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RECONCILIATION ACTION PLANMAY 2018 - MAY 2021
Reconciliation Action Plan2
Winc Australia
32018 - 2021
ACKNOWLEDGEMENTAt Winc, we acknowledge Australian Aboriginal and Torres
Strait Islander peoples as the First Peoples of this nation,
and as the Traditional Custodians of the lands on which we
conduct our business.
We pay our respects to Elders, past, present and emerging.
We are committed to honouring Australian Aboriginal and
Torres Strait Islander peoples’ unique cultural and spiritual
relationships to the land, waters and seas and their rich
contribution to society as one of the oldest continuing
cultures in the world.
Reconciliation Action Plan4 52018 - 2021
Winc Australia
A MESSAGE FROM WINC’S CEOAs we launch our fourth Reconciliation Action Plan for
2018-2021, we are proud to maintain our strong commitment to
Aboriginal and Torres Strait Islander peoples and communities. It is
a true privilege to partner with Australia’s First Peoples to support
and champion the national reconciliation movement, and to create
enhanced and ethical opportunities for education, gainful employment and partnership through
supplier diversity.
Throughout a period of significant change as we rebranded from Staples to Winc, we have
continued to deliver upon our RAP commitments to Aboriginal and Torres Strait Islander
communities. Winc recently acquired OfficeMax Australia and New Zealand, an organisation with a
long and proud history of supporting Aboriginal and Torres Strait Islander businesses, and our new
combined organisation will keep this focus at the forefront as we work to deliver the objectives of
this RAP.
Our new Stretch RAP builds upon the great work done to date. We will seek to engage with more
Aboriginal and Torres Strait Islander businesses and suppliers, and support the growth of those
businesses to increase representation in our supply chain. We will develop continuous cultural
awareness training for all staff through the development of training portals and face to face
training, and we will further embed Aboriginal and Torres Strait Islander cultural protocols for
meetings and events. We will seek to provide work experience opportunities to young people,
to include Aboriginal and Torres Strait Islander candidates in our recruitment process, and to
increase Aboriginal and Torres Strait Islander employment within our business. And we will
measure our performance and continue to report annually to Reconciliation Australia as a clear
demonstration of our commitment.
We look forward to building upon the success of our previous RAP to further support and develop
new and lasting partnerships with Aboriginal and Torres Strait Islander peoples, communities
and businesses.
Darren Fullerton
CEO Winc Australia and OfficeMax ANZ
A MESSAGE FROM RECONCILIATION AUSTRALIA’S CEOReconciliation Australia congratulates Winc on its past successes
and continued commitment to reconciliation as it implements its
fourth Reconciliation Action Plan (RAP).
Reconciliation Australia is delighted to see Winc continue its reconciliation journey, which
formally began in 2011 with its first RAP. Winc is a member of a growing cadre of over 1,000
RAP organisations in Australia, all working to build on the key pillars of reconciliation action:
relationships, respect, and opportunities.
The goals Winc has set in this Stretch RAP aim to not only promote reconciliation, but to take a
leadership role in encouraging other organisations within its sector to do the same.
An especially notable aspect of Winc’s RAP journey is its deep dedication to achieving and
maintaining diversity across its suppliers and workforce. By connecting its customers with
suppliers through its own business-to-business Supplier Diversity Program, the company is
creating opportunities and facilitating business relationships between Aboriginal and Torres
Strait Islander owned enterprises and non-Indigenous organisations.
When it comes to creating employment opportunities for Aboriginal and Torres Strait
Islander peoples, Winc is also highly accomplished. Through this RAP Winc has committed to
continuing to increase opportunities for First Nations youth to gain practical experience and
entry into the workforce.
I am pleased to see that Winc will also continue to foster understanding and knowledge of
Aboriginal and Torres Strait Islander peoples, cultures and histories by embedding cultural
protocols and respectful practices into its day-to-day business.
On behalf of Reconciliation Australia, I commend Winc on its dedication to driving
reconciliation, and look forward to following its continued achievements.
Karen Mundine
Chief Executive Officer Reconciliation Australia
Winc Australia
Reconciliation Action Plan6
OUR VISION FOR RECONCILIATIONThe Winc vision for Reconciliation is an Australia that
brings and gives equal opportunities to everyone.
Our commitment as a founding member of Supply Nation
is to ensure that Aboriginal and Torres Strait Islander
peoples feel welcome in our business as employees, as
our valued suppliers and as guests on our sites.
OUR BUSINESSWe’re Winc. And we stand for work incorporated.
Winc is a company that exists to inspire millions of people in Australia with new and better
ways to work and learn. Over the years we have grown and changed our identity first as
Corporate Express, then Staples and now we are Winc. We’re here for all organisations,
whether they’re a small business or large enterprise, in education or health, private sector
or government.
We believe that work should allow people to create, play and do more and inspire better
ways to get things done. We’re a company that truly understands the future of working
and learning, while also making a genuine impact on our local communities today.
With over 1100 staff including 11 Aboriginal and Torres Strait Islander employees,
we’re here for all organisations, whether they’re a small business or large enterprise, in
education or health, private sector or government. From office, school, facilities and
safety essentials, services like print and marketing, to demonstrating what more is
possible with our technology and workspace solutions, Winc has a wide product range
that can be tailored to you and yours.
What’s more it’s delivered with new knowledge to help you go even further.
WE’RE A NATIONAL NETWORKIt’s not just about providing all your workplace essentials– we also get them to you
fast and reliably. Our fulfilment capabilities are supported by a best-in-class National
Distribution Centre located in Erskine Park, New South Wales. Developed through
pioneering environmental sustainability design principles, our centre houses 80,000 of
the 100,000 products stocked in more than 25 locations nation-wide.
Our head office is located in Sydney, and we have sites in all of Australia’s major cities, as
well as many regional remote locations.
WHO YOU CAN TRUSTWinc delivers over 65,000 parcels to customers every working day. Our network of over
250 delivery drivers enables us to make next business day deliveries to 96% of Australian
businesses, whilst ensuring products arrive intact and undamaged. Start-of-the-art
inventory and distribution management of more than 160,000 items picked daily means
our dedicated delivery drivers are never far away with desktop or doorstep delivery.
Marlee Fair-Townsend created this artwork when she
was a AIME mentee at St Patrick’s College for Girls in
Campbelltown. Marlee is Biripi on her mum’s side and
Kamilaroi on her dad’s.
“This artwork is titled ‘Belonging’ and it depicts the bush
and the sea coming together to meet, the tree with its roots
embedded in culture and identity. This is me, this is who I am.
I belong.” - Marlee.
Reconciliation Action Plan8 92018 - 2021
Winc Australia
OUR RAPWe’re not just good people to deal with, we make sure that as a company, we make a positive impact on the world around us too.
That’s why we celebrate diversity, give back to the community, do our best to support our natural environment and work with others
to ensure that we’re always doing our part.
Our vision is to create an organisation that is aware of and integrates knowledge and understanding of Aboriginal and Torres Strait
Islander peoples and cultures, and supports their secure economic independence by creating opportunities for education and
employment.
We offer an inclusive workplace environment that leverages the diversity of thought, people, and experience. Our goal is to reflect
the diversity of our customers through the diversity of our own workforce, as well as the hundreds of suppliers and other businesses
we work with every day. We consequently strive to enhance and leverage our workforce diversity and promote diversity among our
suppliers.
We also connect customers with suppliers through our business-to-business Supplier Diversity Program. This initiative aims to help
our customers achieve their supplier diversity goals while enabling the growth of diversity suppliers in our communities. We strive to
create supplier-buyer relationships that allow diversity supplier organisations to continue to develop, while offering our customers
a wider selection of quality products at competitive prices. By extending our supplier diversity program to our customers, diversity
suppliers are able to utilise our distribution infrastructure, while customers have access to products manufactured by diversity
suppliers through our catalogues and websites, and can receive reporting on their Tier 2 diversity spend.
Winc continues to be strong supporter of Aboriginal and
Torres Strait Islander communities and sees immense
value in the RAP program. Supporting Aboriginal and
Torres Strait Islander communities has become a part of
our internal culture as have many aspects of our Corporate
Responsibility programs and initiatives. Through our RAP
initiatives our aim is to support Aboriginal and Torres
Strait Islander businesses and communities to grow and
to employ more Aboriginal and Torres Strait Islander staff.
We also want to ensure there’s a diverse pipeline of talent
from Australia’s First Peoples in the future which is why our
community programs focus on supporting organisations
that provide job skills and/or education.
OUR RAP DEVELOPMENTOur RAP has been developed through collaboration from multiple people across our business that make up our RAP
Steering Group. This group consists of executive sponsors and cross-functional members primarily representing HR, Sales,
Communications, Marketing, CSR, Merchandising, Procurement and representatives from each of our main offices around the
country. This group has been responsible for talking to customers, the community and internal stakeholders to put forward ideas
and actions in the RAP and has collectively agreed on the outcomes.
These members are:
In our group we have Mitchell Amidy, a member of the Wiradjuri Nation who has lived in Karama, in Darwin’s northern suburbs, for
the past 15 years. Together with our Chief HR Officer, Mitchell is our internal spokesperson, regularly chairs our meetings and is the
lead advocate in Western Australia, South Australia and the Northern Territory.
After a career in retail which saw Mitch rapidly transition from shop floor to management he joined Winc in 2011 as an Account
Manager specialising in Government & Commercial and worked his way up his current role of Regional Sales Manager for NT.
Mitch also invests his spare time in his community:
He’s a member of various sporting associations, including Darwin Olympic Sporting Club and Nightcliff Spartans Football Club
He was Captain of the Darwin Buffalo’s Indigenous Football team that represented the region at the Inaugural National Indigenous
Championships in 2016
He also regularly supports local shopping centres, cafes and restaurants, and the local weekend markets.
Our RAP will be championed by our Corporate Responsibility Manager, who liaises with each area of the business to drive their
actions in the RAP.
Maria RobbinsChief HR Officer
George O’NeilChief Marketing Officer
Tracy RennieVictorian Sales Lead
Linda BarrettCategory Management Director
Pete ThompsonWestern Australian Sales Lead
Frank Wohlfarth Procurement Director
Wayne JonesHead of Government
Mitchell AmidyNorthern Territory Sales Lead
Courtney McGrath Head of Communications
Michael MicallefGeneral Manager, Enterprise Sales
Narelle Carter Queensland Sales Lead
Deborah Guion Corporate Responsibility Manager
Reconciliation Action Plan10
Winc Australia
HOW WE WORK WITH THE ABORIGINAL AND TORRES STRAIT ISLANDER COMMUNITYIn 2011 while we went under our Staples brand, we implemented our first Reconciliation Action Plan and were the first in
our industry to make this commitment. The goal was to strive towards our vision by enhancing opportunities for education,
gainful employment and partnership through supplier diversity. Building on its success, our fourth RAP to be implemented over
2018 - 2021.
RAP outcomes have been:
• Launched a product range in 2017, designed by AIME students with 100% of profit being donated to AIME. The students were able to experience the business process, our employees can purchase the products, and the range has been promoted in our internal communications channels. More than $5000 has been returned to AIME from the sale of these items.
• Maintained highest level of Supply Nation Partnership - Red Ochre. This partnership demonstrates our ongoing commitment to working with a diverse range of suppliers, particularly smaller, Aboriginal & Torres Strait Islander owned businesses which may not otherwise be able to do business with large corporates. By meeting this commitment, we enable our customers to achieve their corporate responsibility goals.
• Launched our Supplier Diversity Smartpaper to educate the corporate community on the benefits of Supplier Diversity and engaging with Aboriginal and Torres Strait Islander communities. This was launched with a media release and hosted on our website. We included video case studies with a focus on Aboriginal and Torres Strait Islander Business.
• Held Annual Meet the Buyer Expos connecting Aboriginal and Torres Strait Islander Suppliers with our Sales & Merchandising Team. This expo meant that participating businesses were able to establish relationships with our merchandising team; learn more about our supply chain and customer base, and better understand the requirements of supplying to a larger organisation.
• Top tier sponsor of Supply Nation Connect Conference – which makes our Red Ochre commitments publicly visible, enables Supply Nation to host the event, and gives our people the opportunity to connect with suppliers and customers at the event.
• Over 25 events were held over National Reconciliation Week and NAIDOC Week with fundraising activities for AIME.
• Launched Indigenous Opportunities Plan to provide an easier pathway for Aboriginal and Torres Strait Islander organisations to work with our organisations and remove any barriers to trade.
• Launched Indigenous Employment and Retention Strategy.
• Provided Cultural Awareness Training with Uncle Billy Williams to more than 300 employees.
• Provided in-kind Leadership Development Training for 40 AIME employees by accredited Human Synergistics trainer to help develop their personal and professional skills and grow their career.
• Partnered with CareerTrackers and successfully included two interns in our business.
• Grew the range of products supplied from Aboriginal and Torres Strait Islander businesses and provided clearer instructions for Aboriginal and Torres Strait Islander organisations to partner with Winc by proactively reaching out.
• Ensured an Acknowledgement of Country was provided at 100% of company hosted events.
112018 - 2021
Reconciliation Action Plan12 132018 - 2021
Winc Australia
CHARITY PARTNERSHIPSWinc partners with charitable organisations that support the wellbeing and education of Aboriginal and Torres Strait Islander
young peoples. We have partnerships with The Clontarf Foundation and AIME, the latter we support through a unique product
range with all profits going back into AIME programs.
ABOUT AIMEAIME is a dynamic educational program that is proven to support Aboriginal and Torres Strait Islander students through school
and into university, employment or further education at the same rate as all Australian students. AIME gives Aboriginal and Torres
Strait Islander students the skills, opportunities, belief and confidence to grow and succeed.
Winc and AIME are proud to present a range of everyday products for you to enjoy that showcase artworks by young Aboriginal
and Torres Strait Islander Australian artists. With this range we are spreading their stories to build a better understanding of
Aboriginal and Torres Strait Islander cultures.
Tanisha LovettHalls Gap, Victoria
Tanisha’s art is based on a passion for Aboriginal culture and the dot art form which she applies to represent different ceremony circles that are all connected through the many Indigenous cultures across Australia.
ABOUT CLONTARFThe Clontarf Foundation exists to improve the education, discipline, life skills, self-esteem and employment prospects of young
Aboriginal and Torres Strait Islander men and by doing so equips them to participate meaningfully in society.
Since opening its first Academy for 25 boys in 2000 the Foundation has grown to cater for over 6,500 boys in 96 schools across
Western Australia, Northern Territory, Victoria, New South Wales and Queensland.
Winc and Clontarf partner to provide opportunities beyond just our financial contributions.
This has culminated in a number of events where we have hosted Aboriginal and Torres Strait Islander students on our site for
mentoring opportunities with our employees from both the office and the warehouse.
Reconciliation Action Plan14
Winc Australia
SUPPLIER DIVERSITYAt Winc we’re committed to making supplier diversity a priority. We believe that the success of our organisation and the wider
community depends on our ability to do business with diverse suppliers. That’s why we are dedicated to helping Aboriginal and
Torres Strait Islander businesses promote their products to our customers.
As a founding member of Supply Nation as well as one of four Red Ochre Partners, we’re currently working with Aboriginal and
Torres Strait Islander businesses to promote their products to our customers and are continually looking to add more Aboriginal and
Torres Strait Islander businesses to our range to grow the offering available to our customers. We also partner with several Aboriginal
and Torres Strait Islander businesses to procure services for our own operations. When our customers purchase from a minority
business through Winc, they’re contributing to growth and development, funding education for critical business acumen, and
sustaining income for Aboriginal & Torres Strait Islander communities across Australia. This is a unique selling point for our Sales
team as we enable our customers to achieve their own supplier diversity and corporate responsibility goals.
Businesses we work with are:
Tjindgarmi and Teter Mek
Nallawilli Group (Nallawilli Office Wares and Nallawilli Technology)
Yaru Water
Print Junction
Corporate Connect.AB
Integrity Health & Safety
Native Drink Co
Gondwana Wines
152018 - 2021
EMPLOYMENT AND DEVELOPMENTIn 2016 we ran a comprehensive diversity and inclusion survey and found that 1.8% of our staff identify as Aboriginal and/or Torres
Strait Islander peoples.
We’re committed to building and maintaining a diverse and inclusive environment. We believe that everyone is responsible for
creating and contributing to this culture. Through inspirational leadership we embrace the diversity of thought and leverage the
richness of our people, their perspectives and experiences.
Winc is a founding member of Supply Nation and a proud Red Ochre Partner, creating an inclusive economy across Australia. We
work with Aboriginal & Torres Strait Islander businesses to supply the essentials that keep every workplace going, like stationery
and furniture, kitchen and catering supplies. We also enable our customers to support and sustain income for communities across
Australia.
In 2016 we launched our partnership with CareerTrackers and since then we’ve had two Aboriginal and Torres Strait Islander
student’s complete internships at our head office in Mascot. Further to our commitment to education and job skills, since 2015 we
have provided Leadership Development training to 20 AIME staff and mentors from across the country every year.
In early 2017 we relaunched our Indigenous Employment and Retention Strategy and will be working in this RAP to update this.
AIME image
Reconciliation Action Plan16 172018 - 2021
Winc Australia
Annual support of AIME Gala dinner through in kind donations
Leadership Development training to 20 AIME staff and mentors from across the country
Donated over 200 Back to School packs to Clontarf students in western and southern Sydney in 2017
Conducted a business networking event for Clontarf students from Yirara College, Alice Springs.
Partnered with CareerTrackers and had two Aboriginal and Torres Strait Islander students complete internships
LOCAL PARTICIPATION
Several staff in Victoria volunteered with AIME to provide support for young Aboriginal and Torres Strait Islander students
VIC
NSW/ACT
17
Conducted a business networking event for a group of Clontarf students from Yirara College, Alice Springs.
Several staff in South Australia volunteer with AIME to provide support for young Aboriginal and Torres Strait Islander students
We annually support the AirNorth’s Santa Fun Run in the NT that reaches remote Aboriginal and Torres Strait Islander communities such as Maningrida & Elcho Island and Nhulunbuy as well as towns with high Aboriginal and Torres Strait Islander populations such as Katherine and Tennant Creek
Our Regional Sales Manager for Darwin is a proud Wiradjuri man
In 2017, volunteers participated in a Clontarf Cricket Carnival
Morning tea for the staff with AIME presenting for NAIDOC Week
The WA team have supported Clontarf and AIME with donations to help their operations
Winc attended the Supply Nation WA Indigenous Trade Fair to support local businesses.
QLD
SA/NT
WA
Reconciliation Action Plan18 192018 - 2021
Winc Australia
Action Deliverable Timeline Responsibility
1. RAP Steering Group actively monitors RAP development and implementation
Oversee the development, endorsement and launch of the RAP.
May 2018 Corporate Responsibility Manager
Ensure there are Aboriginal and Torres Strait Islander peoples on the RAP Steering Group.
May 2018May 2019May 2020
Corporate Responsibility Manager
Meet at least four times per year to monitor and report on RAP implementation.
August 2018November 2018February 2019May 2019August 2019November 2019February 2020May 2020August 2020November 2020February 2021
Corporate Responsibility Manager
Appoint an internal RAP Champion(s) from senior management.
May 2018 Chief HR Officer
Establish a Terms of Reference for the RAP Steering Group.
December 2018 Corporate Responsibility Manager
Create channels that provide all staff and community members an ability to offer feedback on RAP initiatives and events to further guide the RAP Steering Group.
December 2018 Head of Communications
RELATIONSHIPSWinc acknowledges that working closely with Aboriginal and Torres Strait Islander individuals, organisations and communities
is necessary to strengthen and enhance business, seek advice and educate, and develop a network of relationships to support
our reconciliation work. These relationships help us to not only press for progress on Reconciliation but enrich our offering to our
customers, our suppliers and our employees.
Focus area: Support the further education of Aboriginal and Torres Strait Islander youth through community and charity partnerships.
2. Celebrate National Reconciliation Week (NRW) to strengthen and maintain relationships between Aboriginal and Torres Strait Islander staff and other staff
Organise five internal NRW events each year to be held at our major sites including our Sydney Head Office.
27 May – 3 June 2018, 2019, 2020
State Representatives & Corporate Responsibility Manager
Register all NRW events via Reconciliation Australia’s NRW website.
27 May – 3 June 2018, 2019, 2020
State Representatives & Corporate Responsibility Manager
Encourage staff and Executive Leadership Team to participate in external events to recognise and celebrate NRW.
27 May – 3 June 2018, 2019, 2020
State Representatives & Corporate Responsibility Manager
Ensure our RAP Steering Group participates in five external NRW events each year.
27 May – 3 June 2018, 2019, 2020
State Representatives & Corporate Responsibility Manager
Invite an Aboriginal and/or Torres Strait Islander community member/s into our office to connect and share experiences during NRW.
27 May – 3 June 2018, 2019, 2020
State Representatives
Support an external NRW event that could include in kind support and/or partnering with community organisations.
27 May – 3 June 2018, 2019, 2020
State Representatives
Reconciliation Action Plan20 212018 - 2021
Winc Australia
3. Maintain and leverage mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes
Develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islander stakeholders.
December 2018 Corporate Responsibility Manager
Meet with at least three local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement.
October 2018July 2019March 2020
Corporate Responsibility Manager
Commit to establishing and maintaining two formal two-way partnerships to build capacity in Aboriginal and Torres Strait Islander organisations and/or communities relevant to our sphere of influence.
December 2019 Head of Communications
Maintain an official partnership with Clontarf and AIME to support the continued education and opportunities for Aboriginal and Torres Strait Islander youth with detailed mentoring sessions, internal fundraising activities and education events.
December 2019 Corporate Responsibility Manager
Ensure that every site office has contact and is engaged with AIME and Clontarf groups where possible.
June 2018May 2019May 2020
Corporate Responsibility Manager
During the life of the RAP, ensure external Aboriginal and Torres Strait Islander stakeholders are consulted on all major Winc projects.
December 2018 RAP Steering Group
Provide opportunities for Winc Staff to support Aboriginal and Torres Strait Islander communities and organisations by allowing one day of volunteering per annum.
December 2018December 2019December 2020
Corporate Responsibility Manager
4. Raise internal and external awareness of our RAP to promote reconciliation across our business and sector
Develop and implement a strategy to communicate our RAP to all internal and external stakeholders.
June 2018 Head of Communications
Promote reconciliation through ongoing active engagement with all stakeholders.
October 2018October 2019May 2020
RAP Steering Group
Host onsite events and education sessions on reconciliation and our RAP commitments for all employees across all locations including our distribution centre staff.
October 2018October 2019May 2020
Corporate Responsibility Manager
Engage our senior leaders in the delivery of RAP outcomes.
May 2018May 2019May 2020
Head of Communications
Support our Customers and Suppliers where possible in delivering their own RAP and RAP outcomes.
May 2019May 2020May 2021
Chief Sales Officer and Category Management Director
Provide all staff with a copy of the RAP. May 2018 Head of Communications
Create a page on our website dedicated to Winc’s RAP and the Aboriginal and Torres Strait Islander businesses and communities we work with. We will include a profile on each of the Aboriginal and Torres Strait Islander suppliers that utilises Winc as a distributor.
January 2019 Chief Marketing Officer & Corporate Responsibility Manager
Reconciliation Action Plan22 232018 - 2021
Winc Australia
RESPECTWinc values respectful relationships with Aboriginal and Torres Strait Islander communities in the way we do business, by
cultivating a deep awareness and respect amongst employees of Aboriginal and Torres Strait Islander communities and their
relationship to land, their histories and cultures. This respect is important for fostering an inclusive workplace where all Australians
can celebrate their shared history, and for attracting and retaining a diverse workforce.
Focus area: Embedding cultural awareness and respect into our business operations.
Action Deliverable Timeline Responsibility
5. Increase knowledge and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievements
Develop and implement our Aboriginal and Torres Strait Islander cultural awareness training strategy, which defines continuous cultural learning needs of employees in all areas of our business and the various ways cultural learning can be provided (online, face to face workshops or cultural immersion).
December 2019 Chief HR Officer
Ensure 75% of staff undertake online cultural learning activities.
December 2018December 2019December 2020
Chief HR Officer
Ensure 40% of staff attend face to face cultural workshop learning activities.
December 2018December 2019December 2020
Chief HR Officer
At least 20% staff to undertake cultural immersion learning activities.
December 2018December 2019December 2020
Chief HR Officer
All RAP Steering Group members to undertake cultural learning activities.
December 2018December 2019December 2020
RAP Steering Group
All senior executives to undertake cultural learning activities.
December 2019 Chief HR Officer
Promote Reconciliation Australia’s Share Our Pride online tool to all staff.
May 2018 Corporate Responsibility Manager
Consult with Aboriginal and Torres Strait Islander stakeholders on content for online cultural awareness training.
December 2018 Chief HR Officer
All new staff to be provided a RAP module that will be included in their onboarding pack that talks to cultural awareness and the code we live by at Winc.
December 2018December 2019December 2020
Chief HR Officer
6. Demonstrate respect to Aboriginal and Torres Strait Islander peoples and communities by embedding cultural protocols as part of the way our organisation functions
Continue to ensure that a Welcome to Country or an Acknowledgement of Country is provided at ALL Winc hosted events.
December 2018 Corporate Responsibility Manager
Invite a local Traditional Owner to provide a Welcome to Country, at two company events each year, including our annual leadership conference.
May 2018May 2019May 2020
Chief Marketing Officer
Staff and Senior Leadership to provide an Acknowledgement of Country at all other events.
December 2018December 2019December 2020
Chief HR Officer
Maintain and review a list of key contacts for organising a Welcome to Country and ensure all staff are educated on process and how this works.
December 2018December 2019December 2020
Corporate Responsibility Manager
Include an Acknowledgement of Country at the commencement of internal meetings.
December 2018December 2019December 2020
Corporate Responsibility Manager
Create and display an Acknowledgment of Country plaque in our major sites.
December 2018 Corporate Responsibility Manager
Embed Aboriginal and Torres Strait Islander cultural protocols within a protocol document relevant to State and/or Territory and specific local communities and annually review.
January 2019January 2020January 2021
Corporate Responsibility Manager
Annually review Aboriginal and Torres Strait Islander cultural protocol document.
May 2019May 2020
Corporate Responsibility Manager
Reconciliation Action Plan24 252018 - 2021
Winc Australia
7. Celebrate NAIDOC Week and provide opportunities for Aboriginal and Torres Strait Islander staff to engage with culture and community during NAIDOC Week
Review Human Resource policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week.
June 2018June 2019June 2020
Chief HR Officer
Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate in community NAIDOC Week events. This will be covered in the Cultural Leave Policy that entitles employees to one day per annum annual leave.
July 2018July 2019July 2020
State Representatives
Support all staff to participate in NAIDOC Week events in the local community by encouraging participation from the Executive Team.
July 2018July 2019July 2020
State Representatives
In consultation with Aboriginal and Torres Strait Islander peoples, hold an internal or public NAIDOC Week event.
July 2018July 2019July 2020
State Representatives
Support an external NAIDOC Week community event.
July 2018July 2019July 2020
Corporate Responsibility Manager & State Representatives
Senior leaders to acknowledge and support NAIDOC Week and its importance by sending internal communications, hosting internal events at major sites, undertaking face to face briefings with teams, and encouraging their people to attend NAIDOC Week events.
July 2018July 2019July 2020
Chief HR Officer & Head of Communications
8. Celebrate the diversity of Aboriginal and Torres Strait Islander peoples, communities and organisations through internal and external communications
Include an Acknowledgement of Country on all Australian internal and external marketing and communications collateral.
December 2018December 2019December 2020
Head of Communications & Chief Marketing Officer
Celebrate and recognise Aboriginal and Torres Strait Islander dates of significance through internal communications and internal calendar, including National Reconciliation Week and NAIDOC Week, Sorry Day, Close the Gap Day as well as local events when possible.
December 2018December 2019December 2020
Corporate Responsibility Manager
Develop and implement a communications strategy for promoting significant Aboriginal and Torres Strait Islander cultural events across the organisation.
May 2018 Head of Communications
Bring employees together at major sites once a year to view a Reconciliation Film Club film and host a corresponding conversation afterwards.
December 2018December 2019December 2020
Corporate Responsibility Manager
Reconciliation Action Plan26 272018 - 2021
Winc Australia
OPPORTUNITIESWinc intends to seek out opportunities to include Aboriginal and Torres Strait Islander candidates in our recruitment process and
to include Aboriginal and Torres Strait Islander-owned businesses in our procurement process. Promoting these opportunities
will contribute to closing the social, economic and health gap between Aboriginal and Torres Strait Islander peoples and other
Australians and progress the sustainability of the communities in which we operate.
Focus area: Supporting the sustainable economic growth of the Aboriginal and Torres Strait Islander business sector.
Action Deliverable Timeline Responsibility
9. Increase Aboriginal and Torres Strait Islander recruitment and retention
Increase Aboriginal and Torres Strait Islander employment by 2%. Stretch target of 5%.
December 2019 Chief HR Officer
Continue to review and update the Aboriginal and Torres Strait Islander employment and retention strategy, which includes professional development.
December 2019 Chief HR Officer
Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, including professional development.
December 2019 Chief HR Officer
Continue to advertise all job vacancies in select Aboriginal and Torres Strait Islander media such as Our Mob, Koori Mail etc.
December 2019December 2020
Chief HR Officer
10. Increase Aboriginal and Torres Strait Islander supplier diversity.
Develop and implement, an Aboriginal and Torres Strait Islander procurement strategy.
March 2019 Category Management Director and Procurement Director
Set annual targets for procuring goods and services from Aboriginal and Torres Strait Islander owned businesses.
March 2019 Category Management Director and Procurement Director
Develop at least five commercial relationships with Aboriginal and/or Torres Strait Islander businesses.
December 2018December 2019December 2020
Category Management Director
Continue to maintain a Red Ochre level partnership with Supply Nation to support the growth of the Aboriginal and Torres Strait Islander business sector.
December 2019December 2020
Corporate Responsibility Manager
Promote procurement opportunities to Aboriginal and Torres Strait Islander businesses.
May 2019May 2020
Category Management Director
Through sales, marketing and internal communication opportunities, grow opportunities for Aboriginal and Torres Strait Islander businesses in Winc’s portfolio of suppliers, and further extend their product offering to our customers.
For internal communication: this will be by educating our salesforce about our Aboriginal & Torres Strait Islander ranges and training them on the benefits of each line.
For marketing: this will be by promoting our Aboriginal and Torres Strait Islander ranges to our customer base via electronic channels and at all large events.
For merchandising: this will be by proactively seeking out and engaging with relevant Aboriginal and Torres Strait Islander organisations to do business with and assist in removing any barriers to trade.
March 2020 Category Management Director, Head of Communications & Chief MarketingOfficer
Reconciliation Action Plan28 292018 - 2021
Winc Australia
10. Increase Aboriginal and Torres Strait Islander supplier diversity
Organise an annual “Meet the Buyer” event for Aboriginal and Torres Strait Islander organisations to exhibit and meet with staff and customers.
September 2018September 2019September 2020
Head of Merchandising & Corporate Responsibility Manager
Maintain the specific supplier diversity webpage on Winc’s external website that communicates the organisations commitment to Supplier Diversity, including notifications regarding upcoming Meet the Buyer events.
December 2018December 2019December 2020
Senior Marketing Manager
Partner with likeminded customers to develop joint programs to support the growth of Aboriginal and Torres Strait Islander businesses.
December 2020 Head of Enterprise Sales & Corporate Responsibility Manager
Investigate ways to increase mentoring opportunities with Aboriginal and Torres Strait Islander businesses.
December 2018December 2019December 2020
Chief HR Officer
Deliver one day ‘Discovering Leadership’ program to at least 1 Aboriginal and Torres Strait Islander organisation per year for at least 20 individuals from that organisation.
December 2018December 2019December 2020
Chief HR Officer
Continue to support the annual Supply Nation Connect Conference with sponsorship, in-kind donations and by allocating a complimentary booth to an Aboriginal and/or Torres Strait Islander business.
May 2018May 2019May 2020
Corporate Responsibility Manager
Partner with AIME to create promotional products that include artworks from AIME students that can be sold to both Winc customers and AIME partners.
December 2018December 2019December 2020
Corporate Responsibility Manager
11. Increase opportunities for young Aboriginal or Torres Strait Islander peoples to gain work experience with Winc to support our strategy of ending educational inequality
Implement an Aboriginal and Torres Strait Islander employment pathways strategy (e.g. traineeships or internships). As part of this strategy, provide three traineeships in the warehouse and logistics area across Australia.
December 2018December 2019December 2020
Chief HR Officer & National Operations Manager
Partner with an organisation like CareerTrackers to offer an increased number of internships/cadetships (at least two per annum).
December 2018 Chief HR Officer & Corporate Responsibility Manager
Run or participate in business networking events for Aboriginal and Torres Strait Islander students or school leavers to meet relevant business contacts.
December 2018December 2019December 2020
Corporate Responsibility Manager
Reconciliation Action Plan30 312018 - 2021
Winc Australia
Action Deliverable Timeline Responsibility
12. Report RAP achievements, challenges and learnings to Reconciliation Australia for inclusion in the RAP Impact Measurement Report
Investigate participation in the RAP Barometer.
May 2018May 2020
Corporate Responsibility Manager
Develop and implement systems and capability needs to track, measure and report on RAP activities.
December 2020 Corporate Responsibility Manager
RAP Steering Group to collect data for the RAP Impact Measurement questionnaire.
July 2018July 2019July 2020
Corporate Responsibility Manager
RAP Steering Group to seek internal approval to submit the RAP Impact Measurement questionnaire to Reconciliation Australia.
August 2018August 2019August 2020
Corporate Responsibility Manager
Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia.
30 September 2018, 2019, 2020
Corporate Responsibility Manager
GOVERNANCE, TRACKING PROGRESS AND REPORTING 13. Report RAP achievements, challenges and learnings internally and externally
Publicly report our RAP achievements, challenges and learnings via social media, a formalised report and media release.
May 2021 Corporate Responsibility Manager & Head of Communications
Communicate quarterly updates on RAP progress to all staff.
September 2018December 2018March 2019June 2019September 2019December 2019March 2020June 2020September 2020December 2020March 2021
Corporate Responsibility Manager & Head of Communications
Include RAP report in annual meetings of the Executive Leadership Team.
May 2019May 2020May 2021
Corporate Responsibility Manager & Head of Communications
Include RAP update in the annual Leadership Conference.
May 2019May 2020May 2021
Corporate Responsibility Manager & Head of Communications
14. Review, refresh and update RAP
Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements.
November 2020 Corporate Responsibility Manager & RAP Steering Group
Send draft RAP to Reconciliation Australia for feedback.
December 2020 Corporate Responsibility Manager & RAP Steering Group
Submit draft RAP to Reconciliation Australia for formal endorsement.
April 2021 Corporate Responsibility Manager
CONTACTDeborah Guion
Corporate Responsibility Manager
0412 198 894
Deborah.Guion@winc.com.au
winc.com.au
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