Our partnership with Mentor Walks is anchored around having mentoring accessible for our female Senior Leaders to mentors from a diverse backgrounds. The initiative launched in March and was made available to 21 leaders within THE ICONIC.
A key element of our transformation to agile ways of working at 7-Eleven was redefining how we value and reward work and the contribution our people make. Our ‘contribution model’ replaces the traditional approach to development and pay conversations with an objective assessment of the contribution an employee delivers to the organisation across three core capability streams – their Craft or profession, Leadership and Business Acumen – capabilities deemed critical to the achievement of 7-Eleven’s strategic goals.
Kmart’s mission is to make “everyday living brighter” for our customers and from a team member perspective to make sure Kmart is “A great place to work and grow together “. Achieving gender balance is both aligned with and contributes to achieving both objectives.
According to data from the Australian Tax Office, women in Australia arrive at retirement with 20.5% less in superannuation than men, with women more likely to live in poverty in retirement. This gap will only increase due to the impacts of the pandemic, which has widened the gender pay gap due to female dominated industries being worst hit, and women often being in casualised work.
At the Cotton On Group, we take a values-driven approach – putting our People First, always. We’ve identified that we’re a workforce made up of 80% of team members who identify as female, and we know that when we support our people in all aspects of their lives they will thrive, evoking high engagement and performance.
