Industrial and Safety - Balance and inclusion

We strive to create an inclusive work environment, with particular attention to gender balance, the engagement and employment of Indigenous Australians, and the principles of the Treaty of Waitangi/Te Tiriti O Waitangi.

Forty-four per cent of team members are female, including 33.4 per cent in management roles. This is a 2.8 per cent increase from last year when 30.6 per cent of leadership roles were held by women.

Team members who identify as Indigenous make up 2.4 per cent of the Australian workforce (2019: 2.5 per cent) and divisional spend with Indigenous suppliers totalled more than $1.6 million for the 2020 financial year.

During the year Blackwoods released its Aboriginal and Torres Strait Islander Strategy and Plan 2019-2021 in February 2020, providing guidance and allocation of responsibilities across the business unit. By March 2020, over 100 Blackwoods team members attended face-to-face cultural awareness training, with an additional 381 team members completing the online introduction to the Reconciliation Action Plan via iLearn. Blackwoods also modified its onboarding process to give new team members the opportunity to identify as Indigenous. This improves the business’ record keeping and allows the Blackwoods Indigenous Engagement Manager to reach out to the individual and provide additional support, as needed. Blackwoods also welcomed three school-based trainees and Bullivants continued to support two Indigenous university engineering scholarship holders.

Blackwoods and Coregas hosted another CareerTrackers summer intern. Due to COVID-19 restrictions, Blackwoods facilitated its Finance CareerTrackers student to successfully complete their internship from home in the Torres Straits Islands.

Greencap implemented a pulse survey for team members to better understand the diversity of its people and inform the development and execution of a Workplace Diversity Plan, which is currently in progress.

Workwear Group completed the roll-out of a revised Workplace Flexibility policy and improved its Parental Leave policy. The business has also engaged CareerTrackers to discuss how to leverage partnerships for Indigenous internships, which it looks forward to launching in the following year.

With changes to recruitment and onboarding in place, the Industrial and Safety businesses are creating more diverse and welcoming workplaces, as well as reviewing procurement practices to increase spend with Indigenous businesses.