Indigenous Workforce Strategy 2026 - 2030

Our vision

Our vision Strategy Get involved Resources

Flinders University acknowledges the Traditional Owners and Custodians of the lands on which its campuses are located, these are the Traditional Lands of the Arrernte, Dagoman, First Nations of the South East, First Peoples of the River Murray & Mallee region, Jawoyn, Kaurna, Larrakia, Ngadjuri, Ngarrindjeri, Ramindjeri, Warumungu, Wardaman and Yolngu people. We honour their Elders past, present and emerging.

Strategy at a glance

The Indigenous Workforce Strategy 2026–2030 sets out Flinders University's commitment to increasing the representation, development, and leadership of Aboriginal and Torres Strait Islander staff - guided by principles of self-determination, cultural safety, and measurable accountability, with progress reported publicly each year.

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Geographic Footprint

Headquartered in Adelaide, South Australia, we offer exceptional teaching on campus and online, with a physical presence extending across multiple locations.

Adelaide

Bedford Park
Tonsley
City Campus
Festival Plaza

South Australia

Barossa
Berri
Mount Gambier
Murray Bridge
Renmark
Victor Harbour

Northern Territory

Alice Springs
Darwin
Katherine
Nhulumby
Tennant Creek

Figure 1: The geographic footprint of Flinders University headquarters.

Vision

We are committed to elevating Aboriginal and Torres Strait Islander people through a career journey grounded in connection, cultural knowledge, and trust. By fostering equitable representation, meaningful participation, and influence across all areas of work, we aim to create an environment where opportunities, leadership, and cultural integrity are embedded throughout the entire employee lifecycle.

Leadership messages

Chief People Officer
Pro Vice-Chancellor (Indigenous)
Senior Elder on campus

“By embracing dual knowledges and cultural perspectives, Flinders University has the potential to create transformative educational experiences and drive considerable reconciliation outcomes across its sphere of influence.”

Mark Schultz
Chief People Officer

“This strategy strengthens Indigenous governance, nurtures pathways for growth, and embeds cultural safety as a shared responsibility.”

Professor Simone Ulalka Tur
Pro-vice Chancellor (Indigenous)

“Reconciliation is the environment we create, it begins and ends with us.”

Uncle Richard Fejo, Larrakia
Senior Elder on Campus

Our priority areas

Priority 1

Recruitment and Employment Pathways

Flinders University champions diverse and culturally informed recruitment approaches that recognise Indigenous knowledges, lived experience, and transferrable skillsets, ensuring inclusive and sustainable career opportunities.

For further information, you can access the Flinders University's Indigenous Workforce Strategy here.

Priority 2

Retention and Career Development

Aboriginal and Torres Strait Islander staff will be supported through welcoming, inclusive, culturally safe and rewarding workplace and pathways where staff can thrive, positioning Flinders University as a destination employer.

For further information, you can access the Flinders University's Indigenous Workforce Strategy here.

Priority 3

Cultural Safety and Inclusive Practices

Flinders University remains committed to being a safe and affirming workplace where Aboriginal and Torres Strait Islander staff can thrive.

For further information, you can access the Flinders University's Indigenous Workforce Strategy here.

Priority 4

Indigenous Knowledges

Flinders will continue to value the deep cultural connections, lived experiences, and community responsibilities, carried by Elders and Aboriginal and Torres Strait Islander staff whose cultural authority enriches our work.

For further information, you can access the Flinders University's Indigenous Workforce Strategy here.

Priority 5

Indigenous Leadership

A commitment to Aboriginal and Torres Strait Islander leadership development will be demonstrated through the identification of clear pathways and succession planning into senior academic and professional leadership positions across Colleges and Portfolios. Aboriginal and Torres Strait Islander staff will be encouraged to participate in the University’s professional leadership development programs.

IWS governance structure

The strategy is overseen by a dedicated Steering Committee that reports to the Vice-Chancellor. Oversight responsibilities are distributed across the institution to ensure accountability at every level.

Reporting Structure

Diagram showing the Indigenous Workforce Strategy at the centre, connected to four supporting committees: the Reconciliation Action Plan (RAP) Oversight Committee (top), Indigenous Student Success Program Tarrkarri-ana Committee (right), Indigenous Workforce Strategy Steering Committee (bottom), and University Consultative Committee (left). Bidirectional arrows indicate ongoing collaboration and two-way communication between the strategy and each committee.

Oversight Responsibilities

Strategy monitoring

Steering Committee reviews progress against Annual Operations Plan targets quarterly and reports to the Vice-Chancellor annually.

Annual Operations Planning

OISE coordinates the Annual Operations Plan each year, translating strategy commitments into specific actions, owners, and timelines.

External compliance

People & Culture maintains alignment with ISSP, WGEA reporting requirements, AHRC guidelines, and the Flinders Enterprise Agreement.

Local delivery

Each College and Professional Unit nominates a local contact responsible for implementing actions within their area and reporting progress.

Indigenous representation on Flinders University Governance Committees

Academic Senate
Education Committee
Research Committee
Tarrkarri-ana Committee
RAP Oversight Committee
Indigenous Workforce Strategy Steering Committee
Respect Now Always Advisory Group
Diversity and Inclusion Committee
College Executive, College of Medicine and Public Health
Regional, Rural and Remote Strategy Implementation Committee
College of Medicine and Public Health, Deans Advisory Group
University Higher Degrees by Research Committee
Student Support Policy Committee

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

6.2.1 The provider is able to demonstrate, and the corporate governing body assures itself, that the provider is operating effectively and sustainably, including:

6.2.1(g) Educational policies and practices support participation by Aboriginal and Torres Strait Islander people and are sensitive to Aboriginal and Torres Strait Islander knowledge and cultures.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

6.2.1 The provider is able to demonstrate, and the corporate governing body assures itself, that the provider is operating effectively and sustainably, including:

6.2.1(g) Educational policies and practices support participation by Aboriginal and Torres Strait Islander people and are sensitive to Aboriginal and Torres Strait Islander knowledge and cultures.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Indigenous Research Lead
Associate Professor Tamara Mackean (attendance)

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

6.2.1 The provider is able to demonstrate, and the corporate governing body assures itself, that the provider is operating effectively and sustainably, including:

6.2.1(g) Educational policies and practices support participation by Aboriginal and Torres Strait Islander people and are sensitive to Aboriginal and Torres Strait Islander knowledge and cultures.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Senior Manager Office of Indigenous Strategy and Engagement
Vacant

Manager Yungkurrinthi Student Engagement
Louise Mitchell

Strategic Programs Coordinator
Kerry Ludwig

Indigenous Community Partnerships and Pathways Coordinator
Wayne Buckskin

Director Poche SA + NT
Kalinda Griffiths

Indigenous Programs Lead (Corporate Services)
Kelly Maxwell

Higher Education Standard

ISSP Grant Funding Compliance.

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

6.2.1 The provider is able to demonstrate, and the corporate governing body assures itself, that the provider is operating effectively and sustainably, including:

6.2.1(g) Educational policies and practices support participation by Aboriginal and Torres Strait Islander people and are sensitive to Aboriginal and Torres Strait Islander knowledge and cultures.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur (Chair)

Senior Manager Office of Indigenous Strategy and Engagement
Vacant

Strategic Programs Coordinator
Kerry Ludwig

Senior Elder on Campus
Uncle Richard Fejo

Higher Education Standard

6.2.1 The provider is able to demonstrate, and the corporate governing body assures itself, that the provider is operating effectively and sustainably, including:

6.2.1(g) Educational policies and practices support participation by Aboriginal and Torres Strait Islander people and are sensitive to Aboriginal and Torres Strait Islander knowledge and cultures.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Indigenous Programs Lead (Corporate Services)
Kelly Maxwell

Senior Elder on Campus
Uncle Richard Fejo

Higher Education Standard

6.2.1 The provider is able to demonstrate, and the corporate governing body assures itself, that the provider is operating effectively and sustainably, including:

6.2.1(g) Educational policies and practices support participation by Aboriginal and Torres Strait Islander people and are sensitive to Aboriginal and Torres Strait Islander knowledge and cultures.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Higher Education Standard

6.2.1 The provider is able to demonstrate, and the corporate governing body assures itself, that the provider is operating effectively and sustainably, including:

6.2.1(g) Educational policies and practices support participation by Aboriginal and Torres Strait Islander people and are sensitive to Aboriginal and Torres Strait Islander knowledge and cultures.

Indigenous Representation

Director Poche SA + NT
Associate Professor Kalinda Griffiths

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

6.2.1 The provider is able to demonstrate, and the corporate governing body assures itself, that the provider is operating effectively and sustainably, including:

6.2.1(g) Educational policies and practices support participation by Aboriginal and Torres Strait Islander people and are sensitive to Aboriginal and Torres Strait Islander knowledge and cultures.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

Indigenous Representation

Director Poche SA + NT
Associate Professor Kalinda Griffiths

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

Indigenous Representation

Pro Vice-Chancellor (Indigenous)
Professor Simone Ulalka Tur

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

Indigenous Representation

Manager Yungkurrinthi Student Engagement
Louise Mitchell

Higher Education Standard

2.2.2 Diversity and Equity, which states that specific consideration is given to the recruitment, admission, participation and completion of Aboriginal and Torres Strait Islander peoples.

Related programs and resources

Key programs, policies, and frameworks that connect to this strategy - across Flinders and the national sector.

Get involved

Whether you're looking for work, want to partner with us, or are a Flinders staff member - here's where to start.

Indigenous Employment Opportunities

View current identified roles, graduate entry pathways, and set up a job alert so you hear about new vacancies as they're advertised.

View current roles

Work with us

Community organisations, suppliers, and partner networks - connect with our Indigenous Programs Lead to explore collaboration and procurement opportunities.

Email Indigenous Employment