Our approach and targets
At Coles, we are committed to creating and strengthening opportunities for Aboriginal and Torres Strait Islander peoples across our business. Through the delivery of our Reconciliation Action Plan (RAP), we focus on practical actions across our workforce, supply chain, community partnerships and customer experience.
Our vision for reconciliation is to create an environment where Coles and Aboriginal and Torres Strait Islander colleagues, customers and communities can win together, and we recognise that partnering with Reconciliation Australia and joining the leadership cohort of the RAP program will boost our collective abilities to improve opportunities and outcomes for First Nations communities.
Our Indigenous engagement targets include:
- Build our Indigenous workforce population year on year beyond 3.2%.
- Increase the number of Indigenous team members in management and leadership roles1 to 3%2.
- Achieve endorsement of a Reconciliation Action Plan (RAP) from Reconciliation Australia.
We’re proud that 3.4% of Coles Group team members1 identify as Aboriginal and/or Torres Strait Islander, and we remain focused on building long-term, meaningful career pathways across our business. We invest in emerging Indigenous leaders to participate in development programs, such as a Certificate IV in Retail Management, to increase representation in management and leadership positions.
To build cultural knowledge and understanding, we provide cultural learning opportunities across Coles Group, including enterprise-wide learning and locally delivered training, across our stores, sites and support centres.
We are committed to increasing opportunities for Indigenous businesses to participate in our supply chain. We’re proud to be connected with Indigenous suppliers across Coles Group and continue to look for opportunities to build long-term and mutually beneficial supplier relationships.
We partner with Aboriginal and Torres Strait Islander organisations to support community-led initiatives that reflect local priorities. These partnerships are an important part of how we build respectful relationships and contribute to meaningful outcomes for Aboriginal and Torres Strait Islander peoples and communities.
We recognise there is more to do, and remain focused on building respectful relationships, strengthening cultural understanding and creating more opportunities for Aboriginal and Torres Strait Islander peoples across our business.
You can read more about our Reconciliation Action Plan (RAP) commitments and progress
here.
1 Leadership positions comprises the Executive Leadership Team, general managers, team members pay grade eight and above and supermarket store managers. Pay grade eight and above includes middle managers and specialist roles.
2 This target is also one of the eight targets within our Human Rights Strategy, the remaining four of which are disclosed in the Human Rights Strategy set out in the table below.
