Reconciliation Action Plan Australia 2017 / 2018
2 | Honeywell - Reconciliation Action Plan
About the Artist Selina is one of six sisters and three brothers. She went to the primary school at Stirling Station (a cattle station near Tennant Creek). Later she went to Kormilda College in Darwin. Although Selina´s sister learned painting from their Aunties Gloria and Kathleen Petyerre (both well known Aboriginal artists) during their childhood, Selina only started painting in 2006. Gloria Petyarre was the Utopia artist who initially developed the style and representation of the Bush Medicine Leaf story.
“The Power of Connected” Selina’s painting appealed to our organisation because we felt the vibrant leaf colours reflect diversity, inclusivity, and recognition of Aboriginal and Torres Strait Islander culture. At the centre of a multicultural community lies the connection of a shared culture and link to the land.
Bush Medicine leaves by Selina Numina
About Bush Medicine Leaves Bush medicine leaves come from a native shrub which grows in the desert regions of Utopia, north-east of Alice Springs. During the life of the plant, the leaves change colour and exhibit different medicinal properties. The artists who paint this story represent the leaves as they float to the ground, and they employ a range of brush strokes and colours to represent the leaves at different times of the year. When the leaves of the shrub are green they are gathered by the women and ground up using a stone and mixed with water to form a milky solution, which can be used to cure coughs, colds and flu. Also the medicine leaves can be boiled to extract the resin, which is then mixed together with kangaroo fat. The paste created can be stored for months and used to heal cuts, wounds, bites, rashes and as an insect repellent.
Honeywell - Reconciliation Action Plan | 3
Foreword
We are very pleased to introduce Honeywell Australia’s Reflect Reconciliation Action Plan (RAP). Honeywell Australia is dedicated to creating a diverse and inclusive workplace with a commitment to strategies that support the engagement and participation of Aboriginal and Torres Strait Islander people in our business. At Honeywell Diversity is the foundation of a performance culture that promotes respect, understanding, and appreciation of different perspectives, backgrounds and experiences. Our commitment to the Reflect RAP provides us with a plan of action which we can implement in order to attract, employ and retain more Aboriginal and Torres Strait Islander peoples as well as to engage with Aboriginal and Torres Strait Islander businesses across the country. This framework allows Honeywell to show respect for the traditional custodians of the lands on which our offices and customer sites stand, and where we conduct our business. We look forward to working with Aboriginal and Torres Strait Islander peoples and businesses through this RAP and developing ongoing mutually beneficial relationships.
Mark Dunn
Andrew Hird
General Manager, Australia/NZ Honeywell Building Solutions
Sales Director Pacific and South East Asia Honeywell Process Solutions
4 | Honeywell - Reconciliation Action Plan
Foreword
We have developed a Reconciliation Action Plan to engage and attract more Aboriginal and Torres Strait Islander employees to Honeywell. We aim to continue to develop strategies to connect, share and also learn from local communities. Our program has been welcomed and endorsed by our business leaders. Our RAP team consists of members from different areas across the business who are champions of diversity, inclusion, and reconciliation. Our leadership team are passionate about diversity and are engaged in our initiatives to support and inspire Aboriginal and Torres Strait Islander peoples. Honeywell has embarked on a number of initiatives that aim to build and leverage a culture of inclusion and diverse thinking, inspiring and growing an engaged workforce. We hope to increase the number of Aboriginal and Torres Strait Islander employees, increase the number of referrals of Aboriginal and Torres Strait Islander candidates, and create a more inclusive culture. It is my hope that through these activities we are able to attract and retain Aboriginal and Torres Strait Islander employees, and hence enrich our Honeywell culture even further.
Caroline Bosch Human Resources Director
Honeywell - Reconciliation Action Plan | 5
Our RAP We are developing a Reconciliation Action
In addition to our IPP team, we also have an
Plan in order to attract and employ more
Inclusion committee which was established
Aboriginal and Torres Strait Islander peoples
in August 2015, with the aim of making
as well as to engage with Aboriginal and Torres
Honeywell a more diverse and inclusive place
Strait Islander businesses across the country.
to work. Honeywell has embarked on a number
We plan to increase our understanding of
of initiatives that aim to build and leverage
Aboriginal and Torres Strait Islander cultures
a culture of inclusion and diverse thinking,
around Australia.
inspiring and growing an engaged workforce.
Through consultation with Price Waterhouse Coopers Indigenous Consulting (PwC-IC) we have developed a Reconciliation Action Plan to engage and attract more Aboriginal and Torres Strait Islander employees. We aim to develop strategies to connect, share and learn
We hope to increase the percentage of Aboriginal and Torres Strait Islander people as well as females in Honeywell, increase the number of referrals of Aboriginal and Torres Strait Islander candidates, and create a more inclusive culture.
with local communities. We aim to develop inspired and motivated Aboriginal and Torres
Honeywell’s current focus on
Strait Islander employees within our business.
Aboriginal and Torres Strait Islander
To develop our RAP, we have implemented an Indigenous Procurement Policy (IPP) program. This program aligns with the Commonwealth Government’s Indigenous Procurement Policy which provides guidance
participation is on employment opportunities through alignment with our Equal Employment Opportunity and Diversity Policy. The employment areas include;
to assist Commonwealth entities to
• Technical and trade apprenticeships,
stimulate Indigenous entrepreneurship and
• Graduate employment,
business development, providing Indigenous
• Project opportunities, and
Australians with more opportunities to
• Through our supply chain in support
participate in the economy. The program has been endorsed by our business leaders and
of Aboriginal and Torres Strait Islander enterprises.
consists of members from different areas across the business who are champions of diversity, inclusion, and reconciliation. The IPP champions have been involved in the development of our Reconciliation Action Plan and meet regularly to discuss strategies and our ongoing commitments to improve outcomes for Aboriginal and Torres Strait Islander peoples.
The RAP working group at Honeywell consists of leaders from Supply Chain, HR, Sales, Early Careers and Marketing teams as well as other key managers from across the business. Our Reconciliation Action Plan is important to us as it is key to our equal opportunity, diversity and inclusion initiatives.
6 | Honeywell - Reconciliation Action Plan
Partnerships As of 11 August 2016 and after attending the
At the present time we are looking into
Supply Connect conference, we became a
Aboriginal and Torres Strait Islander
member of Supply Nation and are working on a
mentoring program opportunities with
number of specific strategies and partnerships.
universities in Australia and have initiated conversations with our partner universities.
Multiple members of our IPP team have
We have partnered with Engineering Aid
attended the Supply Nation Connect
Australia and are taking part in their Aboriginal
Conferences across 2016 and 2017. We
and Torres Strait Islander engineering camps
recognise the importance of local Aboriginal
in New South Wales and Western Australia.
and Torres Strait Islander businesses in enhancing diversity and meeting our
We participated in and sponsored a Spark
business goals. We have engaged Price
Engineering camp in Queensland and
Waterhouse Coopers Indigenous Consulting
Victoria. And have committed to taking part
(PwC-IC) to review our human resources
and sponsoring the Victorian Indigenous
and procurement policies and procedures.
Engineering Winter School (VIEWS) camp
PwC-IC recommended the development of a
2017. We also partnered with a number of
Reflect RAP. We have held cultural awareness
organisations to help promote engineering as
training sessions for key groups of our people
a career path to Aboriginal and Torres Strait
managers as well as a cultural information
Islander school students.
session for our leadership team. The sessions were run by Blakworks Employment Solutions on Aboriginal and Torres Strait Islander employment. We are looking to expand this training to people managers across the business. Various members of our IPP team have attended specific training, for example the Indigenous Employment Masterclass
We currently have a partnership with GradAustralia to support their Generation One program by advertising our graduate program opportunities via their Generation One website and magazine which is distributed to Aboriginal and Torres Strait Islander careers centres across the country.
through Konnect Learning, and a cultural awareness session through Blakworks Employment Solutions.
I am delighted to officially welcome Honeywell Ltd as a member of Supply Nation and look forward to engaging with you and your team. On behalf of the Supply Nation Board, we sincerely thank you for your support and commitment.
Laura Berry Chief Executive Officer
Honeywell - Reconciliation Action Plan | 7
Relationships Action
Deliverable
Timeline
Responsibility
1. Establish a RAP Working Group
• Form a RAP Working Group with the purpose of supporting the development of our RAP, comprising of Aboriginal and Torres Strait Islander peoples and decision-making staff from across our organisation.
May 2017
General Manager HBS Pacific
2. Build internal and external relationships
• Develop a list of Aboriginal and Torres Strait Islander peoples, communities and organisations within our local area or sphere of influence that we could approach to connect with on our reconciliation journey.
August 2017
IPP Program Leader
• Develop a list of RAP organisations and other like-minded organisations that we could approach to connect with on our reconciliation journey.
May 2017
3. Participate in and celebrate National Reconciliation Week (NRW)
4. Raise internal awareness of our RAP
5. Engage our business in the Reconciliation Action Plan journey
• Encourage our staff to attend a NRW event.
27 May- 3 June 2017
• Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff, including information regarding the 50th year anniversary of the 1967 referendum which included Aboriginal and Torres Strait Islander peoples in the census.
May 2017
• Ensure our IPP Working Group and RAP Working Group participate in an external event to recognise and celebrate NRW.
May 2018
• Develop and implement a plan to raise awareness amongst all staff about our RAP commitments.
July 2017
• Develop and implement a plan to engage and inform key internal stakeholders of their responsibilities within our RAP.
May 2017
• Engage our senior leaders in the delivery of RAP outcomes.
May 2017
• Raise external awareness of our RAP (early careers website, intranet, and Global Honeywell site)
July 2017
• Raise awareness of/explore opportunities to support the Recognise campaign.
October 2017
IPP Program Leader
RAP Working Group Chair
General Manager HBS Pacific Sales Director HPS Pacific IPP Program Leader
8 | Honeywell - Reconciliation Action Plan
Respect Action 6. Investigate Aboriginal and Torres Strait Islander cultural learning and development
Deliverable
Timeline
Responsibility
• Develop a business case for increasing awareness of Aboriginal and Torres Strait Islander cultures, histories and achievements within our organisation.
June 2017
Graduate Recruitment Specialist
• Capture data and measure the current level of knowledge and understanding of Aboriginal and Torres Strait Islander cultures, histories and achievement within the organisation.
November 2017
• Conduct a review of cultural awareness training needs within our organisation.
November 2017
• Investigate cultural immersion programs.
February 2018
IPP Program Leader
7. Participate in and • Raise awareness and share information amongst our staff of the meaning celebrate NAIDOC Week of NAIDOC Week which includes information about the local Aboriginal and Torres Strait Islander peoples and communities.
July 2017
• Introduce our staff to NAIDOC Week by promoting community events in our local area.
June 2017
• Ensure our IPP team and RAP Working Group participate in an external NAIDOC Week event.
July 2017
• Explore who the Traditional Owners are of the lands and waters in each of our key district office areas.
June 2017
8. Raise internal understanding of Aboriginal and Torres Strait Islander cultural protocols
9. Promote reconciliation to internal staff
• Scope and develop a list of local Traditional Owners of the lands and waters within our organisation’s sphere of influence.
IPP Working Group Chair
IPP Program Leader
August 2017
• Develop and implement a plan to raise awareness and understanding of the meaning and significance behind Acknowledgement of Country and Welcome to Country protocols (including any local cultural protocols).
December 2017
• Raise awareness and celebrate/recognise Aboriginal and Torres Strait Islander dates of significance.
May - July 2017
IPP Program Leader
May 2017
General Manager HBS Pacific
• Communicate and encourage staff to use Reconciliation Australia’s Share Our Pride online tool.
Honeywell - Reconciliation Action Plan | 9
Opportunities Action
Deliverable
Timeline
Responsibility HR Management Staffing
10. Investigate Aboriginal and Torres Strait Islander employment
• Develop a business case for Aboriginal and Torres Strait Islander employment within our organisation.
May 2017
• Identify current Aboriginal and Torres Strait Islander staff to inform future employment and development opportunities.
July 2017
11. Investigate and develop Aboriginal and Torres Strait Islander supplier diversity
• Develop an understanding of the mutual benefits of procurement from Aboriginal and Torres Strait Islander owned businesses.
May 2017
• Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services.
May 2017
• Develop one commercial relationship with an Aboriginal and/or Torres Strait Islander owned businesses.
October 2017
Regional Supply Management Leader
• Maintain our Supply Nation membership. 12. Investigate Aboriginal and Torres Strait Islander early careers engagement programs
• Investigate developing an internal Aboriginal and Torres Strait Islander professional mentoring network. • Investigate Aboriginal and Torres Strait Islander employment pathways (e.g. traineeships or internships).
November 2017 July 2017
• Support scholarships for Aboriginal and Torres Strait Islander students.
November 2017
• Look for opportunities to support Aboriginal and Torres Strait Islander leadership.
September 2017
Graduate & Apprentice Program Manager
Tracking and Progress Action 13. Build support for the RAP
14. Review and Refresh RAP
Deliverable
Timeline
Responsibility
• Define resource needs for RAP development and implementation.
May 2017
IPP Program Leader
• Define systems and capability needs to track, measure and report on RAP activities.
May 2017
• Complete the annual RAP Impact Measurement Questionnaire and submit to Reconciliation Australia.
30 September, annually
• Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements. • Submit draft RAP to Reconciliation Australia for formal review and endorsement.
March 2018 April 2018
IPP Program Leader
10 | Honeywell - Reconciliation Action Plan
Our Business Honeywell is a global innovative organisation that invents and manufactures technologies that address some of the world’s most critical challenges around energy, safety, security, productivity and
A 125 year old business,
global urbanisation. Our sustainable solutions aim to enhance the
Honeywell employs
quality of life of people around the globe and create new markets
approximately 131,000
and even new industries. We provide continuous improvement and innovation for products that are intuitive, reliable, and meet our
people worldwide
customers’ needs. Our customers include commercial, construction,
and provides exciting
and government businesses. Honeywell’s aim is to make our world cleaner and more sustainable, more secure, connected, energy
career development
efficient, and productive.
opportunities for
A 125 year old business, Honeywell employs approximately 131,000
its employees.
people worldwide and provides exciting career development opportunities for its employees. Honeywell Australia employs approximately 2,000 people across Australia of whom 0.3% identify as being Aboriginal or Torres Strait Islander. The Honeywell Building Solutions (HBS) unit employs approximately 800 people across Australia, of whom 0.5% identify as being Aboriginal or Torres Strait Islander. Our Honeywell Process Solutions (HPS) unit employees approximately 300 people across Australia, of whom 0.6% identify as being Aboriginal or Torres Strait Islander. Honeywell has offices in Sydney, Newcastle, Melbourne, Brisbane, Darwin, Perth, Adelaide, Canberra, Hobart and Launceston. As a Fortune 100 company with approximately $40BN USD in sales in 2016 and 118% total shareowner return over the last five years, Honeywell has established a track record of strong financial performance over time. We routinely set and achieve challenging five-year financial targets that distinguish us from our peers. Today, nearly half of our revenue is linked to energy efficient products, and a growing portion supports clean air and clean water to promote good and safe living - especially in parts of the world where the need is greatest. We are committed to enabling a better quality of life and a cleaner, more sustainable environment for future generations.
Honeywell - Reconciliation Action Plan | 11
Diversity The Foundation of Our Success Diversity is the foundation of a performance culture that promotes respect, understanding, and appreciation of different perspectives, backgrounds, and experiences. When it comes to delivering solutions that matter to the world, we can’t do it alone. We need a team made up of the best and brightest. The most creative. The most passionate. The most driven to make the world a better place. That’s what we care about and that’s who we hire. Honeywell has built its success over 125 years by bringing together interesting, inquisitive and creative individuals to solve some of the biggest challenges of comfort, safety, and security. Success like that doesn’t come without a deep respect for what makes us unique as individuals— different perspectives, backgrounds, cultures, and experiences. At Honeywell, diversity means we understand and respect every single individual. And we work well together. Diversity is part of a culture that has given us a competitive advantage that enables our global teams to generate new and better ideas faster and to more effectively collaborate and innovate. Our people are what makes us great—and diversity is what makes our team great. This makes our work environment more productive, more dynamic, and more positive. It means we can come together and deliver the kind of outstanding tools and solutions our customers have come to expect.
The “Honeywell Flower” The fanning out of the leaves demonstrates the many directions that our organisation is taking through our Reconciliation Action Plan to partner with the Indigenous community.
This flower uses both Honeywell’s and Reconciliation Australia’s colours to emphasise the partnership between Reconciliation Australia and Honeywell.
This flower uses only Reconciliation Australia’s colours and is a gif t to Reconciliation Australia.
Branding and graphic design by Inception Strategies
For more information about Honeywell Contact details for public enquiries
https://www.honeywell.com/worldwide/asia-and-australia/australia-en
about our RAP. Chris Mansfield, Honeywell Pacific Inclusion Committee Chair, IPP Team member and Regional Supply Management Leader Phone: +612 9353 8226 Email: chris.mansfield@honeywell.com Hannah Denniss, Graduate Recruitment Specialist and IPP Team member Phone: +612 9353 7146 Email: hannah.denniss@honeywell.com
© 2017 Honeywell International Inc.
Australia Sydney - Pacific Headquarters Level 3, 2 Richardson Place North Ryde NSW Ph: +61 2 9353 7000 Melbourne 45 Grosvenor St Abbotsford VIC Ph: +61 3 9420 5555 Brisbane 19 Corporate Drive Cannon Hill QLD Ph: +61 7 3846 1255 Canberra Unit 1, 4A Whyalla Street Fyshwick ACT Ph: +61 2 6280 1925
Adelaide 218 Richmond Road Marleston SA Ph: +61 8 8274 3210
Launceston 215 Wellington Street Launceston TAS Ph: +61 3 6332 1600
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Darwin 5/390 Stuart Highway Winnellie NT Ph: +61 8 8947 3791
Hobart 225 Main Road Derwent Park TAS Ph: +61 3 6271 0888
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