preferably Aboriginal or Torres Strait Islander)
10. a representative nominated by the National Tertiary Education Union (NTEU)UNE Branch (preferably Aboriginal or Torres Strait Islander).

(5) Nominees should be University Representatives who have responsibility for ensuring the relevant area makes progress towards the objectives of the strategy, understanding of progress and challenges, and ability to contribute constructively to the oversight and advising functions of the Employment Committee. They are responsible for ensuring that their nominator is informed about the business and decisions of the Committee.

In Attendance

(6) The Committee may seek input from any other members of the UNE community when required and/or invite University officers and representatives of various stakeholder groups to meetings depending on the need. This may include Community Elders.

Chair

(7) The Pro Vice-Chancellor Indigenous (PVCI) or (if there is a vacancy in the role of Pro Vice-Chancellor Indigenous) the Deputy Vice-Chancellor will act as Chair. If the PVCI or the DVC (as applicable) is unavailable to act as Chair, Director People and Culture will act as Chair during the period the PVCI or the DVC is unavailable.

Gender representative objective

(8) UNE is committed to gender equality and so far, as is practicable, it is an objective that the Employment Committee membership comprise of a balance of genders. Gender representation shall accord with the Gender Representation on Decision-Making and Advisory Committees Policy.

Section 3 - Functions

(9) To oversee:

1. implementation and ongoing monitoring of the Strategy;
2. reporting on the Strategy.

(10) To provide advice to the Vice-Chancellor and Chief Executive Officer on:

1. implementation of the Strategy and progress against its objectives;
2. issues relating to the implementation of the Strategy referred to the Employment Committee by the Vice-Chancellor and Chief Executive Officer or the Chair;
3. where appropriate, issues relating to the implementation of the Strategy referred to the Employment Committee by University staff or community members.

(11) To assist the Vice-Chancellor and Chief Executive Officer and the University in communicating with the UNE and the Aboriginal and Torres Strait Islander community matters related to the implementation of the Strategy.

(12) To ensure that advice of the Committee embodies appropriate attention to principles of Self-determination, Integrity, Community and Leadership and are consistent with UNE’s strategic objectives.

Authority

(13) The Committee, through the Chair, is authorised to seek data and information in relation to Aboriginal and Torres Strait Islander employment from relevant areas of the University, and to consult with relevant stakeholders and interested parties on any matter before the Committee.

Reporting

(14) The Chair of the Committee will report to the Vice-Chancellor following each meeting on the business conducted by the Committee, including regular progress reports against the objectives of the Strategy.

Section 4 - Delegations

(15) The Employment Committee has delegated authority from the Vice-Chancellor and Chief Executive Officer to perform on behalf of the Vice-Chancellor and Chief Executive Officer the approval, advice and monitoring functions set out in these terms of reference and all matters ancillary to those functions. The Vice-Chancellor and Chief Executive Officer retains the discretion to withdraw, modify or override this delegation at any time.

Section 5 - Conduct of Committee Business

Meetings

(16) The Committee will meet on a quarterly basis. Committee members should be given at least three weeks’ notice in advance of the next meeting, or such shorter notice period as is practicable where the matter is urgent.

Business Papers

(17) Unless the Chair directs otherwise, Committee business papers, or “flying minutes” and explanatory documents accompanying them, will be distributed to Committee members electronically and in an accessible format not less than seven days before the next meeting.

(18) Business papers will not be tabled during Committee meetings if they have not been distributed electronically prior to the meeting. Late papers may be distributed electronically in an accessible format by the Secretary, upon approval by the Chair.

Quorum

(19) A quorum shall consist of a simple majority of the Committee at the time the meeting is held.

Use of technology

(20) Business papers and other documentation must be distributed in advance of each meeting in an accessible, online format. All meetings will be held in person and online via videoconferencing, where possible.

Resolutions

(21) The Committee may pass a resolution by “flying minutes” provided that the resolution has been approved by a simple majority of Committee members at the time the resolution is made.

Minutes

(22) Meeting notes will be kept to a minimum and circulated promptly following the meeting, including all action items. Minutes will be formally endorsed by the Committee at its next meeting.

(23) Minutes will be provided in an accessible electronic format by the Secretary.

(24) The Secretary to the Committee is responsible for ensuring all Committee business records are registered in the approved UNE Records Management System (RMS) in accordance with the Records Management Rule.

Disclosure of information

(25) Disclosure of business papers, minutes and other information received by The Employment Committee should be made via the Chair or Secretary to the Committee.

Self-Review

(26) Once every twelve-month period, the Committee will devote part of one meeting to the review of its policies, practices and procedures over the preceding twelve months.

Secretary to the Committee

(27) The Executive Assistant to the Chair will provide secretariat and administrative support to the Committee.