Kmart Group - Diversity and inclusion

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

Gender balance

Kmart maintains gender balance among leadership roles. Women hold 45 per cent of all leadership roles, an increase of one per cent from last year. At the end of the 2022 financial year, women represented 49 per cent of store leadership roles, an increase of three per cent and 48 per cent of corporate leadership roles, the same as last year.

Target also maintains gender balance with 55 per cent of women in leadership roles, an increase of one per cent from last year. Women represent 53 per cent of store leadership roles, a decrease of one percent from last year and 56 per cent of corporate leadership roles, an increase of two per cent.

In the 2022 financial year, Catch saw women in leadership roles increase from 26 per cent to 33 per cent.

This year, Kmart Group continued its focus on key initiatives that support talent attraction and retention of women. These key initiatives included Kmart and Target introducing improvements to the paid parental leave offering in regard to eligibility, partnering with an external provider to offer tailored support services for team members with caregiving responsibilities and launching a focus on women in technology, which included inclusive leadership training for senior technology leaders across the Kmart Group.

Kmart Group employment

Aboriginal and Torres Strait Islander employment

In the 2022 financial year, Kmart Group maintained its strong focus on Indigenous employment.

At Kmart, Indigenous representation increased from 1,215 to 1,549 people, and Indigenous people engaged in active employment (worked in the past 30 days) represented 4.4 per cent of the Australian workforce, an increase from 3.5 per cent last year.

At Target, despite store closures across the network limiting net growth in Indigenous team members, Indigenous people engaged in active employment increased from 297 to 298 which now represents 2.9 per cent of the workforce, an increase from 2.4 per cent in the prior year.

Kmart and Target expanded the Deadly Store Network from 92 stores to 126 stores. The Deadly Store Network exists in communities with a high representation of Indigenous people. The program supports store team members to build relationships with community partners and encourage long-term meaningful employment opportunities through cultural education, awareness and tailored initiatives.

Kmart Group continued their partnership with the John Briggs Consultancy, deploying virtual cultural confidence training for store leadership teams across the country.

In the 2022 financial year, six Kmart and Target Indigenous team members took part in the Wesfarmers Indigenous Leadership program pilot. In March, Kmart appointed an Indigenous Leadership Program Manager who supports all Wesfarmers divisions with the ongoing management of the program as it will now transition from a pilot to an ongoing program.

Disability and accessibility

Some 390 team members employed at Kmart identify as having disability within Kmart’s human resources information system, an increase from 210 team members last year.

In calendar year 2022, Kmart became a member of the Includability Employer Network, a national project led by Australia’s Disability Discrimination Commissioner, Ben Gauntlett. Kmart also introduced a centralised recruitment system, which includes a visible commitment to workplace adjustments during the application process and hosted disability confidence sessions by Dylan Alcott’s ‘Get Skilled Access’.