We value diversity across Woolworths. Our customers should see in Woolworths' people a reflection of themselves and their communities. In this strategy we embrace targets that support diversity and, hand in hand with this aim, tolerance and respect.
To encourage greater numbers of women in Woolworths’ management, by 2020 our goal is ‘At least 40 per cent of executive and senior manager positions to be held by women.’ Woolworths continues to have strong representation of women across our business, both in support and operational roles, with over 50 per cent of our workforce being women. As a business, we are committed to improving representation of women in management roles by building a pipeline of strong female talent across all areas of our organisation. Initiatives to drive this include setting women in management targets, partnering with Macquarie Graduate School of Management (MGSM) to sponsor Masters degrees for selected high potential women, and senior executives signing up to the Gender Parity Pledge as part of International Women’s Day.
An essential aspect of any campaign to achieve equality for women is ensuring equal pay for equal work. In workplaces where pay is both fair and transparent, employee loyalty and retention are greater. Our 2020 goal is ‘No salary wage gap between male and female employees of equivalent positions on a per hour rate at all levels of the company, with a step change improvement in closing any gaps by the end of FY17.’ Woolworths is undertaking extensive work and analysis to understand any salary wage gaps. We have developed a diversity and inclusion strategy and remuneration principles to drive improvement in this area.
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.
Having a workforce that understands our customers is critical to providing the best shopping experience. To achieve this, Woolworths is focused on ensuring our team members, and especially our store teams, are reflective of the communities we are serving. Our 2020 goal is to ‘Continue the focus on driving cultural diversity, with a commitment that by 2020 the Woolworths Group team will truly reflect the communities we serve’.
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.
Woolworths 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’.
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’.
Our vision is to become one of the safest places to work and shop and 'We are committed to maintaining a workplace that safeguards the health and wellbeing of our people, customers and visitors'. Our aspiration is ‘Destination ZERO’, a place where every day people go home free from injuries or illness. We see a safe, inclusive workplace as one that focuses on the health and wellbeing of our people, as well as their physical safety.
For example, Woolworths recognises that a culture marked by bullying and discrimination will undermine the success of all other diversity and inclusion initiatives, and we expect all team members to foster a working environment free from discrimination and harassment.
We use our annual team surveys as a way to measure the impact of our 'Destination ZERO' policies, and we strive for continuous improvement on our already-high scores.
Woolworths 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'.
The Index includes a national survey designed to gauge the overall impact of inclusion initiatives on organisational culture. The Index drives best practice and sets a comparative benchmark for all employers.