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GLAD GROUP | RECONCILIATION ACTION PLAN
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DJINAMA DJINAMA GLAD GROUP
INNOVATE RECONCILIATION ACTION PLAN
< June 2019 – June 2021 > Investing in Aboriginal communities
Aligning our family values with Aboriginal communities to make a difference Working together with trust and respect
GLAD GROUP | RECONCILIATION ACTION PLAN
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*Permission has been granted by Ray Ingrey, Chairperson, Dharawal Language and Culture, for the use of Dharawal language through our RAP. The Glad Group is committed to procuring goods and services from Aboriginal Supply Nation registered/certified businesses nationally. A number of Aboriginal organisations have been involved in the production of this RAP. The Front Cover image is of the Muggera Dance Group who are also featured throughout the RAP.
GLAD GROUP | RECONCILIATION ACTION PLAN
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Glad Group acknowledges the Traditional Peoples of this land and pays respect to their Elders,
ancestors, cultures and history.
We pay tribute to Aboriginal and Torres Strait Islander peoples’ resilience and acknowledge their continuing connection to the land, waters and sky.
We value their culture and respect them
as the First People of this country.
GLAD GROUP | RECONCILIATION ACTION PLAN
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A message from our Managing Director, Nick Iloski I am pleased to make a formal commitment to work with Aboriginal and Torres Strait Islander peoples in recognition and respect of their place as the First Peoples of this country. My wife Lucy and I have built a successful business here in Australia over the last 30 years and I know the same opportunities to live a life of freedom, equality and respect has not always been given to our Aboriginal and Torres Strait Islander brothers and sisters. When I arrived in this country many years ago I felt like an outsider as I wasn’t born here and my English was poor. One of the first groups of people that welcomed me warmly into the Sydney community was a number of hard working Aboriginal and Torres Strait Islander men that I met in Redfern. I always remember the kindness they showed me without any question. It’s important to me that we work with Aboriginal and Torres Strait Islander peoples to provide opportunities and learn more about their culture and beliefs. Our company is built on values of respect, trust, integrity and family. I want to share these with our Aboriginal and Torres Strait Islander brothers and sisters, just like they shared with me. I present to you Glad Group’s first Reconciliation Action Plan and I invite you to join our journey. Nick Iloski
GLAD GROUP | RECONCILIATION ACTION PLAN
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INNOVATE RECONCILIATION ACTION PLAN Our vision for Reconciliation
Our vision for Reconciliation is to acknowledge and respect Aboriginal and Torres Strait Islander peoples, their history, culture and contributions; bringing us together as a community where Reconciliation is taking place every day. Our business
The Glad Group vision is to be Australia’s globally inspired leading provider of Integrated Property Services. Our mission is to engage and empower our people at all levels of the organisation to deliver sustainable service that will exceed all our stakeholders’ expectations. We offer a national platform of services, including cleaning, security, maintenance, concierge and environmental service solutions as well as a well-established integrated services model, which is a combination of any of our service offerings. We also offer clients additional support through our National Communications Centre (NCC), a centralised command, control and help desk facility operating 24/7. Since our inception in 1989, we have continually invested in advanced IT platforms, sustainable initiatives and developing a very experienced work force. Today, the Glad Group has more than 2,500 people in its employment family, providing cleaning, security, maintenance, concierge, environmental and integrated services to over 400 properties all around Australia. Glad’s national network extends across five corporate offices including Sydney, Brisbane, Melbourne, Adelaide and Perth. In 2018, we started our Aboriginal employment journey in Penrith, NSW, by employing a small team of Aboriginal and Torres Strait Islander peoples on a new cleaning contract. At Glad Group, we are committed to cultivating an engaged, satisfied and productive workforce, including an Aboriginal and Torres Strait Islander workforce. We are committed to creating a supportive environment for our people which includes being culturally competent in how this support is offered. Our values
Glad prides itself on acting with trust and integrity – with our clients, with our people and within the communities we serve. A core value of our business is that our business transactions and conduct will always be professional, upfront, honest and transparent. Our company values align well in building respectful and sustainable relationships with Aboriginal and Torres Strait Islander peoples, communities and businesses.
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Our RAP
From Glad Group’s early days up to this very moment, we’ve built a strong community. We couldn’t do all of this without the Glad family and the people that keep us going, so we think it is only right we give back to our wider community. Glad Group has proudly supported many charities and community initiatives as part of our corporate social responsibility, and now want to extend this work further to include specific strategies to work with and support Aboriginal and Torres Strait Islander peoples and communities, and to learn more about the oldest continuing culture and people in the world. Glad Group has a team of committed and passionate leaders involved in our Reconciliation journey to date. All of which have participated in Aboriginal Cultural Respect Training and participated in our workshop and conversations to develop our RAP:
Nick Iloski, Managing Director and CEO Steven Paul, Chief Operating and Financial Officer Tony Sinicropi, General Manager, Business Development Linden Davidson, General Manager, Integrated Services Ivana Iloski, General Manager – People and Culture Chanel Avias, National Marketing and Communications Manager Taylor Fasulas, Marketing Coordinator Lee Bayram, Employee Relations Manager Giovanni Villella, HR Manager Chris Gorgioski, State Manager NSW Tracy Kalphas, State Manager WA Stanojka Basic, State Manager QLD Leeca Irwin, Administration Officer QLD
An Aboriginal representative from Supply Nation registered company, the Aboriginal Employment Strategy (AES), will participate on our Reconciliation Working Group (RWG) as our external advisor. As we employ more Aboriginal and Torres Strait Islander peoples, we will extend an invitation to our Aboriginal and Torres Strait Islander staff for a representative to participate on the RWG.
GLAD GROUP | RECONCILIATION ACTION PLAN
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NGALAYINMA – RELATIONSHIPS *Ngalayinma is a Dharawal word that means to share. At Glad Group, we understand the importance of building positive relationships with Aboriginal and Torres Strait Islander peoples. We value the knowledge they share with us about their culture, history and communities, and appreciate their generosity of spirit in sharing with this us. Building respectful relationships based on trust and integrity with Aboriginal and Torres Strait Islander people is core to our Values and will be instrumental in creating opportunities and partnerships that are sustainable, mutually beneficial and deliver positive, tangible outcomes for Aboriginal and Torres Strait Islander people. Our relationships will also honour self-determination, respect protocols and cultural practices and contribute to community development and empowerment. Focus Area: Our Values
Action Deliverables Timeline Responsibility
1. RAP Working Group (RWG) actively monitors RAP development and implementation of actions, tracking progress and reporting
RWG oversees the development, endorsement and launch of the RAP.
Establish Terms of Reference for the RWG.
Ensure RWG includes an Aboriginal and Torres Strait Islander staff representative.
Meet at least twice per year to monitor and report on RAP implementation.
Continue to work with an Aboriginal representative to provide cultural advice and guidance.
Ongoing
June 2019
January 2020
June 2019 & November 19
Ongoing
GM – People and Culture
2. Celebrate and participate in National Reconciliation Week (NRW – 27 May to 3 June 2019) by providing
Organise at least one internal event for NRW each year.
Extend an invitation to Aboriginal and Torres Strait Islander peoples to share their Reconciliation experiences or stories.
June 2019
July 2019
National Marketing & Communications Manager
GLAD GROUP | RECONCILIATION ACTION PLAN
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Action Deliverables Timeline Responsibility
opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians
Register all NRW events via Reconciliation Australia’s NRW website.
Support an external NRW event and ensure our RAP Working Group participates in an external event to recognise and celebrate NRW.
Encourage staff to participate in external events to recognise and celebrate NRW.
Download Reconciliation Australia’s NRW resources and circulate to staff.
June 2019
June 2019
From June 2019, ongoing
April 2019
3. Develop and maintain 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.
Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement.
Develop partnerships, pro bono support or secondment and community capacity opportunities.
October 2019
December 2020
January 2020
GM – People and Culture
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.
Promote Reconciliation through ongoing active engagement with all stakeholders.
November 2019
Ongoing
National Marketing & Communications Manager
5. Form a partnership with an organisation that supports young Aboriginal and Torres Strait Islander young people
Provide an opportunity for work experience, school holiday casual employment and/or access to industry/role-specific mentors
Partner with the Australian Indigenous Education Foundation (AIEF): http://www.aief.com.au/
November 2019 GM – People
and Culture
6. Explore opportunities to partner with an Aboriginal
Support the development and growth of a new or existing Aboriginal and Torres Strait Islander housing maintenance and
January 2020 National Electrical and
GLAD GROUP | RECONCILIATION ACTION PLAN
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Action Deliverables Timeline Responsibility
and Torres Strait Islander housing provider in Sydney
cleaning crew to increase their capability to secure work as an independent sub-contractor.
Maintenance Manager
7. Partner with an Aboriginal and Torres Strait Islander organisation in Sydney to offer an opportunity for skills transfer in a targeted area to support the organisation’s further development
Offer an opportunity for skills transfer in a targeted area to support the organisation’s further development
Partner with NASCA offer an opportunity for skills transfer in a targeted area to support the organisation’s further development
November 2019
GM – People and Culture
On Our Reconciliation Journey
In August 2018, the Glad Group’s key leaders held a workshop to develop its first Reconciliation Action Plan (RAP) led by Aboriginal Employment Strategy (AES) CEO, Kristy Masella and Tarnisha Webb. The group challenged themselves to stretch their current investments in Aboriginal communities, by developing an INNOVATE RAP. The workshop delivered a comprehensive commitment to Reconciliation through tangible actions, but also personal commitments by the Glad Group’s staff. When asked about why Reconciliation was an important investment by the Glad Group, one of our key leaders, Linden Davidson, articulated this in a few words with such high impact:
“I am proud to be a member of the Glad family, knowing that our commitment to the communities in which we are engaged fosters diversity and the acceptance of many cultures. It is my hope that as we embark on our own pathway to Reconciliation that we can achieve more in our engagement of Indigenous Australians, offering more opportunities and support to Aboriginal and Torres Strait Islander communities”
Linden Davidson, General Manager, Integrated Services
GLAD GROUP | RECONCILIATION ACTION PLAN
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DJINAMA – RESPECT *Djinama is a Dharawal word meaning to build. At Glad Group we understand that respect is the fundamental building block in a positive relationship. We also make a strong commitment to continue to build opportunities through our RAP for Aboriginal and Torres Strait Islander people to participate in our work, and continue to build stronger relationships with local Aboriginal communities in which we operate. Respect for Aboriginal and Torres Strait Islander peoples, cultures and histories are important to us as an Australian family business that values and respects diversity and inclusivity of all peoples and cultures. We respect the unique position of Aboriginal and Torres Strait Islander peoples as the First Peoples of this country and their inherent rights. We are eager to learn more about the continuous culture, customs, practices and connections to land and water and to celebrate their 65,000 year old story and beyond. Focus Area: Learning and Development
Action Deliverables Timeline Responsibility
8. Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements
Develop and implement an Aboriginal and Torres Strait Islander cultural awareness training strategy for our staff in partnership with an Aboriginal consultant/Elders which defines cultural learning needs of employees in all areas of our business and considers various ways cultural learning can be provided (online, face to face workshops or cultural/community immersion).
Provide opportunities for RWG members, RAP champions, HR managers and other key leadership staff to further develop their Aboriginal cultural competency by participating in cultural and community immersion opportunities.
December 2019
Biannually – October 2019 & April 2020
GM – People and Culture
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Action Deliverables Timeline Responsibility
9. Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning
Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Country.
Develop a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships.
Invite a Traditional Owner to provide a Welcome to Country at significant events, including our annual internal Reconciliation Week event
Include an Acknowledgement of Country at the commencement of all important internal and external meetings.
Encourage staff to include an Acknowledgement of Country at the commencement of all meetings
Organise and display an Acknowledgment of Country plaque on our head office building.
December 2019 June 2019
June 2019
Ongoing
Ongoing
June 2019
GM – People and Culture
Marketing Coordinator
10. Provide opportunities for Aboriginal and Torres Strait Islander staff to engage with their culture and communities by celebrating NAIDOC Week
Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week.
Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate with their cultures and communities during NAIDOC Week.
July 2019
First week in July 2019
GM – People and Culture
11. Include other unique actions related to your core business and vision for reconciliation.
Recognise Aboriginal and Torres Strait Islander dates of significance in our newsletter throughout the year
Quarterly – June, Sep & Dec 2019
Marketing Manager
GLAD GROUP | RECONCILIATION ACTION PLAN
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Case study
The beginning The Glad Group started its Reconciliation journey in May 2018 on Bidjigal land, La Perouse. Our team was warmly welcomed by local Aboriginal Elder, Aunty Maxine Ryan. On this day, the Glad Group senior executive team participated in its first Aboriginal Cultural Respect Training at Yarra Bay House, La Perouse Local Aboriginal Land Council headquarters delivered by the Aboriginal Employment Strategy’s Kristy Masella and Rohan Tobler.
The group learned about the local Aboriginal and Torres Strait Islander people, the diversity of peoples, cultures and lived experiences nationally, respectful relationships, and the causes and impact of trauma and disadvantage still experienced by Aboriginal and Torres Strait Islander people today.
Local Aboriginal community leader, Carrine Liddell, shared the local history of La Perouse and the issues impacting on the community today, in particular on young Aboriginal and Torres Strait Islander people. Muggera Dancers, which included local La Perouse man and Yidaki player/dancer, Brock, performed traditional dances and music and invited Glad Group team to participate. Site Manager, Larry Sifner, reflected on the day:
“I certainly learnt a lot and took a lot of the day back home to share with my family. They were very interested and asked a lot of questions, and guest what, I had some answers” Larry Sifner, Site Manager
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BINDIMA – OPPORTUNITIES *Bindima is a Dharawal word meaning ‘giving’. A key element of our RAP is identifying tangible ways Glad Group can give opportunities to Aboriginal and Torres Strait Islander peoples. We also acknowledge that Aboriginal and Torres Strait Islander peoples generously give us access to their stories, knowledge and experiences to help us deliver better services. Glad Group is committed to developing a workforce that is representative of the communities it serves. Aboriginal and Torres Strait Islander peoples and organisations are part of these communities. We want to be an employer of choice for Aboriginal and Torres Strait Islander people and provide career pathways that will enable our company to provide the highest level of customer service to all those we serve. Focus area: Diversity
Action Deliverables Timeline Responsibility
12. Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within our workplace
Collect information on our current Aboriginal and Torres Strait Islander staff to inform future employment opportunities.
Develop and implement an Aboriginal and Torres Strait Islander Employment and Retention strategy including employment pathways (e.g. traineeships or internships).
Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, including professional development.
Advertise all vacancies in Aboriginal and Torres Strait Islander media or via Aboriginal communication networks
Review HR and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace.
Sep 2019
July 2020
Sep 2019
Ongoing
June 2019
GM – People and Culture
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Action Deliverables Timeline Responsibility
Include Aboriginal and/or Torres Strait Islander representation on recruitment and selection panels for Aboriginal targeted roles
Include in all job advertisements, ‘Glad Group values diversity and encourages interest from Aboriginal and Torres Strait Islander Peoples and people with diverse cultural and linguistic backgrounds.’
Engage an external Aboriginal and Torres Strait Islander consultant to advise on recruitment, employment and retention strategies, including professional development.
Sep 2019
Ongoing
Ongoing
13. Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation
Review and update procurement policies and procedures to ensure there are no barriers for procuring goods and services from Aboriginal and Torres Strait Islander businesses.
Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services.
Identify opportunities to develop commercial relationships with multiple Aboriginal and/or Torres Strait Islander owned business.
Investigate Supply Nation membership.
Sep 2019
January 2020
Ongoing
Completed
GM – People and Culture & Finance/ Purchasing Manager
GLAD GROUP | RECONCILIATION ACTION PLAN
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Case study
Reconciliation in action The Glad Group values its relationships with like-minded organisations that are also on a Reconciliation journey. Through these relationships, we have recruited Aboriginal and Torres Strait Islander peoples for a new cleaning contract at Westfield Penrith.
Aboriginal partnership
“The Aboriginal Employment Strategy (AES) is proud of our partnership with Glad Group in supporting their Reconciliation journey and their commitment to Aboriginal and Torres Strait Islander peoples’ employment and career pathways. There are strong Reconciliation champions within Glad Group and already they are making solid progress in achieving tangible outcomes.” Kristy Masella, CEO, Aboriginal Employment Strategy
GLAD GROUP | RECONCILIATION ACTION PLAN
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WADGA – GOVERNANCE, TRACKING PROGRESS AND REPORTING *Wadga is a Dharawal word that means to ‘make’. At Glad Group, we know that good governance and accountability in a RAP ‘make’ things happen. Glad Group is an industry leader and sets standards that are global best-practice, customer inspired and contemporary. Delivering on what we say we are going to do is important including achieving and exceeding KPIs. This professionalism, transparency and ability to deliver extend also to our RAP work. Focus area: Innovation
Action Deliverables Timeline Responsibility
14. Report RAP achievements, challenges and learnings to Reconciliation Australia
Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually.
Investigate participating in the RAP Barometer.
Dec 2019
Biennially GM – People and Culture
15. Report RAP achievements, challenges and learnings internally and externally
Publically report our RAP achievements, challenges and learnings. Annually – July 2020, July 2021
GM – People and Culture & Marketing Manager
16. Review, refresh and update RAP
Develop a new RAP based on learnings, challenges and achievements with support from Aboriginal consultant and feedback from Reconciliation Australia.
Send draft RAP to Reconciliation Australia for review and feedback.
Submit draft RAP to Reconciliation Australia for formal endorsement.
Six months prior to RAP expiry date
GM – People and Culture
GLAD GROUP | RECONCILIATION ACTION PLAN
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OBJECTIVES / STATISTICS TODAY
TOMORROW
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CONTACTS To find out more about our Reconciliation journey, contact: Tony Sinicropi, General Manager - Business Development 02 9335 9471 | 0403 047 608 [email protected] Chanel Avias, National Marketing and Communications Manager 02 9335 9469 | 0422 176 285 [email protected]
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