We continue to make sound progress on some of the key priorities identified in our Reconciliation Action Plan, most importantly with the level of engagement across our divisions.

For the second year, divisions conducted a survey of our workforce to determine how many self-identified Aboriginal people we currently employ. We are focused on increasing Aboriginal representation in the Group with an emphasis on learning to support future success.

Main highlights

Creating opportunities
Most divisions have taken steps to recruit and retain Aboriginal team members. Methods differ across the Group, including targeted Aboriginal employment programs (such as pre-employment training and mentoring) at Coles, traineeships at Target and Wesfarmers Resources, cadetships at WesCEF and the Wesfarmers corporate office, and direct recruitment at Kmart and Bunnings. Kmart and Bunnings are also working with school and community organisations to offer work experience opportunities.

Coles and the Wesfarmers corporate office have dedicated employees overseeing Aboriginal programs. WesCEF and Target are currently recruiting dedicated, part-time employees to oversee Aboriginal programs.

In November 2010, the Wesfarmers Arts National Indigenous Fellowships program at the National Gallery of Australia was launched. This is the first initiative of its kind in Australia, with 12 young and emerging indigenous curators awarded scholarships to work intensively with the curators and collections of the National Gallery. This annual program provides long-term professional development opportunities and museum industry mentoring.

Building relationships
Our divisions are forging relationships with Aboriginal communities and support organisations. These relationships will help to ensure that the work undertaken by each division is meaningful and has a greater chance of success.

For example, where a targeted employment program is taking place in a particular location, the support and engagement of local Aboriginal Elders and leaders is sought. This engagement has been important to the success of specific programs run by the divisions. Across the Group, our businesses regularly engage internal and external stakeholders to provide strategic advice on Aboriginal programs.

We continue to work with Jawun Indigenous Corporate Partnerships, where skilled employees are seconded to Aboriginal community organisations in the East Kimberley (Western Australia), Redfern (New South Wales) and Shepparton (Victoria). To date, 19 Wesfarmers employees have completed secondments, including one long-term secondment. In 2010/2011, secondment projects included the merger of two Aboriginal organisations in Shepparton, and the design of a fly-in, fly-out mining employment scheme in the East Kimberley. In addition, in 2011 a non-executive director visited Cape York. In 2012, a further 20 Wesfarmers employees will complete secondments. Wesfarmers leadership team members will continue to visit Jawun communities to learn more about them and the role of secondees.

Our employees continue to participate in the Wesfarmers Indigenous Network group, a forum of divisional representatives who are championing divisional Aboriginal strategies. The group convened four times in 2010/11 and will continue to meet regularly.

Building respect
A number of divisions have implemented cultural awareness training, aimed at building respect for and greater understanding of Aboriginal peoples, histories and cultures. Practices of acknowledging Country and inviting ‘Welcome to Country’ ceremonies are becoming more common, and are supported at the Group level with 'Welcome to Country' and Acknowledgement of Country guidelines.

Wesfarmers corporate office employees participated in cultural awareness activities in March 2011 and many divisions now display Aboriginal artwork on their premises. Works of indigenous art from the Wesfarmers Collection of Australian Art are displayed in Wesfarmers' corporate offices and floortalks are held for employees to meet indigenous artists and curators. These activities support our objective to ensure that our businesses are places where Aboriginal culture is respected and where Aboriginal people feel welcome and valued, as employees, customers and citizens.

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Tracking progress
A full report against the actions identified in our 2011 Reconciliation Action Plan can be found at www.wesfarmers.com.au

2011 priority areas — how did we go?

• Each division will implement its Aboriginal strategy, with a focus on employment initiatives.

• All divisions have Aboriginal strategies, or diversity strategies, which list Aboriginal employment as a priority area. Divisions' capacity to deliver on these strategies differs due to resourcing.

• Incorporating cultural awareness material in induction and other training processes.

• Cultural awareness training has been delivered on an as-needs basis throughout the Group. We have learnt that cultural competency is complex, and that tailored, situation-specific training is more effective than a 'one size fits all' approach.

• Share Aboriginal employment knowledge and experience between businesses.

• All divisions participated in the Wesfarmers Indigenous Network (WIN) Group, which met four times in 2010/11. These forums allow divisions to share learnings and identify areas for collaboration.

• Build local relationships between our businesses and Clontarf academies, to achieve employment outcomes for Clontarf school leavers.

• Wesfarmers continues to make a significant annual contribution to the Clontarf Academy. Seven divisions have made contact with Clontarf to explore employment opportunities for Clontarf graduates and some employment outcomes have been achieved. In addition, some divisions are building relationships with local Clontarf academies by hosting store tours and visiting Clontarf academies. We will continue to support local relationships between our divisions and Clontarf academies.

Reconciliation Action Plan – 2012 priorities

• Continuing our commitment to the Jawun Indigenous Corporate Partnerships secondment program and supporting the inaugural Jawun Emerging Leaders Tour
• Evaluating Aboriginal employment efforts to date, to ascertain appropriate models for our industries
• Embedding Aboriginal affairs programs to ensure their long-term sustainability
• Ensuring that Indigenous art continues to be acquired for the Wesfarmers Collection of Australian Art