1. PURPOSE AND SCOPE
These Terms of Reference sets out the guidelines for the working group which has the primary objective of providing advice and recommending initiatives in relation to the College’s Diversity and Inclusion strategies. The working group will advise and propose recommendations for actions, to the Policy & Advocacy Committee (PAC) to consider.
2. INTENT
- Foster a vision of embracing Diversity and Inclusiveness across all areas of the College.
- Promote safe environments that increase the diversity of College membership and its community.
- Recognise input and analysis from a variety of representatives including differing communities, cultures, geographies, demographics and backgrounds.
3. DEFINITION AND CONTEXT
The Diversity Council of Australia defines diversity as all of the differences between people in how they identify in relation to their:
- Age, caring responsibilities, cultural background, disability, gender or gender identity, Aboriginal and/or Torres Strait Islander background, sexual orientation, intersex status and socio-economic background (social identity)
- RACMA is binational and Te Tiriti o Waitangi in New Zealand provides the framework that recognises Māori as Tangata Whenua and supports their representation, and participation at all levels.
- Profession, education, work experiences and organisational role (Professional identity)
Inclusion occurs when a diversity of people (e.g. of different ages, cultural backgrounds, genders) feel valued and respected, have access to opportunities and resources and can contribute their perspectives and talents to improve their organisation. It is only through inclusion that organisations can make the most out of diversity.
(https://www.dca.org.au/di-planning/getting-started-di/diversity-inclusion-explained )
4. DUTIES & RESPONSIBILITIES
- Identify and prioritise initiatives to improve equity and diversity across the College.
- Provide advice and guidance on college responses to policy and strategic initiatives taken by external Health organisations and Government.
- Set targets to improve staff and candidate diversity across identified groups.
- Act as diversity sponsors and advocate to raise awareness amongst all members of the college and its stakeholders.
- Provide leadership to set the direction and advise the Policy & Advocacy committee (PAC) on diversity inclusion objectives, policy, strategy, goals and outcomes.
- Monitor progress towards achieving the College’s commitment to eliminating discrimination in all activities performed by the College.
- Receiving and reviewing feedback reports that relate to RACMA’s commitment to diversity and inclusion.
- Work with the Indigenous Health Working Group to support opportunities for Indigenous staff to:
- build their careers at RACMA and;
- improve Indigenous candidates’ access and Fellowship completion.
- Discuss matters brought forward by any member or college staff in relation to equity, diversity and inclusion and facilitate broader discussion on these issues.
- Develop College wide guidelines relating to diversity and Inclusion issues for the RACMA Board to review.
5. MEMBERSHIP
As determined by a College wide expression of interest (endorsed by PAC) membership requires a background and expertise in the field of diversity and inclusiveness, within the contexts of Medical Administration.
5.1. Members of the Committee shall be nominated by PAC and appointed by the College Board and comprise as follows:
- A Chair who is either a PAC member or Board member.
- A cross section of Jurisdictional representatives from Australia and New Zealand, as determined by the Policy and Advocacy Committee (PAC).
- Representation from all College membership classes as defined in the College Constitution.
- Up to a maximum of 3 x Co-opted members.
5.2. External Engagement
PAC may from time to time require the expertise of an organisation, person, or persons who can assist in its deliberations, being external to RACMA, for a specified time and task. These persons do not have the status of voting members and only provide input as experts and observers.
5.3. Tenure and Method of Appointment
The Committee and its Chair and their tenure will be ongoing for three years, nominated by the Policy & Advocacy Committee to the Board, for appointment. Members will be appointed for a term of three years and shall be eligible for re-election for one further period of one year.
6. MEETINGS
The committee will meet via teleconference on a quarterly annual basis. A quorum will be 50% of those eligible to vote.
7. ACCOUNTABILITY and REPORTING
The DIWG reports into the Policy & Advocacy Committee, reposting on issues, recommendations and proposed initiatives for diversity and inclusion strategies and commitments.
7.1. Responsibilities of Working Group Members
- Attend working group meetings and actively participate in discussion.
- Read agenda papers and minutes of meetings.
- Keep matters relevant to the Terms of Reference.
- Maintain confidentiality on matters of the college.
- Dedicate time to DIWG related activities.
- Declare any conflict of interests to the Policy and Advocacy Committee (PAC).
Authorised by: The RACMA Board
Approval Date: February 2019
Review Date: February 2022
