Kmart Group - Diversity and inclusion

Kmart Group recognises that a diverse and inclusive place to work and shop will enable its businesses to build strong connections with team members and customers, while promoting innovation and better business decisions. 

Gender balance

A key strategic priority of Kmart Group is to achieve gender balance with a target of 40 per cent women, 40 per cent men and 20 per cent of either gender or gender diverse in leadership roles. Leadership roles refer to Store Manager and above in stores and Manager and above (450 + Hay Points) in office locations. 

Kmart Australia and New Zealand, Kmart Group Asia and Catch currently fall within the 40:40:20 gender balance range with women in leadership roles representing 40 per cent. The reduction of women in leadership roles from 43 per cent last year, is in part due to the acquisition of Catch, which has 16 per cent representation of women in leadership roles. In the 2020 financial year, Kmart experienced growth of women in leadership roles from 44 per cent to 45 per cent. Target also fell within the 40:40:20 gender balance range, with women in leadership roles representing 51 per cent, increasing from 50 per cent last year.

In 2018, an independent gender audit identified the provision of paid parental leave and flexibility as key levers to support gender balance. In response, a paid parental leave policy for primary and secondary carers regardless of gender has now been announced for Kmart and Target.

This financial year, the Kmart Group conducted a review of flexible work options and launched a flexible work policy and framework across all office functions titled Flex Where, Flex When, Flex Well. Furthermore, a new role of Head of Diversity and Inclusion was appointed across the Kmart Group in June 2020, to align the Group diversity and inclusion strategy.

Indigenous employees  

By the end of the 2020 financial year, there were 530 Indigenous people engaged in active employment at Kmart and 178 at Target. COVID-19 disproportionally impacted our Indigenous team members as they were identified by the government as a vulnerable demographic, susceptible to a higher risk of infection.  

All Kmart and Target Indigenous team members who chose to self-isolate during the peak of the pandemic were provided with guaranteed job security when they were safely able to resume work. Kmart saw steady growth of Indigenous team members participating in shifts from 479 in April 2020, to 530 in June 2020 as restrictions eased.

During this year, Kmart Group also employed four Indigenous Employment Advisors across Queensland, New South Wales, Western Australia and Victoria to support the meaningful employment of Indigenous people. Kmart Group has established a focus store program titled Deadly Stores, which includes 67 stores within Kmart and 24 stores within Target. The Deadly Store network is provided with a broader range of resources and cultural education to lead culturally safe employment practices. 

Next year, Kmart Group will be focused on aligning its Indigenous strategy across Kmart Group, broadening cultural education for team members, engaging more closely with the Indigenous community and employment partners, and will proactively support the redeployment of Target’s Indigenous team members who may be impacted as the Target store network is consolidated.

Disability/accessibility

At the end of the 2020 financial year, there were 161 team members employed at Kmart through partnerships with disability employment service providers in Queensland, New South Wales, Western Australia and South Australia. In February 2020, Kmart commenced a Quiet Space trial in 26 stores across Australia and New Zealand to offer customers the opportunity to shop in a low-sensory environment with reduced noise, lighting and distractions. In December 2019, a Quiet Hour was also supported in a selection of Target stores to provide customers with a sensory friendly shopping hour in the lead up to Christmas.