Will Spensley Memorial Award for Innovation

WILL SPENSLEY MEMORIAL AWARD FOR INNOVATION 2021

Facilitator’s Guide

Copyright © 2021 The Australia Association of Graduate Employers Ltd

This is your chance to vote for outstanding examples of excellence in the Australian graduate recruitment and development industry.

INTRODUCTION This e-book lists the submissions for the Will Spensley Memorial Award for Innovation. Within this e-book, there are voting buttons which you can use to cast your votes.

Only AAGE Full Members (i.e. only Employer organisations) can take part in this voting process. Each of these Employer organisations can only vote once for each award.

WHAT YOU NEED TO DO You can view all the entries for this award in this e-book.

All you need to do is view the entries for each award and then click on the "Vote for XXXX" button next to your favourite entry. Clicking this voting button will open a pre-populated voting email which you can send to our awards inbox to cast your vote.

Please ensure that you include your email signature in your response email.

Votes will not be counted if the response email is from an unidentified person. We make sure that only one vote per organisation is counted, to ensure fairness for all entrants.

Please also note that this e-book link has been sent to primary members only to coordinate their organisation's vote.

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IMPORTANT RULES TO NOTE Each employer can only vote once for each award. Therefore, if you are part of a team of people you might like to arrange a meeting or teleconference to agree upon a response on behalf of all team members. In the event that more than one vote is received, only the first vote will be counted.

Employers are not permitted to vote for their own organisation's entries.

Such votes will not be counted.

DEADLINE Votes must be received by Friday 7th August 2021.

Please note: For formatting purposes there are some blank pages throughout this document, please disregard these.

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Will Spensley Memorial Award for Innovation Table of Contents Submission 1 – Capgemini…..……………………………………………………………………4 Submission 2 – Australian Taxation Office..…..……………………………..………….8 Submission 3 – Westpac Group ............................................................. 10 Submission 4 – Reece ............................................................................ 14 Submission 5 – King & Wood Mallesons ................................................. 16 Submission 6 – Rio Tinto ....................................................................... 18 Submission 7 – Coles ............................................................................. 20 Submission 8 – EY ..................................................................................24

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SUBMISSION 1: Capgemini Australia “Innovation to promote mental wellbeing for our Capgemini Community”

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VOTE – CAPGEMINI

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SUBMISSION 2: Australian Taxation Office “ATO lets graduates choose their own adventure”

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When you think about a job at the Tax Office, what’s the first thing that comes to mind?

If you’re thinking about accountants and lawyers, you’re not alone – this perception is one that’s difficult to kick, and we wanted to get the word out that a career at the ATO can take you where you want to go.

In a truly exceptional year, where the ATO brought in 446 graduates in one hit, we developed an innovative interactive 'Choose Your Own Adventure' video allowing viewers to navigate their own path via clickable links, to discover information specific to themselves.

The opening sequences of the video show recent ATO Graduate recruits and an intern, sharing their experience, leading the viewer through a range of options to help them understand the kind of work their qualifications might lead them to at the ATO, how they would be supported and the kinds of pathways that might be available to them during and after the Program.

Viewers choose their path through the video content, providing a uniquely tailored experience whether that’s choosing a stream, learning about training opportunities or finding out what working for the ATO is actually like. This leading-edge technology sets the ATO apart from other employers as an effective way of capturing audience attention, adding new levels of memorability and making content easier to understand.

Located on our graduate recruitment landing page, the video received over 11,400 clicks on ato.gov.au in one month.

The approach was so successful the ATO is now incorporating the interactive video approach into other major communications such as 2021 Tax Time.

The video encapsulated our campaign’s intent– the ATO can take you somewhere unexpected.

VOTE – AUSTRALIAN TAXATION OFFICE

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SUBMISSION 3: Westpac Group “Westpac Group's 2021 Graduate Program: Live, Virtual Orientation Experience.”

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In preparation to welcome our 2021 Graduates, the Graduate Programs Team designed, implemented, and executed a three-day Virtual Orientation Experience for our nation-wide cohort. After successfully assessing candidates virtually, due to COVID-19, we took the opportunity to completely re-design our traditional ‘in-person’ Orientation event and this resulted in a virtual experience. We wanted to immerse our cohort into life at Westpac Group, therefore the central theme aligned to our Purpose, Values and Behaviours.

Over three consecutive days, Orientation was live streamed from our in-house recording studio; graduates simply dialled in via a session link as participants. Our team acted as hosts and facilitated several sessions per day with a focus on our Culture, Risk Fundamentals, and the Future of Technology in Banking. Sessions were led by internal senior leaders and even our CEO featured in one of these, providing unique insights into our leadership team. As another exciting addition, our graduates workshopped how to deliver exceptional service, led by experts from ‘the happiest place on earth’ (!).

We sent out customised snack hampers ahead of Orientation and provided graduates with an interactive workbook to guide them through the three-day event; we included some reflective tasks for them to return to at the conclusion of each day. Virtual interactivity and collaboration were promoted across the entire experience: graduates could participate in live Q&As in each session, as well as have discussions in the cohort-wide forum and attend a social event at the close of day one. To alleviate virtual fatigue, we also included optional Yoga, Pilates, and Meditation sessions.

Following Virtual Orientation, feedback was extremely positive - 100% of those surveyed recommending the Orientation experience to future Graduates! We are so proud of what we achieved and will look to replicate, or at least incorporate, virtual elements into future Orientation events.

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VOTE – WESTPAC GROUP

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SUBMISSION 4: Reece “Enabling a learning culture through graduate program structure”

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At the Reece Group, our company mantra is to strive for greatness everyday. We see it as a key strategic imperative to create an environment where our people are enabled to grow and innovate. We bring this same mentality to the graduate space where our objective is to create experiences for graduates and other early career people that allows them the most opportunity for meaningful development to kick start their career.

We’ve used these values to lead us in how we design and deliver our graduate program.

Our innovation is the way we’ve structured and deliver our graduate programs. Each of our programs are hosted within our internal Learning Experience Platform where we’ve hand picked collections of learning courses most relevant to professionals early in their career. By doing so, we’ve been able to draw upon all of our learning resources to adapt the program design as we iterate and improve it, as well as tailor the graduate program for each of our stakeholder groups based on their needs.

Graduates complete their graduate program in an immersive learning experience from one of our many branches across the country, so the Learning Experience Platform then becomes a central location for shared learning and discussion, as it guides graduates as to what piece of learning to complete when and encourages collaboration in learning outputs. It also deeply embeds a selfmanaged learning culture in our next Reece generation.

Graduate program deliverables allow us to focus on the graduate's development so we can see who is on track to achieving the knowledge requirements to offboard into the respective full-time professional roles.

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SUBMISSION 5: King & Wood Mallesons In partnership with Innosight

“KWM’s Digital Transformation Programme: Building digital literacy and Graduates for the future.”

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We are driving a multi-year firm-wide Innovation and Transformation Programme to equip people, particularly our Graduates, with skills and open mindsets to deliver excellent outcomes for clients. We recognised the need to optimise how we deliver legal services as the market fragments and client needs evolve. This programme empowers our graduates with speciality educational sessions like Modern Legal Practice which seek to orientate and prepare our graduates for the future in a global legal market. Three of our 20+ initiatives include: Digital Graduate Bootcamps: In May 2020 we launched our intensive inaugural Digital Graduate Bootcamps, a week-long virtual learning experience comprising multiple sessions focused on learning LegalTech platforms, measuring strong impact across Graduates’ confidence and ability.

Data from 2021 Bootcamps revealed across 177 attendees: • 89% of attendees rated themselves confident to very confident using LegalTech after completing the Bootcamp.

Use it or Lose it: 30 billable equivalent hours per lawyer per FY to dedicate productive time to self-driving digital literacy. Graduates have access to speciality inhouse created content to support their learning journeys. This initiative recognises time spent on developing and deepening skillsets, motivating our people to learn and adopt LegalTech to ultimately create efficiencies for our clients.

Adoption has been strong across our Graduate cohort, with 167 people recording time to the code.

Removal of Graduate targets: We removed Graduate billable targets in 2020 to encourage them to explore challenges and opportunities, look at new ways of optimising legal service delivery, and reverse mentor teams on application of LegalTech. In our second year we are seeing the learning flexibility this initiative provides our graduates.

These initiatives create connected pathways for Graduates to engage with, become proficient in, and adopt LegalTech. We are embedding new ways of working to execute continually optimised outcomes for clients, in parallel providing significant skills uplift for our graduates.

VOTE – KING & WOOD MALLESONS

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SUBMISSION 6: Rio Tinto In partnership with Be Courageous

“Shape the world of tomorrow - Rio Tinto Graduate Program.”

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From day one at Rio Tinto, our graduates shape who we are. We love fresh ideas and new thinking and our NEW Graduate Development Program connects our global graduates through a virtual series of activities and gives grads the tools to innovate and invent.

The challenge? Create solutions to tackle big issues impacting Rio Tinto and the world around us.

During the program, the graduates are inspired by futurists and external thought leaders from creative industries who spark their imagination and inspire them to look at things in a different way.

Once they gain new perspectives, the graduates then participate in the future skills masterclasses where external experts, Be Courageous, equip graduates with methodologies, tools, and leading-edge strategies from different industries to ideate, innovate and collaborate.

Whatever their passion – tackling climate change, automation, or creating value from waste – graduates then get the opportunity to apply the learnings from the masterclasses and thought leader sessions, to be creative and propose solutions to future business and world challenges. Working in teams with fellow grads, the teams pitch their innovative big ideas during the graduate festival to a panel of senior leaders and external experts. Best of all, the top ideas are pursued for investment.

The new program received outstanding feedback and created a lasting impact with the top 3 innovation teams from 2020 pitching their world changing ideas to the Rio Tinto’s Executive Committee for investment including self-filling water bottles to solve water scarcity, a sustainability index to compare consumer products, and camps to developing a connection with the custodians of the land in which we operate.

Shape the world of tomorrow - Rio Tinto Graduate Program

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SUBMISSION 7: Coles In partnership with Fusion Graduate Consultancy

“Discover yourself, and Discover Coles.”

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Discover yourself, and discover Coles In 2021, Coles strategically reimagined its entire graduate cycle with a focus on innovation to optimise the candidate experience from assessment, through to discovery.

This personalised experience brings to life the Coles brand, allowing candidates to focus on discovering themselves and their fit with our business.

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Our attraction campaign launched in February with all collateral designed with a ‘Discover’ theme. This included a range of discovery expos, social media communications and touchpoints, taking candidates on a journey while letting them in on a few ‘Coles secrets’.

By sharing graduate stories and perspectives, we enabled candidates to discover why Coles would be a good fit The application process, online assessment and video Interviews were all customised, offering the greatest level of insight into both Coles (e.g. Video introductions throughout each stage, Situational Judgement in realistic work scenarios) and the candidates (e.g. adopting a single, holistic score of ‘fit’ for each candidate).

Our newly designed Discovery Centres were where the magic really happened. Rather than deliver the traditional one-way, evaluation-focused Assessment Centre, our Discovery Centres featured a two-hour Q&A session where current and former graduates and other business representatives were able to answer questions about Coles, our program and their functions.

A key part of our ‘Discovery’ concept is feedback, helping candidates discover more about themselves through the process. Even candidates who were unsuccessful in the early stages received a personalised report with meaningful feedback. Following the Discovery Centres, our Emerging Talent team phoned all candidates, both successful and unsuccessful, to provide detailed feedback to support their growth.

Immediately post offer, we deliver a Keeping in Touch (KIT) Program. Through a series of virtual and face-to-face workshops, meetings with senior leaders, support networks and Emerging Talent, the program helps incoming graduates build their network and connection to purpose pre-day one.

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VOTE – COLES

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SUBMISSION 8: EY “EY GenTech Career Showcase.”

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Our key objectives ► Demistify opportunities and career paths available at EY and help students find their fit ► Upskill students with an experiential learning opportunity that sets them apart from their peers ► Demonstrate an exclusive insight into a methodology EY teams leverage to explore and design solutions to solve EY clients’ challenges The EY Oceania Campus Recruitment team collaborated with EY wavespaceTM, our exciting innovation client hub, to provide a unique and immersive digital learning experience for tech students. This was a 2.5 hour virtual experience which brought selected students together to learn and collaborate in teams to solve a challenge leveraging Design Thinking methodology.

1. We promoted this event through various channels including social media, eDMs to universities and student societies, as well as reaching out to our network of students that attended prior EY events.

2. This event included an introduction to Design Thinking before attendees were moved into breakout groups to work through a challenge using Design Thinking methodology. The attendees used Mural as a tool to help them design their ideas during the challenge.

3. Teams pitched their ideas to the wider audience before a Menti vote was taken to decide the winning team.

4. Winners were awarded vouchers and mentoring sessions with EY tech professionals.

Outcome 5. Feedback was collected after the event; some of the comments were; “the event helped me to gain a better understanding of how to create tech solutions to real problems” and “I will be able to make more informed decisions about what career path I will take”.

6. 53% of attendees have since applied for a role with EY and 26% have been hired into vacationer or graduate roles.

7. This initiative has led to EY having a pipeline of talent we can leverage for tech opportunities in the future.

VOTE – EY

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Thank you for casting your Will Spensley Memorial Award for Innovation vote!

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