Embed Size (px)
Citation preview
Measuring RAP Outcomes: A Case Study of Success
2019 National RAP ConferenceEbony Taylor, Woodside Energy
Why measure outcomes?
Woodside’s Approach
RAP Commitments and Measuring Success
What does it look like?R
esp
ect
1. Workforce cultural competency
1A. Improved workforce commitment to awareness and
understanding
1A.1. % of Australian based workforce completing at least 1
cultural learning activity since 2016
1A.2. % of employees supervising Indigenous employees
completing specific supervisor training
1B. Improved workforce cultural competency
1C. Indigenous employees feel their culture and identity are
respected at work
2. Indigenous Peoples’ perceptions of Woodside
Re
latio
nsh
ips 3. Indigenous people’s input to our business
4. Engagement and collaboration
5. Contributions aligned with community
priorities
Op
po
rtu
nitie
s 6. Indigenous employment
7. Indigenous business participation
8. Indigenous employee development
9. Social contribution outcomes
Na
tio
na
l
Le
ad
ers
hip 10. Early childhood outcomes
11. Partner capability build
12. Advocacy for early childhood policy
12 outcomes as defined by
Woodside
• What does it look like?
Re
sp
ect
1. Workforce cultural competency
1A. Improved workforce commitment to awareness and
understanding
1A.1. % of Australian based workforce completing at least 1
cultural learning activity since 2016
1A.2. % of employees supervising Indigenous employees
completing specific supervisor training
1B. Improved workforce cultural competency
1C. Indigenous employees feel their culture and identity are
respected at work
2. Indigenous Peoples’ perceptions of Woodside
Re
latio
nsh
ips 3. Indigenous people’s input to our business
4. Engagement and collaboration
5. Contributions aligned with community
priorities
Op
po
rtu
nitie
s 6. Indigenous employment
7. Indigenous business participation
8. Indigenous employee development
9. Social contribution outcomes
Na
tio
na
l
Le
ad
ers
hip 10. Early childhood outcomes
11. Partner capability build
12. Advocacy for early childhood policy
1-4 intermediate outcomes per key
outcome, 30 in total
What does it look like?
Re
sp
ect
1. Workforce cultural competency
1A. Improved workforce commitment to awareness and
understanding
1A.1. % of Australian based workforce completing at least 1
cultural learning activity since 2016
1A.2. % of employees supervising Indigenous employees
completing specific supervisor training
1B. Improved workforce cultural competency
1C. Indigenous employees feel their culture and identity are
respected at work
2. Indigenous Peoples’ perceptions of Woodside
Re
latio
nsh
ips 3. Indigenous people’s input to our business
4. Engagement and collaboration
5. Contributions aligned with community
priorities
Op
po
rtu
nitie
s 6. Indigenous employment
7. Indigenous business participation
8. Indigenous employee development
9. Social contribution outcomes
Na
tio
na
l
Le
ad
ers
hip 10. Early childhood outcomes
11. Partner capability build
12. Advocacy for early childhood policy
1-4 measurement indicators per
intermediate outcome, ~70 in total
What does it look like?
How We Measure
Example
1.A.1
% of Australian based workforce
completing at least 1 cultural learning
activity during 2016-2020 period
Score1
Decline
2
Baseline
3
Good
Part of the
Journey
4
Great
Where we think
we’ll be by 2020
5
Outstanding
Exceeding
Expectations
3 Less than 8% 8% of workforce At least 20% At least 60% At least 90%
48% at end 2018 – score 3
What does it look like?
• What does it look like?
Re
sp
ect Progress
score
Z*(X*Y)1. Workforce cultural competency
Weighting
Z%1A. Improved workforce commitment to awareness and
understanding
Intermediate
score
(X*Y)
Weighting
Y%
1A.1. % of Australian based
workforce completing at least
1 cultural learning activity
since 2016
(X)
Score
1-5
Weighting
Y%
1A.2. % of employees
supervising Indigenous
employees completing
specific supervisor training
(X)
Score
1-5
Weighting
Z%1B. Improved workforce cultural competency
Weighting
Z%
1C. Indigenous employees feel their culture and
identity are respected at work
2. Indigenous Peoples’ perceptions of
Woodside
Re
latio
nsh
ips 3. Indigenous people’s input to our
business
4. Engagement and collaboration
5. Contributions aligned with community
priorities
Op
po
rtu
nitie
s 6. Indigenous employment
7. Indigenous business participation
8. Indigenous employee development
9. Social contribution outcomes
1-4 measurement indicators per
intermediate outcome, ~70 in total
Reporting
2017 2018
What are the Benefits of Measuring Outcomes?
In the Future…
Recent Success
https://www.youtube.com/watch?v=X7E7zXsOp1o&list=PLPBvAvlDsL4izTU-4lmXbwrtJarxtTM4p&index=6
More Information
woodside.com.au
