Diversity and inclusion

Diversity and Inclusion (D&I) is an important focus for our business and is at the heart of one of our company values – ‘we embrace difference’. We believe in the strength of a diverse and inclusive workforce where the backgrounds, perspectives and life experience of our people helps us deliver better outcomes for our business and our communities.

At Vicinity, Diversity and Inclusion is governed by the Diversity Forum, a management committee chaired by our CEO and Managing Director, responsible for leading, advocating and monitoring Vicinity’s diversity initiatives. Vicinity also has a Diversity Policy which demonstrates our commitment to diversity at all levels. We report on our progress in achieving our diversity objectives to Vicinity’s Remuneration and Human Resources Committee (a Board sub-committee) on a periodic basis and to our Board annually.

We measure our progress against the delivery of the Diversity and Inclusion Strategy through an annual company-wide Diversity Survey, most recently conducted in October 2018. Results from the survey demonstrated good engagement with the strategy amongst our people and helped us further refine our focus for FY20. Additionally, in October 2018 we launched our first demographic survey - an anonymous survey to better understand the demographics of Vicinity’s team members. The results were encouraging, with Vicinity largely representative of the Australian population.  We will continue to run demographic surveys biennially.

Vicinity’s CEO and Managing Director, Grant Kelley, continued to be a member of the Property Male Champions of Change in FY19, a forum established to drive greater gender equality in the property industry and increase the number of women in leadership roles. Additionally, our CEO and Managing Director continues to act as a WGEA Pay Equity Ambassador.

 

Diversity & Inclusion Strategy

In FY19, Vicinity undertook a comprehensive review of its Diversity and Inclusion Strategy and activities. The review found the commitment to diversity and inclusion clearly aligned with Vicinity’s organisational purpose, values and strategy, with significant activity undertaken in recent years.

The review also found an opportunity to broaden the reach and focus of its activities and in October 2018, Vicinity approved a new Diversity & Inclusion Strategy.  This new approach has broadened the focus of Diversity to incorporate Disability and Accessibility, Cultural Inclusion and LGBTIQ+ in addition to the pre-existing focuses on Gender and Indigenous via the Reconciliation Action Plan.

As part of this new approach, in FY19 Vicinity became members of the Australian Network on Disability, Pride in Diversity and Inclusive Australia as well as remaining an active member of the Diversity Council and Property Male Champions of Change.

 

A diverse workplace

During FY19, we continued to measure progress against our  targets to improve gender diversity within our business.

We report our progress in gender equality to the Workplace Gender Equality Agency (WGEA) every year, for further information see our 2018-19 WGEA Report and our latest reports on the WGEA website

In April 2019, Vicinity proudly became a signatory to the Women’s Empowerment Principles (WEPs).  The WEPs are a joint initiative between United Nations Women and the United Nations Global Compact and offer guidance for businesses on best gender equality practices from around the world. More information can be found on the WEP website.  

 

Diversity at Vicinity in FY191

The new target set by the Board aims for 40% female, 40% male and 20% either gender (40:40:20) across each of the Workplace Gender Equality Agency (WGEA) categories and organisational levels by the end of FY23.

Category

Our FY23 gender target2

 Male

Female

Board

40%

63%

37%

Executive Committee including CEO

40%

70%

30%

Other Executive and General Managers (Senior Leaders)

40%

74%

26%

Senior Managers

40%

45%

55%

Our People

40%

36%

64%

  1. Download our FY19 Performance Pack for further details and historical data.
  2. Minimum targets for female representation by the end of the financial year.

Parental leave

To support our team members in their parenting journey, Vicinity provides primary carers with 12 weeks paid leave as well as up to 10 additional paid days to ‘keep in touch’. We also continue paying superannuation for primary carers for up to nine months from the end of their paid leave period. We recognise that many secondary carers also want to spend quality time with their new family members and provide up to two weeks paid leave for secondary carers. Parental leave is available to all full-time and part-time employees regardless of gender. Download our FY19 Performance Pack for current and historical parental leave data.

Additionally, in FY19 we launched a partnership with Circle In – an online portal which provides additional support for those on parental leave and working parents.

Flexible working

Flexibility is another important business enabler through which Vicinity realises the vision of our Diversity and Inclusion Strategy. Our objective is to increase the number of team members accessing flexible working arrangements.  

Vicinity has in place a flexible working arrangements policy which promotes formal and informal flexible working practices that support a better work-life balance. Flexible working is supported by a wide range of tools and resources for our people leaders and team members and is encouraged in both our corporate and operational (centre-based) roles.

Our Reconciliation Action Plan (RAP)

Following the launch and success of our Reflect RAP, in May 2019 we released our second RAP (Innovate RAP) during National Reconciliation Week via a launch event at our National Chadstone office which was broadcast live to our state office and centre locations.

Our Innovate RAP aims to increase respect, equality and opportunity for Aboriginal and Torres Strait Islander peoples, businesses and communities.

To view our RAP, please visit RAP page.

Image on right: In January 2019, Vicinity launched our Innovate RAP with an event at our Chadstone National Office, which was broadcast live to our people across all centres and corporate offices nationwide via video conferencing. The event saw the young Indigenous artist Troi-Saraih Ilsley (right) unveil her original artwork piece which features on our Innovate RAP.  

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 FY19, we completed our annual 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.

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 FY19 Performance Pack for ratio of basic salary and remuneration of women to men.