Diversity Policy
Diversity and Culture in PMP Limited
PMP’s leadership position in the marketing and print media industry is dependent on our ability to nurture a ‘One Team, High Performance’ culture. The organisation’s transformation has been successful to date because of our people – their depth of talent and loyalty to our business. We have focussed on creating positive working environments which reflect and reward our core Values, namely Safety, Reliability, Leadership, Honesty, Teamwork and Professionalism. The next stage of our cultural development will see PMP initiate a diversity plan to ensure that our people are supported by policies, systems and programs which ensure that all people are respected, valued and developed and that diversity is not a barrier to their career success in PMP.
Diversity Policy Statement
PMP will strive to provide industry leadership for workforce diversity by:
- Integrating diversity principles in all aspects of human resources management policies such as recruitment, selection and training
- Considering options to enable flexible working practices
- Conducting pay equity reviews
- Facilitating equal employment opportunities based on merit and
- Striving to build safe working environments by taking action against inappropriate workplace and business behaviour that does not value diversity including discrimination, harassment, bullying, victimisation and vilification.
Our managers will be trained how to create inclusive working environments, understand the benefits of workforce diversity and their role in administering people management policies in the spirit of our ‘One Team, High Performance’ culture. Our intention is to ensure that our working environments are conducive to collaboration and where diversity is not a barrier to career success in PMP.
We will address impediments to achieving gender diversity and meet or exceed relevant industry benchmarks.
Whilst the key focus for FY2012 is gender diversity PMP recognises that other forms of diversity are also important and will seek to promote a broader range of diversity initiatives.
Responsibilities & Reporting Schedule
a. Appointments and Compensation Committee
- Guide the Board in achieving Board objectives for gender diversity.
- Implement the workforce diversity policy, profile and measureable objectives and ensure internal compliance with the policy.
- Review progress of measureable objectives quarterly.
- Report to the Board annually achievement of the measurable objectives and the proportion of women at all levels.
b. Chief Executive Officer
- Promote workforce diversity throughout the Group business as a cultural imperative to drive the attraction and retention of talent.
- Budget for the implementation of the strategy across the Group.
- Chair the Diversity Executive Committee and report quarterly progress against measureable objectives to the Appointments and Compensation Committee.
c. Diversity Executive Committee
- Oversee the development of diversity plans in business unit plans.
- Endorse and assess the development and implementation of the measureable objectives for onward reporting to the Board.
- Review progress against plan Quarterly and mobilise resources for action where required.
d. Group General Manager/People & Culture
- Manage employee surveys for the Group to identify diversity and cultural issues which will impact the success of the Diversity strategy.
- Ensure HR policy and practice reflects standards for achievement of Diversity objectives and inclusive workplaces.
- Guide the Executive Management Team in the achievement of measureable actions in their business units.
- Monitor central complaints register to identify trends and resolution of incidents of employee complaints in relation to discrimination, harassment, bullying, victimisation and vilification. Report statistics quarterly into the Group Risk and Insurance Manager and Diversity Executive Committee.
- Present consolidated report of progress against measureable objectives and present to Diversity Executive Committee.
e. Executive Management Team
- Champion diversity initiatives in their business units to achieve gender diversity objectives in their Business Plans.
- Ensure sufficient human resources and budget allocation for Diversity initiatives.
- Act as role models of inclusive business behaviour and drive accountability for this behaviour with their management teams.