Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS

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Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
Inspire our
people
A great place to work where
our people are empowered
to grow and achieve.
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
SUSTAINABILITY
Our People
As a major employer with over 4,200 staff, we know
that taking care of our people is the key to creating a
great place to work.
We are committed to providing our employees with
sustainable career paths at SkyCity and want our
staff to grow their careers with us.

Priority Issues                          FY21 Performance Highlights
•   Employee engagement                 •   
                                             Awarded  the Diversity and Inclusion Leadership Award at the
                                             2020 Deloitte Top 200 Awards and the Diversity and Inclusion
•    eaningful career and
    M
                                             Award at the 2021 NZ HR Awards for Project Nikau, SkyCity’s
    development pathways
                                             pathway to employment programme for vulnerable young
•   Diversity, inclusion and belonging       people targeting Māori and Pasifika

•   Health, safety and wellbeing         •    ade a commitment to contribute to eliminating period poverty
                                             M
                                             by providing free sanitary products to all employees – with the
Key Stakeholders                             initial pilot phase rolled out in New Zealand in May 2021

                                         •   Achieved Gender Tick and Rainbow Tick reaccreditation
•    mployees (existing, former and
    E
    potential)                           •    0% of our employees participated in our Speak Up employee
                                             8
                                             engagement survey – with an engagement score of 85%
•   Union representatives
                                             favourable achieved
•    inistry of Business, Innovation
    M
    and Employment
                                         FY21 Key Challenges
•   Ministry of Social Development
                                         •    o face-to-face leadership development programmes were
                                             N
•   Ministry of Health                       delivered due to the disruption from COVID-19. Instead,
                                             personalised talent development conversations and bespoke
•    epartment of Education, Skills
    D
                                             interventions were deployed where appropriate
    and Employment
                                         •    roject Nikau was put on hold during the first half of the year
                                             P
•   Accident Compensation
                                             due to the limited opportunity to hire new staff following the
     Corporation
                                             COVID-19 related impacts on the New Zealand business
•   WorkSafe NZ
                                         •    kyCity’s Australian and New Zealand operations have faced
                                             S
•   SafeWork SA                              very constrained candidate markets due to the border closures,
                                             making it challenging to fill vacant roles
•   ReturnToWorkSA
                                         •    roviding increased support for employee mental health
                                             P
•   Immigration New Zealand
                                             and wellbeing as employees cope with the challenges and
•   Women’s Refuge                           uncertainty that has been a feature of the past year with the
                                             impact of COVID-19
•    omen in Gaming and
    W
    Hospitality Australasia
                                         FY22 Focus Areas
•   Gender Tick
                                         •    trengthening SkyCity’s commitment to Iwi relationships and
                                             S
•   Rainbow Tick                             improving our understanding of Te Ao Māori, Te Reo Māori and
•   Southern Cross Healthcare                tikanga in New Zealand whilst contributing to employment
                                             opportunities for indigenous peoples in Australia

                                         •    roviding support to employees to strengthen mental health
                                             P
                                             and wellbeing

                                         •    sing the insights gained from our Speak Up employee
                                             U
                                             engagement survey to further enhance employee engagement
                                                                                                                89
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
At SkyCity, we aim to create an environment where                   (up one point on 2019) – meaning that, on average,
     our people are at the centre and ensure that our                    85% of SkyCity employees answered that they
     staff can work safely, are motivated to work hard,                  either “agreed” or “strongly agreed” with nine
     progress in their careers, and have the tools and                   engagement specific questions.
     knowledge they need to look after both themselves
                                                                         To maintain and improve employee engagement,
     and our customers.
                                                                         the survey results support continued investment
                                                                         in diversity, inclusion and belonging, our role in
     Employee Engagement                                                 the communities we operate in, living our values,
     and Developing Meaningful                                           and health and safety. The results also suggest
                                                                         opportunity for improvement in ensuring people
     Career Pathways                                                     feel recognised for a good job, change management
     With a large and diverse workforce, SkyCity is                      at a team level, scheduling and staffing, and
     recognised for taking a lead in staff development                   providing feedback to improve performance.
     and care. Our vision is to be a centre of expertise
     that delivers high value learning and development                   Tahuna Te Ahi – Ignite the Fire
     solutions for staff which contribute to the                         Recognising the special standing of Māori as
     achievement of our business priorities.                             tangata whenua and the indigenous people of
     We have an advanced set of priorities and                           Aotearoa, SkyCity launched Tahuna Te Ahi, a
     programmes in place across our sites to achieve                     tailored programme developed by New Zealand
     our goal of being a great place to work where our                   company Indigenous Growth Limited, for our
     people are empowered to grow and to achieve.                        New Zealand-based employees in 2018. The
     To ensure that these programmes remain effective                    programme provides accelerated leadership
     and relevant, we regularly review the effectiveness                 development specifically for Māori employees in
     of the programmes, in terms of both interest                        addition to implementing initiatives which elevate
     and sustained impact, and make refinements as                       the standing of Māori at SkyCity more broadly.
     required. New programmes are also trialled and                      The programme connects people to indigenous
     introduced where appropriate. We regularly seek                     values and culture while at the same time giving
     advice from staff on how to remove barriers to                      them the tools to incorporate their culture into a
     participation (such as release time) and introduce                  business environment.
     better incentives for participation.                                SkyCity was awarded the 2018 Deloitte Top 200
                                                                         Diversity and Inclusion Leadership Award for the
     Speak Up Employee Engagement Survey
                                                                         programme in November 2018 and was named
     Our Speak Up survey is a biennial Group-wide                        as a Platinum winner in the ‘Best Learning &
     employee engagement survey – the purpose of                         Development Project – Leadership Capability’
     which is to understand employee engagement                          category at the 2019 LearnX Asia Pacific Awards for
     and to prioritise Group-wide initiatives to maintain                the programme in June 2019.
     and improve employee engagement. Employee
                                                                         15 employees commenced the Tahuna Te Ahi
     engagement is defined as the levels of enthusiasm
                                                                         programme during the last financial year.
     and connection employees have with SkyCity – it is
     a measure of how motivated people are to put in
     discretionary effort for SkyCity and a sign of how                  Health, Safety and Wellbeing
     committed they are to stay.                                         At SkyCity, our people are paramount to the success
     Our most recent Speak Up survey was completed                       of our business. Ensuring we take care of our people
     in April 2021, with 80% of employees responding to                  at work allows them to provide our guests with a safe
     the survey (up seven points on 2019). Pleasingly, we                and enjoyable experience. Our character and culture
     achieved an engagement score of 85% favourable                      goal is to provide a great and safe place to work.

90   SkyCity Entertainment Group Annual Report Year Ended 30 June 2021
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
SUSTAINABILITY
Health and Safety                                          •    ffective risk management – we will focus on
                                                               E
                                                               our critical risks, ensuring we have sufficient risk
Over the last financial year, our primary objective
                                                               mitigation strategies in place to prevent fatal or
has been to keep our people and guests safe from
                                                               serious harm;
COVID-19 and support Government initiatives to
minimise the risk of COVID-19 in our communities.          •    ustainable systems and processes – we will
                                                               S
We have implemented extensive processes to                     create a contemporary and resilient approach
plan, manage and review our COVID-19 health                    to the management and improvement of health
management response.                                           and safety; and

We also continued to implement initiatives to              •    ealth and wellbeing – we will adopt a
                                                               H
achieve the strategic goals outlined in our FY19–21            risk-based approach to health and wellbeing,
Group Health and Safety Strategy (adopted in 2018),            including programmes to reduce physical and
which has allowed us to develop strong foundations             psychosocial risks to our workers.
for sustainable safety change. Our Group Health
and Safety Strategy for FY19–21 centres around the
mission “Prevent Harm and Build Wellness” and the
following four goals:

•   I ndustry leading safety culture – we will create a
     positive safety culture for our workers and guests
     with a strong emphasis on genuine and visible
     leadership and active engagement of
     our workers;

                                                                                                                      91
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
FY21 Health and Safety Scorecard

                                   Indicator                                    Target                                                         FY21 Performance

                                   Safety Success                               Zero fatalities or life altering injuries                            Achieved – no fatalities or life
                                   Indicator 1                                                                                                       altering injuries

 OUR PROGRESS
          OUR PROGRESS    OUR PROGRESS
                  OUR PROGRESS     Safety Success
                                   Indicator 2
                                                                                Reduce Total Recordable Incident
                                                                                Frequency Rate (TRIFR) by 10% from
                                                                                                                                               Not achieved – increased by 23.36%

                          FY18-21
 OUR
 FY18-21
         PROGRESS
          FY18-21 FY18-21                                                       the FY20 baseline

 OUR
UR        OUR PROGRESS
         PROGRESS
     PROGRESS     OUR PROGRESS
                          OUR PROGRESS
                                   Safety Success                               Increase hazard reports by 10% from                            Not achieved – increased by 3.22%
 FY18-21
 FY18-21
-21
            Indicator 3
            FY18-21                      the FY20 baseline
                                           FY18-21                 FY18-21
 OUR LAST THREE
            OUR
           The        LAST
                       YEARS
               final TRIFR     THREE       OUR
                                   - STRATEGY
                           and hazard        YEARS
                                      reporting     LAST
                                                results   IN       OURimpacted
                                                                THREE
                                                          - STRATEGY
                                                        were   REVIEW
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                                                                           YEARS THREE
                                                                             INbyREVIEW     YEARS
                                                                                 the-COVID-19
                                                                                      STRATEGY            -andSTRATEGY
                                                                                              disruptions IN   REVIEW IN R
                                  closures, which significantly reduced the total number of hours worked.

 OUR
 LASTLAST
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          THREE
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                                   Industry Leading                         Effective Risk                           Sustainable Systems                       Health and
                                   Safety Culture       and Processes
                                                        SUSTAINABLE         Management
                                                                              Wellbeing
                                                                         SYSTEMS                                                                                                                 HEALTH &
 INDUSTRY LEADING                       SUSTAINABLE EFFECTIVE
                INDUSTRY LEADING EFFECTIVE           SYSTEMS                  HEALTH     &
 SAFETY CULTURE Key
                SAFETY     CULTURE
                    Achievements   RISK
                                   Key  AND   PROCESSES
                                          MANAGEMENT
                                       Achievements     AND
                                                     RISK      PROCESSES
                                                          MANAGEMENT
                                                        Key Achievements      WELLBEING
                                                                              Key Achievements                                                                                                   WELLBEING
                                   (FY19-21)                                (FY19-21)                                (FY19-21)                                (FY19-21)
 INDUSTRY
 INDUSTRY    LEADING
             LEADING      INDUSTRY LEADING          EFFECTIVE
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                          92      SkyCity Entertainment Group Annual Report Year Ended 30 June 2021
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
SUSTAINABILITY
Employee Wellbeing                                        Staff Support Programmes

SkyCity has programmes in place to promote                SkyCity has a range of services designed to assist
healthy behaviours and personal responsibility for        employees who may need a helping hand.
mental and physical health. The programmes aim to
                                                          At our Auckland and Hamilton sites, SkyCity offers
promote healthy lifestyles, increase physical activity,
                                                          confidential help and advice for SkyCity employees
reduce absenteeism and improve productivity.
                                                          – for work issues and situations outside of work.
In response to the COVID-19 pandemic, SkyCity has         They offer advice about practical and effective ways
established a specialist Health and Hygiene team          to handle difficult or sensitive issues and, where
to provide staff with up-to-date information on the       appropriate, assist employees in working with
global pandemic, support in dealing with anxiety          agencies outside of SkyCity who may be able to help.
and stress relating to the pandemic, and training
                                                          The Group-wide Employee Assistance Programme
and awareness on health management relating
                                                          (delivered via EAP Services) is a supportive and
to the pandemic. Following periods of lockdown,
                                                          confidential programme designed to assist SkyCity
we also focused on physical and mental health
                                                          employees who may have problems that affect
work conditioning. These programmes were aimed
                                                          them at work – advice and support is available
at minimising harm in an environment involving
                                                          24 hours a day, seven days a week, from trained
significant disruptions to our operations.
                                                          professional counsellors who can help staff with
Over the last financial year, we also:                    their problems.

•   launched a physical health check programme           SkyCity also provides emergency financial
     where employees can participate in a 30 minute       assistance for employees suffering financial
     health consultation with a nurse – with over 400     hardship. This help can include budgeting advice,
     health checks being carried out to date;             and last resort financial help through a ‘SMILE’ loan
                                                          to New Zealand-based staff who qualify for support.
•    onducted a ‘People Pulse Survey’ on mental
    c
    health and wellbeing with 700 employees               Employee Hardship Fund
    responding to the survey. The results identified
    that our people leaders wanted more training          Like many other businesses, the COVID-19 pandemic
    on how to support employees, and employees            has adversely impacted SkyCity’s business and
    wanted more information on personal coping            operations and necessitated significant changes
    skills for stress management. In response to this     across the SkyCity business from March/April 2020,
    feedback, EAP Services delivered 15 workshops to      including significantly reducing capital expenditure,
    146 managers on how to support better mental          minimising operating costs and restructuring
    health outcomes for employees; and                    SkyCity’s workforce.

•   s upported the World Day for Safety and Health       In April 2020, the SkyCity Employee Hardship Fund
     at Work by hosting a special event in partnership    was established to initially assist SkyCity’s departing
     with the NZ Business Leaders Health & Safety         employees in New Zealand who found themselves
     Forum in Auckland. To coincide with this day,        in financial difficulties that could not fully be
     a pocket guide on 'How to have a conversation        addressed by their redundancy payments. The Fund
     about Mental Health' was launched. This guide        was established using funds contributed by the
     is based on the NZ Mental Health Foundation's        Senior Leadership Team and other senior executives
     work and is designed to empower our people to        across the business via voluntary reductions in
     have safe conversations and be able to identify      their salaries from 1 April – 30 June 2020 and from
     certain behaviours, approaching colleagues with      voluntarily contributions by other staff members.
     empathy and a willingness to listen.                 As at 30 June 2021, a total of $223,407 had been
                                                          granted (with no obligation for repayment) to 123
As part of SkyCity’s wellness programme, all              affected employees.
SkyCity employees are invited to receive a free
flu vaccination. This service is offered annually
to employees onsite at the beginning of the flu
season to ensure all staff have easy access to the
vaccinations. Around 600 vaccinations have been
delivered in 2021.

                                                                                                        Our People   93
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
Healthcare                                                          •    aintain a gender balance across the population
                                                                             m
                                                                             of employees who make up the top four levels of
     SkyCity understands that healthcare can be
                                                                             the organisation hierarchy;
     expensive and sometimes difficult to access
     for members of the workforce. We therefore                          •    ontinue to review gender and ethnic pay
                                                                             c
     offer permanent, full-time employees in our                             equality and deliver an organisation-wide
     New Zealand sites health insurance via our                              programme that removes any risk of bias or
     healthcare provider Southern Cross Healthcare.                          inequality;
     SkyCity fully subsidises the RegularCare plan,
                                                                         •   leverage and grow diverse talent pools to develop
     which provides shared cover for surgical treatment,
                                                                              a more ethnically diverse leadership population;
     recovery, support, imaging and diagnostic tests and
     day-to-day treatment. Employees are also able to                    •    aintain certification with specialist
                                                                             m
     add their family members to the insurance plan at                       organisations who represent minority groups
     an additional cost.                                                     within the SkyCity workforce (for example
                                                                             Rainbow Tick) to reiterate our commitment to,
     Diversity, Inclusion and Belonging                                      and support of, these minority groups’ interests;

                                                                         •    uild the capability of all leaders in
                                                                             b
     We have a strong representation of minority groups
                                                                             understanding and leveraging diversity of
     at SkyCity who are often underrepresented at
                                                                             thought through ensuring appropriate learning
     leadership levels in the workforce. Encouraging
                                                                             and development solutions are delivered;
     diversity of thought in our workforce, and
     in leadership roles in particular, allows us to                     •    ontinue to work with a panel of advisors and
                                                                             c
     strategically reflect our diverse customer base and                     experts to provide informed perspectives and
     draw people with different backgrounds to our                           guidance to the Chief Executive Officer and
     business. We believe this diversity of thought offers                   Inclusion Council on diversity and inclusion
     an opportunity to enhance SkyCity’s competitive                         matters; and
     advantage and provide long term sustainable
     business success.                                                   •    ontinue to provide support and education to
                                                                             c
                                                                             employees and managers to promote mental
     We value and respect the contributions, ideas                           health awareness and wellbeing.
     and experiences of people from all backgrounds
     and are committed to an inclusive workplace that                    Gender Composition
     enhances and promotes workplace diversity across
                                                                         Over the last financial year, SkyCity has challenged
     the business. We are committed to providing
                                                                         itself to increase female representation, particularly
     opportunities and initiatives that assist all to reach
                                                                         in senior leadership roles, and has maintained a
     their potential, and regularly benchmark and report
                                                                         gender balance across the top four levels of the
     on our diversity position, policy and objectives.
                                                                         organisation. This has been driven by initiatives
     SkyCity’s Diversity and Inclusion Policy (available in              which support the development of our female
     the Governance section of the company’s website                     talent pipeline and by ensuring strong female
     at www.skycityentertainmentgroup.com) provides                      candidates are identified in the recruitment
     a framework for the company’s current and future                    process for all executive roles and any systemic
     diversity and inclusion initiatives. Each year, the                 bias in recruitment, development and promotion
     SkyCity Board sets measurable objectives to                         processes are removed.
     promote diversity and inclusion. The measurable
     objectives set by the Board for the financial year
     ending 30 June 2022 are to:

     •    ontinue to ensure strong female candidates are
         c
         identified in the recruitment process for all Board
         and senior executive roles;

94   SkyCity Entertainment Group Annual Report Year Ended 30 June 2021
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
SUSTAINABILITY
The gender composition of SkyCity’s directors, officers, senior executives and total workforce as at 30 June 2021
and, comparatively as at 30 June 2020, is set out below:
                                                              Female                                   Male
                    2021                            Number                 %               Number                  %                          Total
Directors                                               3                 43%                  4                  57%                             7
Officers                                                4                 50%                  4                 50%                              8
Senior Executives                                       5                 45%                  6                  55%                             11
Total Workforce                                      2,082                49%                2,167                51%                        4,249

                                                              Female                                    Male
                    2020                            Number                 %                Number                 %                          Total
Directors                                               2                 40%                   3                 60%                             5
Officers                                                3                 43%                   4                 57%                             7
Senior Executives                                       4                 40%                   6                 60%                            10
Total Workforce                                       1,832               48%                1,980                52%                         3,812

In the above tables:
•   ‘officers’ are the Chief Executive Officer and those directly reporting to the Chief Executive Officer, other than the Executive Assistant;
•    ‘senior executives’ are , with the exception of the Chief Executive Officer, those who hold a strategic position (as determined by the People
      and Culture Committee from time to time); and
•     the ‘total workforce’ number does not include those who identify as gender diverse and those who elected not to identify as being female,
       male or gender diverse.

Inclusion Council                                                           Te Taura Whiri i te Reo Māori. Te Roopū Māori o
                                                                            SkyCity has also supported cultural elements of
In 2019, a SkyCity Inclusion Council was established to
                                                                            SkyCity events over the last financial year, including
support the embedding of an authentic and inclusive
                                                                            the official pōwhiri for Michael Ahearne into the role
culture within SkyCity Auckland. The Council is made
                                                                            of Chief Executive Officer and Matariki celebrations,
up of Employee Resource Groups whose purpose
                                                                            launched a new Te Roopū Māori o SkyCity logo and
is to bring to life SkyCity’s diversity and inclusion
                                                                            established an employee whānau room.
objectives. The Employee Resource Groups sit on
a forum to discuss priorities and proposed actions                          In the last financial year, a SkyCity Inclusion Council
with senior leadership on a quarterly basis. The five                       was also established in SkyCity Adelaide with
core Employee Resource Groups are Women in                                  three core Employee Resource Groups - Women in
Leadership, NZ Asian Leaders, SkyCity Pride, Pasifika                       Leadership, LGBTTIQA+ and Disability/Ability.
Leaders and Te Roopū Māori o SkyCity. The leaders of
the Employee Resource Groups bring together their                           Eliminating Period Poverty
respective communities, confirming their priorities                         With our ongoing focus on gender equality and
and work together to drive initiatives that impact the                      inclusion, one key area SkyCity has identified where
groups they represent.                                                      it can make a difference is the elimination of period
Te Roopū Māori o SkyCity continues to provide a                             poverty by removing one of the barriers to women
significant amount of support and guidance to                               participating in work with the same conveniences
SkyCity management, and the broader workforce,                              as their male colleagues. Period poverty is when
with the aim of delivering better outcomes for                              someone cannot access the menstrual products
Māori. In September 2020, the Roopū celebrated                              (such as pads, tampons or cups) they need for
Te Wiki o Te Reo (Māori language week) with the                             their period. There are many barriers to access -
delivery of an online te reo Māori lesson to SkyCity                        the biggest is usually cost. Other barriers include
employees and, in association with Te Taura Whiri                           convenience (being caught short) absence of basic
i te Reo Māori (the Māori Language Commission),                             equipment (such as sanitary bins), different cultural
projected a hei tiki on the Sky Tower – which                               beliefs and community stigma.
received recognition as a stand-out moment from

                                                                                                                                         Our People    95
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
Since May 2021, we have provided free sanitary                      Gender Tick
     products in all female and gender-neutral employee
                                                                         In April 2019, SkyCity was awarded the Gender Tick
     bathrooms across the SkyCity properties in New
                                                                         in recognition of its commitment to providing a fair
     Zealand to ensure that our female employees
                                                                         workplace for all employees. The Gender Tick was
     feel empowered and engaged to come to work
                                                                         reconfirmed in June 2020 and July 2021.
     and perform their very best without facing any
     barriers or being inconvenienced. SkyCity Adelaide                  Gender Tick is a New Zealand-based accreditation
     has provided free sanitary products in all female                   for businesses to demonstrate their commitment to
     employee bathrooms from July 2021.                                  gender equality in the workplace. The programme
                                                                         assesses organisations across five key indicators,
     Supporting Our Rainbow Community                                    including gender inclusive culture, flexibility and
     SkyCity has maintained a Rainbow Tick for its                       leave, women in leadership, gender pay equality
     Auckland and Hamilton properties for a sixth year,                  and ensuring a safe workplace.
     and our Queenstown site was awarded the Pride
                                                                         Pay Equality
     Pledge in 2020. Being a Rainbow Tick employer
     means SkyCity has been acknowledged as being a                      SkyCity continues to monitor and report on
     safe, supportive and welcoming workplace where                      remuneration outcomes by gender to ensure pay
     employees can bring their whole selves to work                      equality.
     without fear of discrimination or disadvantage
                                                                         In the last financial year, SkyCity also conducted
     – no matter what their gender identity or sexual
                                                                         gender pay equality analysis for like positions
     orientation.
                                                                         (being positions with similar degrees of know-how,
     SkyCity is committed to continually improving and                   problem solving and accountability). This analysis
     working with the feedback received from Rainbow                     identified that there are no indications of gender
     Tick to find ways we can further support our SkyCity                bias across similar positions.
     rainbow community.
                                                                         We remain focused on increasing the
     Through the Inclusion Council at SkyCity Auckland,                  representation of women in senior roles across the
     the SkyCity Pride Employee Resource Group has                       business through a gender balanced talent pipeline.
     driven a range of initiatives through Pride Week                    These initiatives, in addition to a strategy deployed
     and celebrated Wear It Purple Day, an awareness                     over the past three years to lift the hourly wage
     day specifically for young people who identify as                   rate of SkyCity’s lowest paid staff, has contributed
     LGBTTIQA+ and IDAHOBIT Day, the International                       to a reduction to SkyCity’s gender pay gap in
     Day against Homophobia, Biphobia and                                New Zealand. While our Australian gender pay gap
     Transphobia.                                                        remains well below the Australian National Gender
                                                                         Pay Gap, the changes to our Australian business
     Our Adelaide site maintained its Pride in Diversity
                                                                         over the financial year ended 30 June 2021 have
     programme membership, which reiterates our
                                                                         seen a significant increase to our Australian gender
     commitment to our lesbian, gay, bi-sexual,
                                                                         pay gap. We are undertaking extensive root cause
     trans-sexual and intersex Australian-based staff.
                                                                         analysis on this change in Australia and remain
     SkyCity Queenstown has been a supporter of the                      committed to reducing both our Australian and
     Winter Pride event in Queenstown for many years                     New Zealand gender pay gaps. We are developing
     and signed up to the Pride Pledge in June 2018. The                 further enhancements to our pay transparency
     Pride Pledge was started in Queenstown to raise                     approach and believe this will have a positive
     the visibility of safe spaces within the Queenstown                 impact on our gender pay gap across Australia and
     community after the Winter Pride festival                           New Zealand.
     organisers realised that, although the town had an
                                                                         In the last financial year, SkyCity conducted an
     inclusive heart, it was very difficult for the rainbow
                                                                         ethnic pay gap analysis for the first time. As part of
     community to see any visible signs that they were
                                                                         this, and to ensure our data and insights accurately
     welcome and included.
                                                                         reflect our workforce and continue to inform our
                                                                         priorities, we commenced a programme to increase
                                                                         employee ethnicity data capture which resulted in
                                                                         an increase in data capture from 60% of SkyCity’s
                                                                         workforce to 83% (excluding individuals who
                                                                         elected ‘prefer not to say’).

96   SkyCity Entertainment Group Annual Report Year Ended 30 June 2021
Inspire our people A great place to work where our people are empowered to grow and achieve - Amazon AWS
SUSTAINABILITY
The following table illustrates the SkyCity gender pay gap as at 30 June 2021 and as a comparison against
the prior periods and the respective national gender pay gaps:

                                                      New Zealand                                            Australia
                                          SkyCity Gender            National Gender            SkyCity Gender            National Gender
                                             Pay Gap                    Pay Gap                   Pay Gap                    Pay Gap
                                          (as at 30 June)                                      (as at 30 June)
                                                                         9.5%                                                 13.4%
2021                                           6.9%                                                 6.1%
                                                                     (August 2020)                                       (November 2020)
                                                                         9.3%                                                 13.9%
2020                                           7.5%                                                 1.5%
                                                                     (August 2019)                                       (November 2019)
                                                                         9.2%                                                 14.1%
2019                                           8.2%                                                 1.5%
                                                                     (August 2018)                                       (November 2018)

Percentage difference between the median hourly rate for women compared to the median hourly rate for men as at 30 June 2020.
Includes permanent and temporary employees.

The following table illustrates the SkyCity ethnic pay gap as at 30 June 2021:

                                                                               New Zealand
                                     SkyCity Ethnic Pay Gap as compared to Pakeha                   National Ethnic Pay Gap*
                                                Men (as at 30 June 2021)
Pakeha Women                                                7.9%                                                 11.9%
Māori Women                                                 18.9%                                                22.0%
Pacific Women                                               16.6%                                                25.4%
Asian Women                                                 11.3%                                                19.0%

*The New Zealand Household Labour Force Survey pay gaps (to Pakeha men) as at 30 June 2020.

                                                                                  Australia
                                                 SkyCity Ethnic Pay Gap as compared to European Men (as at 30 June 2021)
European                                                                              2.0%
Asian Women                                                                           13.3%

                                                                        Women in Gaming and Hospitality Australasia

                                                                        SkyCity is a Platinum Partner of Women in Gaming
                                                                        and Hospitality Australasia. SkyCity’s partnership
                                                                        broadened the industry body’s reach into New
                                                                        Zealand and Adelaide.

                                                                        Women in Gaming and Hospitality Australasia is
                                                                        dedicated to achieving an inclusive industry and
                                                                        promoting gender equitable outcomes in the
                                                                        workplace. Its purpose is to achieve an inclusive
                                                                        industry and promote positive outcomes for
                                                                        women in the gaming, hospitality and gaming
                                                                        related industries by encouraging the development
                                                                        and success of women through education,
                                                                        mentorship and networking opportunities and
                                                                        providing tools and support for organisations
                                                                        wishing to develop or enhance their gender
                                                                        diversity and inclusion initiatives – all of which
                                                                        aligns strongly with SkyCity’s values.

                                                                                                                                 Our People   97
Performance Against FY21 Board Diversity and Inclusion Objectives

     SkyCity performed well against the measurable objectives set by the Board to promote diversity and
     inclusion for the financial year ended 30 June 2021:

      Objective                           Progress Made

      Continue to ensure                  Recruitment briefs for the Board recruitment process during the past
      strong female candidates            financial year explicitly specified that SkyCity required female candidates to
      are identified in the               be identified wherever possible.
      recruitment process
                                          In the past financial year, three new Board members have been appointed,
      for all Board and senior
                                          one of whom is female. This brings our total gender composition for the
      executive roles
                                          Board to 43% female and 57% male.

                                          Recruitment briefs for the senior leadership recruitment process explicitly
                                          specified that SkyCity required female candidates to be identified wherever
                                          possible.

                                          In the past financial year, six senior executive appointments have been
                                          made, four of which were internal and two external. Whilst the four internal
                                          appointments are male, both external appointments are female – bringing
                                          SkyCity’s ‘Senior Executive’ gender composition to 45% female and 55%
                                          male and ‘Officer’ gender composition to 50% female and 50% male, where:

                                          •   ‘Senior Executives’ are, with the exception of the Chief Executive Officer,
                                               those who hold a strategic position (as determined by the People and
                                               Culture Committee from time to time); and

                                          •   ‘Officers’ are the Chief Executive Officer and those directly reporting to the
                                               Chief Executive Officer, other than the Executive Assistant.

      Maintain a gender balance           During the past financial year, gender balance has been maintained across
      across the population of            the top four levels of the organisation hierarchy with 46% of employees
      employees who make up               being female and 54% being male, demonstrating a balanced gender
      the top four levels of the          representation in our talent pipeline.
      organisation hierarchy

      Continue to review                  SkyCity continues to monitor and report on remuneration outcomes by
      gender pay equality and             gender to ensure pay equality.
      deliver an organisation-
                                          SkyCity also conducted gender pay equality analysis for like positions,
      wide programme that
                                          positions with similar degrees of know-how, problem solving and
      removes any risk of bias or
                                          accountability. This analysis identified that there are no indications of
      inequality
                                          gender bias across similar positions.

                                          While our analysis has identified no evidence of a gender driven pay gap
                                          for like positions, we remain focused on increasing the representation of
                                          women in senior roles across the business through a gender balanced talent
                                          pipeline.

                                          SkyCity’s New Zealand overall gender pay gap decreased to 6.9% (at 30 June
                                          2021) from 7.5% (at 30 June 2020).

                                          SkyCity’s Australian overall gender pay gap increased to 6.1% (at 30 June
                                          2021) from 1.5% (at 30 June 2020).

98   SkyCity Entertainment Group Annual Report Year Ended 30 June 2021
SUSTAINABILITY
Objective                     Progress Made

Leverage and grow diverse     Several initiatives were delivered during the past financial year with the
talent pools to develop a     objective of developing a more ethnically diverse leadership population:
more ethnically diverse
                              •    kyCity continued to offer its Māori leadership programme, Tahuna te
                                  S
leadership population
                                  Ahi, in partnership with Indigenous Growth Limited;

                              •    kyCity continued as a major partner of TupuToa, hosting four summer
                                  S
                                  interns for three months within our corporate business, two of whom
                                  have been appointed to permanent positions; and

                              •    kyCity continued its sponsorship of the New Zealand Asian Leaders
                                  S
                                  Forum.

Maintain certification with   Rainbow Tick certification was achieved for our Auckland and Hamilton
specialist organisations      sites, and our Queenstown site was awarded the Pride Pledge.
who represent minority
                              Our Adelaide property maintained its Pride in Diversity membership.
groups within the SkyCity
workforce (for example        SkyCity New Zealand sites achieved reaccreditation of Gender Tick, an
Rainbow Tick) to reiterate    accreditation for businesses to demonstrate their commitment to and
our commitment to and         progress for gender equality.
support of these minority
groups’ interests

Build the capability of all   The SkyCity Inclusion Council continued to encourage employee-led
leaders in understanding      initiatives and provide strong executive visibility and sponsorship across
and leveraging diversity of   the New Zealand properties. Five core groups continue to be represented,
thought through ensuring      including Women in Leadership, NZ Asian Leaders, SkyCity Pride, Pasifika
appropriate learning and      Village and Te Roopū Māori o SkyCity.
development solutions
                              SkyCity Adelaide has launched an Inclusion Council, which replicates
are delivered
                              the model already established in New Zealand, with three core groups
                              represented, including Women in Leadership, LGBTTIQA+ and
                              Disability/Ability.

                              SkyCity Adelaide has launched online learning modules for people leaders
                              to build understanding of diversity and inclusion and unconscious bias and
                              provide suggested actions to remove bias.

Identify and appoint an       SkyCity conducted an employee ‘Pulse Check’ on mental health and
advisory panel to provide     wellbeing, which identified that people leaders were seeking more
informed perspectives         training on how to support employees and employees were seeking more
and guidance to the           information on personal coping skills for stress management.
Chief Executive Officer
                              SkyCity partnered with EAP Services to deliver workshops to people leaders
and Inclusion Council on
                              building greater awareness of mental health and wellbeing and launched
diversity and inclusion
                              a range of tools and executive team sponsorship as part of Mental Health
matters
                              Awareness week.

                              SkyCity supported the World Day for Safety and Health at Work by hosting
                              a special event in partnership with the NZ Business Leaders Health & Safety
                              Forum in Auckland. To coincide with this day, a pocket guide on 'How to
                              have a conversation about Mental Health' was launched. The guide is based
                              on the NZ Mental Health Foundation's work and is designed to empower our
                              people to identify certain behaviours, approaching colleagues with empathy
                              and a willingness to listen.

Continue to provide           A number of specialists have been engaged to provide perspectives and
support and education to      guidance to both management and Employee Resource Groups from the
employees and managers        Inclusion Council, with a focus on building cultural understanding and
to promote mental health      competence.
awareness and wellbeing
                                                                                                            99
Our Staff Numbers
      Worked Full-Time Equivalent (FTE)* by Site

       Site                     Number of Employees                %

                                    FY21         FY20       FY21         FY20

       Adelaide                     733           616       27%          24%     27%          64%
       Auckland                    1,726         1,696      64%          67%     Adelaide    Auckland

       Hamilton                     185           179        7%          7%

       Queenstown                    43           38         2%          2%

       Total                       2,687         2,529      100%         100%

                                                                                  7%          2%
      *The FTE calculation is based on actual hours worked by staff,
        not contracted hours. This definition provides a more accurate
        assessment of full-time equivalent staff.                               Hamilton    Queenstown

      Total Headcount for Group

       Site                         Number of Staff                %

                                    FY21         FY20       FY21         FY20

       Adelaide                    1,346         1,059      32%          28%     32%         60%
       Auckland                    2,562         2,414      60%          63%
                                                                                 Adelaide    Auckland

       Hamilton                     293          290         7%          8%

       Queenstown                    58           54         1%           1%

       Group Total                 4,259         3,817      100%         100%

                                                                                  7%           1%
                                                                                Hamilton    Queenstown

      Employment Contract Type for Group

       Contract Type            Number of Employees                %

                                    FY21         FY20       FY21         FY20

       Permanent                   3,784         3,462      89%          91%     89%          11%
       Temporary                    475           355        11%         9%     Permanent   Temporary

       Group Total                 4,259         3,817      100%         100%

100   SkyCity Entertainment Group Annual Report Year Ended 30 June 2021
SUSTAINABILITY
Employment Contract Type by Gender

 Contract type                                         Female               Gender Diverse               Male            Group Total

                                                   FY21       FY20         FY21        FY20       FY21      FY20       FY21          FY20

 Permanent                                         89%         91%        100%         100%        88%      90%        89%           91%

 Temporary                                          11%        9%           0%          0%         12%          10%     11%           9%

Employment Contract Type by Site

 Contract type                                        Adelaide                 Auckland              Hamilton            Queenstown

                                                   FY21       FY20         FY21        FY20       FY21      FY20       FY21          FY20

 Permanent                                         68%         72%         98%         98%        100%      99%        100%          100%

 Temporary*                                        32%         28%          2%          2%         0%           1%      0%            0%

*Adelaide defines casual employees as temporary whereas the New Zealand sites define employees with a fixed end date as temporary.

Employment Type by Gender

 Contract type                                         Female               Gender Diverse               Male            Group Total

                                                   FY21       FY20         FY21        FY20       FY21      FY20       FY21          FY20

 Full-Time                                         49%         54%         50%         25%        60%       62%        54%           58%

 On Demand                                          21%        20%         33%         50%         18%          17%    20%           19%

 Part-Time                                         30%         26%         17%         25%         22%          21%    26%           23%

Employees in Collective Agreements by Site

 Contract type                 Adelaide               Auckland                 Hamilton            Queenstown            Group Total*

                           FY21        FY20        FY21       FY20         FY21        FY20       FY21      FY20       FY21          FY20

 Yes                        77%         74%        20%         26%          3%          4%         0%           0%     37%           37%

 No                        23%          26%        80%         74%         97%         96%        100%      100%       63%           63%

*Group total percentages are weighted proportionately based on site Worked FTE.

Employee Absenteeism*

 Contract type                 Adelaide               Auckland                 Hamilton            Queenstown            Group Total**

                           FY21        FY20        FY21       FY20         FY21        FY20       FY21      FY20       FY21          FY20

 Absenteeism              4.06%        3.08%      3.76%       3.95%       3.62%       3.09%       2.32%     1.83%     3.78%          3.70%

 *As a percentage of scheduled days.
**Group total percentages are weighted proportionately based on site Worked FTE.

                                                                                                                                Our People   101
Grow our
communities
Serve a social purpose by
investing in our local economies
and communities.
SUSTAINABILITY
Our Communities
Our aim is to create value in our business and in the
communities in which we operate.
We understand that to do this we need to engage
meaningfully with our communities, listen to
their critical needs and expectations, and respond
through developing meaningful community
partnerships and by taking action to address key
issues in our operations.

Priority Issues                        FY21 Performance Highlights
•   Economic contribution             •    our Speak Up employee engagement survey, employees
                                           In
                                           rated “being proud of the role SkyCity plays in the community”
•    uilding communities by
    B
                                           as a key driver of engagement
    developing people
                                       •    he Firefighter Sky Tower Stair Challenge raised over $2.2 million
                                           T
•   Investing in our communities
                                           for Leukaemia and Blood Cancer New Zealand across the two
•    eveloping deeper connections
    D                                      events held in FY21 (including the postponed 2020 event)
    with Iwi and indigenous peoples
                                       •    kyCity Hamilton continued its support of women’s sport by
                                           S
                                           sponsoring women’s cricket team, the Northern Spirit, and
Key Stakeholders                           netball team, Waikato Bay of Plenty Magic
•   Community groups                   •    kyCity contributed a total of $4.1 million to the four SkyCity
                                           S
                                           Community Trusts for distribution to community groups and
•    ponsorship partners, including
    S
                                           organisations in the Auckland, Waikato and Queenstown Lakes
    Leukaemia & Blood Cancer
                                           regions
    New Zealand and
    Variety – The Children’s Charity   •   Seven Project Nikau cadets were employed at SkyCity Auckland
•   Community partnerships
                                       FY21 Key Challenges
•    ecipients of SkyCity Community
    R
    Trust grants                       •    nboarding new Trustees for the SkyCity Community Trusts,
                                           O
                                           developing a new funding strategy and communicating this to
•   Philanthropy New Zealand
                                           our communities
•   Local Iwi
                                       •    ue to COVID-19 related business disruption, there were
                                           D
•   Ministry of Social Development         limited opportunities to employ Project Nikau rangatahi
                                           (young people) in the first half of the year
•   Te Puni Kōkiri

•   TupuToa                            FY22 Focus Areas
•   First Foundation                   •    roject Nikau has a target of employing, developing and
                                           P
                                           retaining 100 rangatahi over the next three years, moving from
                                           a pilot programme to an integral part of SkyCity's recruitment
                                           and retention strategy, with continued focus on Māori and
                                           Pasifika from the "Not in Employment, Education or
                                           Training" cohort

                                       •    kyCity will continue to deepen its relationships with
                                           S
                                           indigenous peoples in New Zealand and Australia with a
                                           formal Te ao Māori advisory agreement in place with Ngāti
                                           Whātua Ōrakei in New Zealand and support to Career Trackers,
                                           an organisation which supports pathways for indigenous
                                           university graduates into corporate internships in Adelaide           103
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