CRICOS Provider No. 00103D
www.ballarat.edu.au
University of Ballarat
Social Inclusion Plan2013–2014
Caution: This printed version reflects the Plan as at its approval in May 2013.This Plan will be updated through its life. The current version of this Plan isavailable at www.ballarat.edu.au/equity – Social Inclusion Committee.
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1. University of Ballarat Act 2010
2. UB Social Inclusion Committee, Terms of Reference
The objects of the University include:
Through this Social Inclusion Plan, the University seeks to implement measures that further reflect theprinciples of equity and social justice across a range of domains within the University. It references arange of UB programs and plans — representative examples include the University’s ReconciliationAction Plan; International Plan; Learning and Teaching Plan; and Disability Action Plan — andidentifies priorities, objectives, actions and indicators seeking common cause in purposeful studentand staff activity.
The development and implementation of the Social Inclusion Plan is overseen and monitored by theUniversity’s Social Inclusion Committee.
As an overarching plan for the University, the Social Inclusion Plan 2013-2014 establishes objectivesand actions, and provides a coordinated framework for on-going improvement, with respect to equity,diversity and social inclusion in all aspects of University operations.2
Statement of PurposeThis Social Inclusion Plan aims to assist the University of Ballarat to further fulfil its commitment toequity and social justice as expressed in the University of Ballarat Act.
‘The University’s commitment to educational and social equity, teachingexcellence, research distinction, environmental sustainability andregional capacity building has enabled it to develop in a way that drawson its proud heritage to inform its future.’
Preamble, University of Ballarat Act 2010, Page 1
‘to provide programs and services in a way that reflects principles ofequity and social justice’.1
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Objectives Actions Performance Indicators Responsible Officers
1. Build aspiration for furthereducation in regional/low SESschools.
Provide early intervention (Yrs 5/6; 8/9),secondary (Yrs 8/9; 10/11) andcommunity collaboration outreachprograms in central and western Victoria.
UB Regional Schools Outreach Programvisited 39 low SES partner schools and8 severely disadvantaged partnerschools in 2013 and 2014.
UB School of Education and Artsprogram implemented in low SESsecondary schools and communities inBallarat and Horsham in 2013/2014.
Manager, E&EOManager, RSOP
Dean, SEA
Professor of Education,SEA
Participate in Victoria-wide LEAP (LearnExperience Access Professions) outreachprogram.
Active engagement in activities andproject teams, in delivering LEAP acrossVictoria in 2013 and 2014.
DVC SP
2. Build Aboriginal and Torres StraitIslander aspiration for furthereducation in secondary schoolsin central and western Victoria.
Launch the AIME program in Ballaratschools (Yrs 9 to 12) with possibleexpansion to schools near Horsham.
AIME delivered to 50 students annuallyin 2013/2014
Manager, AEC
Through the Reconciliation Action Plan2012-2014, develop a Pathways Project;and administer Yrs 10-12 scholarships.
As monitored through theReconciliation Action Plan 2012-2014
Responsible Officers asdesignated through theRAP
3. Provide pathways, and openaccess, to UB transitional,vocational and academiceducation programs.
Implement an open access admissionsprocess to UB transitional, TAFE andhigher education programs through UBSchools and the UB College.
Open access admission to UB programsprogressively implemented with noeligible student refused a place in aneligible program.
DVC SP
Deans
Director, UB College
Design and implement cross-sectoralpathways to increase number of low SESstudents articulating from VET to HE.
Increased number and percentage oflow SES enrolments in HE.
DVC SP
Deans
Through the UB Learning and TeachingPlan 2012-2014 implement anIndigenous Entry Program.
As monitored through the UB Learningand Teaching Plan 2012-2014.
Responsible Officers asdesignated through theL&TP
4. Provide access and opportunityfor youth who experience variousdisadvantages.
Create and tailor programs that buildconfidence and skills, and pathways totertiary education.
Evidence of pathway progressions. Director, UB College
5. Provide access to communitiestraditionally disengaged fromHigher Education.
Develop collaborative community-basedmodels of delivery eg in school-basedlocations, starting with the BA at PhoenixCollege, Ballarat.
Evidence of enrolment and progression. DVC SP
Deans
Director UB College
6. Increase access to UBemployment opportunities forAboriginal and Torres StraitIslander people.
Through the Reconciliation Action Plan2012-2014, improve employmentopportunities.
As monitored through the ReconciliationAction Plan 2012-2014.
Responsible Officers asdesignated through theRAP
7. Further refine and developstrategies and actions thatenable more equitablerepresentation within UB of thecommunities it serves.
Through data analysis, reflective practice,research and consultation, identify areasfor further action to enable impact onaspiration-raising and access to UBprograms and employment within UB, egrelating to women in non-traditionalareas, people with a disability, migrants,refugees etc.
Additional strategies identified andimplemented in the life of this plan.
Manager E&EO
Social InclusionCommittee
Priority 1: Aspiration and AccessUB aims to enable more equitable representation of the communities it serves in its transitional, vocational education and trainingand higher education programs, and in employment within the University.
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Priority 2: Participation and AttainmentUB will strive to provide all students and staff with a supportive and sustainable educational and workplace environment thatfacilitates participation, personal and professional development, and attainment.
Objectives Actions Performance Indicators Responsible Officers
1. Provide teaching excellence andhigh quality academic supportthat is socially inclusive andwhich facilitates participation,retention and attainment.
Improve the preparation, transition andretention of students including targetedentry and support programs for targetedgroups as per the UB Learning andTeaching Plan 2012-2014.
Pathway, preparation, transition andretention programs for regional andremote, low SES and Indigenousstudents implemented in 2013 and2014 and monitored through the UBLearning and Teaching Plan 2012-2014.
2013 UB Charter KPIs met:
> 75% regional/remote students;> 30% low SES students;> 1% Indigenous students;> 75% VET and HE students,
including those from disadvantagedbackgrounds, satisfied with UBexperience.
Responsible Officers asdesignated through theL&TP
Provide peer learning support for firstyear students as per the UB Learning andTeaching Plan 2012-2014.
As monitored through the UB Learningand Teaching Plan 2012-2014.
Responsible Officers asdesignated through theL&TP
Further implement collaboration betweenUB College and UB Schools to provideintegrated academic support to students,irrespective of location.
Improved retention rates. Deans
Director, UB College
2. Increase Aboriginal and TorresStrait Islander students’participation and retention at UB.
Monitor Indigenous students and providerelevant support as per the ReconciliationAction Plan 2012-2014 and provide peerlearning support for Indigenous studentsas per the UB Learning and Teaching Plan2012-2014.
As monitored through the ReconciliationAction Plan 2012-2014 and the UBLearning and Teaching Plan 2012-2014.
Responsible Officers asdesignated through theRAP and the L&TP
3. Enhance student retentionthrough provision of financialassistance.
Implement and review UB’s EquityScholarship program.
Financial support is well targeted andimpacts on student retention.
Director Student Connect
4. Provide leadership developmentand mentoring for low SESstudents.
Leadership program implemented withstrategies developed to develop leadershipcapacity and enhance engagement at UBfor students from low SES backgrounds.
Low SES students involved in leadershipprogram at same or higher rate than instudent population.
Director Student Connect
5. Develop and integrateinternationalisation in UBeducation, strategies,organisation, diversity, cultureand governance.
Develop a UB InternationalisationImplementation Plan as per the UBInternational Plan 2012-2014.
UB Internationalisation ImplementationPlan developed by 2013.
Responsible Officers asdesignated through theIP
Embed contextualized learning, teachingand research in UB program developmentand delivery.
Implementation and progress asmonitored through the UB InternationalPlan 2012-2014.
Responsible Officers asdesignated through theIP
Develop and expand existing supportprograms and services for internationalstudents.
Support programs and services forinternational students developed andexpanded as per UB International Plan2012-2014.
Responsible Officers asdesignated through theIP
6. Provide an educational andworkplace environment thatsupports and enables studentsand staff with disabilities toparticipate fully in campus life,and to achieve educational andprofessional goals.
Develop a comprehensive DisabilityAction Plan that encompasses all UBstudents and staff.
Disability Action Plan developed and inimplementation early 2013.
Manager, E&EO
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Priority 2: Participation and Attainment (continued)
Objectives Actions Performance Indicators Responsible Officers
7. Contribute to a more sociallyinclusive workforce through animproved senior gender profileand through actions and practicewhich enable work/familybalance and gender equity.
Review academic promotions processesto better articulate and considerachievement against opportunity.
Promotion processes reviewed for 2013round.
DVC SP
Manager E&EO
Director HR
Implement staff development opportunitiesfor developing female leaders, within thecontext of plans for an overall leadershipdevelopment focus at UB.
Leadership program developed andimplemented.
Director HR
Director CLIPP
Manager E&EO
Further investigate entitlements andpractice relating to work/family balanceand implement improvement strategieswhere relevant.
Improvements in entitlements andpractice identified and actionsdeveloped.
Director HR
Manager E&EO
Through reporting mechanisms to theGender Equality Agency, and other dataanalysis, identify areas for improvementin relation to workforce gender equity.
Improvements in practice identified anddeveloped.
Director HR
Manager E&EO
8. Further refine and developstrategies and actions thatenable equitable participationand attainment within UB.
Through data analysis, reflective practice,research and consultation, identify areasfor further action to enable impact onparticipation and attainment within UBprograms and employment.
Additional strategies identified andimplemented in the life of this plan.
Manager E&EO
Social InclusionCommittee
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Priority 3: Social Inclusion CultureUB will create a culture of social inclusion by infusing equity and diversity values in all teaching and learning, research, workplace,service provision, commercial, partnership and community interactions.
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Objectives Actions Performance Indicators Responsible Officers
1. Develop positive relationshipsbetween Indigenous and non-Indigenous staff and students tobuild a supportive and informedsocial inclusion environment at UB.
Build respect for Aboriginal culture,history and achievements through actionsas outlined in the Reconciliation ActionPlan 2012-2014.
As monitored through theReconciliation Action Plan 2012-2014.
Responsible Officers asdesignated through theRAP
2. Develop capacity within UB toenable the principles of equalopportunity and social inclusion tobe infused in all University activities.
Provide recruitment and merit selectiontraining that explicitly encompassesequal opportunity principles.
All selection panel Chairs trainedand increasing number of panelmembers trained.
Director HR
Provide equity, equal opportunity anddiversity training and developmentopportunities for all staff, with particularattention given to training for casuals andsessional.
All UB continuing and fixed-termstaff have undertaken Equitytraining by mid-2013 with new staffthen completing training as part ofinduction.
Mechanism introduced to providedevelopment for casuals andsessional staff.
Manager E&EOAll UB senior managers
Manager E&EO
As outlined in the Reconciliation ActionPlan 2012-2014 provide Aboriginalcultural awareness training to UB staffand students.
As monitored through theReconciliation Action Plan 2012-2014
Responsible Officers asdesignated through theRAP
Further develop the workplace and studyenvironment to be one that is free fromunlawful discrimination and harassmentand that responds promptly to anyconcerns, through review andpromulgation of relevant policies andprocedures.
UB equal opportunity, discriminationand harassment policies andprocedures reviewed andpromulgated in 2013.
Manager E&EO
Develop and implement actions whichprovide support to gay, lesbian, bisexual,transsexual and intersex students andstaff and which give visibility to UB beinga supportive environment.
Support network established andvisibility established on UBcampuses and in communicationmechanisms with the broadercommunity.
Manager, E&EO
Director Student Connect
Undertake consultation/survey within theUB community to identify areas ofconcern/areas for improvement andinitiate actions as relevant.
Consultation/survey undertaken,analysed, and recommendationsmade and initiated where relevant.
Manager E&EO
3. Ensure physical and virtualinfrastructure and service provisionsmeet equity, diversity and socialinclusion needs as defined in UBpolicies and action plans.
Through the development of UB’sDisability Action Plan, ensure physicaland virtual and service provision needs ofstudents and staff with disabilities areaccommodated on a systemic basis.
As monitored through the DisabilityAction Plan.
Manager E&EO
4. Further refine and develop strategiesand actions that promote a cultureof social inclusion at UB.
Through data analysis, reflective practice,research and consultation, identify areasfor further action to enable a positiveimpact on UB’s culture.
Additional strategies identified andimplemented in the life of this plan.
Manager E&EO
Social InclusionCommittee
5 Through this Social Inclusion Planand the Social Inclusion Committee,give visibility and strength to theUniversity’s social inclusion goalsand actions.
Widely promote the Social Inclusion Planand its progress and review the work,Terms of Reference and membership ofthe Social Inclusion Committee at end2013.
Increased action, engagement andawareness within UB in relation toSocial Inclusion.
Social InclusionCommittee
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CRICOS Provider No. 00103D
www.ballarat.edu.au
University of Ballarat
Social Inclusion Plan2013–2014
May 2013www.ballarat.edu.au/equity
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