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2022 WILL SPENSLEY MEMORIAL AWARD FOR INNOVATION Organisations with Graduate Intakes under 100.

Facilitator’s Guide

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 5th August 2022. 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 – Organisations with Graduate Intakes under 100

Table of Contents

Submission 1 - Capgemini Submission 2 – MYOB Submission 3 – Xero Submission 4 – Pritchard Francis Submission 5 – Baker McKenzie Submission 6 – IMC Trading Submission 7 – Unilever Australia Submission 8 – Pitcher Partners

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SUBMISSION 1: Capgemini “The Rainbow Circle - An initiative to ensure young LGBTQIA+ people know there's a place for them in corporate Australia & in our communities”

VOTE – CAPGEMINI

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Pride and Diversity Australia announced young LGBTQIA+ people are feeling more vulnerable than ever and are less likely to be ‘out’ as they enter the workplaces of Corporate Australia than previous years. At Capgemini, we take the comfort and wellbeing of all young graduates so seriously, and this awareness regarding young LGBTQIA Australians was saddening and we felt we needed to do something. We established The Rainbow Circle at Capgemini – where we host regular panel conversations on LGBTQIA+ topics, inviting panel members from the LGBTQIA community and extend the invite to everyone – staff and students at Universities – competitor organisations, client organisations, supplier organisations, the wider community – anyone who has a desire to learn. Our intention has been to show representation in corporate Australia, so no one feels alone, and through this network, we’ve managed to help so many students feel a sense of community and have shown acceptance and inclusion does exist. We are very proud of everyone who has participated - the support from everyone in the early careers ecosystem has been the sort of goodness that our industry is made up of: love and kindness. Do join us for our next panel discussion – we run them throughout the year.

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SUBMISSION 2: MYOB “Bridging Diversity & Technology Skills Gap for Women in New Zealand - DevelopHer Launch”

VOTE – MYOB

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MYOB launched DevelopHer in New Zealand marking 2022 as the first year this highly sought-after programme is available to two successful participants alongside our established programme operating in Australia. New to Market in NZ, DevelopHer aims to bridge both the diversity and skills gap. We offer women with have no technical experience, an opportunity to start, upskill and progress a career in this fast-growing sector. Our paid programme provides candidates with an online scholarship with our tertiary partner, RMIT, a paid salary while they learn, and exclusive tutorial and coaching sessions. Also guided by a dedicated mentor this programme is designed to offer an optimal learning environment that will see them thrive. In New Zealand, technology development skills and expertise are in high demand, ‘The Digital Skills Aotearoa Report 2021’ highlighted that diversity is a particular concern for the sector. Their report showcased that 39% of ‘technology standard participants’ in NZ are female and women account for only 27% of those working in digital technology roles. MYOB saw this as an opportunity to launch DevelopHer in the NZ market, to add value to the wider technology community and play a part in closing the gender diversity gap. There is also vast economical growth and potential for technology and SaaS within NZ and it was both an imperative and commercial decision for MYOB to find a way to harness the ability to make an impact by providing a platform for women to start and develop their career in technology. Since inception in 2018, DevelopHer has transformed the lives of 19 women. 100% of these women remain in software related roles including 87% still at MYOB. These results drive our confidence in DevelopHer and prove that we have the ability to shape the growth of women in technology within New Zealand too.

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SUBMISSION 3: Xero “Using Data to Drive Graduate Growth.”

VOTE – XERO

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In August of 2021, Xero launched its first Junior Talent Dashboard, designed to accelerate our graduate program using data and insights that will help build the next generation of tech talent. The dashboard was developed using our in-house People Analytics and Reporting Consultant along with our Grad People Lead, giving it a perfect blend of necessary data and a human touch of what’s most important to our teams. This dashboard will help enable us to identify which platforms and partnerships are most beneficial for hiring efforts, highlight where we can increase support for candidates based on their journey through the hiring process, and will give us the insight to track and improve gender and ethnic diversity all the way from applications through the program. We currently track data that includes candidate attraction, development, and strategy and includes analytics around gender breakdowns, focusing on female representation in tech roles, and graduate growth throughout our program. We believe that by tracking this data, we can improve our graduate programs, internal reporting, and re-invent the graduate candidate experience so they can do the best work of their lives at Xero.

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SUBMISSION 4: Pritchard Francis In partnership with Momentum 1

“Project WARP SPEED”

VOTE – PRITCHARD FRANCIS

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As consulting engineers’ students ask us… ‘What does an engineering consultant do?’’ We recognised students needed this information to decide their career pathways and in response established Project WARP SPEED. This civil engineering student engagement initiative supports student learning, markets our opportunities, and identifies potential future candidates. We host the event at UWA where students feel comfortable getting to know us. We engaged Dr Ree Jordan, UQ Research Fellow to advise us on how to create an innovative learning event supported by evidence-based research. Dr Jordan’s research identified experiential activities which are widely recognised as offering considerable learning benefits. Dr Jordan’s advice enabled our team to design the event which reflects our working environment and industry. We blended experiential, networking, marketing, and group interview styles into a bespoke learning event. Incorporating learning materials for visual, auditory, and kinaesthetic learning styles for maximum student engagement. As consultants, groups of student’s complete project phases for Bid, Concept, Design, Detailed Design and Construction at WARP SPEED in 18-minutes phases. Our employees are facilitators trained to guide students through design considerations, applying university learnings to a real-world project. This 3-hour event finishes with the project unveiling, networking, and a presentation on our scholarship, work-experience, and graduate opportunities. Our facilitators switch groups to identify a diverse range of students with characteristics suited to consulting. A voluntary incentivised survey collects student data, and feedback for continual improvement. Survey data allows targeted marketing to encourage participation in our opportunities. “The results are fantastic. We received 50% more applications with increased diversity for our scholarship/work experience opportunities, making this event fundamental to our graduate recruitment.” Arthur Psaltis, CEO (32) Pritchard Francis - Project WARP SPEED - YouTube

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SUBMISSION 5: Baker McKenzie “Bakers' Dozen series”

VOTE – BAKER McKENZIE

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Baker McKenzie created "Bakers' Dozen", a 13-part virtual series: • • •

showcasing different aspects of Firm-life (our local/global work, pro bono/community service, inclusion & diversity, global training and overseas work opportunities, our People Deal EVP); enabling students to connect with numerous Firm employees (from Australia and overseas); and providing valuable tips/advice on the recruitment process (applications, interviews, networking events, displaying commerciality, clerkships).

We also conducted a LinkedIn poll, enabling students to choose one of three options for one session which invited much student engagement. The series positioned the Firm as an early careers leader, with students noting "it set the Firm apart" and "set a standard for other firms" (and mentioning the series in their applications). The series overview was promoted on social media, and each session was promoted on social media prior and subsequent to the session - with significant engagement with students and the online community. Sharing these promoted the Firm's brand, the innovative series, staff locally and globally, and our commitment to supporting the student community. Each session had: • an invitation page with information on the session/presenters; • a registration page (also enabling attendees to pre-submit questions) and confirmation email. The format of each session involved panellists: • introducing themselves; • sharing tips or key information on the topic; • answering pre-submitted and live questions. Students from all levels from Australia/globally were invited to attend. The Zoom format provided access for students globally, from the convenience of their computer/phone. Attendance ranged from 60-300 per session. With war for talent being significant, and firms competing for top talent in clerkship recruitment (cognisant students feed into their graduate/talent pipelines), it's crucial to innovate. Bakers' Dozen enabled us to attract outstanding talent, engage students (applying for clerkships or in their pre-penultimate years), promote the Firm's offering/brand, and support students during the challenges of the pandemic/lockdowns.

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SUBMISSION 6: IMC Trading In partnership with Noble Agency

“The Vault is IMC’s online, digital activation platform, encouraging entrants to test their skills through five levels of complex challenges.”

VOTE – IMC TRADING

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CHALLENGE WE FACED: Competing for graduate STEM talent is a hard market - especially when you’re looking for the top 0.1% of achievers, alongside some of the biggest named consultancies and tech giants in the world. As a little-known, global automated stock-trading business, IMC has its work cut out come graduate recruitment time. In addition to brand awareness challenges, COVID-19 has virtualised many uni careers fairs (our most critical channel). With competition for STEM talent fierce, we needed to achieve cut-through and deliver messages experientially: showing rather than telling.

OUR SOLUTION: The Vault is IMC’s online, digital activation platform, encouraging entrants to test their skills through five levels of complex challenges. By gamifying brand interactions we brought the talent to us and showed them the kind of work they could be doing at IMC. Rich recruitment video content was peppered throughout. To open The Vault, challengers first needed to enter a code which was hidden within an online virtual 360 tour of the IMC Sydney office, which also housed valuable graduate content. Once in The Vault, the entrants could claim free branded merchandise, before challenged to ‘level-up’ across 5 complex maths challenges, with various draw prizes along the way. The Ultimate Giveaway was the chance for entrants to win a round trip to Amsterdam for them and a friend.

THE OUTCOME: As well as driving interactions throughout the whole campaign period, it built a talent pool that could be connected to the brand longer term. CAMPAIGN DURATION: 14WKS CHALLENGERS: 1,000+ challengers TOP PERFORMERS: 220 entrants passed the Ultimate Challenge APPLICATIONS; 72 challengers applied for our programs.

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SUBMISSION 7: Unilever Australia “U-Day: 1 day for Play, Learning & Innovation.”

VOTE – UNILEVER AUSTRLIA

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U-Day U-Day is a reimagining of the traditional working week, carving out space for learning, engagement and innovation activities. We were inspired by the book Primed to Perform and how it discusses the importance of play & innovation, as well as our Unilever NZ trial of 4 day working week – 80% time, 100% pay & 100% output. The objective of U-Day is to liberate graduates to complete their role in 4 days, freeing up the 5 th day for projects, personal learning and innovation. Asith, a Finance Graduate, choose to be trained up as an Agile coach, becoming a Scrum master for a project in a completely different area of the business. He was also able to be an Agile mentor for one of our Executive Leaders. U-Day allowed him to explore something outside of his role and functional area. He was able to upskill, cross-functionally learn, while also having fun outside of his BAU work. The U-Day model is an extension of our commitment to our people to maintain a healthy work/life balance, be able to focus on career, and try new things. We believe that all of this can only be achieved by everyone making tangible changes to the way they work to be more productive. We offered training on Agile ways of working, productivity, and efficiency, to help make U-Day possible and a success. We heard from our teams that they want to be able to focus on career development opportunities, boost their effectiveness and have opportunities to innovate, and we feel U-Day has achieved this. To reimagine the future of work, we must start by meeting the needs of an increasingly purposeand flex-driven workforce. At Unilever, we were able to implement this fun new way of working and allow our graduates to further grow & innovate.

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SUBMISSION 8: Pitcher Partners “Pitcher Partners has redesigned their graduate program to enable our future talent to build a breadth of experience early in their careers.”

VOTE – PITCHER PARTNERS

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Pitcher Partners' aspires to be the leading accounting, audit and advisory firm to middle-market businesses. Our people are what makes us successful, so we provide an environment that enables them to perform at their best. At Pitcher Partners we want all our people to experience a career journey of breadth to depth to leadership. Our Graduate Program is something we are proud of – the starting point of a journey towards a great career. In 2021, we have re-designed our graduate program to ensure our graduates are starting their career with a true breadth of experience. We moved away from the traditional static graduate roles, where graduates apply, commence, and remain within a specific practice area. Our graduates are now provided with the opportunity to cycle through three different experiences across the firm. Every 8 months they get to work with a new group of people, build relationships with new partners and work on new clients. Our two-year Graduate Experience Program provides them with the opportunity to experience the many career possibilities that working in a full-service accounting and advisory firm offers. Every part of our firm participates in the program, allowing our graduates to gain exposure to a wide variety of practice areas. It is designed to give our future talent the grounding that will deliver great outcomes to clients, build strong relationships with our people, and develop a breadth in knowledge. The graduates are supported through the program with practice area specific technical training intensives every 8 months. These are tailored to their experience and help enable them to get up to speed more quickly. Upon completing the two-year program, they are offered a permanent role within one of our practice areas that best aligns to their skillset.

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

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