Aboriginal & Torres Strait Islander Engagement & Employment Plan. Relationships, Respect & Opportunities

Transcription

1 Aboriginal & Torres Strait Islander Engagement & Employment Plan Relationships, Respect & Opportunities

2 MESSAGE FROM THE MANAGING DIRECTOR At Wesfarmers Chemicals Energy & Fertilisers (WesCEF), we have made a commitment to building a talented and diverse workforce that is representative of the people who live in the communities where we operate. We employ more than 1,500 people in businesses across Australia, many of whom are located in and around the town of Kwinana in Western Australia, where we are building a connection with the Aboriginal community and implementing initiatives to increase sustainable opportunities for Aboriginal and Torres Strait Islander* people in WesCEF. WHO WE ARE OUR ABORIGINAL ENGAGEMENT COMMITMENT Wesfarmers Chemicals, Energy & Fertilisers (WesCEF) operates chemical, gas and fertiliser businesses that service a range of sectors in both domestic and international markets. We believe that through our involvement in the Aboriginal community, we can positively influence the employment opportunities that exist for Aboriginal people. These businesses conduct operations across Australia and in many communities; employing over 1,500 people nationally. Consistent with the Wesfarmers Reconciliation Action Plan, our objective is to have a workforce that reflects the demographics of the Australian community and to contribute to closing the gap in opportunity that exists between Aboriginal Australians and the broader community. Our Aboriginal & Torres Strait Islander Engagement and Employment Plan (Aboriginal Engagement Plan) records our commitment to and our actions for creating Aboriginal employment opportunities within WesCEF. These initiatives commenced in 2010 and I am proud of our progress since then and I thank the many people, both internally and externally, who have contributed to the changes, the connections and success we have built thus far. I look forward to working with you all on our Aboriginal Engagement Plan and building new opportunities for the future. Tom O Leary Managing Director *All references to Aboriginal people are intended to also include Torres Strait Islander people. 2 3 Balgas on Nyoongar country.

3 ABOUT THE DESIGN OUR COMMITMENT OUR JOURNEY WesCEF s commitment is comprised of three key pillars: Since we began our journey in June 2010, progress on the three pillars of the Aboriginal Engagement Plan has been steady and positive. Building relationships - We commit to establishing and maintaining meaningful relationships with the local Aboriginal community, including our employees, customers and contractors. Created by local Perth Aboriginal designer Darryl Belotti, the design is representative of each pillar of our Aboriginal Engagement commitment: Building Relationships, Building Respect and Creating Opportunities. Building respect - We commit to developing an understanding and appreciation of Aboriginal culture, and to building an organisational culture that is welcoming and inclusive of Aboriginal people. Creating opportunities - We commit to creating an environment where sustainable opportunities for Aboriginal people in WesCEF is a reality. This will be achieved through community support, capacity building, employment and training opportunities. The left side of the design (the red branch and boomerang) represents our relationship with the community and our commitment to its growth. The middle orange bud represents our budding respect that grows as we immerse our business in cultural awareness. Major highlights include: We created the opportunity for a WesCEF Aboriginal Development Coordinator, who is dedicated to working on our commitments with our businesses, in We have supported employee attendance and participation at Kwinana community events, such as Sorry Day, NAIDOC week and National Indigenous Children s Day. More than 290 of our employees have attended cultural awareness training sessions. We understand that cultural change requires strong leadership and that is why our Executive Leadership Team was the first group to attend a two-day cultural immersion workshop. We increased our Aboriginal & Torres Strait Islander employee representation from 0.5 to 1 per cent between June 2012 and June The right side of the design (the boomerang and the growing stems branch) represents the opportunities we look to create in WesCEF for the Aboriginal community. Above: Making fire at the Executive Cultural Awareness Workshop in May CSBP Kwinana Above: Kwinana Aboriginal Community Member Jonathon Ford and WesCEF Human Resources General Manager Jane Harries celebrating the Kwinana 2012 National Sorry Day event.

4 BUILDING RELATIONSHIPS: CLONTARF FOUNDATION WesCEF businesses have been in partnership with Clontarf since Clontarf partners with organisations that have a shared belief in the value of long-term investment in capacity building for young Aboriginal men. This investment results in benefits for the individual students as well as the local and broader community. As such, an important component of our partnership with Clontarf is the development of strong relationships between our employees and the local Gilmore Clontarf Academy in Kwinana. This involves regular participation in events between our teams, the students and Academy staff. This relationship is built firmly on activities that provide learning experiences for both Clontarf students and WesCEF employees. WesCEF employees have engaged with Clontarf through site tours at CSBP, drumming sessions, Clontarf s annual employment forum, footy training, and high school graduation ceremonies. Right: Gilmore Clontarf Academy students visiting CSBP Kwinana. BUILDING RELATIONSHIPS We commit to establishing and maintaining meaningful relationships with the local Aboriginal community, including our employees, customers and contractors. BUILDING RELATIONSHIPS: KWINANA ABORIGINAL COMMUNITY LUNCH WesCEF executives and Kwinana Aboriginal Elders met for lunch at the Darius Wells Library and Resource Centre, Kwinana on 15 July The lunch meeting provided the opportunity for each of the WesCEF executives and Kwinana elders to introduce themselves and talk a little about where they had come from. WesCEF executives communicated a desire to understand the issues affecting the local community and to build a relationship with the community. Key themes highlighted by the elders were the need for sustainable employment pathways for local people and long term partnerships with local community. WesCEF Managing Director Tom O Leary said The Executive Leadership Team at WesCEF recognises that to have a successful and sustainable engagement and employment strategy, we need to build relationships with, and have some understanding of issues impacting on, the Aboriginal community. The lunch allowed me and some of the senior leaders in WesCEF to begin to build those relationships and understand some of the issues impacting the community. Action Highlights (June 2O1O to OCTOBER 2O13) 2O13 and 2O14 Focus Build relationships and consult on Aboriginal Engagement Plan related actions with the Kwinana Aboriginal community and community partners. Regular meetings between WesCEF Aboriginal Development Coordinator and Kwinana Moorditj Koort Aboriginal Health and Wellness Centre. Three Managers have visited Moorditj Koort. Maintain existing relationships. Partnership with Clontarf since Clontarf Board directorship held by WesCEF Managing Director since Lunch meeting between Kwinana Aboriginal community elders and WesCEF leaders in July Relationship with the Aboriginal Workforce Development Centre since 2012, promoting vacancies to the Aboriginal community. Jonathon Ford, Kwinana Aboriginal Community Member, said A partnership between WesCEF and the local Aboriginal community is essential in assisting each other to grow and improve what we both do. It is important that both WesCEF and the community are open, honest and genuine about working together. I think the meeting between the executives and the elders has started some great discussion as to what we all would like to work toward. Establish an Aboriginal Engagement and Advisory Group, involving Kwinana Aboriginal community members and WesCEF leaders, to discuss Aboriginal Engagement Plan progress, future actions and issues affecting the community. Participate in volunteering or secondment opportunities with organisations that work to improve the life outcomes of Aboriginal people. Five WesCEF employees have attended the Jawun secondment program, contributing their skills, time and energy on Aboriginal community projects in the East Kimberly, while developing relationships with the Aboriginal community. Continue Jawun secondments. Encourage employees to participate in community events that celebrate Aboriginal culture. Active employee participation in community celebrations: Continue employee participation in community celebrations. Sorry Day Explore Kwinana based secondment opportunities. NAIDOC week National Indigenous Children s Day Build relationships with local and regional Aboriginal businesses for the engagement of services and products. 6 7 Engagement of five Aboriginal suppliers, for cultural awareness training, mentoring, graphic design and catering services. Supplier Diversity training attended by three managers and the Aboriginal Development Coordinator in Explore potential Aboriginal supplier relationships.

5 Above: Senior Manager Cultural Awareness Workshop at Preston Beach in May BUILDING RESPECT: SENIOR MANAGER CULTURAL AWARENESS WORKSHOPS WesCEF believes that building respect demands strong leadership and real commitment from management; which is why our Executive Leadership Team attended a two-day cultural awareness workshop in May The aim of the workshop was to ensure our leaders developed an increased understanding and capability to meet our diversity commitment. The workshop focused on the major hurdles that Aboriginal people face in seeking employment and what WesCEF could do to support individuals in their efforts to overcome these hurdles. Leaders discussed the Aboriginal Engagement Plan and our priority to integrate diversity and inclusion into our workplace culture. Following the Executive Leadership Team workshop in May 2012, WesCEF ran four additional two day residential workshops for a further 53 senior managers, reflecting WesCEF s belief that a strong commitment and unified approach will make real cultural change possible. BUILDING RESPECT BUILDING RESPECT: ABCN RISE PROGRAM We commit to developing an understanding and appreciation of Aboriginal culture and to building an organisational culture that is welcoming and inclusive of Aboriginal people. WesCEF partnered with the Australian Business Community Network (ABCN) in 2013 to provide mentoring to local Aboriginal high school students with the goal of improving their literacy skills and building confidence. During the third term of 2013, eight students from Hamilton Hill Senior High School visited WesCEF s Murdoch offices each week for an hour-long reading and mentoring session with employee volunteers from WesCEF. These sessions exposed our WesCEF volunteers to alternative methods of communication and helped them understand the barriers that poor literacy creates for students seeking employment after school. Action Highlights (June 2O1O to October 2O13) 2O13 and 2O14 Focus Provide cultural awareness training for employees. Over 290 employees have attended either a two day or half day cultural awareness workshop. Continue cultural awareness training for employees and supervisors. Adopt Acknowledgment of Country for use when formal meetings of significance are held. Acknowledgement of Country used at WesCEF s Leadership forums and events. Continue use of cultural protocols. Acquire Aboriginal artworks. Artwork installed at WesCEF Murdoch office. Continue Aboriginal artwork tours. Three art tours conducted for employees to develop knowledge of Aboriginal art and culture. Aboriginal design developed to represent the WesCEF Aboriginal Engagement and Employment plan. Host internal events for employees to build respect for Aboriginal culture. Internal celebration events held for: NAIDOC week National Reconciliation Week Closing the Gap Day Return of Jawun secondees Celebrations included presentations, lunches, short films and information sessions. Above: WesCEF senior managers learn from Jason Barrow of Kurongkurl Katitjin, Centre for Indigenous Australian Education and Research, Edith Cowan University. Above: WesCEF senior managers learn about Nyoongar country and plants. 8 9 Continue internal celebration of Aboriginal events.

6 CREATING OPPORTUNITIES: MENTORING Mentoring has been identified as a critical success factor in employing and retaining Aboriginal employees. In August 2012 WesCEF engaged the services of Australian Indigenous Business Alliance Group (AIBAG) to provide mentoring support to new employees and their supervisors. CREATING OPPORTUNITIES We commit to creating an environment where sustainable opportunities for Aboriginal people in WesCEF is a reality. Action Highlights (June 2O1O to october 2O13) Identify employment opportunities for Aboriginal people and develop plans to target Aboriginal candidates. Appointment of WesCEF Aboriginal Development Coordinator. Ensure a culturally sensitive recruitment process for Aboriginal candidates. Cultural awareness training provided to human resources employees. Develop multiple pathways to employment including; pre-employment programs, school based traineeships, cadetships, traineeships, apprentices and scholarships. One pre-employment program delivered leading to two employment offers. Provide support for Aboriginal people both pre and post employment. Education session offering guidance for applying for roles, developing resumes and attending interviews provided for Aboriginal students at Clontarf. Seven roles were identified for Aboriginal employment, resulting in the placement of seven Aboriginal community members following targeted advertising campaigns. AIBAG provides life skills coaching specific to Aboriginal cultural protocols and is centred around individuals and their families. The AIBAG mentors goal is to develop sustainable employees. 2O13 and 2O14 Focus Continue to identify and advertise Aboriginal roles. Mentors also coach and advise our WesCEF supervisors and managers on cultural and community nuances likely to affect employment outcomes. Equipped with a greater understanding of these complexities, supervisors are in a better position to support new team members. In turn, WesCEF has found that this process assists with the retention of employees. Four Aboriginal community members were placed as a result of mainstream recruitment. Advice sought from Aboriginal mentors to develop a culturally sensitive recruitment process. Two apprenticeships provided. Continue to provide and develop a culturally sensitive recruitment process. Continue to identify multiple pathways to employment for Aboriginal people. Two school based traineeships provided. Three work experience opportunities provided. Participation in the Australian Indigenous Engineering Summer School with Curtin University from Provision of information sessions and site tours to prospective Aboriginal employees. Provision of mentoring services to seven employees, provided by Australian Indigenous Business Alliance Group (AIBAG). Provision of customised post-employment support to individual Aboriginal employees. Continue to provide information sessions and site tours for community members interested in employment with our businesses. Continue to offer post placement support and mentoring to Aboriginal team members. Participation in the Australian Business Community Network (ABCN) literacy mentoring program in conjunction with Hamilton Hill Senior High School in Above: Leon and Tanya Harris, Mentors, Australian Indigenous Business Alliance Group (AIBAG). Right: Nick Rea, WesCEF senior manager, speaks to students at the 2013 Australian Indigenous Engineering Summer School at Curtin University January Far right: Callum Papertalk and Candice D Castro talking to boys at the Annual Clontarf Employment Forum. CREATING OPPORTUNITIES: AUSTRALIAN INDIGENOUS ENGINEERING SUMMER SCHOOL We believe that creating opportunities is not just about employment, but helping people develop the knowledge and skills to enter the workforce. WesCEF has participated in the Australian Indigenous Engineering Summer School with Curtin University since The Summer School provides students with the opportunity to learn about the various engineering fields and education pathways open to them post high school graduation. Students can meet with our WesCEF engineers and hear what it is like as an engineer within WesCEF. At WesCEF we believe it is important to create opportunities for students to learn about industry in order to become job ready and to ensure greater success and sustainable employment outcomes in the community. CREATING OPPORTUNITIES: KLEENHEAT CUSTOMER SERVICE TEAM Early in 2011, Kleenheat Gas was approached by Clontarf with a view to placing one of their students in a traineeship. The traineeship was offered to Callum Papertalk in 2011, supported by mentoring from the business. While working full-time at Kleenheat, Callum also played Australian Rules football on weekends. In December 2012 Callum left Kleenheat after being drafted by the West Coast Eagles. Unfortunately during his debut season, Callum was injured and required a break from football to rehabilitate. The Kleenheat Customer Service Team responded and welcomed Callum back as a Sales Support Officer.

7 WANT TO KNOW MORE? If you would like to know more about our businesses, please contact us on the below details. Website: To learn more about Wesfarmers commitment to reconciliation visit: wesfarmers.com.au Relationships, Respect & Opportunities