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 plaque, of Bairnsdale, Victoria. Bairnsdale and hopefully it won’t be the last. coupled with cultural awareness training for It would be good to see other businesses in the your team, sends a clear message that your On 16 August 2012, members of the area take note of what Kmart has done. This workplace is welcoming to Aboriginal people Bairnsdale community gathered outside Kmart was widely accepted in the community with very for a Welcome to Country and traditional positive feedback for diverse employment. Well • Get to know your local traditional owners; Aboriginal dancing. The event was a formal done Kmart Bairnsdale.’ your local native title representative body is acknowledgement of the Gunai-Kurnai people a good place to start: https://www.ntrb.net/ as the Traditional Owners of the Bairnsdale area. Following the ceremony, key Kmart state PublicPages/NTRBmap.aspx and local leaders toured The Keeping Place, a museum of artefacts detailing the local Aboriginal history.

7 Officeworks launches first Aboriginal strategy

In 2012, Officeworks launched its first Aboriginal and Torres Strait Islander strategy. Key to a successful launch was taking time to engage team members in the new strategy.

Yarramunua guided Officeworks team members Top tips Officeworks case study More information in a collaborative artwork, which now hangs • Find out who in your business has existing When the time came for Officeworks to develop at Officeworks’ National Support Centre in relationships with Aboriginal communities; To learn more about National Reconciliation an Aboriginal strategy, the Human Resources Melbourne. these are great starting points for respectful Week, visit www.reconciliation.org.au/nrw team called upon Stan Yarramunua, a Dja Dja community engagement Wathaurong man from Victoria. Yarramunua Later that year, Yarramunua addressed 300 For more information about Officeworks’ is an Aboriginal artist and founder of Art Officeworks leaders at the Officeworks National • Take time to engage your team members community programs, visit Yarramunua Galleries. Conference. Yarramunua’s presentation, along through interactive events and activities, such www.officeworks.com.au/retail/landing/ with an engaging Welcome to Country and as an Aboriginal-catered morning tea, art community Officeworks team members met with Aboriginal cultural heritage walk, helped cement works and music performances Yarramunua and brainstormed creative ways the importance and relevance of the strategy to engage the Officeworks team in the new to Officeworks leaders across all areas of the Aboriginal strategy. The result was a program business. of events in National Reconciliation Week, including a morning tea catered by Aboriginal With an engaged and supportive team, catering company ‘The Black Olive’. Here, Officeworks looks forward to implementing Yarramunua performed didgeridoo and spoke its Aboriginal strategy, which reflects the about the significance of Aboriginal culture to Wesfarmers RAP. Key parts of the strategy Australia. include the continued support of Aboriginal education initiatives along with the development of products featuring Yarramunua’s artwork. 8 Target case study In Geelong, local scholar and young leader Cameron Madden has been invited to sit on In March 2012, Target and Deakin University Target’s Diversity Committee. established the Deakin Target Australia Scholarships at the Institute of Koori Education, Top tips which is based at Deakin’s Waurn Ponds • Build on your current relationships and campus. Through these scholarships, Target explore opportunities to further develop offers Aboriginal Bachelor of Education partnerships students, who display a record of academic excellence and are experiencing financial • Never underestimate the insights of young hardship, the opportunity to successfully members of the Aboriginal community; complete their studies. they have a wealth of knowledge, understand the issues that Aboriginal young people Target was very proud to announce that the face and have a passion to work in their scholarships were awarded to six students from community various locations nationally, including Darwin, Geelong, Wilcannia (NSW), Atherton Tablelands (QLD), Raymond Terrace (NSW) and Brisbane. As well as meeting the academic and financial criteria, the students also displayed a real desire to utilise their education degrees for the benefit More information of their local communities. For more information about Target’s diversity Target supports Aboriginal students Upon getting to know the scholars, Target strategy including Aboriginal programs, contact discovered further opportunities to engage with [email protected] Target is focused on raising cultural awareness with their team members two of them on other initiatives. In addition to and building strong relationships with Aboriginal communities, including her studies, Candice McKenzie from Darwin is awarding scholarships to Aboriginal university students. currently working with the year 10, 11 and 12 girls at the Palmerston Girls Academy. Her role is to establish business partnerships to provide work experience and employment opportunities for the students. Target’s Human Resources team has commenced discussions with the Girls Academy with the view to support this ‘ready for work’ program.

9 Establishing a strong foundation of cultural awareness

Wesfarmers Chemicals, Energy & Fertilisers has continued its journey in being an inclusive and diverse workplace.

Wesfarmers Chemicals, WesCEF continues to work towards its strategy Energy & Fertilisers by renewing its partnership with The Clontarf Foundation and through a recently-appointed case study Aboriginal Development Coordinator. WesCEF Wesfarmers Chemicals, Energy & Fertilisers is also working to establish meaningful (WesCEF) completed its Aboriginal Engagement relationships with the Kwinana (WA) Aboriginal and Employment strategy this year, committing community by supporting and getting involved to building respect for Aboriginal culture, with NAIDOC and National Reconciliation Week building relationships with Aboriginal people events. and creating employment opportunities for Top tips Aboriginal people. • Create a foundation of cultural awareness Following the development of this strategy, and knowledge at all levels of your business, WesCEF’s Executive Leadership Team engaged driven and supported by leadership in a two-day residential cultural awareness program to deepen their understanding of • Build relationships with your local Aboriginal Aboriginal culture and appreciation for the community by getting involved with NAIDOC importance of engaging in collaborative and National Reconciliation Week events relationships with the Aboriginal community. The program also facilitated personal and team commitment to actions supporting the strategy. More information In addition to this, 72 people across WesCEF For more information about Wesfarmers businesses have participated in cultural Chemicals, Energy & Fertilisers’ Aboriginal awareness training throughout the year. Engagement and Employment strategy, email [email protected]

10 Wesfarmers Industrial Australian cricketer Mitchell Johnston, who is sponsored by Blackwoods, a WIS business, and Safety case study accompanied the committee during the visit to Redfern. Mitchell and the committee enjoyed Wesfarmers Industrial and Safety (WIS) has running a cricket workshop for local young had an Aboriginal and Torres Strait Islander people who were involved in an NCIE school strategy since February 2010, overseen by an holiday program. Indigenous Steering Committee. Central to the strategy is the objective of building long- As a result of the Redfern visit, the committee term relationships with Aboriginal people in the developed a number of initiatives including communities in which WIS operates. ongoing involvement with the NCIE and the Redfern community and the establishment In April 2012, members of the committee visited of regional WIS steering committees to aid the National Centre of Indigenous Excellence increased local community relationship building. (NCIE), in Redfern, Sydney, where they met with local Aboriginal community leaders. This Top tips was a unique opportunity to better understand • Invest the time to get to know the Aboriginal the aspirations of many local Aboriginal communities that you operate in; there are organisations in this area. plenty of opportunities for collaboration • Leverage existing community partnerships (for example, sport sponsorships) in ways that support Aboriginal community aspirations

More information

For more information about the WIS Aboriginal Wesfarmers Industrial and Safety visit and Torres Strait Islander strategy, contact to the National Centre of Indigenous [email protected] For more information about the National Centre Excellence, Redfern of Indigenous Excellence, visit www.ncie.org.au In April 2012, members of the Wesfarmers Industrial and Safety Indigenous Steering Committee visited Redfern to learn more about the local Aboriginal community.

11 Wesfarmers Insurance Warmun Community CEO Ralph Addis said of case study Andrew’s secondment: ‘Andrew did a great job pulling together a complex project, and leaving Andrew Bryce, Darwin Branch Manager of us with some clear direction as to the priorities Lumley Insurance, one of the Wesfarmers for improving the business.’ Insurance businesses, had a long-standing interest in Aboriginal Australia. In 2011, he took From Andrew’s perspective, the secondment the opportunity to learn more through a Jawun was a great professional challenge and he secondment to Warmun, in the East Kimberley. enjoyed the opportunity to get involved. While on secondment, Andrew used his Andrew is one of 53 Wesfarmers team professional skills in contract management and members who have participated in this negotiation to support Warmun Community to secondment program to date, each spending review a labour hire contract with Rio Tinto at a month working in an Aboriginal community the local Argyle Diamond Mine. organisation. Wesfarmers secondees support Aboriginal organisations in the Kimberley, inner The labour hire agreement saw Warmun Sydney, the New South Wales Central Coast Community supplying labour to Rio Tinto in and the Goulburn Murray region of Victoria. the capacity of grounds maintenance at the The program has two-way skills transfer at mine site. Over time, participants learned and its core. developed new skills and in some cases were subsequently employed by Rio Tinto as direct Top tips employees. • Secondments are a great way to commence relationships with Aboriginal communities The project required a review of the agreement as well as developing some simple tools • A focus on skills transfer and capacity to enable Warmun Community to monitor building means skills stay in the community Wesfarmers Insurance lends a hand in performance, participation and profitability. Rio Tinto was also engaged in the review More information the East Kimberley process in an effort to tap into their people development capabilities with the aim of For more information about Jawun Indigenous Participating in a secondment through Jawun Indigenous Corporate developing participants and improving their Corporate Partnerships, visit www.jawun.org.au direct employment prospects with Rio Tinto and Partnerships, a Wesfarmers Insurance team member shared his skills and other employers in the area. gained valuable experience.

12 Wesfarmers Resources This was the beginning of a relationship that case study I am very proud of and one that has lifted Aboriginal Steel Art from a small one man Aboriginal Steel Art is a certified supplier of the company to a family run business that has taken Australian Indigenous Minority Supply Council orders for more than 1,800 pieces in July of (AIMSC). Here, owner Wayne McGinness 2012 alone. talks about his relationship with Wesfarmers Resources. In support of NAIDOC, Wesfarmers Resources flew me down to Brisbane where I spoke with Initially, I was contacted by Kent Beasley from their staff about my family and cultural history, Wesfarmers Resources in Brisbane. He found the Crocodile (or Loondaroo) wall hanging and us on the AIMSC database of suppliers while my company. looking for some artwork for their office. Thanks to the contacts and support of I was commissioned to create a large wall Wesfarmers, we are now supplying gifts and hanging which now hangs proudly in Central centrepieces to Wesfarmers Industrial and Plaza One. Kent also placed an order of small Safety businesses Blackwoods and corporate gifts, including some for overseas Protector Alsafe. clients or customers. Top tips • Next time you need corporate gifts, consider an Aboriginal supplier, visit www.aimsc.org.au

More information For more information about Wesfarmers Wesfarmers Resources and Aboriginal Resources’ Aboriginal Employment and Engagement strategy, visit Steel Art lead the way on procurement http://www.wesresources.com.au/sustainability/ supporting-our-indigenous-communities When Wesfarmers Resources needed new artwork for its Brisbane For more information about Aboriginal Steel Art, office, Aboriginal Steel Art was an authentic, Australian choice. visit www.aboriginalsteelart.com

13 Wesfarmers focuses on education-to- work transitions

For Australia’s largest private sector employer, a focus on improving Aboriginal employment outcomes and education-to-work transitions seemed an obvious choice.

In addition, Wesfarmers is supporting university- Top tips Wesfarmers case study More information to-work transitions through the employment of • A cadetship is a great first step for both Since the launch of its RAP in 2009, the two Aboriginal cadets in the Perth corporate a student embarking on a career, and For more information about Indigenous Wesfarmers Group has invested heavily office. University of Western Australia law a company embarking on an Aboriginal Cadetship Support, visit www.ics.deewr.gov.au in partnerships that support Aboriginal students Aurora Milroy and Casey Kickett spend employment program employment outcomes and education-to-work 12 weeks per year working in different corporate For more information about Wesfarmers’ transitions. office departments. • Cadetships can exist in a range of disciplines, Aboriginal community partnerships, email from law to accounting, human resources, [email protected] Wesfarmers has a suite of Aboriginal community Aurora says: ‘My cadetship with Wesfarmers graphic design and more partnerships, chief amongst them partnerships has given me the confidence and the skills to with The Clontarf Foundation and the Graham start building my career. It provides me with ‘Polly’ Farmer Foundation. These partnerships excellent financial support and balances well have been selected because they align with our with my studies.’ goal of a workforce that reflects the diversity of the communities that we serve, and our vision Casey says: ‘Working with Wesfarmers has of an Australia that affords equal opportunities opened my eyes to what I can achieve. It has to all. helped me build the foundations I need to begin helping my people. The people are great, and without my cadetship with Wesfarmers I wouldn’t be able to continue my studies.’

14 Pansy Napangarti born 1948, Haasts Bluff, Northern Territory lives and works in Papunya, Northern Territory language: Luritja/Warlpiri

Seven sisters travel north, old man chasing them c1995 acrylic on linen, 154.0cm x 215.0cm

A feature work in the exhibition LUMINOUS WORLD: contemporary art from the Wesfarmers Collection, at the Art Gallery of Western Australia until 11 February 2013 and then touring nationally until 2015. RAP progress report – 2012 at a glance

Relationships Respect

Action Progress Learnings Action Progress Learnings

Maintain and build the Wesfarmers The Wesfarmers Indigenous Network (WIN) Include an overview of the Wesfarmers This action is now business as usual. Indigenous Network. remains a vital mechanism for sharing RAP and/or divisional Aboriginal information and ideas across the Wesfarmers strategies in induction processes. Group. Support existing team members by Formal cultural awareness training programs Consult with external Aboriginal Many divisions have formed relationships making cultural awareness training have been implemented in seven divisions. advisers at least bi-monthly. with Aboriginal advisers in relation to their available, particularly where Aboriginal Aboriginal strategies and divisions are employees might be joining teams for increasingly seeking the feedback of the first time. Aboriginal team members and local community members. Build the intercultural awareness of Wesfarmers Industrial and Safety and Wesfarmers leaders. WesCEF executive leadership teams Support external National National Reconciliation Week was celebrated completed cultural awareness training. Reconciliation Week events and or promoted in five divisions and Perth and Eight Wesfarmers leaders completed Jawun campaigns. Promote National Melbourne corporate offices. executive trips. Reconciliation Week internally. Celebrate successful Aboriginal This action is now business as usual. RAP Working Group meeting at least The RAP Working Group met twice in 2012. initiatives across the Group through quarterly. As the RAP becomes embedded at internal publications. Wesfarmers, we are revising our RAP Working Group charter. Four divisions now Continue to actively and ethically Actions pertaining to the Wesfarmers have diversity or Aboriginal strategy steering collect the work of Aboriginal artists. Collection of Australian Art are now business committees, which operate like RAP as usual. working groups. Continue to display Aboriginal art throughout our office and appropriately in our publications and make it available to the community through exhibitions and loans to museums and galleries.

Support local and national NAIDOC NAIDOC Week was celebrated in four Week events and celebrate NAIDOC divisions and Wesfarmers corporate offices. Week internally. External NAIDOC week events were promoted. WesCEF sponsored NAIDOC Week activities in Kwinana, Western Australia.

Continue to advise divisions in relation This action is now business as usual. to published Wesfarmers ‘Welcome to Country’ and ‘Acknowledgement of Country’ guidelines.

Build knowledge and understanding of Three cultural awareness events held. corporate office employees. Formal cultural awareness training planned for early 2013. 16 Exceeded Achieved On track Not achieved Opportunities Tracking progress and reporting

Action Progress Learnings Action Progress Learnings

Each division will continue to All divisions have Aboriginal strategies and Conduct an annual review and refresh All RAP tracking and reporting actions are implement its Aboriginal strategy, five divisions updated their strategies in 2012. of our RAP. now business as usual. with the objective that our workforce Officeworks launched its first Aboriginal and should reflect the demographics of the Torres Strait Islander strategy in 2012. Report RAP initiatives and progress in Australian community. our annual Sustainability Report.

Each division will report updated All divisions reported Aboriginal employee Make this RAP and future reports Aboriginal employee numbers. numbers in the Wesfarmers Sustainability available on the Wesfarmers and Report. The number of self-identifying Reconciliation Australia websites. Aboriginal team members has increased from 1,012 to 1,164. Make this RAP and future reports available on the Wesfarmers and Each division will participate in Six divisions participated in the Jawun Reconciliation Australia websites. volunteering or secondment Secondment Program, with 22 five-week opportunities with organisations that secondments completed in the Kimberley, in Share learnings with other companies. work to improve the life outcomes of the Goulburn Murray region of Victoria, inner Aboriginal peoples. Sydney and the NSW Central Coast region. To date, the Wesfarmers Group has contributed 53 one-month secondees to Aboriginal communities.

Promote internally the Australian We continue to raise internal awareness about Indigenous Minority Supplier Council Aboriginal procurement opportunities. This will and opportunities to procure from be an increasing focus in 2013 and 2014. Aboriginal suppliers.

Continue to support the divisions’ Corporate office continues to support Aboriginal employment programs by divisional Aboriginal employment programs providing contacts and resources. by providing contacts and resources, and facilitating forums for sharing learnings.

Continue the corporate office Two cadets have been retained in corporate Aboriginal cadetship program. office. Additionally, an Aboriginal cadet has commenced at Wesfarmers Resources.

Support Aboriginal arts professionals Two fellows completed the Wesfarmers Arts through the Wesfarmers Arts Indigenous Fellowship at the National Gallery Indigenous Fellowship program at the of Australia. Nominations have closed for the National Gallery of Australia. 2013/14 program.

Enter or maintain Aboriginal Wesfarmers’ contributions to Aboriginal community sponsorships that support communities have increased year-on-year our long-term goal of increasing since the launch of our RAP in 2009. Major Aboriginal employment outcomes. sponsorships include The Clontarf Foundation and the Graham ‘Polly’ Farmer Foundation. 17 2013 RAP Relationships Build relationships with the Aboriginal communities we serve

Action Responsibility Timeline Target

Celebrate National Reconciliation Week Reconciliation @ 27 May – NRW celebrated in corporate offices (Melbourne and internally and promote external NRW Wesfarmers 3 June annually Perth). We will deepen the events to team members. Information about NRW, links to community event connections between calendars and ways to celebrate NRW circulated to all Wesfarmers and Aboriginal divisions. communities so that we At least one division celebrated NRW internally. Support Aboriginal organisations through Reconciliation @ June 2013 Pre, during and post-secondment personal and better understand the needs the provision of skilled secondees. Wesfarmers, divisional professional development activities developed and ambitions of our local Jawun coordinators and piloted. December 2013 25 one-month secondments completed (or regions. We will also equivalent). strengthen our internal Ensure alignment of both Wesfarmers and Reconciliation @ June 2013 RAP Working Group charter finalised. Aboriginal community aspirations through Wesfarmers, RAP network of people an effective RAP Working Group. Working Group Annually Two RAP Working Group meetings held. committed to celebrating Partner with programs and organisations Executive General June 2013 2012 financial year Aboriginal sponsorship that foster Aboriginal education access Manager Corporate level surpassed. Aboriginal culture and and education-to-work transitions. Affairs June 2013 Discrete budget for Aboriginal community partnerships confirmed. addressing Aboriginal Reconciliation @ Ongoing Opportunities sought and supported for team disadvantage. Wesfarmers members to participate in community partners’ events, for example, The Clontarf Foundation careers fairs and graduation ceremonies.

Establish new strategic community Reconciliation @ June 2014 Community partnerships exist in all states. partnerships with Aboriginal organisations Wesfarmers, Executive or programs in states where Wesfarmers General Manager does not have a significant Aboriginal Corporate Affairs community partner.

18 Strengthen internal networks to support RAP implementation

Action Responsibility Timeline Target

Drive divisional RAP engagement Reconciliation @ Annually Two Wesfarmers Indigenous Network Days held. through the Wesfarmers Indigenous Wesfarmers Network. Four Wesfarmers Indigenous Network teleconferences held.

Share Aboriginal engagement and Reconciliation November 2013 Appropriate additional internal communications tools employment success stories and @ Wesfarmers, and processes scoped and implemented. learnings between divisions. eCommunications Manager Annually Three internal communications (e-newsletter or blog post) to promote RAP progress.

19 2013 RAP Respect Foster understanding of and respect for Aboriginal histories, cultures and aspirations

Action Responsibility Timeline Target

Develop the cultural awareness of our Human Resources Ongoing Cultural awareness training provided to existing Wesfarmers will ensure team members. teams team members or managers when a number of new Aboriginal team members are joining. that Aboriginal people feel Reconciliation @ November 2013 Cultural awareness training made available to all team welcome in our businesses Wesfarmers members with RAP implementation responsibilities. Reconciliation @ March 2013 Pilot a cultural awareness course for corporate office as employees, suppliers, Wesfarmers team members.

customers and community Develop the cultural awareness of Reconciliation @ June 2013 Wesfarmers Leadership Team to complete a two day members. To this end, we Wesfarmers executives and Board. Wesfarmers cultural immersion. November 2013 Four executives or Board directors to attend Jawun will grow our collective executive trips. knowledge of Aboriginal November 2014 All divisional leadership teams to complete cultural awareness training. histories and cultures. Scope an online cultural awareness Reconciliation @ November 2013 Online cultural awareness training package scoped We will celebrate the training package. Wesfarmers and developed, subject to findings of the scoping exercise. success of our Aboriginal Establish a database of cultural Reconciliation @ Ongoing, updated Cultural awareness training provider database programs, both internally awareness training providers, accessible Wesfarmers at least annually accessible to members of the Wesfarmers Indigenous by divisions. Network. and externally, and learn from our challenges.

20 Observe Aboriginal cultural protocols and events of significance

Action Responsibility Timeline Target

Celebrate NAIDOC Week internally Reconciliation @ May annually Information about NAIDOC Week, links to community and support Aboriginal employees to Wesfarmers events calendars and other ways to celebrate participate in NAIDOC Week celebrations. circulated to all divisions. Wesfarmers Indigenous Network July annually NAIDOC Week celebrated in corporate offices with an Aboriginal guest presenter or performer. July 2013 At least one NAIDOC Week event sponsored in Perth and Melbourne (minimum two in total).

Acknowledge Traditional Owners of the Reconciliation @ Ongoing Wesfarmers Welcome to Country and land at appropriate events. Wesfarmers, divisional Acknowledgement of Country guidelines available on corporate affairs teams the Wesfarmers extranet (WESe).

November 2013 Acknowledgement of Country plaques installed at Wesfarmers corporate offices. November annually Welcome to Country at the Wesfarmers Annual General Meeting.

Promote Aboriginal culture and success to the wider community Action Responsibility Timeline Target

Promote Aboriginal arts and culture as the Manager, Wesfarmers Ongoing Wesfarmers retained as the Indigenous Art Partner of National Gallery of Australia Indigenous Art Arts the National Gallery of Australia. Partner.

Foster Aboriginal leadership and Manager, Wesfarmers December 2012 10 Associate Fellowships and two Fellowships professional development in the visual arts Arts awarded. through the Wesfarmers Arts Indigenous Fellowship.

Continue to actively and ethically collect, Manager, Wesfarmers Ongoing 15 per cent of the Wesfarmers Collection of Australian display and loan the work of past and Arts Art is by Aboriginal artists. current Aboriginal artists. Aboriginal art displayed in corporate office and divisional headquarters. Requests for loans appropriately addressed.

Raise awareness of contemporary Reconciliation @ Ongoing Koori Mail and Aboriginal Business Magazine Aboriginal lives and aspirations. Wesfarmers displayed in corporate office reception areas.

21 2013 RAP Opportunities Grow and improve divisional Aboriginal strategies to achieve our overarching RAP objective of a workforce that reflects the communities we serve

Action Responsibility Timeline Target

Refresh divisional Aboriginal strategies, Wesfarmers Indigenous June 2013 All divisional Aboriginal strategies updated in the We will work towards our incorporating lessons learned. Network 18 months to 30 June 2013. objective of increasing Review all divisional recruitment and Human Resources November 2013 All divisions to have an individual Aboriginal retention strategies to support sustainable teams employment goal. Aboriginal representation Aboriginal employment at all levels and across all disciplines. June 2014 All divisions have reviewed recruitment and retention strategies to support Aboriginal employment as in our workforce in order ‘business as usual’.

to reflect and relate to the Scope a Wesfarmers multi-divisional, Reconciliation @ June 2013 Wesfarmers multi-divisional, place-based employment place-based employment program. Wesfarmers program scoped and implemented, pending findings communities in which we of scoping exercise.

operate. We understand Continue corporate office cadetship Corporate office Human Ongoing Ensure minimum of two cadets (or equivalent). that Aboriginal employment program. Resources team success will happen when our workplaces are Increase engagement with Aboriginal businesses appreciative of cultural Action Responsibility Timeline Target diversity. This appreciation Support divisions to engage with Reconciliation @ July 2013 Minimum of four Wesfarmers divisions attend the will benefit our entire Aboriginal businesses as part of their Wesfarmers AIMSC Connect conference. supply chains. workforce. Group Procurement By November 2013 Supplier diversity training available to representatives Manager of all divisions. By November 2013 ‘Meet the buyer’ event held to encourage purchasing relationships between Wesfarmers divisions and Aboriginal suppliers.

22 2013 RAP Tracking progress and reporting

Action Responsibility Timeline Target

Distribute RAP to key internal and Reconciliation @ December annually Hard copy and electronic RAPs distributed to key external stakeholders. Wesfarmers stakeholders. RAP accessible at www.wesfarmers.com.au and www.reconciliation.org.au

Refresh and report on RAP. Reconciliation @ September Complete Reconciliation Australia RAP Impact Wesfarmers annually Questionnaire. November 2013 Public RAP Report and refreshed RAP launched. November 2013 RAP Report in Wesfarmers Annual Report and Sustainability Report (includes Aboriginal employee numbers).

Update Wesfarmers Leadership Team Reconciliation @ By February Verbal or written RAP Report to Wesfarmers and Board on RAP progress. Wesfarmers annually Leadership Team and Board.

Report on divisional Aboriginal strategies. Wesfarmers Indigenous November annually All divisions report on divisional Aboriginal strategy Network progress in Wesfarmers Sustainability Report.

23 For more information about any of the programs in this RAP, please contact us: +61 8 9327 4211 [email protected]

About the artwork This original artwork design was created by Marcus Lee. Marcus Lee Design is a creative design agency accredited by the Australian Indigenous Minority Supplier Council.

This design was created to symbolise workplace and community diversity throughout Wesfarmers. The circular core and the outer surrounding ring of circular pods represent Wesfarmers, with the myriad of multiple and welcoming pathways depicting the daily activity of employees, customers, suppliers and visitors.

Both companies are certified by the Australian Indigenous Minority Supplier Council of which Wesfarmers is a founding member.