CORPORATE RESPONSIBILITY REPORT 2019 - CROWN RESORTS LIMITED
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CROWN RESORTS LIMITED CORPORATE RESPONSIBILITY REPORT 2019
EXECUTIVE CHAIRMAN’S MESSAGE
CORPORATE RESPONSIBILITY REPORT 2019
the training sector, specialising in Crown’s well-established, employee-led
hospitality, patisserie, commercial CROWNEARTH Committees remain
cookery and management, Crown’s very active, focussing on environmental
dedicated training facility, Crown initiatives as well as community
College, delivers on this commitment. focussed projects to improve the overall
Crown College is a Registered Training sustainability performance of the
Organisation operating under the business.
Australian Qualifications Framework
Crown understands that there is an
across four levels. In the 2019 financial
expectation from the community
year, over 870 employees were enrolled
and Crown’s guests that the use of
Our Commitment in Certificates III and IV, and Diploma
environmentally harmful single use
level qualifications, with over 8,500
Crown recognises its responsibility to the plastics be minimised. Crown is pleased
apprentices and trainees graduating
communities in which it operates. Crown with its progress over the past 12
since the inception of Crown College.
is proud to support a number of charities, months. Crown Melbourne’s owned and
employee-led community programs such Our People operated outlets have removed plastic
as the Community Champions, as well as straws altogether, whilst Crown Perth’s
Crown’s commitment to inclusive
the work undertaken through the Crown staff dining room replaced plastic items
employment practices has continued to
Resorts Foundation. with reusable stainless steel cutlery
strengthen. Significant progress has been
and reusable crockery, saving millions
Crown’s approach to corporate made on Crown’s first Gender Action
of single use plastic items from landfill
responsibility is integrated into Plan (GAP), which will be published in
each year.
everything we do with all initiatives 2019 and strengthens a longstanding
developed to consider efficiency, commitment to Gender Equity. The Crown Resorts Foundation
diversity, equity, inclusion, community GAP complements the work of the Male
The conclusion of the 2019 financial
and our impact on the environment. Champions of Change program nationally
year marked the halfway point of the
Crown’s commitment to corporate and CEOs for Gender Equity in Western
Crown Resorts Foundation and the
responsibility is overseen by our Australia. Crown has also become a
Packer Family Foundation National
Corporate Responsibility Committee key sponsor of Women in Gaming and
Philanthropic Fund.
and is supported by a number of Hospitality (WGH), which is the gaming
employee consultative committees. industry’s not-for-profit organisation for To date, over $83 million has been
the advancement of women in gaming allocated to 300 grant recipients. The
Creating Opportunities and hospitality. Crown is represented on Crown Resorts Foundation Board
through Employment the WGH Board. remains dedicated to identifying worthy
Crown’s employees are instrumental organisations to support through the
In addition to its work in Gender Equity,
in ensuring that Crown consistently 10-year funding commitment and, in
Crown has in place a range of programs,
delivers world-class customer particular, to those aligned to its core
plans and employee networks which
experiences. We are grateful to our mission to provide opportunities for
support Crown’s people, including the
employees for their dedication and young Australians, primarily through
Indigenous Employment Program,
acknowledge our responsibility to create education.
CROWNability, Crown Pride, the Family
a safe and rewarding workplace.
Support Network and the Cultural and On behalf of the Board, I am proud to
We are proud to be the largest Linguistic Employee Network. share our 2019 Corporate Responsibility
single-site private sector employer in Report with you.
During the 2019 financial year, Crown
both Victoria and Western Australia
launched a purpose statement and
with approximately 18,500 people
set of values to guide Crown’s culture.
working across our resorts in over 700
These values will be embedded into
different roles. Crown also supports an
all employment practices to ensure
ecosystem of indirect jobs, spending
employees and customers are at the John Alexander
over $900 million annually with
heart of everything Crown does. Executive Chairman
approximately 4,000 local businesses in
Victoria and Western Australia. Crown Resorts Limited
Acting Sustainably
Crown is committed to providing its Crown continues to work towards being
employees with meaningful learning a leader in sustainable business practices
and development opportunities, in the gaming and entertainment
allowing staff to develop tangible industry, focussing on three major areas
career pathways. With an impressive – energy efficiency, water conservation
23-year award-winning history in and waste reduction.
CORPORATE RESPONSIBILITY REPORT 2019
03 06 07
Executive Awards and Community
Chairman’s Recognition and Project
Message Partners
46 56 60
Environment Crown’s Our Reporting
& Sustainable Service and and Our
Supply Chain Integrity Stakeholders
CORPORATE RESPONSIBILITY REPORT 2019
10 20 24
Crown Crown’s Our People
Resorts Commitment to - The Crown
Foundation the Community Difference
64 70 72
Performance GRI Content About
Data Index Crown
CORPORATE RESPONSIBILITY REPORT 2019
Awards & Recognition
2019 Victoria Park Business Awards WA Government Infinity Forbes Travel Guide - TAA Victoria Awards
Winner Excellence in Waste Awards Five Star Award Deluxe Accommodation
Access and Inclusion Highly Commended Crown Towers Melbourne Hotel of the Year
Crownability Crown Perth Crown Towers Melbourne & Perth
2019
Gourmet Traveller AHA WA Accommodation Forbes Travel Guide - TAA Victoria Awards
Australian Hotel Awards Awards for Excellence - Five Star Award Multiple Category
- TWR Perth “Multiple Categories” Crown Towers Melbourne Crown Melbourne
Crown Perth
2018
Perth Airport Western Ranked 40th in the Top 125 2017 Australian Property 2017 Gold Plate Awards
Australian Tourism Awards Organisations in the world for Council - Moulis Legal Award – Silks & Modo Mio
Winner - Crown College Perth learning and development for Diversity Crown Perth
2017
Gold Medal - Tourism 2016 Australian Business Gold Award at the 2016 2016 Australian Business
Education and Training, Awards – Employer of Choice Brandon Hall Group HCM Awards – Community
WA Tourism Awards 2016 Excellence Awards Contribution
2016
Platinum Winner at the Australian Employer of National Carbon Offset Standard Certification Australian Business Awards
LearnX Impact Awards the Year 2015 for Crown’s Carbon Offset Program – Community Contribution
2015
CORPORATE RESPONSIBILITY REPORT 2019
Community and Project Partners*
* Representative of some of the Crown Resorts Foundation’s partnerships .
CROWN RESORTS FOUNDATION
CORPORATE RESPONSIBILITY REPORT 2019
CROWN The conclusion of the 2019 financial
year marks the halfway point of the
over multiple years, especially through
transitions.
RESORTS Crown Resorts and Packer Family
Foundations’ (the Foundations) National
All of the educational programs
supported by the Foundations - whether
FOUNDATION
Crown Resorts Foundation
Philanthropic Fund (the Fund).
they are delivered by arts, sporting or
When the Fund was established 5 years Indigenous education organisations - are
ago, the Foundations established a presented with respect, understanding
ten-year commitment to allocate $200 and appreciation of the cultures and
million to not-for-profit organisations communities which the Foundations are
focussing on Indigenous education, arts, working with.
culture, community welfare and medical
research programs. In the first five Next Five Years
years, the Foundations have allocated The Crown Resorts Foundation Board
over $83 million to 300 grant recipients, remains dedicated to identifying worthy
ranging from 10-year multi-million-dollar organisations to support through the
commitments to one-off employee ten year funding commitment and, in
nominated grants. particular, to those aligned to its core
mission to provide opportunities for
Opportunities for Young young Australians, primarily through
Australians Through Education education.
Across Australia, there is a large degree
The Foundations continue to learn from
of inequality in regard to educational
the communities they work with, and
opportunities, with students from
have identified a disparity between the
disadvantaged backgrounds consistently
type and number of programs available
achieving educational outcomes lower
to young boys and young girls.
than their peers.1
Although the Crown Resorts
Research has repeatedly proven that
Foundation did not begin with a
education is the single greatest lever
clear gender lens, some of the most
for breaking cycles of disadvantage and
marginalised people the Board has
inequality. The Foundations believe that
seen are young girls and newly arrived
a consistent education from the earliest
migrant women – many are isolated and
possible age is the best way to build
are not aware of available pathways to
cohesive communities and provide for
change. This will continue to inform the
economic and social development.
Crown Resorts Foundation’s decision
If children are given the skills of literacy making as it seeks partnerships which
and numeracy and are taught the support these young girls and women
whole learning process they are well – this is not instead of the support
on the way to becoming self-reliant provided to young boys and men; it is in
and motivated adults, capable of addition to that support.
achieving happy and satisfying lives. 1. Department of Education, Employment and Workplace Relations
The inequalities in economic, social - Review of Funding for Schooling – Final Report, ‘Gonski Review’
and cultural background need a multi- (December 2011).
pronged approach. The Crown Resorts 2. All quoted data is based on data provided by the Foundations’
Foundation Board’s focus centres program partners.
around supporting programs which start
early, provide hundreds of contact hours
each year, and offer sustained support
10CORPORATE RESPONSIBILITY REPORT 2019
Crown Resorts Foundation
IMAGE PROVIDED BY THE AUSTRALIAN LITERACY AND NUMERACY FOUNDATION
NEWLY ARRIVED STUDENTS PARTICIPATING IN ART FOR LITERACY PROGRAM
IN THE FIRST 5 YEARS THIS YEAR
CROWN RESORTS AND PACKER FAMILY
FOUNDATIONS HAVE ALLOCATED OVER
$83 MILLION 3.3
MILLION EDUCATIONAL
330
TEACHERS AND COMMUNITY
PROGRAM HOURS MEMBERS RECEIVED OVER
300
GRANT RECIPIENTS
10 YEAR MULTI-MILLION-DOLLAR
8,200
INDIGENOUS STUDENTS
11,700
HOURS OF SPECIALISED TRAINING
COMMITMENTS
TO SUPPORT THESE CHILDREN
ONE-OFF EMPLOYEE NOMINATED GRANTS
11CORPORATE RESPONSIBILITY REPORT 2019
Improving Indigenous
Education Opportunities
The Foundations are striving to ensure
Indigenous students have the same
access to quality education as non-
Indigenous students. The Foundations’
Boards believe there is a positive
correlation between a strong cultural
Crown Resorts Foundation
identity, consistent participation
and improved achievement. The
Foundations support programs that
develop students’ aspirations and
self-esteem, wraparound education
programs supporting them with
choices, and programs that highlight the
pathways available to achieve them.
This year the Foundations
commissioned an independent
evaluation into the landscape of
Indigenous girls’ education opportunities
across Australia as it sought to better
understand the opportunities and
level of support provided through
available programs and the level of
funding these programs were attracting
from Government, corporates and
philanthropists.
The report confirmed the Boards’
understanding that the Indigenous
girls’ education landscape is more
fragmented and attracting less funding
than equivalent quality boys programs.
The Crown Resorts Foundation’s
Board is looking into ways this can be
addressed, beyond simply increasing its
allocations to Indigenous girls focussed
education programs.
IMAGE PROVIDED BY THE AUSTRALIAN LITERACY AND NUMERACY FOUNDATION
INDIGENOUS EDUCATION PROGRAM
CASE STUDY
Indigenous Education Program The Foundations have been supporting The program is designed with the support
– Australian Literacy and the delivery of the ALNF’s Early Language of the local community to meet
and Literacy (EL&L) program on the early learning needs of its
Numeracy Foundation Palm Island (the fourth most disadvantaged disadvantaged Indigenous children.
Kim Kelly, Co-Founder and Executive community in Australia) for four years While the communities of Palm Island,
Director of the Australian Literacy and and the APY Lands (the communities the APY Lands and Western Sydney are
Numeracy Foundation (ALNF), said: of Ernabella and Fregon – the most very different, all of these communities
disadvantaged area in South Australia) for struggle with disengagement from
“The Crown Resorts and Packer Family the last two years. The Foundations have education, poor home literacy practices
Foundations’ support has been integral recently committed to a further three years and high trans-generational illiteracy.
to the success of ALNF’s Early Language of support for both these sites, with the
and Literacy program, enabling us to Importantly, this program provides
addition of a third site in Western Sydney.
reach hundreds of vulnerable children community members with the requisite
in the APY Lands and Palm Island. Their ALNF’s EL&L program includes skills to mediate these challenges through
support has empowered educators, a Certificate IV course to upskill educators, an accredited Certificate IV course, skill-
elders, mothers and aunties to build a parents and community members building workshops, resources provision
better future for the next generation, to support children’s pre-literacy and ongoing mentoring. All engaged
and we feel immense gratitude for the development. This program addresses community members are empowered
opportunity you have provided ALNF the importance and effectiveness of with effective techniques and learning
to continue to transform lives through early intervention to prepare and support resources to teach their own children
literacy and education.” children for literacy learning in the early in English and, where relevant, First
schooling years. Language.
12CORPORATE RESPONSIBILITY REPORT 2019
Crown Resorts Foundation
The Foundations support this program
because it: THE FOUNDATIONS’ SUPPORT OF THE ALNF’S PALM ISLAND
• improves the pre-literacy levels of all PROGRAM SINCE 2015 HAS CONTRIBUTED TO:
participating children;
• improves children’s school readiness in
relation to early language and literacy
measures; 495 99,285 7,984 79
• increases the skills and capabilities of STUDENTS TOTAL HOURS TRAINING HOURS COMMUNITY
educators, parents and community PARTICIPATING IN OF TUITION HAVE BEEN MEMBERS OR
members to improve children’s THE PROGRAM RECEIVED DELIVERED TO TEACHERS
pre-literacy skills; and
• builds sustainable change and capacity
within the community to empower THE FOUNDATIONS’ SUPPORT OF ALNF’S APY LANDS
individuals to be their own change PROGRAM SINCE 2018 HAS CONTRIBUTED TO:
makers.
To learn more about the work of ALNF,
visit alnf.org. 2,255 13,500 780 13
STUDENTS TOTAL HOURS TRAINING HOURS COMMUNITY
PARTICIPATING IN OF TUITION HAVE BEEN MEMBERS OR
THE PROGRAM RECEIVED DELIVERED TO TEACHERS
13CORPORATE RESPONSIBILITY REPORT 2019
Crown Resorts Foundation
IMAGE PROVIDED BY THE STORY FACTORY
Supporting Key Community grants, which are administered by the Supporting the Arts,
Organisations – Crown’s Community Champions in recognition Education and Culture
Community Champions of the volunteer work undertaken by All children need and deserve arts
It is extremely important to support Crown employees, reached $250,000. education to be woven into their daily
the communities in which Crown The Community Champions continued lives. Not only does it demonstrably
operates. The Foundations provide their CROWNversations series, a improve academic achievement, but
funds to a number of community program which invites philanthropists it is essential to the development of
welfare organisations which support the and representatives from not-for-profit their emotional lives. It is standard
inner city communities of Melbourne, organisations to speak to employees procedure now for the arts to be used
Perth and Sydney. These partnerships about their programs and experiences. in treating trauma and the programs we
are strongly supported by the Crown This has been exceptionally popular, and support work with children who have
Community Champions in both some highlights include: experienced trauma.
Melbourne and Perth. The Crown
• meeting AFL legend Kevin Sheedy For some students, classrooms can be
Community Champion committee
and hearing all about the work he’s hostile environments and arts programs
members in Melbourne and Perth share
doing across the Indigenous sports are effective at breaking down these
a common goal of wanting to make a
sector and The Bravery Trust; barriers by promoting empathy, and
positive impact on the community and to
• spending time with 13 year-old twins encouraging creativity and openness.
provide the opportunity for their fellow
Alex and Charlie Cowen and hearing At the same time, quality arts programs
Crown employees to get involved as well.
about their wonderful journey starting can also offer new pathways to learning
This group has led a number of the not-for-profit organisation and teaching.
exceptionally popular Crown employee Parachute for Kids; In the 2019 financial year, $9.2 million
activations including a book drive in • playing basketball at the Richmond was allocated through over 80 grants
support of the Australian Literacy Housing Estate with the team from to arts organisations across Australia.
and Numeracy Foundation where Helping Hoops; and Through the Arts Education Initiative
over 3,000 books were donated for • making toasted sandwiches for the open grants program, the Crown
distribution to Indigenous and newly- homeless thanks to Major Brendan Resorts and Packer Family Foundations
arrived migrant communities across Nottle and the Salvation Army. were pleased to announce a further
Australia. This year, the community
14CORPORATE RESPONSIBILITY REPORT 2019
$9.2 MILLION CASE STUDY
ALLOCATED THROUGH OVER 80
GRANTS TO ARTS ORGANISATIONS Melbourne Arts Education teachers and community. Students
Initiative Program – are engaged with weekly classroom
lessons, professional ensemble
Musica Viva Australia performances and the opportunity to
allocation of $19.2 million of grants over Musica Viva’s CEO, Hywel Sims, says: perform themselves, while teachers
three years (financial years 2020-2022) “Since 2017, with the generous support are provided with exceptional digital
Crown Resorts Foundation
of the Crown Resorts and Packer Family teaching resources and professional
to over 60 recipient programs - this
Foundations, Musica Viva has reached development.
is in addition to the support that the over 700 students annually through
Foundations are providing for arts and The program has been very popular
long-term, intensive music residencies
in recipient schools as described by
cultural institutions across Australia. in two of Melbourne’s special education
Principal of Ashwood School, Helen
schools. It would be difficult to overstate
This year an independent review Hatherly OAM:
the impact of this support.”
to assess the ‘appropriateness, “This program has involved our whole
Musica Viva Australia has been delivering
effectiveness and efficiency’ of the school community. Our students look
quality education programs through
National Arts Fund was undertaken. forward to Tuesdays when Miss Karen is
the country for 38 years, impacting
at school. They enjoy the opportunities
The report particularly focusses on over 300,000 people each year. We
to explore all facets of ‘making music’.
evaluating the achievements of the Arts believe that every child needs a music
education. Music overcomes cultural, “Each performance has been different
Education Initiatives (in Western Sydney,
social and language barriers, and music and has challenged the students to think
Melbourne and Perth) and, pleasingly, education has a particularly powerful about the who, what, where and why of
the overall conclusion is that the effect on the lives of children living with performance. The teaching materials
Foundations’ funding has significantly diverse access needs. accompanying these performances have
increased access to the arts and arts been embraced by the teachers and
Musica Viva’s residency program in
education for a substantial cohort of have enabled our students to be fully
Melbourne works with a range of
prepared for each performance.”
disadvantaged young people. students with diverse access needs,
from the hearing impaired to severe This funding has already empowered
The review stated: “The Foundations’ intellectual disability. Delivered in over 700 students, their teachers, and
funding commitment has fundamentally Melbourne, which has a high number of their families to look beyond the day-
contributed to addressing disadvantage schools for those with diverse access to-day challenge of living with diverse
needs, the program has reached new access needs. It has also allowed Musica
and facilitating engagement with arts
heights of success since 2017 with the Viva to partner with other organisations
and arts education for disengaged, introduction of residencies into two new to broaden Musica Viva’s residency
disaffected communities, and schools, Ashwood School and Sunshine program for a range of disadvantaged
particularly for young people. The effect Special Development School. situations and secure additional support
of the program on funded organisations’ for a professional development program
The program introduces a ‘Musician
ability to develop, refine and expand for musicians working in special schools.
in the Classroom’ into a school, to
their projects to meet identified needs work alongside the school’s students,
cannot be overstated.”
Arts Education Grants – Western
Sydney, Melbourne and Perth
The Foundations’ Western Sydney Arts
Initiative and Melbourne and Perth Arts
Education Initiative programs combined
will account for $55 million of the Fund’s
commitment.
These programs are delivered in schools
and areas which, because of economic
disadvantage, would otherwise not be
able to access them. They are focussed
on supporting education and promoting
creativity, using art as a vehicle with
which to engage participants with
learning and their community. To date,
50% of the top ten visited suburbs
where programs funded through these
initiatives were delivered rank in the first
decile for the Index of Relative Social
Disadvantage nationally.
IMAGE PROVIDED BY THE MELBOURNE THEATRE COMPANY
15CORPORATE RESPONSIBILITY REPORT 2019
Crown Resorts Foundation
IMAGE PROVIDED BY THE AUSTRALIAN LITERACY AND NUMERACY FOUNDATION
NEWLY ARRIVED STUDENTS PARTICIPATING IN ART FOR LITERACY PROGRAM
CASE STUDY
Western Sydney Arts Initiative The program aims to maintain and
Program – Think+DO Tank improve participants’ proficiency in the
IN THE FIRST 16 MONTHS
language of their home while providing
Foundation necessary English literacy skills. This OF OPERATIONS, LOST IN
Think+DO Tank Foundation’s Creative is done in a fun, creative way through BOOKS HAS ACHIEVED:
Director, Jane Stratton, says: “The music, art, film-making, science and
Western Sydney Arts Initiative supported writing. LOST IN BOOKS responds
the development of LOST IN BOOKS
when we were just getting started. Now,
to community demands with the aim
of increasing the skills, capacity, OVER
2,200
two years after we opened our doors, we confidence and connectedness of
have a rich program of creative activities, the engaged families.
deep community engagement and a
LOST IN BOOKS also provides a space
developing model of our approach that
where women can connect with one attendances by women and children
we can replicate and share.
another and with services. Refugee and at in-store creative programs
“Having the Foundations’ support migrant women are disproportionately
has allowed us to experiment and to affected by things like lack of public
transport, distance from amenities and
continually adapt our programming to
offer a range of activities in response to language barriers. OVER
1,700
the community’s needs.”
As a social enterprise, it also runs a
LOST IN BOOKS is a multilingual literacy multilingual bookshop that stocks
and language exchange centre and children’s books in more than 30
all-ages creative hub in Fairfield, South languages from Arabic to Vietnamese,
including Hindi, Karen, Russian, Maori
children and adult participants in the
Western Sydney. It is connected to
and a selection of Australian First
WANDERING BOOKS outreach program
service providers and provides a safe
Nations languages. The bookshop targeting newly-arrived migrants
space for women and children with
a particular focus on newly-arrived operates in-store and online and serves
schools, libraries and community
5
refugee and migrant families.
services nationally. LOST IN BOOKS
Fairfield is the most culturally and also has an in-house café, and from
linguistically diverse area in New South 2019 it offers professional development
Wales and has recently received more training for educators and community
than 7,000 Syrian and Iraqi refugees workers in creative multilingualism, and multilingual literary residences in Arabic,
as part of the Federal Government’s the FORKED TONGUES collective of Darug, Dari, Vietnamese and Fijian
special humanitarian intake. multilingual storytellers available for
LOST IN BOOKS builds the confidence bookings. Any profits contribute to the
overall running costs of the project.
Creation of the
of newly arrived children in speaking
either the languages of their homes
or English by celebrating literacy and
To learn more about LOST IN BOOKS,
visit lostinbooks.com.au.
IN OTHER WORDS
creativity in both languages. Festival celebrating multilingual creativity
16CORPORATE RESPONSIBILITY REPORT 2019
SUPPORTING ARTS AND CULTURAL PROGRAMS
$55
Crown Resorts Foundation
MILLION MILLION MILLION
10 Year Commitment for Commitment for Arts & 8 Year Commitment for Melbourne
Western Sydney Arts Initiative Cultural Programs & Perth Arts Education Initiative
IMAGE PROVIDED BY WESTERN SYDNEY ARTS INITIATIVE PROGRAM – THINK+DO TANK FOUNDATION
17CROWN’S COMMITMENT TO THE COMMUNITY
CORPORATE RESPONSIBILITY REPORT 2019
Crown’s Commitment to the Community
CROWN’S AUSTRALIAN RESORTS CEO BARRY FELSTEAD AT THE PERTH TELETHON
CROWN’S Crown believes in supporting the
communities in which it operates.
Crown is proud that so many employees
volunteer their own precious time with
COMMITMENT TO Crown takes its responsibility to the
communities in which it operates
enthusiasm and generosity to support a
variety of worthwhile causes.
THE COMMUNITY seriously with an ongoing, proactive The ongoing success of the Children’s
effort to make a genuine difference Cancer Foundation’s Million Dollar
in the lives of people through charity Lunch is always a highlight in Crown’s
partnerships and community-focussed community support calendar and, in the
collaborations. past financial year, Crown was thrilled
Crown’s charitable and community- to play a significant part in raising more
driven work is led by a cast of than $2 million. Knowing these funds
important people – including Crown’s will be used to fund life-changing and
own employees – and by working life-saving childhood cancer research
together, Crown supports many programs, as well as provide critical
community causes and organisations clinical care and family support, is a
through employee volunteering reminder as to how important Crown’s
opportunities, a variety of resort- community support efforts are.
specific community partnerships and Crown’s generous support of Maddie
the Crown Resorts Foundation. Riewoldt’s Vision helped with the
Crown offers practical support to incredible success of the inaugural
charities through promoting, hosting National Symposium on Bone Marrow
and subsidising key fundraising events, Failure Syndromes. Maddie Riewoldt’s
as well as providing goods and services Vision Research Project Officer Dr
for use as raffle prizes for community Simonne Neil thanked Crown:
fundraisers.
20CORPORATE RESPONSIBILITY REPORT 2019
Crown’s Commitment to the Community
CROWN’S AUSTRALIAN RESORTS CEO BARRY FELSTEAD PARTICIPATING IN THE ST VINCENT DE PAUL CEO SLEEPOUT IN PERTH
“The contribution of assisting with Crown’s Australian Resorts CEO Barry
accommodation for our international Felstead is a regular participant in the
guests and the running of the Friday St Vincent de Paul CEO Sleepout in
night Opening Dinner helped us to Perth. This year he enjoyed his 10th
ensure that the event, a pivotal point year of helping this important charity
in the evolution of Maddie Riewoldt’s – an impressive effort that has seen
Vision and our mission to find new him be the first person to raise over $1
treatment options and, ultimately a cure million for St Vincent de Paul Society’s
for Bone Marrow Failure, was a success.” homeless and emergency housing
services in Perth.
Comments like this highlight the
difference Crown can make by For 25 years, Christmas Day has been a
supporting the community and provides day where Crown volunteers truly show
motivation to achieve even greater their support for the community. On the
things in the year ahead. morning of Christmas Day, volunteers
package up 500 Christmas lunch
The community partnership fundraising
hampers for families in need across
events organised by employees
Melbourne. On Christmas Day 2018, the
throughout Crown are another success
team delivered the hampers to guests
story. The teams love being actively
of the Les Twentyman Foundation who
involved in charities that are important
were celebrating Christmas Day at the
to them. Past fundraising events
Westend Market Hotel in Sunshine.
have helped diverse not-for-profit
After guests enjoyed hot breakfast,
organisations including SIDS and Kids,
entertainment and presents for all the
the Cancer Council, Oxfam and Jeans
children from Santa’s helpers, guests
for Genes. More formal fundraising
went home with Crown Christmas lunch
activities are organised by the Crown
hampers to ensure a special day for
Resorts Foundation – Community
families in need.
Champions in partnership with the
Crown Resorts Foundation.
21OUR PEOPLE THE CROWN DIFFERENCE
CORPORATE RESPONSIBILITY REPORT 2019
OUR PEOPLE – THE Crown Community
Crown’s approach to diversity and
Crown recognises that diversity and
inclusion is about acknowledging
CROWN DIFFERENCE inclusion ensures that the workplace
remains a dynamic, positive
intersectionality. The individual
groups that employees identify with
environment where all employees feel cannot be compartmentalised, and
valued in their role and comfortable Crown recognises that people can
and confident in bringing their whole simultaneously belong to multiple
Our People – The Crown Difference
self to work every day. groups. Crown Community Week,
which launched in 2018, is an official
Crown’s diversity and inclusion strategy celebration of Crown’s commitment
focusses on people and encompasses to diversity and inclusion. Crown
several programs including the Community is part of everyday life
Indigenous Program, CROWNability, at Crown – it’s about each employee
Gender Equity, Crown Pride, the Family contributing to this diverse and inclusive
Support Network, Crown Staff Club, community. Crown Community will
CROWNEARTH and the Cultural and continue to ensure that all employees
Linguistic Diversity Employee Network. are comfortable bringing their
These are just some of the official whole selves to work, feel a part of a
programs to support Crown’s community and feel safe to express who
diversity and inclusion strategy they are in the workplace.
but they do not exist in isolation.
CASE STUDY
Crown Aspinalls
Over the past two years, Crown
London Aspinalls has established
new social and environmental
sustainability initiatives – Crown
Community and CROWNEARTH
– and to date, both have been
successful in their implementation
and contribution towards the Crown
London values.
Since the inception of the Crown
Community initiative in November
2018, Crown London has created
more volunteering opportunities,
fundraising and provided support
for events such as the Annual Casino
Softball Tournament played between
London casinos. This tournament has
grown continuously and from this year,
it will be affiliated with the UK land
based casinos’ Diversity and Inclusion
for Career Enhancement (DICE).
Supported by other partners, all funds
raised will go towards Crown London’s
charity of choice, Combat Stress,
supporting veterans’ mental health.
In addition to this, multiple charities
have benefited from the work of
Crown Community including a refuge
for women, Ace of Clubs homeless
centre, a foundation providing mobility
chairs to children in need, and a charity
promoting health education and
awareness for men. Crown London
Senior Casino Manager and Crown
Community member, Tracy Tombides,
is the founder of the DT38 charity and
was awarded the Chips Community
Engagement – Volunteer of the Year
CROWN ASPINALLS EMPLOYEES award at the 2019 British Casino Awards.
24CORPORATE RESPONSIBILITY REPORT 2019
Crown’s Purpose and Values In delivering those experiences, Crown
Over the course of the 2019 financial adheres to its four key values:
year, teams from Crown Melbourne and • We act respectfully;
Crown Perth embarked on a journey to
focus even more on ensuring employees • We are passionate;
and customers are at the heart of • We work together; and
everything Crown does.
Our People – The Crown Difference
• We do the right thing.
This included developing Crown’s
‘Purpose’ and ‘Values’. Crown’s purpose Moving forward, these values will be
statement – ‘Together we create embedded into all employment practices
memorable experiences’ – captures the including Crown’s Reward & Recognition
belief that, as a team, Crown has the programs, leadership courses and
ability to create experiences that are associated professional behaviours
worth remembering and that Crown is across Crown Melbourne, Crown Perth
able to develop an emotional connection and, soon, Crown Sydney.
with customers and colleagues.
CASE STUDY
Long-term employees held, from Food & Beverage and Retail
Crown Community to Information Technology, and the
promotions he accepted to reach his
The Crown Community is comprised current role of Group Manager – Project
of a diverse group of employees who Management Office.
have been employed by the company for
various lengths of service and Crown is San also loves the variety of business
proud to celebrate some extraordinary units at Crown and the overall diversity
milestones, including tenure of more of the workforce in terms of background,
than 20 years! skills and personality.
San Rajasingham started with Crown Among many career highlights, one of the
as a Food & Beverage Attendant in standouts was in 2000 when San was lucky
1997 when he was in his twenties and enough to win the coveted first prize at the
studying hospitality. Service Leader Awards – an all-expenses
paid trip to Las Vegas!
“Being a leader in the hospitality
industry and also offering flexible work San has many fond memories to reminisce
conditions through casual employment, about from his Crown history however his
I was keen to join Crown,” San says. current focus is on the company’s future
and he is thrilled to be part of the Crown
When Galleria (later becoming known as Sydney Project team.
Crown) opened in 1994, San loved the
glamour and the excitement that the As well as successfully completing the
company symbolised. While this is still Sydney project, San is hoping to complete
very much a part of the Crown brand, his Master of Business Administration
the glamour is not the reason San has (MBA), take on a Sydney marathon, and
remained with the company for 22 years. have his second child – but not necessarily
in that order.
“I love the culture here and the people
who I’ve worked with – they are very San has an optimistic, ‘glass half full’
professional, supportive and friendly. outlook on life and says that anyone
seeking their next career step should be
“Crown has given me a lot of prepared to take a chance and embrace
opportunity to grow as a person and new challenges.
also to expand my career.”
“When you look back in a few years’ time,
As he reflects on his time at Crown, you will see how much you’ve grown.”
San notes the range of roles he has
SAN RAJASINGHAM
25CORPORATE RESPONSIBILITY REPORT 2019
Our People – The Crown Difference
CROWN MELBOURNE EMPLOYEES DURING CROWN COMMUNITY WEEK
advancement of women in gaming and across Crown. To raise awareness
hospitality. Through this sponsorship, about and focus on the gender split in
Crown has hosted several networking meetings across the business, Crown
and professional development sessions, analyses the data to identify trends
participated in the Women Ahead or points of interest.
mentoring program and actively
Crown’s work in Gender Equity
equity participated in monthly communications
highlighted an opportunity to expand
designed to educate employees
its program to support employees in
Gender Equity about Gender Equity matters. To
their personal lives. As such, in February
further enhance Crown’s commitment
Crown’s commitment to inclusive 2018, the Family Support Network
and support, a member of Crown’s
employment practices has continued launched at Crown Melbourne and
Executive Team holds a position on the
to strengthen throughout the 2019 further events were held during the
WGH Board.
financial year. Crown has in place a financial year to expand the network
range of programs, plans and employee In November 2018, Crown extended and provide further awareness of the
networks which support Crown’s its domestic violence support policy to specific support Crown can offer to
people. employees through the introduction those experiencing family issues.
of uncapped, paid leave for full-time
Crown’s first Gender Action Plan Culture was also identified as a key
and part-time employees experiencing
(GAP) will be published in 2019, area for expansion in Crown’s diversity
domestic violence, and uncapped unpaid
which strengthens a longstanding and inclusion program given the
leave for casual employees.
commitment to Gender Equity. The multicultural composition of Crown’s
GAP complements the work being done Gender Fitness, which launched in workforce and patronage. Crown
through the Male Champions of Change December 2017, is an innovative Melbourne’s Cultural and Linguistic
program nationally and CEOs for in-house digital solution that Diversity Employee Network is currently
Gender Equity in Western Australia. contributes to Crown’s diversity and developing a strong framework to
inclusion strategy. Gender Fitness further support employees from varying
Crown has also become a key sponsor
captures real-time data from meeting cultural and linguistic backgrounds.
of Women in Gaming and Hospitality
interactions to increase awareness of The network will also expand to
(WGH), which is the gaming industry’s
diversity and inclusion with the aim of Crown Perth in the future.
not-for-profit organisation for the
delivering an improved gender balance
26CORPORATE RESPONSIBILITY REPORT 2019
FEMALE COMPOSITION PROGRESS
FEMALE COMPOSITION PROGRESS
2019 2018
Our People – The Crown Difference
KEY MANAGEMENT EXECUTIVES
10% 8.3%
OTHER EXECUTIVES/GENERAL MANAGERS
31.75% 24.1%
SENIOR MANAGERS
43.1% 35.5%
OTHER MANAGERS
41.59% 34.2%
NON-MANAGERS
42.83% 43.2%
CASE STUDY
Jacinta Cubillo persons. I want to show them that
career progression exists and you
Since commencing at Crown Melbourne can achieve it if you’re willing to
in 2013, Jacinta Cubillo’s career has work hard.”
gone from strength-to-strength.
Starting as a Reservations Agent in Jacinta has completed Crown’s
Hotels, Jacinta took on the challenge Leadership and Development program
of Human Resources Coordinator and and the Emerging Indigenous Executive
Executive Assistant to the EGM of HR, Leadership Program (EIELP) – a national
then a secondment opportunity as HR program to identify and develop
Manager of Industrial Relations and Indigenous professionals with the
HR Support, which developed into a potential to become future corporate
permanent role. Jacinta is currently HR executives.
Manager for Table Games – the largest
In 2017, Jacinta was the recipient of
business unit at Crown Melbourne.
the prestigious HRD Rising Star Award.
For Jacinta, the decision to move Currently, Jacinta is completing the
to Melbourne was also inspired by Women of Crown Management Program
a desire to lead by example for young and participating in the Crown Pride
Indigenous persons at Crown and back Employee Consultative Committee for
home in Darwin. “As part of LGBTIQ+ inclusion initiatives and the
the Indigenous Program team, Indigenous Reconciliation Action Plan
I’m working for other Indigenous Steering Committee.
JACINTA CUBILLO
27CORPORATE RESPONSIBILITY REPORT 2019
A highlight of the year for the Indigenous which is a key priority for this year.
Employment Program occurred on 31 A key objective is to retain ‘Elevate’
May 2019 when Crown Perth proudly status, which Crown achieved through
Our People – The Crown Difference
hosted the National Reconciliation Week its second RAP 2015-2017. ‘Elevate’
Breakfast celebrating reconciliation with status, which is the highest level of
the theme for the event – Grounded endorsement granted by Reconciliation
in Truth: Walk Together in Courage. Australia, affirms that Crown is a leader
Indigenous Program Manager for Crown in advancing national reconciliation. The
Perth Sharon Ninyette presented dedicated RAP steering committees
Indigenous Employment Program at the event on behalf of Crown across Melbourne and Perth have
Crown Resorts’ strategy on Indigenous Resorts and acknowledged the Uluru determined that the third RAP will
employment is based on the principles Statement from the Heart and Crown’s focus on identifying the strengths
of broadened workforce diversity and commitment to Indigenous employment. of Indigenous employment and
inclusion, sustainable employment, championing these within the wider
Crown’s commitment to making a
increased cultural awareness among industry. Crown will work collaboratively
positive impact on the lives of Aboriginal
employees and enhanced community with other businesses and external
and Torres Strait Islander people in
and network relationships. Reflecting on stakeholders to ensure targets
Australia over the past 10 years has
the 10 years of Indigenous employment beyond direct employment, including
seen Crown’s Indigenous Employment
and the framework that has been in procurement and cultural awareness
Program achieve award-winning status
place, Crown has much to celebrate. outcomes, can be achieved.
and continue to make a sustainable and
Most importantly, Crown continues
meaningful impact on ‘closing the gap’
to provide employment opportunities
on Indigenous disadvantage.
to Indigenous Australians and has
facilitated 850 Indigenous employment Crown Resorts is in the final stages
opportunities. of developing its third Elevate
Reconciliation Action Plan (RAP)
CASE STUDY
Tristen May, role and says it’s rewarding to provide
Recruitment Coordinator support and mentorship to candidates.
“Aiding with career progression and
Indigenous Program candidate success is a highly rewarding
Tristen May grew up in Western experience.”
Australia and joined Crown Perth in
As for his own mentors, Tristen values
2017 in a casual role of Bell Services
the advice of Manager of the Indigenous
Attendant. His attitude and willingness
Program Crown Perth Sharon Ninyette
to take on more shifts saw his
who encourages him to say yes to
employment status quickly move to a
opportunities, and the examples of two
full-time opportunity.
Crown Melbourne Human Resources
When a secondment opportunity arose Managers, Marcus Maccora and Jacinta
as a Recruitment Coordinator in the Cubillo.
Indigenous Program team, Tristen was
Although moving interstate was
quick to apply and take on the next
challenging, Tristen says the Indigenous
challenge. Although a return from
Program at Crown Perth and Melbourne
parental leave saw the secondment come
made all the difference. “I am very
to an end, Tristen was open to the next
grateful for the mentoring and support I
opportunity which arose shortly after –
received during one of my life’s greatest
the same role in Crown Melbourne.
milestones.
“I knew exactly what I had to do and
“Looking back now, it has been the most
despite some hesitation and consultation
rewarding career choice I have made so
with my parents, I made the swift,
far. I believe that with this decision I will
executive decision to take a leap of faith
experience many more developmental
and move to the big city,” Tristen says.
objectives and successes in future.”
Since moving to Melbourne in April 2019,
Tristen is keen to progress his career at
Tristen has enjoyed the challenge of his
Crown as a Human Resources Advisor.
TRISTEN MAY
28CORPORATE RESPONSIBILITY REPORT 2019
Our People – The Crown Difference
SHARON NINYETTE, NATIONAL RECONCILIATION BREAKFAST AT CROWN PERTH
2009-2019
850 INDIGENOUS EMPLOYMENT
OPPORTUNITIES
2019
78 NEW OPPORTUNITIES CREATED FOR
INDIGENOUS AUSTRALIANS 80 INTERNAL OPPORTUNITIES
FOR INDIGENOUS EMPLOYEES
CASE STUDY
Rosemary May, seek assistance and guidance through
Recruitment Coordinator the Program,” Rosemary says.
Indigenous Program A promotion to higher duties
saw Rosemary undertake further
Since commencing employment with
development with Crown College and
Crown Perth in 2011, Rosemary May has
then a change of area into Stores has
had a varied, challenging and rewarding
seen her undertaking a higher duties
career. A proud Noongar Woman
role.
and mother of four from Western
Australia, Rosemary has important Eventually, a vacancy opened up for the
commitments that transcend the Indigenous Recruitment Coordinator
workplace. However, with the support position. With the encouragement of her
of Crown’s Indigenous Program, she mentor Indigenous Program Manager at
has been able to effectively balance the Crown Perth Sharon Ninyette, Rosemary
demands of parenting and progress was successful in obtaining the position
her career. After a series of difficult and has been enjoying new challenges
personal circumstances, at the age of ever since.
22, Rosemary was seeking employment
When Rosemary’s career was impacted
which would allow her to study whilst
by mental health issues a few years ago,
looking after her two children.
Crown’s Indigenous Program assisted
With the community services assistance of to ensure Rosemary received the
Communicare, Rosemary was connected assistance and the flexibility she needed
with Crown’s Indigenous Program and to retain her employment.
before too long, was working as a Food and
“My future aspiration is to remain with
Beverage Attendant.
Crown long term – I can see myself
“Having the Indigenous Program at progressing further with my career
Crown is a great support network. I had development as well as acting as a role
overcome many issues and I knew I could model for new and existing employees.”
ROSEMARY MAY
29CORPORATE RESPONSIBILITY REPORT 2019
Our People – The Crown Difference
CROWN EMPLOYEE WITH CROWNABILITY AMBASSADOR KURT FEARNLEY
CROWNability addresses its premises, suppliers and
Crown Resorts is one of Australia’s most partners, information communication
significant private sector employers technology, learning and development,
and is dedicated to creating an communication, marketing, recruitment
accessible and inclusive environment and selections.
for employees and visitors. Launched in In recognising International Day of
2014, CROWNability is an employment People with Disability (IDPD), held
program that ensures people with annually on 3 December, CROWNability
disability are given every opportunity conducted intimate roundtable
to gain employment at Crown in the discussions with Crown’s Executive
diverse range of available roles. Team across Melbourne and Perth.
Working proactively with industry Special guest and CROWNability
partners and stakeholders, Crown has ambassador Kurt Fearnley AO, a finalist
provided job opportunities for more in Australian of the Year 2018 and
than 420 people with disability and has Australian Paralympic gold medallist,
maintained a 68% retention rate. was invited to talk about the impact of
disability in Australia, what this means
Crown acknowledges that there for the future and what this will mean
is much more that can be done to for CROWNability’s future direction.
transform perceptions of disability
and provide meaningful employment Crown is proud that Kurt Fearnley
within Crown and beyond. Crown’s continues to represent Crown as the
2018-2021 CROWNability Action Plan CROWNability ambassador. Kurt’s
is strategically focussed to go beyond tireless promotion of positive attitudes
employment to impact Crown’s broader towards disability and opportunities
organisation and community. Crown’s for people with disability make him a
access and inclusion strategy also wonderful ambassador for Crown.
30CORPORATE RESPONSIBILITY REPORT 2019
CASE STUDY
Luke Henson and Pez “I miss reading kinaesthetically with a
book in my hands … I also miss people’s
Our People – The Crown Difference
Luke Henson joined the Crown family faces. Faces and facial expressions are
in early 2019 but unlike other new really important.”
employees, Luke has brought with him
a special, four-legged companion – his Fortunately, Pez is a confident guide
Guide Dog Pez. for Luke and while he cannot replace
some of the experiences Luke misses,
Luke, 37, is legally blind due to an eye he offers Luke the independence to
condition known as Cone-rod dystrophy function day-to-day and travel to and
– an eye disorder that affects the light from locations safely.
sensitivity cells of the retina. Currently,
there is no cure for the condition. Having had Pez for two and half years,
Luke couldn’t imagine life without
To support Luke in the workplace, the him. Pez is a trustworthy and obedient
CROWNability team, with the support companion who relies on routine,
of HR and IT, has implemented systems which suits Luke well because he also
to enable Luke to perform his role as appreciates organisation and structure.
autonomously as possible.
While Pez is a working dog, Luke says
Computer software includes a screen he is a social butterfly and is actually
reader which speaks to Luke using a “a bit of a flirt.”
voiceover. So as not to disturb his work
colleagues, Luke uses earphones. The The dynamic duo is well-known around
software program is NVDA (Non visual Crown and although it’s difficult, all
desktop access). His keyboard has a employees resist the urge to pat Pez,
series of dots to help him identify the which can confuse and distract from
keys. Luke enjoys his role and the fast- the principles learnt through Guide
paced environment of Crown as well Dog training. This can be particularly
as the social environment. challenging in Crown Melbourne’s staff
restaurant – the busiest restaurant in
“I enjoy learning about how the business the southern hemisphere!
works and what roles people are
undertaking … I do love the culture here.” With the aid of Pez and CROWNability,
Luke has very quickly been able to
Outside of work, Luke enjoys listening orientate himself and move around his
to podcasts, making music on his drum work area.
kit and swimming. Soon, Luke hopes
to get back to practising one of his “Everyone at Crown is super friendly
favourite sports, Jiu-jitsu. and supportive; I haven’t met anyone
unpleasant here! I plan to be at Crown
Although he doesn’t allow anything long-term and I’m open to everything
to get in the way of his passions and – I would like to develop and do
interests, Luke admits that there are a something more in the near future.”
few things that cannot be replaced.
LUKE HENSON AND PEZ
JOBS FOR PEOPLE WITH DISABILITY
68%
RETENTION
420 JOBS
31CORPORATE RESPONSIBILITY REPORT 2019
Developing Disability Confidence
With Crown’s vision of access and
inclusion in mind, Crown’s aspiration
is to change the misconceptions about
people with disability by focussing on
awareness and education. Significant
progress has been made to train and
Our People – The Crown Difference
develop employees throughout the
business and recruitment processes
that focus on ability rather than a
person’s disability. Crown’s supervisors
and managers are provided with the
opportunity to participate in Disability
Confidence Training and employees
are required to complete the online
training module focussed
on CROWNability awareness.
Crown’s training programs aim to
assist employees to gain a stronger
understanding of living and working
with disability which supports its
commitment to becoming a disability
confident organisation.
Appointment of Disability
Champions
In 2018, CROWNability formally
appointed Crown Melbourne’s
former Chief Operating Officer of
Hotels, Retail and Food & Beverage
and current Chief Operating Officer
of Crown Sydney, Peter Crinis, and
Crown Perth Chief Operating Officer,
Lonnie Bossi, as Executive Disability
Champions. These appointments are
to assist with promoting and raising
awareness about Crown’s commitment
to disability with both external and
internal stakeholders; and to empower
employees to raise and drive systemic
change within the organisation.
CROWNability Employee
Reference Group (CERG)
The CROWNability Employee
Reference Group is now fully
operational to progress access and
inclusion across Crown’s resorts. The
purpose of the group is to provide
feedback about the program and
leverage the employee reference
group as an internal task group to
drive change throughout Crown.
The group consists of CROWNability
employees, managers of CROWNability
employees and other employees.
Hospitality Disability Network (HDN)
In late 2016, Crown Perth contacted
other West Australian Hospitality
GROUP DISABILITY EMPLOYMENT PROGRAM MANAGER, IAN TSOLAKIS industry stakeholders with the idea
32CORPORATE RESPONSIBILITY REPORT 2019
of forming a network of like-minded
businesses to provide employment
opportunities for people with disabilities.
The Hospitality Disability Network (HDN)
WA pilot program is now well-supported
with the inclusion of several businesses
within the hospitality industry and
Our People – The Crown Difference
two appointed Disability Employment
Services providers.
The objective of the HDN is to
implement a collaborative industry
strategy and make a significant
contribution to the employment and
career development of people with
disability in hospitality.
SHAWN QUINLAN
CASE STUDY
Shawn Quinlan, along with improvements on Crown’s
Crown Melbourne infrastructure including security
management, provisioning servers and a
Shawn was born with Cerebral Palsy and, number of projects.
CASE STUDY at the age of five, was diagnosed as being
hard of hearing with low level vision. Shawn enjoys working with the IT team
that has welcomed his expertise and
Joshua Moss After successfully obtaining a degree contribution. “They are a fantastic team
Finalist for 2018 Employee in IT from Collingwood TAFE, Shawn to work with and, under our manager’s
of the Year, Crown Perth commenced his first job in Desktop guidance, we are all growing in our
Support for ANL, followed by a role with ability to communicate, exchange ideas
Josh Moss has Autism Spectrum
ANZ in Desktop and Server Support. and share knowledge so we can deliver
Disorder (also known as Asperger’s
Shawn spent the next 21 years at ANZ the best possible product and outcomes
Syndrome) and was originally hired
progressing to bigger and more to our customers,” says Shawn.
as a Bus Person working eight hours
challenging projects. He received a
per week polishing cutlery. CROWNability continues to work
Gold award for best performance and
successful deployment of Standard closely with Shawn to support him in his
Although there were not many hours
Operating Environment across 32 role through the provision of assistive
and the role was quite mundane and
countries in Asia Pacific (35,000 computers). technology, support plans and regular
repetitive, Josh became known for
catch-ups.
his dedication and commitment.
In 2018, Shawn was successful in
gaining employment with Crown Shawn’s ongoing success can also be
In December 2014, Josh appeared in
Melbourne. Shawn is employed as attributed to his personal motto of:
the CROWNability Action Plan and
a Technical Analyst working with a “Think smarter, work smarter and think
subsequently applied for numerous
team of 11 providing technical support outside the square to find the solution”.
other roles to broaden his skills
and experience.
In December 2016, Josh did a trial shift
in Merrywell and was subsequently
hired as a part-time waitperson and
went on to fulfil the duties of a host
and at times assists with training new
staff. Josh continues to strive for more
responsibility and aspires to work in
Hotels.
In March 2017, Josh participated
in the filming for CROWNability
Awareness Training and has
contributed to numerous activations
representing CROWNability and
promoting the employment of people
with disability.
In recognition of his excellence in
customer service and contribution to
the Merrywell team, Josh was a top
6 finalist in the 2019 Employee of the
Year Awards.
JOSHUA MOSS
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