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Our Reconciliation Action Plan
Frasers Property in Australia acknowledges it is important for us to work with the Traditional Owners of the land, and to commit to actions that are respectful while creating opportunities for Aboriginal and Torres Strait Islander peoples to participate.
We do this through our Reconciliation Action Plan, which has three focus areas: genuine relationship building, knowledge and partnerships. Our plan ensures we seek input from Traditional Owners, collaborate through all project stages, find new opportunities to work with and support the greater economic empowerment of Aboriginal and Torres Strait Islander peoples, create a culturally safe and diverse workplace, and more.
2021 - 2023 Summary
Achieved |
In progress |
Not complete |
This table provides a high-level summary of the status of the Frasers Property second Innovate RAP at the end of the RAP term.
At the end of the term, we completed 90% of our RAP deliverables.
Action |
Status |
Achieved |
Relationship – 97% Complete |
||
1.1 Develop guiding principles for future engagement and an engagement plan together with Aboriginal and Torres Strait Islander stakeholders and organisations. |
100% |
2/2 |
1.2 Circulate NRW resources, host an event and register event in Reconciliation Australia. Encourage staff and council members to participate in external event. |
100% |
5/5 |
1.3 Publicly share commitment to reconciliation and project initiatives. Implement strategies to engage staff and external stakeholders. |
100% |
5/5 |
1.4 Review of HR policies, anti-discrimination policy and educate senior leaders on effects of racism. |
88% |
3/4 |
Respect – 100% Complete |
||
2.1 Provide Foundational cultural learning to all staff and communicate learning strategy. |
100% |
3/3 |
2.2 Increase staff’s understanding of cultural protocols, invite a local custodian or Traditional Owner to provide appropriate cultural protocol at significant events. |
100% |
3/3 |
2.3 RAP Council members to participate in external NAIDOC week event, review HR Policies and procedures to remove barriers to staff participating in NAIDOC Week. |
100% |
3/3 |
Opportunities – 70% Complete |
||
3.1 Improve recruitment practices to reach and remove barriers to Aboriginal and Torres Strait Islander participation in workplace and ensure support for existing Aboriginal and Torres Strait Islander employees. |
69% |
3/5 |
3.2 Advocate for Industry wide scholarship and pilot a participation plan on both a FPI and FPA project. |
30% |
0/2 |
3.3 Develop a procurement strategy and communicate opportunities to the business. Continue Supply Nation membership and build relationships with First Nation enterprises. |
88% |
3/5 |
Governance – 92% Complete |
||
4.1 Hosting RAP Councils, ensuring Terms of References up to date as well as maintaining Aboriginal and Torres Strait Islander representation on the Council. |
100% |
3/3 |
4.2 Having a robust and accountable process for delivering and measuring completion of RAP Commitments. |
100% |
4/4 |
4.3 Complete RAP Impact Measurement Questionnaire, RAP Barometer survey and internally report RAP Progress quarterly and externally annually. |
100% |
3/4 |
4.4 Register on the Reconciliation Australia to begin delivering next RAP. |
100% |
1/1 |
2018 - 2020 Summary
Achieved |
In progress |
Not complete |
Action |
Status |
Achieved |
Relationships |
||
1.1 Frasers Property RAP Council actively monitors RAP development and implementation of actions, tracking progress and reporting |
|
4/4 |
1.2 Celebrate and participate in National Reconciliation Week (NRW) by providing opportunities to build and maintain relationships between Aboriginal and Torres Strait Islander peoples and otder Australians |
|
5/5 |
1.3 Develop and maintain mutually beneficial relationships with Aboriginal and Torres Strait Islander peoples, communities and organisations to support positive outcomes |
|
2/4 |
1.4 Raise internal and external awareness of our RAP to promote Reconciliation across our business and sector |
|
4/4 |
1.5 Develop a set of consistent engagement principles for engaging in authentic relationships with Aboriginal and Torres Strait Islander peoples at all project sites |
|
1/2 |
Respect |
||
2.1 Engage employees in continuous cultural learning opportunities to increase understanding and appreciation of Aboriginal and Torres Strait Islander cultures, histories and achievements |
|
3/3 |
2.2 Engage employees in understanding the significance of Aboriginal and Torres Strait Islander protocols, such as Welcome to Country and Acknowledgement of Country, to ensure there is a shared meaning |
|
8/8 |
2.3 Provide opportunities for Aboriginal and Torres Strait Islander staff to engage with their cultures and communities by celebrating NAIDOC Week |
|
3/3 |
2.4 Develop a set of consistent principles for learning and co-designing respectful place based spaces with Aboriginal and Torres Strait Islander peoples at all project sites |
|
2/3 |
Opportunities |
||
3.1 Investigate opportunities to improve and increase Aboriginal and Torres Strait Islander employment outcomes within our workplace |
|
4/5 |
3.2 Investigate opportunities to incorporate Aboriginal and Torres Strait Islander supplier diversity within our organisation |
|
5/7 |
Governance |
||
4.1 Report RAP achievements, challenges and learnings to Reconciliation Australia |
|
4/4 |
4.2 Report RAP achievements, challenges and learnings internally and externally |
|
2/3 |
4.3 Review, refresh and update RAP |
|
3/3 |