Acknowledgment of Country
Corporate Culture acknowledges the Aboriginal and Torres Strait Islander peoples as the Traditional Owners of the Land on which we operate throughout Australia. We pay our respects to Elders past and present and extend this respect to all Aboriginal and Torres Strait Islander peoples. We recognise the enduring connection First Nations people have to their Country and acknowledge the wisdom, strength and resilience of their cultures. We commit to learning from and working in partnership with them in our journey towards reconciliation.
Company Statement
We are proud to be continuing our reconciliation journey in partnership with Reconciliation Australia through the release of our Reflect Reconciliation Action Plan (RAP).
Since embarking on this journey in 2023, we’ve seen meaningful engagement and a growing sense of awareness across our team around First Peoples and culture. Our first Reflect RAP created space for learning, listening, and reflection - and the positive impact was felt throughout the business. Building on this momentum, we have now brought all companies within the Corporate Culture group into our RAP process, with the goal of deepening understanding and fostering meaningful change across our entire organisation.
Our commitment is again grounded in the core pillars of Relationships, Respect, and Opportunities. We will continue to use this framework to guide our actions - supporting our people, our business, and the communities we work with as we strive to learn more, do more, and engage more deeply.
This commitment is especially important as our business continues to grow and evolve. Through our Australian brands, such as Mark Tuckey and nau, we are proud to promote Australian design and manufacturing, and we recognise the importance of including reconciliation at the heart of that story.
We’re proud of the partnerships we have developed, the opportunities we’ve created, and the shared learning journey we’re on with our staff. We look forward to continuing to listen, learn and contribute - together.
Richard Munao CEO & Founder Corporate Culture
Reconciliation Australia Statement
Reconciliation Australia welcomes Corporate Culture to the Reconciliation Action Plan (RAP) program with the formal endorsement of its inaugural Reflect RAP that extends upon the work undertaken by Cult Design (subsidiary) in their Reflect RAP. Corporate Culture joins a network of more than 3,000 corporate, government, and not-for-profit organisations that have made a formal commitment to reconciliation through the RAP program.
Since 2006, RAPs have provided a framework for organisations to leverage their structures and diverse spheres of influence to support the national reconciliation movement. The program’s potential for impact is greater than ever, with close to 3 million people now working or studying in an organisation with a RAP.
The four RAP types — Reflect, Innovate, Stretch and Elevate — allow RAP partners to continuously develop and strengthen reconciliation commitments in new ways. This Reflect RAP will lay the foundations, priming the workplace for future RAPs and reconciliation initiatives.
The RAP program’s strength is its framework of relationships, respect, and opportunities, allowing an organisation to strategically set its reconciliation commitments in line with its own business objectives, for the most effective outcomes.
These outcomes contribute towards the five dimensions of reconciliation: race relations; equality and equity; institutional integrity; unity; and historical acceptance. It is critical to not only uphold all five dimensions of reconciliation, but also increase awareness of Aboriginal and Torres Strait Islander cultures, histories, knowledge, and leadership across all sectors of Australian society.
This Reflect RAP enables Corporate Culture to deepen its understanding of its sphere of influence and the unique contribution it can make to lead progress across the five dimensions. Getting these first steps right will ensure the sustainability of future RAPs and reconciliation initiatives, and provide meaningful impact toward Australia’s reconciliation journey.
Congratulations Corporate Culture, welcome to the RAP program, and I look forward to following your reconciliation journey in the years to come.
Karen Mundine Chief Executive Officer Reconciliation Australia
What We Do
Corporate Culture is comprised of a number of brands - Cult Design supplies furniture, lighting and accessories to the architectural and design industry and consumers in Australia, New Zealand and Singapore. Cult is the exclusive dealer of a number of European furniture brands in the APAC region and has its own collection, NAU, designed in Australia and produced both locally and overseas. HAY is one of the Danish brands Cult represents, and we have two retail stores in Australia. Cultivated is Cult’s Product Stewardship arm of the business, offering a comprehensive take-back program encompassing re-use, refurbishment, recycling, repurposing and resale. Government Furniture supplies commercial furniture to government project, offering a variety of Cult Design brands and workplace furniture brands. Mark Tuckey is an Australian design and manufactured brand located in Melbourne, specialising in timber furniture for both the residential and commercial market.
Across our businesses Australia locations, Corporate Culture employs 72 people. We do not currently employ any Aboriginal or Torres Strait Islander staff.
Cult Design within Corporate Culture has offices and showrooms in Australia, New Zealand and Singapore. Cultivated, Mark Tuckey, Government Furniture and our HAY Stores are located in Australia only.
Locations
Showroom & Offices
Mian-jin, Turrbal and Jagera Country (Cult Showroom, Brisbane)
Warrane, Gadigal Country (Cult Showroom, Sydney)
Naarm, Wurundjeri Country (Cult Showroom, Melbourne)
Boorloo, Noongar Country (Cult Showroom, Perth)
Warehouses
Warrane, Gadigal Country (Cult Warehouse, Sydney)
Boorloo, Noongar Country (Cult Warehouse, Perth)
Retail
Warrane, Gadigal Country (HAY Store, Sydney)
Naarm, Wurundjeri Country (HAY Store, Melbourne)
Showroom & Manufacturing
Naarm, Wurrundjeri Country (Mark Tuckey Showroom & Factory, Cultivated, Melbourne)
RAP Overview
Corporate Culture recognises that Australian businesses have a responsibility to contribute to the reconciliation process between Aboriginal and Torres Strait Islander peoples and other Australians. True progress towards reconciliation can only be achieved through a formalised commitment and a RAP provides the framework in which to do so.
Our RAP so far has allowed Corporate Culture to document the process of its commitment to reconciliation, explore and understand our sphere of influence and to create a more respectful and inclusive work environment. Additionally, a RAP helps Corporate Culture to create awareness amongst its employees of the historical and ongoing disparities faced by First Nations peoples. While there is a broad understanding of the importance of reconciliation amongst employees at Corporate Culture, we are still learning how to approach reconciliation as a business. A RAP will ensure Corporate Culture makes changes in the right way, through educating our team and establishing relationships with and opportunities for Aboriginal and Torres Strait Islander peoples.
Additionally, to ensure Corporate Culture’s future as an Australian business it is vital that we establish a formal social and environmental position and plan that includes a RAP which will document and guide our commitment to reconciliation.
Corporate Culture intends to follow the three core pillars of Relationships, Respect and Opportunities and will implement the RAP based on goals created to align with each pillar. Our approach will be facilitated through the use of effective and accessible communication, education programs, and a focus on understanding. These three methods are key for the successful implementation of our RAP.
Relationships, Respect and Opportunities will be the three key pillars under the Reconciliation Australia framework that will be applied to all aspects of the business and will inform all decisions made at Corporate Culture. Our approach will cover both internal reflection and education and external guidance and education.
Understanding the impact of racism is important before being able to move towards reconciliation. Corporate Culture staff will continue to receive education in this area; positive and productive relationships built on trust and respect through education will be vital to ensure the success of Corporate Culture’s RAP. Corporate Culture will review and research best practice in areas of race relations and anti-discrimination which will be communicated to staff.
We will seek ongoing engagement and advice from Aboriginal and Torres Strait Islander organisations to help guide us toward a successful and effective RAP.
Corporate Culture’s RAP Champion is Lisa Barbara
RAP Overview (cont.)
Our Reflect RAP was initially submitted under Cult Design in late 2023. Upon reflection, it was decided that all our businesses under Corporate Culture would benefit from being part of our RAP journey, and therefore have re-registered under this name. This has meant more opportunities for learning and connection across our businesses, with the RAP recently being presented to Mark Tuckey, and an employee of Cultivated and Government Furniture joining our RAP Working Group.
The majority of our staff within Cult Design, Cultivated, Government Furniture and HAY have begun or completed the SBS Inclusion: First Nations course in order to further educate ourselves on the culture and history of First Nations people, as well as the Uluru Statement of the Heart and The Voice Referendum.
Our RAP Working Group members also take in turns and share information and knowledge once a month on a significant First Nations date to further our discussion and education on this topic.
Our Community Partnerships & Current Activities
We’ve recently restructured how our RAP Working Group operates to encourage greater staff participation and engagement. Team members are now invited to propose and lead a selfdirected ‘project’ aligned with the goals of our RAP, based on their own interests and strengths. These projects might include building community partnerships, organising internal cultural activities, writing blog posts, or contributing directly to the RAP document.
This approach increases accountability, supports meaningful contribution, and helps ensure consistent progress across our RAP actions. It also allows staff to choose projects and timelines that align with their individual workloads.
For our Brisbane showroom events in the past year, we have engaged First Nations owned businesses for the catering, as well as established partnerships with local First Nations artists to display in our Australian brand nau areas. One of these artists is Arabella Walker, an emerging artist from the Wulli Wulli people of Auburn Hawkwood. Arabella provided two pieces of artwork to be displayed in the showroom ongoing, attended our launch event and met our CEO and clients. 6 months later, we displayed works by Tori-Jay Mordey, a Meanjin/Brisbane based illustrator and artist. Her digital paintings on display reflect her feelings of reconnecting back home to the Torres Strait.
Since then, we’ve appointed a dedicated team member to develop an internal guide on bestpractice approaches for engaging artists and/or galleries to display First Nations artwork. The guide outlines key cultural considerations, logistical steps, and includes a list of local galleries and artists relevant to the areas where our showrooms are located. This team member will also support the rollout of the initiative across all showrooms.
Our marketing team is currently developing a First Nations owned business matrix of suppliers for things like our events like catering, planning, staff, gifts etc.
Last year, Cultivated took a group of around 40 designers on a bus tour to key locations in the Geelong design scene for Geelong Design Week. We started the morning with breakfast at Agency Projects Collingwood, who represent a number of First Nations artists in their gallery space. We were given a tour from their Cultural Liaison and Public Programs Lead Leila Gurruwiwi, a proud Yolngu Woman to help us understand the works, the artists and their connection with country.
tour
including a
Cultivated partners with Project Net Zero, a First Nations-owned strip-out company, to help salvage furniture from building sites and divert it from disposal. Our collaboration involves conducting site walkthroughs and supplying detailed photos and descriptions to support their assessment. Where successful, Project Net Zero supplies some of the salvaged furniture to Cultivated for reuse through our circular pathways, while the remainder is re-homed within their network, including community centres, remote communities, and people in need. To facilitate this partnership, we have each signed an NDA to ensure the confidential sharing of information.
Relationships
Action
Establish and strengthen mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations.
Deliverables
Identify Aboriginal and Torres Strait Islander stakeholders and organisations within our local area or sphere of influence.
Research best practice and principles that support partnerships with Aboriginal and Torres Strait Islander stakeholders and organisations.
Timeline Responsibility
September 2025
September 2025
Build relationships through celebrating National Reconciliation Week (NRW).
Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff.
RAP Working Group members to participate in an external NRW event.
Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW.
May 2026
27 May3 June, 2026
27 May3 June, 2026
ESG Manager
ESG Manager
Promote reconciliation through our sphere of influence.
Communicate our commitment to reconciliation to all staff.
Identify external stakeholders that our organisation can engage with on our reconciliation journey.
Identify RAP and other like-minded organisations that we could approach to collaborate with on our reconciliation journey.
May 2026
June 2026
July 2026
Promote positive race relations through anti-discrimination strategies.
Research best practice and policies in areas of race relations and anti-discrimination.
Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions, and future needs.
September 2025
September 2025
ESG Manager
RAP Working Group Members
Lead: ESG Manager Support: Managing Director & General Manager
ESG Manager
ESG Manager and RAP Working Group
ESG Manager and RAP Working Group
ESG Manager
Lead: ESG Manager Support: Managing Director & General Manager
Action
Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning.
Deliverables
Develop a business case for increasing understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights within our organisation.
Conduct a review of cultural learning needs within our organisation.
Timeline Responsibility
October 2025 October 2025
Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols.
Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgment of Country and Welcome to Country protocols.
Develop an understanding of the local Traditional Owners or Custodians of the lands and waters within our organisation’s operational area.
September 2025 September 2025
Lead: ESG Manager
Support: Managing Director & General Manager
ESG Manager
ESG Manager
ESG Manager
Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week.
Raise awareness and share information amongst our staff about the meaning of NAIDOC Week.
Introduce our staff to NAIDOC Week by promoting external events in our local area.
RAP Working Group to participate in an external NAIDOC Week event.
June 2026
June 2026
First week July 2026
ESG Manager
ESG Manager
Lead: ESG Manager Support: Managing Director & General Manager
Opportunities
Action
Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development.
Deliverables
Develop a business case for Aboriginal and Torres Strait Islander employment within our organisation.
Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities.
Timeline Responsibility
January 2026
ESG Manage
September 2025
ESG Manager
Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes.
Research more ways Cult can partner with Project Net Zero alongside Cultivated.
Research state-based Aboriginal and Torres Strait Islander business directories and develop a list of Aboriginal and Torres Strait Islander suppliers.
September 2025
September 2025
Lead: ESG Manager Support: Managing Director & General Manager
ESG Manager
Governance
Action
Establish and maintain an effective RAP Working Group (RWG) to drive governance of the RAP.
Provide appropriate support for effective implementation of RAP commitments.
Deliverables
Form a RWG to govern RAP implementation.
Draft a Terms of Reference for the RWG.
Establish Aboriginal and Torres Strait Islander representation on the RWG.
Define resource needs for RAP implementation.
Engage senior leaders in the delivery of RAP commitments.
Maintain a senior leader to champion our RAP internally .
Define appropriate systems and capability to track, measure and report on RAP commitments.
Timeline Responsibility
September 2025
September 2025
October 2025
ESG Manager
ESG Manager
ESG Manager
October 2025
October 2025
September 2025
October 2025
ESG Manager
ESG Manager
ESG Manager
ESG Manager
Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally.
Continue our reconciliation journey by developing our next RAP.
Contact Reconciliation Australia to verify that our primary and secondary contact details are up to date, to ensure we do not miss out on important RAP correspondence.
Contact Reconciliation Australia to request our unique link, to access the online RAP Impact Survey.
Complete and submit the annual RAP Impact Survey to Reconciliation Australia.
Register via Reconciliation Australia’s website to begin developing our next RAP.
June Annually 1 August Annually
30 September Annually
September 2026
ESG Manager
ESG Manager
ESG Manager
ESG Manager
