Our business-oriented approach to diversity, equity and inclusion is about actively partnering with each other and our customers to create innovative, customer-oriented solutions and unlock hidden value. This approach enables us to deeply understand our customer base and ensure we bring thoughtful and balanced perspectives to our decisions.
In the same way that we curate our portfolio, we curate our talent by deliberately seeking people of diverse cultures, gender identity, sexual orientation, religion, disability, age and first peoples, as well as diverse skillsets and experiences.
To bring out the best in this talent, we also create the right environment – one where people genuinely celebrate and encourage difference and leverage it as a performance differentiator.
In our business, we're fortunate to have a culturally rich and vibrant community. Our shared culture helps us create a strong and connected workplace, where everyone has a voice and feels heard. We appreciate each individual, inclusive of their culture, customs and traditions.
Our journey began in late 2020, when we reached out to our people to listen and learn about the role they wanted to play in building awareness and understanding of First Nations histories and cultures. Since then, guided by a Reconciliation Action Plan, we have formalised a Working Group to build a strategy and work with the broader business to execute key initiatives.
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.
The property industry is one of the nation’s largest employers and is traditionally not viewed as LGBTQ+ inclusive. We actively foster an inclusive culture for LGBTQ+ people through our employee network, CH Proud, and continued engagement with customers and industry groups such as InterBuild, to drive meaningful change.
You might be surprised to hear that the average age of our people is 38 years old. 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.