Diversity, inclusion and belonging

In FY21, we reframed a singular focus on diversity to diversity, inclusion and belonging (DIB) and evolved our DIB approach to an integrated, leader-led initiative that is owned by the whole organisation.

Key achievements in FY21 which have supported this shift include:

  • positioning DIB as a key driver of culture and performance, which is owned by everyone in the organisation
  • realigning the DIB governance model through the evolution of a DIBs Governance Forum (previously a Diversity Forum), of which all of the Executive Committee are members
  • an annual calendar of DIBs events designed to develop awareness, understanding and the opportunity to celebrate what makes us different, and unites us
  • reviewing and adopting a new set of diversity principles, which are now embedded in all talent and organisational development processes, and
  • measuring employee experience through a diversity lens and proactively considering and influencing how experience differs across the organisation.

Our renewed commitment to DIB comes with executive leadership and includes, among a range of focal points, zero tolerance for gender-based and sexual harassment, as well as increased support for victims of domestic and family violence.

Vicinity continues to be 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 Coalition of Change.

Gender Diversity

In a candidate short market, we continued to progress towards achievement of our gender target of 40:40:20.

In FY21, we worked to foster a work environment that embraces diversity, actively provides opportunity for equity and enriches employee experiences through a sense of conscious inclusion and belonging. We believe this is critical to attracting, developing and retaining the best talent in the market.

In a year of significant change, our gender composition has been maintained, with 61% of our team members being female. In addition, we have continued to make progress in promoting females into leadership roles across the organisation, with 69% of internal promotions and 64% of external appointments into people leader positions being women. We also recognise there is continued focus required to achieve our gender target of 40:40:20 in our most senior roles.

Vicinity’s CEO and Managing Director, Grant Kelley, continues to be a member of the Property Coalition of Change in FY21, 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.

We are fortunate to have team members from diverse backgrounds, religions and cultures which is reflective of the communities in which we operate. We acknowledge and celebrate many days of significance which are aligned to our Diversity, Inclusion and Belonging Strategy and to our team members’ cultures and beliefs.

A diverse workplace

During FY21, 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 latest reports on the WGEA website

 

Diversity at Vicinity in FY211

The 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%

75%

25%

Executive Committee including CEO

40%

67%

33%

Senior Leaders

40%

81%

19%

Other Executives and General Managers

40%

77%

23%

Senior Managers

40%

62%

38%

Other Managers

40%

40%

60%

Our People

40%

32%

68%

  1. Download our FY21 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 16 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 FY21 Performance Pack for current and historical parental leave data.

We commenced a comprehensive review of our parental leave benefits with our enhanced parental leave benefits launching in FY22.

We also have a partnership with Circle In – an online portal which provides additional support for those on parental leave and working parents.

Flexible working

 At Vicinity, flexibility is recognised as an important business enabler, and is a key focus of our Diversity, Inclusion and Belonging and Workplace strategies.

Vicinity’s flexibility policy promotes formal and informal flexible working practices that support a better work-life balance and integration. Flexible working is supported by a wide range of tools and resources for our people leaders and team members and is also recognised as simply being part of how we work at Vicinity.

Our continued focus on improving accessibility  was reflected in the seamless shift to remote working during the COVID-19 pandemic, with COVID-19 pulse surveys indicating that up to 86 per cent of respondents have the flexibility in their work schedule to look after family / dependants should they need to.

This focus has been formalised through a ‘hybrid working’ model, accessible for all team members which enables the ongoing integration of work and home life, and integrates flexibility as a cultural and behavioural norm.

Additionally, the contribution and effort of all our team members was recognised with the allocation of one week of ‘Thank you’ leave.

Our Reconciliation Action Plan (RAP)

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

We have committed to deepening relationships, increasing cultural awareness and connecting Aboriginal and Torres Strait Islander peoples with employment and business opportunities across our organisation.

To view our RAP, please visit the 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, Inclusion and Belonging Strategy and action plan we are aiming to close the gap in pay rates between genders.

During FY21, 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 short term incentive payments was evident. The pay gap between male and female employees at an aggregate level (Group Level) continues to be  a result of the proportion of females employed within each employment category, and detailed analysis again showed that no significant gap exists for like-for-like roles.

Through our Diversity, Inclusion and Belonging 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 FY21 Performance Pack for the ratio of basic salary and remuneration of women to men.