Wesfarmers 2012 Reconciliation Action Plan Progress Report 2013 Reconciliation Action Plan Lisa Uhl Born 1976, Lives and Works in Fitzroy Crossing, West Kimberley

Wesfarmers 2012 Reconciliation Action Plan Progress Report 2013 Reconciliation Action Plan Lisa Uhl Born 1976, lives and works in Fitzroy Crossing, West Kimberley Fitzroy Trees 2012 acrylic on canvas 90.0cm x 90.0cm The Wesfarmers Collection of Australian Art, Perth ©Lisa Uhl, reproduced courtesy of the artist, Mangkaja Arts and Seva Frangos Art Message from the Message from Managing Director Reconciliation Australia We launched our first Reconciliation Action Plan Reconciliation Australia congratulates Wesfarmers (RAP) in November 2009. Our goal was, and on the launch of your Reconciliation Action Plan and remains, to have a workforce that reflects the for remaining true to the core of the program. communities that we serve. The RAP is an important framework that brings Since then, our divisions have taken time to develop reconciliation to life with actions that benefit the relationships with Aboriginal and Torres Strait company as well as improve relationships with the Islander* communities and to build our internal Aboriginal and Torres Strait Islander communities. cultural awareness. We have also commenced a Since their first RAP in 2009, Wesfarmers has range of Aboriginal employment programs, often continued to achieve their goal to have a workforce in partnership with local community organisations. that reflects the communities that they serve. These span our retail and our industrial businesses. With an increase from 1,012 to 1,164 self-identifying They range from entry-level roles to cadetships, traineeships and managers in Aboriginal team members from June 2011 to June 2012, Wesfarmers has made training. I am pleased to report an increase from 1,012 to 1,164 self-identifying great progress with their employment initiatives. Through the RAP program, Aboriginal team members from June 2011 to June 2012. Wesfarmers has also developed strong relationships with their partners including Jawun, The Clontarf Foundation and the Graham ‘Polly’ Farmer Foundation. The challenge for Wesfarmers going forward will be to adjust our recruitment and retention practices to ensure that Aboriginal employment is sustainable in the From 2013 the Wesfarmers RAP will focus on deepening staff engagement long-term and, eventually, ‘business as usual’. through National Reconciliation Week and NAIDOC Week activities and they will ensure ongoing cultural awareness training for staff, including the leadership I commend and thank team members and community members who are making team and Board. Another essential feature of Wesfarmers’ new RAP will be to our RAP a success. educate staff on supporting supplier diversity. Reconciliation Australia is excited by the successes of the Wesfarmers RAP and I am pleased to see your continued commitment to reconciliation through demonstrating positive relationships, encouraging respect and providing opportunities for our community. Richard Goyder Managing Director Wesfarmers Leah Armstrong Chief Executive Officer Reconciliation Australia *In this document, the term ‘Aboriginal’ reflects all Aboriginal and/or Torres Strait Islander peoples. 3 Our vision for Our business Our reconciliation Reconciliation Action Plan Our vision for reconciliation is an Australia Wesfarmers is one of Australia’s largest This Wesfarmers RAP contains that affords equal opportunities to all. listed companies and employers. Our high-level actions and targets that will businesses interact with millions of people drive our businesses towards our goal of a Wesfarmers will ensure that Aboriginal every day. Our operations are grouped into workplace that reflects the diversity of the people feel welcome in our businesses eight divisions, which operate as separate communities that we serve. as employees, customers, suppliers businesses: and visitors. We will know that we have Each Wesfarmers division operates as succeeded when we have a workplace that • Coles a separate business and has a distinct reflects the diversity of the communities culture. In keeping with this model, all • Home Improvement and Office Supplies we serve. Wesfarmers divisions have their own (Bunnings and Officeworks) Aboriginal and Torres Strait Islander • Target strategies. These strategies are aligned • Kmart with our RAP and reflect unique divisional priorities, operations, localities and cultures. • Wesfarmers Insurance Throughout the following pages, you can • Wesfarmers Resources read stories about some of the work our divisions are doing to advance our • Wesfarmers Chemicals, Energy RAP goals. & Fertilisers • Wesfarmers Industrial and Safety Given our size and diversity, we take seriously our responsibilities to our 200,000 team members, our wider customer base, and the communities and families across Australia where we operate. Our company values are integrity, openness, accountability and boldness. These values are reflected throughout our RAP. 4 Shepparton young people experience work at Bunnings Bunnings’ successful partnership with the Academy of Sport, Health and Education in Shepparton enters its third year. Bunnings case study As one ASHE work experience participant said: ‘Bunnings staff made me feel welcome and More information Bunnings first met with the Academy of part of their team from the very beginning. They For more information about Bunnings’ Sport, Health and Education (ASHE) in invited me to their daily morning meetings and community programs, visit Shepparton, Victoria, in February 2010 to look my mentor allowed me to be independent but http://www.bunnings.com.au/contact-us_ for opportunities to work together, formalising would always be there if I needed help. I really in-the-community.aspx a relationship by September that year. ASHE enjoyed my time at Bunnings.’ uses sport to engage young, predominantly For more information about the Academy of Aboriginal people in a range of education and Top tips Sport, Health and Education, visit training programs in a culturally appropriate • Close, local partnerships ensure alignment of www.ashe.com.au environment. After discussions between ASHE community and business needs and local Bunnings team members, a work experience program was developed. Now • Engage internal and external mentors or in its third year, 15 participants have been ‘buddies’ to support training opportunities through the program. The program allows • Genuine local engagement and passion for students to learn practical retail skills, while the program are key success factors developing the confidence to engage with fellow team members and customers. Students are partnered with Bunnings mentors, who provide day-to-day support. 5 Coles case study The Coles First Step program was bolstered by news in July that Coles Edmonton, Queensland, The Coles First Step program is supported (site of the first Coles Indigenous employment by the Australian Government Department program) was the highest ranking Coles store of Education, Employment and Workplace in Australia, based on people, customer and Relations (DEEWR) and engages Aborignal financial results – proof that what is good for job-seekers in two weeks pre-employment community, is good for business! training and one week of work experience. At the successful completion of training, Top tips job-seekers commence permanent part-time • Recognise that all Aboriginal communities employment, supported by a professional are different and be prepared to tailor your mentor for the first six months. approach to the local conditions Since May last year, the Coles First Step • Work in partnership with experienced, local program has been implemented in a number service providers who can assist with training of locations across six states and territories. and mentoring In each location, the program is tailored to the local community by the Coles State Indigenous Coordinator. More than 200 Aboriginal job-seekers have been recruited by Coles since May 2011. They are achieving above industry-standard retention levels. More information Coles First Step program goes national For more information about Coles’ Aboriginal and Torres Strait Islander Plan, visit Since the launch of the Coles First Step program in Canberra in May 2011, www.colescareers.com.au or email Coles has expanded its Indigenous employment program into New South [email protected] Wales, Queensland, Western Australia, South Australia and the For more information about the DEEWR Northern Territory. Indigenous Employment Program, visit http://www.deewr.gov.au/Indigenous/ Employment/Pages/default.aspx 6 Kmart acknowledges the Gunai-Kurnai people in Bairnsdale Kmart case study Kmart State Operations Manager Damian Babic Cathy hopes that this will be the first step in presented local Traditional Owner Nikki Moffit a long and productive relationship between More information Kmart Bairnsdale Store Manager Cathy Freitag with a plaque that read: ‘Kmart respectfully Kmart and the local Aboriginal community. For more information about Kmart’s Aboriginal had always wanted to get more involved in her acknowledges the Traditional Owners of She is working with local job agencies to create and Torres Strait Islander Plan, visit local Aboriginal community. It was after her this land.’ opportunities for local Aboriginal people. http://www.kmart.com.au/SocialResponsibility. Jawun secondment to Warmun, in the East aspx or email [email protected] Kimberley, that Cathy took the step to formally Nikki Moffit said: ‘This is the first Top tips acknowledge the Traditional Owners acknowledgement of traditional landowners in • An Acknowledgement of Country

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