Workforce Strategy and Capability

Offerings in each pillar are scaffolded to provide a growing understanding and depth.

Offerings are presented in three levels: General, Specific, and Advanced.

General

‘General’ level offerings in each pillar offer an introduction into that area of diversity, with the opportunity to;

• Define one’s identity in relation to cultural and social differences
• Examine how personal beliefs and behaviours affect students, colleagues, and interpersonal interactions in a multicultural environment.

Specific

‘Specific’ level offerings present a more in depth look into each diversity area and provide staff with the opportunity to;

• Explore specific issues related to each diversity pillar
• Gain specific skills related to each diversity pillar
• Examine how to convert knowledge and information into usable skills and new behaviours when managing diversity
• lead by example in fostering a culture where discrimination is unacceptable and not tolerated
• incorporate workplace diversity principles into team and management practices.

Advanced

‘Advanced’ offerings require staff to examine how they work with a diverse cohort of colleagues and students.  Skills level sessions provide staff with the opportunity to;

• Examine how to convert knowledge and information into usable skills and new behaviours when managing diversity
• lead by example in fostering a culture where discrimination is unacceptable and not tolerated
• incorporate workplace diversity principles into team and management practices.

Offerings at this level give staff the opportunity to:

• Explore the significance of their background, culture, and unique experiences in defining their identity and expectations.
• Examine their attitudes, experiences, and decision-making processes as they relate to diversity.

The EEO online modules, provide staff with a grounding around the legal aspects of diversity and discrimination with a focus on the university context. The interactive face to face Managing Unconscious Bias workshop provides participants with the opportunity to self-assess their own unconscious bias and consider where and how to reduce the negative impact of unconscious bias. Inclusive Leadership online learning redefines leadership through the lens of inclusion and explores best practice for inclusive organisations.

In 2015 over 27,000 students were enrolled at ECU and the University employed almost 1,700 staff.  6.0% of ECU students and 2.1% of ECU staff identified as having a disability. ECU has a Disability, Accessibility and Inclusion plan that articulates a number of strategies that guides the University’s disability access and inclusion activities. More information can be found here: http://intranet.ecu.edu.au/staff/centres/strategic-and-governance-services/our-services/strategy-and-performance/planning-framework

The Australian Human Rights Commission couples Mental Health with Disability and encourages Australian employers to be educated on Mental Illness and to eliminate discrimination. The Black Dog Institute provides statistics in relation to the prevalence of Mental Illness in Australia. They reported in 2015 that one in five (20%) Australians aged 16-85 experience a mental illness in any year. Further to this, they detailed that, of the 20% of Australians with a mental illness in any one year, 11.5% have one disorder and 8.5% have two or more disorders. For more information on these statistics, please visit The Black Dog Institute’s Facts and Figures here: https://www.blackdoginstitute.org.au/docs/default-source/factsheets/facts_figures.pdf?sfvrsn=8

The ECU Health and Wellness program also contains sessions specifically tailored to enhance resilience, relaxation and overall mental well-being. More information about the health and wellness program can be found here:  http://intranet.ecu.edu.au/staff/centres/human-resources-service/our-services/work-health-safety-and-wellness/health-and-wellness-program

ECU has a multigenerational population of staff and students.  Research shows that diverse teams can access a deeper and wider knowledge bank, leveraging this to generate new ideas, products and creative solutions, and ECU is committed to ensuring all staff, regardless of age, have the opportunity to contribute towards the goals of the organisation.

ECU is proud to be a member of Pride in Diversity, the national not-for-profit employer support program for LGBTIQ workplace inclusion. Pride in Diversity offer a large range of resources on LGBTIQ awareness, issues and inclusion. Staff can access the resources through this site: http://www.prideinclusionprograms.com.au/member-login/ Username: Edith Cowan University  Password: SvEyU6Ie

In 2020 Pride in Diversity offered a range of online learning sessions that were recorded and are now available for viewing on their Vimeo channel:

https://vimeopro.com/aconprideinclusion/self-learning
Password: Self2020 (case sensitive)

Since 2008, ECU has had an ALLY network that aims to create a more diverse and inclusive culture by promoting greater awareness of and support for, LGBTIQ staff and students. ALLIES are not identified as being heterosexual or LGBTIQ but are representative of the entire ECU community.

ECU has been named an Employer of Choice for Gender Equality for the fourth year in a row – one of only three organisations in WA to receive the prestigious citation and the only WA university.

The WGEA Employer of Choice for Gender Equality (EOCGE) citation for 2019-20 reflects ECU’s active commitment to achieving gender equality and diversity across the workplace.

ECU has been working for many years to ensure Gender equity in all areas of the University. The Athena SWAN initiative was launched in 2015 and is making great strides for gender equity, not only in the STEMM areas, but across ECU. More information about the initiative and opportunities available as part of it can be found here: http://www.ecu.edu.au/employment-opportunities/athena-swan

The ECU Health and Wellness program also contains sessions specifically tailored for male and female health in the Men’s Business and Women’s Business programs. More information about the health and wellness program can be found here: http://intranet.ecu.edu.au/staff/centres/human-resources-service/our-services/work-health-safety-and-wellness/health-and-wellness-program

Australia has been multi-faith for more than 50,000 years. ECU is committed to encouraging religious acceptance and avoid stereotyping or discrimination.

Facilities for spiritual service and prayer have been provided at Joondalup and Mount Lawley for staff and students of any faith http://intranet.ecu.edu.au/student/campus-life/campus-facilities/multifaith-centre/about

In 1998 ECU published a Statement of Reconciliation; it’s first expression of its commitment to reconciliation between Aboriginal and non-Aboriginal Australians. The commitment was further articulated in the ECU statement of commitment to Indigenous Australians and our ongoing Reconciliation Action Plan which can both be found on the Indigenous Matters page: http://www.ecu.edu.au/about-ecu/indigenous-matters

Australia is increasingly a multicultural nation and in recognition of this fact, ECU offers a variety of professional development opportunities which facilitate cross cultural understanding and communication skills.