Certification 1

INDIGENOUS STUDENT SUCCESS PROGRAMME – 2018 Performance Report

Organisation Macquarie University

Contact Person Dr Leanne Holt

Phone 9850 8634 E-mail Leanne.holt@mq.edu.au

1. Enrolments (Access)

In 2018 Walanga Muru continued to provide an array of pathways and opportunities for Aboriginal and Torres Strait Islander students to access Macquarie University. Whilst most pathways remained similar in their delivery, there was a significant change to the Walanga Muru Entry Pathway, now known as ATSIEP, please see below for further information on these pathways; Aboriginal and Torres Strait Islander Entry Pathway (ATSIEP) This revised pathway offers all Aboriginal and Torres Strait Islander people the opportunity to potentially receive an offer into all undergraduate degrees. ATISEP now incorporates an online application, requiring school reports, a 500 word statement regarding their desire to study and confirmation of Aboriginality. Following this an interview is scheduled with key stakeholders from Walanga Muru and the wider university community. In its pilot year this model has proven to be very successful with applicants bringing along family members and meeting the Walanga Muru community prior to beginning their tertiary study. The pathway also provides future students with an opportunity to experience the MQ campus and learn about the variety of engagement opportunities available through Walanga Muru. In 2018 151 students received offers to study undergraduate degrees and 83 students accepted and enrolled for Semester 1 2019 commencement. This data includes entry through all MQ pathways. Critical Thinking Unit This unit is offered to Aboriginal and Torres Strait Islander students predominantly in Year 11, with the occasional Year 12. These students undertake a university subject (PHL137) whilst completing their HSC. Upon successful completion of this unit students are offered a place to study at Macquarie University in their chosen undergraduate degree. In 2018 25 students undertook the Critical Thinking Unit. Eight students withdrew before census and 17 students successfully completed the unit. From the 2017 cohort, 1 student has taken up this opportunity. They are studying a B Arts w B Laws. Wuyagiba Bush Hub In 2018 Macquarie University established the Wuyagiba Bush Hub, located in Arnhem Land, Northern Territory with 14 students undertaking a six week tertiary preparation program. These students also travelled to Sydney for a week to complete ATSIEP interviews, looking at 2019 study. All 14 students were made an offer to study in a bespoke B Arts degree in 2019. 11 students took up this opportunity and began studying in Semester 1, 2019. In addition to these specific programs, Walanga Muru has also worked in close partnership with the MQ Future Students Team and the MQ Widening Participation team on access initiatives. This has involved collaboration through attending events across NSW, targeted marketing and promotion of scholarships and engagement opportunities. Outreach activities In 2018 Walanga Muru implemented a range of outreach activities to promote Macquarie University. These activities included:

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In-school Engagement Program This program is targeted at Aboriginal and Torres Strait Islander students in Years 7-10 and is implemented directly in schools. Students participate in four workshops across the year centred around Aboriginal knowledges and a dreaming story that focuses on building self esteem, pride in identity and promotion of Macquarie University. In 2018 16 schools and 399 students participated in this program. Pre and post evaluations were conducted with students. The main outcome from the evaluations was that students felt that the workshops had built up their resiliency and pride in their identity. The in school program has directly led to increased participation in other Outreach Activities and MQ enrolments. Rising Stars Leadership Camp The Rising Stars Leadership Camp is a three day experience based at Macquarie University and is offered to students in Year 10. Across the three days students participate in leadership activities, hands on experiences delivered by MQ faculty stakeholders and cultural workshops. In 2018 60 students from 25 schools participated in this leadership camp. 38% of students were from urban areas and 62% (28 students) were from regional/rural areas. There was a 46% increase of student participation in 2018, reaching our maximum capacity for camp attendance. The evaluations were overwhelmingly positive and students commented that the camp had enhanced their leadership skills. Critical thinking unit This program crosses over with enrolment opportunities. Please see previous for the information about this program. Community events Throughout 2018 the outreach team were present at 21 community events where they held stalls and conducted presentations, mostly Aboriginal and Torres Strait Islander specific events. Some of these events included Yabun, Koori Knockout, Careers expos, regional road shows, NAIDOC events and events connected to significant days. One off school visits For schools that were unable to participate in the in-school workshops program the outreach team ran individualised sessions at schools. These sessions included cultural workshops, individualised degree planning for Year 12 students and information sessions about the array of outreach activities. In 2018 the team completed 10 presentations, reaching 119 Aboriginal and Torres Strait Islander students. Additionally, the Outreach Team also did a road trip from Taree to Maclean, reaching 76 students. Some of these students transitioned into other Outreach programs such as Rising Stars and Critical Thinking. National Indigenous Science Experience Program (NISEP) NISEP continued in 2018 with increased engagement from local and regional communities. NISEP hosted camps on campus and also celebrated National Science Week at Redfern Community Centre in July. This program continues to go from strength to strength and is a powerful example of Walanga Muru and the Faculty of Science collaborating to provide students with experiences and education around the importance of STEM subject areas. A combination of ISSP funding and HEPPP funding were utilised to ensure the successful implementation of all access and outreach pathways and programs.

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1a Scholarships (2018 breakdown)

Student category Education Costs Accommodation

Costs Reward

Total/

Students Assisted

(headcount)

$ No. $ No. $ No. No. $

From Regional/

Remote-undergraduate

5355 6 6 32130

From Regional/

Remote-postgraduate

Undergraduate (non-

regional/remote students) 2627 27 500 20 47 80929

Post-graduate (non-

regional/remote students) 21941 1 500 3 4 23441

Other

TOTAL 57 163500

Value of Scholarships awarded by the university to remote or regional students in the 2017 academic year (Section 21(3) in the Guidelines refers)

$89579

Value of Scholarships offered by the university to remote or regional students in the 2018 academic year (Section 21(3) in the Guidelines refers)

$112000

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2. Progression (access and outcomes)

In 2018 Walanga Muru continued to develop and expand on our new model of engagement and opportunities, moving away from deficit language and stereotyping of Aboriginal and Torres Strait Islander students. The engagement team comprised of three Academic Engagement Coordinators, Cultural Advisor, Counsellor and Team Leader. The team provided expert knowledge to students and found additional opportunities for students to be engaged in programs that would complement their degrees. The following engagement services were offered to students in 2018:

• Degree planning

• Academic workshops

• Tailored enrolment sessions

• Structured first year engagement program

• Tutoring (please see 2a for statistical data of students using our tutoring services)

• Weekly lunches

• Cultural support through the Cultural Advisor

• Indigenous Nationals

• Social sport

• Men’s didgeridoo group

• Women’s weaving group

• Orientation cultural camp

• HDR monthly networking meetings

• 24/7 computer lab

• 24/7 common room with access to food and supplies

• Dedicated library space

• Student mentoring program

• Specialised events relating to degree areas As mentioned in the 2018 ISSP Report a First Year Academic Engagement Coordinator was employed in September 2017 to provide students with consistent messaging, tailored first year experiences and additional wider opportunities to become a part of the Walanga Muru family. The engagement team also developed a new role, First Year Advisors, in place of the previous ITAS/IAS tutoring model. These advisors provide tutoring but were trained to work with students as a mentor and to provide guidance about navigating the university world. These changes have already had a direct impact on student engagement and have seen a 20% increase in retention rates for 2018. Official data around retention and progression rates will be available towards the end of the year. In 2018 Walanga Muru held its 2nd annual Orientation Cultural Camp. The Camp was held at Glen Rock Scout Camp near Newcastle and saw both new and returning students spend 3 days on country learning university 101, participating in cultural activities and generally connecting with each other and enjoying each other’s company. Improving cultural safety across campus Throughout 2018 there was significant work done around improving cultural responsiveness and safety across the university. This was achieved through: Manawari - Cultural Safety Training After extensive planning and consultation the Manawari Cultural Safety Training package was piloted and evaluated in 2018. The purpose of this training is to provide an opportunity for staff to develop a meaningful understanding and respect for Aboriginal cultural values, history, beliefs, knowledges, practices and philosophies. The training also aims to overcome racism and discrimination to create safe and positive learning environments for all staff and students. In 2018 106 MQ staff completed the training.

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Cultural Advisor The role of the Cultural Advisor is to offer guidance and cultural support to Indigenous students and the wider university. The Cultural Advisor is the Chairperson of the Wattamattagal Bunywal Advisory Committee, and sits on numerous internal and external bodies. They also have input on all documents pertaining to Aboriginal and Torres Strait Islander peoples. Varied associations with internal & external stakeholders. Walanga Muru Deadly Ball The 3rd annual Deadly Ball was held at The Ranch, North Ryde in 2018. The event is a celebration of Aboriginal and Torres Strait Islander student and staff success, acknowledging academic and community success. Aboriginal events for the wider university In Reconciliation Week 2018, Macquarie University’s Indigenous Workforce Strategy was launched, along with the announcement of MQ’s first PVC Indigenous Strategy, Dr Leanne Holt. This event was an opportunity for the wider university to collaborate with Walanga Muru and think about ways of increasing their Indigenous workforce numbers. In the same week Walanga Muru also hosted an auction raising funds for Aboriginal Scholarships at Macquarie University. This event saw people from across the university joining together to purchase Aboriginal and Torres Strait Islander art whilst also hearing from current students and watching Aboriginal dance and performance. PACE sessions Through the Macquarie University PACE (Professional and Community Engagement) program, which aims to provide students with experimental learning opportunities with internal and external partners, specific Aboriginal educational projects were conducted. Students were given one of three projects, focused on Aboriginal marketing needs, Aboriginal literacies, and a research project relating to educational opportunities for Aboriginal inmates. The PACE projects gave students an opportunity to increase their cultural understanding and capacity, whilst also providing the University with preliminary research findings for future priority areas. Dunmore Lang College (DLC) Aboriginal Engagement DLC continued to strengthen its engagement with Walanga Muru to provide the Aboriginal and Torres Strait Islander students living at the college a meaningful and holistic experience whilst studying. DLC provides students with a dedicated space at the college, access to funding to attend conferences and cultural events, leadership opportunities and generally celebrates Aboriginal and Torres Strait Islander culture across the college. 2018 also saw the appointment of a Cultural Advisor at DLC who is available to students 2 days a week. There were 37 Aboriginal and Torres Strait Islander students living at DLC in 2018.

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2a Tutorial and other assistance provided (2018 breakdown)

Assistance type Level of study Number of students assisted

Hours of assistance

$

Tutorial assistance Undergraduate 101 2263.32 108096.63

Post graduate 6 260.58 13440.35

Other

First Year Advisors 70 1662.48 79150.83

total 4186.38 $200687.81

total

Student Interactions All levels 1090 interactions were logged with students in 2018 (this does not include informal drop-ins)

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3. Completions (outcomes)

2018 saw a large number of Aboriginal and Torres Strait Islander completions at Macquarie University. There were 38 students that completed degrees in 2018 and there was also a PhD submission. There are two graduation ceremonies held at MQ, April and September. Walanga Muru hosts a morning tea at these times for the graduating students and their families. Across the course of 2018 a number of pathways and promotional opportunities were continued to provide a variety of graduate opportunities for Macquarie University students. These included: Macquarie University Cadetships These cadetships are designed to provide students in their 2nd year or above an opportunity to complete a cadetship in a workplace that is relevant to their degree and career aspirations. Students are placed both within Macquarie University and also with external partners including workplaces such as Jones Lang Lasalle and Redfern Legal Centre. In 2018 there were 22 students in cadetships. HDR monthly research meetings These monthly meetings were continued in 2018 to provide HDR students with an opportunity to meet other HDR students and also a chance to present their research for peer review and comment. Partnerships with external recruitment providers Walanga Muru worked closely with external recruitment providers to promote all graduate opportunities and internships to our students. Some of these partnerships included Career Trackers, CSIRO, APS graduate program, Woolworths and Gilbert and Tobin. Targeted approach to students due to graduate and postgraduate students In 2018 Walanga Muru targeted our students due to graduate in 2018 through directed emails and contact about specific graduate roles that were relevant to their degree. This approach saw a greater engagement from students and more students involved in information sessions. Towards the end of 2018 we also identified that we have a greater number of students interested in postgraduate studies (particularly HDR study) so Walanga Muru redirected one of the academic engagement coordinators to focus on postgraduate studies, both the recruitment and engagement of current students. Alumni network The development of an alumni program is in the process of being developed for implementation in 2019. Walanga Muru has not had an alumni network, however we see immense value of the development of an alumni network. We are in the preliminary stages of establishing this network.

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4. Indigenous Education Strategy accessible by public

Link to University’s website - https://www.mq.edu.au/about/about-the-university/our-commitment-to-aboriginal-and-torres-strait-islander-peoples which includes:- - Welcome to Country video - Acknowledge of Country - Macquarie University Reconciliation Action Plan 2017-2018 - Office of the Pro Vice-Chancellor (Indigenous Strategy) - Macquarie University Indigenous Strategy 2016-2025 - Implementation Plan 2017-2019 - Aboriginal and Torres Strait Islander Workforce Plan 2018-2021 - Aboriginal Protocols document Macquarie University’s Indigenous Strategy 2016-2025 takes a long-term view and aligns with existing University frameworks and strategic plans to enhance aspirations to achieve Indigenous excellence. The strategy provides an opportunity to consider how the University can build genuine, sustainable and reciprocal connections and recognise the unique perspectives of Aboriginal and Torres Strait Islander people across all facets of the University’s operations including student and community engagement, workforce, learning & teaching and research. With the Indigenous Strategy in its third year of function, we are now seeing significant outcomes across the three pillars of Badawa (aspire), Manawari (discover), and Djurali (evolve). With an Aboriginal and Torres Strait Islander Workforce Plan and an Aboriginal Cultural Safety training program (Manawari Respect, Reciprocity and Relationships) released in 2018, along with the drafting of an Indigenous Research Plan and an Indigenous Connected Curriculum framework, important commitments and targets are in place to ensure we are heading towards a more empowering and inclusive future for Aboriginal and Torres Strait Islander people and Communities. Walanga Muru – The Office of the Pro Vice-Chancellor (Indigenous Strategy) implements the Strategy currently using a three-year initial Implementation Plan 2017-2019 with the following strategic directions identified and progress against targets and milestones outlined: - Unlocking Capacity:

• Build aspiration and establish pipelines from schools for Indigenous youth to come to our university (see section 1)

• Increase Indigenous undergraduate and postgraduate student enrolments (see section 1)

• Support sustainable increases in Indigenous employment to complement existing and future enterprise agreements (see section 5)

• Support and build the capacity of Indigenous researchers

The Department of Indigenous Studies with support from the PVC Indigenous Strategy has established the Forum for Indigenous Research Excellence at the University. FIRE is an international research network of scholars interested and engaged in Indigenous related research.

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FIRE aims to: - Build Indigenous research capacity and capability by supporting emerging researchers and

providing pathways for Indigenous students to Higher Degree Research. - Strengthen the connections between Indigenous scholars and Aboriginal and Torres Strait

Islander communities in Australia and Indigenous communities internationally. - Ensure that the benefits of research flow to Aboriginal and Torres Strait Islander communities

and that research knowledge is shared in partnership with those communities. - Build strong foundations for Indigenous research partnerships internationally. - Provide a research environment that supports the development and application of Indigenous

knowledge to address contemporary challenges and opportunities. A number of other strategies have been developed to build the capacity of Indigenous researchers such as: - Supporting conference papers being presented at key national and international forums - Acknowledging the contribution and promoting success of Indigenous researchers The drafting of a University Indigenous Research Plan this year with its imminent release in 2019 will create a platform for excellence in Indigenous research and innovation at a local, national and global level as well as recognise the unique perspectives, knowledge production and contribution of Aboriginal and Torres Strait Islander peoples that has sustained the survival of the longest living culture in the world. Develop Cultural Capability

• Develop and implement and cultural capability framework and initiate cultural training opportunities for all existing and new staff

Manawari Respect Reciprocity & Relationships Training 2018 was a time for Manawari, the University’s Aboriginal Cultural Safety Training program to be refined, piloted, launched and implemented. From the launch during NAIDOC week to its implementation in October a total of 106 staff participated in the training from PACE, Faculty of Business and Economics, Learning and Teaching, Faculty of Medicine and Health Sciences, Respect. Now. Always. (RNA) student support, and the Faculty of Arts. The purpose of this training is to motivate and build a positive knowledge position for University staff and students. The development and implementation of a high quality culturally appropriate training framework will lead to meaningful understanding and respect for Aboriginal cultural values, history, beliefs, practices, knowledges and philosophies across the University. This process will have a positive impact on University staff and students’ confidence in establishing appropriate, sustainable relationships leading to a culturally safe environment at Macquarie University. Paramount throughout the whole process will be improving a greater appreciation, understanding of Aboriginal cultural values, history, beliefs, practices, knowledges and philosophies across Macquarie University. The culmination of the on-line and face to face training is for the respective units to develop an action plan that identifies key components for creating a culturally responsive space for Aboriginal and Torres Strait Islander peoples at the university in line with key aspects and commitments from Macquarie university that are clearly articulated in the Macquarie University Indigenous Strategy 2016-2025, the Macquarie University Reconciliation Statement. Once there are more participants completing this program a ‘showcase day’ of action plans will be organised at the university.

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Support for Indigenous Success

• Simplify and clarify systems, processes and policies between Walanga Muru and other support services across the University (see sections 1 & 2)

• Develop systems that enhance undergraduate and postgraduate enrolments and completions (see sections 1 & 2)

Macquarie University’s Reconciliation Action Plan 2017-2018 (RAP) has grown from and complements the Indigenous Strategy 2016-2025 further demonstrating the University’s deep commitment to Aboriginal and Torres Strait Islander education. The RAP contributes to Macquarie University’s future by helping to: - produce future Aboriginal and Torres Strait Islander leaders - implement culturally appropriate services and engagement for Aboriginal and Torres Strait

Islander students - be an employer of choice for Aboriginal and Torres Strait Islander peoples - be a more culturally safe, informed and respectful campus - be a more dynamic, innovative and diverse university. This RAP was the beginning of the University’s reconciliation journey, building the foundations for relationships, respect and opportunities. These three pillars constituted a ‘reflect’ plan, and over the two years of its life developed solid support across the campus, and provided commitment to cultural learning, understanding cultural protocols, and considering Aboriginal and Torres Strait Islander employment and the student experience. As these two years drew to an end in 2018, it was recommended by the PVC (Indigenous Strategy), the RAP Champion - Deputy Vice-Chancellor (Academic) and agreed upon by the Indigenous Governance bodies of the University that a Reconciliation Statement be drafted to replace a further RAP. This Statement to reflect the University’s commitment to reconciliation outlined in the various strategies and programs that have been developed and are being implemented to advance reconciliation at Macquarie University such as Macquarie University Indigenous Strategy 2016-2025; Aboriginal and Torres Strait Islander Workforce Plan 2018-2021; Macquarie University Indigenous Research Plan 2018-2021; Cultural Safety Training for staff and students; Indigenous Connected Curriculum.

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5. Indigenous Workforce Strategy accessible by public

The following Indigenous Workforce Strategy initiatives are outlined in relation to the requirements of the Indigenous Student Success Program guidelines. Macquarie University achieved a key milestone on the 1st May 2018 with the launch of our inaugural Aboriginal and Torres Strait Islander Workforce Plan 2018-2021 Waranara Djurali (meaning to seek and grow in Darug language). The workforce plan outlines Macquarie University’s commitment to building stronger, positive and sustainable relationships with Aboriginal communities. In 2018 Macquarie University currently boasts the highest number of Aboriginal and Torres Strait Islander staff in our history, with 1.2% of staff identifying as being of Aboriginal and/or Torres Strait Islander descent compared to all staff which has increased from 0.72% in 2017. Macquarie University is progressing well and building a sustainable cohort of Aboriginal and Torres Strait Islander academics, researchers, professional staff and senor staff through a multifaceted and coordinated approach as outlined in the Workforce Plan and is working towards a 1.8% 1.8 per cent (or 58 headcount) of the University’s fulltime equivalent fixed-term and continuing staff will be Aboriginal or Torres Strait Islander (The progressive target is three per cent by 2025). The Macquarie University Aboriginal and Torres Strait Islander Workforce Plan 2018-2021 Waranara Djurali: To seek and grow can be found at https://www.mq.edu.au/about/about-the-university/our-commitment-to-aboriginal-and-torres-strait-islander-peoples/our-commitment-to-reconciliation/media/INS3994_Workforce-Plan-2018_FA_WEB_LR.pdf

The five priority areas for Aboriginal and Torres Strait Islander workforce development, as outlined in the plan include: 1 Workplace environment and wellbeing: Creating a culturally safe and

inclusive working environment for Aboriginal and Torres Strait Islander people, including demonstrating respect for and celebrating the cultural contributions that Aboriginal and Torres Strait Islander staff bring to our University.

2 Attraction and recruitment: Building meaningful and sustainable employment opportunities for Aboriginal and Torres Strait Islander people across our University, including academic, research, professional and senior positions.

3 Retention and progression: Building on the skills of Aboriginal and Torres Strait Islander staff, and providing opportunities for career advancement to foster longevity and positive futures for our current and future Aboriginal and Torres Strait Islander staff.

4 Leadership and Aboriginal and Torres Strait Islander voices: Providing enhanced and targeted opportunities for Aboriginal and Torres Strait Islander leadership across the University, and raising the profile and structures for an Aboriginal and Torres Strait Islander influence in decision-making processes.

5 Governance, systems and structures: Improving systems to support the career goals and aspirations of our current and future Aboriginal and Torres Strait Islander staff, including governance structures for a sustainable approach to workforce growth.

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In May 2018 Macquarie University appointed Dr Leanne Holt into the prescribed position of Pro Vice-Chancellor (Indigenous Strategy). This senior executive position will work with other executive and senior staff at the University to continue to deliver high quality outcomes of the Indigenous Strategy by empowering a whole-of-university approach to which all members of the University community will contribute. The announcement of the position can be found at https://www.mq.edu.au/thisweek/2018/05/07/new-pro-vice-chancellor-announced-as-aboriginal-and-torres-strait-islander-workforce-plan-launched/#.XLQHN-gzaUk There has been an increase in the number of academic employees in 2018 in comparison to the previous year who are Indigenous persons. The numbers of our Indigenous academic staff members are represented in the Indigenous Workforce data table below. Walanga Muru means ‘follow your path’ in the language of the local Darug People and is responsible for a whole of university approach to Aboriginal and Torres Strait Islander success through a range of strategic initiatives. Through Walanga Muru, academic staff were supported to participate in a range of professional development opportunities to attend conferences and/or attend training locally, nationally and internationally. Walanga Muru also worked in partnership with several departments to appoint 3 early career academic research positions in 2018. Additionally, the Australian Indigenous Leadership Centre (AILC) provided 2-day leadership training in program in April 2018, participated by academic and professional staff members. Additional targets of the Aboriginal and Torres Strait Islander Workforce Plan 2018-2021 which are currently underway include:

• By 2021, 60 per cent of all staff will have participated in cultural safety training

• By 2021, a total of 15 Aboriginal and Torres Strait Islander Macquarie graduates will be employed in academic and professional roles

• By 2021, a total of nine Aboriginal and Torres Strait Islander staff will be employed in non-identified positions

• By 2021, at least one Aboriginal and Torres Strait Islander staff will be appointed to key committees

• By 2021, Aboriginal and Torres Strait Islander staff will have

• participated in at least one professional development opportunity each year The Aboriginal and Torres Strait Islander Workforce Plan 2018-2021 aligns with the Macquarie University Indigenous Strategy 2016 – 2025.

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5a Indigenous workforce data (2018 breakdown) While universities report on the number of Indigenous staff members through mainstream reporting requirements, the additional information below provides enhanced monitoring of the university’s efforts in building its Indigenous workforce.

Faculty / Office Employee Category

Contract Type

Level Descr Position Title Count

DVC - Corporate Engagement and Advancement

Professional Continuing HEW - Level 10 Director of Development, Principal and Major Gifts

1

Deputy Vice-Chancellor Academic

Academic Casual ACAS Demonstrator - Normal Demo.

Demonstrator 1

Deputy Vice-Chancellor Academic

Academic Fixed-Term Academic- Level C Academic Director, Indigenous Learning and Teaching

1

Deputy Vice-Chancellor Academic

Professional Casual Cas HEW Level 2 Indigenous Cadet 1

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 6 Aboriginal Academic Engagement Coordinator

2

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 7 Aboriginal Cultural Training Coordinator

1

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 7 Aboriginal Pathways and Engagement Coordinator

1

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 7 Indigenous Curriculum Advisor 1

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 7 Indigenous Workforce Development Coordinator

1

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 7 Recruitment and Outreach Coordinator 1

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 8 Cultural Advisor, Indigenous Strategy 1

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 8 Team Leader, Indigenous Support Services

1

Deputy Vice-Chancellor Academic

Professional Continuing HEW - Level 10 Director, Indigenous Strategy 1

Deputy Vice-Chancellor Academic

Professional Fixed-Term HEW - Level 4 Administrative Assistant 1

Deputy Vice-Chancellor Academic

Professional Fixed-Term HEW - Level 4 Outreach Support Assistant 1

Deputy Vice-Chancellor Academic

Professional Fixed-Term HEW - Level 4 Project Administrator 1

Deputy Vice-Chancellor Academic

Professional Fixed-Term HEW - Level 6 Aboriginal Academic Engagement Coordinator

2

Deputy Vice-Chancellor Academic

Professional Fixed-Term HEW - Level 8 Indigenous Research Lead, Indigenous Strategy

1

Deputy Vice-Chancellor Academic

Professional Fixed-Term HEW - Level 8 Team Leader, Indigenous Strategy and Policy

1

Faculty of Arts Academic Casual ACAS Marker - Routine Marking

Marking 2

Faculty of Arts Academic Continuing Academic- Level B Lecturer 1 Faculty of Arts Academic Continuing Academic- Level B Lecturer 2 Faculty of Arts Academic Continuing Academic- Level E Head of Department and Professor 1 Faculty of Arts Academic Fixed-Term Academic- Level A Indigenous Early Career Academic

Fellow 1

Faculty of Arts Academic Fixed-Term Academic- Level A Macquarie University Fellowship for Indigenous Researchers

1

Faculty of Arts Academic Fixed-Term Academic- Level B Macquarie University Fellowship for Indigenous Researchers

1

Faculty of Arts Professional Casual Cas HEW Level1 Research Assistant 1 Faculty of Arts Professional Continuing HEW - Level 6 Department Administrator 1 Faculty of Business & Economics

Academic Continuing Academic- Level C Senior Lecturer 1

Faculty of Human Sciences Academic Casual ACAS Demonstrator - Normal Demo.

Education Supervisor 1

Faculty of Human Sciences Academic Casual ACAS Demonstrator - Normal Demo.

Tertiary Supervisor 1

Faculty of Human Sciences Academic Casual ACAS Tutor - Normal Tutorial

Tutor 1

Faculty of Human Sciences Academic Fixed-Term Academic- Level A Associate Lecturer 2

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Faculty of Human Sciences Academic Fixed-Term Academic- Level C Research Fellow 1 Faculty of Human Sciences Professional Casual Cas HEW Level 5 Research Officer 1 Faculty of Medicine and Health Sciences

Academic Continuing Academic- Level E Professor of Cerebrovascular Neurosurgery

1

Faculty of Medicine and Health Sciences

Professional Casual Cas HEW Level 2 Surgical Skills Workshop Assistant 1

Faculty of Science and Engineering

Professional Casual Cas HEW Level 5 Research Assistant 1

Faculty of Science and Engineering

Professional Fixed-Term HEW - Level 5 Research Officer 1

Human Resources Professional Continuing HEW - Level 7 Project Officer 1 Indigenous Strategy Professional Casual Cas HEW Level 2 Indigenous Cadet 2 Indigenous Strategy Professional Casual Cas HEW Level 4 Research Assistant 1 Library - Office Professional Continuing HEW - Level 4 Library Services Officer 1

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6. Indigenous involvement in decision-making

Indigenous leadership was at the forefront of the University’s commitment in 2018 with the appointment of the Pro Vice-Chancellor (Indigenous Strategy) position. The Pro Vice-Chancellor Indigenous Strategy, Dr Leanne Holt has an exciting and comprehensive mandate. She leads positive Indigenous higher education reform, in collaboration with the whole-of-university, through the establishment of structures, processes and relationships across the University to provide a framework to incorporate Indigenous perspectives into all aspects of the University now and into the future. Dr Leanne Holt’s appointment as Pro Vice-Chancellor (Indigenous Strategy) will champion a “whole of university” approach with the two key Indigenous strategic committees – Patyegarang and Wattamattagal Bunyuwal providing advice and input on Indigenous matters from an internal and external community perspective.

Patyegarang Indigenous Strategic Committee During 2018, the committee continued to provide strategic input from senior university staff members, including representatives from all five faculties and other senior staff from across the university. The Macquarie University Library is now represented with the appointment of Susan Vickery to the committee in her role as Interim University Librarian. In 2018, the committee provided input and expertise into the following programs, initiatives and plans including (but not limited to):

• Waranara Djurali - Aboriginal Workforce Plan 2018 – 2021

• Indigenous Strategy Annual Report (2017)

• Mudang-Dali – Indigenous Connected Curriculum Framework (Draft)

• The Macquarie University Fellowship for Indigenous Researchers, MUFIR (Draft)

• Macquarie University Reconciliation Statement (Draft)

Patyegarang Membership

Membership Name Position

Chair Dr Leanne Holt Pro Vice-Chancellor (Indigenous Strategy)

Member Peter McCarthy Director, Government Relations

Member Sue Pinckham Cultural Advisor, Walanga Muru

Member Alex Swain Team Leader, Strategy and Policy, Walanga

Muru

Member Leanne Denby Director, Sustainability

Member Brian Hurd Manager, Scholarships/Prizes

Member Lindie Clark Academic and Program Director, (PACE)

Professional and Community Engagement

Member Dr Paul Hogan Executive Director, Corporate Engagement

Member Professor Nick Mansfield Dean, Higher Degree Research

Member Dr Yi Ren Executive Director, Research Training and

International Research Training Partnerships

(HDR Office)

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Member Lee-Ann Norris Director, Future Students

Member Director, Campus Wellbeing and Support

Services

Member Nick Crowley Deputy Director, Human Resources

Member Professor Patrick McNeil Executive Dean, Faculty of Medicine and Health

Sciences

Member Pro Vice-Chancellor, Learning and Teaching

Member Professor Marie Herberstein Chair, Academic Senate

Member Professor Bronwyn Carlson Head of Department, Indigenous Studies

Member Heather Mackinnon Director and Chief of Staff, Office of the Vice-

Chancellor

Member Professor Stephen Brammer Executive Dean, Faculty of Business and

Economics

Member Professor Simon Handley Executive Dean, Faculty of Human Sciences

Member Professor Sean Brawley Interim Pro Vice-Chancellor, Programs and

Pathways

Member Professor Martina Mollering Executive Dean, Faculty of Arts

Member Professor Barbara Messerle Executive Dean, Faculty of Science and

Engineering

Member Gail White Executive Director, Student Engagement and

Registrar

Member Ruby Biscuit Director, Macquarie University International

College

Member Mark Broomfield Director, Property

Member Dr Wylie Bradford Senior Lecturer, Economics

Secretariat Jennifer Gili Project Coordinator, Walanga Muru

Throughout the year, Patyegarang members have attended and engaged with several events including the Reconciliation Scholarship Fundraiser, the Deadly Ball, the launch of the Aboriginal and Torres Strait Islander Workforce Plan and welcome events for Aboriginal and Torres Strait Islander students. Wattamattagal Bunywal Aboriginal Advisory Committee The purpose of the Macquarie University Aboriginal Advisory Committee is to provide a community perspective to Macquarie University to improve Aboriginal and Torres Strait Islander access and participation in higher education. The Aboriginal Committee provides opportunities for meaningful two-way dialogue between the local Aboriginal community, organisations and Macquarie University, in which all parties learn with and from each other. Working together in reciprocal relationships builds confidence and capacity at both tertiary and community levels. A male and female representative from the Committee are appointed as the Chairs of the Advisory Committee, with one of the Chairs a Walanga Muru staff member. The Committee is comprised of Aboriginal Community members, including Darug representation.

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6a. Statement by the Indigenous Governance Mechanism

Both the Pro Vice-Chanceller (Indigenous Strategy) and Chairperson, Wattamatagal Bunyawal Aboriginal Advisory Committee, supports the outcomes recorded in the performance and acquittal report as being correct and consistent with the actions undertaken in 2018 at Macquarie University.

Aboriginal Advisory Committee membership:

Name Position Membership

Dr Leanne Holt PVC (Indigenous Strategy) 12 months

Sue Pinckham Cultural Advisor, Walanga Muru (Chair)

2 years

13 Aboriginal community members

Various Up to 2 years

Bringing a new student perspective into the committee this year saw a new representative being nominated - Jo Rey, Darug woman and Phd student. Throughout 2018 the committee endorsed the Waranara Djurali - Aboriginal Workforce Plan 2018 – 2021, Manawari Respect, Reciprocity and Relationship Training program and the decision to introduce a University Reconciliation Statement in lieu of a Reconciliation Action Plan with 2018 being its final year of application. Advisory Committee represented, Aunty Julie Janson of the Burruberongal clan of the Darug Nation also provided narration and endorsement, along with fellow committee members, for the University’s new “Welcome to Country” video. Key decision making Aboriginal and Torres Strait Islander people are involved in key decision making across the University. Examples of Aboriginal representation include:

• Academic Senate

• Human Research Ethics Committee

• Human Resources Workforce Working Group

• Health and Safety Committee (DVCA)

• External Engagement Operations Committee

• Faculty of Human Sciences Equity & Inclusion committee

• Faculty of Arts Learning and Teaching committee

• Faculty of Arts Executive Committee

• Faculty of Arts Research Committee

• Gender Equity Self-Assessment Team

• Converged Services Working Group

02.05.19