Crown’s award-winning Indigenous Employment Program (IEP) continues to make a positive impact on the lives of hundreds of Aboriginal and Torres Strait Islander people in Australia. Crown’s IEP has provided over 800 Indigenous employment opportunities with a consistent focus on hiring, developing and retaining employees.
Developing our third Reconciliation Action Plan (RAP) was a key priority during the 2018 financial year. Our key objective is to retain ‘Elevate’ status, which Crown achieved through its second RAP 2015-2017. ‘Elevate’ status, which is the highest level of endorsement granted by Reconciliation Australia, affirms that Crown is a leader in advancing national reconciliation.
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.
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. To this end Crown has built a program that is supportive of Indigenous employees achieving these outcomes through the implementation of the Indigenous Leaders Program and a foundation member of the Emerging Indigenous Executive Leaders Program (EIELP) with other RAP Elevate partners to establish a community of high performing Indigenous professionals.
Crown is only the 13th company to be awarded the Elevate status by Reconciliation Australia from 600 companies who have RAPs in place.
See the Crown Resorts Reconciliation Action Plan
Crown’s Indigenous employment strategy and program has been recognised as leading in this area through Crown’s receipt of various awards including the ‘2011 Winner—Diversity Award’ for Crown’s Indigenous Employment Program and the ‘2010 Diversity@Work Awards’ for the Employment and Inclusion of Indigenous Australians, which included recognition of Crown’s unique and effective methods of communication with Indigenous communities regarding Crown’s recruitment and training opportunities.
In 2010, Crown’s efforts in Indigenous employment were recognised with the National Diversity at Work Award and, more recently, Crown was named the Australian Business Award Winner for ‘Community Contribution 2012’ in recognition of Crown’s employment and inclusion of Indigenous Australians.
The Award noted some of Crown’s achievements in the area:
“Crown Limited’s Aboriginal Employment & Business Strategy is based around principles of sustainable employment, broadened workforce diversity, increased cultural awareness among employees, enhanced community and network relationships. Their recruitment practices are based on understanding Aboriginal traditions and preferences and include employing Aboriginal Employment Coordinators, specialist Aboriginal recruitment training for recruitment staff and managers, plus establishing a presence in Aboriginal communities.
Source: Australian Business Awards, https://www.businessawards.com.au/winners/2012/Community-Contribution/Crown-Limited.php
Working with Aboriginal candidates includes job-matching and diagnostic programs with each candidate (that can last for months), to identify appropriate positions and training. Continued support for Aboriginal employees includes one-on-one training and contact with Aboriginal organisations such as the Victorian Aboriginal Health Service in Melbourne, and in Perth the Champion Centre, Aboriginal Driver Training Program.
Crown adapted their usual operations to make this program a success by operating predominantly within the Aboriginal communities and building strong ties with like-minded organisations. The success of this program has seen a marked increase in employment of Aboriginal people throughout the business, promotion and support of Aboriginal culture and a wider feeling of welcome for Aboriginal customers and suppliers.
Crown currently provides one of the most developed and successful Indigenous training and employment programs in the country and is working closely with Reconciliation Australia (RA) and our work force to develop and implement a Reconciliation Action Plan (RAP) in early 2013. A RAP will formalise and outline Crown’s strategy, actions and commitment to create meaningful relationships and sustainable opportunities for Aboriginal and Torres Strait Islander Australians.”