The following recruiting guide provides advice and support for ACU managers and supervisors on the employment and engagement of Aboriginal and Torres Strait Islander staff.
Considerations when recruiting Aboriginal and Torres Strait Islander Peoples
Recruitment processes for Aboriginal and Torres Strait Islander candidates should mirror those of other candidates, in that they should be fair, merit-based and non-discriminatory. However, it is important to keep in mind that ensuring processes are fair and equitable can require that we treat people differently, rather than the same.
It is recommended that:
When advertising positions, consider writing selection criteria that includes the option of educational qualifications or equivalent relevant experience.
Consider how the position description is written, it can be written to attract or target an Aboriginal and Torres Strait Islander audience.
Managers and supervisors have a crucial role to play in providing a culturally safe and supportive work environment for Aboriginal and Torres Strait Islander staff. The Manager, Aboriginal and Torres Strait Islander Employment will work with you to ensure that you have suitable support mechanisms in place for new and existing staff members. Gain the fast facts on frequently asked questions about Aboriginal and Torres Strait Islander cultures.