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Diversity and Inclusion Annual Report 2016 Welcome Diversity and Inclusion Annual Report 2016 Welcome The 2016 Australia Post Diversity and Inclusion Annual Report gay, bisexual, trans and intersex (LGBTI). This report is part provides an overview of our workforce diversity profile, key of our corporate responsibility commitment and just another initiatives and performance against our five focus areas: way we’re working towards a better future for Everyone, gender, Aboriginal and Torres Strait Islander Australians, Everywhere, Everyday. This report is presented to the Minister people from culturally and linguistically diverse backgrounds, for Communications and complies with the Equal Employment people with disability, and people who identify as lesbian, Opportunity (Commonwealth Authorities) Act 1987. Table of Contents 02 Diversity and Inclusion 04 Gender 10 Aboriginal and Torres Strait Islander Australians 15 People with Disability 18 Culturally and Linguistically Diverse 21 Lesbian, Gay, Bisexual, Transgender, Intersex 24 Flexibility and Support Tools Please note: The diversity metrics presented in this report relate to Australia Post employees and do not include diversity data from employees working within our subsidiaries. Diversity and Inclusion – Annual Report 2016 1 Diversity and inclusion have never This Diversity and Inclusion Annual Report been more important for Australia Post. showcases the multitude of programs and Our large workforce, as well as our vast initiatives that we have implemented over national footprint and trusted brand mean we the 2015/16 financial year. I am immensely have the opportunity to drive and promote an proud of all that we have achieved at inclusive culture, both within our organisation Australia Post. However, I am also conscious and throughout the communities we interact that there is plenty more for us to do and with every day across Australia. that we each have an obligation to ensure Everyone, Everywhere, Everyday feels From a commercial perspective, a diverse respected and included. workforce allows us to better understand and connect with our diverse customer base. Furthermore, we need diversity of thought to come up with innovative products and services as well as to solve the current Ahmed Fahour complex challenges facing our business. Managing Director & Group CEO, Australia Post 2 Diversity and Inclusion – Annual Report 2016 Diversity and Inclusion at Australia Post At Australia Post we believe a diverse and inclusive Digital inclusion workplace brings out the best in our people and helps us to In 2014 Australia Post partnered with Infoxchange to create Go Digi, a four- provide a better service to our customers and communities. year digital literacy program that aims We do this by: to help Australians improve their digital skills and confidence. • attracting and retaining people with a range of relevant skills, experiences and capabilities from a broad talent pool The Go Digi website houses a number of resources. These include easy-to-read • fostering innovation by leveraging the experience and ideas of our people and learning guides on a range of digital embracing different viewpoints through “diversity of thought” topics, a search tool to find face-to-face • developing an inclusive culture where our people are engaged, feel they belong learning and tips and tricks on how to and their unique contribution is valued be a great Go Digi Mentor by sharing • connecting effectively with our customers and community to understand and your skills with a colleague, family respond to their needs. member or friend. In 2015/16 Australia Post Group continued to deliver a vast range of diversity and The 2016 National Year of Digital inclusion programs and initiatives focused on five key areas: Inclusion is a significant element of Go Digi. It aims to raise awareness of • Overcoming assumptions based on gender stereotypes digital inclusion at all levels of society, • Closing the gap for Aboriginal and Torres Strait Islander Australians increase participation in the digital world and encourage Australians • Supporting the Lesbian, Gay, Bisexual, Trans and Intersex (LGBTI) community to “realise their online potential”. It through PostPride also celebrates the benefits of digital • Enhancing inclusion for the culturally and linguistically diverse (CALD) literacy and the resulting accessibility • Supporting people with disabilities and care commitments. to essential online services and making day-to-day lives easier. We are also proud to have launched our second film series, Under the Sun, as part of the Real Stories Project, aimed at inspiring inclusion through stories and film. The National Year of Digital Inclusion Additionally, we continued our partnerships with Netball Australia (One Netball) and also ran a series of national events, a Infoxchange (Go Digi) to promote diversity and inclusion throughout the community. Digital Inclusion Research study and other internal activities. The Real Stories Project: Under the Sun Under the Sun is the second film release of The Real Stories Project. Off the back of the success of Work Mate, our first short film used to increase awareness about people with a disability, we again invited employees to submit inspiring stories. Celebrating the launch of Under the Sun: Lauren Jauncey, Brenton Stewart, Tim Power, This time we asked for stories of Ann Mullawa, Glenda Tuyor, Anthony Brown, Genevieve Clay-Smith and Henry Smith diversity, respect and inclusion. We received a wonderful array of entries The film series premiered in Melbourne and Inclusion. “It’s a story based on and six winning stories were chosen. in May; all of the story winners our own people and the power of Partnering with Taste Creative, we attended and were presented with an acceptance. I think it’s a story that then creatively transformed these Oscar-style trophy. everyone can connect to, learn from stories into a short film series called and enjoy.” “Under the Sun reflects the wonderful Under the Sun. diversity we have at Post,” says You can view the film series at Lauren Jauncey, Head of Diversity www.realstoriesproject.com.au Diversity and Inclusion – Annual Report 2016 3 One Netball One Netball Ambassador visits, Come & Try Clinics and Connected In 2015/16 Australia Post continued Clubs & Communities Workshops. say2action to partner with Netball Australia to These take place at both a national create the Australia Post One Netball and local level; they strengthen According to the 2016 program (One Netball). The program awareness and understanding and aims to use the power of the game to say2action survey, diversity drive participation across existing and attract, mobilise and inspire individuals and inclusion was again one new audiences, including multicultural and communities. of the key contributors to and Indigenous communities, people employee engagement: Through this program, the netball with disabilities, socioeconomically community is engaged and empowered disadvantaged communities and to establish welcoming environments regional and remote communities. to help build connections with new “Netball is a fantastic way to bring communities and participants. The aim 72% people together and build awareness, is to encourage long-term involvement in empathy and understanding of diverse the sport as players, coaches, umpires, groups, as well as break down personal administrators, volunteers or fans. and social barriers,” Australia Post Chief of employees feel Customer Officer, Christine Corbett, says. The program includes a range of this organisation initiatives, such as the Australia Post Find out more at www.onenetball.org.au One Netball Community Awards, values diversity 70% of employees believe we have a work environment that is open and respects individual differences One Netball Ambassadors Our diversity profile Australia Post (not including subsidiaries) June 2013 June 2014 June 2015 June 2016 Women 12,804 (39.1%) 12,644 (38.9%) 12,342 (38.7%) 12,120 (38.7%) Aboriginal and 520 (1.6%) 493 (1.5%) 606 (1.9%) 643 (2.1%) Torres Strait Islander CALD 7,549 (23.1%) 7,481 (23.0%) 8,103 (25.5%) 7,914 (25.3%) People with Disability 2,332 (7.1%) 2,249 (6.9%) 2,016 (6.3%) 1,868 (6.0%) LGBTI Not recorded Not recorded 266 (0.8%) 291 (0.9%) 4 Diversity and Inclusion – Annual Report 2016 Gender Highlights: • Launched our landmark Gender Action Plan (GAP), focused on continuing to drive positive change in closing the gender gap • Increased representation of female Executives, Managers and Postal Managers • Saw participation of more than 400 women in our targeted female development programs • say2action revealed that 62 Celebrating the launch of the GAP - Lauren Jauncey, Head of Diversity and Inclusion; per cent of women at Australia Prue Lester, ProjectMe graduate; Kate Palmer, CEO Netball Australia; Sarah Hamilton, Post are engaged compared CEO bellabox; Christine Corbett, Chief Customer Officer; and Kate Jenkins, Federal Sex Discrimination Commissioner to our overall engagement score of 57 per cent • Gender pay gap analysis across the Australia Post Group revealed a 1.4 per cent gap in favour of men. Outlook: • Continue implementation of the GAP key initiatives • Better support for our working parents • Continue to build greater awareness of the need for gender equality within our business and our communities • Close the gender pay gap to zero. ProjectMe participants from Noosa, QLD celebrate finishing the program (photo courtesy of Alison Dash): Kelly Marwick, Amanda Brooks, Noleen Hamilton, Debby Park and Sarah Gray Diversity and Inclusion
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