- Acknowledgements
- Organisational commitment
- Statement of purpose
- Key Priorities
- Download the full plan
1. Acknowledgements
University of Sunshine Coast (UniSC) acknowledges the Kabi Kabi/Gubbi Gubbi, Yugarabul, Yuggera, Jagera, Turrbal, Jinibara, Butchulla/Batjala/Badtjala and Kaurna peoples, on whose lands we live, work and study. UniSC is a place where Aboriginal and Torres Strait Islander people’s perspectives, culture and knowledge is acknowledged, valued and respected. We share deep pride in and seek to uplift, empower, and give a voice to Aboriginal and Torres Strait Islander people and perspectives.
We acknowledge the Traditional Custodians of the lands on which UniSC operates, and recognise their enduring connection to Country, knowledge, and community. We pay our respects to Elders past and present and extend that respect to all Aboriginal and Torres Strait Islander peoples.
The University also acknowledges the contribution and guidance of UniSC’s Aboriginal and Torres Strait Islander staff members together with members of the Vice-Chancellor and President’s Indigenous Advisory Committee in the preparation of this Plan.
2. Organisational commitment
At UniSC, we are committed to advancing Aboriginal and Torres Strait Islander people’s employment and career development as a core part of our mission to transform lives through learning and knowledge.
This Aboriginal and Torres Strait Islander Peoples Employment and Career Development Plan 2026–2029 outlines the actions and accountabilities that will support cultural safety, wellbeing, and capability building, ensuring UniSC is a culturally responsive and safe workplace. Our approach is grounded in mutual respect, informed by lived experience, and driven by collaboration. We are committed to removing structural barriers, fostering inclusion, and recognising the value of diverse perspectives.
Aboriginal and Torres Strait Islander people’s inclusion is central to UniSC’s excellence, and we will continue ‘walking together’ to build a university that exemplifies respect, opportunity, and self-determination for current and future generations.
3. Statement of purpose
The UniSC Aboriginal and Torres Strait Islander Peoples Employment and Career Development Plan 2026-2029 supports the UniSC Strategic Plan 2025-2028 by recognising the need to address long-term business outcomes, address social inequity, and strive to foster an inclusive workplace that supports Indigenous employees’ success and growth. This aligns to the University's commitment to developing a workplace that nurtures, attracts and retains a diverse, high-performance workforce.
This plan aims to:
- Support the goal of increasing Aboriginal and Torres Strait Islander people’s employment and participation at all levels of the organisation and across work areas. Without limiting the ways in which that will be achieved, UniSC will seek to increase participation of Aboriginal and Torres Strait Islander people to a target of 3.6% of employees.
- Provide Aboriginal and Torres Strait Islander employees with learning and career opportunities to support their career development and advancement and enhance their engagement and job satisfaction.
- Facilitate the involvement of Aboriginal and Torres Strait Islander employees in identifying employment and career goals aligned with their own aspirations and the University’s Strategic Workforce Planning Framework.
4.Key Priorities
Key Priority 1: Representation and equity
Goal: Increase Indigenous representation across all levels of the organisation to 3.6%.
| Actions |
|---|
|
Set specific and measurable targets for Indigenous employment through workforce planning. |
|
Allocate resources specifically for Indigenous employment initiatives. |
|
Develop targeted outreach and recruitment campaigns in collaboration with Indigenous stakeholders. |
|
Build relationships with local Indigenous communities, employment agencies, and training providers. |
|
Collect and analyse Indigenous workforce participation, retention and advancement data. |
Key Priority 2: Development and support
Goal: Grow and develop Aboriginal and Torres Strait Islander employees through mentoring, training and career development.
| Actions |
|---|
|
Support and grow the Indigenous employee network and encourage open dialogue on Indigenous issues within the organisation. |
|
Provide Indigenous employees access to professional development, mentorship and leadership programs. |
|
Support Indigenous employees in undertaking further education and skills training. |
|
Create clear career pathways with succession planning that includes Indigenous candidates. |
|
Maintain flexible work arrangements to support Indigenous employees’ cultural commitments. |
Key Priority 3: Access and opportunity
Goal: Provide equitable access to recruitment, retention and advancement opportunities.
| Actions |
|---|
|
Foster culturally safe and inclusive recruitment. |
|
Ensure university policies and procedures actively remove direct and structural racism. |
Key Priority 4: Safety and respect
Goal: Foster a culturally safe and respectful workplace.
| Actions |
|---|
|
Foster an inclusive workplace culture through cultural awareness and competency training for all employees. |
|
Provide access to counselling and wellbeing programs that respect Indigenous cultural needs. |
Key Priority 5: Partnerships and engagement
Goal: Contribute to building strong partnerships with Indigenous communities and organisations.
| Actions |
|---|
|
Support opportunities for Indigenous suppliers and service providers to participate in procurement activities. |
|
Participate in community events and support Indigenous initiatives. |
5. Download the full plan
Aboriginal and Torres Strait Islander Peoples Employment and Career Development Plan 2026–2029.
Image: Knowledge is Sacred | Lyndon Davis