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Our people are the heart and soul of our business. Bunnings are committed to creating a welcoming and supportive workplace to ensure everyone feels like they belong. This is achieved by ensuring and reflecting the diverse communities in which we operate through providing opportunities for all people regardless of their age, gender identity, cultural heritage, sexual orientation or abilities.
At Bunnings, we empower our team to embrace diverse and inclusive experiences which shape and supports their career journey across the business. Bunnings believes that when diverse and inclusive teams work well they make everyone feel valued, respected and connected at work.
Bunnings are proud to have over 73 different languages spoken and represent 356 diverse cultural backgrounds within our team. Our Team can wear country flags on their name badges highlighting to our customers the different languages they speak. We employ team members with varying experience across a wide range of ages; 27% of our team are over the age of 50 and 47% are under the age of 30. This supports our focus to employ people to reflect the local communities we serve.
Our gender balance is approximately 50% women, 49% men and 0.2% of team members who don't identify as either. We are proud that over 27,000 women have chosen to further their careers at Bunnings. Gender balance is integrated across our organisation as we continue to grow and work towards a 40/40/20 gender balance inclusive of non-binary team members.
We are pleased to share that Bunnings has been recognised with obtaining Family Inclusive Workplace certification. This certification recognises Bunnings as a Family Inclusive Workplace by having all the relevant policies and practices in place that foster a culture where families - parents, children, carers - are included and can thrive. It also recognises Bunnings as a workplace for our team members to thrive and where they can truly align their work, career and family aspirations and commitments.
Bunnings provides 12 weeks paid parental leave regardless of gender to support the whole family on the parenting journey and paid superannuation on unpaid parental leave. We believe that by supporting our team members across the parenting journey helps to support the whole family. We also provide Perinatal Wellbeing Programs aimed to support our team members and educate our leaders to ensure support.
Older workers provide life skills and experience to our customers and are highly regarded team members. We provide support for team members who are preparing for retirement by ensuring they have the necessary understanding and resources to make this transition whether retirement be 1 or 10 years away. We provide a program through the support of REST and Mercer to support this stage of our team’s life which provides knowledge and awareness of what is important, financial and wellbeing literacy, both through planning and into retirement.
We’re committed to creating a safe and supportive work environment for all team members by having gender neutral policies as well as having a LGBTIQA+ support network. We also acknowledge days of significance through our calendar of events in store. We have rainbow flag stickers for team members who identify as LGBTIQA+ or as allies to include on their name badges, providing an opportunity to celebrate who they are and welcome LGBTIQA+ customers into our stores. Team members can wear pronoun stickers on their name badges and use on email signatures supporting who they are.
At Bunnings, we empower our team to embrace diverse and inclusive experiences which shape and support their career journey across the business.
We are proud to celebrate our diverse team and the many different skills and experiences our team members bring. With this in mind, we implemented various initiatives to ensure our team of all abilities to feel included, respected and connected at work.
We have partnered with the Australian Disability Network to ensure we can provide the best support and guidance for our team to feel secure and safe at work. We have implemented a ‘Hiring and Onboarding Team Members with all Abilities Leaders Guide’ to equip our Leaders with the confidence and understanding to provide opportunities and careers for people with disability.
Through store audits conducted by Amaze, we have been able to implement greater customer accessibility in our warehouse. This has been done through introducing sensory maps for every store to support customers with sensory restrictions, as well as adding instore accessibility information on our website. This now provides an opportunity for customers to plan their journey before arriving in our stores.
We have Bindi Maps in our Melbourne National Support Office to ensure convenient accessibility for people with low vision, blindness, or sensory and physical disability to be able to easily access and navigate through our office.
There have been several resources and initiatives introduced that support Māori education and inclusion. Some of the initiatives include introducing a Te Reo Māori e-learning course for Bunnings team to complete so team can communicate with customers as well as creating a Māori tiki symbol for team name badges, promoting and encouraging the use of te reo in more stores daily.
Bunnings is an active participant in Te Wiki o te Reo Māori (Māori Language Week). We do this in a range of different ways. During Te Wiki o Te Reo Māori (Maori Language Week) Bunnings television advertisements campaign in te reo Māori runs during that week involving our team and we further engage with customers using signage and activities instore. Bunnings television advertisement campaign only in te reo Māori ran during that week involving our team and we further engaged with customers using signage and activities instore.
To create employment opportunities, Bunnings partners with TupuToa for a cadetship focusing on Māori youth aged between 18-25 who are currently not studying or in employment. Designed to help participants achieve their professional goals while highlighting the importance of connection to their identity, their whānau (family), hapū (sub-tribe) and iwi (tribe). Other employment initiatives included an internship for Māori and Pasifika university students over the summer holidays, working on a specific business project and on-the-job learning to provide work experience in a corporate workplace.
The Aboriginal and Torres Strait Islander strategy supports Indigenous business engagement through three key areas, direct and indirect procurement with Indigenous business for supply of goods and services, supporting Indigenous customers and supporting for non-Indigenous customers and suppliers with their commitment to Reconciliation initiatives.
Some examples of procurement, Bunnings recently introduced are Knowledge Water into the Victoria and Western Australian store support team offices. Knowledge Water is sustainably sourced from a rainforest spring in Mandjawuy in East Arnhem Land with proceeds supporting the community of Yolgnu with jobs and economic independence. In August 2021, Bunnings launched its Warlukurlangu Indigenous pots range which was a collaboration between Bunnings supplier My Homewares and Warlukurlangu Aboriginal Art Centre with half the royalties going directly to the Warlukurlangu Art Centre and the other half direct to the artists.
Bunnings developed Indigenous Employment programs to support Aboriginal and Torres Strait Islander candidates with recruitment and onboarding processes; this has included a successful execution of the Transition to Work programs which supports recruiting people from highly disadvantaged backgrounds. This takes Bunnings to over 3.3 per cent Indigenous team members. We are privileged to work with community partners such as Clontarf and Stars, to encourage students to consider working with us or take part in work trials.
A tender process has also been completed for a local provider to develop and facilitate an online Cultural Competence training for all Bunnings team members to complete. This is in addition to the already introduced facilitated Cultural Awareness Training rolled out for Bunnings leaders, completed by over 230 leaders.
