Diversity and innovation
Respecting the power of difference
At Angus Knight our purpose is to empower the people and communities we work with every day, regardless of gender, sexuality, age, disability, neurodiversity or background. And for us to serve these communities effectively, we must reflect their diversity in our own workforce.
Ensuring diversity, equity and inclusion in the workplace is not only right, it also drives innovation and value for all our businesses, helping us understand and respond to the current and future needs of our customers, stakeholders and clients.
We are committed to:
What reconciliation means to me is “all of us together” it’s going to take everyone to play a part in being successful.
Marty Chambers, Indigenous Engagement Manager
Empowering First Nations peoples
Angus Knight has a rich 30-year history of helping First Nations Australians into fulfilling employment, building capability through our training business, and proactively partnering with Aboriginal and Torres Strait Islander communities to deliver employment and economic development outcomes across a range of major human services contracts.
We are no less committed to these outcomes in our own workplaces and business operations.
To me, Reconciliation into Action means striving to learn more about First Nations Peoples, modelling our cultural competency, and standing up when it comes to corporate responsibility and inclusive business practice.
Leanne Rose-Munro, Indigenous Program Mentor
Practical action for reconciliation
The Angus Knight Group’s Reconciliation Action Plan is underpinned by four principles:
The plan includes strategies to ensure inclusion and enhance the experience of all our employees by:
establishing traineeships for Aboriginal and Torres Strait Islanders people
Culturally appropriate workspaces
We aim to celebrate the Aboriginal and Torres Strait Islander community through culturally appropriate workspaces that feature, at the entry point of each site:
We demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols including Acknowledgement of Country and Welcome to Country at all events.
The employee experience
We improve the experience of Aboriginal and Torres Strait employees by having an online network that meets regularly to consult on employment and retention strategies, including targeted professional development opportunities.
We have developed a 12-month Aboriginal and Torres Strait Islander calendar of cultural events and celebrations and actively encourage staff to participate, particularly in NAIDOC and Reconciliation week.
We have increased the understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning by:
Strengthening First Nations participation in our business
Our Indigenous Participation Plan (IPP) enables Angus Knight to strengthen and broaden the work we do to create employment pathways and outcomes that enhance economic opportunity for First Nations peoples across Australia.
The plan allows all businesses across the Angus Knight Group to:
Thunardu, I love being part of a team that’s involved in changing attitudes and creating work environments where Indigenous people feel welcomed, supported and respected.
Daliah Parker, Indigenous Program Manager
Across the group, the plan is focused on four pillars:
We are proud of the commitment we are making as a business to First Nations peoples, and look forward to strengthening our current relationships as well as forming new relationships with Aboriginal and Torres Strait Islander individuals, communities and partners.