We’re all different. At Coles, we see that as a good thing, because we know that our differences – our backgrounds, experiences and perspectives – set us apart. And they can also bring us together.
Our differences help us spark ideas, create connections and discover commonality. Helping us foster understanding, show empathy and build communities.
Being unique reminds us that everyone we work with is unique too. It inspires us to win together to deliver on our purpose of helping Australians eat and live better every day – by recognising that we only succeed together with our team, community and suppliers. Just as we have for over a century, we’re making Coles somewhere everyone feels like they belong.
We are in the final year of our five-year ‘A Team that is Better Together’ strategy, which incorporated 15 performance improvement targets (due to be achieved by December 2023) under our five focus areas of Belonging, Gender Equity, Aboriginal and Torres Strait Islander engagement, Accessibility and Pride.
Refreshed strategy FY24 – FY27 Collapsed
Looking ahead, we have launched five refreshed focus areas – Indigenous engagement, Cultural diversity, Gender equity, Pride and Accessibility. Within this we have set 10 new performance improvement targets that will enable us to increase the diversity of our leadership, continue to build inclusive work and shopping places, and amplify our impact through partnerships, community engagement and external benchmarking.
- Increase the participation of under-represented culturally diverse team members in leadership roles.
- Sustain 40/40/201 in our leadership population.
- Sustain 40/40/201 on the Board.
- Maintain pay parity and reduce the gender pay gap.
- Increase the engagement and workforce participation of team members with a disability.
- Provide an improved accessible customer experience across online and in-store.
- Achieve Platinum in the AWEI.
- Engage and educate our leaders so that they show increased active allyship to our LGBTQI+ team members.
- Build our Indigenous workforce population year on year beyond 3.2% and increase the number of Indigenous team members in management and leadership roles to 3%.
- Achieve endorsement of a Reconciliation Action Plan from Reconciliation Australia.
