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:
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.
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.
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.