Diversity & Inclusion

Crown’s approach to diversity and inclusion ensures that the workplace remains a dynamic, positive environment where all employees feel valued in their role and comfortable and confident in bringing their whole self to work every day.
Crown’s diversity and inclusion strategy focuses on people and encompasses several programs including the Indigenous Employment Program, CROWNability, Gender Equity and Crown Pride.

Indigenous Employment

Crown’s award-winning Indigenous Employment Program is now in its 11th year and is delivering a positive impact in the lives of Aboriginal and Torres Strait Islander people in Australia.

The IEP was established after Crown became the first signatory to the Australian Employment Covenant and publicly affirmed a commitment to provide careers for 300 Indigenous Australians – a target that has been proudly exceeded.

At 30 June 2020, over 950 employment opportunities were created through the Indigenous Employment Program.

The IEP has received over ten awards over the past decade including the Victorian Aboriginal Educational Association Inc (VAEAI) Wurreker Award, Diversity@Work Employment and Inclusion Awards, Australian Human Resources Institute Inclusion and Diversity Award and an Australian Business Award for Community Contribution.

Crown Resorts Reconciliation Action Plan

In 2015, Crown launched its second Reconciliation Action Plan (RAP) with a focus on helping our Indigenous employees develop the skills required to take on future management roles. 
The Crown Resorts Reconciliation Action Plan can be accessed here.
Crown is developing its third RAP. The dedicated RAP steering committees across Melbourne and Perth have determined that the third RAP will focus on identifying the strengths of Indigenous employment and championing these within the wider industry.



Matching abilities to real jobs

The CROWNability program is Crown’s strategy for creating a disability-confident organisation through the provision of meaningful employment opportunities for people with disability.

Launched in 2014, CROWNability continues to work closely with industry partners and stakeholders and has successfully provided employment opportunities for 545 people with disability.

With a vision of creating an experience of access and inclusion, CROWNability program goals are to:

  • increase the participation of people with disability in Crown through employment opportunities;
  • build meaningful careers; and
  • build a disability confident organisation.

CROWNability Ambassador - Kurt Fearnely AO

Crown is proud to have Kurt Fearnley AO, a three-time Australian Paralympic gold medallist and NSW Australian of the Year, as the Disability Employment Ambassador for our CROWNability program.

Kurt was born without the lower portion of his spine. This has never held him back from achieving extraordinary goals in the sporting arena and completing numerous adventure challenges worldwide.

Kurt is tireless in his promotion of positive attitudes towards disability. Crown is honoured that Kurt has been associated with our important CROWNability program since 2015, which encourages opportunities for people with disability to pursue careers across our resorts.

To see Kurt Fearnley's message for International Day of People with Disability, watch the video below.

CROWNability Action Plan

Our CROWNability Action Plan for 2018-2021 is strategically focused on access and inclusion beyond employment and shares the current achievements and future initiatives undertaken at Crown. Our goal is to create an accessible and inclusive environment for people with disability, build meaningful careers and become a disability confident organisation.

The CROWNability Action Plan for 2018 -2021 can be accessed here.

Gender Equity

Crown has worked diligently to progress Gender Equity, including through its membership of both the national Male Champions of Change program and Western Australia’s CEOs for Gender Equity.
Crown’s first Gender Action Plan (GAP) was published in 2019, which strengthens its longstanding commitment to Gender Equity. The GAP can be accessed here.

Crown’s GAP focusses on five key themes of Attraction & Retention, Promotion, Development, Flexibility and Cultural Change & Communication. These focus areas were developed through consultation with the business and by assessing what changes will make a positive impact on employees. The actions outlined in Crown’s GAP for the next three years will continue Crown’s push towards Gender Equity.

In November 2018, Crown extended its domestic violence support to employees though uncapped paid leave for full-time and part-time employees experiencing domestic violence and uncapped unpaid leave for casual employees.
In the 2019 financial year, Crown became a corporate sponsor of Women in Gaming and Hospitality Australasia (WGH), an industry driven not-for-profit organisation for advancing women in gaming and hospitality. A member of Crown’s Executive Team holds a position on the WGH Board.
Crown’s work in Gender Equity also presented an opportunity to expand its program to support employees in their personal lives with the Family Support Network and the Cultural and Linguistic Diversity Employee Network launching at Crown Melbourne in 2018.

Crown Pride

Crown Pride was established to strengthen Crown’s presence in the LGBTIQ+ community and increase awareness among its employees.

The Crown Pride network offers information and support, networking events and the opportunity to connect with others across Crown and the wider community. A Crown Executive is also a member of the National Pride in Diversity “Executive Allies Forum” which includes select representatives from leading Australian firms in terms of LGBTIQ+ inclusion.