Background

Future Group (FG) seeks to build on its Innovate Reconciliation Action Plan (RAP) and its
commitment to reconciliation with First Nations people(1).

To this end, FG engaged Arrilla Indigenous Consulting (Arrilla) in August 2022 to develop its first
Aboriginal and Torres Strait Islander Employment Strategy (the Strategy or Employment Strategy).
Central to Arrilla’s approach for developing the Strategy was to facilitate a series of workshops with
key FG employees and stakeholders between 26-28 October 2022 to surface and co-design
opportunities and build a shared, agreed understanding of the Employment Strategy.
Several themes emerged from the workshop on the current organisational culture prevailing at FG;
these were:
● Everyone has a voice – diversity, equity and inclusion are embraced and celebrated within the
organisation.
● Culturally informed – the maturity of senior leaders’ cultural awareness is high and reflected in
organisational policies, processes and engagement with First Nations consultants and Elders.
● Money also talks – FG’s core business activities are being used to drive environmental and
social change, which includes improving employment outcomes for First Nations people.

Our commitment
We strongly commit to attaining a First Nations employment target of 3.8% by 2025 (2).

To achieve this target, FG will work to ensure that:

1. FG has a great recruitment experience for First Nations employees: we recognise the needs
   of First Nations applicants, specifically calling out our approach to confidentiality, support and
   adaptations of processes for applicants where required.

2. FG has a great onboarding experience for First Nations new starters: FG’s onboarding and
   induction processes will be culturally competent for all new starters and particularly tailored
   to meet the needs of First Nations new starters, and those processes will be transparent and
   publicly available.

3. FG is a great place to work for First Nations employees: we foster a workplace that is
   culturally safe for First Nations employees and recognise and respect the cultural identities of
   First Nations people, their values, beliefs, career expectations and rights.

4. We grow our talent pool: First Nations communities will trust FG as an employer of choice
   that is culturally safe and supports and promotes First Nations employees within FG.

5. We grow our people through retention and career progression: All First Nations employees at
   FG will feel culturally safe and valued to learn and develop in their roles.
   We acknowledge that there is a lot of work to be done internally to attract and retain First Nations
   employees.
   The work and priorities that will support us in attaining our First Nations employment target are set
   out in the Aboriginal and Torres Strait Islander Employment Strategy.

1. Please note: FG acknowledges that the use of the word reconciliation has a colonial context and not everyone agrees with it. However for the
   purposes of our RAP work we use reconciliation to demonstrate our commitment to building better relationships, acknowledging what land we are
   on and for truth telling. Reconciliation Australia has more information on this.

2. FG is using the 2021 census statistic of 3.8% population of Aboriginal and Torres Strait Islander to set our 2025 First Nations employment target.