Diversity and innovation

Diversity - Image of an indigenous man working behind a counter

Respecting the power of difference

We drive innovation by building diversity, equity and inclusion.

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.

Our commitment

We are committed to:

building a diverse workforce with different backgrounds, perspectives, life experiences, gifts and challenges
improving the engagement, retention and promotion of the talent we have
creating a safe, inclusive workplace where everyone can do their best work and feel they belong.

Key statistics


Of our team are women


Different languages spoken to aid communication with our clients


Of our team members identify as First Nations Australians


Of our team are people with disability


More than half of our leaders are women

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:

Relationships: We are committed to earning the trust of Aboriginal and Torres Strait Islander people, organisations and stakeholders nationally by working inclusively and in true partnership with communities.
Respect: We are actively growing our cultural awareness of the richness and diversity of Aboriginal and Torres Strait Islander cultures, and embedding protocols that value, uplift and celebrate First Nations customs and practices.
Opportunities: We strive to include Aboriginal and Torres Strait Islander people as we create innovative and inclusive strategies that increase Aboriginal and Torres Strait Islander participation in sustainable and satisfying employment, meaningful training and successful career transactions with Angus Knight Group.
Governance: We are committed to actively driving the development, implementation and ongoing review of a Reconciliation Action Plan that supports our organisation’s business plan, so that Angus Knight Group is continually supporting the national reconciliation movement.

Reconciliation strategies

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

offering mentorship for our Aboriginal and Torres Strait Islander employees
providing cultural awareness training for all Angus Knight Group leaders and employees.

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:

an Acknowledgement of Country and First Nations peoples, and the Uluru Statement from the Heart
a framed language map.

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:

offering an online cultural competency package as part of our induction process
creating an Aboriginal and Torres Strait Islander resource page on our group intranet
promoting Reconciliation Australia’s Share Our Pride online tool to all staff.

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:

maximise employment and career development opportunities for Aboriginal and Torres Strait Islanders
support Indigenous businesses by firmly embedding Indigenous-first procurement practices in our processes, and through partnerships, collaboration and Indigenous-focused supply chain enhancements.

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

Four pillars

Across the group, the plan is focused on four pillars:

people and culture

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.

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