Woolworths Limited Reconciliation Action Plan
2011 – 2012
Creation Story - Connecting Country
This original artwork was produced for Woolworths Limited by Gilimbaa.
Gilimbaa is an Indigenous creative agency accredited by the
Australian Indigenous Minority Supplier Council.
Our Story
Creation Story - Connecting Country
Serpent tracks carve deep into the fertile ground.
This is where time begins; the Creation Story.
Travelling through the land the Rainbow Serpent forms the great mountains and
meandering rivers; the landscape is created.
This is a land of abundance where the people are healthy and food is plentiful.
Trade routes are strengthened, building relationships, respect and opportunities,
people prosper, this country is connected.
Coming together in unity and strength the people live long to share in the wealth of
the land for generations to come.
Interpretation of Artwork
The Woolworths Limited Reconciliation Action Plan artwork represents creation of
country & the connection of people through trade.
The Rainbow Serpent moves across the land creating the central circle which
represents the Woolworths Limited Corporation, it creates a pathway leading to the
circular motif to the right, this signifies the State of New South Wales; specifically
Sydney where the first Woolworths store began trading. Following the pathway to
the left where it meets another circular motif this represents the second Woolworths
store that opened in Western Australia giving Woolworths a presence on both the
eastern and western seaboards.
The Serpent continues it’s travels throughout the land creating new formations,
opening up more opportunities for trade and interaction. Each main pathway
leading to a circular motif represents each State and Territory of Australia including
Woolworths’ connection to New Zealand. These main motifs are connected to other
networks that in turn create new opportunities, these networks include those entities
that come under the umbrella of Woolworths Limited - Woolworths Supermarkets,
BIG W, Dick Smith, BWS, Dan Murphy’s, Masters and Woolworths Petrol.
Woolworths Limited is building new Relationships with Respect and creating fresh
Opportunities for all Australians.
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Message from Reconciliation Australia
Reconciliation Australia congratulates Woolworths on the launch of its first
Reconciliation Action Plan and acknowledges its commitment and contribution to
reconciliation.
With a name known by most Australians and a presence that spreads as far and
wide as our country, Woolworths has the unique ability to influence relationships,
respect and opportunities for Aboriginal and Torres Strait Islander peoples across
Australia.
Through this Reconciliation Action Plan, Woolworths demonstrates the ways
in which a leading Australian company can create employment and educational
outcomes for Aboriginal and Torres Strait Islander Australians.
Over the past 18 months Woolworths has combined knowledge and ideas from
across each of its businesses, to deliver a RAP that will impact on all of its
employees and stores.
I congratulate Woolworths on this outstanding commitment, one that shows a truly
genuine and collaborative effort to achieve great outcomes for Aboriginal and Torres
Strait Islander Australians and Woolworths.
Leah Armstrong
CEO
“...as far and wide as our country”
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Woolworths Limited Reconciliation Action Plan
Message from Chief Executive Officer
At Woolworths, Australia’s leading retail group and one
of the largest employers in Australia, we recognise the
significant practical contribution we can make towards
“Closing the Gap” for Aboriginal and Torres Strait
Islander people.
We see the next year as our opportunity to continue to
implement our employment strategy, as well as continuing
to engage all our employees and broadening our
relationships with Indigenous communities and
business leaders.
We believe we can do this by providing opportunities
through employment, better education and building
relationships with Indigenous businesses.
We will honour our basic principle to ensure that as local
retailers we have local people working in our stores,
serving their communities.
We also recognise the role we have as an organisation,
to take all our employees on this reconciliation journey,
through building better understanding and respect.
Woolworths with all its divisions is a great place to work,
but we want to keep attracting, retaining and developing
talented people.
Woolworths has spent the last 18 months working with
all our businesses to collectively develop and agree to
the key focus areas of this, our first Reconciliation Action
Plan (RAP). Whilst developing this understanding and
commitment from our teams, we have continued to
focus on the employment of Aboriginal and Torres Strait
Islander people.
The challenge ahead for all is to ensure that all
Australians are provided with opportunity to succeed,
in both their employment and their wider communities.
Woolworths through practical and respectful ways will
work to help achieve that.
We have in the last year through formal pre-employment
programs offered jobs to more than 200 Indigenous
people, whilst at the same time ensuring that we provide
these new employees with mentor support. Critical to
this employment strategy is retention and managing
career progression. To date, we are very encouraged by
our results.
We are looking forward to all our teams working on our
RAP initiatives and seeing the difference that we can
all make in the lives of both Aboriginal and Torres Strait
Islanders people.
Michael Luscombe
Chief Executive Officer
Grant O’Brien
Deputy Chief Executive Officer
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Our vision
Woolworths Limited has the simple philosophy of
demonstrating leadership by doing the right thing and
this epitomises our approach to reconciliation.
We value, respect and leverage the unique
contributions of people with diverse backgrounds
and experience, to provide exceptional customer
service to an equally diverse community. Intrinsic to
this is our commitment to building relationships and
engaging Aboriginal and Torres Strait Islanders in a
way that supports their aspirations and ensures that
our business is representative of the communities
that we serve.
Woolworths Limited has the simple philosophy of
‘demonstrating leadership by doing the right thing’
and this epitomises our approach to reconciliation.
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Woolworths Limited Reconciliation Action Plan
Our business
Our Reconciliation Action Plan (RAP)
Woolworths Limited is a retail company with a number
of businesses in Australia providing our customers with
quality, range and value. We are proud of our 86-year
Australian heritage, our reputation as a successful
business and the standing we have in our communities.
The RAP working group is part of the Diversity Steering
Committee and consists of representatives from across
the business. This group led the development of the
RAP, which involved consultation with broad spectrum
of stakeholders including: Staff from both Aboriginal
and Torres Strait Islanders heritage as well as nonIndigenous backgrounds. The Steering Committee also
consulted with external Indigenous stakeholders as part
of the process.
As one of Australia’s largest companies, Woolworths
Limited is a major and positive contributor to
employment, investment and economic growth in
local communities. We have over 3000 stores serving
communities around the country and provide over
170,000 jobs. It is in Woolworths’ interest to foster an
inclusive work environment that reflects the community
in which we serve.
The RAP working group has been engaged for almost
two years to ensure our RAP is one all of our divisions
will support and be proud to be part of. Having already
begun our journey, there are a number of targeted
training and employment programs already contributing
towards better outcomes for Indigenous Australians and
we are committed to continue to embed these activities
as the way we do business.
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Building
community
relationships
In late 2009, Woolworths engaged
with Gandangara Council to focus
on employment for local community
members. Woolworths’ relationship
with Jack Johnson (CEO) and his
team has grown into something so
much bigger. Jack has shared his
personal story with over 500 leaders
within our organisation. Michael
Luscombe reciprocated by visiting
the team at Gandangara offices to
share his personal journey. This
relationship continues to grow and
to date we have completed four preemployment programs in Western
Sydney, Tamworth and Armidale and
offered sustained employment for
30 Indigenous People from the local
communities.
School students
from Central
Australia were
rewarded for
excellent school
attendance with
a trip to the MCG
to watch a Tigers
game - May 21st,
2011.
relationships
understanding
advice support
The relationship with Gandangara
has not only created employment
opportunities for the local community
but also provided our leaders with an
enriching experience.
Gandangara pre-employment
program participants with
Woolworths Management.
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Woolworths Limited Reconciliation Action Plan
Technology
in the
Territory
Our Dick Smith division has
formed a strong partnership with
the Richmond Football Club and
the Federal Government to form
a program that has been named
“Technology in the Territory”.
The program focuses on working
with schools and communities
in Central Australia to encourage
school attendance which can be
adversely affected by a broad range
of social and well-being issues such
as late nights, inadequate nutrition,
exposure to alcohol abuse, violence
and over-crowded dwellings.
More than 1000 students in 20
primary schools throughout Central
Australia are involved in the
program activities, which have been
developed with the full backing of
the Northern Territory Department of
Education and Training.
relationships
focus area
To build robust and mutually beneficial relationships
between Aboriginal and Torres Strait Islander cultures and
the Woolworths business by fostering understanding with
Indigenous communities, Land Councils and organisations;
and seeking and providing advice, education and support.
Action
Responsibility
Define and develop a database of key
Aboriginal and Torres Strait Islander
stakeholder groups applicable to
Woolworths businesses.
Corporate &
Public Affairs
Develop guiding protocols and policies
regarding new development projects
that build relationships with the key
Aboriginal and Torres Strait Islander
stakeholder groups.
Community
Relations
Manager
Building mutually
beneficial relationships
Timeline
Measurable Target
June
2012
Database established with the following key
stakeholder groups:
• Land Councils
• Employment Bodies
Database deemed useful and used by
employees to benefit the business.
June
2012
Develop strategy and protocols for interacting
with Aboriginal and Torres Strait Islander
Groups when pursuing and delivering new
development / site opportunities.
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Fostering
respect and
understanding
In addition to the Cultural Awareness
programs that have been run
throughout the country, during
NAIDOC week this year, “Uncle
Greg Sims” educated employees at
our support office in Norwest with
an inspiring welcome to country and
presented our CEO with a handcarved ceremonial gift.
respect
inclusive
aware diverse
CEO Michael Luscombe, Uncle Greg Simms
and HR Director Kim Schmidt NAIDOC
Celebrations.
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Woolworths Limited Reconciliation Action Plan
respect
To build an inclusive and diverse workplace by developing
awareness of the value of Indigenous cultures within the
Woolworths business and promoting respect through
better understanding.
Action
Creating awareness of and participating in
National Indigenous events of significance with
a view to support and showcase Aboriginal
and Torres Strait Islander culture across our
businesses:
• 2 7 May to 3-June National Reconciliation Week
• 3-10 July NAIDOC Week
• 13 February Apology Anniversary
Responsibility
Timeline
June
2012
Human
Resources /
Internal Comms
Date in
2012
3-10 July
2011
13 Feb
2012
focus area
Cultural awareness,
inclusion and diversity
Measurable Target
Catalogue our portfolio of Indigenous art and create a
program to showcase these during NAIDOC week.
Stage events to introduce staff to Indigenous cuisine
and music during NAIDOC week.
Publicise these initiatives through our in-house staff
publications.
Create set of consistent messages and integrate into
all cultural awareness initiatives / collateral.
Continue to raise cultural awareness across the
Woolworths Limited.
Human
Resources /
Internal Comms
June
2012
Develop and execute an internal awareness building
program.
Provide opportunities for employees to go on cultural
experiences.
Develop, publicise and apply protocols for
“Welcome to Country” and “Traditional land
custodians Acknowledgement” at appropriate
meetings and facility openings.
Corporate &
Public Affairs
June
2012
Formalise a protocol for installing signs or flags
recognising traditional land custodians in our
facilities.
Diversity
Steering
Committee
June
2012
Publish protocols to incorporate “Welcome
to Country” and “Traditional Land Custodian
Acknowledgement” into:
• New stores opening process.
• Significant meetings.
Incorporate protocol for signage and flags into offices
processes.
Review existing facilities and determine opportunities.
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Big W Graduates in Dubbo,
New South Wales.
Training
programs
Opportunitiesemployment,
retention and
career progression
Over the last 18 months, we have
been working with Diversity
Dimensions to provide a workready
program for Indigenous Australians.
142 participants have been
successfully placed into work
across Woolworths Supermarkets,
Distribution Centres, BIG W,
Masters and Dan Murphy’s nationally
across Australia. All participants are
supported into employment and have
an ongoing mentor relationship.
The purpose of the program is
to provide long-term, sustainable
employment to groups in local
communities. Store Managers
work with Diversity Dimensions
to build a consultative relationship
that starts with the store team
attending Cultural Awareness training
to increase their awareness and
understanding their role.
The holistic nature of the program
has been successful and to date
retention rates have been positive.
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Woolworths Limited Reconciliation Action Plan
In April 2010, a 10 week preemployment program was launched
in South Australia in partnership
with the ‘Consortium’ aimed
at boosting the participation of
Aboriginal and Torres Strait Islander
people in the workforce. The
program sources, trains and mentors
suitable Indigenous candidates to
fill roles at all levels, from checkout
operators and night fillers, school
based trainees, to meat and bakery
apprentices. Cultural awareness
training is also provided to Store
Managers and Supervisors across
Woolworths Supermarkets, Big W,
Dick Smith, Dan Murphy’s, BWS and
the company’s logistics operations.
The results to date are encouraging
with 112 Indigenous Australians
having commenced the programme
with 72 already graduated. 60 gaining
sustained employment.
opportunities
better outcomes
sustainability
Woolworths Limited has partnered
with The Salvation Army Employment
Plus (TSAEP) and The Salvation Army
(TSA) to implement the Queensland
Indigenous Employment Program.
This program has been designed to
provide Indigenous Australian job
seekers with a solid pathway into
productive long term employment
within the retail sector.
The past twelve months has seen
the recruitment, placement and
mentoring of up to 20 unemployed
Indigenous Australians and School
Based Trainees into Woolworths
Supermarkets in the Townsville
region. A further 20 people are in
the process of being selected for a
second program in the Mackay and
Townsville areas.
opportunities
focus area
To provide opportunities for Aboriginal and Torres Strait
Islander people and organisations, which will contribute
towards better outcomes for Indigenous Australians and
promote the sustainability of the communities in which
we operate.
Action
Continue to recruit from local
communities to ensure workforce
is reflective of the customers and
community we serve.
Responsibility
Timeline
Education, employment
and supplier diversity.
Measurable Target
Develop strategy and initiatives to support the
employment of Aboriginal and Torres Strait Islander
peoples. This will include the identification of priority
stores based on the population of the local community.
Human
Resources
June
2012
Continue to proactively recruit Aboriginal and Torres Strait
Islander employees, maintaining our progress in this area.
Improve retention of new Aboriginal and Torres Straight
Islander employees to match our national average
turnover rate.
Expand pre-employment training programs into WA and
Queensland.
Continue to identify and implement
strategies aimed at increasing retention
and development of Aboriginal and
Torres Strait Islander employees.
Human
Resources
June
2012
Continue to monitor each division’s metric data to
determine how many Aboriginal and/or Torres Strait
Islander people are employed and monitor retention rates
and reasons for leaving.
Engage and capacity build store managers with ability to
support Aboriginal and Torres Strait Islander employees.
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opportunities
To provide opportunities for Aboriginal and Torres Strait Islander
people and organisations, which will contribute towards
better outcomes for Indigenous Australians and promote the
sustainability of the communities in which we operate.
Action
Responsibility
Timeline
focus area
Education, employment
and supplier diversity.
Measurable Target
Develop strategy addressing opportunity to support
primary, secondary and tertiary education programs that
can increase awareness of retail as a career pathway and
transition into employment.
Continue to support initiatives that
increase educational outcomes for
Aboriginal and Torres Strait Islander
students in communities local to our
stores.
Human
Resources /
Community
Investment
June
2012
Aim to have proportional representation within
community investment programs.
Extend work-experience at secondary and tertiary
education level to Aboriginal and Torres Strait Islanders.
Leverage partnership with DEEWR to target candidates
for Aboriginal and Torres Strait Islander Scholarship
funded by Woolworths Limited (in conjunction with
MGSM)
Provide educational opportunities aimed
at transitioning Aboriginal and Torres
Strait Islanders into employment with
Woolworths businesses.
Human
Resources
June
2012
Develop and formalise a strategy with regards to
cadetships, school based traineeships and preemployment programs to aid transition into employment
with Woolworths.
Explore and develop strategy for student recruitment.
Exploring talent pool beyond current internal candidates
for Graduate candidates.
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Woolworths Limited Reconciliation Action Plan
opportunities
To provide opportunities for Aboriginal and Torres Strait Islander
people and organisations, which will contribute towards
better outcomes for Indigenous Australians and promote the
sustainability of the communities in which we operate.
Action
Responsibility
Develop and implement strategy for
supporting education in health nutrition
and wellbeing in stores with high levels
of Aboriginal and Torres Strait Islander
customers.
Marketing /
Community
Investment
Develop strategy to incorporate
Aboriginal and Torres Strait Islander
businesses into procurement strategy.
Explore product and supply to stores
in communities with high levels of
Aboriginal and Torres Strait Islander
peoples.
Procurement
Procurement /
Operations /
Human
Resources
Timeline
June
2012
June
2012
focus area
Education, employment
and supplier diversity.
Measurable Target
Appropriate communications collateral developed and
displayed in store.
Increase awareness of health and wellbeing in identified
communities local to stores.
Explore strategies for supplier diversity within
procurement strategy.
Continue to identify opportunities to work with
Indigenous small businesses.
Explore consumer led ranging in our stores with
communities that have high level of Aboriginal and Torres
Strait Islander peoples.
June
2012
Continued support of the Outback Stores.
Continue with our support in Harmony Day but expand
product and supply to explore business niche.
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tracking progress
and reporting
Action
Responsibility
Timeline
Measurable Target
Diversity Steering Committee to update
Management Board on progress.
Diversity
Manager
June
2012
Every six months.
Feedback on and input into our RAP is
received from external Aboriginal and
Torres Strait Islander stakeholders.
Diversity
Manager
June
2012
Ongoing feedback incorporated into the RAP.
RAP to be communicated to internal and
external stakeholders
Corporate &
Public Affairs
June
2012
RAP available on Woolworths intranet and websites and
Reconciliation Australia website.
RAP reported on and refreshed annually.
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Woolworths Limited Reconciliation Action Plan
Diversity
Manager
June
2012
RAP Report available on our and Reconciliation Australia
websites.
Refreshed RAP available on our and Reconciliation
Australia websites.
“...as far and wide as our country”
The challenge ahead for all is to ensure that all Australians are provided with
opportunity to succeed, in both their employment and their wider communities.
Woolworths through practical and respectful ways will work to help achieve that.
Contact us for more information:
Manager Diversity 1 Woolworths Way Bella Vista NSW 2153
Telephone: (+61 2) 88858117 Email: eolstein@woolworths.com.au
www.woolworthslimited.com.au
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relationships • respect • opportunities
relationships • respect • opportunities