Action Plan 2018-2021 - Crown Resorts
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Action Plan 2018-2021
1
Contents
Our CROWNability Action Plan 2
Executive Chairman’s Message 4
Message from the Australian
Network on Disability 5
Understanding Disability 6
CROWNability - The Story so Far 8
Meet Ambassador Kurt Fearnley 10
Our Model for Increased Participation 12
Developing Meaningful Careers 15
Building an Inclusive, Disability
Confident Organisation 17
Raising the Industry Standards 19
CROWNability l ACTION PLAN 2018-2021
CROWNability The Next Chapter 21
Action Plan 2018-2021 22
About Crown Resorts 28
Contact 30
Front Cover: Georgia - Banquets Waitperson, Crown Perth
3
Our CROWNability CROWNability Vision CROWNability Goals
Creating an
• Increase the participation of
Action Plan people with disability in Crown
through employment opportunities
Crown Resorts is one of
Australia’s most significant
private sector employers dedicated
The CROWNability program was
launched in 2014 to support the
employment, development and
experience • Build meaningful careers
• Build a disability confident organisation
to creating an accessible and
inclusive environment for our
staff and patrons.
retention of people with disability
at Crown. Working proactively
with industry partners and
of access CROWNability Achievements
• Finalist - National Employment Services
We are committed to being
a leader in transforming
stakeholders, our dedicated
CROWNability team have placed
over 200 candidates into diverse
and inclusion Association Excellence Awards for
Innovation, 2017
perceptions of disability in • atWork Australia Employer of the Year
and meaningful careers.
our organisation and the for Innovation, 2017
broader community. Our CROWNability Action Plan
shares the current achievements • National Employer of the Year
CROWNability is an employment OCTEC Employment Services, 2017
and future initiatives to be
CROWNability l ACTION PLAN 2018-2021
program that ensures people
undertaken at Crown. Our goal is • Finalist - Australian Human Rights
with disability are given every
to create an accessible and Commission Business Award
opportunity to gain employment
inclusive environment for people acknowledging our practical and policy
at Crown in the diverse range
with disability and for their commitment to the promotion and
of roles available. The model
colleagues in the workplace by advancement of human rights in the
is designed to match people’s
building meaningful careers for Australian community, 2016
abilities to real jobs. We recognise
one and all, as a disability
the program is more than • Finalist - Australian Human Resources
confident organisation.
employment and our CROWNability Institute Graeme Innes AM Award for
Action Plan 2018 – 2021 is Disability Employment, 2015
strategically focused on access
and inclusion beyond employment. • Gold Member Australian Network
of Disability since 2015
Paidaishe - Apprentice Chef, Crown Perth
5
Executive Chairman’s Message from the Australian
Message Network on Disability
for our commitment to inclusive employment, which will lead to positive outcomes for people and inclusion for people with
employment. Crown Perth received the creation of jobs beyond Crown with disability; to not only disability across your business
the 2017 Employer of the Year Award and have far greater community gain employment, but to and applaud your leadership in
for Innovation at the atWork Australia impact. Internally, we will continue thrive and prosper. linking with other like-minded
Awards. This Award recognises to promote a culture of inclusion hospitality businesses to develop
Crown recognises that providing the CROWNability program for the The Australian Network on AND is pleased to see
through our enhanced employee the Hospitality Disability Network.
productive and sustained innovative and unique way in which Disability (AND) congratulates the commitment to deep
education programs, which cover
employment opportunities for it ensures people with a disability Crown on the 2018-2021 engagement with your senior
accessibility and diversity.
people with disability leads to real are given every opportunity to gain Action Plan. This Action Plan leaders across the organisation
empowerment. Crown continues employment at Crown in a diverse I would like to thank our employees builds on the substantial which will broaden the scope
to invest in making our company a range of roles. and management for developing our achievements of the previous of Crown’s work in access and Suzanne Colbert AM
disability confident organisation with CROWNability Action Plan. Embracing Plan and reflects Crown’s inclusion for this four-year plan.
In addition, Crown Resorts was a CHIEF EXECUTIVE OFFICER
the goal of delivering an accessible and valuing diversity allows us to experience with AND’s Access
finalist in the Australian Human We appreciate the role that
and inclusive environment through drive a culture which creates the best and Inclusion Index. It is
CROWNability l ACTION PLAN 2018-2021
Rights Commission Business Award, Crown plays as a Gold member
our CROWNability program. outcomes for our broad customer very pleasing to see Crown’s
acknowledging our practical and of AND and your contribution to
base. I commit Crown to meeting commitment to access and
More than just an employment policy commitment to the promotion the wider employer community.
these new, more ambitious targets as inclusion across all aspects of
program, CROWNability aims to build and advancement of human rights Crown’s leadership and
we continue to work towards positive your business.
in the Australian community. commitment to access and
careers and transform attitudes outcomes for people with disability,
inclusion has the power to
towards disability in our workplaces With the launch of our CROWNability their families and our communities. With this edition of the
influence many other businesses.
and the broader community. Our Action Plan, we will continue to CROWNability Action plan,
We look forward to working
program has received significant challenge ourselves through the Crown is forging ahead with a
closely with Crown to support
external recognition, for which we ambitious internal targets and goals range of measures designed
your goals and to promote your
are very proud. Crown Melbourne we have set. A key element of our to raise the bar for employer-
John Alexander achievements.
was awarded the National Employer Plan includes the establishment led disability employment
of the Year 2017 Award from of industry-wide initiatives to EXECUTIVE CHAIRMAN programs. The CROWNability I commend Crown for your
OCTEC Employment Services promote best practice in disability CROWN RESORTS program creates tangible commitment to increasing access
7
Over 4 million people in
Understanding
Australia = 1 in 5
Australian Bureau of Statistics (ABS) 2016,
4430.0 - Survey of Disability, Ageing and
Carers 2015.
Disability
2.1 million Australians of Understanding is a critical part Disability may be visible or
working age (15-64 years) of making effective cultural hidden and may be permanent or
Australian Bureau of Statistics (ABS) 2016, change for people in our temporary. It may have a minimal
4430.0 - Survey of Disability, Ageing and
Carers 2015. community, allowing our efforts or significant impact on a person’s
to stay relevant. everyday life.
In 2015, the median gross Over four million people in Disability may affect:
$ income for a person with
disability aged 15 - 64 years
Australia have a disability.1 One
in five people in Australia either • the way a person moves
was $465 per week, less than have a disability, or are close to • the way a person understands
half the $950 per week income someone with disability. 2They, and or communicates
of a person without disability. the wider community, may avoid
businesses that are not accessible • the way a person hears or
Australian Bureau of Statistics (ABS) 2016,
4430.0 - Survey of Disability, Ageing and or disability friendly. Disability can speaks.
CROWNability l ACTION PLAN 2018-2021
Carers 2015.
be experienced as various types 1, 2
Australian Bureau of Statistics (ABS),
of impairments. It may result from ‘Disability, Ageing and Carers, Australia:
Summary of Findings, 2015’, retrieved 20
384,000 Australians are an accident or illness, or a person October 2017, < http://www.abs.gov.au/
blind or have low vision may be born with disability due to ausstats/abs@.nsf/mf/4430.0>.
Vision Australia estimate is based on hereditary or genetic disorders.
ABS population data and ABS Survey of Disability can happen at birth, or
Disability Ageing and Carers 2016.
can occur with age.
10% of Australians have
dyslexia = > 2 million
10% Australians
Australian Dyslexia Association Inc
Queensland 2014, Dyslexia In Australia,
viewed 24 February 2017.
Caroline - Environmental Service Attendant, Crown Melbourne
9
CROWNability - The Story So Far Initiated Hospitality
Developed document
register of CROWNability
Disability Network pilot policy and procedure
of likeminded businesses including Disability
Australian Paralympian in hospitality and tourism Employment Policy, CROWNability awarded
Since 2014, CROWNability has Kurt Fearnley engaged to increase employment National Employer of
Workplace Adjustment
guided Crown’s understanding as CROWNability participation of people the Year by OCTEC
Policy & Procedure, and
of disability, as well as the role Ambassador with disability Employment Services
Personal Emergency
the organisation has to play in
CROWNability formally Conducted Evacuation Plan
influencing our partners and
launched its Action premises and
stakeholders. CROWNability Online CROWNability
Plan on December 3, digital reviews
Partnerships Participated in the Awareness module launched Disability
CROWNability goes beyond International Day of in Perth and
CROWNability with Employment Australian Network on launched on Crown Confidence Training
employment, to impact People with Disability Melbourne
Group Manager Service Providers Disability (AND) Access Learn for staff to for managers and
Crown’s broader organisation
appointed formed and Inclusion Audit complete leaders
and community.
Here are some highlights from
our journey so far.
2014 2015 2016 2017
The CROWNability program has
proven that disability is not a barrier
CROWNability l ACTION PLAN 2018-2021
CROWNability Five pillar Crown became a CROWNability quoted Crown was a finalist in the CROWNability was a to developing a career at Crown.
Steering Committees model Gold Member of in the Australian Australian Human Rights finalist in the National During the last three years, Crown’s
established in developed Australian Network Human Rights Commission Business Award, Employment Services workforce has been enhanced by
Melbourne and Perth of Disability Commission Willing to acknowledging our practical Association (NESA) the skills of people who have had
Work Inquiry Report and policy commitment to the Excellence Awards for assistance from, and participated in,
CROWNability CROWNability and hosted the report promotion and advancement Innovation in disability the CROWNability program.
commenced was a finalist in the launch in Perth of human rights in the employment.
across Australian Australian Human Australian community. The diversity of roles at our resorts
properties Resources Institute allows Crown to match a person’s
Graeme Innes AM Award Crown was one of five CROWNability ability to real jobs. Our leading
for Disability Employment Australian employers invited awarded atWork industry training helps to empower
by US Senator Tom Harkin to Australia Employer employees with opportunities to
attend the inaugural Harkin of the Year for continue to progress their careers
International Disability Innovation beyond their current roles.
Employment Summit in
Washington in December 2016
11
Meet Ambassador
Kurt Fearnley
TRANSFORMING OUR CULTURE WITH AN
APPROACHABLE AND POWERFUL MESSAGE
Three-time Paralympic Gold “Compared to other countries,
Medallist and former NSW Young Australia has a low level of
Australian of the Year, Kurt opportunity and participation
Fearnley became the Disability in the workplace of people
Employment Ambassador for
with disability. It’s great to see
CROWNability in 2015. Kurt was
born without the lower portion an organisation like Crown
of his spine, although it never take control and really focus
held him back from extraordinary and thrive in creating genuine
achievements in the sports arena. opportunities for people of all
He has completed numerous abilities.
CROWNability l ACTION PLAN 2018-2021
adventure challenges world-wide.
From an initial 45 employees
As the CROWNability ambassador, with a disability when I became
Kurt regularly presents at Crown
ambassador in 2015, Crown
events and forums with an
now has over 200 working in
approachable and powerful
message. He engages our team meaningful roles.”
in the value of looking to see the Kurt Fearnley
capabilities of a person ‘before CROWNability AMBASSADOR
being scared off,’ as Kurt says, by
any predispositions about disability.
Dianne - Storeperson, Crown Perth
13
Our Model for
Our model is built on five important elements
to find the right job fit, and maintain suitable
job outcomes at Crown:
Increased Providers
Participation Community
Disability employment service providers
working in partnership with Crown to refer
potential talent.
MATCHING ABILITIES TO
Providers
REAL JOBS Pre-employment
Working together with disability employment
In 2014, Crown adopted a leading providers to prepare candidates for the
model to increase employment job application and recruitment process to
opportunities for individuals living ensure job readiness.
Post-placement Job fit and Pre-
and working with disability. The Sustainability
support employment
model works to match the diversity Recruitment
of our positions with the diversity of Working internally with the Crown
our candidates. recruitment team to provide a fair and
inclusive environment and experience for the
The CROWNability team work candidates.
CROWNability l ACTION PLAN 2018-2021
with industry and the community Recruitment
to promote vacancies and Post-placement support
opportunities for people with Providing ongoing support and contact with
disability. We have an important new employees and their managers
responsibility to engage and
educate our employees beyond Community
the recruitment process in order to Working with our community to increase
encourage disability confidence. awareness to promote and provide additional
Since launching CROWNability, we support for CROWNability.
have provided job opportunities for
more than 200 people with disability
maintaining a 70% retention rate.
Kyle - Waitperson, Crown Melbourne
15
My Story Developing
Elais - First Year Apprentice Meaningful Careers
Chef (San Antone and Cotta), OUR DEDICATED TEAM,
Crown Melbourne PARTNERSHIPS AND INITIATIVES
“Growing up my Dad owned a pizza shop. I
became very passionate about cooking from The CROWNability program is CROWNability has engaged
watching my parents make pizzas. I originally committed to changing people’s industry partners including
began an apprenticeship as a metal fabricator lives. We recognise that attracting, employment service providers
working 40-50 hour weeks, but kept a restaurant retaining and developing people and industry groups to attract
job on top of that, as it was what I most wanted is important in building a diverse talent to vacancies at Crown.
to do. I’m now a few months into my Chef and inclusive workforce. In-house tours enable a valuable
Apprenticeship, my Head Chef has named me opportunity for employment
‘Parma King’ as I’ve made so many when we CROWNability is operated by a consultants to gain insight into
have been busy. dedicated team across our two our organisation and to better
Australian resorts. The team understand the 700 different
work on a case-by-case basis to roles within Crown. The diverse
CROWNability l ACTION PLAN 2018-2021
I love working at Crown as it’s like being part of a
big family. Everyone is friendly – I can approach match individuals with real jobs employment opportunities within
anyone and start an engaging conversation. that complement their experience the organisation are a significant
CROWNability has been a great support. I was and abilities. Together with our factor in allowing us to continue to
unwell a few months into my apprenticeship post-placement support strategy, expand CROWNability.
and my teachers helped support me during that our workplace adjustment policy We are also working with select
time to get into my training. I hope to one day and procedure ensures that universities in Melbourne and
be an Executive Chef at Crown – I’m not sure employees are supported in Perth to attract people with
what cuisine, but I’m really enjoying the Western developing a meaningful, disabilities to more senior roles
styles I’ve been preparing.” long-term career. within the organisation.
17
My Story Building an Inclusive,
Keenan - Recreation Attendant, Disability Confident
Crown Perth
Organisation
Keenan responded to a job vacancy
advertisement at Crown. His experience DEVELOPING DISABILITY CONFIDENCE THROUGH
teaching swimming made him an excellent AWARENESS AND EDUCATION
candidate to become a Recreation Attendant,
assisting customers at the Crown Metropol Crown is fully committed to the understanding of working with
Perth pool. CROWNability program. With disability as well as the benefits of
Crown’s vision of access and the CROWNability program, while
“I have a very blessed job at Crown. It feels inclusion in mind our aspiration encouraging positive attitudes
like the opposite of work, almost. My position is to change the misconceptions towards people with disability.
includes watching over the Crown Metropol about people with disability Annually, on December 3 we
Perth pool area – supervising the pool and by focusing on awareness and acknowledge International Day
slides, providing towels for guests, and looking education. Significant progress of People with Disability, which is
after their food and beverage orders. In winter has been made to train and
CROWNability l ACTION PLAN 2018-2021
a United Nations sanctioned day
there are different roles available – like working develop staff throughout the that is celebrated internationally.
as a storeman and as a bar attendant, looking business, demonstrating a The day ‘aims to increase public
after glassware. recruitment focus on ability, rather awareness, understanding and
than a person’s disability. Crown’s acceptance of people with disability
I love learning; my job here helps increase my supervisors and managers are
communication skills especially being able to and celebrate the achievements
provided with the opportunity to
work with a variety of people and guests. I’d like and contributions of people with
participate in Disability Confidence
to make a career from helping people in need and disability,’ (International Day of
Training and staff are required to
the skills I am gaining at Crown will help me to People with Disability, 2017). Events
complete our online CROWNability
do this.” are held across Crown Resorts
Awareness module.
properties to raise awareness
Our training programs aim to assist about our commitment to living and
Crown employees to gain a stronger working with people with disability.19
My Story Raising the Industry
Sarah - Food & Beverage Attendant, Standards
Crown Melbourne CROWN’S PIONEERING INITIATIVES, LIKE THE
Aspiring Graphic Designer, Sarah Trewavis HOSPITALITY DISABILITY NETWORK, ARE IMPROVING
is enjoying her current role at Crown as a STANDARDS ACROSS THE BROADER INDUSTRY
Food & Beverage Attendant. Her career aim
is to progress into a role within Marketing to The Hospitality Disability Network a collaborative strategy with
complement her university degree. Since pilot was initiated by Crown in the goal of making a significant
discovering the CROWNability program, Sarah’s 2016 to link like-minded hospitality contribution to the employment
optimism of growing her career at Crown has businesses in Western Australia and career development of
increased significantly. with the aim to create more job people with disability. As a
opportunities for people living and
“CROWNability is helping me to boost my collective group, the Hospitality
working with disability.
confidence again and I’m always reminded that I can Disability Network aims to raise
get back into graphic design. The program is helping The Hospitality Disability Network the standards of the industry to
me apply for new roles at Crown as well as talking to is now well advanced with the ensure that people with disability
CROWNability l ACTION PLAN 2018-2021
management about how I can be supported further support and inclusion of several are treated with dignity and equal
in achieving my long-term goals.” businesses within the hospitality opportunity in employment.
industry, as well as three To increase the participation
Rachel - Riverside Restaurant Manager appointed Disability Employment of people with disability into
(Sarah’s Manager) Services providers.
employment we have developed
“Sarah is a great all-rounder. She is always The objective of the Hospitality pre-employment programs across
helpful at training new members of the team, Disability Network is to implement both properties.
knows many of our customers and remembers
their order preferences. Her exceptional
lip-reading abilities are a real asset in our
environment, which can be very loud. We’ve
been working with CROWNability to help
support Sarah into an office-based position to
pursue her marketing aspirations.”21
My Story CROWNability
Nathan - IT Operations, Crown Perth The Next Chapter
Nathan has been working in Perth as an IT 2018-2021 ACTION PLAN
Operations Officer since April 2016. Nathan’s
life was changed instantly when he became a We realise there is much more we increasing access and inclusion
left leg trans-tibial amputee as a result of an can do to transform perceptions organisation-wide. The key
accident. The lengthy recovery time resulted of disability and provide findings from the 2016/2017 Index
in Nathan becoming unemployed, with meaningful employment within form the basis of the key goals in
nowhere to live and with little help available. Crown and beyond. In pursuit of this CROWNability Action Plan for
Through CROWNability he commenced a constant improvement, Crown the period of 2018 – 2021.
positive new pathway. participated in the Australian
Network on Disability Access The areas our new access and
“Crown is a place virtually everyone in Perth and Inclusion Index 2016/2017, inclusion strategy will address are:
would have visited at one time or other. As a which is a comprehensive tool for
customer, it seemed like there was a great energy Australian Network on Disability • Organisational Commitment
amongst staff and I decided I wanted to be a part members to assess their level of • Premises
CROWNability l ACTION PLAN 2018-2021
of it. I looked up the CROWNability program maturity with regard to access • Suppliers and Partners
online, then came to the venue and asked to and inclusion for customers and
meet with the team. I was never going to accept • Information Communication
employees with disability.
“no” for an answer. CROWNability was great and Technology (ICT)
Crown did a lot to match my skills to a role.” This tool also provided Crown • Learning and Development
with deep insight into our
• Communication and Marketing
current organisational disability
Brody - IT Operations (Nathan’s Manager) • Recruitment and Selection
confidence and allows us
“Nathan was a great fit for his position from to monitor our progress in • Workplace Adjustments
the onset. The CROWNability program served
as a helpful reference for me as a manager,
particularly for aspects of safety as the IT
Operations role can be physically demanding.”23
Action Plan 2018-2021 2. Premises
AIM: We commit to work towards improving all our premises to be inclusive and accessible.
1. Commitment ACTION RESPONSIBILITY TIMELINE
AIM: We will commit to best practice on access and inclusion for people with disability. 2.1 We will ensure that all new buildings and design refurbishments are Ongoing
compliant with the Disability Discrimination Act (DDA) requirements • General Manager Property
ACTION RESPONSIBILITY TIMELINE and Building Code of Australia (BCA) standards. Services Melbourne & Perth
1.1 We will formally appoint a senior Disability Champion who is active and • Executive General Manager 2018 2.2 We will review our inventory, audit buildings, and develop a plan to • General Manager Construction & Annual
influential at all levels. Human Resources ensure ongoing compliance with legislation and guidelines. Development Crown Melbourne
1.2 We will identify and appoint leaders in each key area of the 2018 2.3 We will include a consultation and feedback process with • General Manager Design & Ongoing
organisation who are responsible for the development and • CROWNability Group Manager internal stakeholders on all new plant and equipment to ensure Construction Crown Perth
implementation of accessible policies, procedures and guidelines. dignified access.
1.3 We will conduct an annual survey of employees to gain insight into Annual
their level of satisfaction and compare responses of employees with • CROWNability Group Manager
and without disability. 3. Suppliers and Partners
1.4 We will maintain an active and influential group of employees, the • Executive General Manager Annual AIM: We embed accessibility and inclusion into our procurement practices.
CROWNability Steering Committee, who progress access and inclusion Human Resources
within our organisation. • CROWNability Group Manager ACTION RESPONSIBILITY TIMELINE
CROWNability l ACTION PLAN 2018-2021
1.5 We will establish an employee reference group who progress access 2020
• CROWNability Group Manager 3.1 We will embed accessibility and inclusion into our procurement 2018
and inclusion for people with disability.
practices through the implementation of formal policy and processes.
1.6 We will set employment targets each financial year to increase the Annual targets
• CROWNability Group Manager 3.2 We will incorporate our commitment to access and inclusion into 2018
representation of people with disability employed at Crown.
our procurement policy and demonstrate best practice to our • Group General Manager
1.7 We will commit to advancing and progressing employment for people Ongoing
suppliers and partners. Procurement & Supply
with disability within the hospitality and tourism industry via the • CROWNability Group Manager
Hospitality Disability Network. 3.3 We will develop guidelines and processes to ensure products and services • CROWNability Group Manager 2019
1.8 We will commit to provide training opportunities for employees to Ongoing procured by our organisation are accessible for people with disability.
• CROWNability Group Manager
become disability confident. 3.4 We will factor in access and inclusion with our procurement 2019
1.9 We will commit to providing an inclusive environment within our Ongoing selection process.
business areas to enable the employment and advancement of the • Executive Teams
careers of people with disability.25
4. Information and Communication Technology (ICT)
AIM: Our ICT is accessible for people with disability
ACTION RESPONSIBILITY TIMELINE
4.1 We will implement a formal process for scoping access requirements 2018
and the impact of ICT purchases and upgrades.
4.2 We will develop a formal policy that states our commitment to ensure • Group Chief Information Officer 2019
information and communication technology is accessible and inclusive • General Manager Corporate IT
to employees and customers. Services
4.3 We will implement a formal process aiming to ensure any new • Chief Operating Officer - Crown 2019 onwards
internally developed software and applications are accessible for Digital
people with disability. • Group General Manager Enterprise
4.4 We will develop a plan to review digital products and to optimise and Reporting 2019
reduce barriers to internal and external audiences with disability in line
with WCAG 2.0 AA or higher.
5. Learning and Development
CROWNability l ACTION PLAN 2018-2021
AIM: We are committed to providing equal learning and development opportunities for employees with disability.
ACTION RESPONSIBILITY TIMELINE
5.1 We will implement formal written policy and procedure to ensure 2019
training is accessible and inclusive and that all requests for
adjustments are considered.
5.2 We will provide learning opportunities to employees to effectively • Group General Manager 2019
communicate with people with disability. Learning & Development
5.3 We will survey employees to gather information and feedback on • CROWNability Group Manager 2019 onwards
career progression and use this to influence policy and procedure.
5.4 We will develop pre-employment programs for people with disability 3 per year
to increase career opportunity. Brett - Environmental Service Attendant, Crown Melbourne27
6. Communication and Marketing 8. Workplace Adjustments
AIM: Our communication and marketing channels are accessible to people with disability. AIM: We will anticipate making necessary adjustments to meet the needs of people with disability.
ACTION RESPONSIBILITY TIMELINE ACTION RESPONSIBILITY TIMELINE
6.1 We will develop an accessibility checklist for all offers and promotions. 2018 8.1 We will collect data on the approval process, implementation 2019
timeframes and management of workplace adjustment
6.2 We will provide training to employees working in communication and 2019 • Group Manager Health & Safety
requests and requirements.
marketing to develop accessible materials.
• Chief Marketing Officer • CROWNability Group Manager
8.2 We will develop a career passport initiative to encourage and 2021
6.3 We will develop a formal policy and process that sets out our commitment 2019
• General Manager Marketing Perth facilitate the career progression of employees with disability.
to ensure accessibility requirements are met throughout the organisation’s
communication and marketing.
• General Manager Marketing
6.4 We will conduct consumer surveys to gather feedback on inclusive and Melbourne 2020 9. Tracking Progress and Reporting
accessible marketing and advertising.
AIM: We will track and report our progress
6.5 We will factor in access and inclusion practices with suppliers and partners Ongoing
(media and brand agencies). ACTION RESPONSIBILITY TIMELINE
9.1 We will set sustainable employment targets • Executive General Manager Human Resources June annually
7. Recruitment and Selection FY18 – 190, FY19 – 238, FY20 – 286, FY21 – 334.
• CROWNability Group Manager
CROWNability l ACTION PLAN 2018-2021
AIM: We attract and recruit people with disability.
9.2 We will submit biannual reports to Crown’s Corporate Social • Executive General Manager Human Resources Biannual
Responsibility Board committee.
ACTION RESPONSIBILITY TIMELINE • CROWNability Group Manager
7.1 We will actively encourage people with disability to apply for positions • CROWNability Group Manager 2018 • CROWNability Steering Committee
through provider partnerships and networks. 9.3 We will review the CROWNability Action Plan every four • Executive General Manager Human Resources 2021
• CROWNability Program Manager
years with input form internal and external stakeholders.
7.2 We monitor and review our formal written policy and procedure to ensure accessible • Executive General Manager 2019 • CROWNability Group Manager
and inclusive process for the recruitment and selection of people with disability. Human Resources • CROWNability Steering Committee
7.3 We will provide ongoing training to our recruitment team so they are • CROWNability Group Manager Ongoing
9.4 We will promote the CROWNability Action Plan through • Executive General Manager Human Resources Ongoing
confident recruiting people with disability.
• CROWNability Program Manager employee communications, publish it online, and make hard
• CROWNability Group Manager
7.4 We will seek feedback from candidates and employees about the Ongoing copies available through key communication channels.
• Recruitment Manager Melbourne • Human Resources Teams - Melbourne and Perth
accessibility of our recruitment and selection processes and use this to
inform policy and procedure. • Recruitment Team Leaders Perth29
About Crown Resorts
Crown is a leading provider of and Crown Perth. To date,
world class luxury resorts and Crown College has awarded
entertainment facilities, with approximately 8,250 apprentices
properties and investments in and trainees with nationally-
Melbourne, Perth and London. accredited qualifications, and in
2017 we provided over 370,000
Crown is globally renowned for its
hours of training for employees
luxury accommodation, quality
in our Perth and Melbourne
dining, and world class gaming
resorts. As testament to Crown’s
and entertainment facilities.
commitment to employees and
CROWN’S ECONOMIC their ongoing training, Crown
Melbourne and Crown Perth have
AND EMPLOYMENT been consistently recognised
CONTRIBUTION as leading employers winning a
Attracting 31 million visits per number of state awards. Most
recently, Crown won its third
CROWNability l ACTION PLAN 2018-2021
year and providing employment
for more than 15,600 Australians, Australian Employer of the
Crown makes an estimated Year Award at the Australian
contribution of $4.5 billion to the Government Training Awards.
Australian economy2. Crown’s Crown has been honoured with
commitment to learning and this award three times in seven
development in the hospitality years - an achievement not
and tourism industries includes a realised by any organisation in
$12 million investment in Crown the history of the awards.
College - our dedicated training 2
Estimate provided by ACIL Allen
facilities at Crown Melbourne Consulting in 2015.
All information contained herein is current as at the date of publicationAction Plan 2018-2021 Contact Crown Perth Great Eastern Highway Burswood WA 6979 Phone: (08) 9362 7777 Email: CROWNability@crownperth.com.au Crown Melbourne 8 Whiteman Street Southbank VIC 3006 Phone: (03) 9292 8888 Email: CROWNability@crownmelbourne.com.au
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