HARVEY NORMAN S RECONCILIATION ANNUAL REPORT REPORT 2013

Transcription

1 HARVEY NORMAN S RECONCILIATION ANNUAL REPORT REPORT 2013 Copyright licenced by DACOU Gallery, Melbourne 1

2 Introduction 2012 marks the commencement of the Reconciliation Action Plan journey for Harvey Norman. Our strategy has been to take things slowly, to take input from other organisations and individuals, and to craft a plan that is reflective of the opportunities Harvey Norman can offer Aboriginal and Torres Strait Islander Australians. Carriage of meeting these challenges has rested with a volunteer Working Group. Progress has been made across most of the original initiatives that were identified in our inaugural RAP. Some obstacles have also been identified, and strategies devised to overcome these obstacles in the coming years. Harvey Norman s Reconciliation Plan is a long term commitment to improving opportunities for Aboriginal and Torres Strait Islander people within our business and the community generally. Message from the CEO 2012 has been a challenging year for Harvey Norman commercially. We have seen unprecedented price and margin deflation in key retailing categories, and this has in turn put pressure on franchisees to manage their business in a financially responsible manner. The RAP Working Group has made good progress in establishing the base and framework for the activities and strategies that will underpin our RAP over the coming years. Our commitment to the RAP program is long term, and the Working Group carefully considers opportunities before acting on any one opportunity. Harvey Norman s key strength in this program is the diverse locations of our store network, across the Harvey Norman, Domayne and Joyce Mayne brands. We will be focusing on opportunities to leverage this strength as we enter our second and future years of our RAP program. Katie Page Chief Executive Officer and Managing Director Harvey Norman 2 3

3 Program Highlights Message from Reconciliation Australia Since the launch of their first Reconciliation Action Plan (RAP), Harvey Norman has become an integral part of the RAP community demonstrating that actions based on respect and relationships can lead to some fantastic opportunities. The partnership between Harvey Norman and the National Rugby League through the Harvey Norman All Stars game is a prime example of how RAP partners are working together to achieve reconciliation. The impact the Harvey Norman All Stars game has on our nation is visible in family homes and communities. It is a successful event that showcases Aboriginal and Torres Strait Islander sporting excellence and culture and is strengthening relationships between Aboriginal and Torres Strait Islander peoples and other Australians. I would like to congratulate Harvey Norman in their efforts of building community engagement through their National Reconciliation Week (NRW) events. NRW events are a great opportunity to bring people together to recognise our shared goal for a reconciled Australia. Harvey Norman s next RAP will see the implementation of their Aboriginal Employment Strategy and the continuation of their successful school-to-work programs. The ongoing support from Harvey Norman in providing educational scholarships for Aboriginal and Torres Strait Islander youth is another wonderful achievement. The RAP program has gone from strength to strength with more than 360 organisations, including Harvey Norman, all part of a growing national movement to create respectful relationships and opportunities for Aboriginal and Torres Strait Islander peoples in the name of reconciliation. Your commitment to the RAP program is helping to build the right environment for stronger relationships, national pride and prosperity for all Australians and we look forward to continuing to work with you in your reconciliation journey. Leah Armstrong Chief Executive Officer Reconciliation Australia Harvey Norman Executive Director David Ackery with Indigenous All Stars Captain Jonathan Thurston, All Stars Concept founder Preston Campbell, and Indigenous All Stars Coach Laurie Daley. Launch All Stars Week, Bundall Queensland The Harvey Norman Reconciliation Action Plan for 2012 was launched on Monday 30th January 2012 at the Harvey Norman Bundall store. The launch was conducted ahead of an in-store appearance by the Harvey Norman Indigenous All Star Rugby League team. All Stars concept founder and Indigenous team ambassador Preston Campbell attended the launch, as did team Captain Jonathan Thurston and team Coach Laurie Daley. Grant Paulson, Group Manager Programs and Projects from Reconciliation Australia, officially welcomed Harvey Norman to the RAP Community. 4 5

4 Program Highlights (continued) 6 National Reconciliation Week Corporate Office Event Harvey Norman engaged in National Reconciliation Week celebrations recognising the importance for all Australians to build respectful relationships with each other, and especially with Aboriginal and Torres Strait Islander peoples. At the Corporate Office a BBQ was held on the 1st June 2012 where more than 200 people attended and over $300 was raised for the Australian Red Cross. Guest speaker Phil Thompson shared his experiences growing up as an Indigenous Australian and talked about the rich Aboriginal and Torres Strait Islander culture that exists in Australia. Harvey Norman stores displayed Reconciliation Week posters in store s common areas, lunch rooms and/ or administration offices. The RAP Working Group also published links to a list of major events held around the country during Reconciliation Week, ensuring that those wanting to participate in activities and events had the opportunity to do so. Aurukun BOOKS & MORTAR In August 2012, a group of influential Australian business people joined Federal Opposition Leader Tony Abbot in Aurukun, Queensland, for a working bee at the Cape York Aboriginal Academy. The working bee renovated the library and grounds of the Academy. Katie Page and Gerry Harvey personally participated in the working bee. Harvey Norman, Domayne and Harvey Norman Flooring Commercial Division all donated product worth over $20,000, including carpet, homewares, Manchester and furniture to the project. 7

5 Program Highlights (continued) Program Highlights (continued) Toowoomba Franchisees Reconciliation Week event participation On the 28th May 2012, the Harvey Norman Toowoomba Franchisees and Administration Manager attended A Taste of Reconciliation event at the Cathedral Centre in Toowoomba. The Harvey Norman team set up a display and provided Harvey Norman brochures and the Harvey Norman Reconciliation Plan booklets. There were approximately over 100 people who attended the event including a range of local business people, support agencies and the Mayor of Toowoomba (Mr. Paul Antonio). The seminar presented very inspirational speakers including traditional aboriginal elders and attendees were treated to some wonderful indigenous food including crocodile burgers, crocodile curry, kangaroo rolls, kangaroo stir fry and kebabs. Traditional Trading Group Support website Harvey Norman continues to support initiatives such as the newly established Traditional Trading Group (TTG). The TTG promotes a range of products and a flooring installation program for indigenous tradespeople to install and maintain these products into both domestic homes and commercial facilities. The range on offer will continue to expand over the ensuing year adding greater diversity to the offer. Tara Scholarships completion of HSC and Boarding House Captain In 2008, Harvey Norman developed a scholarship for 3 Aboriginal girls to attend Tara High School from year 7 to year 12. Our vision was to strengthen and build the capacity of Aboriginal communities by providing opportunities for young Aboriginal women to achieve their potential and receive a quality education. The aim of the Aboriginal scholarships is to enable young Aboriginal girls who are already showing promise in their schooling share with their Aboriginal community to help build the capacity of their people via the path of self determination. The three girls selected for this scholarship, Katika, Mariah and Sarah, are deserving recipients of this Scholarship. We have met and have been kept well informed about the girls progress and they are doing brilliantly whilst in Tara s care. The Head of Boarding, Claire Redfearn, tells us that the girls are making friends and and leadership to gain a participating in many of the high quality education and opportunities on offer at graduate from TARA. Tara. It is hoped that these young women will take their skills, life experiences and knowledge back to In 2012 Katika completed her year 12 HSC. Mariah and Sarah will complete their HSC in

6 Results Harvey Norman has experienced some mixed results with respect to achieving all of the initial goals set for The following table summarises the original goals set and the achievements for RELATIONSHIPS RESPECT ACTION Our RAP Working Group with representation from Aboriginal and Torres Strait Islander members meets monthly. Develop relationships with members of the Indigenous community to provide advice, introductions and guidance for the successful implementation of our RAP initiatives. Celebrate National Reconciliation Week by providing opportunities for Aboriginal and Torres Strait Islander employees and other employees to build relationships. Develop a strategy and framework to develop relationships with the elders and leaders in the communities surrounding our franchised stores. MEASURABLE TARGET Twelve meetings held in A minimum of one Indigenous person on the RAP Working Group and RAP Advisory Group. Organise at least one internal event per year. Documented strategy for implementation from TRAFFIC LIGHT COMMENTS Working Group met eight times and sought advice from ATSI people on occasion, rather than having permanent members. The Working Group sought advice from ATSI people on occasion, rather than having permanent members. Successful BBQ and guest speaker event at Corporate Office. Information posters sent to all stores. Some stores involved in local events. Strategy identified but not implemented in ACTION Presentations at franchisee conferences across all divisions in 2012 to a) outline our RAP and b) discuss employment opportunities at store level. Engage employees in understanding the protocols around Acknowledgement of Country and Welcome to Country ceremonies to ensure there is a shared meaning behind these ceremonies. Engage keynote speakers for conferences to build awareness around reconciliation and closing the gap. Develop strategy to support Aboriginal and Torres Strait Islander employees to participate in local NAIDOC Week events. MEASURABLE TARGET Copies of conference agendas and presentations. Documented protocol and communication strategy. Confirmation of keynote speaker events. Feature on Intranet and/or quarterly e-newsletter. TRAFFIC LIGHT COMMENTS All divisional General Managers asked to include time for presentations regarding ASTI matters at 2013 conferences. Not completed in All divisional General Managers asked to include time for presentations regarding ASTI matters at 2013 conferences. Not completed in Internal communication of Harvey Norman s commitment to reconciliation to all employees, franchisees and their staff. Develop a group of RAP Champions to spread the word throughout the corporate office and our franchised stores. Maintain our sponsorships of sporting, cultural and community events. Develop the strategy and framework for a mentoring/tracking program to support employees and franchisees. Launch to employees and franchisees. Provide access to RAP via company intranet. A list of confirmed people with each state represented. Confirmed events and sponsorships. Documented strategy and guidelines. Completed 30 January 2012 Completed 31 January 2012 Dedicated intranet site live 2 February. Potential group of franchised staff members identified, but not implemented in A strategy and framework exists within the Indigenous Employment Strategy, however this strategy has not been delivered to Harvey Norman in Display Aboriginal artwork in reception and meeting areas. Include an overview of our RAP in our franchisee induction program. Conduct a diversity survey of corporate office employees and franchise employees with the goal of developing a database around our Indigenous diversity. Develop cultural awareness documentation for our new starter employee induction pack. Develop and launch cultural competency e-learning training modules to increase the understanding and appreciation of different cultural backgrounds. Artworks on display. Presentation document. Copies of 2012 Induction Agendas. Survey released to franchise and corporate employees. Survey results presented to RAP Working Group and RAP Advisory Group. Inclusion in all new employee starter packs Launch training modules. Reporting on completion by corporate and franchise employees and franchisees. Completed. Artworks on display in L1 Reception and L2 main boardroom. Completed at some inductions. Survey developed and being issued in January Pack is developed and information is available on the intranet, but this is not yet intergrated into the induction program. Module completed but not launched in

7 ACTION OPPORTUNITIES Graduate trainees through the flooring appreciation course, Certificate III and IV Retail, and Certificate III and IV Warehouse qualifications at TAFE Lidcombe, in association with Harvey Norman. Expand the Aboriginal and Torres Strait Islander Business Ownership and Employment program. Develop Harvey Norman s Indigenous Employment Strategy. Engage Procurement to develop a strategy that incorporates inclusion of appropriate indigenous suppliers, through AIMSC, in our bid activities. Develop tools and resources for recruitment talks at schools and career expos to showcase career opportunities at Harvey Norman. MEASURABLE TARGET Confirmation of graduates for each qualification. Opening of additional outlets in NSW and Queensland. Completed Employment Strategy document presented to RAP Advisory Group. Participation by recognised Indigenous businesses in appropriate tenders. Creative for flyers and posters for expos, etc. TRAFFIC LIGHT COMMENTS This outcome was delivered in This program is under review. Harvey Norman s Indigenous Employment Strategy is written but not yet delivered to Harvey Norman. This will be progressed into The Harvey Norman Procurement Department remains committed to this goal, and expect an increase in tender activity in Completed and will be introduced at the Rugby Leauge All Stars Youth Expo in February Key Learnings Program will need to be sustainable at franchised store level. Finding activities that enable Stores to participate and take ownership of the program will be essential. The program suffered from a lack of dedicated resource. All Working Group members had other roles within the organization. A number of the objectives in the initial RAP were assigned to a dedicated program coordinator. When that role was not approved in the annual budget, some of the objectives had to be re-prioritised for There is a genuine interest in this area across the business. There is also external interest in Harvey Norman being involved in the program. There may be commercial opportunities that come from that interest, however these opportunities require centralised coordination to allow the business as a whole to benefit. The Working Group identified that engagement of Divisional General Managers will be key to driving the success of the program. Local community events present the best way of stores becoming engaged and involved in the program. The Toowoomba event was enthusiastically supported by the Franchisees in that town, and that involvement was identifiable by the local community. External, particularly government support, should be engaged and secured early in the process. Some programs were affected by change in government funding policy during the year, where promised commitments were not met when required

8 14 Harvey Norman RAP Planned Actions: Finalisation and implementation of the Indigenous Employment Strategy; Participation in specific Indigenous Job Fairs using the materials developed for the All Stars week fairs; Partnership with a recognized community organisation to drive franchised Store participation in the program; Formation of a genuine ATSI advisory group; Delivery of presentations at Divisional Conferences; Celebration of National Reconciliation Week; Launch of the cultural competency modules for all staff; Completion of the Diversity Survey; Launch of the Work Experience package; This artwork by Minnie Pwerle was commissioned by The Byron at Byron Resort and Spa and now takes pride of place in the reception area. It reflects the resort s respect for the land on which it is built and the connection that Byron Bay s Arakwal people have with this place. Through the resort s rehabilitation of its surrounding indigenous rainforest and ongoing relations with the local Aboriginal land custodians we aim to maintain and build upon this respect and connection. Copyright licensed by DACOU Gallery Melbourne. The Artwork Awely Anemangkerr by Minnie Pwerle Minnie Pwerle (pronounced Pearl), born circa 1910 at Utopia Station in the Australian central desert, was an Australian Aboriginal artist. Her country was Atnwengerrp, (pronounced a-noong-a-pa). M. is often compared to Emily Kame Kngwarreye, as they both became prolific and highly praised artists who came to Western-style art late in life. M. began painting in 1999 when she was in her late eighties and continued to paint up until her death in March (Note: in accordance with Aboriginal Australian practices concerning respect for the dead (lasts at least 12 months) and out of respect for her family, she is referred to only as M. Pwerle.) The bold linear pattern of stripes and curves throughout M. Pwerle s painting illustrates women s ceremonial body paint design. After smearing their bodies with animal fat, the women trace these designs onto the breasts, arms and thighs singing as each woman takes her turn to be painted up. Their songs relate to the dreaming stories of ancestral travel and other totemic plants, animals and natural forces. Awely, woman s ceremony, demonstrates respect for the land. In performing these ceremonies they ensure wellbeing and happiness within their communities. In this particular painting, M. also illustrates Anemangkerr, a small globular fruit that she describes as being a little melon. This fruit is high in vitamin C and is favoured for its exceptional keeping qualities. The ancestral dreaming stores associated with this little melon belong to the Atnwengerrp County. This ancient red land lies in the heartland of Alyawarr country, approximately 200 kilometres to the northeast of Alice Springs in Central Australia. Harvey Norman would like to acknowledge DACOU for granting the Copyright for our RAP and Intranet. 15

9 For enquiries regarding our RAP, please contact: Michael Mecham Corporate Compliance Officer / Indigenous Programs P: E: reconciliation@au.harveynorman.com 16