iProperty Group Diversity Policy
iProperty Group Diversity Policy Objective iProperty Group is a regional business and we have a diverse workforce drawn from many locations, cultures, and backgrounds. We value individual differences and recognise the value of attracting and retaining employees with different backgrounds, knowledge, experiences and abilities as this empowers us to understand the demographics of our local operations. By leveraging the many individual perspectives, we can make better decisions and promote greater creativity and innovation. The integrating of our individual strengths contributes to our business success and benefits individuals, clients, teams, shareholders and stakeholders. Our business policies, practices and behaviours promote diversity and equal opportunity and create an environment where individual differences are valued. All individuals have the opportunity to realise their potential and contribute to iProperty Group’s success.
Scope This policy applies to all iProperty Group employees including contractors and temporary employees.
What is Diversity? Diversity recognises and values the contribution of people with differences in background, experience and perspectives. Diversity at iProperty Group embraces differences including, but not limited to: age, ethnicity, gender, culture, race, ethnic origin, physical and mental ability, sexual orientation, income, language, religious beliefs, nationality, family/marital status, educational background, work experience and job classification.
Our Commitment iProperty Group is committed to fostering a diverse workplace. We aim to actively promote a culture that supports Diversity in the workplace to ensure all employees are treated equally and fairly. We are committed to the following: •
• •
•
•
•
Promote an inclusive workplace culture that values and utilises the contributions of all employees backgrounds, experiences and perspectives through improved awareness of the benefits of workforce diversity Recognise people’s performance while respecting their individual differences. Promote equal employment opportunities based on capability and performance. Our recruitment, selection and employment practices will ensure our people have the opportunity to contribute and develop according to their individual merits and aspirations. Ensure that our policies and employment practices are compliant with anti-discrimination legislation, and in the spirit of promoting equality and equity between employees, regardless of background. Providing a safe work environment that is free from discriminatory behaviours and business practices. Action will be taken against inappropriate workplace and business behaviour including discrimination, harassment, bullying and victimisation. Providing for flexible work practices and policies to support our employees
•
Attracting and retaining a diverse range of talented people.
iProperty Group’s Diversity Strategy The strategic priorities which form our Diversity Strategy align to the current and emerging needs of the iProperty Group workforce and encompass gender, age, culture and other identified diversity demographics. The Diversity Strategy includes measurable objectives for achieving gender diversity at different levels throughout iProperty Group.
Diversity at iProperty Group. To achieve a diverse and inclusive environment, we support the following programs and practices. Recruitment, Selection and Promotion Equal opportunity forms an integral part of the Recruitment and Selection Policy and we recognise the value of recruiting, selecting and promoting employees with different backgrounds, knowledge and experience. Our recruitment and selection processes identify candidates with the most suitable knowledge, skills, experience and personal values and as an equal opportunity employer, the recruitment processes are designed to promote equality. Testing, independent evaluations and behavioural interviewing are used to promote equitable and unbiased selection and promotion decisions. To promote gender diversity, at least one woman will be included for consideration for Senior Manager, CEO and Board appointments to promote equality and gender diversity. External recruitment consultants must also seek to include at least one woman when recruiting for Senior Manager and above roles at iProperty Group. Career Development and Performance Employees are encouraged to develop and progress their careers through opportunities that build capability and all employees are supported to participate in career development conversations. We encourage and reward excellence and performance is measured based on agreed goals to remove bias and promote equity. Talent and Succession Planning Talent and succession planning are core practices within the organisation and an annual process identifies high performing and high potential individuals across iProperty Group. Talented individuals are identified based on their performance and potential. Divisional reviews ensure that talent and succession decisions are equitable, consistent and aligned to diversity and equal opportunity principles across iProperty Group. The talent and succession process is used to identify candidates for annual leadership development programs and gender diversity is a key consideration during candidate selection. Cultural and Religious Diversity Employees from different cultures and religions are welcome and valued. Employees who have cultural or religious commitments are supported to participate in these activities through flexible work arrangements.
Gender Diversity Gender equality at all levels of the organisation is a key component of our Diversity Strategy. Increasing the representation of women at senior levels of management will remain one of our strategic priorities on an ongoing basis. In addition to recruitment protocols that promote gender diversity, there are a number of other initiatives such as: • Annual remuneration analysis to address any gender pay gap • Targeting high potential women for leadership development to enable them to progress in their careers.
Responsibilities It is the responsibility of all employees to understand and adhere to this policy. All employees have an obligation to support and respect equity, workplace diversity, ethical practices, workplace safety and help to prevent unlawful discrimination and harassment in their workplaces. While our Nomination and Remuneration Committee has responsibility for oversight of this Policy, the Board has responsibility for its initial approval and any amendments made to it. The Board will also review the Diversity Strategy at least annually including the objectives set for achieving gender diversity and progress in achieving them.
Procedures To ensure diversity is embedded in business practices and behaviours, our day to day procedures support diversity, inclusivity and equity.
Monitoring and Reporting As part of our continuing commitment to diversity, the Nomination and Remuneration Committee will regularly review this policy and the progress of the broader Diversity Strategy. Some key diversity metrics include: • Representation of each role level including board and senior management by ethnicity, gender and age. Gender salary comparison by role level • Gender representation in the talent and succession planning process • Voluntary turnover by age and gender The Targets for gender diversity that the board has approved are: • Board members comprising at least 15% women by 2016 and the Directors have resolved to seek to appoint a woman to the board at the next opportunity. • Senior management comprising approximately 50% women by 2016. Directors are cognisant that circumstances and strategic initiatives may deflect these targets in the short to medium term. Our annual report will include details of these objectives and our progress made towards achieving each objective.
Date: Version:
11 April 2012 1.0
Document Control Version # Reviewer 1.0 Nom Rem Ctee Board
Date 11 April 2012
Summary of Amendments Approved
8/12/14
Approved
Scope This policy applies to all iProperty Group employees including contractors and temporary employees.
What is Diversity? Diversity recognises and values the contribution of people with differences in background, experience and perspectives. Diversity at iProperty Group embraces differences including, but not limited to: age, ethnicity, gender, culture, race, ethnic origin, physical and mental ability, sexual orientation, income, language, religious beliefs, nationality, family/marital status, educational background, work experience and job classification.
Our Commitment iProperty Group is committed to fostering a diverse workplace. We aim to actively promote a culture that supports Diversity in the workplace to ensure all employees are treated equally and fairly. We are committed to the following: •
• •
•
•
•
Promote an inclusive workplace culture that values and utilises the contributions of all employees backgrounds, experiences and perspectives through improved awareness of the benefits of workforce diversity Recognise people’s performance while respecting their individual differences. Promote equal employment opportunities based on capability and performance. Our recruitment, selection and employment practices will ensure our people have the opportunity to contribute and develop according to their individual merits and aspirations. Ensure that our policies and employment practices are compliant with anti-discrimination legislation, and in the spirit of promoting equality and equity between employees, regardless of background. Providing a safe work environment that is free from discriminatory behaviours and business practices. Action will be taken against inappropriate workplace and business behaviour including discrimination, harassment, bullying and victimisation. Providing for flexible work practices and policies to support our employees
•
Attracting and retaining a diverse range of talented people.
iProperty Group’s Diversity Strategy The strategic priorities which form our Diversity Strategy align to the current and emerging needs of the iProperty Group workforce and encompass gender, age, culture and other identified diversity demographics. The Diversity Strategy includes measurable objectives for achieving gender diversity at different levels throughout iProperty Group.
Diversity at iProperty Group. To achieve a diverse and inclusive environment, we support the following programs and practices. Recruitment, Selection and Promotion Equal opportunity forms an integral part of the Recruitment and Selection Policy and we recognise the value of recruiting, selecting and promoting employees with different backgrounds, knowledge and experience. Our recruitment and selection processes identify candidates with the most suitable knowledge, skills, experience and personal values and as an equal opportunity employer, the recruitment processes are designed to promote equality. Testing, independent evaluations and behavioural interviewing are used to promote equitable and unbiased selection and promotion decisions. To promote gender diversity, at least one woman will be included for consideration for Senior Manager, CEO and Board appointments to promote equality and gender diversity. External recruitment consultants must also seek to include at least one woman when recruiting for Senior Manager and above roles at iProperty Group. Career Development and Performance Employees are encouraged to develop and progress their careers through opportunities that build capability and all employees are supported to participate in career development conversations. We encourage and reward excellence and performance is measured based on agreed goals to remove bias and promote equity. Talent and Succession Planning Talent and succession planning are core practices within the organisation and an annual process identifies high performing and high potential individuals across iProperty Group. Talented individuals are identified based on their performance and potential. Divisional reviews ensure that talent and succession decisions are equitable, consistent and aligned to diversity and equal opportunity principles across iProperty Group. The talent and succession process is used to identify candidates for annual leadership development programs and gender diversity is a key consideration during candidate selection. Cultural and Religious Diversity Employees from different cultures and religions are welcome and valued. Employees who have cultural or religious commitments are supported to participate in these activities through flexible work arrangements.
Gender Diversity Gender equality at all levels of the organisation is a key component of our Diversity Strategy. Increasing the representation of women at senior levels of management will remain one of our strategic priorities on an ongoing basis. In addition to recruitment protocols that promote gender diversity, there are a number of other initiatives such as: • Annual remuneration analysis to address any gender pay gap • Targeting high potential women for leadership development to enable them to progress in their careers.
Responsibilities It is the responsibility of all employees to understand and adhere to this policy. All employees have an obligation to support and respect equity, workplace diversity, ethical practices, workplace safety and help to prevent unlawful discrimination and harassment in their workplaces. While our Nomination and Remuneration Committee has responsibility for oversight of this Policy, the Board has responsibility for its initial approval and any amendments made to it. The Board will also review the Diversity Strategy at least annually including the objectives set for achieving gender diversity and progress in achieving them.
Procedures To ensure diversity is embedded in business practices and behaviours, our day to day procedures support diversity, inclusivity and equity.
Monitoring and Reporting As part of our continuing commitment to diversity, the Nomination and Remuneration Committee will regularly review this policy and the progress of the broader Diversity Strategy. Some key diversity metrics include: • Representation of each role level including board and senior management by ethnicity, gender and age. Gender salary comparison by role level • Gender representation in the talent and succession planning process • Voluntary turnover by age and gender The Targets for gender diversity that the board has approved are: • Board members comprising at least 15% women by 2016 and the Directors have resolved to seek to appoint a woman to the board at the next opportunity. • Senior management comprising approximately 50% women by 2016. Directors are cognisant that circumstances and strategic initiatives may deflect these targets in the short to medium term. Our annual report will include details of these objectives and our progress made towards achieving each objective.
Date: Version:
11 April 2012 1.0
Document Control Version # Reviewer 1.0 Nom Rem Ctee Board
Date 11 April 2012
Summary of Amendments Approved
8/12/14
Approved
