Long Term Goal 2

There is a clear pathway by which people from diverse backgrounds can secure a significant leadership role within the Company.

Engage staff from diverse groups with a clear mind for the potential pathway to leadership and give them professional development opportunities

Provide supported opportunities for new staff to lead larger projects while being mentored by AD and ED

Provide access to understand the decision making processes at Board level

OUTCOME

A succession path is identified for a leadership role at Arena to be filled by a person from a First Peoples, CALD or Disabled community by the end of 2024.