HARVEY NORMAN’S RECONCILIATION ANNUAL REPORT REPORT 2013 Copyright licenced by DACOU Gallery, Melbourne Gallery, DACOU by licenced Copyright
1 Introduction 2012 marks the commencement of the Reconciliation Action Message from the CEO Plan journey for Harvey Norman. Our strategy has been 2012 has been a challenging year for to take things slowly, to take input from other organisations Harvey Norman commercially. We have seen and individuals, and to craft a plan that is reflective of the unprecedented price and margin deflation in key opportunities Harvey Norman can offer Aboriginal and Torres retailing categories, and this has in turn put pressure on franchisees to manage their business in a Strait Islander Australians. financially responsible manner. Carriage of meeting these challenges has rested with a volunteer The RAP Working Group has made good progress Working Group. Progress has been made across most of the in establishing the base and framework for the original initiatives that were identified in our inaugural RAP. activities and strategies that will underpin our RAP over the coming years. Our commitment to the Some obstacles have also been identified, and strategies devised RAP program is long term, and the Working Group to overcome these obstacles in the coming years. carefully considers opportunities before acting on any one opportunity. Harvey Norman’s Reconciliation Plan is a long term Harvey Norman’s key strength in this program is commitment to improving opportunities for Aboriginal and the diverse locations of our store network, across Torres Strait Islander people within our business and the the Harvey Norman, Domayne and Joyce Mayne community generally. 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 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 Harvey Norman Executive Director David Ackery with All Stars game is a prime example of how RAP partners are working together to achieve Indigenous All Stars Captain reconciliation. The impact the Harvey Norman All Stars game has on our nation is visible Jonathan Thurston, All Stars in family homes and communities. It is a successful event that showcases Aboriginal and Concept founder Preston Torres Strait Islander sporting excellence and culture and is strengthening relationships Campbell, and Indigenous between Aboriginal and Torres Strait Islander peoples and other Australians. All Stars Coach Laurie Daley. I would like to congratulate Harvey Norman in their efforts of building community Launch – All Stars Week, engagement through their National Reconciliation Week (NRW) events. NRW events Bundall Queensland are a great opportunity to bring people together to recognise our shared goal for a The Harvey Norman Reconciliation Action reconciled Australia. Plan for 2012 was launched on Monday Harvey Norman’s next RAP will see the implementation of their Aboriginal Employment 30th January 2012 at the Harvey Norman Strategy and the continuation of their successful school-to-work programs. The ongoing Bundall store. The launch was conducted support from Harvey Norman in providing educational scholarships for Aboriginal and ahead of an in-store appearance by the Torres Strait Islander youth is another wonderful achievement. Harvey Norman Indigenous All Star Rugby League team. 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 All Stars concept founder and Indigenous relationships and opportunities for Aboriginal and Torres Strait Islander peoples in the team ambassador Preston Campbell name of reconciliation. Your commitment to the RAP program is helping to build the right attended the launch, as did team Captain environment for stronger relationships, national pride and prosperity for all Australians— Jonathan Thurston and team Coach Laurie and we look forward to continuing to work with you in your reconciliation journey. Daley. Grant Paulson, Group Manager Programs and Projects from Reconciliation Australia, officially welcomed Harvey Leah Armstrong Norman to the ‘RAP Community’. Chief Executive Officer Reconciliation Australia
4 5 Program Highlights (continued)
National an Indigenous Australian Aurukun “BOOKS Reconciliation and talked about the & MORTAR” rich Aboriginal and Torres Week Corporate In August 2012, a group of Strait Islander culture that Office Event influential Australian business exists in Australia. Harvey Harvey Norman engaged people joined Federal Norman stores displayed in National Reconciliation Opposition Leader Tony Abbot Reconciliation Week Week celebrations in Aurukun, Queensland, for posters in store’s common recognising the importance a working bee at the Cape areas, lunch rooms and/ for all Australians to build York Aboriginal Academy. or administration offices. respectful relationships with The working bee renovated The RAP Working Group each other, and especially the library and grounds of the also published links to a with Aboriginal and Torres Academy. list of major events held Strait Islander peoples. At around the country during Katie Page and Gerry Harvey the Corporate Office a BBQ Reconciliation Week, personally participated in the was held on the 1st June ensuring that those wanting working bee. Harvey Norman, 2012 where more than 200 to participate in activities Domayne and Harvey Norman people attended and over and events had the Flooring Commercial Division $300 was raised for the opportunity to do so. all donated product worth Australian Red Cross. over $20,000, including carpet, Guest speaker Phil homewares, Manchester and Thompson shared his furniture to the project. experiences growing up as 6 7 Program Highlights Program Highlights (continued) (continued)
Toowoomba Reconciliation Plan booklets. Traditional Tara Scholarships – completion of Franchisees There were approximately Trading Group HSC and Boarding House Captain Reconciliation over 100 people who Support – website In 2008, Harvey Norman share with their Aboriginal Week event attended the event Harvey Norman continues developed a scholarship for community – to help build participation including a range of local to support initiatives such 3 Aboriginal girls to attend the capacity of their On the 28th May 2012, business people, support as the newly established Tara High School from year 7 people via the path of self the Harvey Norman agencies and the Mayor Traditional Trading Group to year 12. determination. of Toowoomba (Mr. Paul Toowoomba Franchisees (TTG). The TTG promotes a Our vision was to strengthen The three girls selected for Antonio). The seminar and Administration Manager range of products and a and build the capacity of this scholarship, Katika, presented very inspirational attended “A Taste of flooring installation program Aboriginal communities by Mariah and Sarah, are speakers including traditional Reconciliation” event at for indigenous tradespeople providing opportunities for deserving recipients of this aboriginal elders and the Cathedral Centre in to install and maintain young Aboriginal women to Scholarship. We have met attendees were treated to Toowoomba. these products into both achieve their potential and and have been kept well some wonderful indigenous The Harvey Norman team set domestic receive a quality education. informed about the girls food including crocodile up a display and provided homes and commercial The aim of the Aboriginal progress and they are doing burgers, crocodile curry, Harvey Norman brochures facilities. The range on offer scholarships is to enable brilliantly whilst in Tara’s care. kangaroo rolls, kangaroo stir and the Harvey Norman will continue to expand over young Aboriginal girls The Head of Boarding, Claire fry and kebabs. the ensuing year adding who are already showing Redfearn, tells us that the greater diversity to the offer. promise in their schooling 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 In 2012 Katika completed young women will take her year 12 HSC. Mariah and their skills, life experiences Sarah will complete their and knowledge back to HSC in 2013.
8 9 Results Harvey Norman has experienced some mixed results with respect to achieving all of the initial goals set for 2012. The following table summarises the original goals set and the achievements for 2012.
RELATIONSHIPS RESPECT
MEASURABLE MEASURABLE ACTION TARGET TRAFFIC LIGHT COMMENTS ACTION TARGET TRAFFIC LIGHT COMMENTS All divisional General Our RAP Working Group with representation Twelve meetings held in Working Group met eight times Presentations at franchisee conferences across Copies of conference Managers asked to include from Aboriginal and Torres Strait Islander 2012. and sought advice from ATSI all divisions in 2012 to a) outline our RAP and b) agendas and presentations. time for presentations members meets monthly. • people on occasion, rather than discuss employment opportunities at store level. • regarding ASTI matters at 2013 having permanent members. conferences. Develop relationships with members of the A minimum of one Indigenous The Working Group sought Engage employees in understanding the Documented protocol and Not completed in 2012. Indigenous community to provide advice, person on the RAP Working advice from ATSI people on protocols around Acknowledgement of communication strategy. introductions and guidance for the successful Group and RAP Advisory • occasion, rather than having Country and Welcome to Country ceremonies implementation of our RAP initiatives. Group. permanent members. to ensure there is a shared meaning behind • these ceremonies. Celebrate National Reconciliation Week by Organise at least one internal Successful BBQ and guest All divisional General providing opportunities for Aboriginal and event per year. speaker event at Corporate Engage keynote speakers for conferences to Confirmation of keynote Managers asked to include Torres Strait Islander employees and other Office. Information posters sent build awareness around reconciliation and speaker events. time for presentations employees to build relationships. • to all stores. Some stores involved ‘closing the gap’. • regarding ASTI matters at 2013 in local events. conferences. Develop a strategy and framework to Documented strategy for Strategy identified but not Develop strategy to support Aboriginal and Feature on Intranet and/or Not completed in 2012. develop relationships with the elders and implementation from 2013. implemented in 2012. Torres Strait Islander employees to participate quarterly e-newsletter. leaders in the communities surrounding our • in local NAIDOC Week events. • franchised stores.
Internal communication of Harvey Norman’s Launch email to Completed 30 January 2012 Display Aboriginal artwork in reception Artworks on display. Completed. Artworks on display in L1 Reception and commitment to reconciliation to all employees and franchisees. Completed 31 January 2012 and meeting areas. Provide access to RAP via Dedicated intranet site live 2 • L2 main boardroom. employees, franchisees and their staff. • company intranet. February. Include an overview of our RAP in our Presentation document. Completed at some Copies of 2012 Induction Develop a group of RAP Champions to A list of confirmed people Potential group of franchised franchisee induction program. inductions. Agendas. spread the word throughout the corporate with each state represented. staff members identified, but not • office and our franchised stores. • implemented in 2012. Conduct a diversity survey of corporate Survey released to franchise office employees and franchise employees and corporate employees. Survey developed and being Maintain our sponsorships of sporting, cultural with the goal of developing a database Survey results presented to issued in January 2012. Confirmed events and and community events. around our Indigenous diversity. RAP Working Group and RAP sponsorships. • • Advisory Group. Develop the strategy and framework for a Documented strategy and A strategy and framework Develop cultural awareness documentation Inclusion in all new employee Pack is developed and mentoring/tracking program to support guidelines. exists within the Indigenous • starter packs information is available on employees and franchisees. for our ‘new starter’ employee induction pack. Employment Strategy, however the intranet, but this is not yet this strategy has not been • intergrated into the induction delivered to Harvey Norman in program. Develop and launch cultural competency Launch training modules. Module completed but not e-learning training modules to increase Reporting on completion launched in 2012. the understanding and appreciation of by corporate and franchise • different cultural backgrounds. employees and franchisees.
10 11 Key Learnings OPPORTUNITIES • 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. MEASURABLE ACTION TARGET TRAFFIC LIGHT COMMENTS • The program suffered from a lack of dedicated resource. All Working Graduate trainees through the flooring Confirmation of graduates This outcome was delivered in Group members had other roles within the organization. A number of appreciation course, Certificate III and IV for each qualification. 2012. the objectives in the initial RAP were assigned to a dedicated program Retail, and Certificate III and IV Warehouse qualifications at TAFE Lidcombe, in • coordinator. When that role was not approved in the annual budget, some association with Harvey Norman. of the objectives had to be re-prioritised for 2012.
Expand the Aboriginal and Torres Strait Islander Opening of additional outlets This program is under review. • There is a genuine interest in this area across the business. There is also Business Ownership and Employment program. in NSW and Queensland. • external interest in Harvey Norman being involved in the program. There may be commercial opportunities that come from that interest, however these Harvey Norman’s Indigenous Develop Harvey Norman’s Indigenous Completed Employment Employment Strategy is written opportunities require centralised coordination to allow the business as a Employment Strategy. Strategy document presented • but not yet delivered to Harvey to RAP Advisory Group. Norman. This will be progressed whole to benefit. into 2013. • The Working Group identified that engagement of Divisional General Engage Procurement to develop a strategy that Participation by recognised The Harvey Norman Procurement Managers will be key to driving the success of the program. incorporates inclusion of appropriate indigenous Indigenous businesses in Department remains committed suppliers, through AIMSC, in our bid activities. appropriate tenders. • to this goal, and expect an • Local community events present the best way of stores becoming increase in tender activity in 2013. engaged and involved in the program. The Toowoomba event was Develop tools and resources for recruitment Creative for flyers and posters Completed and will be talks at schools and career expos to showcase for expos, etc. introduced at the Rugby Leauge enthusiastically supported by the Franchisees in that town, and that career opportunities at Harvey Norman. • All Stars Youth Expo in February involvement was identifiable by the local community. 2013. • 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.
12 13 Copyright licensed by DACOU Gallery Melbourne. Harvey Norman RAP 2013-14 “This artwork by Minnie The Artwork “Awely – Anemangkerr” Pwerle was commissioned by Planned Actions: The Byron at Byron Resort by Minnie Pwerle • Finalisation and implementation of the Indigenous Employment and Spa and now takes pride Minnie Pwerle (pronounced Pearl), born circa 1910 at Utopia Strategy; of place in the reception area. Station in the Australian central desert, was an Australian It reflects the resort’s respect • Participation in specific Indigenous Job Fairs using the materials Aboriginal artist. Her country was Atnwengerrp, (pronounced for the land on which it is built a-NOONG-a-pa). M. is often compared to Emily Kame developed for the All Stars week fairs; and the connection that Byron Kngwarreye, as they both became prolific and highly praised • Partnership with a recognized community Bay’s Arakwal people have with artists who came to Western-style art late in life. M. began organisation to drive franchised Store participation in the program; this place. Through the resort’s rehabilitation of its surrounding painting in 1999 when she was in her late eighties and • Formation of a genuine ATSI advisory group; indigenous rainforest and continued to paint up until her death in March 2006. • Delivery of presentations at Divisional Conferences; ongoing relations with the local (Note: in accordance with Aboriginal Australian practices • Celebration of National Reconciliation Week; Aboriginal land custodians we concerning respect for the dead (lasts at least 12 months) aim to maintain and build upon • Launch of the cultural competency modules for all staff; and out of respect for her family, she is referred to only as M. this respect and connection.” • Completion of the Diversity Survey; Pwerle.) • Launch of the Work Experience package; “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 well- being 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.”
14 Harvey Norman would like to acknowledge DACOU for granting the Copyright for our RAP and Intranet. 15 For enquiries regarding our RAP, please contact: Michael Mecham Corporate Compliance Officer / Indigenous Programs
P: 0 2 9 2 01- 6111
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