Diversity and inclusion

Diversity and inclusion is an important focus for our business and is at the heart of one of our company values – ‘we embrace difference’. We want our people to bring their whole selves to work so that they can be their best and we do this by fostering a culture that expects and celebrates difference.

Our focus on diversity and inclusion allows Vicinity to harness individual differences in thought, experience and background to better serve our diverse communities.  

In FY17, we conducted our first Diversity and Inclusion Survey, and asked our people what matters most to them with regards to diversity and inclusion.

Combining this feedback with external research, we reviewed and further refined our focus on diversity and inclusion to gender, age and mental health. Disability and ethnicity were also identified as important considerations for our program.

Inclusive leadership

Our focus this year has been on building an inclusive leadership team by providing them with training and skills to better respond to the diverse needs of their team members.

All senior leaders have now completed unconscious bias training, which builds awareness and understanding of how personal biases help or hinder an inclusive workplace. Senior leaders have also completed mental health training to better equip them to respond to mental health and wellbeing issues personally and within their teams.

A diverse workplace

During the year, we also progressed our targets to improve gender diversity within our business through various initiatives such as encouraging more people to use formal and informal flexible working arrangements, through our recruitment practices and our staying in touch program for people on parental leave.

We report our progress in gender equality to the Workplace Gender Equality Agency (WGEA) every year, and our latest reports can be found through the WGEA website

Diversity at Vicinity in FY171

Category

 

Male

 

Female

End of FY18 target2

Age 

Under 30

Age

30-50

Age 

Over 50

Board

70%

30%

33%

-

-

100%

Executive Committee

67%

33%

33%

-

67%

33%

Senior Leaders

66%

34%

40%

-

86%

14%

Senior Managers

62%

38%

38%

1%

85%

14%

Our People

33%

67%

Maintain at or above 50%

16%

62%

21%

  1. See FY17 Performance Pack for further details and historical data.
  2. Gender targets were set in FY16, and will be updated in after FY18.

Promoting equal pay

Through Vicinity’s diversity and inclusion strategy and action plan we are aiming to close the gap in pay rates between genders.

During the year, we completed a full pay equity review, which looked at gender pay gaps by employment category and in individual roles, to ensure no gender bias in fixed remuneration increases and performance reward payments was evident.

We discovered that the pay gap between male and female employees at an aggregate level is a result of the proportion of females employed within each employment category, and detailed analysis showed that no significant gap exists between like-for-like roles. In some roles, there is a reverse pay gap evident.

Through our diversity and inclusion strategy, Vicinity has established targets to increase female representation in leadership categories, which will help further reduce the pay gap observed at a Group level.

See our FY17 Performance Pack for ratio of basic salary and remuneration of women to men.

Case study: #sheimagines

Vicinity held five #sheimagines events during 2017, featuring both Vicinity employees and inspirational women externally.

The first event featured our three female executives Simone Carroll, Carolyn Viney and Carolyn Reynolds and the second featured three female team members, all speaking about their personal and professional journeys, barriers and learnings.

The third event was held in conjunction with Business Chicks, where our team members were invited to share their learnings from the past #sheimagines events, and 18 were selected to attend a Business Chicks workshop Amy Cuddy, the world renowned expert on mastering body language and building presence. The fourth and fifth events featured Lauren Jackson, former Australian basketball player, and Natashia Radford, Australia’s first accredited female race judge, respectively.

Podcasts for all events were made available to our team members nationally as a part of Vicinity’s commitment to promote diversity and inclusion.