Diversity
Diversity Policy 1. Purpose Diversity and inclusion is about recognising that all of our team members are different, and respecting, uniting and celebrating these differences. Diversity is not a standalone initiative – it’s the way we do things and it’s a part of our culture. We understand that diversity is not just about gender. It extends to age, cultural background, disability, religion, sexual orientation and martial or family status.
2. Who does it apply to? All team members must demonstrate appropriate behavior to promote the objectives of this Policy. The Board has ultimate responsibility for the Policy and the development of relevant goals and objectives. Human Resources, with the support of the CEO & Managing Director, is responsible for the implementation of the Policy and providing regular updates to the Remuneration and Human Resources Committee on progress towards our goals and objectives.
3. What is our commitment? We are committed to fostering an inclusive culture that allows our team members to openly share their views and to challenge the status quo to help us achieve the best possible business outcomes. We believe it is our team members’ unique perspectives and experiences which will lead to greater creativity and innovation and ultimately the best result for our company. We are committed to creating an inclusive culture that allows our team to perform at their very best and allows us to make the most of the unique contributions that result from this.
4. Why do we do it? It makes good business sense. We know that to be the world’s best gambling group, we need a workforce that is diverse. To achieve our diverse workforce, we have systems and processes that help us to attract, recruit and retain the best possible talent.
Tatts Group Limited ABN 19 108 686 040 tattsgroup.com
Ver. 1.00 15/04/2015 Human Resources
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5. What will we do? In order to foster an inclusive and diverse culture we have set some key objectives. Our main focus will be to: ⎯ Achieve gender balance at the managerial levels of the organisation. We are starting with change at the top as men predominantly fill our senior roles. We are aiming to increase the representation of females in our managerial roles by 5%. The Board and HR team will continue to measure our progress towards this objective on a quarterly basis and implement targeted strategies and initiatives to help achieve this balance. ⎯ Foster a culture that encourages respect and acceptance of individual differences. We are committed to creating a environment where individual differences are respected and discrimination, harassment, vilification and victimisation are not tolerated. We will take all reasonable steps to prevent these behaviours from occurring. We will also continue to promote an inclusive and diverse culture by celebrating events which recognise the diverse nature of our workforce. ⎯ Review our processes and systems to ensure compliance and to identify any significant trends or biases. To support our first two goals, we need to ensure our foundations are right. Our focus will be on reviewing our HR processes to ensure no inherent biases exist. Specifically, we will continue to promote equal employment opportunity in recruitment, selection and employment practices to ensure these activities support greater diversity in the workplace. Our decisions in relation to remuneration, performance and talent management will be made in a way that does not discriminate and supports the diverse culture that we are striving for.
Tatts Group Limited ABN 19 108 686 040 tattsgroup.com
Ver. 1.00 15/04/2015 Human Resources
Page 1 of 2
