Toll Group Innovate Reconciliation Action Plan
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Toll Group
Jan 2020 – Jan 2022
Innovate Reconciliation
Action PlanOur vision for Our business Our RAP
reconciliation Founded in Newcastle, Australia in 1888, Toll Group At Toll, we recognise that the nature of our business means that we play an important role towards a reconciled
today is proudly part of Japan Post. Operating an Australia. Every day, our people travel across the lands of many different Traditional Owners and the diverse
Our vision for reconciliation in Australia is one extensive global logistics network across 1,200 nature of our work means that we can positively influence the outcomes for these communities. We recognise the
that understands, embraces and celebrates a locations in more than 50 countries, our 40,000 histories, cultures and contributions that Aboriginal and Torres Strait Islander peoples and communities have and
variety of cultures. As a national and international employees provide a diverse range of transport and continue to make, and we are proud to work in partnership to continue to drive positive outcomes. Our RAP is our
company, we want to ensure that our business logistics solutions covering road, air, sea and rail to public commitment to how we will work with Aboriginal and Torres Strait Islander communities to continue to make
reflects the values of inclusion and diversity. help our customers best meet their global supply successful and valuable contributions towards reconciliation.
We want to create an environment built on chain needs.
knowledge and understanding that welcomes people We have worked with and alongside Aboriginal and Torres Strait Islander peoples throughout our long and proud
of all backgrounds, in particular the First Nations Domestically, our 18,000 employees, including history. Our RAP formally recognises the part that Aboriginal and Torres Strait Islander peoples have played in
of Australia – Aboriginal and Torres Strait Islander approximately 100 Aboriginal and Torres Strait Islander our business, as employees, as customers, as suppliers and as communities throughout our history.
peoples – and values the contribution we all make employees, across more than 300 sites, operate
to society. We aim to develop our understanding a full range of logistics and transport solutions – from Our RAP Work Group has representatives from across our business, including representatives from Aboriginal
of cultural diversity in the workplace and to give warehousing and freight forwarding to express parcel and Torres Strait Islander employees. The RAP Work Group is sponsored by our President, Global Logistics,
our employees the tools to develop and grow their delivery and project logistics. Put simply, we perform and each member shares a deep passion for driving reconciliation across our organisation and the communities
awareness of the richness and diversity of Aboriginal almost every logistics task you can think of. We have in which we operate.
and Torres Strait Islander cultures and histories, in three main aspects of the business that we call
addition to the other cultures that are represented our divisions. Our RAP Work Group, and our business, recognises the role we play in corporate Australia, helping to end
in our organisation. Through demonstrating our the cycle of disparity. Through our journey towards reconciliation, we want to be able to acknowledge the
• Global Logistics operates state-of-the-art
commitment to reconciliation, we wish to be able to richness of Aboriginal and Torres Strait Islander histories and create an inclusive environment where people
warehouses and transportation throughout
ensure that in all areas of our business, we work with, of all backgrounds work and prosper side by side.
the Asia Pacific region. We manage the needs
listen to and empower Aboriginal and Torres Strait
of many big brands and corporations, providing
Islander peoples, communities and businesses.
total logistics solutions to the oil and gas, energy,
mining, chemicals, retail, consumer, government
and coal industries.
Our RAP work group
• Global Forwarding sends freight around the Sponsor:
world by sea and air. We purchase space on Peter Stokes,
board freighter ships and aeroplanes, and clear President, Global Logistics
customs to ensure we get our customers’ goods
from A to B reliably and on-time. Members:
Quentin Masson,
• Global Express is the express delivery service Jacqui Bainbridge,
Global Head of Government and Defence,
of the business, with dedicated couriers to move Senior Manager, Social Responsibility
Group Sales and Marketing
eCommerce deliveries, important documents, Ceah David
and other critical supplies and products quickly Ruth Oakden,
Transitions Consultant, Global Logistics Group Manager Wellbeing,
and securely.
Jody Duncan, Employee Support and Engagement,
We also have our Group Operational Services – a hub Senior Manager, Human Resources Human Resources
of common and shared services including linehaul, Kate Martin, Sharon Abbott,
equipment, people, property, and procurement, with General Manager, Strategy Graduate Program Manager,
end-to-end visibility and management of our key assets. Scott Nicholls, Human Resources
So, whether we need to provide warehousing in India, Executive General Manager, Resources
Zed Ivankovic,
shipping from China to Europe or express parcel Michael Gilmore, Chief Corporate Affairs Officer, Corporate
delivery around the Sydney CBD, we have the Client Services Manager, Global Express Affairs
capacity, and the people with a wide range of skills Emma Jones,
to help us do just that.
Talent Acquisition ManagerOur reconciliation journey Our action plan
Toll has been engaging with Aboriginal and Torres Strait Islander communities throughout Australia in relation Relationships
to employment, training, procurement of business and in-kind support for many years. In 2013, we developed Toll recognises that building strong and lasting relationships with Aboriginal and Torres Strait Islander
our first RAP, aimed at acknowledging the role that Aboriginal and Torres Strait Islander peoples and communities communities and peoples is important for driving mutually beneficial relationships that work towards a
play within our business, as suppliers, customers, employees and in wider society. Since then, we have made reconciled Australia.
many steps towards reconciliation, but we know the journey is not over. We launched our second RAP in 2014
and with our third RAP we aim to continue our journey by looking for more opportunities to engage,
drive positive relationships and provide long term sustainable economic and social outcomes. Action Deliverable Timeline Responsibility
1. Establish and Meet with local Aboriginal and Torres Strait August 2020 Senior
Our journey highlights maintain mutually Islander stakeholders and organisations Manager,
beneficial relationships to develop guiding principles for Social
with Aboriginal and future engagement. Responsibility
2011 – Toll changes our Second Step employment Torres Strait Islander
and training program to focus on employment stakeholders and
Develop and implement an engagement December Senior
pathways program for Aboriginal and Torres Strait organisations.
plan to work with Aboriginal and Torres 2020 Manager,
Islander peoples Strait Islander stakeholders and Social
organisations (nationally). Responsibility
2012 – Toll launches national approach to Reconciliation
2012 – Toll joins Supply Nation and starts utilising Indigenous Develop and implement an engagement May 2020 Senior Vice
owned Businesses (IoB) as part of our procurement of plan to work with Aboriginal and Torres Strait President,
goods and services Islander stakeholders and organisations Projects
(regional/local).
2013 – Toll launches first Reconciliation Action Plan
Prepare a toolkit to encourage local sites May 2021 Senior Vice
and offices to engage with Traditional Owner President,
2013 – Toll commences delivery of Cultural Awareness
groups and local Aboriginal and Torres Strait Projects
training across our operations
Islander communities.
2014 – Toll supports the Long Walk
2. Build relationships Circulate Reconciliation Australia’s May 2020 Chief Corporate
2014 – Toll launches second Reconciliation Action Plan through celebrating NRW resources and reconciliation materials and 2021 Affairs Officer
National Reconciliation to our staff.
2015 – Toll supports APY Lands and the delivery of fresh food Week (NRW).
into the community through partnership with Mai Wiru RAP Work Group members to participate 27 May- RAP Work Group
Regional Stores Council in an external NRW event. 3 June, 2020 Sponsor
and 2021
2016 – Toll supports Aboriginal football player, turned Encourage and support staff and senior 27 May- RAP Work Group
artist, Gavin Wanganeen in moving his artwork
leaders to participate in at least one external 3 June, 2020 Sponsor
across the country
event to recognise and celebrate NRW. and 2021
2017 – Toll supports the training and development of
APY Land community members through offering Organise at least one internal NRW 27 May- Senior Vice
traineeships and a dedicated Aboriginal mentor event each year. 3 June, 2020 President,
on local projects and 2021 Projects
2018 – Aboriginal trainee, Nathan Paige, wins Indigenous
Trainee of the Year at the Civil Contractors Federation Register all our NRW events on May 2020 Senior
of SA Industry & Training Awards Reconciliation Australia’s NRW website. and 2021 Manager,
Social
2019 – Toll continues to build proactive relationships with Responsibility
Traditional Owner Groups, including in the Pilbara
and across our operations Participate in at least one NRW activity at May 2021 Senior Vice
a customer site. President,
ProjectsOur action plan
Respect
One of the Toll Group’s core beliefs is that if we show other people respect, we will be respected. We
know that by showing our respect to Aboriginal and Torres Strait Islander peoples, cultures and histories,
we will drive towards a reconciled Australia.
Action Deliverable Timeline Responsibility Action Deliverable Timeline Responsibility
3. Promote Implement strategies to engage our staff May 2020 Chief Corporate 5. Increase Conduct a review of cultural learning needs August 2020 Human
reconciliation in reconciliation. Affairs Officer understanding, within our organisation. Resources
through our sphere value and recognition Manager
of influence. of Aboriginal and
Torres Strait Islander
Communicate our commitment February 2020 Senior cultures, histories, Consult local Traditional Owners and/or June 2020 Human
to reconciliation publicly. Manager, knowledge and Aboriginal and Torres Strait Islander advisors Resources
Social rights through on the development and implementation of a Manager
Responsibility cultural learning. cultural learning strategy.
Explore opportunities to positively influence July 2020 Global Head Develop, implement and communicate a January Human
our external stakeholders to drive of Government cultural learning strategy for our staff. 2021 Resources
reconciliation outcomes. and Defence Manager
Collaborate with RAP and other like-minded September Client Services Provide opportunities for RAP Work Group March 2021 Senior
organisations to develop ways to advance 2020 Manager members, HR managers and other key Manager,
reconciliation. leadership staff to participate in formal and Social
structured cultural learning. Responsibility
4. Promote positive Conduct a review of HR policies and September Client Services
race relations procedures to identify existing anti- 2020 Manager 6. Demonstrate respect Increase employee understanding of the November Client Services
through anti- discrimination provisions, and future needs. to Aboriginal and purpose and significance behind cultural 2020 Manager
discrimination Torres Strait Islander protocols, including Acknowledgement of
strategies. Develop, implement and communicate an February 2021 Human peoples by observing Country and Welcome to Country protocols.
anti-discrimination policy for our organisation. Resources cultural protocols.
Manager
Develop, implement and communicate May 2021 Client Services
a cultural protocol document, including Manager
Engage with Aboriginal and Torres Strait September Human protocols for Welcome to Country and
Islander staff and/or Aboriginal and Torres 2020 Resources Acknowledgement of Country.
Strait Islander advisors to consult on our Manager
anti-discrimination policy.
Invite a local Traditional Owner or Custodian August 2020 Chief Corporate
to provide a Welcome to Country or other and 2021 Affairs Officer
Educate senior leaders on the effects December RAP Work appropriate cultural protocol at significant
of racism. 2020 Group Sponsor events each year.
Include an Acknowledgement of Country May 2021 Chief Corporate
or other appropriate protocols at the Affairs Officer
commencement of important meetings.
Organise and display an Acknowledgement November Property Director
of Country plaque in our corporate offices 2021
within Australia.Our action plan
Opportunities
Striving to create an inclusive culture to provide opportunities for economic empowerment
and growth for Aboriginal and Torres Strait Islander communities and peoples.
Action Deliverable Timeline Responsibility Action Deliverable Timeline Responsibility
7. Build respect for RAP Working Group to participate in an First week in RAP Work Group 9. Improve employment Build understanding of current Aboriginal April 2020 Human
Aboriginal and external NAIDOC Week event. July, 2020 and Sponsor outcomes by and Torres Strait Islander staffing to inform Resources
Torres Strait Islander 2021 increasing Aboriginal future employment and professional Manager
cultures and histories and Torres Strait development opportunities.
by celebrating Islander recruitment,
NAIDOC Week. retention and
Review HR policies and procedures to May 2020 Human professional Engage with Aboriginal and Torres Strait October 2020 Human
remove barriers to staff participating in and 2021 Resources development. Islander staff to consult on our recruitment, Resources
NAIDOC Week. Manager retention and professional development Manager
strategy.
Promote and encourage participation in First week in Chief Corporate
external NAIDOC events to all staff. July, 2020 and Affairs Officer Develop and implement an Aboriginal and March 2021 Human
2021 Torres Strait Islander recruitment, retention Resources
and professional development strategy. Manager
8. Build respect and Investigate opportunities to have a Toll May 2021 Senior Vice
acknowledgement Indigenous Employee Award. President, Advertise job vacancies to more effectively November EGM, Toll
of Aboriginal and Projects reach Aboriginal and Torres Strait Islander 2020 People
Torres Strait Islander stakeholders.
employees.
Provide Aboriginal and Torres Strait Islander December Global Head Review HR and recruitment procedures October 2020 Human
employees with the opportunity to access 2021 of Government and policies to remove barriers to Aboriginal Resources
additional mentoring opportunities. and Defence and Torres Strait Islander participation in Manager
our workplace.
Increase the percentage of Aboriginal September Human
and Torres Strait Islander staff employed 2021 Resources
in our workforce. Manager
Implement a new pathways program for March 2020 Human
Aboriginal and Torres Strait Islander peoples. Resources
ManagerGovernance
Action Deliverable Timeline Responsibility Action Deliverable Timeline Responsibility
10. Increase Aboriginal Develop and implement an Aboriginal and October Global Head 13. Establish and Maintain Aboriginal and Torres Strait Islander May 2020 Senior
and Torres Strait Torres Strait Islander procurement strategy. 2020 of Procurement maintain an representation on the RAP Work Group. Manager, Social
Islander supplier effective RAP Responsibility
diversity to support Working group to
improved economic drive governance
and social outcomes. of the RAP. Establish and apply a Terms of Reference January 2020 Senior
Investigate Supply Nation membership. January 2020 Global Head for the RAP Work Group. Manager, Social
of Procurement Responsibility
Meet at least four times per year to drive December Senior
and monitor RAP implementation. 2020 and 2021 Manager, Social
Develop and communicate opportunities for March 2020 Global Head Responsibility
procurement of goods and services from of Procurement
Aboriginal and Torres Strait Islander 14. Provide Define resource needs for RAP January 2020 Senior
businesses to staff. appropriate support implementation. Manager, Social
for effective Responsibility
Review and update procurement practices May 2020 Global Head implementation of
to remove barriers to procuring goods and of Procurement RAP commitments. Engage our senior leaders and other staff March 2020 RAP Work Group
services from Aboriginal and Torres Strait in the delivery of RAP commitments. Sponsor
Islander businesses.
Define and maintain appropriate December Senior
systems to track, measure and report on 2020 Manager, Social
Increase the value of commercial relationships December Global Head RAP commitments. Responsibility
with Aboriginal and/or Torres Strait Islander 2021 of Procurement
businesses by 5% on FY20 levels.
Appoint and maintain an internal RAP sponsor January 2020 Senior
from senior management. Manager, Social
11. Investigate Identify suitable opportunities to support April 2020 Senior Responsibility
opportunities to localised education and mentoring for Manager,
support Aboriginal Aboriginal and Torres Strait Islander students. Social 15. Build accountability Complete and submit the annual RAP 30 September, Senior
and Torres Strait Responsibility and transparency Impact Measurement Questionnaire to 2020 and 2021 Manager, Social
Islander education. through Reconciliation Australia. Responsibility
reporting RAP
achievements,
Report RAP progress to all staff and senior March, June, RAP Work Group
challenges and
12. Investigate Identify and provide suitable in-kind support July 2020 Senior leaders quarterly. September and Sponsor
learnings both
opportunities for Aboriginal and Torres Strait Islander Manager, January 2020
internally and
to provide in- community organisations. Social and 2021
externally.
kind support for Responsibility
Aboriginal and Publically report our RAP achievements, December Senior
Torres Strait Islander challenges and learnings, annually. 2020 and 2021 Manager, Social
community or health Responsibility
organisations.
Investigate participating in Reconciliation May 2020 Senior
Australia’s biennial Workplace RAP Barometer. Manager, Social
Responsibility
16. Continue our Register via Reconciliation Australia’s website July 2021 Senior
reconciliation to begin developing our next RAP. Manager, Social
journey by Responsibility
developing our
next RAP.About the artwork Contact details This original artwork design was created for Name: Jacqui Bainbridge the Toll Group Reconciliation Action Plan by Position: Senior Manager, Social Responsibility Marcus Lee. Marcus Lee Design is a creative Phone: +61 3 9694 2888 design agency accredited by Supply Nation. Email: gca@tollgroup.com This design was created with dual meanings in mind, to express the daily movement activities of the transport and logistics sector that Toll provides,while also representing the many and varied employment pathways on offer. Representing a bustling community, the central core of the artwork expands out through the interconnected network of access pathways, and also depicts transport movement via air, sea and land to urban and rural regions.
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