The Wesfarmers RAP contains high-level actions and targets that will drive our businesses towards our goal of a workplace that reflects the diversity of the communities that we serve.
In 2014, we made the decision to transition from a calendar-year RAP to one published every two years at the conclusion of the financial year. Transitioning to a financial year document aligns our RAP with the Wesfarmers Annual Report and Sustainability Report. Because of this change in reporting periods, there is a six-month overlap between our 2014 RAP reporting period and 2015 – 2016 RAP commitments. This webpage contains Wesfarmers' 2015 – 2016 RAP commitments.
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Relationships
We will deepen the connections between Wesfarmers and Aboriginal and Torres Strait Islander communities so that we better understand the needs and ambitions of our local regions. We will also strengthen our internal network of people committed to celebrating Aboriginal and Torres Strait Islander culture and addressing Aboriginal and Torres Strait Islander disadvantage.
Action timeline target responsibility guiding principles for divisions Build our networks
Drive divisional RAP engagement through the Wesfarmers Indigenous Network (WIN)
Each financial year, reported at June 2016
- Two face-to-face meetings held
- Four teleconferences held
- Learnings and success shared via diversity@wesfarmers
Manager Aboriginal Affairs
Wesfarmers Indigenous Network
- Participate regularly and actively in the WIN
Ensure alignment of Wesfarmers' RAP and Aboriginal community aspirations through our RAP Steering Committee
February and August annually
- Two face-to-face meetings held
Manager Aboriginal Affairs
RAP Steering Committee
- Seek Aboriginal and Torres Strait Islander advice and leadership on Aboriginal engagement and employment activities
Foster mutually-beneficial and multi-faceted partnerships with organisations that foster Aboriginal and Torres Strait Islander education and employment outcomes
Reported at June 2016
- Portfolio of Aboriginal and Torres Strait Islander community partnerships maintained, including national partnerships with The Clontarf Foundation and the Australian Indigenous Mentoring Experience
- Regular participation in community partners’ events
Executive General Manager Corporate Affairs
Manager Sustainability and Community Partnerships
Manager Aboriginal Affairs
- Seek opportunities to provide financial and in-kind support to Aboriginal and Torres Strait Islander organisations and programs
- Participate in community partners’ events
- Identify opportunities to leverage this support of Aboriginal organisations and programs
Share success and opportunities with Aboriginal and Torres Strait Islander communities nationally
February 2015
- Aboriginal media circulation list developed and available on the Wesfarmers intranet and diversity@wesfarmers
Aboriginal Affairs Advisor
- Promote Aboriginal employment opportunities and good news stories in Aboriginal media.
Promote and celebrate National Reconciliation Week (NRW)
27 May - 3 June annually
- Information about NRW provided to all divisions
- 10 NRW events held, including one in corporate office
Wesfarmers Indigenous Network
- Celebrate NRW internally
- Support team members to participate in community NRW events
Create champions
Support Aboriginal and Torres Strait Islander organisations through the provision of skilled secondees and volunteers
June 2016
- 150 weeks of service provided to Aboriginal organisations
Human Resources teams
Manager Aboriginal Affairs
- Promote the Wesfarmers Jawun Secondment Program internally and nominate appropriately qualified team members to participate
- Seek ways to support Aboriginal and Torres Strait Islander organisations through pro bono contributions and volunteering
Design and implement a RAP Champions program to recognise outstanding supporters of the RAP throughout the Wesfarmers Group
December 2015
- RAP Champions program commenced
Manager Aboriginal Affairs
Aboriginal Affairs Advisor
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Recognise and celebrate the contributions of team members involved in Aboriginal engagement activities.
Raise awareness about the Wesfarmers RAP internally
December 2015
- Three RAP engagement events held nationally (Sydney, Melbourne and Perth)
Manager Aboriginal Affairs
Aboriginal Affairs Advisor
Wesfarmers Indigenous Network
- Nominate team members to attend RAP engagement events
December 2015
- Two Wesfarmers Jawun Secondment Program alumni networking events held
Manager Aboriginal Affairs
Aboriginal Affairs Advisor
- Promote Wesfarmers Jawun Secondment Program networking events to appropriate team members
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Respect
Wesfarmers will ensure that Aboriginal and Torres Strait Islander people feel welcome in our businesses as employees, suppliers, customers and community members. To this end, we will grow our collective knowledge of Aboriginal and Torres Strait Islander histories and cultures.
Action timeline target responsibility guiding principles for divisions Foster inclusive workplaces
Acknowledge Traditional Owners
June and December annually
- Welcome to Country and Acknowledgement of Country protocols reviewed and available on Wesfarmers intranet and diversity@wesfarmers
Aboriginal Affairs Advisor
Corporate Affairs and Human Resources teams
- Share and promote Welcome to Country and Acknowledgement of Country protocols
- Include a Welcome to Country or Acknowledgement of Country in significant internal and external events, such as new store or office openings
- Contribute to the national database of Traditional Owner group contact details
Reported at June 2016
- Welcome to Country practised at major events, including Wesfarmers Annual General Meeting and Leadership Conference
June and December annually
- Maintain a national database of Traditional Owner group contact details and make it available on the Wesfarmers intranet and diversity@wesfarmers
Develop the cultural awareness of our leaders
December 2015
- All (8) divisional leadership teams completed cultural awareness training
Manager Aboriginal Affairs
Wesfarmers Indigenous Network
- Provide cultural awareness training to divisional leadership teams
- Seek opportunities for executives to increase their cultural awareness through "on country" cultural experiences
- Provide professional development opportunities for all members of the Wesfarmers Leadership Team to develop a personalised location specific Acknowledgement of Country
June 2016
- All of the Wesfarmers Leadership Team and Board have participated in an "on country" cultural experience
- All of the Wesfarmers Leadership Team to have developed a personalised, location-specific Acknowledgement of Country they deliver in accordance with the protocols
Develop the cultural awareness of our team members
January 2015 - June 2016
- 500 people completed face-to-face cultural awareness training
- National database of cultural awareness trainers reviewed and available on Wesfarmers intranet and diversity@wesfarmers
- www.shareourpride.org.au is included on the Wesfarmers intranet and extranet
- Develop mechanism to accurately record numbers of people who have completed cultural awareness training
Human Resources teams
Manager Aboriginal Affairs
- Provide cultural awareness training to existing teams as part of Aboriginal employment programs
- Contribute to the national database of cultural awareness trainers
Include this RAP in team member inductions and development programs
Reported June 2016
- This RAP is included in all Wesfarmers corporate office inductions
Aboriginal Affairs Advisor
- Incorporate this RAP or divisional diversity or Aboriginal strategy into team member inductions
Celebrate culture
Celebrate NAIDOC Week
July 2015
- Information about NAIDOC Week provided to all divisions
- 10 NAIDOC Week events held, including one in corporate office
Wesfarmers Indigenous Network
- Celebrate NAIDOC Week internally
- Support team members to participate in community NAIDOC Week events
Collect, display, document and lend the work of Aboriginal artists and observe the Indigenous Art Code
Reported June 2016
- Around 15 per cent of Wesfarmers Collection of Australian Art is by Aboriginal artists
Wesfarmers Indigenous Network
- Seek opportunities to promote and celebrate Aboriginal culture internally and externally
- Observe the Indigenous Art Code or other relevant cultural protocols
Foster Aboriginal leadership and professional development in the visual arts through the Wesfarmers Arts Indigenous Fellowship
December 2015
- 10 Associate Fellowships Awarded
Manager, Wesfarmers Arts
- Promote the Wesfarmers Arts Indigenous Fellowship program and recipients
Promote Aboriginal arts and culture as the National Gallery of Australia (NGA) Indigenous Art Partner
Reported June 2016
- Wesfarmers retained as the NGA Indigenous Art Partner
Manager, Wesfarmers Arts
- Promote Wesfarmers Arts’ partnerships with the NGA
Seek opportunities to showcase Aboriginal and Torres Strait Islander culture through events and products
Reported June 2016
- Aboriginal and Torres Strait Islander performers considered and engaged for internal events
- Minimum of four performances
Wesfarmers Indigenous Network
- Consider Aboriginal and Torres Strait Islander artists and performers for internal events
- Consider collaborations with Aboriginal designers and artists on products
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Opportunities
We will work towards our objective of increasing Aboriginal representation in our workforce in order to reflect and relate to the communities in which we operate. We understand that Aboriginal employment success will happen when our workplaces are appreciative of cultural diversity. This appreciation will benefit our entire workforce.
ACtion timeline target responsibility guiding principles for divisions Grow our workforce
Increase our Aboriginal and Torres Strait Islander workforce through direct and targeted employment opportunities such as cadetships, traineeships and pre-employment training programs
December 2019
- Wesfarmers Aboriginal and Torres Strait Islander workforce is 2.5 per cent Aboriginal and Torres Strait Islander, spanning entry level to managerial roles
Human Resources teams
- Implement Aboriginal and Torres Strait Islander employment programs to achieve a workforce that reflects the community we serve by 2019 (approximately 2.5 per cent nationally)
- Seek to employ and develop Aboriginal and Torres Strait Islander people at all levels of the business
Continue Aboriginal cadetship program at Wesfarmers corporate office
Reported June 2016
- Two cadets (or equivalent) employed at all times in corporate office
Aboriginal Affairs Advisor
Scope Wesfarmers-wide collaborations to increase Aboriginal and Torres Strait Islander team membership (for example, a place-based employment program)
Reported June 2016
- Divisions consulted on appropriate collaborations and/or support mechanism
- Findings implemented
Aboriginal Affairs Advisor
- Participate in consultations on how Wesfarmers corporate office can facilitate cross-divisional collaborations
- Participate in cross-divisional programs
Develop our people
Collect and report data about Aboriginal and Torres Strait Islander team membership, development and retention
March, June, October and December annually
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Aboriginal and Torres Strait Islander employee data collected quarterly and reported to the Wesfarmers Leadership Team
Human Resources teams
Manager Aboriginal Affairs
- Invite all Aboriginal and/or Torres Strait Islander new starters to self-identify
- Report on Aboriginal and Torres Strait Islander employee data quarterly
Encourage Aboriginal and Torres Strait Islander participation in internal development programs
Reported June 2016
- Aboriginal and Torres Strait Islander candidates sought and considered for all Wesfarmers-convened development programs
Aboriginal Affairs Advisor
Wesfarmers Indigenous Network
- Seek Aboriginal and Torres Strait Islander nominees for internal development programs, including managerial training programs
Scope and implement an Aboriginal and Torres Strait Islander team member forum to discuss issues impacting Aboriginal and Torres Strait Islander team members and career development strategies
December 2015
- Aboriginal and Torres Strait Islander staff forum scoped and held (pending outcomes of the scoping exercise)
Aboriginal Affairs Advisor
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Promote the Wesfarmers and Torres Strait Islander Aboriginal team member forum when established
Leverage our supply chain
Increase spend with Aboriginal and Torres Strait Islander suppliers (includes direct purchasing and second-tier arrangements)
June 2016
- Cumulative spend of $40 million with Aboriginal and Torres Strait Islander suppliers
Group Procurement Manager
- Identify opportunities to reach Wesfarmers' target of a $40 million cumulative spend with Aboriginal and Torres Strait Islander suppliers
- Seek opportunities to incorporate Aboriginal and Torres Strait Islander suppliers through direct and second tier purchasing arrangements
Meet, develop and purchase from Aboriginal and Torres Strait Islander suppliers
Renewed annually in June
- Wesfarmers is a member of Supply Nation
Aboriginal Affairs Advisor
- Educate relevant procurement team members about supplier diversity and Wesfarmers' membership of Supply Nation
- Identify appropriate team members to attend Supply Nation events
Per Supply Nation Connect schedule
- Wesfarmers delegates attended Supply Nation Connect conference/s
At Supply Nation Connect
- Fact sheet on “Supplying to Wesfarmers” developed and distributed to interested Aboriginal suppliers
Promote Aboriginal and Torres Strait Islander businesses internally
Updated in June and December annually
- National database of Aboriginal and Torres Strait Islander suppliers maintained and available on the Wesfarmers intranet and diversity@wesfarmers
- Aboriginal and Torres Strait Islander suppliers introduced to relevant divisions
Aboriginal Affairs Advisor
- Contribute to the national database of Aboriginal and Torres Strait Islander suppliers
- Meet with Aboriginal and Torres Strait Islander suppliers and provide feedback to support supplier development
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Tracking progress and reporting
Action timeline target responsibility guiding principles for divisions Report on RAP annually
October - November annually
- RAP Impact Measurement Survey completed
- Business Council of Australia Indigenous Engagement Survey completed
- Updates provided to Wesfarmers Board and Leadership Team
- RAP report included in Wesfarmers Sustainability Report (including Aboriginal and Torres Strait Islander employee numbers)
RAP Steering Committee
Manager Aboriginal Affairs
- Contribute to Wesfarmers reporting processes