Implementation Tracker
(Desktop Only)
As part of the University's ongoing commitment to reconciliation, individuals responsible for overseeing the fulfillment of Stretch Reconciliation Action Plan (RAP) deliverables are required to participate in progress reporting every calendar quarter. This structured reporting process aims to measure the impact of outcomes, foster transparency, and ensure accountability in line with the University’s Stretch RAP aspirations and principles.
The Implementation Tracker presented below servers as a tool to provide public updates on the University's progress against each deliverable outlined in the Stretch RAP. Deliverables can be filtered based upon overarching action, responsible area, overarching focus area, and status, providing users with customisable views. The deliverables featured in the following table are categorised by the following statuses:
Status Key:
Complete
Commitment has been delivered within the agreed timeframe or within agreed extended timeframes.
On Track (Ongoing)
Commitment is ongoing, and has shown sufficient progress at the interim deadlines set.
Incomplete
Commitment has not been delivered within the agreed timeframe, has missed benchmarks, or has been delayed.
Not Yet Reportable
Due date for commitment has not yet arrived. Work may have started but the deliverable is not yet due.
Filters
| Action | Reference # | Reference | Timeline | Responsibility | Focus Area | Status |
|---|---|---|---|---|---|---|
| Action 1: Establish and maintain mutually beneficial relationships with Aboriginal stakeholders and organisations. | 01.1 | Expand Yurirka: Proppa Engagement with Aboriginal Peoples in collaboration with the Purkarninthi in Residence, to continuously develop and improve our resources to support proper engagement and action with Aboriginal Peoples. | July 2024 | PVC ALS | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 1: Establish and maintain mutually beneficial relationships with Aboriginal stakeholders and organisations. | 01.2 | Review, update and implement an engagement and action plan to work with Aboriginal Elders, community representatives, and UniSA’s staff and students. | December 2024 | PVC ALS | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 1: Establish and maintain mutually beneficial relationships with Aboriginal stakeholders and organisations. | 01.3 | Establish and maintain two formal two-way partnerships with Aboriginal communities or organisations that support our research and teaching portfolios. | December 2024 | DVC RE Provost |
Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 2: Build relationships through celebrating National Reconciliation Week (NRW). | 02.1 | Promote Reconciliation Australia and local NRW events and reconciliation information to the UniSA community. | 27 May – 3 June, 2024, 2025 | Director SEU | Place and Language | Not Yet Reportable |
| Action 2: Build relationships through celebrating National Reconciliation Week (NRW). | 02.2 | Ensure that Yaitya Warra-itya leads and implements at least two NRW events for the University community, and attends external events in South Australia. | 27 May – 3 June, 2024, 2025 | Chair Yaitya Warra-itya | Place and Language | Not Yet Reportable |
| Action 2: Build relationships through celebrating National Reconciliation Week (NRW). | 02.3 | Ensure staff and senior leaders participate in one external event to recognise and celebrate NRW. | 27 May – 3 June, 2024, 2025 | Chief of Staff | Place and Language | Not Yet Reportable |
| Action 2: Build relationships through celebrating National Reconciliation Week (NRW). | 02.4 | Organise one NRW event per campus, in addition to at least one organisation-wide NRW event each year. | 27 May – 3 June, 2024, 2025 | Director SEU | Place and Language | Not Yet Reportable |
| Action 2: Build relationships through celebrating National Reconciliation Week (NRW). | 02.5 | Register all UniSA public NRW events on Reconciliation Australia’s respective website. | May, 2024, 2025 | Director SEU | Place and Language | Not Yet Reportable |
| Action 2: Build relationships through celebrating National Reconciliation Week (NRW). | 02.6 | Implement strategies and actions for staff and students to participate in NRW and reconciliation activities. | May, 2024, 2025 | Director SEU | Place and Language | Not Yet Reportable |
| Action 3: Promote reconciliation through our sphere of influence. | 03.1 | Continue to communicate publicly our commitment to be a University of Choice for Aboriginal Peoples and demonstrate actions that will position the University as such. | November, 2023, 2024, 2025 | Chief of Staff CMCO |
Place and Language | On Track (Ongoing) |
| Action 3: Promote reconciliation through our sphere of influence. | 03.2 | Explore and implement strategies in collaboration with the Purkarninthi in Residence that demonstrate and enable respectful ways of doing community engagement, to drive and achieve positive reconciliation outcomes. | December 2024 | PVC ALS | Place and Language | Not Yet Reportable |
| Action 3: Promote reconciliation through our sphere of influence. | 03.3 | Collaborate with two RAP and other like-minded organisations to implement innovative ways to advance reconciliation, including participation in the RAP Leadership Gathering and University RING. | September, 2023, 2024, 2025 | PVC ALS | Place and Language | On Track (Ongoing) |
| Action 3: Promote reconciliation through our sphere of influence. | 03.4 | Establish opportunities and other forms of engagement to enable student and staff exchange in Australia and abroad with First Nations Peoples. | July 2024 | Executive Director PTC PVC International |
Place and Language | Not Yet Reportable |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.1 | Review the University’s equal opportunity, discrimination and harassment grievances, and anti-racism policies and/or procedures, in line with the Policy Framework. | December 2023 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.2 | Engage with UniSA’s Aboriginal-led advisory bodies in the update of the University's equal opportunity, discrimination and harassment grievances, and anti-discrimination policies and/or procedures. | December 2023 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.3 | Increase visibility of the University's equal opportunity, discrimination and harassment grievances, and anti-discrimination policies and/or procedures. | December 2023 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Complete |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.4 | Ensure all staff covered by the Senior Staff Collective Agreement (2006) complete anti-racism training. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.5 | Senior leaders to publicly support anti-discrimination campaigns, initiatives and stances against racism. | February, 2024, 2025 | Chief of Staff | Aboriginal Knowledges, Culture and Engagement | On Track (Ongoing) |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.6 | Provide ongoing education opportunities for senior leaders and managers on the effects of racism. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.7 | All new senior staff appointments to complete anti-racism training within their probationary period. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.8 | Scope and develop an Aboriginal anti-racism strategy and implementation plan for the University community. | December 2025 | Chief of Staff | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.9 | Develop and deliver workshops for academic staff on cultivating inclusive racism-free teaching and learning environments. (RAP 2018-2021, 2.3.6 and 2.3.7 Actions) | July 2025 | PVC ALS Executive Director PTC |
Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 4: Promote positive race relations through anti-discrimination strategies. | 04.10 | Review the University's requirements on Confirmation of Aboriginality, with a view to rationalise internal processes across employment and education pathways. | December 2025 | Chief of Staff | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.1 | Finalise the review and evaluation of the University's cultural training suite. | July 2023 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Complete |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.2 | Present the review and consult with UniSA’s Aboriginal-led advisory bodies, staff, and Elders and community, to inform implementation of cultural learning strategy. | December 2023 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.3 | Develop a communication and promotion strategy, to increase participation and uptake of the University's cultural training suite. | December 2023 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.4 | Ensure Yaitya Warra-itya and the Enterprise Leadership Team complete Aboriginal Cultural Sensitivity and Respect Training within six months of employment, or as a refresher after five years. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.5 | All new continuing and fixed-term staff to undertake Aboriginal Cultural Sensitivity and Respect Training either in person or online within 12 months of commencement. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.6 | A minimum of 80% of continuing and fixed-term staff to have completed Aboriginal Cultural Sensitivity and Respect Training within a 12-month period measured from 1 January to 31 December each year. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.7 | Create a print and digital campaign to recognise the generations of Aboriginal Peoples in Aboriginal education who have walked the story. | December 2024 | CMCO | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.8 | Investigate cultural safety accreditation programs, with a view to seek institutional accreditation. | December 2025 | Provost | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.9 | Present opportunities to enable Aboriginal students, Elders and communities to gather and yarn throughout the year and across all campuses, to facilitate relationship building, knowledge sharing and support the cultural and social wellbeing of students. | October 2025 | Manager Wirringka | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.10 | Implement a cultural competency pedagogy network to promote leading practice in two-way learning. (RAP 2018-2021, 2.2.5 Action) | October, 2024, 2025 | PVC ALS | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.11 | Ensure UniSA graduate attributes include cultural awareness indicators. (RAP 2018-2021, 2.3.8 Action) | December 2025 | Provost | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.12 | Develop an online cultural awareness module for all students. (RAP 2018-2021, 2.3.4 Action) | February 2024 | PVC ALS Director SEU |
Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.13 | Deliver an online cultural awareness module for all students. (RAP 2018-2021, 2.3.5 Action) | February 2025 | PVC ALS Director SEU |
Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 05.14 | Using the evaluation of the existing cultural awareness program, working in partnership with the PVC ALS, develop and implement a tiered cultural awareness program for staff. (RAP 2018-2021, 2.3.1 Action) | December 2023 | Executive Director PTC | Aboriginal Knowledges, Culture and Engagement | Incomplete |
| Action 5: Increase understanding, value and recognition of Aboriginal cultures, histories, knowledges and rights through cultural learning. | 5.15 | Samstag Museum of Art, MOD., and the Hawke Centre deliver programs that feature Aboriginal Peoples, cultures, research and learning, to celebrate and highlight Aboriginal Peoples' voices and knowledges to internal and external audiences. | December, 2023, 2024, 2025 | Director Samstag | Aboriginal Knowledges, Culture and Engagement | On Track (Ongoing) |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.1 | Develop case studies as part of Yurirka: Proppa Engagement with Aboriginal Peoples, to continue to educate and build staff and student understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols. | September, 2023, 2024, 2025 | PVC ALS | Aboriginal Knowledges, Culture and Engagement | On Track (Ongoing) |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.2 | Identify opportunities to further promote the expanded Yurirka: Proppa Engagement with Aboriginal Peoples, to ensure respectful engagement with community. | July 2024 | PVC ALS | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.3 | Invite a Traditional Owner or Custodian to provide a Welcome to Country at significant events each year, including graduations, Corporate Induction, and key leadership meetings, such as Council and Academic Board, and events across the University's metropolitan and regional campuses. | April, August, 2023, 2024, 2025 | Chief of Staff CMCO |
Aboriginal Knowledges, Culture and Engagement | On Track (Ongoing) |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.4 | Include an Acknowledgement of Country at the commencement of important meetings, including Council and its governance advisory bodies. | October, 2023, 2024, 2025 | Chief of Staff | Aboriginal Knowledges, Culture and Engagement | On Track (Ongoing) |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.5 | Provide an Acknowledgement of Country at all public events. | October, 2023, 2024, 2025 | Chief of Staff CMCO |
Aboriginal Knowledges, Culture and Engagement | On Track (Ongoing) |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.6 | Develop an Aboriginal cultural protocol for the Library, to guide University collections, archives, and operations. | July 2025 | Deputy Director Library | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.7 | Install Yarning Circles at the University’s Mawson Lakes and Whyalla campuses. | December 2024 | Director FMU | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.8 | Install an Aboriginal art sculpture (externally) at the University’s City West and Mawson Lakes campuses. | December 2024 | Director FMU | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 6: Demonstrate respect to Aboriginal Peoples by observing cultural protocols. | 06.9 | Acknowledge Aboriginal Peoples in the design of UniSA’s wayfinding signage. | December 2025 | Director FMU | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 7: Engage with Aboriginal cultures and histories by celebrating NAIDOC week. | 07.1 | Yaitya Warra-itya to participate in an external NAIDOC Week event. | First week in July, 2024, 2025 | Chair Yaitya Warra-itya | Place and Language | Not Yet Reportable |
| Action 7: Engage with Aboriginal cultures and histories by celebrating NAIDOC week. | 07.2 | Cultural leave entitlements will be included in promotion material including Staff Announcements prior to NAIDOC week each year in 2024 and 2025. | May, 2024, 2025 | Executive Director PTC | Place and Language | On Track (Ongoing) |
| Action 7: Engage with Aboriginal cultures and histories by celebrating NAIDOC week. | 07.3 | Promote all UniSA staff to participate in cultural events including NAIDOC week. | May, 2024, 2025 | Chief of Staff | Place and Language | Not Yet Reportable |
| Action 7: Engage with Aboriginal cultures and histories by celebrating NAIDOC week. | 07.4 | Senior leadership to encourage all staff to participate in at least one NAIDOC Week event at the University or in the local community. | First week in July, 2024, 2025 | Chief of Staff | Place and Language | Not Yet Reportable |
| Action 7: Engage with Aboriginal cultures and histories by celebrating NAIDOC week. | 07.5 | In consultation with UniSA’s Aboriginal-led advisory bodies, support five external NAIDOC Week events each year, including NAIDOC South Australia Awards. | May, 2024, 2025 | Director SEU | Place and Language | Not Yet Reportable |
| Action 7: Engage with Aboriginal cultures and histories by celebrating NAIDOC week. | 07.6 | Deliver an annual event, to showcase eminent Aboriginal creatives, past and present, as part of NAIDOC week events. | March, 2024, 2025 | Executive Dean UniSA Creative | Place and Language | On Track (Ongoing) |
| Action 8: Improve employment outcomes by increasing Aboriginal recruitment, retention and professional development. | 08.1 | Partner with Aboriginal staff on the review of the University's recruitment, retention and professional and leadership development strategies, with a view to improve employment outcomes for Aboriginal Peoples. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Education | Incomplete |
| Action 8: Improve employment outcomes by increasing Aboriginal recruitment, retention and professional development. | 08.2 | Develop a new Aboriginal Employee Value Proposition in partnership with Aboriginal Peoples, to attract applicants. | December 2023 | Executive Director PTC | Aboriginal Education | Incomplete |
| Action 8: Improve employment outcomes by increasing Aboriginal recruitment, retention and professional development. | 08.3 | Review the University Staff Recruitment and Selection Policy, with a view to increasing employment of Aboriginal Peoples at UniSA. | July 2023 | Executive Director PTC | Aboriginal Education | Complete |
| Action 8: Improve employment outcomes by increasing Aboriginal recruitment, retention and professional development. | 08.4 | Ensure workforce and succession planning and leadership programs provide development opportunities for Aboriginal staff, to progress through managerial positions to senior leadership positions. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Education | Incomplete |
| Action 8: Improve employment outcomes by increasing Aboriginal recruitment, retention and professional development. | 08.5 | UniSA continues to pursue a 3% target for Aboriginal employment at the University. | October, 2023, 2024, 2025 | Executive Director PTC | Aboriginal Education | On Track (Ongoing) |
| Action 9: Acknowledge workload and cultural demands that are placed on Aboriginal employees and ensure they are appropriately monitored and managed. | 09.1 | Review of performance management and assessment, leave policy and entitlements, to ensure that additional workload and cultural responsibilities placed on Aboriginal employees are appropriately recognised. (RAP 2018-2021, 5.4.1 Action) | December 2023 | Executive Director PTC | Aboriginal Governance, Evaluation and Reporting | Incomplete |
| Action 9: Acknowledge workload and cultural demands that are placed on Aboriginal employees and ensure they are appropriately monitored and managed. | 09.2 | Develop an approach for workload planning and career progression for Aboriginal employees, recognising the broader contribution they make to UniSA. (RAP 2018- 2021, 5.4.2 Action) | December 2023 | Executive Director PTC | Aboriginal Governance, Evaluation and Reporting | Incomplete |
| Action 10: Increase Aboriginal supplier diversity to support improved economic and social outcomes. | 10.1 | Develop an Aboriginal procurement policy. | December 2023 | CFO | Aboriginal Education | Incomplete |
| Action 10: Increase Aboriginal supplier diversity to support improved economic and social outcomes. | 10.2 | Investigate the benefits of leveraging an Aboriginal business directory or network to support supply opportunities for Aboriginal enterprises. | December 2023 | CFO | Aboriginal Education | Incomplete |
| Action 10: Increase Aboriginal supplier diversity to support improved economic and social outcomes. | 10.3 | Develop and communicate opportunities for the procurement of goods and services from Aboriginal-owned businesses to staff. | December 2024 | CFO | Aboriginal Education | Incomplete |
| Action 10: Increase Aboriginal supplier diversity to support improved economic and social outcomes. | 10.4 | Review and update procurement policy and practices to ensure equitable opportunities for Aboriginal-owned businesses. | December 2023 | CFO | Aboriginal Education | Not Yet Reportable |
| Action 10: Increase Aboriginal supplier diversity to support improved economic and social outcomes. | 10.5 | Maintain commercial relationships with two Aboriginal businesses, in support of our research, teaching and employment portfolios. | December 2024 | CFO | Aboriginal Education | Not Yet Reportable |
| Action 10: Increase Aboriginal supplier diversity to support improved economic and social outcomes. | 10.6 | Set a target for the procurement of goods and services from Aboriginal enterprises, informed by the University’s Aboriginal procurement policy and sector best practice guidelines. | December 2024 | CFO | Aboriginal Education | Not Yet Reportable |
| Action 10: Increase Aboriginal supplier diversity to support improved economic and social outcomes. | 10.7 | Advise and train staff, to increase awareness and understanding of the Aboriginal procurement policy and Aboriginal-owned business. | December 2024 | CFO | Aboriginal Education | Not Yet Reportable |
| Action 11: Strengthen and enhance Aboriginal research and its impact. | 11.1 | Develop an Aboriginal Knowledges Centre in alignment with our Aboriginal Research Strategy and become a model for research and scholarship that delivers world leading interdisciplinary research about ‘proppa’ engagement with Aboriginal knowledges, and best practice of cultural competence, while growing awareness of white dominance and privilege. (RAP 2018-2021, 1.2.2 Action) | December 2025 | DVC RE PVC ALS |
Aboriginal Research | Not Yet Reportable |
| Action 11: Strengthen and enhance Aboriginal research and its impact. | 11.2 | An Aboriginal Knowledges Centre at City West Campus that includes both internal and external spaces for Aboriginal Peoples and learning at UniSA. Stage one, the Aboriginal Knowledges Centre external yarning circle is planned for completion during the life of this Plan. (RAP 2018-2021, 1.2.2 Action) | December 2024 | Director FMU | Aboriginal Research | Not Yet Reportable |
| Action 11: Strengthen and enhance Aboriginal research and its impact. | 11.3 | Develop an Aboriginal-led, annual social indicator of First Nations Peoples, to consider and include education, economic well-being, justice, and housing among other areas of concern. | October, 2023, 2024, 2025 | DVC RE | Aboriginal Research | Not Yet Reportable |
| Action 11: Strengthen and enhance Aboriginal research and its impact. | 11.4 | Expand career pathways for Aboriginal Early, Mid and Senior Career Researchers. | December 2023 | DVC RE Executive Director PTC |
Aboriginal Research | Incomplete |
| Action 12: Strengthen two-way learning practice in undergraduate programs. | 12.1 | Ensure ethical experiential learning, internships and research experiences for students in collaboration with Aboriginal Peoples and their communities. (RAP 2018-2021, 2.2.9 Action) | December 2024 | Director SEU Dean Graduate Studies |
Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 12: Strengthen two-way learning practice in undergraduate programs. | 12.2 | Develop Aboriginal curricula in partnership with the Aboriginal Knowledges Centre: provide a framework for accountability; and integrate Aboriginal curriculum content as a core to program learning outcomes. (RAP 2018-2021, 2.2.2 Action) | July 2025 | Provost PVC ALS |
Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 12: Strengthen two-way learning practice in undergraduate programs. | 12.3 | Create a central repository within the Aboriginal Knowledges Centre for cultural content, best practice pedagogy and Aboriginal consultants to support ACUP development. (RAP 2018-2021, 2.2.6 Action) | December 2025 | PVC ALS | Aboriginal Knowledges, Culture and Engagement | Not Yet Reportable |
| Action 12: Strengthen two-way learning practice in undergraduate programs. | 12.4 | Curriculum Innovation Process reviews consider Aboriginal student outcomes. (RAP 2018-2021, 5.3.3 Action) | December 2023 | Provost | Aboriginal Governance, Evaluation and Reporting | Complete |
| Action 12: Strengthen two-way learning practice in undergraduate programs. | 12.5 | Adjuncts in academic units who are Aboriginal scholars and Elders, to recognise Aboriginal knowledges and inform teaching, research and strategic planning. (RAP 2018-2021, 1.3.1 Action) | July 2025 | Provost | Aboriginal Education | Not Yet Reportable |
| Action 13: Build the education pipeline for Aboriginal students. | 13.1 | Design and deliver the "Little Unaipons" program, which enables Aboriginal children to experience a two-way approach to STEM and other disciplines. (RAP 2018-2021, 3.4.1 Action) | July 2024 | PVC ALS | Aboriginal Education | Not Yet Reportable |
| Action 13: Build the education pipeline for Aboriginal students. | 13.2 | Design and deliver a cultural workshop for children, with Aboriginal Elders, community members and Aboriginal academics and UniSA staff. (RAP 2018-2021, 3.4.2 Action) | December 2024 | PVC ALS | Aboriginal Education | Not Yet Reportable |
| Action 13: Build the education pipeline for Aboriginal students. | 13.3 | Partner with Whyalla Secondary School on the development and launch of a pathway program into University. | December 2025 | Dean UniSA College | Aboriginal Education | Not Yet Reportable |
| Action 13: Build the education pipeline for Aboriginal students. | 13.4 | Pilot a virtual vacation program to facilitate opportunities for regional and remote Aboriginal students to gain exposure and experience in University, community and industry settings. | December 2025 | Dean UniSA College | Aboriginal Education | Not Yet Reportable |
| Action 14: Establish and maintain an effective RAP Working Group to drive governance of the RAP. | 14.1 | Review Yaitya Warra-itya’s Terms of Reference annually, to ensure an Aboriginal majority is maintained. | February, 2024, 2025 | Chair Yaitya Warra-itya | Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 14: Establish and maintain an effective RAP Working Group to drive governance of the RAP. | 14.2 | Review Yaitya Warra-itya’s Terms of Reference annually, to ensure the Committee's composition reflects the University's governance structure. | February, 2024, 2025 | Chair Yaitya Warra-itya | Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 14: Establish and maintain an effective RAP Working Group to drive governance of the RAP. | 14.3 | Convene quarterly Yaitya Warra-itya meetings, to drive, monitor and oversee RAP implementation. | February, 2024, 2025 | Chair Yaitya Warra-itya | Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 15: Provide appropriate support for effective implementation of RAP commitments. | 15.1 | Track and report on the plan’s progress and budget expenditures annually to the Enterprise Leadership Team. | October, 2024, 2025 | PVC ALS | Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 15: Provide appropriate support for effective implementation of RAP commitments. | 15.2 | Set and embed key RAP actions in performance expectations of academic and central units, to be overseen and reported through relevant senior management. | July, 2023, 2025 | Enterprise Leadership Team | Aboriginal Governance, Evaluation and Reporting | On Track (Ongoing) |
| Action 15: Provide appropriate support for effective implementation of RAP commitments. | 15.3 | Embed appropriate systems and capacity to track, measure and report on RAP commitments. | October, 2023, 2024, 2025 | PVC ALS | Aboriginal Governance, Evaluation and Reporting | On Track (Ongoing) |
| Action 15: Provide appropriate support for effective implementation of RAP commitments. | 15.4 | Develop a network of RAP champions, led by the Vice Chancellor in partnership with the PVC ALS, from across the University, to increase two-way knowledge sharing and understanding of reconciliation. | August 2023 | PVC ALS Chief of Staff |
Aboriginal Governance, Evaluation and Reporting | Complete |
| Action 15: Provide appropriate support for effective implementation of RAP commitments. | 15.5 | Include reconciliation, including the RAP’s initiatives, as a standing item of business at Senior Leadership Group Forums. | March, June, September, 2023, 2024, 2025 | Chief of Staff | Aboriginal Governance, Evaluation and Reporting | On Track (Ongoing) |
| Action 15: Provide appropriate support for effective implementation of RAP commitments. | 15.6 | Dedicated support within academic and appropriate units, to support academic activities within the University and PVC ALS to achieve actions with the RAP. (RAP 2018-2021, 5.1.1 Action) | December 2023 | Enterprise Leadership Team | Aboriginal Governance, Evaluation and Reporting | Complete |
| Action 16: Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | 16.1 | Confirm the University’s primary RAP contacts with Reconciliation Australia annually. | June, 2024, 2025 | PVC ALS | Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 16: Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | 16.2 | Request the RAP Impact Measurement Questionnaire from Reconciliation Australia. | August, 2023, 2024, 2025 | PVC ALS | Aboriginal Governance, Evaluation and Reporting | On Track (Ongoing) |
| Action 16: Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | 16.3 | Complete and submit the annual RAP Impact Measurement Questionnaire to Reconciliation Australia. | September 30, 2023, 2024, 2025 | PVC ALS | Aboriginal Governance, Evaluation and Reporting | On Track (Ongoing) |
| Action 16: Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | 16.4 | Disseminate quarterly reports to staff and students about the RAP, including the University's progress in achieving its reconciliation commitments, and opportunities to get involved. | March, 2024, 2025 | PVC ALS | Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 16: Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | 16.5 | Report publicly on the University's RAP and progress in achieving its reconciliation commitments, as part of UniSA’s Annual Review publication. | June 2024, 2025 | CMCO | Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 16: Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | 16.6 | Investigate participating in Reconciliation Australia's biennial Workplace RAP Barometer and Leadership Survey. | May 2024 | PVC ALS Chief of Staff |
Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 16: Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | 16.7 | Present a traffic light report on the University’s progress to the UniSA community and Reconciliation Australia. | October 2025 | PVC ALS | Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 17: Continue our reconciliation journey by developing our next RAP. | 17.1 | Register the University's interest to develop our next RAP with Reconciliation Australia. | July 2025 | PVC ALS Chief of Staff |
Aboriginal Governance, Evaluation and Reporting | Not Yet Reportable |
| Action 17: Continue our reconciliation journey by developing our next RAP. | 17.2 | Biannual Enterprise Leadership Team Reconciliation Action Plan meetings (RAP 2018-2021, 5.1.6 Action) | April, August, 2023, 2024, 2025 | Vice Chancellor | Aboriginal Governance, Evaluation and Reporting | On Track (Ongoing) |
Table Legend
ALS = Pro Vice Chancellor: Aboriginal Leadership and Strategy
ACUP = Aboriginal Content in Undergraduate Programs
CMCO = Chief Marketing and Communications Officer
DVC RE = Deputy Vice Chancellor: Research and Enterprise
Hawke Centre = The Bob Hawke Prime Ministerial Centre
NRW = National Reconciliation Week
Provost= Provost & Chief Academic Officer
PTC = People, Talent and Culture Unit
PVC = Pro Vice Chancellor
RAP = Reconciliation Action Plan
SEU = Student Engagement Unit
UniSA = University of South Australia
