INNOVATE RECONCILIATION ACTION PLAN

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Berenice Barrett
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1 INNOVATE RECONCILIATION ACTION PLAN

2 COVER ARTWORK Veronica Hudson PITJANTJARA Veronica grew up in Central Australia and was interested in art from an early age. She grew up watching and listening to her elders, especially her Pop who taught her to draw in the sand. Her art is influenced by these experiences, her cultural knowledge and the stories that have been passed down to her by her family and Community. Interpretation of Artwork Walkabout Cave 2015 Acrylic on canvas, 129 x 96 cm Children walking about in a cave. The dots represent ancestors that have passed away watching over the younger generations. G4S Australia & New Zealand has partnered with The Torch Project who lead the way in Indigenous Arts in Prisons & Community programs. We believe in supporting the forum for cultural exploration, expression and strengthening the connection to the Indigenous Communities. We also believe in supporting participants who find a new way forward on their return to community.

3 Our G4S Values WE ACT WITH INTEGRITY AND RESPECT WE ARE PASSIONATE ABOUT SAFETY, SECURITY AND SERVICE EXCELLENCE WE ACHIEVE THIS THROUGH INNOVATION AND TEAMWORK 3 G4S Reconciliation Action Plan

A MESSAGE FROM OUR MD DENNIS ROACH On behalf of G4S, I would like to acknowledge the Traditional Owners of the living lands where our services operate and pay our respects to the Elders and people of

4 A MESSAGE FROM OUR MD DENNIS ROACH On behalf of G4S, I would like to acknowledge the Traditional Owners of the living lands where our services operate and pay our respects to the Elders and people of those communities past, present and into the future. Our purpose as an organisation is to work with all state and territory governments in creating safer communities. We achieve this on an organisational level through collaborative working models with our customers, by providing global expertise and by investing in our people and our services. To achieve our vision for reconciliation we continually look at how we can build stronger relationships, foster genuine understanding and respect by engaging with our staff, with our customers and with those in our care. Our work towards reconciliation is underpinned by our purpose, we strive to create a safer and more respectful workplace within G4S. It is only through engaging with our employees, focussing on cultural learning and fostering a respectful working environment that we can lay the foundation for our journey ahead. Many of our relationships with Aboriginal and Torres Strait Islander communities have grown organically over the last 20 years, largely as part of our role in providing Custodial Services. Aboriginal and Torres Strait Islander prisoners make up around 27 per cent of the national prison population with Aboriginal and Torres Strait Islander youths continuing to be incarcerated at 24 times the rate of non- Aboriginal and Torres Strait Islander youths. government departments of Aboriginal Services and we have actively recruited Aboriginal Liaison Officers (ALOs) in our prisons. Their primary objective is to lead the way in developing and promoting access to targeted rehabilitation programs and resettlement in the community which will support the theme of connectedness to culture, family and kinship. We also support our vision in other ways and are extremely proud to have partnered with the Fairbridge Bindjareb Project in Western Australia, a project set up to provide Aboriginal and Torres Strait Islander peoples currently engaged in the criminal justice system with training and employment in the mining industry with the aim of diverting participants away from further contact with crime. It is wonderful to see the ongoing sustainable benefits for the Aboriginal and Torres Strait Islander young people involved in the project coming from our partnership with Fairbridge and we look forward to supporting similar projects in the future. Only by simultaneously affecting change both inside and outside of our organisation can we truly be a part of the movement to bring about reconciliation and meaningful, sustainable change within the Aboriginal and Torres Strait Islander communities. It is our sincere hope that our story will contribute to a National cultural change and make a positive, worthwhile and very real impact on this country s Reconciliation journey with Australia s First Peoples. In the desire to break the destructive cycle of recidivism in the Aboriginal and Torres Strait Island prisoner population, we work closely with state and territory Dennis Roach, Managing Director G4S Australia & New Zealand 4 G4S Reconciliation Action Plan

5 OUR BUSINESS G4S is the world s leading integrated security solutions group specialising in the provision of security products, services and solutions. We employ more than 600,000 employees in over 100 countries, with 1700 of them residing in Australia & New Zealand. We acknowledge those working for us who are of Aboriginal or Torres Strait Islander descent and welcome the enrichment and diversity brought to our organisation. Around Australia we provide solutions to a diverse range of Care & Justice, Global Secure Solutions, International Logistics and Investigative Services customers. Our aim is to provide excellent customer service by understanding our customer s business needs and delivering industry leading, innovative services that protect and create value for their organisation. Our Care and Justice business supports the criminal justice system in many ways and our success is achieved by working in genuine partnership with governments. We do this through our Custodial Management Services, Prisoner Transport Services, Police Support Services, In-Court Security, Forensic Health Security Operations, Youth Justice Security Services and Electronic & Domestic Violence Monitoring Services. Our Global Secure Solutions operations assess, and manage, safety and security risks and specialise in providing end to end security solutions to support Multi-National chiefs. We do this through our concierge services, manned guarding, incident response services, risk management and technology solutions. G4S is headquartered in the United Kingdom with the Australian head office based in Melbourne. Our major contracts with on-site senior management are located across five states and territories in Australia as well as major sites in New Zealand. We are proud that our organisation is one of the largest private employers in the world. OUR RAP As an organisation we have made great strides since launching our Reconciliation Action Plan in February As part of the process, we established a RAP Working Group consisting of; Managing Director, Director Strategy and Business Operations, Director of Human Resources, Director Justice Operations, Marketing and Communications Manager, Aboriginal Liaison Officer and State Champions. Our team have been carefully selected to guide the development of our plan and to ensure that what we committed to during the development of the RAP is what we deliver. Our key commitment through our RAP is to promote respect for Aboriginal and Torres Strait Islander cultures and champion the diversity it brings to our organisation. Our G4S Innovate RAP forms part of the next phase of our commitment to creating meaningful relationships, enhancing respect and promoting sustainable opportunities for Aboriginal and Torres Strait Islander communities, organisations and businesses. We are excited to find ourselves taking the next important steps forward through cultural learning, employment opportunities and supplier diversity. At the highest level our RAP is championed by the Managing Director, G4S Australia & New Zealand and his focus will be to ensure that our efforts lead to sustainable social, economic and cultural change across our organisation, with our employees, customers and those in our care. 5 G4S Reconciliation Action Plan

G4S VISION FOR RECONCILIATION G4S strives to create safer communities.

Through respectful relationships, and a shared understanding with Aboriginal and Torres Strait Islander peoples, our goal is to realise an inclusive, diverse and cohesive workforce.

Together we can create real change for those in our care and help to break the cycle of recidivism.

6 G4S VISION FOR RECONCILIATION G4S strives to create safer communities. Our vision for achieving meaningful reconciliation is to create safer communities by providing a safe and secure environment for our employees, customers and those in our care. Through respectful relationships, and a shared understanding with Aboriginal and Torres Strait Islander peoples, our goal is to realise an inclusive, diverse and cohesive workforce. It is also to create strong partnerships ensuring that our supply chain is aware of our Reconciliation Action Plan commitments and supports our philosophy and vision. Together we can create real change for those in our care and help to break the cycle of recidivism. By aligning our vision to our core values, creating stronger social partnerships and looking at ways that we can increase Indigenous employment opportunities at G4S, we hope to drive social, economic and cultural change throughout our organisation to achieve the goal of creating safer communities. Picture Credit: Port Philip Prison 2016 NAIDOC celebrations 6 G4S Reconciliation Action Plan

OVERSIGHT OF OUR RAP Throughout 2015, the G4S RAP Working Group (RWG) met on a quarterly basis to review the progress of the actions stemming from the 2015 Reflect RAP.

The 2017/9 G4S RAP Working Group includes; representatives from the G4S Executive Team which form part of the RAP Steering Committee and at the highest level includes the Managing Director, the

In addition: the Marketing & Communications Manager, a contract based Aboriginal Liaison Officer (ALO) and State Champion representatives will join the RWG.

7 OVERSIGHT OF OUR RAP Throughout 2015, the G4S RAP Working Group (RWG) met on a quarterly basis to review the progress of the actions stemming from the 2015 Reflect RAP. The group also met in June 2016 to agree on G4S 2017/9 actions. The 2017/9 G4S RAP Working Group includes; representatives from the G4S Executive Team which form part of the RAP Steering Committee and at the highest level includes the Managing Director, the Director Strategy and Business Operations, Director of Human Resources and Director Justice Operations. In addition: the Marketing & Communications Manager, a contract based Aboriginal Liaison Officer (ALO) and State Champion representatives will join the RWG. One member of our RAP Working Group is an Aboriginal person. We would like to acknowledge the RAP Working Group for their dedication and contribution to the development of our Innovate Reconciliation Action Plan. G4S also appreciates the valuable support and guidance provided by Reconciliation Australia and Nyungga Black, specifically Nyunggai Warren Mundine AO, who helped us get started on our journey and continues to support our vision. Picture Credit: Quiet spaces and murals at Port Phillipp Prison,Victoria and Mount Gambier Prison, South Australia 7 G4S Reconciliation Action Plan

8 PROGRESS SINCE OUR FIRST RAP AND ACTIONS FOR 2017/9 G4S launched its first RAP in February 2015 containing 12 actions to be completed over a 12-month period. The key achievements during this time have been: New levels of employee engagement on Indigenous matters through events around the RAP Launch, National Reconciliation Week and NAIDOC Week Face to face cultural awareness training and the creation of an online portal Development of a protocols document for both the Acknowledgment of and Welcome to Country Funding and support for the Fairbridge Bindjareb Project in Western Australia. The project provided Aboriginal and Torres Strait Islander peoples engaged in the criminal justice system with employment opportunities as trainees and with industry training in a supportive environment. This leads to real guaranteed jobs and real careers in mining and related industries. The results show positive sustainable change in their lives and the lives of their families. A significant number of other actions completed during the past year have been rolled over into the 2017/9 RAP with new targets which will help maintain momentum at G4S. The actions that are still progressing will be reviewed and directly rolled over into the 2017/9 RAP. Specific action plans will be put in place by our RAP Working Group to address why they have not been completed are ensure they are resolved. New actions for 2017/9 centre around implementing our Indigenous recruitment strategy that was introduced as part of the Reflect RAP. Other new actions for 2017/9 include: Establishing G4S RAP Champions at contract level The inclusion of an Aboriginal Liaison Officer (ALO) to the RAP Working Group (RWG) Strengthen networks with Indigenous communities. 8 G4S Reconciliation Action Plan TRACKING OUR PROGRESS G4S will provide a further update on our progress against actions under its RAP by July 2018 on the G4S Australia website. In the meantime, for more information visit

OUTCOMES FROM 2015 RAP Focus Action Status Relationships Establish G4S Reconciliation Action Plan Working Group (RWG) Completed Encouraged staff to attend community events and build genuine

9 OUTCOMES FROM 2015 RAP Focus Action Status Relationships Establish G4S Reconciliation Action Plan Working Group (RWG) Completed Encouraged staff to attend community events and build genuine relationships with local Indigenous Communities G4S to build and strengthen sustainable relationships Promote G4S Reflect Reconciliation Action Plan Completed In progress Completed Focus Action Status Respect Provide all G4S staff with quality Cultural Awareness training In progress Provide G4S staff with an understanding of Aboriginal and Torres Strait Islander Community protocols Provide the opportunity for all G4S employees to participate and celebrate Aboriginal and Torres Strait Islander cultural events Create a culturally welcoming environment Completed Completed Completed Focus Action Status Opportunities Promote G4S opportunities to Aboriginal and Torres Strait Islander peoples and communities as a preferred choice of employer Identify areas within G4S to increase Aboriginal and Torres Strait Islander employment opportunities Investigate opportunities to increase supplier diversity within G4S Facilitate significant events to provide an opportunity for Aboriginal and Torres Strait Islander communities to engage with the Care and Justice Industry In progress Completed Completed In progress 9 G4S Reconciliation Action Plan

10 RELATIONSHIPS Building strong relationships between Aboriginal and Torres Strait Islander peoples and other Australians is important to G4S. To create safer communities we need to understand the needs of those who work for us, our customers and those in our care. Through building strong, respectful relationships we will be able to take forward steps in realising our vision of creating safer communities through reconciliation. ACTION MEASUREABLE TARGET TIMELINE RESPONSIBILITY The G4S RAP Working Group (RWG) will actively monitor our RAP development and implementation of actions, tracking progress and reporting The RWG will oversee the development, endorsement and launch of the RAP The RWG will hold quarterly meetings to monitor progress and report on RAP implementation The RWG will ensure that Aboriginal and Torres Strait Islander peoples are represented on the RWG The RWG will review the current Terms of reference and ensure it is up to date to best suit the organisation as it develops To ensure Indigenous representation at the RAP Working Group meetings, an Indigenous Liaison Officer (ILO) will join the RAP Working Group July 2017 January 2018* January 2018* September 2017* April 2017 The Chair of the RAP Working Group and the RAP Champions Launch of the G4S Innovate RAP Ensure senior Executive staff are invited and are present at the launch of the G4S RAP Notify all staff of the G4S RAP Launch through internal communication channels Forward an invitation to the event to key internal and external stakeholders to attend the Launch Invite Aboriginal and Torres Strait Islander stakeholders to the launch. Invite Traditional Owner to perform a Welcome to Country at the Launch of the G4S RAP Ensure existing third party service providers are aware of our Reconciliation Action Plan commitments and demonstrate similar philosophies Raise internal and external awareness of our RAP and our Reconciliation journey to promote reconciliation across our business sector July 2017 June 2017 June 2017 June 2017 June 2017 January 2018, January 2019* January 2018, January 2019* Marketing & Communications Manager Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians Celebrate National Reconciliation Week by holding at least one internal event across the business and Register our NRW event via Reconciliation Australia s NRW website. Sponsor one external NRW event across Australia. Members of our RWG will attend one local community NRW event each year Use Reconciliation Australia s NRW resources to encourage G4S staff to participate in local community events Publish a resource list of the major NRW events on the G4S intranet May/June 2017, 2018, 2019* May 2017 May/ June 2017* June 2017, 2018 May/ June 2017* May 2017 Marketing & Communications Manager 9 G4S Reconciliation Action Plan

11 ACTION MEASUREABLE TARGET TIMELINE RESPONSIBILITY Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes Work with local contract managers to develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islander stakeholders. Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement. September 2017 August 2018 The Chair of the RAP Working Group Raise internal and external awareness of our RAP and our Reconciliation journey to promote reconciliation across our business sector Develop an annual communications strategy to communicate our RAP progress to all internal and external stakeholders Promote reconciliation through ongoing active engagement with our internal stakeholders during monthly regional Trade Review meetings April 2017, 2018* January 2018, January 2019* Marketing & Communications Manager and the Chair of the RAP Working Group Form a RAP Champions Group The RAP Champions Group will consist of a team of four staff members chosen through an Expression-Of-Interest process. Aboriginal and Torres Strait Islander peoples will be encouraged to apply. The RAP Champions Group will be working to support and drive activities locally Encourage RAP champions to create relationships with State Reconciliation councils to support networking opportunities across Australia July 2017 January 2018, January 2019* January 2018, January 2019* The Chair of the RAP Working Group 10 G4S Reconciliation Action Plan

12 RESPECT Respect for Aboriginal and Torres Strait Islander peoples, the rich cultural diversity, history & land is important to us. It is through Respect that G4S will gain a profound understanding and appreciation of First Australians contributions to our company. FOCUS AREA ACTION MEASUREABLE TARGET TIMELINE RESPONSIBILITY Awareness Engage employees through cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements. As part of our continuous learning initiative, complement all face to face Cultural Awareness Training with additional Online cultural awareness training. Develop Online cultural Awareness modules with guidance from the G4S Aboriginal and Torres Strait Islander consultants; Nyungga Black Provide opportunities through the G4S learning and development platform for all new and existing employees to participate in the Online training Promote the Share Our Pride tool to all staff in relevant communications. Develop and implement a cultural awareness training strategy for our staff which defines cultural learning needs of employees in all areas of our business and considers various ways cultural learning can be provided (Online, face to face workshops or cultural immersion). Provide opportunities for RWG members, RAP champions, HR managers and other key leadership staff to participate in cultural training. March 2018 March 2018 March 2018 March 2018 March 2018 March 2018 Director, Human Resources Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning Review, maintain and update the G4S protocol document and make it available to all staff via the intranet. Formalise partnerships with Traditional Owners who deliver a Welcome to Country Invite a Traditional Owner to provide a Welcome to Country at one significant event, including our RAP launch Include the Acknowledgment of Country at the commencement of important internal and external meetings Maintain the Acknowledgment of Country plaques in the head office building and relevant contract sites. December 2017 June 2017 June 2017 January 2018, January 2019* January 2018, January 2019* Director, Strategy and Business Operations The Chair of the RAP Working Group 11 G4S Reconciliation Action Plan

13 FOCUS AREA ACTION MEASUREABLE TARGET TIMELINE RESPONSIBILITY Cultural Engagement We will acknowledge and celebrate NAIDOC week and provide opportunities for our Aboriginal and Torres Strait Islander employees to engage with their culture and communities by celebrating NAIDOC Week. Review HR policies and procedures to ensure they encourage Aboriginal and Torres Strait Islander employees to participate in cultural events Provide opportunities for Aboriginal and Torres Strait Islander staff to celebrate their cultures and participate in community events during NAIDOC Week The G4S RWG will attend one local community NAIDOC event each year Circulate the National NAIDOC Committee resources to encourage G4S staff to participate in local community events and publish a resource using our intranet Hold a minimum of one event at one of our major sites across Australia to acknowledge and celebrate NAIDOC Week. January 2018, January 2019* July 2017 July 2017, July 2019* June 2017, June 2018* July 2017, July 2018* Director, Human Resources, The Chair of the RAP working group and RAP champions Celebrate and recognise Aboriginal and Torres Strait Islander dates of significance. Develop an events calendar to identify days of significance for Indigenous Australians Share the calendar through internal communication channels such as on the G4S Intranet platform. Promote local events to staff and encourage staff to volunteer and attend local community events. April 2017 April 2017 January 2018, January 2019* Marketing & Communications Manager 12 G4S Reconciliation Action Plan

14 OPPORTUNITIES Our aim is to build a culturally diverse and inclusive workforce through quality accredited training programmes and sustainable employment opportunities. By identifying opportunities and creating positive outcomes we believe that we can genuinely support reconciliation with Aboriginal and Torres Strait Islander peoples and contribute to ending the disparity of employment rates in Australia. FOCUS AREA ACTION MEASUREABLE TARGET TIMELINE RESPONSIBILITY Supporting Indigenous Employment We will investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within our Workplace Implement an Aboriginal and Torres Strait Islander Employment and retention strategy Engage an Indigenous Liaison Officer (ILO) to consult on employment strategies including professional development to build employee retention Investigate advertising vacancies in Aboriginal and Torres Strait Islander media outlets Collect information on our current Aboriginal and Torres Strait Islander staff to inform future employment opportunities. Review HR and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace. Include in all job advertisements, Aboriginal and Torres Strait Islander people are encouraged to apply. Connect with local Aboriginal and Torres Strait Islander communities and government organisations to explore the possibilities of work experience across the G4S group. January 2018 July 2018 December 2018 January 2018, January 2019 January 2018, January 2019 April 2017 January 2018, January 2019* Director, Human Resources Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation Review procurement policies and procedures to identify barriers to Aboriginal and Torres Strait Islander businesses to supply our organisation with goods and services Develop one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business Encourage suppliers to investigate the development of a RAP Investigate Supply Nation membership Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services. January 2018, January 2019* September 2018 January 2018, January 2019* September 2018 January 2018, January 2019* Fleet & Procurement Manager 13 G4S Reconciliation Action Plan

15 TRACKING PROGRESS & REPORTING ACTION MEASUREABLE TARGET TIMELINE RESPONSIBILITY Report RAP achievements, challenges and learnings to Reconciliation Australia Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually Investigate participating in the RAP Barometer September 2017, 2018* May 2018 Director, Strategy and Business Operations Report on our key leanings, achievements and challenges to raise awareness and understanding Include a quarterly segment in our staff newsletter for relevant news stories Publicly report our RAP achievements, challenges and learnings. December 2017, 2018* January 2018 Marketing & Communications Manager July 2018 Review, refresh and update RAP Liaise with Reconciliation Australia to review, refresh and update RAP based on learnings, challenges and achievements Send a draft of the G4S RAP to Reconciliation Australia for formal feedback and endorsement March 2019 The Chair of the RAP Working Group and RAP Champions *This refers to the reporting date rather than the date actioned Contact details Michelle Bary, Marketing & Communications Manager t: e: michelle.bary@au.g4s.com 14 G4S Reconciliation Action Plan

16 Opportunities Relationships Respect Securing Your World

Wesfarmers Reconciliation Action Plan For more information visit

Wesfarmers Reconciliation Action Plan 2014 For more information visit www.wesfarmers.com.au/rap Message from the Managing Director I am pleased to present Wesfarmers 2014 Reconciliation Action Plan (RAP).