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 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 a bespoke framework and overseen by the Diversity Forum, a management committee chaired by our CEO and Managing Director, and 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 2017. Results from the survey demonstrated good engagement with the strategy amongst our people and helped us further refine our focus for FY19.

Vicinity’s CEO and Managing Director continued to be a member of the Property Male Champions of Change in FY18, a forum established to drive greater gender equality in the property industry and increase the number of women in leadership roles. Additionally, our former CEO and Managing Director, Angus McNaughton was a Pay Equity Ambassador with the Workplace Gender Equality Agency (WGEA) during FY18, with our current CEO and Managing Director, Grant Kelley’s confirmation as a WGEA Pay Equity Ambassador confirmed for FY19.

A diverse workplace

During FY18, 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 FY181

Category

Our FY18 gender target2

 Gender

Male

 Gender

Female

Age 

Under 30

Age

30-50

Age 

Over 50

Board

33%

67%

33%

-

-

100%

Executive Committee including CEO

33%

67%

33%

-

44%

56%

Other Executive and General Managers (Senior Leaders)

40%

67%

33%

-

78%

22%

Senior Managers

38%

63%

37%

7%

73%

20%

Our People

Maintain at or above 50%

33%

67%

19%

58%

23%

  1. Download our FY18 Performance Pack here for further details and historical data.
  2. Minimum targets for female representation by the end of the financial year.

Vicinity Centres will transition to a new three-year gender diversity target commencing from FY19. The new three-year target will be 40% female, 40% male and 20% either gender (40:40:20) across each of the WGEA categories by the end of FY21. All targets are subject to vacancies arising.

Inclusive leadership

Inclusive leadership is a key enabler for the diverse and inclusive culture that we strive to create at Vicinity.

Our focus is on increasing the capability of our people leaders to create an inclusive workplace by providing them with training and skills to better respond to the diverse needs of their team members.

During FY18, Vicinity continued to deliver diversity, unconscious bias, and mental health training to all people leaders as part of our people leader induction program, with these initiatives now being rolled out to all team members. We also delivered a ‘We embrace difference’ face-to-face masterclass as part of our Everyday Leader Beyond Program to more than 120 people leaders nationally.

Throughout the year, we focused on applying unconscious bias principles in all our people practices, such as recruitment (including promotions), performance, talent, development and remuneration decisions. For example, our Talent Acquisition team adopted the ‘Credosity’ software to identify gender bias in our recruitment listings. In addition, Vicinity’s values and behaviours were introduced into the annual performance process and measured as part of end-of-year reviews for all people leaders and team members.

Flexibility

Flexibility is another important business enabler to realise the vision of our diversity and inclusion strategy. Our objective is to increase the number of our people 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. Throughout the year, we carried out a series of educational sessions and posted information packs, internal case studies and conversation planners on our intranet, attempting to break down stereotypes or preconceived ideas about the uses of flexible working and encourage wider adoption across the business. In addition, our leadership development programs focus on educating and informing our people leaders improve their understanding and encourage their support in implement flexible working in their teams. 

As a result of our efforts, in FY18, 55% of our team members said they worked flexibly in our diversity and inclusion survey – an increase from 15% who worked flexibly in 2016. We are also pleased to see flexible working practices being adopted by

team members working at our centres, where centre trading hours can deter such working arrangements, with 57% of centre based team members working flexibly in FY18. 

Our flexible working arrangements are further complimented by a wellbeing program that further supports our team members lead healthy and happy lives.

Inclusive workplace for Indigenous Australians – our Reflect RAP

In June 2018, we launched our first Reflect Reconciliation Action Plan (RAP) to enable our contribution towards a more equitable, just and reconciled Australia.

The Reflect RAP will help us create a more diverse and inclusive workplace that reflects the extensive diversity of the communities we serve.

Through our RAP, we are committed to providing our people with learning and development opportunities on Aboriginal and Torres Strait Islander cultures, histories and achievements and will also develop a plan to increase Aboriginal and Torres Strait Islander employment within our business. We want to provide an inclusive workplace where every team member can bring their whole self to work.

To view our RAP, please visit Our Reflect RAP page.

 

Images on right: In June 2018, Vicinity launched our inaugural Reflect 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 (top right) unveil her original artwork piece which features on our Reflect RAP, and our guest speaker John Briggs (bottom right) play the didgeridoo to mark the occasion.  

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 FY18, 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. 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 FY18 Performance Pack (downloadable here) for ratio of basic salary and remuneration of women to men.