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RECONCILIATION ACTION PLANMAY 2018 - MAY 2021

Reconciliation Action Plan2

Winc Australia

32018 - 2021

ACKNOWLEDGEMENTAt Winc, we acknowledge Australian Aboriginal and Torres

Strait Islander peoples as the First Peoples of this nation,

and as the Traditional Custodians of the lands on which we

conduct our business.

We pay our respects to Elders, past, present and emerging.

We are committed to honouring Australian Aboriginal and

Torres Strait Islander peoples’ unique cultural and spiritual

relationships to the land, waters and seas and their rich

contribution to society as one of the oldest continuing

cultures in the world.

Reconciliation Action Plan4 52018 - 2021

Winc Australia

A MESSAGE FROM WINC’S CEOAs we launch our fourth Reconciliation Action Plan for

2018-2021, we are proud to maintain our strong commitment to

Aboriginal and Torres Strait Islander peoples and communities. It is

a true privilege to partner with Australia’s First Peoples to support

and champion the national reconciliation movement, and to create

enhanced and ethical opportunities for education, gainful employment and partnership through

supplier diversity.

Throughout a period of significant change as we rebranded from Staples to Winc, we have

continued to deliver upon our RAP commitments to Aboriginal and Torres Strait Islander

communities. Winc recently acquired OfficeMax Australia and New Zealand, an organisation with a

long and proud history of supporting Aboriginal and Torres Strait Islander businesses, and our new

combined organisation will keep this focus at the forefront as we work to deliver the objectives of

this RAP.

Our new Stretch RAP builds upon the great work done to date. We will seek to engage with more

Aboriginal and Torres Strait Islander businesses and suppliers, and support the growth of those

businesses to increase representation in our supply chain. We will develop continuous cultural

awareness training for all staff through the development of training portals and face to face

training, and we will further embed Aboriginal and Torres Strait Islander cultural protocols for

meetings and events. We will seek to provide work experience opportunities to young people,

to include Aboriginal and Torres Strait Islander candidates in our recruitment process, and to

increase Aboriginal and Torres Strait Islander employment within our business. And we will

measure our performance and continue to report annually to Reconciliation Australia as a clear

demonstration of our commitment.

We look forward to building upon the success of our previous RAP to further support and develop

new and lasting partnerships with Aboriginal and Torres Strait Islander peoples, communities

and businesses.

Darren Fullerton

CEO Winc Australia and OfficeMax ANZ

A MESSAGE FROM RECONCILIATION AUSTRALIA’S CEOReconciliation Australia congratulates Winc on its past successes

and continued commitment to reconciliation as it implements its

fourth Reconciliation Action Plan (RAP).

Reconciliation Australia is delighted to see Winc continue its reconciliation journey, which

formally began in 2011 with its first RAP. Winc is a member of a growing cadre of over 1,000

RAP organisations in Australia, all working to build on the key pillars of reconciliation action:

relationships, respect, and opportunities.

The goals Winc has set in this Stretch RAP aim to not only promote reconciliation, but to take a

leadership role in encouraging other organisations within its sector to do the same.

An especially notable aspect of Winc’s RAP journey is its deep dedication to achieving and

maintaining diversity across its suppliers and workforce. By connecting its customers with

suppliers through its own business-to-business Supplier Diversity Program, the company is

creating opportunities and facilitating business relationships between Aboriginal and Torres

Strait Islander owned enterprises and non-Indigenous organisations.

When it comes to creating employment opportunities for Aboriginal and Torres Strait

Islander peoples, Winc is also highly accomplished. Through this RAP Winc has committed to

continuing to increase opportunities for First Nations youth to gain practical experience and

entry into the workforce.

I am pleased to see that Winc will also continue to foster understanding and knowledge of

Aboriginal and Torres Strait Islander peoples, cultures and histories by embedding cultural

protocols and respectful practices into its day-to-day business.

On behalf of Reconciliation Australia, I commend Winc on its dedication to driving

reconciliation, and look forward to following its continued achievements.

Karen Mundine

Chief Executive Officer Reconciliation Australia

Winc Australia


OUR VISION FOR RECONCILIATIONThe Winc vision for Reconciliation is an Australia that

brings and gives equal opportunities to everyone.

Our commitment as a founding member of Supply Nation

is to ensure that Aboriginal and Torres Strait Islander

peoples feel welcome in our business as employees, as

our valued suppliers and as guests on our sites.

OUR BUSINESSWe’re Winc. And we stand for work incorporated.

Winc is a company that exists to inspire millions of people in Australia with new and better

ways to work and learn. Over the years we have grown and changed our identity first as

Corporate Express, then Staples and now we are Winc. We’re here for all organisations,

whether they’re a small business or large enterprise, in education or health, private sector

or government.

We believe that work should allow people to create, play and do more and inspire better

ways to get things done. We’re a company that truly understands the future of working

and learning, while also making a genuine impact on our local communities today.

With over 1100 staff including 11 Aboriginal and Torres Strait Islander employees,

we’re here for all organisations, whether they’re a small business or large enterprise, in

education or health, private sector or government. From office, school, facilities and

safety essentials, services like print and marketing, to demonstrating what more is

possible with our technology and workspace solutions, Winc has a wide product range

that can be tailored to you and yours.

What’s more it’s delivered with new knowledge to help you go even further.

WE’RE A NATIONAL NETWORKIt’s not just about providing all your workplace essentials– we also get them to you

fast and reliably. Our fulfilment capabilities are supported by a best-in-class National

Distribution Centre located in Erskine Park, New South Wales. Developed through

pioneering environmental sustainability design principles, our centre houses 80,000 of

the 100,000 products stocked in more than 25 locations nation-wide.

Our head office is located in Sydney, and we have sites in all of Australia’s major cities, as

well as many regional remote locations.

WHO YOU CAN TRUSTWinc delivers over 65,000 parcels to customers every working day. Our network of over

250 delivery drivers enables us to make next business day deliveries to 96% of Australian

businesses, whilst ensuring products arrive intact and undamaged. Start-of-the-art

inventory and distribution management of more than 160,000 items picked daily means

our dedicated delivery drivers are never far away with desktop or doorstep delivery.

Marlee Fair-Townsend created this artwork when she

was a AIME mentee at St Patrick’s College for Girls in

Campbelltown. Marlee is Biripi on her mum’s side and

Kamilaroi on her dad’s.

“This artwork is titled ‘Belonging’ and it depicts the bush

and the sea coming together to meet, the tree with its roots

embedded in culture and identity. This is me, this is who I am.

I belong.” - Marlee.


Winc Australia

OUR RAPWe’re not just good people to deal with, we make sure that as a company, we make a positive impact on the world around us too.

That’s why we celebrate diversity, give back to the community, do our best to support our natural environment and work with others

to ensure that we’re always doing our part.

Our vision is to create an organisation that is aware of and integrates knowledge and understanding of Aboriginal and Torres Strait

Islander peoples and cultures, and supports their secure economic independence by creating opportunities for education and

employment.

We offer an inclusive workplace environment that leverages the diversity of thought, people, and experience. Our goal is to reflect

the diversity of our customers through the diversity of our own workforce, as well as the hundreds of suppliers and other businesses

we work with every day. We consequently strive to enhance and leverage our workforce diversity and promote diversity among our

suppliers.

We also connect customers with suppliers through our business-to-business Supplier Diversity Program. This initiative aims to help

our customers achieve their supplier diversity goals while enabling the growth of diversity suppliers in our communities. We strive to

create supplier-buyer relationships that allow diversity supplier organisations to continue to develop, while offering our customers

a wider selection of quality products at competitive prices. By extending our supplier diversity program to our customers, diversity

suppliers are able to utilise our distribution infrastructure, while customers have access to products manufactured by diversity

suppliers through our catalogues and websites, and can receive reporting on their Tier 2 diversity spend.

Winc continues to be strong supporter of Aboriginal and

Torres Strait Islander communities and sees immense

value in the RAP program. Supporting Aboriginal and

Torres Strait Islander communities has become a part of

our internal culture as have many aspects of our Corporate

Responsibility programs and initiatives. Through our RAP

initiatives our aim is to support Aboriginal and Torres

Strait Islander businesses and communities to grow and

to employ more Aboriginal and Torres Strait Islander staff.

We also want to ensure there’s a diverse pipeline of talent

from Australia’s First Peoples in the future which is why our

community programs focus on supporting organisations

that provide job skills and/or education.

OUR RAP DEVELOPMENTOur RAP has been developed through collaboration from multiple people across our business that make up our RAP

Steering Group. This group consists of executive sponsors and cross-functional members primarily representing HR, Sales,

Communications, Marketing, CSR, Merchandising, Procurement and representatives from each of our main offices around the

country. This group has been responsible for talking to customers, the community and internal stakeholders to put forward ideas

and actions in the RAP and has collectively agreed on the outcomes.

These members are:

In our group we have Mitchell Amidy, a member of the Wiradjuri Nation who has lived in Karama, in Darwin’s northern suburbs, for

the past 15 years. Together with our Chief HR Officer, Mitchell is our internal spokesperson, regularly chairs our meetings and is the

lead advocate in Western Australia, South Australia and the Northern Territory.

After a career in retail which saw Mitch rapidly transition from shop floor to management he joined Winc in 2011 as an Account

Manager specialising in Government & Commercial and worked his way up his current role of Regional Sales Manager for NT.

Mitch also invests his spare time in his community:

He’s a member of various sporting associations, including Darwin Olympic Sporting Club and Nightcliff Spartans Football Club

He was Captain of the Darwin Buffalo’s Indigenous Football team that represented the region at the Inaugural National Indigenous

Championships in 2016

He also regularly supports local shopping centres, cafes and restaurants, and the local weekend markets.

Our RAP will be championed by our Corporate Responsibility Manager, who liaises with each area of the business to drive their

actions in the RAP.

Maria RobbinsChief HR Officer

George O’NeilChief Marketing Officer

Tracy RennieVictorian Sales Lead

Linda BarrettCategory Management Director

Pete ThompsonWestern Australian Sales Lead

Frank Wohlfarth Procurement Director

Wayne JonesHead of Government

Mitchell AmidyNorthern Territory Sales Lead

Courtney McGrath Head of Communications

Michael MicallefGeneral Manager, Enterprise Sales

Narelle Carter Queensland Sales Lead

Deborah Guion Corporate Responsibility Manager


Winc Australia

HOW WE WORK WITH THE ABORIGINAL AND TORRES STRAIT ISLANDER COMMUNITYIn 2011 while we went under our Staples brand, we implemented our first Reconciliation Action Plan and were the first in

our industry to make this commitment. The goal was to strive towards our vision by enhancing opportunities for education,

gainful employment and partnership through supplier diversity. Building on its success, our fourth RAP to be implemented over

2018 - 2021.

RAP outcomes have been:

• Launched a product range in 2017, designed by AIME students with 100% of profit being donated to AIME. The students were able to experience the business process, our employees can purchase the products, and the range has been promoted in our internal communications channels. More than $5000 has been returned to AIME from the sale of these items.

• Maintained highest level of Supply Nation Partnership - Red Ochre. This partnership demonstrates our ongoing commitment to working with a diverse range of suppliers, particularly smaller, Aboriginal & Torres Strait Islander owned businesses which may not otherwise be able to do business with large corporates. By meeting this commitment, we enable our customers to achieve their corporate responsibility goals.

• Launched our Supplier Diversity Smartpaper to educate the corporate community on the benefits of Supplier Diversity and engaging with Aboriginal and Torres Strait Islander communities. This was launched with a media release and hosted on our website. We included video case studies with a focus on Aboriginal and Torres Strait Islander Business.

• Held Annual Meet the Buyer Expos connecting Aboriginal and Torres Strait Islander Suppliers with our Sales & Merchandising Team. This expo meant that participating businesses were able to establish relationships with our merchandising team; learn more about our supply chain and customer base, and better understand the requirements of supplying to a larger organisation.

• Top tier sponsor of Supply Nation Connect Conference – which makes our Red Ochre commitments publicly visible, enables Supply Nation to host the event, and gives our people the opportunity to connect with suppliers and customers at the event.

• Over 25 events were held over National Reconciliation Week and NAIDOC Week with fundraising activities for AIME.

• Launched Indigenous Opportunities Plan to provide an easier pathway for Aboriginal and Torres Strait Islander organisations to work with our organisations and remove any barriers to trade.

• Launched Indigenous Employment and Retention Strategy.

• Provided Cultural Awareness Training with Uncle Billy Williams to more than 300 employees.

• Provided in-kind Leadership Development Training for 40 AIME employees by accredited Human Synergistics trainer to help develop their personal and professional skills and grow their career.

• Partnered with CareerTrackers and successfully included two interns in our business.

• Grew the range of products supplied from Aboriginal and Torres Strait Islander businesses and provided clearer instructions for Aboriginal and Torres Strait Islander organisations to partner with Winc by proactively reaching out.

• Ensured an Acknowledgement of Country was provided at 100% of company hosted events.

112018 - 2021


Winc Australia

CHARITY PARTNERSHIPSWinc partners with charitable organisations that support the wellbeing and education of Aboriginal and Torres Strait Islander

young peoples. We have partnerships with The Clontarf Foundation and AIME, the latter we support through a unique product

range with all profits going back into AIME programs.

ABOUT AIMEAIME is a dynamic educational program that is proven to support Aboriginal and Torres Strait Islander students through school

and into university, employment or further education at the same rate as all Australian students. AIME gives Aboriginal and Torres

Strait Islander students the skills, opportunities, belief and confidence to grow and succeed.

Winc and AIME are proud to present a range of everyday products for you to enjoy that showcase artworks by young Aboriginal

and Torres Strait Islander Australian artists. With this range we are spreading their stories to build a better understanding of

Aboriginal and Torres Strait Islander cultures.

Tanisha LovettHalls Gap, Victoria

Tanisha’s art is based on a passion for Aboriginal culture and the dot art form which she applies to represent different ceremony circles that are all connected through the many Indigenous cultures across Australia.

ABOUT CLONTARFThe Clontarf Foundation exists to improve the education, discipline, life skills, self-esteem and employment prospects of young

Aboriginal and Torres Strait Islander men and by doing so equips them to participate meaningfully in society.

Since opening its first Academy for 25 boys in 2000 the Foundation has grown to cater for over 6,500 boys in 96 schools across

Western Australia, Northern Territory, Victoria, New South Wales and Queensland.

Winc and Clontarf partner to provide opportunities beyond just our financial contributions.

This has culminated in a number of events where we have hosted Aboriginal and Torres Strait Islander students on our site for

mentoring opportunities with our employees from both the office and the warehouse.


Winc Australia

SUPPLIER DIVERSITYAt Winc we’re committed to making supplier diversity a priority. We believe that the success of our organisation and the wider

community depends on our ability to do business with diverse suppliers. That’s why we are dedicated to helping Aboriginal and

Torres Strait Islander businesses promote their products to our customers.

As a founding member of Supply Nation as well as one of four Red Ochre Partners, we’re currently working with Aboriginal and

Torres Strait Islander businesses to promote their products to our customers and are continually looking to add more Aboriginal and

Torres Strait Islander businesses to our range to grow the offering available to our customers. We also partner with several Aboriginal

and Torres Strait Islander businesses to procure services for our own operations. When our customers purchase from a minority

business through Winc, they’re contributing to growth and development, funding education for critical business acumen, and

sustaining income for Aboriginal & Torres Strait Islander communities across Australia. This is a unique selling point for our Sales

team as we enable our customers to achieve their own supplier diversity and corporate responsibility goals.

Businesses we work with are:

Tjindgarmi and Teter Mek

Nallawilli Group (Nallawilli Office Wares and Nallawilli Technology)

Yaru Water

Print Junction

Corporate Connect.AB

Integrity Health & Safety

Native Drink Co

Gondwana Wines

152018 - 2021

EMPLOYMENT AND DEVELOPMENTIn 2016 we ran a comprehensive diversity and inclusion survey and found that 1.8% of our staff identify as Aboriginal and/or Torres

Strait Islander peoples.

We’re committed to building and maintaining a diverse and inclusive environment. We believe that everyone is responsible for

creating and contributing to this culture. Through inspirational leadership we embrace the diversity of thought and leverage the

richness of our people, their perspectives and experiences.

Winc is a founding member of Supply Nation and a proud Red Ochre Partner, creating an inclusive economy across Australia. We

work with Aboriginal & Torres Strait Islander businesses to supply the essentials that keep every workplace going, like stationery

and furniture, kitchen and catering supplies. We also enable our customers to support and sustain income for communities across

Australia.

In 2016 we launched our partnership with CareerTrackers and since then we’ve had two Aboriginal and Torres Strait Islander

student’s complete internships at our head office in Mascot. Further to our commitment to education and job skills, since 2015 we

have provided Leadership Development training to 20 AIME staff and mentors from across the country every year.

In early 2017 we relaunched our Indigenous Employment and Retention Strategy and will be working in this RAP to update this.

AIME image


Winc Australia

Annual support of AIME Gala dinner through in kind donations

Leadership Development training to 20 AIME staff and mentors from across the country

Donated over 200 Back to School packs to Clontarf students in western and southern Sydney in 2017

Conducted a business networking event for Clontarf students from Yirara College, Alice Springs.

Partnered with CareerTrackers and had two Aboriginal and Torres Strait Islander students complete internships

LOCAL PARTICIPATION

Several staff in Victoria volunteered with AIME to provide support for young Aboriginal and Torres Strait Islander students

VIC

NSW/ACT

17

Conducted a business networking event for a group of Clontarf students from Yirara College, Alice Springs.

Several staff in South Australia volunteer with AIME to provide support for young Aboriginal and Torres Strait Islander students

We annually support the AirNorth’s Santa Fun Run in the NT that reaches remote Aboriginal and Torres Strait Islander communities such as Maningrida & Elcho Island and Nhulunbuy as well as towns with high Aboriginal and Torres Strait Islander populations such as Katherine and Tennant Creek

Our Regional Sales Manager for Darwin is a proud Wiradjuri man

In 2017, volunteers participated in a Clontarf Cricket Carnival

Morning tea for the staff with AIME presenting for NAIDOC Week

The WA team have supported Clontarf and AIME with donations to help their operations

Winc attended the Supply Nation WA Indigenous Trade Fair to support local businesses.

QLD

SA/NT

WA


Winc Australia

Action Deliverable Timeline Responsibility

1. RAP Steering Group actively monitors RAP development and implementation

Oversee the development, endorsement and launch of the RAP.

May 2018 Corporate Responsibility Manager

Ensure there are Aboriginal and Torres Strait Islander peoples on the RAP Steering Group.

May 2018May 2019May 2020

Corporate Responsibility Manager

Meet at least four times per year to monitor and report on RAP implementation.

August 2018November 2018February 2019May 2019August 2019November 2019February 2020May 2020August 2020November 2020February 2021


Appoint an internal RAP Champion(s) from senior management.

May 2018 Chief HR Officer

Establish a Terms of Reference for the RAP Steering Group.

December 2018 Corporate Responsibility Manager

Create channels that provide all staff and community members an ability to offer feedback on RAP initiatives and events to further guide the RAP Steering Group.

December 2018 Head of Communications

RELATIONSHIPSWinc acknowledges that working closely with Aboriginal and Torres Strait Islander individuals, organisations and communities

is necessary to strengthen and enhance business, seek advice and educate, and develop a network of relationships to support

our reconciliation work. These relationships help us to not only press for progress on Reconciliation but enrich our offering to our

customers, our suppliers and our employees.

Focus area: Support the further education of Aboriginal and Torres Strait Islander youth through community and charity partnerships.

2. Celebrate National Reconciliation Week (NRW) to strengthen and maintain relationships between Aboriginal and Torres Strait Islander staff and other staff

Organise five internal NRW events each year to be held at our major sites including our Sydney Head Office.

27 May – 3 June 2018, 2019, 2020

State Representatives & Corporate Responsibility Manager

Register all NRW events via Reconciliation Australia’s NRW website.

27 May – 3 June 2018, 2019, 2020


Encourage staff and Executive Leadership Team to participate in external events to recognise and celebrate NRW.

27 May – 3 June 2018, 2019, 2020


Ensure our RAP Steering Group participates in five external NRW events each year.

27 May – 3 June 2018, 2019, 2020


Invite an Aboriginal and/or Torres Strait Islander community member/s into our office to connect and share experiences during NRW.

27 May – 3 June 2018, 2019, 2020

State Representatives

Support an external NRW event that could include in kind support and/or partnering with community organisations.

27 May – 3 June 2018, 2019, 2020



Winc Australia

3. Maintain and leverage mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes

Develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islander stakeholders.


Meet with at least three local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement.

October 2018July 2019March 2020


Commit to establishing and maintaining two formal two-way partnerships to build capacity in Aboriginal and Torres Strait Islander organisations and/or communities relevant to our sphere of influence.

December 2019 Head of Communications

Maintain an official partnership with Clontarf and AIME to support the continued education and opportunities for Aboriginal and Torres Strait Islander youth with detailed mentoring sessions, internal fundraising activities and education events.


Ensure that every site office has contact and is engaged with AIME and Clontarf groups where possible.

June 2018May 2019May 2020


During the life of the RAP, ensure external Aboriginal and Torres Strait Islander stakeholders are consulted on all major Winc projects.

December 2018 RAP Steering Group

Provide opportunities for Winc Staff to support Aboriginal and Torres Strait Islander communities and organisations by allowing one day of volunteering per annum.

December 2018December 2019December 2020


4. Raise internal and external awareness of our RAP to promote reconciliation across our business and sector

Develop and implement a strategy to communicate our RAP to all internal and external stakeholders.

June 2018 Head of Communications

Promote reconciliation through ongoing active engagement with all stakeholders.

October 2018October 2019May 2020

RAP Steering Group

Host onsite events and education sessions on reconciliation and our RAP commitments for all employees across all locations including our distribution centre staff.

October 2018October 2019May 2020


Engage our senior leaders in the delivery of RAP outcomes.

May 2018May 2019May 2020

Head of Communications

Support our Customers and Suppliers where possible in delivering their own RAP and RAP outcomes.

May 2019May 2020May 2021

Chief Sales Officer and Category Management Director

Provide all staff with a copy of the RAP. May 2018 Head of Communications

Create a page on our website dedicated to Winc’s RAP and the Aboriginal and Torres Strait Islander businesses and communities we work with. We will include a profile on each of the Aboriginal and Torres Strait Islander suppliers that utilises Winc as a distributor.

January 2019 Chief Marketing Officer & Corporate Responsibility Manager


Winc Australia

RESPECTWinc values respectful relationships with Aboriginal and Torres Strait Islander communities in the way we do business, by

cultivating a deep awareness and respect amongst employees of Aboriginal and Torres Strait Islander communities and their

relationship to land, their histories and cultures. This respect is important for fostering an inclusive workplace where all Australians

can celebrate their shared history, and for attracting and retaining a diverse workforce.

Focus area: Embedding cultural awareness and respect into our business operations.


5. Increase knowledge and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievements

Develop and implement our Aboriginal and Torres Strait Islander cultural awareness training strategy, which defines continuous cultural learning needs of employees in all areas of our business and the various ways cultural learning can be provided (online, face to face workshops or cultural immersion).

December 2019 Chief HR Officer

Ensure 75% of staff undertake online cultural learning activities.


Chief HR Officer

Ensure 40% of staff attend face to face cultural workshop learning activities.


Chief HR Officer

At least 20% staff to undertake cultural immersion learning activities.


Chief HR Officer

All RAP Steering Group members to undertake cultural learning activities.


RAP Steering Group

All senior executives to undertake cultural learning activities.


Promote Reconciliation Australia’s Share Our Pride online tool to all staff.

May 2018 Corporate Responsibility Manager

Consult with Aboriginal and Torres Strait Islander stakeholders on content for online cultural awareness training.


All new staff to be provided a RAP module that will be included in their onboarding pack that talks to cultural awareness and the code we live by at Winc.


Chief HR Officer

6. Demonstrate respect to Aboriginal and Torres Strait Islander peoples and communities by embedding cultural protocols as part of the way our organisation functions

Continue to ensure that a Welcome to Country or an Acknowledgement of Country is provided at ALL Winc hosted events.


Invite a local Traditional Owner to provide a Welcome to Country, at two company events each year, including our annual leadership conference.

May 2018May 2019May 2020

Chief Marketing Officer

Staff and Senior Leadership to provide an Acknowledgement of Country at all other events.


Chief HR Officer

Maintain and review a list of key contacts for organising a Welcome to Country and ensure all staff are educated on process and how this works.



Include an Acknowledgement of Country at the commencement of internal meetings.



Create and display an Acknowledgment of Country plaque in our major sites.


Embed Aboriginal and Torres Strait Islander cultural protocols within a protocol document relevant to State and/or Territory and specific local communities and annually review.

January 2019January 2020January 2021


Annually review Aboriginal and Torres Strait Islander cultural protocol document.

May 2019May 2020



Winc Australia

7. Celebrate NAIDOC Week and provide opportunities for Aboriginal and Torres Strait Islander staff to engage with culture and community during NAIDOC Week

Review Human Resource policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week.

June 2018June 2019June 2020

Chief HR Officer

Provide opportunities for all Aboriginal and Torres Strait Islander staff to participate in community NAIDOC Week events. This will be covered in the Cultural Leave Policy that entitles employees to one day per annum annual leave.

July 2018July 2019July 2020


Support all staff to participate in NAIDOC Week events in the local community by encouraging participation from the Executive Team.



In consultation with Aboriginal and Torres Strait Islander peoples, hold an internal or public NAIDOC Week event.



Support an external NAIDOC Week community event.


Corporate Responsibility Manager & State Representatives

Senior leaders to acknowledge and support NAIDOC Week and its importance by sending internal communications, hosting internal events at major sites, undertaking face to face briefings with teams, and encouraging their people to attend NAIDOC Week events.


Chief HR Officer & Head of Communications

8. Celebrate the diversity of Aboriginal and Torres Strait Islander peoples, communities and organisations through internal and external communications

Include an Acknowledgement of Country on all Australian internal and external marketing and communications collateral.


Head of Communications & Chief Marketing Officer

Celebrate and recognise Aboriginal and Torres Strait Islander dates of significance through internal communications and internal calendar, including National Reconciliation Week and NAIDOC Week, Sorry Day, Close the Gap Day as well as local events when possible.



Develop and implement a communications strategy for promoting significant Aboriginal and Torres Strait Islander cultural events across the organisation.

May 2018 Head of Communications

Bring employees together at major sites once a year to view a Reconciliation Film Club film and host a corresponding conversation afterwards.




Winc Australia

OPPORTUNITIESWinc intends to seek out opportunities to include Aboriginal and Torres Strait Islander candidates in our recruitment process and

to include Aboriginal and Torres Strait Islander-owned businesses in our procurement process. Promoting these opportunities

will contribute to closing the social, economic and health gap between Aboriginal and Torres Strait Islander peoples and other

Australians and progress the sustainability of the communities in which we operate.

Focus area: Supporting the sustainable economic growth of the Aboriginal and Torres Strait Islander business sector.


9. Increase Aboriginal and Torres Strait Islander recruitment and retention

Increase Aboriginal and Torres Strait Islander employment by 2%. Stretch target of 5%.


Continue to review and update the Aboriginal and Torres Strait Islander employment and retention strategy, which includes professional development.


Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, including professional development.


Continue to advertise all job vacancies in select Aboriginal and Torres Strait Islander media such as Our Mob, Koori Mail etc.

December 2019December 2020

Chief HR Officer

10. Increase Aboriginal and Torres Strait Islander supplier diversity.

Develop and implement, an Aboriginal and Torres Strait Islander procurement strategy.

March 2019 Category Management Director and Procurement Director

Set annual targets for procuring goods and services from Aboriginal and Torres Strait Islander owned businesses.

March 2019 Category Management Director and Procurement Director

Develop at least five commercial relationships with Aboriginal and/or Torres Strait Islander businesses.


Category Management Director

Continue to maintain a Red Ochre level partnership with Supply Nation to support the growth of the Aboriginal and Torres Strait Islander business sector.

December 2019December 2020


Promote procurement opportunities to Aboriginal and Torres Strait Islander businesses.

May 2019May 2020

Category Management Director

Through sales, marketing and internal communication opportunities, grow opportunities for Aboriginal and Torres Strait Islander businesses in Winc’s portfolio of suppliers, and further extend their product offering to our customers.

For internal communication: this will be by educating our salesforce about our Aboriginal & Torres Strait Islander ranges and training them on the benefits of each line.

For marketing: this will be by promoting our Aboriginal and Torres Strait Islander ranges to our customer base via electronic channels and at all large events.

For merchandising: this will be by proactively seeking out and engaging with relevant Aboriginal and Torres Strait Islander organisations to do business with and assist in removing any barriers to trade.

March 2020 Category Management Director, Head of Communications & Chief MarketingOfficer


Winc Australia

10. Increase Aboriginal and Torres Strait Islander supplier diversity

Organise an annual “Meet the Buyer” event for Aboriginal and Torres Strait Islander organisations to exhibit and meet with staff and customers.

September 2018September 2019September 2020

Head of Merchandising & Corporate Responsibility Manager

Maintain the specific supplier diversity webpage on Winc’s external website that communicates the organisations commitment to Supplier Diversity, including notifications regarding upcoming Meet the Buyer events.


Senior Marketing Manager

Partner with likeminded customers to develop joint programs to support the growth of Aboriginal and Torres Strait Islander businesses.

December 2020 Head of Enterprise Sales & Corporate Responsibility Manager

Investigate ways to increase mentoring opportunities with Aboriginal and Torres Strait Islander businesses.


Chief HR Officer

Deliver one day ‘Discovering Leadership’ program to at least 1 Aboriginal and Torres Strait Islander organisation per year for at least 20 individuals from that organisation.


Chief HR Officer

Continue to support the annual Supply Nation Connect Conference with sponsorship, in-kind donations and by allocating a complimentary booth to an Aboriginal and/or Torres Strait Islander business.

May 2018May 2019May 2020


Partner with AIME to create promotional products that include artworks from AIME students that can be sold to both Winc customers and AIME partners.



11. Increase opportunities for young Aboriginal or Torres Strait Islander peoples to gain work experience with Winc to support our strategy of ending educational inequality

Implement an Aboriginal and Torres Strait Islander employment pathways strategy (e.g. traineeships or internships). As part of this strategy, provide three traineeships in the warehouse and logistics area across Australia.


Chief HR Officer & National Operations Manager

Partner with an organisation like CareerTrackers to offer an increased number of internships/cadetships (at least two per annum).

December 2018 Chief HR Officer & Corporate Responsibility Manager

Run or participate in business networking events for Aboriginal and Torres Strait Islander students or school leavers to meet relevant business contacts.




Winc Australia


12. Report RAP achievements, challenges and learnings to Reconciliation Australia for inclusion in the RAP Impact Measurement Report

Investigate participation in the RAP Barometer.

May 2018May 2020


Develop and implement systems and capability needs to track, measure and report on RAP activities.


RAP Steering Group to collect data for the RAP Impact Measurement questionnaire.



RAP Steering Group to seek internal approval to submit the RAP Impact Measurement questionnaire to Reconciliation Australia.

August 2018August 2019August 2020


Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia.

30 September 2018, 2019, 2020


GOVERNANCE, TRACKING PROGRESS AND REPORTING 13. Report RAP achievements, challenges and learnings internally and externally

Publicly report our RAP achievements, challenges and learnings via social media, a formalised report and media release.

May 2021 Corporate Responsibility Manager & Head of Communications

Communicate quarterly updates on RAP progress to all staff.

September 2018December 2018March 2019June 2019September 2019December 2019March 2020June 2020September 2020December 2020March 2021

Corporate Responsibility Manager & Head of Communications

Include RAP report in annual meetings of the Executive Leadership Team.

May 2019May 2020May 2021


Include RAP update in the annual Leadership Conference.

May 2019May 2020May 2021


14. Review, refresh and update RAP

Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements.

November 2020 Corporate Responsibility Manager & RAP Steering Group

Send draft RAP to Reconciliation Australia for feedback.

December 2020 Corporate Responsibility Manager & RAP Steering Group

Submit draft RAP to Reconciliation Australia for formal endorsement.

April 2021 Corporate Responsibility Manager

CONTACTDeborah Guion


0412 198 894

[email protected]

winc.com.au

reconciliation action plan€¦ · 2 reconciliation action plan winc australia 2018 - 2021 3...

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