Community & Sustainability

Commitment 2: Our team will reflect the communities in which we operate, and have a strong sense of belonging

What’s the issue?

At Officeworks, we recognise the value that diversity brings to our business. We also recognise that diversity means lots of different things, including:

  • Individual life experience
  • Skill
  • Ability
  • Age
  • Ethnicity
  • Religious and cultural background
  • Family status, Sexual orientation

It’s really important to us that our team members feel valued and accepted when they come to work, which is why we’ve created a new Diversity and Belonging strategy to broaden our approach to diversity, and help us create an even more inclusive working environment than what we have now.

What are we doing?

Our Diversity and Belonging strategy will enable us to make real changes for our team members, by building capability to have vital and authentic discussions about equity, diversity and inclusion to become better together.

Our strategy pillars cover: Thought – to celebrate and bring together diverse perspectives, Identity – to recognise and support our amazing diversity across the business, Accessibility – to ensure our team can work in a way that suits them including working families and careers and First Nations – to respect and recognise Australia’s First People by building a greater cultural understanding of their history, customs and culture and providing career opportunities and guidance for our First Nations team members.

The story so far

At Officeworks we value the importance of diversity and inclusion, including the value it brings to the business and sense of belonging team members feel when they are accepted and valued at their place of work.

In the last financial year, we continued to work towards achieving employment parity for our First Nations People, ensuring that the percentage of our team that identify as First Nations, reflects the proportion of, or greater than our First Nations people across Australia – today that sits at 3%.

We’ve also been steadily increasing the gender balance of our leadership teams over the past five years, and we’re proud to say that in the 2019 – 2020 financial year we maintained our balanced leadership with 45% of positions held by women.

Learn more about another 2025 commitment

How are we going so far? Find out in our 2019-2020 report.

Information