Wesfarmers first developed a Reconciliation Action Plan (RAP) in 2009. Our RAP outlines specific measurable actions to be undertaken across the Wesfarmers Group targeting employment, supplier diversity and community engagement. As a large employer, Wesfarmers can provide Aboriginal and Torres Strait Islander people with more opportunities to participate in our country's economic prosperity through sustainable employment and support through our community partnerships program.
Our vision for reconciliation
Our vision for reconciliation is an Australia that affords equal opportunities to all. Wesfarmers will ensure that Aboriginal and Torres Strait Islander people feel welcome in our businesses as employees, customers, suppliers and visitors. We will know that we have succeeded when we have a workplace that reflects the diversity of the communities we serve.
Wesfarmers is one of Australia's largest listed companies and employers. Our businesses interact with millions of people every day. Our diverse business operations cover: home improvement; department stores; office supplies; and an Industrials division with businesses in chemicals, energy and fertilisers; and industrial and safety products. Given our size and diversity, we take seriously our responsibilities to our more than 100,000 team members, our wider customer base, and the communities and families across Australia where we operate. Our company values are integrity, openness, accountability and entrepreneurial spirit.
At June 2018, prior to the demerger of Coles, we employed more than 5,200 Aboriginal and Torres Strait Islander people.
Our Reconciliation Action Plan
A Reconciliation Action Plan (RAP) is a public Indigenous engagement strategy, registered with Reconciliation Australia. Our RAP is the overarching document for divisional Indigenous engagement strategies. It sets out what we intend to do to drive our businesses towards our goal of a workplace that reflects the diversity of the communities that we serve. Each Wesfarmers division operates separately and has a distinct culture. In keeping with this model, all Wesfarmers divisions have their own Indigenous strategies. These strategies are aligned with our RAP and reflect unique divisional priorities, operations, locations and cultures. Our RAP is overseen by a Steering Committee that consists of Indigenous and non-Indigenous employees, members of the Wesfarmers Leadership Team and an external Aboriginal advisor.