Our business is complex, multi-faceted and often requires us to balance different priorities and viewpoints. To ensure we work to our potential, we welcome talented people from many backgrounds into our teams and ask them to contribute to the best of their abilities.
Fostering a diverse and inclusive workplace, where we all belong, underpins this. Belonging at Charter Hall means feeling seen, heard and accepted and knowing that you can be your authentic self without consequence. Through inclusive leadership behaviours, and a proactive commitment to diversity and inclusion, we can be a workplace of true belonging.
Like all things worth doing, belonging is a journey. And we will continue to learn, grow and evolve.
Our strategy has a broad focus across Gender, LGBT+, First Nations and Age, and is underpinned by a targeted focus on executive sponsorship, employee-led networks and external benchmarking to ensure and maintain progress.
Executive Sponsorship
Our Executive Committee are the demonstrable leaders of our strategy. They also sponsor our identified employee-led networks.
Employee-led Networks
These networks give our people a stronger voice to shape our diversity and inclusion agenda. We've identified key diversity networks and together develop and strengthen these, as well as establish strategies for action.
External Benchmarks
Benchmarking is key to tracking progress and demonstrating where our efforts have driven change, as well as where there is further work to do. We've identified benchmarks for each diversity category, these include the Workplace for Gender Equality
Agency and the Australian Workplace Equality Index.
Increasing the female talent pipeline and creating a gender-inclusive environment for all employees has been a focus for the last five years. While we are on track to achieve our 2025 gender targets, we know there is always more work to do to achieve gender balance across all levels of our business.
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The property industry is one of the nation’s largest employers and is traditionally viewed as not LGBT+ inclusive. We actively foster an inclusive culture for LGBT+ through CH Proud, who regularly meet, communicate and advocate for everyone’s right to be proud of who they are, as well as attract and retain engaged and motivated LGBT+ talent. The group is made up of LGBT+ people and allies and welcomes all people who want to be involved.
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Our Stage One: Reflect Reconciliation Action Plan (RAP) was recently endorsed by Reconciliation Australia, signalling our commitment to reconciliation and equality for First Nations peoples. Our journey began in late 2020 with our reconciliation survey, where we heard from our people and could benchmark our awareness and understanding of First Nations history and culture. Since then, our working group have been progressing our strategy and executing our initiatives.
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Age diversity is important to ensure we're building a talent pipeline, as well as balancing this with older experience and expertise to guide and mentor.
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