August 2021 - August 2022 - UKG
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August 2021 - August 2022
Contents 1 Foreword 2 Our Business 3 Our RAP 4 Our Partnerships & Current Activities 5 Relationships 6 Respect 7 Opportunities 8 Governance 9 Contact
Foreword
It is my honour and privilege to introduce the UKG (Ultimate Kronos Group)
Reconciliation Action Plan (RAP). This plan formally and firmly puts our
thoughts, actions, and deeds, into our part of Australia’s reconciliation with
our First Nations Peoples.
At UKG, our stated mission is “Our Purpose is People.” Simply stated this is
without exception, and with deep commitment to diversity, and inclusion. As
the Australian subsidiary of a global company, this belief is ingrained deeply
in our culture in every manner, in every country around the world. In Australia
we have a particular focus on Reconciliation.
UKG (formerly Kronos), has been in Australia for over twenty years, we have
offices in Wallumatta (Macquarie Park, NSW), in the land originally inhabited
by the Wurundjeri (East Kew, VIC), and Woolloongabba (Eight Mile Plains,
QLD), we would like to acknowledge the people, the land, and water where we
live and work. As a company with over 800 customers in Australia, we would
also like to acknowledge all, regardless of location, inclusive of our customers,
partners, and all associates. More than 3,500,000 Australians interact with our
solution on a daily basis, with this broad reach we have into each community
and Nation, we realise the influence and responsibility we have.
With the depth and breadth of our reach in Australia, we will utilise this RAP
as a springboard for a sustainable, and meaningful allyship with First Nations
Peoples. We have taken the necessary steps to educate and facilitate the
process of gaining a deeper and more empathetic understanding of First
Nations’ heritage, history, and culture. UKG will leverage this Reconciliation
Action Plan to create opportunities and experiences across all communities.
I would like to provide gratitude to all UKG team members for their
participation in this RAP submission, and I am excited to witness the
realisation of the results to come.
Neil Solomon - Vice President, APAC
Artwork Credit
This artwork was created through The Torch, a not-for-profit organisation, that provides
art, cultural, and arts industry support to Indigenous offenders and ex- offenders in
Victoria.
Willie
Yorta Yorta
Family, 2020
cat #: 0252-21
Acrylic on canvas
“This painting speaks to my heart about how families should love and
respect each other, through good times and bad. No matter what we go
through in life, love will always conquer, blood is thicker than water.” - Willie
Our Business At UKG™ (Ultimate Kronos Group), our purpose is people™. Built from a merger that created one of the largest cloud companies in the world, UKG believes organisations succeed when they focus on their people. A leading global provider of Human Capital Management, Payroll, and Workforce Management solutions, UKG delivers award-winning Pro, Dimensions, and Ready solutions. These solutions help tens of thousands of organisations across geographies and in every industry drive better business outcomes, improve HR effectiveness, streamline the payroll process, and help make work a better, more connected experience for everyone. UKG has more than 13,000 employees around the globe and is known for an inclusive workplace culture. The company has earned numerous awards for culture, products, and services, including consecutive years on Fortune’s 100 Best Companies to Work For list. In Australia UKG employs 240 people across almost every state and territory with offices in Sydney, Brisbane, Melbourne & Adelaide. It is currently unknown the number of Aboriginal and Torres Strait Islander employees we have at UKG. However, we will work within this RAP to determine culturally appropriate ways to understand this. Our RAP UKG is developing its first Reconciliation Action Plan as part of its Diversity, Inclusion & Belonging Strategy to ensure the workplace is reflective of the community we live in. The purpose of this Reflect RAP is to raise awareness and educate employees on Aboriginal and Torres Strait Islander cultures, histories, knowledge, and to lay the foundations for UKG to be more ambitious in the future in providing appropriate opportunities for Aboriginal and Torres Strait Islander peoples. UKG seeks to contribute to the journey of reconciliation and further develop our culture as an organisation that acknowledges and fosters awareness and respect of Aboriginal and Torres Strait Islander peoples, their histories and their cultures through both our work practices and our organisational environments. As a culturally sensitive organisation with employees from various cultural backgrounds, we strive to create workplaces and customer interactions that are culturally safe and inviting for both employees and stake- holders. We are dedicated to taking the next step to increase our understanding of the importance of being an active participant in the journey of reconciliation to achieve these outcomes.
Our Partnerships & Current Activities The Gulanga Group is a locally owned, Supply Nation Certified Indigenous Business that works closely with the Federal Government at all levels to advocate the effective use of new and emerging Information and Communications Technology (ICT) to deliver better business outcomes. UKG is pleased to have Gulanga Group as a key contract and procurement partner for government agencies in Australia. Gulanga is contracted with UKG under our Partner Program. Over our first year of successful relationship, UKG and Gulanga have worked together and have been successful signing up clients such as The Commonwealth Department of Parliamentary Services, ACT Government Shared Services, ACT Government Justice and Community Services, and Service NSW. Gulanga is a local Ngunnawal name meaning “to partner” and they continually put their name into action by working with quality partners and contractors. In relation to the Gulanga and UKG partnership, aside from signing up clients, UKG and Gulanga work to provide support to communities through different projects. On a contract by contract basis, UKG & Gulunga agree a percentage of the profits to be donated to projects such as the Soundfield Project. The Soundfield project supports the well-being of Aboriginal and Torres Strait Islander kids by providing technology to improve their hearing in schools. Gulanga’s first Soundfield project was delivered to a primary school in West Queanbeyan State School on the basis that the use of Soundfield systems results in 41% increase in attainment of educational indicators. Queanbeyan West Public School received the donation of eight Soundfield sound amplification systems. The technology was installed in eight infants classrooms which were assessed as having the greatest need. The system projects sound that is input by a wearable microphone and delivers it around the classroom. It allows children even with no hearing loss to hear the teacher clearly no matter where they sit. Aboriginal and Torres Strait Islander children experience a higher incidence of hearing loss and this was a key incentive for Gulanga to get involved. UKG will continue to support these type of initiatives and welcomes the opportunity to create further impact into the Aboriginal and Torres Strait Islander communities by closely working with our partner Gulanga.
Relationships
UKG believes in supporting reconciliation and listening to the voices of Aboriginal
and Torres Strait Islander peoples. UKG understands this is a key step towards
building and maintaining mutually beneficial relationships that will drive positive
outcomes. Successful partnerships are built upon cross cultural understanding,
mutual trust, respect, and accountability.
Action Deliverable Timeline Responsibility
1. Establish and • Identify Aboriginal and Torres December 2021 RAP Working
strengthen Strait Islander stakeholders and Group Chair
organisations within our local area or
mutually
sphere of influence.
beneficial
relationships • Research best practice and March 2022 RAP Working
with Aboriginal principles that support partnerships Group Chair
and Torres with Aboriginal and Torres
Strait Islander Strait Islander stakeholders and
organisations.
stakeholders and
organisations. • Continue our relationship with July 2022 VP Sales
Gulunga and explore further options
for community support partnerships.
2. Build • Circulate Reconciliation Australia’s May 2022 RAP Working
relationships NRW resources and reconciliation Group Chair
through materials to our staff.
celebrating • RAP Working Group members 27 May - 3 June RAP Working
National to participate in an external NRW 2022 Group Chair
Reconciliation event.
Week (NRW).
• Encourage and support staff 27 May - 3 June RAP Working
and senior leaders to participate 2022 Group Chair
in at least one external event to
recognise and celebrate NRW.
Action Deliverable Timeline Responsibility
3. Promote • Communicate our commitment to September 2021 VP & GM ANZ
reconciliation reconciliation to all staff. SEA
through our
• Identify external stakeholders that July 2022 RAP Working
sphere of our organisation can engage with Group Chair
influence. on our reconciliation journey.
• Identify RAP and other like- July 2022 RAP Working
minded organisations that we Group Chair
could approach to collaborate with
on our reconciliation journey.
4. Promote • Research best practices and December 2021 Head of HR
positive race policies in areas of race relations
and anti-discrimination.
relations
through anti- • Conduct a review of HR policies Head of HR
December 2021
discrimination and procedures to identify existing
strategies. anti-discrimination provisions, and
future needs.
Respect
By building a respectful workplace UKG aims to build an inclusive and diverse work
culture that brings value to our people and our customers, as well as to the Aboriginal
& Torres Strait Islander peoples, organisations, and communities with which we work.
UKG believes that by deepening knowledge and understanding of Aboriginal and Torres
Strait Islander peoples, their cultures, histories, and contributions, employees will
respectfully work towards better connections and inclusive communities.
Action Deliverable Timeline Responsibility
5. Increase • Develop a business case for December 2021 Head of HR
understanding, value, increasing understanding, value
and recognition of Aboriginal, and
and recognition
Torres Strait Islander cultures,
of Aboriginal and histories, knowledge and rights
Torres Strait Islander within our organisation.
cultures, histories,
knowledge, and • Conduct a review of cultural December 2021 Head of HR
rights through learning needs within our
organisation.
cultural learning.
6. Demonstrate • Develop an understanding of September 2021 RAP Working
the local Traditional Owners Group Chair
respect to
or Custodians of the lands and
Aboriginal and
waters within our organisation’s
Torres Strait operational area.
Islander peoples December 2021 RAP Working
by observing • Increase staff’s understanding Group Chair
cultural of the purpose and significance
protocols. behind cultural protocols, including
Acknowledgement of Country and
Welcome to Country protocols.
7. Build respect • Raise awareness and share July 2022 RAP Working
for Aboriginal information amongst our staff Group Chair
about the meaning of NAIDOC
and Torres Strait
Week.
Islander cultures
and histories by • Introduce our staff to NAIDOC July 2022 RAP Working
celebrating NAIDOC Week by promoting external events Group Chair
Week. in our local area.
• RAP Working Group to participate 1st week in RAP Working
in an external NAIDOC Week event. July 2022 Group ChairOpportunities
UKG believes in creating diversity within the organisation and is committed to using our
core business to connect people across Australia, and to influence training and employment
opportunities for Aboriginal and Torres Strait Islander individuals, organisations, and
communities.
Action Deliverable Timeline Responsibility
8. Improve • Develop a business case for July 2022 Head of HR
employment Aboriginal and Torres Strait Islander
employment within our organisation,
outcomes by
including support structures for
increasing Aboriginal and Torres Strait Islander
Aboriginal employees.
and Torres July 2022 Head of HR
Strait Islander • Build understanding of current
recruitment, Aboriginal and Torres Strait Islander
staffing to inform future employment
retention, and
and professional development
professional opportunities.
development. July 2022 Head of HR
• Develop a business case to engage
with Juwun in our organisation. We
will look to provide secondment
options that provide business
expertise to Aboriginal & Torres Strait
Islander businesses.
9. Increase • Develop a business case for July 2022 RAP Working
Aboriginal and procurement from Aboriginal Group Chair
and Torres Strait Islander owned
Torres Strait businesses.
Islander supplier
diversity to • Investigate Supply Nation July 2022 RAP Working
support improved membership. Group Chair
economic and
social outcomes.Governance
UKG recognises that for our RAP to be successful it needs to be culturally appropriate and
relevant, with clear objectives, measures and accountability, and be responsive to the needs of
Aboriginal and Torres Strait Islander employees. Our governance structure ensures we develop
and implement RAP actions that are relevant, achievable, and contribute towards equality
and meaningful reconciliation. UKG will determine progress by monitoring engagement in the
deliverables, including our response to challenges and celebration of achievements.
Action Deliverable Timeline Responsibility
10. Establish • Form a RWG to govern RAP July 2022 Head of HR
and maintain implementation.
an effective RAP
• Draft a Terms of Reference for the July 2022 Head of HR
Working Group RWG.
(RWG) to drive
governance of the • Establish Aboriginal and Torres July 2022 Head of HR
RAP. Strait Islander representation on the
RWG.
• Define resource needs for RAP July 2022 Head of HR
11.Provide
implementation.
appropriate
support for • Engage senior leaders in the July 2022 Head of HR
effective delivery of RAP commitments.
implementation of
RAP commitments. • Define appropriate systems and July 2022 Head of HR
capability to track, measure and
report on RAP commitments.
12. Build • Complete and submit the September RAP Working
accountability annual RAP Impact Measurement 2022 Group Chair
and transparency Questionnaire to Reconciliation
Australia.
through reporting
RAP achievements,
challenges, and
learnings both
internally and
externally.
13. Continue our • Register via Reconciliation March 2022 RAP Working
reconciliation Australia’s website to begin Group Chair
journey by developing our next RAP.
developing our next
RAP.At UKG (Ultimate Kronos Group), our purpose is
people™. Built from a merger that created
one of the largest cloud companies in the world,
UKG believes organisations succeed when
they focus on their people. As a leading global
provider of HCM, payroll, and workforce
management solutions, UKG delivers award-
winning Dimensions and Ready solutions to
help tens of thousands of organisations across
geographies and in every industry drive better
business outcomes, improve HR effectiveness,
streamline the payroll process, and help make
work a better, more connected experience for
everyone. UKG has more than 13,000 employees
around the globe and is known for an inclusive
workplace culture.
To learn more, visit ukg.com/en-AU
Contact
Name: Rebecca Moulynox
Position: Head of HR ANZ SEA
Phone: +61 426 954 253
Email: Rebecca.ferguson@ukg.comYou can also read
