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Innovate Reconciliation Action Plan March 2019 - March 2021


Message from the CEO It gives me great pleasure to present Bidfood’s Innovate Reconciliation Action Plan (RAP) 2019 – 2021, continuing Bidfood Australia’s commitment to reconciliation in Australia. Since we started our reconciliation journey, our actions based around the three key tenants of Respect, Relationships and Opportunities for Aboriginal and Torres Strait Islander peoples, have set a strong foundation which we will build on through our 2019-2021 Reconciliation Action Plan. Along our journey we have built respectful relationships with, and created more opportunities for Aboriginal and Torres Strait Islander peoples by focusing on workforce diversity, increasing opportunities for suppliers and improving our service to Aboriginal and Torres Strait Islander peoples in more remote areas.

We have also introduced cultural awareness training for our senior leaders, and many staff have joined in and celebrated important Aboriginal and Torres Strait Islander events, such as National Reconciliation Week and NAIDOC Week. Taking part in these events has encouraged our employees to embrace difference, and the company’s culture has become far more sensitive to Aboriginal and Torres Strait Islander communities, their beliefs and heritage. Bidfood is committed to this journey as it aligns with Bidfood’s vision for reconciliation in Australia. With our 2019-2021 Reconciliation Action Plan guiding us, we will continue to improve equality, provide more opportunities and achieve deeper and more respectful relationships with Aboriginal & Torres Strait Islander peoples.

Rachel Ruggiero CEO Bidfood Australia

Innovate Reconciliation Action Plan | 2019 - 2021


Message from Reconciliation Australia On behalf of Reconciliation Australia, I am delighted to see Bidfood continue its reconciliation journey and to formally endorse its Innovate RAP. Through the development of an Innovate RAP, Bidfood continues to play an important part in a community of over 1,000 dedicated corporate, government, and not-for-profit organisations that have formally committed to reconciliation through the RAP program since its inception in 2006. RAP organisations across Australia are turning good intentions into positive actions, helping to build higher trust, lower prejudice, and increase pride in Aboriginal and Torres Strait Islander cultures. Reconciliation is no one single issue or agenda. Based on international research and benchmarking, Reconciliation Australia, defines and measures reconciliation through five critical dimensions: race relations; equality and equity; institutional integrity; unity; and historical acceptance. All sections of the community— governments, civil society, the private sector, and Aboriginal and Torres Strait Islander communities—have a role to play to progress these dimensions.

its own unique approach to reconciliation. Through implementing an Innovate RAP, Bidfood will strengthen its approach to driving reconciliation through its business activities, services and programs, and develop mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders.

We wish Bidfood well as it embeds and expands its own unique approach to reconciliation. We encourage Bidfood to embrace this journey with open hearts and minds, to grow from the challenges, and to build on its successes. As the Council for Aboriginal Reconciliation reminded the nation in its final report: “Reconciliation is hard work it’s a long, winding and corrugated road, not a broad, paved highway. Determination and effort at all levels of government and in all sections of the community will be essential to make reconciliation a reality.” On behalf of Reconciliation Australia, I commend Bidfood on its second RAP, and look forward to following its ongoing reconciliation journey. Karen Mundine CEO Reconciliation Australia

The RAP program provides a framework for organisations to advance reconciliation within their spheres of influence. This Innovate RAP provides Bidfood with the key steps to establish

Innovate Reconciliation Action Plan | 2019 - 2021


Our Vision for Reconciliation Our vision for reconciliation is an Australia where the lives of our employees, clients and Aboriginal and Torres Strait Islander Peoples are enriched through the promotion of cultural diversity, opportunity and mutual respect. It is one where we walk alongside each other as equals on a journey towards a stronger and brighter future for all Australians. This is supported by our core values of trust, care, innovation and pride in service and product delivery, career development and business partnerships with Aboriginal and Torres Strait Islander peoples.

Bidfood also seeks to foster respectful relationships between Aboriginal and Torres Strait Islander peoples and other Australians in the communities with whom we are connected.

Our Business Established in 1995, Bidfood is recognised as one of the leading businesses in the country, delivering high quality products and customer solutions.

Bidfood Australia employs over 2,400 people nationwide across the entire branch network and is ranked inside Australia’s top 200 companies. Our business has a network of over 50 distribution centres around the country each with their own office areas and are located in all capital cities and major regional centres. Each are strategically located to provide customers within the designated territory the highest level of service possible.

Bidfood has developed its network of business units across multiple divisions, specialising in wholesale foodservice, fresh produce and meat. Bidfood is a distributor of an extensive range which includes over 56,000 foodservice products, a comprehensive fresh produce offering and a full array of all primal and portion control cuts across beef, lamb, pork, veal, game and poultry. In addition, Bidfood are also market leaders in the distribution of frozen seafood, packaging items and cleaning products. Bidfood services a wide variety of businesses including restaurants, pubs and clubs, health and aged care, fish and chip shops, pizza outlets, cruise liners, hotels and motels, airlines, defence forces, contract caterers and education. We are proud of our Tamworth Branch Manager who is a recognised Aboriginal person of the Wiradjuri people, and we currently employee 19 Aboriginal and Torres Strait Islander staff.

Innovate Reconciliation Action Plan | 2019 - 2021


Our Reconciliation Action Plan Bidfood believes that creating a workplace which is more tolerant of different cultures, can open doors to new business opportunities, as well as promote the growth of existing business. In turn, this creates a more tolerant, respectful society as a whole. Bidfood sees that a RAP will show this commitment and help to embed it into business practices. Our RAP will outline practical actions that Bidfood can take to develop strong relationships and enhanced respect with Aboriginal and Torres Strait Islander individuals, organisations and communities. It will raise awareness with our stakeholders to ensure there is shared understanding and ownership of our RAP within Bidfood. Bidfood’s Innovate RAP will build and further develop relationships with Aboriginal and Torres Strait Islander communities through project work, and fostering respect, by strengthening the understanding of Aboriginal and Torres Strait Islander cultures among Bidfood teams and their sphere of influence. Bidfood will continue to work to encourage and improve interactions with Aboriginal and Torres Strait Islander communities around Australia. Key priorities for our Reconciliation Action Plan will be to further develop our relationships, respect and opportunities with the aid of an Innovate RAP. In consultation with key staff members, ranging from our HR department through to our CEO, the Bidfood National Safety, Health, Environmental and Quality (SHEQ) Manager has developed and, also, champions the RAP. The SHEQ Manager encourages staff, management and Board members to be aware of our RAP commitments through engagement in all aspects of the RAP. As a point of further focus, Bidfood has established a RAP Working Group which consists of the three Regional Operations Managers, the Risk and Compliance Manager, the National Manager SHEQ, two HR Advisors and our Cairns and Tamworth Branch Manager, who is a recognised Aboriginal person of the Wiradjuri people. The National Manager SHEQ is the nominated Bidfood RAP Working Group (RWG) Leader. In November 2017, Bidfood set guidelines such as Terms of Reference, for the RAP Working Group (RWG).

Bidfood Australia started its Reconciliation journey a little over 12 months ago and proudly our Reflect Reconciliation Action Plan was endorsed and our CEO Rachel Ruggiero re-affirmed Bidfood’s ongoing commitment to this journey. Since then we have increased our staff members’ awareness of Aboriginal and Torres Strait Islander cultures, and determined that we now employ 19 Aboriginal and Torres Strait Islander staff. We have continued to maintain our relationships with over 50 Aboriginal and Torres Strait Islander customers and suppliers. Bidfood sites continue to take part in National Reconciliation Week (NRW) events in May and NAIDOC Week celebrations in July, to celebrate the histories, cultures and achievements of Aboriginal and Torres Strait Islander peoples. During NAIDOC Week 2018, held from 8th – 15th of July, staff from Bidfood Australia joined in the celebrations of the invaluable and significant roles that Aboriginal and Torres Strait Islander women have played, and continue to play, in the community at local, state and national levels. The theme in 2018 was “Because of Her, We Can!”. A positive outcome from our involvement in NRW was that staff became aware of two significant milestones affecting Aboriginal and Torres Strait Islander peoples, including the High Court’s judgment in the 1992 Mabo case which recognised the Native Title rights of Aboriginal and Torres Strait Islander peoples as the original inhabitants of the continent. The second was the successful 1967 referendum in which Australians voted overwhelmingly to amend the Constitution to allow the Commonwealth to make laws for Aboriginal people and include them in the census, effectively recognising them as people. Another key outcome from the previous RAP was to ensure support and ownership of actions across the organisation, to create a broader reach on the RAP focus areas. As an example, the RAP working group now involves the GM Marketing and Procurement, to investigate supplier diversity. Our Innovate RAP will build on past successes to strengthen our cultural understanding and ensure our policies and programs across Bidfood support the development of strong partnerships, mutually respectful relationships, measurable outcomes and evidence based approaches.

Innovate Reconciliation Action Plan | 2019 - 2021


Relationships

Bidfood is committed to building relationships internally with Aboriginal and Torres Strait Islander employees and our current community partners who work with Aboriginal and Torres Strait Islander communities, then further develop these internal and external relationships in a positive and sustainable manner, to improve outcomes for both the organisation and Aboriginal and Torres Strait Islander peoples. Focus: we integrate for impact to build genuine and long term connections for greatest results.

No

Action

Deliverables

Responsibility

Timeline

1

RAP Working Group actively monitors RAP development and implementation of actions, tracking progress and reporting.

RAP Working Group to oversee development, endorsement and launch of the Bidfood RAP.

National Manager SHEQ

March 2019

Continue to ensure that Aboriginal and Torres Strait Islander peoples are represented on the RWG.

Risk & Compliance Manager

May 2019, 2020

RWG to meet twice yearly to monitor and report on RAP implementation

Risk & Compliance Manager

May 2019, 2020 September 2019, 2020

RWG to annually review and update the RWG Terms of Reference.

National Manager SHEQ

May 2019, 2020

Organise at least one internal event for NRW each year.

Each Branch Manager, Regional Area Managers

27May - 3 June 2019, 2020

Register Bidfood’s NRW events via Reconciliation Australia’s NRW website.

National Manager SHEQ, each Branch Manager

27 May - 3 June 2019, 2020

Support an external NRW event eg. assisting with resources to contribute to the success of these activities.

Each Branch Manager, Regional Area Managers

27 May - 3 June 2019, 2020 27 May - 3 June 2019, 2020

Ensure our RAP Working Group participates in an external event to recognise and celebrate NRW.

RWG Leader

27 May - 3 June 2019, 2020

Promote NRW to 50 Bidfood branches nationally and encourage participation.

National Manager SHEQ, 27 May - 3 June each Branch Manager, 2019, 2020 Regional Area Managers

Encourage employees to attend an internal NRW event like a branch hosted morning tea and display the NRW poster; and promote an external NRW event in their local community.

Each Branch Manager, Regional Area Managers

To raise awareness and deepen understanding amongst employees of National Reconciliation Week’s meaning, distribute Reconciliation Australia’s NRW resource materials containing posters, fact sheets and other relevant information to staff via the Branch Managers.

National Manager SHEQ, 27 May - 3 June National Marketing 2019, 2020 Manager

2

Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and other Australians

Innovate Reconciliation Action Plan | 2019 - 2021

27 May - 3 June 2019, 2020


3

4

Upload NRW information on the Bidfood website under Reconciliation.

National Manager SHEQ

Ensure NRW banners are run on Bidcentral and staff email signatures during NRW .

National Manager SHEQ, 27 May - 3 June National Marketing 2019, 2020 Manager

Ensure Bidfood runs a NRW – based clip on BidTV.

National Manager SHEQ National Marketing Manager

27 May - 3 June 2019, 2020

Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes.

Develop and implement an engagement plan to work with our Aboriginal and Torres Strait Islanders stakeholders by identifying who we should be engaging with, how we should engage and what we can bring to these relationships.

Each Branch Manager, RWG Leader

November 2019

Meet with local Aboriginal and Torres Strait Islander organisations to develop guiding principles for future engagement.

RWG Leader

June 2020

Raise internal and external awareness of Bidfood’s RAP to promote reconciliation across our business and sector.

Develop and implement a strategy to communicate Bidfood’s RAP to all internal and external stakeholders.

Risk & Compliance Manager

July 2019

Promote reconciliation through ongoing active engagement with all stakeholders.

National Manager SHEQ

May 2019, 2020

Continue to present / publicise Bidfood’s RAP and our commitments towards reconciliation to all staff by way of our intranet, Bidcentral, Bidfood AUS/NZ company magazine, Bidvoice , public/external stakeholders by Bidfood external website, Reconciliation Australia website

National Manager SHEQ

July 2019

Include the RAP as part of new employees induction.

RWG Leader, HR Advisor

April 2019

Each branch to explore opportunities to support internal/external reconciliation activities at branch or local community level by assisting with resources to contribute to the success of these activities e.g. supply food/manpower.

Each Branch Manager, RWG Leader

December 2019, 2020

Support Reconciliation Australia and all state/ territory based reconciliation council, by ensuring that Bidfood and Bidcentral have links to these websites and resources so that all staff have access to Reconciliation information.

National Manager SHEQ

July 2019

Innovate Reconciliation Action Plan | 2019 - 2021

27 May - 3 June 2019, 2020


Respect

Bidfood acknowledges that Respect is vital in every successful relationship. Respect is built on a foundation of trust, leveraged by knowledge and understanding of culture and history. We also strive to act responsibly and openly, assuring clients and partners of our competence and inspiring their trust at every step. Focus area: to improve the cultural competence of all employees, and implement a communications plan to increase awareness of, input to and support for, RAP initiatives.

No

Action

Deliverables

Responsibility

Timeline

5

Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements.

Continue developing and implementing our Aboriginal and Torres Strait Islander cultural awareness training strategy for our staff which defines cultural learning needs of employees in all areas of our business and considers various ways cultural learning can be provided (online, face-toface workshops or cultural immersion).

RWG Leader, HR Advisor

September 2019

Investigate opportunities to work with local Traditional Owners and/or Aboriginal and Torres Strait Islander consultants to develop cultural awareness training.

RWG Leader, HR Advisor

Provide cultural awareness online training to all new employees as part of the induction process.

Each Branch Manager, HR Advisor

November 2019

Roll out online cultural awareness training for existing employees.

Each Branch Manager, HR Advisor

November 2019,2020

Prior to developing cultural awareness training strategy, capture data on how many staff have undertaken cultural awareness training and measure levels of cultural awareness amongst staff.

Each Branch Manager, HR Advisor

August 2019,2020

Provide opportunities for RWG members, RAP champions, HR managers and other key leadership staff to participate in cultural training.

RWG Leader, HR Advisor

September 2019, 2020

6

Engage employees in understanding the significance of Aboriginal and Torres Strait Islander cultural protocols, such as Welcome to Country and Acknowledgement of Country to ensure there is a shared meaning

September 2019

Promote Reconciliation Australia’s Share Our Pride RWG Leader online tool to all staff.

November 2019

Develop, implement and communicate a cultural protocol document for Welcome to Country and Acknowledgement of Country.

National Manager SHEQ

July 2019

Develop a list of key contacts for organising a Welcome to Country and maintaining respectful partnerships.

Risk & Compliance Manager

July 2019

Invite Traditional Owners into our offices/ branches to explain the significance of Welcome to Country and Acknowledgment of Country.

Cairns and Tamworth Branch Managers, Regional Area Managers

October 2019, 2020

Innovate Reconciliation Action Plan | 2019 - 2021


7

8

Provide opportunities for Aboriginal and Torres Strait Islander staff to engage with their cultures and communities by celebrating NAIDOC Week

Recognise and celebrate Aboriginal and Torres Strait Islander dates of significance

Invite a Traditional Owner to provide a Welcome to Country at the opening of new branch and/ or other significant events such as the Branch Managers Meeting.

New Branch Managers, August 2019, Regional Area Managers, 2020 Risk & Compliance Manager

Ensure an Acknowledgement of Country is provided in the absence of a Welcome to Country at all significant events.

Risk & Compliance Manager

October 2019, 2020

Encourage staff to include an Acknowledgement of Country at the commencement of all meetings.

RWG Leader, Regional Area Managers

October 2019, 2020

Review HR policies and procedures to ensure there are no barriers to staff participating in NAIDOC Week.

HR Advisor

May 2019, 2020

Provide opportunities for all Aboriginal and Torres Each Branch Manager, Strait Islander staff to participate with their HR Advisor cultures and communities in NAIDOC Week.

July 2019, 2020

Ensure the RAP Working Group participates in a NAIDOC Week event.

National Manager SHEQ

July 2019, 2020

Consult with Aboriginal and Torres Strait Islander peoples to hold an internal NAIDOC Week event.

Each Branch Manager, Regional Area Managers

July 2019, 2020

Introduce our staff to NAIDOC Week by promoting community events in our local area.

Each Branch Manager, Regional Area Managers

July 2019, 2020

Celebrate and recognise Aboriginal and Torres Strait Islander dates of significance by displaying them on Bidcentral banner e.g.

National Manager SHEQ

May, June, July 2019, 2020

NRW - 27 May to 3 June National Sorry Day - 26 May 1967 Referendum - 27 May Mabo Day - 3 June NAIDOC Week - First week of July Ensure staff email signatures and Bidcentral National Manager SHEQ, May, June, July reflects and promotes these dates of significance. National Marketing 2019, 2020 Manager Run clips promoting these dates of significance on BidTV.

National Manager SHEQ, May, June, July National Marketing 2019, 2020 Manager

Promote local community events recognising these dates of significance to staff

National Manager SHEQ, May, June, July National Marketing 2019, 2020 Manager

Promote The Reconciliation Film Club to enable staff to come together to view an Aboriginal and Torres Strait Islander film or documentary during dates of significance.

Risk & Compliance Manager

Innovate Reconciliation Action Plan | 2019 - 2021

May, June, July 2019, 2020


Opportunities

Creating equality and opportunities with and for Aboriginal and Torres Strait Islander peoples is of great importance and we will contribute to this core value by developing and implementing a training strategy designed to attract and retain Aboriginal and Torres Strait Islander employees. Developing and implementing a contracting and procurement strategy which maximises benefits to Aboriginal and Torres Strait Islander communities. Focus: we are future-focused on embracing a partnership between Aboriginal and Torres Strait Islander and non-Indigenous Australians, which improves equality in the areas of life expectancy, educational achievement and employment opportunities.

No

Action

Deliverables

Responsibility

Timeline

9

Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within Bidfood.

Collect information on our current Aboriginal and Torres Strait Islander staff to inform future employment opportunities.

HR Advisor

May 2019

Develop and implement an Aboriginal and Torres Strait Islander Employment and Retention strategy.

HR Advisor

June 2019

Engage with existing Aboriginal and Torres Strait Islander staff to consult on employment strategies, including professional development.

HR Advisor

June 2019

Advertise all vacancies in Aboriginal and Torres Strait Islander media.

HR Advisor

July 2019

Review HR and recruitment procedures and policies to ensure there are no barriers to Aboriginal and Torres Strait Islander employees and future applicants participating in our workplace.

HR Advisor

July 2019

Investigate opportunities to support Aboriginal and Torres Strait Islander professional development and leadership pathways.

HR Advisor

October 2019

10

Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within Bidfood.

Review and update procurement policies and General Manager procedures to ensure there are no barriers for Procurement procuring goods and services from Aboriginal and Torres Strait Islander businesses.

July 2019, 2020

Develop and communicate to staff a list of Aboriginal and Torres Strait Islander businesses that can be used to procure goods and services.

General Manager Procurement

July 2019, 2020

Develop at least one commercial relationship with an Aboriginal and/or Torres Strait Islander owned business.

General Manager Procurement

June 2019

Investigate Supply Nation membership.

General Manager Procurement

May 2019

Innovate Reconciliation Action Plan | 2019 - 2021


11

Investigate opportunities to support Aboriginal and Torres Strait Islander children and students

Explore opportunities to support Aboriginal and Torres Strait Islander children through breakfast clubs.

Each Branch Manager, RWG Leader, Regional Area Managers, Risk & Compliance Manager

October 2019, 2020

Develop and implement Aboriginal and Torres Strait Islander employment pathways (e.g. internships, traineeships).

Risk & Compliance Manager, HR Advisor

October 2019, 2020

Investigate joining the Career Trackers program.

Risk & Compliance Manager, HR Advisor

October 2019, 2020

Explore opportunities to support Aboriginal and Torres Strait Islander students to gain training and education for roles in the foodservice and hospitality industry e.g. chef scholarship

Each Branch Manager, RWG Leader, Regional Area Managers, Risk & Compliance Manager

October 2019, 2020

Tracking Progress No

Action

Deliverables

Responsibility

Timeline

12

Report RAP achievements, challenges and learnings to Reconciliation Australia.

Investigate participating in the RAP Barometer.

RWG Leader

May 2020

Develop and implement systems and capability needs to track, measure and report on RAP activities.

RWG Leader

Jun 2019

Collect data for the RAP Impact Measurement Questionnaire.

RWG Leader

July 2019 , 2020

Complete and submit the RAP Impact Measurement Questionnaire to Reconciliation Australia annually.

National Manager SHEQ

30 September 2019, 2020

13

14

Report RAP achievements , challenges and learnings

Review , refresh and update RAP

Report to the CEO Australia and the Executive RWG Leader, committee our RAP achievements, challenges and Risk & Compliance learnings. Manager

July 2019, 2020

Report publically via the Bidfood annual report.

RWG Leader, Risk & Compliance Manager

July 2019, 2020

Liaise with Reconciliation Australia to develop a new RAP based on learnings, challenges and achievements.

RWG Leader

July 2020

Send draft RAP to Reconciliation Australia for review and feedback.

National Manager SHEQ

August 2020

Submit draft RAP to Reconciliation Australia for formal endorsement.

National Manager SHEQ

February 2021

Innovate Reconciliation Action Plan | 2019 - 2021


Contact details: Doris James National Manager SHEQ doris.james@bidfood.com.au

bidfood.com.au

Profile for Bidfood Australia

innovate Reconciliation Action Plan 2019  

innovate Reconciliation Action Plan 2019  

Profile for bidfoodau