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.
Crown’s award-winning Indigenous Employment Program (IEP) is designed to make a positive impact on the lives of Aboriginal and Torres Strait Islander people in Australia.
Crown is a member of the select ‘Elevate’ group with Reconciliation Australia. ‘Elevate’ status is the highest level of endorsement granted by Reconciliation Australia and affirms that Crown is a leader in advancing national reconciliation.
Crown’s Indigenous Employment Program has provided over 850 Indigenous employment opportunities with a consistent focus on hiring, developing and retaining employees. Currently, Crown is on track to deliver on its parity agreement with the Department of the Prime Minister and Cabinet of a 3.1% Indigenous workforce.
Crown’s sponsorship of the iTradies program is central to Crown Sydney’s Indigenous employment efforts. Fourteen Indigenous men and women have graduated from the program with a Certificate I in construction, which allows them to pursue further opportunities in the building industry.
The 2019 financial year has seen more employee engagement and awareness initiatives as well as success stories from Crown’s Indigenous employees in relation to career development and personal achievements. Crown will continue to work collaboratively with other businesses and external stakeholders to ensure that Crown achieves targets beyond direct employment, including procurement, community and cultural awareness outcomes.
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 here
Crown is developing its third RAP, which is a key priority for the 2020 financial year. 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.
increase the participation of people with disability in Crown through employment opportunities;
build meaningful careers; and
build a disability confident organisation.
Working proactively with industry partners and stakeholders, CROWNability
has provided job opportunities for more than 420 people with disability, whilst maintaining a 68% retention rate.
recognises that there is more that the program can do to transform perceptions of disability and provide meaningful employment both within Crown and beyond. The CROWNability
Action Plan is strategically focussed to go beyond employment to impact Crown’s broader organisation and the wider community.
Crown’s access and inclusion strategy also addresses associated premises, suppliers and partners, information communication technology, learning and development, communication and marketing, and recruitment and selection functions.
Crown is proud that Kurt Fearnley AO, an Australian Paralympic gold medallist, continues to represent Crown as the CROWNability
ambassador. A finalist in Australian of the Year 2018, Kurt is tireless in his promotion of positive attitudes towards disability and opportunities for people with disability and Crown is honoured that he is associated with this important program.
Action Plan for 2018 -2021 can be accessed here
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) will be published in 2019, which strengthens its longstanding commitment to Gender Equity. 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.
The Gender Fitness digital initiative was launched in December 2017 to deliver an improved gender balance across Crown. It is an in-house IT solution that contributes to Crown’s diversity and inclusion strategy by capturing real-time data from meeting interactions. It is designed to increase awareness of diversity and inclusion, asking meeting attendees to anonymously and securely answer two questions after each meeting to monitor how inclusive, balanced and relevant the meeting was.
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. Through this sponsorship, Crown has hosted several networking and professional development sessions, participated in the Women Ahead mentoring program and actively participates in monthly communications designed to bring awareness to matters of Gender Equity. To enhance Crown’s commitment and support, 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. As such, in February 2018, the Family Support Network launched at Crown Melbourne and further network events were held during the 2019 financial year to increase awareness of the support services offered throughout the business. Crown Melbourne’s Cultural and Linguistic Diversity Employee Network is also currently developing a strong framework to further support Crown employees from varying backgrounds. The network will also expand into Crown Perth in the future.
Crown’s commitment to an inclusive community continues to progress through the development of the Crown Pride Action Plan. Supported by an established LGBTIQ+ Steering Committee framework and built on a foundation of positive Australian Workplace Equality Index results and a symbiotic relationship with Pride in Diversity, the development of the Crown Pride Network represents the next significant step in delivering a workplace where Crown employees can confidently and comfortably bring their whole selves to work.