reflect reconciliation action plan · reconciliation australia is delighted to welcome cardno to...
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REFLECT RECONCILIATION ACTION PLAN
DECEMBER 2019 – DECEMBER 2020
A message from the CEO Asia Pacific
I am extremely proud to present Cardno’s first Reconciliation Action Plan (RAP). This is the beginning of a long-term commitment and significant step for our company to highlight how Cardno will contribute to reconciliation in Australia.
It is Cardno’s intention to engage in the national effort to close the gaps between Aboriginal and Torres Strait Islander peoples and other Australians, and strive to achieve equality in this country.
Importantly, Cardno’s Board and Executives are committed to reconciliation and our Reflect RAP is our opportunity to turn our intentions into actions. It is also our step in the future for driving sustainable opportunities for Aboriginal and Torres Strait Islander peoples within our company and in the communities, we operate and live.
Our commitment to being an inclusive company is at the heart of our RAP journey. We aim to be inclusive for Aboriginal and Torres Strait Islander peoples first in our stakeholder engagement, procurement, in our workforce and as respected business partners. Our RAP includes steps to identify and remove any barriers to Aboriginal and Torres Strait Islander employment and business engagement.
We acknowledge we still have more work to do but I hope that through our RAP, we can move forward together in the spirit of reconciliation and solidarity towards a reconciled and equitable Australia. I look forward to sharing this meaningful journey and how we will be making a difference to our people, communities and partners.
Jamie Alonso CEO Asia Pacific
I am incredibly proud to present our Reconciliation Action Plan (RAP) as a part of Cardno’s commitment to our reconciliation journey.
This Reflect RAP celebrates our meaningful partnerships and engagements so far, whilst recognising we have a long way to go. Cardno knows that it is our responsibility as a market leader to ensure the work we do incorporates Aboriginal
and Torres Strait Islander participation as well as other inclusion and diversity engagement strategies. The RAP identifies clear actions and targets that will strengthen our existing relationships and create respectful new relationships with Aboriginal and Torres Strait Islander peoples. In international Development, we’re proud to make this commitment to Aboriginal and Torres Strait Islander inclusion and participation in our development programs also.
Cardno’s first Reflect RAP outwardly expresses our commitment to reconciliation at a time when global public diplomacy and international relations are a contested space. We know that we need to achieve our goals in Australia also if we are to continue delivering world-class services and technical assistance internationally.
I am thankful to all who have worked to make this RAP a reality, and am excited for all of us to learn more about our shared histories, cultures, and achievements.
Marian Boreland CEO International Development
A message from the CEO International Development
A message from Reconciliation AustraliaReconciliation Australia is delighted to welcome Cardno to the Reconciliation Action Plan (RAP) program and to formally endorse its inaugural Reflect RAP.
As a member of the RAP community, Cardno joins over 1,000 dedicated corporate, government, and not-for-profit organisations that have formally committed to reconciliation through the RAP program since its inception in 2006. RAP organisations across Australia are turning good intentions into positive actions, helping to build higher trust, lower prejudice, and increase pride in Aboriginal and Torres Strait Islander cultures.
Reconciliation is no one single issue or agenda. Based on international research and benchmarking, Reconciliation Australia defines and measures reconciliation through five critical dimensions: race relations; equality and equity, institutional integrity; unity; and historical acceptance. All sections of the community—governments, civil society, the private sector, and Aboriginal and Torres Strait Islander communities—have a role to play to progress these dimensions.
The RAP program provides a framework for organisations to advance reconciliation within their spheres of influence. This Reflect RAP provides Cardno a roadmap to begin its reconciliation journey. Through implementing a Reflect RAP, Cardno will lay the foundations for future RAPs and reconciliation initiatives.
We wish Cardno well as it takes these first critical steps in its reconciliation journey. We encourage the organisation to embrace this journey with open hearts and minds, to grow from the challenges, and to build on the successes. As the Council for Aboriginal Reconciliation reminded the nation in its final report:
“Reconciliation is hard work—it’s a long, winding and corrugated road, not a broad, paved highway. Determination and effort at all levels of government and in all sections of the community will be essential to make reconciliation a reality.”
On behalf of Reconciliation Australia, I commend Cardno on its first RAP, and look forward to following its ongoing reconciliation journey.
Karen Mundine Chief Executive Officer Reconciliation Australia
8 Angels
8 Angels represents family, they have given me everything and have always pointed me in the right direction. They always make me want to be the best person I can be and for them I’m going to try my best to be!
About the artist
My name is Tyronne Hoerler, I’m 21 years of age. I was born in Wagga Wagga NSW, Wiradjuri county. My tribe
is Wongkumarrra. I started painting in year 9 and now have artwork all around the world. I have done some amazing projects with the Army, Police and the Air Force; and I’m now working on the largest Aboriginal art work in the world! You cansee my art and follow my journey by connecting with me on Facebook.
Cardno is a publicly-listed provider of integrated infrastructure, environmental and social professional services which enrich the physical and social environment of communities around the world. Cardno aims to help shape a better Australia, where the lives of all Australians are not just improved through built environment, but through a deeper understanding and mutual respect of Aboriginal and Torres Strait Islander peoples and their culture.
Headquartered in Brisbane, Australia and based around the world, we are more than 4,000 specialists (over 1,700 in Australia), in over 100 offices, who deliver world-class, community-defining infrastructure, environmental and social projects in more than 100 countries.
We are a strong multidisciplinary team with a deep knowledge, wealth of experience and passion for enhancing the physical and social environments of the communities in which we live and work.
We are valued by our clients not just for our depth of experience and expertise, but also for our availability and responsiveness to their needs. This is why we are a highly-regarded and valued resource for federal, state and local governments around the world.
Since our establishment in 1945, we have forged strong and lasting relationships with private clients in the construction, environment, transport, property development, water resources, telecommunications, waste, marine and coastal, agriculture, manufacturing and mining sectors.
We have also emerged as a leading provider of world’s best international development assistance programs, with a global reach and expertise in community development, education, health and HIV/AIDS as well as reconstruction and rehabilitation.
Cardno is a sum of its parts - we are our people and our people are innovative, inclusive and multicultural.
Our Organisation
Cardno Reconciliation Action Plan 2019–2020 7
Our RAP Working GroupThe RAP is sponsored by Jamie Alonso, CEO Asia Pacific and Marian Boreland, CEO International Development.
RWG Team members include:
Jo Buldeski, Senior Consultant, International Development
Aarohi Vashishtha, Strategic Engagement & Partnerships Manager, International Development
Andrew Nathan, Transport Director, Asia Pacific
Ashna Muneer, Program Manager, International Development
Gael Duff, Procurement Analyst, Asia Pacific
Helena Woolums, Senior Environmental Scientist, Asia Pacific
Kezia D’Orazio, Assistant Manager Strategic Engagement & Partnerships, International Development
Lachlan Peterson, Senior Engineer, Asia Pacific
Ryan Prescott, Civil Engineer, Asia Pacific
The RWG is supported by:
Narelle Damen, Inclusion & Diversity Manager, Global HR
Keren Gifford, Culture & Engagement Business Partner
Mark Deards, Strategic Human Resources Manager, International Development
Sharon Prowle, Human Resources Manager Asia Pacific
Reconciliation Action Plan Working Group
Our Journey to Date
Over the years, several individuals and businesses within Cardno have worked to engage locally and as businesses with Aboriginal and Torres Strait Islander communities through community engagement, employer and business partners. However, we were missing a coordinated and consolidated corporate response to Aboriginal and Torres Strait Islander engagement and reconciliation.
In December 2018, Cardno resolved to establish a Reconciliation Action Plan Working Group (RAPWG) in order to develop our first Reconciliation Action Plan (RAP). The Terms of Reference for this Working Group were then adopted by Cardno in April 2019 and nominations were sought for representatives across the business to participate in the Reconciliation Action Plan Working Group. The nomination process included a concerted effort to attract Aboriginal and Torres Strait Islander employees and those with a passion for Cardno’s Reconciliation and inclusion journey.
Cardno recognises it has a role to play in helping to reconcile our nation. As one of Australia’s highly regarded professional services firms we can make an important contribution to addressing inequality. There are no quick fixes and there are social issues at work. Cardno’s Inclusion and Diversity strategy has been in place for a number of years and continues to grow and evolve with our company. The commitment to reconciliation is a deliberate action for longterm change we’re taking as part of our inclusion and diversity initiatives.
The foundations of our commitment have been laid over time and will continue to grow and evolve. The importance of consultation and respect is critical in the way we do business.
Cardno’s RAP outlines our clear commitment and intention to grow our Aboriginal and Torres Strait Islander participation rates within our business both internally and externally, and for those employees that identify as Aboriginal and Torres Strait Islander to build solid foundations for relationships, respect and opportunities across our organisation.
Our RAP is sponsored and championed by the CEO Asia Pacific Jamie Alonso and CEO International Development Marian Boreland; in collaboration with our RAP Working Group. Our RAP Working Group includes Aboriginal and Torres Strait Islander representatives and non-Indigenous representatives from across our business.
Our Reconciliation Action Plan
Cardno Reconciliation Action Plan 2019–2020 9
How our company values and purpose align with our Reconciliation Action Plan
Cardno’s core values of Safety, Integrity, People and Excellence are the keystones of our business and the foundation of our Reconciliation Action Plan. Our values reflect and align with our RAP by promoting the way we work with others in our communities, not only in Australia but across the world. Our vision for reconciliation is for our organisation and employees to build stronger relationships and work together with Aboriginal and Torres Strait Islander people. Our RAP fosters our commitment to an inclusive workplace, where every unique individual is united by our purpose to make a difference.
“We believe that the delivery of high quality services creates value for clients, communities and our investors.”
We purposely combine the knowledge, creativity and experience of our employees, shareholders and stakeholders to collectively deliver the greatest value.
“We believe that what is good for our people, communities and the world we live in, can be good for business.”Our employees and business partnerships are conducted in an inclusive and open manner understanding the value of other’s beliefs and opinions and their ability to contribute in a meaningful way.
“We believe that creating a safe environment for our people, clients and the communities we impact should always come first.” Cardno aims to create and operate safe built environments for all people that use them.
“We believe that knowing and doing the right thing will lead to satisfied employees, clients, investors and better financial performance.”
Cardno will establish and maintain mutual respect through reliability, truth and transparency. We welcome the freedom and responsibility to do what we know needs to be done. Cardno demonstrates our quality through an unwavering focus on doing things right, first-time, every time. Our history substantiates this.
> Committed resources for the development of our Reflect RAP and for the implementation of initiatives as outlined in this document.
> Convened a RAP Working Group of employees with Aboriginal and Torres Strait Islander employee representatives and non-Indigenous employee representatives from across our organisation.
> Completed face-to-face cultural training with our RAP Working Group and Executive through BlackCard; however, a more sustained and ongoing approach to training will be investigated.
> Developed an internal communication strategy to bring employees on the RAP journey and raise organisational knowledge and understanding of our First Nations peoples, their cultures, histories and the issues they face today.
> Provided leadership and support opportunities to Aboriginal and Torres Strait Islander peoples in our organisation.
Whilst Cardno is only at the start of its formal RAP, to date we have:
Our Partnerships and current activities
Cardno has a long history of working with Aboriginal and Torres Strait Islander communities and partnering with Local Lands Councils around Australia (such as the Illawarra Local Aboriginal Lands Council) to provide support to Aboriginal and Torres Strait Islander employees.
As part of ratifying Cardno’s Inclusion and Diversity strategy the development of a RAP was identified as a critical enabler to further build respect and opportunities for Aboriginal and Torres Strait Islander employees and communities.
In 2019, the Cardno Executive team endorsed our Inclusion and Diversity strategy for 2019 – 2021; providing the direction needed to frame our policies and actions around inclusion and diversity in the workplace.
Cardno is committed to reconciliation and to building on our relationships with Aboriginal and Torres Strait Islander employees, external communities including potential contractors,
organisations engaged to assist in raising Aboriginal and Torres Strait Islander participation rates, businesses and educational institutions and schools to future grow our employees and leaders with Cardno.
Cardno Reconciliation Action Plan 2019–2020 11
> Partnered with Aboriginal and Torres Strait Islander organisations like Ninti One and Jabin Project Management on DFAT proposals.
> Engaged Anthony Kiessler of Akaltye Consulting as an Aboriginal and Torres Strait Islander Engagement Specialist to undertake work with International Development (ID). Tony is a proud Arrernte (Aboriginal Australian) man and has extensive experience in both Indigenous and international development. His expert input and unique perspectives ensure that Cardno is well placed to develop meaningful and mutually beneficial partnerships with Indigenous Australian businesses, organisations and individuals.
> Developed an Aboriginal and Torres Strait Islander Internship Program for ID graduates (in different streams within ID: research, project management, finance etc.) to be launched during NAIDOC week. A major consultation process was undertaken with most Melbourne based universities to assess the need for this.
> Engaged the Australian Indigenous Leadership Centre (AILC) on DFAT funded Women’s Leadership Initiative.
> Endeavoured to ensure where possible all ID events are catered for by Charcoal Lane. Charcoal Lane is a Mission Australia social enterprise restaurant that provides guidance and opportunity to young Aboriginal people who need a fresh start in life. The aim of the program is to create a skilled workforce for the hospitality industry, providing leadership and mentoring to help vulnerable young people achieve their potential and gain long-term independence.
> Engaged the Victorian Aboriginal Community Controlled Health Organisation (VACCHO), the peak body for the health and wellbeing of Aboriginal people living in Victoria for an Aboriginal and Torres Strait Islander Cultural Safety Training Workshop.
> Engaged with Perry Agius of Linking Futures in some of our shared value work in the past.
Our CommitmentRelationshipsAction Deliverable Timeline Responsibility
1Maintain an effective RAP Working Group to implement the initiatives for Cardno’s reconciliation program
Establish and apply a Terms of Reference for the RWG. January 2020 HR Manager
Establish Aboriginal and Torres Strait Islander representation in the RWG May 2020 HR Manager
RWG to meet quarterly to review actions and deliverables. Quarterly, 2020 HR Manager
2 Raise internal awareness of the RAP
Develop and implement a communication plan to raise awareness about our RAP commitments. February 2020 RAPWG Lead
Summary of RAP Commitments to be included in all employees onboarding. February 2020 HR Manager
Develop and implement a communication plan to engage and inform key internal stakeholders of their responsibilities within our RAP.
March 2020 HR Manager
3Participation and celebration of National Reconciliation Week (NRW)
Circulate Reconciliation Australia’s NRW resources and materials to our employees. May 2020 HR Manager
Encourage our employees and senior leaders to participate in NRW. May 2020 HR Manager
RAPWG to participate in external event to recognise and celebrate NRW. May 2020 RAPWG Lead
4 Build internal and external relationships
Identify Aboriginal and Torres Strait Islander peoples, Elders, communities, and organisations within our local area or sphere of influence.
October 2020 RAPWG Lead
Identify external stakeholders that our organisation can engage with on our reconciliation journey.
October 2020 RAPWG Lead
Identify RAP and other like minded organisations that we could approach to collaborate with on our reconciliation journey.
October 2020 RAPWG Lead
5Promote positive race relations through anti-discrimination strategies
Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions and future needs.
July 2020 HR Manager
Review, update and communicate our anti-discrimination policy. July 2020 HR Manager
Engage with Aboriginal and Torres Strait Islander employees and/or Aboriginal and Torres Strait Islander advisors to consult on our anti-discrimination policy.
July 2020 HR Manager
Educate Senior leaders and managers on the effects of racism. July 2020 HR Manager
Cardno Reconciliation Action Plan 2019–2020 13
RespectAction Deliverable Timeline Responsibility
6Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning
Develop a communication/action plan to increase awareness of Aboriginal and Torres Strait Islander cultures, histories and achievements within our organisation.
March 2020 HR Manager
Conduct a review of cultural awareness training needs within our organisation to identify required training.
January 2020 HR Manager
Promote Reconciliation Australia’s “Share Our Pride” online tool amongst employees. April 2020Inclusion & Diversity Manager
Consult local Traditional Owners and/or Aboriginal and Torres Strait Islander advisors on the development and implementation of a cultural learning strategy.
September 2020
HR Manager
7 Participate in and celebrate NAIDOC week
Introduce our employees to NAIDOC week by promoting community events and holding internal events at our offices.
July 2020 HR Manager
Raise awareness and share information amongst our staff of the meaning of NAIDOC week.
July 2020 HR Manager
Ensure our RAP Working Group participates in external NAIDOC week events. July 2020 RAPWG Lead
8 Raise internal understanding of appropriate cultural protocols
Identify who the Traditional Owners of the lands and waters are in each office and create a database for our people to access.
February 2020 RAPWG Lead
Identify and include in our database a list of Elders who can perform Welcome to Country for each office and at major meetings or events we may hold.
February 2020 RAPWG Lead
Promote the use of Acknowledgement of Country at commencement of significant internal and external meetings.
March 2020Inclusion & Diversity Manager
Include Acknowledgement of Country in email signatures. December 2019Inclusion & Diversity Manager
Include Acknowledgement of Country guidelines on the Inclusion & Diversity Intranet page.
February 2020Inclusion & Diversity Manager
Display an Acknowledgment of Country, acknowledging the original owners of the land and communities of each office.
April 2020 HR Manager
Increase our employees understanding of the purpose and significance behind cultural protocols, including Acknowledgment of Country and Welcome to Country protocols.
June 2020 HR Manager
OpportunitiesAction Deliverable Timeline Responsibility
9
Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development
Develop a strategy for Aboriginal and Torres Strait Islander recruitment. December 2019Talent Acquisition Manager
Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities.
February 2020 HR Manager
Encourage current Aboriginal and Torres Strait Islander employees to self-identify to assist with improving employment and develop opportunities across the whole of our business.
December 2019 HR Manager
Research and develop a strategy for Aboriginal and Torres Strait Islander scholarship or sponsor program.
February 2020 HR Manager
Identify that Cardno actively encourages Aboriginal and Torres Strait Islander applicants to apply within all of our job advertisements.
December 2019Talent Acquisition Manager
Investigate partnership with Career Trackers. February 2020 HR Manager
Review HR and recruitment procedures and policies to remove barriers to Aboriginal and Torres Strait Islander participation in our workplace.
May 2020 HR Manager
10Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes
Investigate Supply Nation Membership. February 2020APAC & ID Procurement Manager
Review procurement policies and contractor engagement to increase procurement from Aboriginal and Torres Strait Islander owned businesses.
March 2020APAC & ID Procurement Manager
11Create opportunities for Aboriginal and Torres Strait Islander individuals, community organisations and businesses
Establish relationships with Aboriginal and Torres Strait Islander community groups and organisations to identify opportunities for Cardno to contribute through our corporate social responsibility program.
August 2020 RHR Manager
Engage with Aboriginal or Torres Strait Islander artist to design artwork to represent our RAP. June 2020 RAPWG Lead
Cardno Reconciliation Action Plan 2019–2020 15
GovernanceAction Deliverable Timeline Responsibility
12 Build support for our RAP
Define resources required for RAP development and implementation. December 2019 HR Manager
Define the required systems and needs in order to track, measure and report on our RAP deliverables.
December 2019 RAPWG Lead
Engage senior leaders in the delivery of RAP Commitments. April 2020 HR Manager
13 Review and refresh RAP
Liaise with Reconciliation Australia to develop an Innovate RAP based on learnings, achievements and challenges.
June 2020 RAPWG Lead
Submit draft Innovate RAP to Reconciliation Australia for review. September 2020 RAPWG Lead
Submit draft Innovate RAP to Reconciliation Australia for formal endorsement. September 2020 RAPWG Lead
14
Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally
Complete annual RAP Impact Measure Questionnaire and submit to Reconciliation Australia.
September 2020Inclusion & Diversity Manager
Report to CEO Asia Pacific & CEO International Development on deliverables. June 2020 RAPWG Lead
Report to Executive and Board quarterly. Quarterly, 2020Inclusion & Diversity Manager
Contact details for public enquiries about our Reconciliation Action Plan
Sharon Prowle Human Resources Manager Asia Pacific
+61 7 3369 9822
Mark Deards Strategic Human Resources Manager International Development
+61 7 3369 9822
Narelle Damen Inclusion and Diversity Manager
+ 61 7 3369 9822
Global Head Office
Level 11, North Tower, Green Square 515 St Paul’s Terrace, Fortitude Valley QLD 4006
Locked Bag 4006 Fortitude Valley QLD 4006
Phone + 617 3369 9822 Fax + 617 3369 9722 [email protected]
cardno.com
linkedin.com/company/cardno
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Cardno believes that creating a safe environment for our people, clients and the communities we impact should always come first. That’s why safety is one of our core company values. We are committed to achieving “Zero Harm” by continually improving our health, safety and environmental performance. Through strong leadership and employee participation, we seek to implement and reinforce “Zero Harm” on every job, every day.
Health & SafetyOHSAS 18001
Quality ISO 9001