Affirmative action priority recruitment

In line with the Charles Darwin University (‘the University’, ‘CDU’) Strategic Plan 2021-2026 and the First Nations Leadership Core Plan, we commit to increasing the representation of First Nations employees across our university.  

We are the Territory’s university and strive to be an employer of choice for Aboriginal and Torres Strait Islander people. Our workforce should be reflective of the community in which we live and work.

How we will do this

CDU now has Affirmative Action Priority Recruitment (Affirmative Action). This is in addition to the Identified Positions measures that are already within our recruitment processes.

Affirmative Action provides targeted support and opportunity for First Nations people. The University now has two procedures that can assist in achieving our goals:

• Affirmative Action – These vacancies are open to everyone; however, First Nations applicants are considered before all other applicants and are selected if they meet all essential criteria at the required level.
• Identified Positions – Vacancies that may only be applied for and filled by a First Nations applicant – due to the work requirements of the role.

Application

To be eligible for selection through Affirmative Action, the candidate must indicate that they identify as Aboriginal and/or Torres Strait Islander and wish for their application to be considered under Affirmative Action provisions.

When submitting their application, the candidate must also provide a completed statutory declaration (DOCX, 854.65 KB) confirming:

• They are Aboriginal and/or Torres Strait Islander and have, or are in the process of applying for a Confirmation of Aboriginality (COA) from a recognised authority and
• They are accepted as Aboriginal and/or Torres Strait Islander and accepted as such by the community in which they live or have formerly lived.

Selection panels must obtain the signed statutory declaration before progressing with shortlisting the candidate through Affirmative Action. If the candidate does not provide the statutory declaration or cannot provide a COA prior to the scheduled shortlisting, their application will be assessed with the broader talent pool and not in line with the Affirmative Action process.

If successful in winning the position, the applicant must provide the COA within 6 months of commencing employment or seek an extension within these 6 months. Inability to provide this document within the specified timeframes may be considered a breach of employment and therefore, subject to misconduct proceedings.