Reconciliation Action Plan 2014

Reconciliation Action Plan 2013 - 2015

Table of ContentsMessage from Fiona Berkin, CEO, Morris Corporation 4

Message from Leah Armstrong, CEO, Reconciliation Australia 5

Introduction - The Morris Plan for Reconciliation 6

About Morris 7

Key Partnerships 8-9

Key Result Area One (1) Relationships 10

Key Result Area Two (2) Respect 11

Key Result Area Three (3) Opportunities 12-13

Events Calendar 14-15

Real Communities, Real Outcomes Demonstrated 1 16

Corporate Commitment 17

Education 18

Employment 19

Business Development 20

Community Capacity Building 21

Appendix One (1) 22

3

Message from Fiona BerkinMorris Corporation CEOAt Morris Corporation we have an inherent value of supporting and sustaining the local communities where we operate, and this rightly involves our Aboriginal and Torres Strait Islander communities.

Our Reconciliation Action Plan is about strengthening the capability of Aboriginal and Torres Strait Islander peoples, by building strong relationships and creating real opportunities. These opportunities come in the way of direct and indirect employment, education, Indigenous business development and cultural awareness.

Morris has operations right across Australia and we already have solid plans in place for Aboriginal and Torres Strait Islander peoples and communities, however our Reconciliation Action Plan also assists us to formally align our thinking and continue to progress further towards full reconciliation.

I would like to thank all our staff, Aboriginal and Torres Strait Islander partners and clients who have helped make the Morris Reconciliation Action Plan a progressive and real document for Morris Corporation.

Fiona BerkinChief Executive OfficerMorris Corporation

4

Message from Leah ArmstrongReconciliation Australia CEOReconciliation Australia congratulates Morris Corporation on the launch of their first Reconciliation Action Plan for the duration of 2013 – 2015. The RAP is a firm statement of Morris Corporation’s own vision of building sustainable employment opportunities for Aboriginal and Torres Strait Islander Australians and to the company’s ongoing participation in external initiatives such as Generation One’s Australian Employment Covenant (AEC).

This first RAP is an exciting progression from the commitments Morris Corporation has already made by signing the AEC Covenant in June 2010 and by its important partnership with Martu Idja Banyjima (MIB) in a joint venture delivering catering and hospitality services in the Pilbara. The company’s commitment to effective and respectful engagement with Aboriginal and Torres Strait Islander communities is evident in this initial RAP which will focus on developing Reconciliation Australia’s model of relationships, respect and opportunities as the key framework for the company’s reconciliation journey.

Morris has already demonstrated a proactive approach to Indigenous employment and retention and its record of work with Generation One and the Martu Idja Banyjima indicates that Morris Corporation will be a valuable contributor to the RAP community and to the cause of Aboriginal and Torres Strait Islander employment.

Reconciliation Australia warmly welcomes Morris Corporation to the RAP program.

Leah ArmstrongChief Executive OfficerReconciliation Australia

5

The Morris plan for ReconciliationThe Morris Reconciliation Plan is simply about providing real outcomes to Aboriginal and Torres Strait Islander communities in which Morris are active. Our vision is: REAL Communities, REAL Outcomes.

The Morris Reconciliation Action Plan (RAP) is founded on the Morris commitment to build sustainable working communities and provide opportunities for Aboriginal and Torres Strait Islander peoples to develop and grow within a supportive and collaborative environment. Our RAP is the key framework used to set business priorities in relation to Aboriginal and Torres Strait Islander participation for the coming years. The foundations of the plan contain three key result areas (KRA):

KRA 1: RelationshipsThe Morris Purpose is “to ensure Morris Corporation’s profitable growth so we can improve our quality of life in the key areas of well-being, working relationships and personal finance”. Notice the key area of working relationships. This extends to the communities we work in including Aboriginal and Torres Strait Islander communities. Our purpose is the reason our company exists, relationships are a reason our company exists, Aboriginal and Torres Strait Islander relationships are a reason our company exists.

KRA 2: RespectMorris understands the importance to respect the culture and history of Aboriginal and Torres Strait Islander peoples. Consultation with Aboriginal and Torres Strait Islander peoples is the best means of advancing reconciliation as they are the primary source of information on the value that their heritage can offer, Morris understands the basic right of Aboriginal and Torres Strait Islander communities to be recognised and respected and is committed to coexistence and sustainable development. We can all share the benefits by working together. Morris respects the value of Aboriginal and Torres Strait Islander peoples’ involvement in all stages of the decision-making process. Morris consults with local communities to obtain specific information on each location, acknowledging that every community is unique.

KRA 3: OpportunitiesOur RAP is a living document and will be supported by dedicated funding and clear and practical policies to ensure we deliver opportunities to Aboriginal and Torres Strait Islander peoples and communities. The implementation of this RAP will enable us to deliver meaningful cultural recognition, employment, education and training and business opportunities for Aboriginal and Torres Strait Islander peoples by focussing on the five key areas of:

1. Corporate Commitment2. Education3. Employment4. Indigenous Business Development5. Community Capacity Building

The Morris RAP was developed to support our organisation’s Purpose which is inclusive of the communities we work in. Aboriginal and Torres Strait Island communities are of significant interest to Morris. The Morris RAP is championed internally through our CEO, our Executive Team, Indigenous Coordinator, RAP working group members, leaders and mentors. The Morris Indigenous Coordinator and Indigenous Joint Venture, Martu Idja Banyjima (MIB), were involved in the development of the Morris RAP. 6

About MorrisWith over 40 years of experience Morris has gained a reputation as a leading integrated service provider. Morris is proudly 100% Australian owned and specialises in delivering industrial hospitality to the remote resources and construction sectors. Corporate offices are located in Brisbane and Perth. Morris serves over 50,000 meals per day and has in excess of 50 operations. Clients include Fortescue Metals Group, Glencore, Bechtel, QGC and Rio Tinto. Morris is Australia’s largest privately owned industrial hospitality service provider employing over 1500 people. We offer our clients numerous services including catering services, accommodation management, cleaning services, airport management and facilities management.

7

Key Partnerships

Australian Employment Covenant (AEC)Morris is a signatory to GenerationOne’s AEC and is committed to training Indigenous people and creating Indigenous positions within our business. The initial target set for Morris was met well in advance of the target date, with a framework being developed in support of building further opportunities for Indigenous traineeships, scholarships and work experience.

Morris Martu Idja Banyjima (MIB) Joint VentureMorris first formed a joint venture with MIB in 2011 to deliver facilities management services in the Pilbara. The joint venture has a determined focus on Indigenous recruitment, work ready training, employment, mentoring and career development. This has been a highly successful venture with Indigenous employment rates as high as 18%. The second joint venture with MIB was formed in 2013, providing facilities management services for Fortescue Metals Group’s Christmas Creek Village of the Chichester Hub.

The Martu Idja Banyjima people are descendants of Martidja Banyjima and Aboriginal peoples of the Pilbara region of Western Australia. The Martidja Banyjima people are also referred to as the Fortescue Banyjima who live in and around their traditional country located in the eastern Pilbara region. Archaeological evidence suggests that the MIB people have lived continuously in the area known as the Shire of Ashburton in the Pilbara region of W.A. for over 35,000 years.

Morris Nyiyaparli Joint VentureThe joint venture with Nyiyaparli was formed in 2013, providing facilities management services for Fortescue Metals Group’s Karntama Village of the Chichester Hub.

Nyiyaparli people traditionally come from the country located south of the town of Marble Bar and include the area around Newman and the pastoral stations of Roy Hill, Balfour Downs and Ethel Creek. Many Nyiyaparli people migrated from their traditional lands to Port Hedland during the 1980s. Nyiyaparli will partner with Morris in the management of the FMG Karntama Village. Their corporate entity is known as Karlka Nyiyaparli and they have an office in Port Hedland.

8

Morris Palyku Joint VentureThe joint venture with Palyku was formed in 2013, providing facilities management services for Fortescue Metals Group’s Cloudbreak Village of the Chichester Hub.

The Palyku people come from the Nullagine, Jigalong area of the Pilbara region of Western Australia. They have a strong cultural and heritage background with many significant Indigenous art sites on their lands. Palyku will partner with Morris on the Fortestcue Cloudbreak Village and with Kariyarra and Morris on one of the rail camps.

Morris Kariyarra Joint VentureThe joint venture with Kariyarra was formed in 2013, providing facilities management services for Fortescue Metals Group’s rail camps and Hamilton Motel of the Chichester Hub.

The Kariyarra people have traditionally lived around the area where the town of Port Hedland is now situated. Their lands extend from Port Hedland west to the Sherlock River and south to the Yule River and are bounded by Ngarla country to the north and Nyamal country to the east. Kariyarra will partner with Morris in the management of the Fortestcue Hamilton Short Stay accommodation facility in Port Hedland and two of the rail camps in their own right plus joint venture between them and Palyku with Morris for another rail camp.

Morris Eastern Guruma Joint VentureThe joint venture with Eastern Guruma was formed in 2013, providing facilities management services for Fortescue Metals Group’s villages of the Solomon Hub.

Queensland Gas Corporation (QGC)Morris and QGC are partnering to provide Indigenous opportunities focussing on introducing cohorts to the partnership and building programs. Indigenous employment rates have been as high as 22% under this partnership.

9

KRA 1: RelationshipsAction Responsibility Timeline Measurable Target1.1 Seek advice from Aboriginal and Torres Strait Islander peoples for all stages of the RAP (future) development, implementation and evaluation process.

Indigenous Coordinator

Jan 2014 • Aboriginal and Torres Strait Islander Advisory Group meets bi-annually.

1.2 Establish a RAP Working Group to oversee the development, implementation and evaluation of the RAP.


Sept 2013 • Morris RAP Working Group will meet quarterly.

1.3 Establish relationships with local Aboriginal organisations, Morris sites, all existing relationships with staff and local communities, Aboriginal business owners or businesses who have or support Morris and / or Reconciliation Australia.

Executive General Manager WA

Nov 2013 • Develop database, mapping all communities and detail current relationships.

1.4 Research activities: review other contractors’ reconciliation plans. Be innovative and encourage others to follow.


Nov 2015 • Support one subcontractor / partner/ commercial entity to develop RAP.

1.5 Regular communication of RAP implementation progress across Morris Corporation.

Chief Executive Officer

Quarterly 2013, 2014, 2015

• CEO to give presentations in person to corporate offices, and by webinar to remote sites on a quarterly basis.

1.6 Embrace relationships with Traditional Owners (TO), Elders and leaders in the communities in which Morris Corporation works.


Nov 2013, 2014, 2015Dec 2013, 2014, 2015Monthly 2013, 2014, 2015

• Finalise Aboriginal and Torres Strait Islander events calendar outside of national events, i.e. events specific to specific communities.

• Support site staff to attend events as specified by the calendar.

• Capture stories in newsletter.

1.7 Celebrate National Reconciliation Week by providing Aboriginal and Torres Strait Islander staff and all other staff opportunities to build relationships.


May 2013, 2014, 2015

• Organise at least one internal event.

1.8 Build relationships and engage with Aboriginal and Torres Strait Islander media and services.

Human Resources Manager

Oct 2013June 2015

• Subscribe and become members of Indigenous newspapers, newsletters, magazines and groups.

• Advertise vacancies in National Indigenous Times, Noongar Radio, Living Black SBS, 109FM (WA) and other Aboriginal and Torres Strait Islander focussed media as applicable.

10

KRA 2: RespectAction Responsibility Timeline Measurable Target

2.1 Improve the understanding and cultural competencies of Morris management via introductory cultural awareness training.


Sept 2013Oct 2013

• Develop and implement a cultural awareness training strategy.

• Executives, corporate management, site managers and supervisors to complete cultural awareness training.

2.2 Provide opportunities for Morris Corporation Aboriginal and Torres Strait Islander staff to celebrate NAIDOC Week.


Jul 2013,2014, 2015

• Provide Aboriginal and Torres Strait Islander staff with opportunities to participate in NAIDOC Week events, including Bush Tucker themes.

2.3 Provide opportunities for identified staff to attend cultural learning events.


June 2015 • Identified staff to attend learning opportunities and pass on their learning to their departmental / site employees.

2.4 Aboriginal and Torres Strait Islander art to be included in Morris marketing collateral which promotes Aboriginal and Torres Strait Islander participation.

Marketing Manager

Jul 2013 • Marketing collateral includes Aboriginal and Torres Strait Islander art.

2.5 Engage employees to learn and understand the difference between Acknowledgement of Country and Welcome to Country ceremonies to ensure shared meaning behind the ceremonies.


Jan 2014 • Develop, implement and communicate a cultural protocol document for Morris Corporation employees.

• Traditional Owners (TO) invited to perform Welcome to Country and TO recognised at meetings, inductions etc.

2.6 Show commitment to Reconciliation and RAP vision on all marketing material (including recruitment advertisements).

Marketing Coordinator

Aug 2013 • Commitment to Reconciliation• Statement and RAP Vision included in

marketing and recruitment collateral. This includes Morris website, Morris Capability Statement, Morris Company Profile.

11

KRA 3: Opportunities

12

Action Responsibility Timeline Measurable Target3.1 Review and redevelop Indigenous Employment Framework (IEF), detailing recruitment, induction, orientation, mentoring strategies, and partnering with Aboriginal and Torres Strait Islander recruitment, employment and training services.

Executive General Manager, Human Resources

Jan 2014 • Demonstrated sustainable employment strategies, employment rates, retention rates per agreed site targets.

• Implement cultural leave policy catering for cultural and ceremonial leave.

3.2 Set targets for Aboriginal and Torres Strait Islander employment across all sites in both skilled and unskilled roles.


Sept 2013 • Aboriginal and Torres Strait Islander employment skilled and non-skilled combined - target for separation to be set.

3.3 Set targets for Aboriginal and Torres Strait Islander retention rates.


Nov 2013 • Retention rate of 15% to be implemented into policy across Morris Corporation

3.4 Develop ongoing opportunities for Aboriginal and Torres Strait Islander apprenticeships and / or traineeships, including management opportunities, linking with Aboriginal and Torres Strait Islander traineeship and apprenticeship programs.

National L&D Manager

Nov 2015 • Implementation of the Learning and Development Indigenous Framework

3.5 Build the capacity of Aboriginal and Torres Strait Islander communities to participate in economic activities.


Quarterly 2013, 2014, 2015

• Engage with seven (7) Joint Ventures and offer employment opportunities to the Indigenous community of the JV regions.

3.6 Career development for current Aboriginal and Torres Strait Islander employees.

National L&D Manager

Nov 2013, 2014, 2015Dec 2013, 2014, 2015Monthly 2013, 2014, 2015

• Apprenticeships and traineeships are offered as part of up-skilling of Aboriginal and Torres Strait Islander employees in their chosen area or trade.

• Continue to implement the established Mentor program with National Indigenous Coordinator reporting to Executive General Manager, Human Resources.

• Implementation of the Learning and Development Indigenous Employment Framework.

Action Responsibility Timeline Measurable Target3.7 Procurement to utilise the Aboriginal Business Register (51% + owned and operated) and cross reference for any opportunities for these businesses.

Executive General Manager, Technical Services

May 2013, 2014, 2015

• Procurement to access business register quarterly as a minimum and engage suppliers in conjunction with tender dates and as new opportunities arise.

3.8 ActiV8 – roll out version of ActiV8 to relevant communities.

Executive General Manager, Technical Services

Oct 2013June 2015

• Elect ambassador.• One community has all ActiV8 tools in

colleges, schools, supermarkets, cafes, community stores, health clubs and other relevant venues.

3.9 Establish a mentoring program for trainees. National L&D Manager

Oct 2013 • Program established and accessible.• Mentors available for all Aboriginal and Torres

Strait Islander employees.

3.10 Employ full time Indigenous Aboriginal and Torres Strait Islander mentor, investigating funding through National Workforce Development Fund.


June 2015 • Employ a mentor

ReportingMorris Corporation Reporting on measurements and other qualitative data will be conducted on a monthly basis by the relevant departments and tabled to the executive and board. Corrective actions, monitoring and reviews will also be part of further reports, after the initial report is tabled. Quarterly reports will be produced by the Indigenous Coordinator for the working group for their feedback. Quarterly progress reports will be delivered by the CEO to the entire business and communicated to relevant stakeholders. The RAP Annual Progress Report containing qualitative and quantitative data on impact measurement, commitment, progress and other details will be submitted to Reconciliation Australia on an annual basis.

Action Responsibility Timeline Measurable Target

4.1 Report achievements, challenges and learnings to Reconciliation Australia for inclusion in the Annual Impact Measurement Report.


Sept 2013(Annually)

• Complete and submit the Impact Measurement Questionnaire to Reconciliation Australia annually.

4.2 Morris Corporation RAP refresh. Executive General Manager, Human Resources

Jul,2014, 2015

• RAP refresh complete.

13

Events Calendar

07JUL

NAIDOC WEEKMark Olive (Celebrity Indigenous Chef) to prepare a menu for the occasion for all sites to follow.Mark Olive to attend a site to add to the theme night.Morris to have an exhibition stall at recruitment events during NAIDOC Week.

19AUG

MILIMIKA FESTIVALSponsorship of Festival including funds towards bands, catering supplies and labour.

21SEP

FUSION FESTIVALSponsorship of Festival including funds towards bands, catering supplies and labour.

14

26MAY NATIONAL SORRY DAY

CEO to send a memo to entire organisation detailing the background of National Sorry Day and the activity planned for the day.National Sorry Day posters to be displayed in corporate offices and at site.One (1) minute silence at our sites and corporate offices. Indigenous host to conduct event and morning tea.

27MAY NATIONAL RECONCILIATION WEEK

Noongar Elder Kathleen Farrel (part of the stolen generation) to share a short video about her life with the Perth corporate office. Brisbane office to join via video conference.

04JUN

MABO DAYNational Indigenous Coordinator to send memo to entire organisation to acknowledge Mabo Day.

15

Real Communities Real Outcomes DeomonstratedSince incorporation, Morris has worked to ensure genuine commitments are made to support Indigenous community groups wherever our business activities occur. Our commitments are formally supported by the Morris Indigenous Peoples Policy, Indigenous Heritage Protection Policy, Reconciliation Action Plan (RAP), Indigenous Participation Strategy, Training and Development Indigenous Framework and the Indigenous Employment Strategy.

All Morris activities which support Indigenous capacity involve consultation and planning to ensure that measurable long-term results can be achieved. Overall, the business aims are to support regional solutions and local capability, forming connections, partnerships and mentoring all participants as they address the unique challenges of the Australian remote sector.

The Morris Indigenous Coordinator manages commitments to Aboriginal and Torres Strait Islander peoples and communities and works alongside the Executive Managers, Human Resources and Community Groups to ensure that our key aims are being met and exceeded across all areas.

In line with key governmental and business aims, Morris key strategic priorities target five (5) key areas:

1. Corporate Commitment2. Education3. Employment 4. Indigenous Business Development5. Cultural Awareness and Community Capacity Building

16

1. Corporate CommitmentPolicies • Indigenous Peoples Policy

• Indigenous Heritage Protection Policy

Formal Commitments • Australian Employment Covenant - Morris is a signatory to the Australian Employment Covenant (AEC), signed by Morris CEO, Ms Fiona Berkin in 2011

• Morris Reconciliation Action Plan (RAP) and the RAP Annual Progress Report• Morris Indigenous Participation Strategy • MIB JV• Learning & Development Indigenous Framework• Indigenous Employment Framework (IEF)

Financial Commitments • Create positions for Indigenous employees (7% of overall workforce, reviewed and updated annually, by site)

• MIB JV• Formation of Indigenous joint ventures in remote areas across WA, QLD and NT• Commitment to contract Indigenous subcontractors where available

Legislative • Native Title Act – 1993• Mabo Decision – 1993• Native Title Act Enacted - 1 January 1994

Mentoring, Reporting & Measuring Continuous Improvement

Report Methodology Focus is on measuring our Indigenous participation rates by retention, rather than employee numbers / percentages.Report Contents Reports are released each quarter and outline:• The number of Indigenous employees across our sites• Percentage of Indigenous employees as part of our entire workforce involved in specific projects,

state specific and national• Total wages paid to those employees• Number of Indigenous enterprises involved in specific projects• The total company spend with Indigenous contractors

Corporate Support Indigenous Coordinator - this role is instrumental in establishing relationships with all the Indigenous communities / groups in those areas in which we do business. Our Indigenous Coordinator is also focussed on the pre-employment readiness, recruitment, training, on site development and mentoring of all our Indigenous employees.

17

2. EducationWork Ready Training • Morris Corporation Martu Idja Banyjima Joint Venture (Morris MIB JV)

• Pre-employment / Work Readiness program• Monitoring ongoing training program• Vocational Training and Employment Centre (VTEC) - training opportunities with the VTEC program

in Port Hedland and Roebourne communities

On The Job Training / Guaranteed positions

• Placements for Hospitality / Asset Maintenance programs in addition to the current Work Readiness program and guaranteed positions to participants at the successful completion of the program

Cultural Awareness Training • Integrated approach through the Morris MIB JV. All Morris staff (corporate and site based) involved with the joint venture undergo cross cultural training. Links into client Cultural Awareness Training for all site based Morris employees

Promotion of cultural awareness • Multi-channel Approach• Promotion of activities via the Morris Times newsletter, partnerships on social networking sites

(such as Facebook)• Supporting the promotion of activities taking place in regional communities• Demonstration of commitment to reconciliation and the Morris RAP Vision on Morris website• Promotion of and recognition of culturally significant dates, such as NAIDOC Week and Harmoni-

sation Day across the business

18

3. EmploymentSetting Employment Targets National Targets and Site Specific Targets - the Indigenous employment targets for each site or remote

community are established, measured and reported upon monthly, to ensure that targets are being met and exceeded

Recruitment Utilisation of the following agencies assist the company to source suitable applicants for employment in the resource and mining industry:• Max Employment• Aboriginal Workforce Development Centre (AWDC)• Job Access• AEC (QLD)• Access Working Careers• FMG VTECRegular employment expos specifically targeted to Indigenous employment. Underpinning the above will be local community engagement and participation in relevant Job Fairs etc as per regular recruitment activities and advertising with Indigenous Jobs Australia and Regional TAFE Colleges

Retention • Cross Cultural training provided to employees to understand and learn of cultural diversity• Dedicated Indigenous mentoring program

Career Development Indigenous Mentoring Program - Morris offers full support to Indigenous employees if / when they are offered more senior or professional roles, even if they are outside of Morris. Our trainers ensure that employees are encouraged to grow and develop on a personal level wherever possible.

Learning and Development - Morris currently offers the following training and development opportuni-ties through our partners, William Angliss Institute and Carey Training:• Certificate II Hospitality • Certificate III Hospitality• Certificate III Commercial Cookery• Certificate IV Bus Admin• Certificate IV Frontline Management• Diploma Management• Certificate IV in OHSAdditional opportunities are also offered upon individual needs analysis which are undertaken by Morris HR staff in conjunction with our Indigenous Coordinator

19

5. Community Capacity BuildingTaste It,Live It, Do It

Healthy Eating and Lifestyle Program - Tiwi Islands. NTSponsorship and support to the Tiwi Land Council and Tiwi College in obtaining Federal Government funding. This funding has facilitated a Healthy Eating and Lifestyle Program for the children of the Tiwi Islands. Morris provides training and support to this two year program through provision of chefs and dietary advice. The Taste it, Live it, Do it campaign involves a host of activities designed to engage the community and promote healthy eating and activity in a way that blends innovation and tradition.

The main objectives of the campaign includes:• Training and evaluation of core competencies pertaining to safe and nutritious delivery of food service• Developing knowledge and skills to hunt and collect traditional bush tucker• Key information delivery that allows students to self-assess nutritional and cost effectiveness of meals• Providing and developing skills required for personal and interpersonal health screening• Education and provision of preventative solutions

“the average mortality rate for a Tiwi male is 45 years old. Tiwi Islands has one of the highest rates of renal failure and kidney disease in the world” (source: www.sportshealthcheck.com.au/targets.htm)

Anecdotal evidence from Tiwi elders, along with medical professionals’ opinions, strongly suggests that a return to bush tucker diets can counteract the onset of type two diabetes. 20

4. Business DevelopmentMartu Idja Banyjima People (MIB)

Joint Venture Morris MIB Joint Venture in our Pilbara operations

Puutu Kunti Kurrama and Pinikura (PKKP)

Teaming AgreementFostering a teaming agreement with PKKP

Nyiyaparli People Joint Venture Agreement

Palyku People Joint Venture Agreement

Eastern Guruma Commercial Laundry ProjectIn the advanced stages of establishing this venture in Tom Price. This represents a genuine commercial partnership be-tween Morris and Eastern Guruma. Morris to provide the equipment, plus the management expertise and training. Eastern Guruma to provide the land and staff (creating approximately twenty jobs)

Tiwi College and Tiwi Land Council

Teaming Agreement Agreement will enable Morris to develop commercial ventures in the region resulting in employment and business opportu-nities for the Tiwi Islanders including: • The Tiwi Forestry project• Port Melville• Wurrumiyanga Motel• Matilda Mines (Kilimiraka)• Wurrumiyanga Bakery

Tiwi Ashes Event Tiwi College Event, Tiwi Islands, NT. Morris supported the Tiwi Ashes event that raised $250,000 for the Tiwi College. Support included the provision of food as well as flying in three chefs and five staff to help the Tiwi community cater for the two day event.

Eastern Guruma People Women’s Netball SponsorshipAnnual sponsorship of the North West Netball Championships in Broome

Val Eggmolesse Indigenous Artist Val Eggmolesse, an Indigenous artist. Morris has supported by purchasing art for corporate offices fit out and a design to use on wet mess staff uniforms. Val also has a commercial idea / design for a brand of toilet paper to be used on mine sites and remote communities which Morris is assisting her in developing for production. The product will be supported by way of humorous cartoon posters that Val has designed and will generate significant revenue. Morris will not receive any financial benefit from this support.

Margaret River Drug Awareness Pro

Yamatji and WardandiMorris sponsored 20 children from Yamatji and Wardandi countries to attend last year’s Margaret River Drug Awareness Pro Surfing event. The children watched the event and also enjoyed two hours of surfing coaching and a guided tour with the chance to meet many of the pro surfers. This was a once in a lifetime experience for these young avid surf fans

NAIDOC Week 2012 Aboriginal and Torres Strait Islander foodMorris provided Aboriginal and Torres Strait Islander food including kangaroo, crocodile and emu for the events across Morris’ Pilbara sites. Our chefs prepared the cuisine for the barbecue and an Indigenous band entertained village resi-dents on progressive evenings.

Milimika Festival Sponsorship and volunteersThis event is an annual event celebrating the culture and traditions of the Tiwi Islands. Morris provided sponsorship for this event. The sponsorship included catering, which was provided by Morris employees and students from Tiwi College. Morris also provided funding for bands that performed at the three day event. Morris also supplied uniforms for the 120 event volunteers to wear during the festival.

Fusion Festival ParticipationThe Fusion Festival is a local event held annually in Newman which celebrates multiculturalism by way of food and music. All of the proceeds from the day go to support local schools. Together with Celebrity Chef, Mark Olive, Morris Chefs (Kurt, Craig & Andrew) taught 50 children how to make damper. Mark then showcased approximately 30 bush herbs and spices, explaining where they all come from. He then passed them around for tasting. The final event in the cooking pavilion was a cooking competition where each of the Morris Chefs teamed up with locals to create a three course meal, incorporating the spices into various cuisines.“It was quite a tiring day but all of us thought it was definitely well worth the experience. Seeing the kids be inspired and have a great time was a highlight for me!” Andrew Paton (Morris Chef).

Taste It, Live It, Do It Technology supportAwarded Tiwi College Students with a mini iPad for completing their Certificate III in Hospitality.

21

Appendix I - Rap Working GroupQuarterly meetings are convened to discuss and continue to map out strategies for future initiatives to support training, employment, cross cultural awareness and business development opportunities.

Working Group Members:• Morris Martu Idja Banyjima Joint Venture Director Carmen Murdock• Morris EGM-HR Debra Briscoe• Morris Business Development Manager (BDM-WA) Ken Rule• Morris Indigenous Retention Manager - Harry Hodge• Morris National Learning & Development Manager (NLDM) Sandra Weston

22

Head OfficeBuilding 6, 2728 Logan Road

Eight Mile Plains, QLD 4113PO Box 254 Springwood, QLD 4127

T (07) 3041 4300F (07) 3208 7300

Perth OfficeLevel 1, 3 Ord StreetWest Perth WA 6005PO Box 522, West Perth, 6872

T (08) 6389 2555 F (08) 6389 2522

WWW.MORRISCORP.COM.AU

Documents

Reconciliation Action Plan 2014