Capability, diversity and culture
Over the year, WesCEF continued to focus on building a diverse and inclusive culture through improving gender balance and Indigenous employment:
- Overall female representation increased from 33.1 to 35.1 per cent and from 24.8 to 28.9 per cent in leadership roles; and
- 13 Indigenous employment opportunities were created although overall representation reduced marginally from 2.2 per cent to 2.1 per cent.
WesCEF considers a diverse and inclusive workplace to be a key contributor to achieving our objective of growing a portfolio of leading, sustainable businesses. WesCEF has a strong focus on attracting diverse talent through various strategies including LinkedIn searches, gender neutral advertising,piloting of job videos, use of gender-balanced shortlisting and promotion of flexibility.
These strategies seek to increase the number of female applicants who have traditionally been lower in chemical production, engineering, sales and information technology roles.
During the 2020 financial year, WesCEF will remain focused on building a diverse workforce and inclusive culture while implementing a communications and engagement roadmap which is focused on celebrating various diversity events across the division. Additional initiatives include a review of the parental leave policy, the Inclusive Workplace Behaviour program for leaders and an analysis of the results of the engagement survey.
WesCEF and its businesses are committed to making a positive impact on the communities where it operates, including creating positive steps towards reconciliation by closing the gap in opportunities offered to Indigenous Australians. Indigenous employment will receive additional focus in the 2020 financial year with the establishment of a senior-leader-led Indigenous Working Group to identify further opportunities for progress.
WesCEF is proud of its relationship with the local Indigenous community in Kwinana and Rockingham, regularly connecting with Indigenous Elders and businesses through our Aboriginal Engagement and Advisory group. Through this connection, WesCEF has developed meaningful ways to employ young Indigenous people by creating career opportunities and equipping them with skills for the future.
WesCEF also engages with young Indigenous people through our strong partnership with Gilmore Clontarf Academy, a long-term partnership that fosters positive learning and personal growth for young Aboriginal men, as well as the South Metropolitan Youth Link (SMYL) Community College, a not-for-profit organisation that among other services provides Indigenous traineeships.
Through the relationship with these organisations, WesCEF has provided 17 employment opportunities to Indigenous youth since 2014.
A key focus for WesCEF this year was the refresh of its vision, strategies and values. The new vision and values reflect the changing workplace and the renewed business emphasis on customers.
WesCEF’s focus on creating a culture that supports collaboration and innovation continued with the implementation of a digital idea management tool and the opening of a collaborative workspace at the CSBP Kwinana site. The idea management tool enables people from different teams to work together to submit ideas, solve business challenges and identify new growth opportunities, while the collaborative workspace encourages informal, social and creative interactions.