Significant work has been undertaken to date in our Dan Murphy’s business, with community demographics being mapped, to enable better-informed product ranges, and greater insights for recruitment decisions. Woolworths is now working across our other businesses to implement similar initiatives.Achieving this goal will require our hiring teams to make objective, inclusive decisions. Our 2020 goal is that ‘100 per cent of those responsible for hiring new team members to have completed unconscious bias training’. We have already trialled unconscious bias training, which will be rolled out across our Talent Acquisition, Store Operations and Support Office leadership teams. We will maintain this training to assist in building a workforce that supports and encourages diverse perspectives and contributions.INDIGENOUS REPRESENTATIONWoolworths continues to be committed to increasing Indigenous employment. To create the best opportunities for employment, Woolworths entered into a contract with the Federal Government as part of the Employment Parity Initiative. This initiative will result in Woolworths adding 1,600 new Indigenous team members to our business over three years. This initiative has strong support from senior executives and is underpinned by targeted recruitment and cultural awareness training, which is being cascaded through the business. Our 2020 goal is to achieve ‘Proportion of Indigenous team members to equal Federal Government Employment Parity contract. Once achieved, 2 per cent of our Store Operations team members will be Indigenous’. In support of this target, the Woolworths team has built a comprehensive workforce plan for the next 12 months by state and store to target Indigenous recruitment. In addition, increasing the numbers of Indigenous people across the workforce will be complemented with representation across leadership positions; once again, enabling our business to benefit from the insights that come from the different communities in which we operate.To enable this, Woolworths will seek Indigenous graduates and work closely with universities and Indigenous communities to build relationships and ‘reasons’ for Indigenous graduates to choose a career with Woolworths. Our 2020 goal is to achieve the ‘Proportion of Indigenous graduates to equal Federal Government Employment Parity contract. Once achieved, 2 per cent of our Graduates will be Indigenous’.LGBTI COMMUNITY SUPPORTWoolworths has joined the Pride in Diversity program for employers to support all aspects of Lesbian, Gay, Bisexual, Transgender, and/or Intersex (LGBTI) inclusion. In recognition of the growing movement to address LGBTI issues and equality in the workplace, Woolworths has a goal that by 2020 we will'Achieve Gold Tier employer status in Australian Workplace Equality Index (AWEI) for Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) inclusion'.
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- Jennifer Sheldon
- Woolworths, Woolworths Group