Reconciliation Action Plan

 

Download Our Reconciliation Action Plan

 

Our RAP

Protiviti has chosen to develop a Reflect RAP for a number of reasons. As a global business, we acknowledge and respect the heritage and traditions of the countries in which we operate. Inclusion is a core value at Protiviti, and we are committed to creating an environment where everyone thrives.

The key aim of our RAP is twofold:

  • To understand the historical injustices experienced by Aboriginal and Torres Strait Islander peoples, and using this understanding to drive our healing and reconciliation efforts; and
  • To include Aboriginal and Torres Strait Islander peoples into Protiviti’s ongoing growth in Australia.

We feel the commitment of a RAP will allow us to navigate the actions needed to facilitate reconciliation. We are also dedicated to increasing awareness and understanding of the issues facing Aboriginal and Torres Strait Islander communities, and the part we can play in overcoming these, within our workforce and the communities in which we operate. Finally, as a global professional services firm, we have a unique capability to collaborate with Aboriginal and Torres Strait Islander communities via our network of clients and stakeholder relationships.

 

 
 

 

 
 
Three values

Our Values

Protiviti’s three core values are Inclusion, Innovation and Integrity, and these underpin everything we do.

As a business we believe that we can’t achieve the full potential of innovation without inclusion, and we believe integrity demands that we integrate Aboriginal and Torres Strait Islander communities within our operations.

Globally, Protiviti is committed to driving greater racial equity and to addressing fairness and bias in our people processes, and locally, we believe that this starts with greater awareness of issues affecting Aboriginal and Torres Strait Islander communities, and inclusion of those communities within our business.

 

Relationships
Action
Deliverables
Timeline
Responsibility
1.1 Establish and strengthen mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations
  • Identify Aboriginal and Torres Strait Islander stakeholders and organisations within our local sphere of influence.
  • Research best practice and principles that support partnerships with Aboriginal and Torres Strait Islander stakeholders and organisations.
  • March 2022
  • September 2022
  • Relationships Lead
  • Relationships Lead
1.2 Build relationships through celebrating National Reconciliation Week (NRW)
  • Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff.
  • RAP Working Group members to participate in an external NRW event.
  • Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW.
  • May 2022
  • 27 May – 3 June 2022
  • 27 May – 3 June 2022
  • Relationships Lead
  • Relationships Lead
  • Relationships Lead
1.3 Promote reconciliation through our sphere of influence
  • Communicate our commitment to reconciliation to all staff.
  • Identify external stakeholders that our organisation can engage with on our reconciliation journey.
  • Identify RAP and other likeminded organisations that we could approach to connect with on our reconciliation journey.
  • Publish the RAP on Protiviti’s website.
 
  • March 2022
  • June 2022
  • June 2022
  • March 2022
  • RAP Champion
  • Relationships Lead
  • Relationships Lead
  • HR Manager
1.4 Promote positive race relations through antidiscrimination strategies
  • Research best practice and policies in areas of race relations and discrimination.
  • Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions, and future needs.
  • April 2022
  • June 2022
  • HR Manager
  • HR Manager
Respect
Action
Deliverables
Timeline
Responsibility
2.1 Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultural learning and development
  • Develop a business case for increasing understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights within our organisation.
  • Conduct a review of cultural learning needs within our organisation.
  • Communicate and encourage all staff to use Reconciliation Australia’s Share Our Pride online tool.
  • Establish an internal Employee Network Group dedicated to understanding and awareness of Aboriginal and Torres Strait Islander cultures, histories, and knowledge.
  • August 2022
  • August 2022
  • March 2022
  • March 2022
  • HR Manager
  • HR Manager L&D Specialist
  • RAP Champion
  • HR Manager
2.2 Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols
  • Explore who the Traditional Owners or Custodians are of the lands and waters in our local areas.
  • Increase employee understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols.
  • April 2022
  • March 2022
  • Respect Lead
  • Respect Lead
2.3 Celebrate/Recognise Aboriginal and Torres Strait Islander dates of significance
  • Publish a calendar of significant Aboriginal and Torres Strait Islander dates on iShare/monthly ENG communication.
  • Promote local community events recognising these dates of significance to staff.
  • May 2022
  • May 2022
  • Employee Network Group (ENG) Lead
  • ENG Lead
2.4 Participate in and celebrate NAIDOC Week
  • Raise awareness and share information amongst our staff about the meaning of NAIDOC Week.
  • Introduce our staff to NAIDOC Week by promoting external events in our local area.
  • RAP Working Group to participate in an external NAIDOC Week event.
  • July 2022
  • July 2022
  • July 2022
  • Respect Lead
  • Respect Lead
  • Respect Lead
Opportunities
Action
Deliverables
Timeline
Responsibility
3.1 Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development
  • Develop a business case for Aboriginal and Torres Strait Islander employment within our organisation.
  • Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities.
  • May 2022
  • June 2022
  • HR Manager
  • Country Market Lead (CML)
  • HR Manager
3.2 Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes
  • Develop a business case for procurement from Aboriginal and Torres Strait Islander owned businesses.
  • Investigate Supply Nation membership.
  • July 2022
  • July 2022
  • Opportunities Lead
  • Opportunities Lead
Governance and Tracking Progress
Action
Deliverables
Timeline
Responsibility
4.1 Establish an effective RAP Working Group (RWG) to monitor RAP development and implementation of RAP Deliverables
  • Form a RWG to govern RAP implementation. April 2022 HR Manager.
  • Draft a Terms of Reference for the RWG. April 2022 Governance Lead.
  • Ensure Aboriginal and Torres Strait Islander peoples are represented in the RWG.
  • April 2022
  • April 2022
  • July 2022
  • HR Manager
  • Governance Lead
  • Governance Lead
4.2 Provide appropriate support for effective implementation of RAP commitments
  • Define resources needed for RAP implementation.
  • Engage senior leaders in the delivery of RAP commitments.
  • Define appropriate systems and capability to track, measure and report on RAP commitments.
  • March 2022
  • March 2022
  • March 2022
  • Governance Lead
  • RAP Champion
  • HR Manager
4.3 Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally
  • Complete the annual RAP Impact Measurement Questionnaire and submit to Reconciliation Australia.
  • 30 September 2022, 2023
  • HR Manager
4.4 Continue our reconciliation journey by developing our next RAP
  • Liaise with Reconciliation Australia to develop new RAP based on learnings, challenges and achievements.
  • Submit draft RAP to Reconciliation Australia for review.
  • December 2022
  • February 2023
  • HR Manager
  • HR Manager

 

 

Download Our Reconciliation Action Plan

 

Meet Protiviti Australia’s RAP Working Group

Our RAP will be overseen by our RAP Champions, Garran Duncan (Country Market Lead) and Leslie Howatt (Managing Director), and our RAP Working Group (RWG) which is comprised of senior leaders from across the national business. This group will provide direction and governance throughout the implementation period and will ensure reconciliation remains high on the agenda across the business.

Implementation will be approached through regular monthly meetings of the RWG, where the group will work through the action items detailed below. This will ensure a sustainable commitment to reconciliation and improve Aboriginal and Torres Strait Islander advancement within our business.

The RWG will also use current communication channels such as state-based and national staff meetings to keep all staff updated with the progress of the RAP, how employees can contribute to its development, as well as creating awareness and involvement in upcoming internal and community events. Additionally, we will leverage our existing framework of Employee Network Groups (ENGs) to establish a dedicated ENG focused solely on reconciliation with Aboriginal and Torres Strait Islander communities.

 

Roles and responsibilities of the RWG

Leslie Howatt, Managing Director
RAP Champion
Rupesh Mahto, Senior Director
Relationships Lead
Rich Turley, Director
Respect Lead
Robert Nichol, Manager
Opportunities Lead
Mark Burgess, Managing Director
Governance & Tracking Lead
Chantelle Salas, HR Manager
RWG member
Vikas Sharma, Associate Director
RWG member

 

Contact Us

Managing Director and Country Market Lead
Managing Director and DEI National Lead
Managing Director