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HARVEY NORMAN’S RECONCILIATION ANNUAL REPORTREPORT 2013

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Introduction2012 marks the commencement of the Reconciliation Action

Plan journey for Harvey Norman. Our strategy has been

to take things slowly, to take input from other organisations

and individuals, and to craft a plan that is ref lective of the

opportunities Harvey Norman can offer Aboriginal and Torres

Strait Islander Australians.

Carriage of meeting these challenges has rested with a volunteer

Working Group. Progress has been made across most of the

original initiatives that were identified in our inaugural R AP.

Some obstacles have also been identified, and strategies devised

to overcome these obstacles in the coming years.

Harvey Norman’s Reconciliation Plan is a long term

commitment to improving opportunities for Aboriginal and

Torres Strait Islander people within our business and the

community generally.

MESSAGE fROM THE CEO2012 has been a challenging year for

Harvey Norman commercially. We have seen

unprecedented price and margin deflation in key

retailing categories, and this has in turn put pressure

on franchisees to manage their business in a

financially responsible manner.

The RAP Working Group has made good progress

in establishing the base and framework for the

activities and strategies that will underpin our RAP

over the coming years. Our commitment to the

RAP program is long term, and the Working Group

carefully considers opportunities before acting on

any one opportunity.

Harvey Norman’s key strength in this program is

the diverse locations of our store network, across

the Harvey Norman, Domayne and Joyce Mayne

brands. We will be focusing on opportunities to

leverage this strength as we enter our second and

future years of our RAP program.

Katie Page

Chief Executive Officer and Managing Director

Harvey Norman

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LAUNCH – ALL STARS WEEK, BUNDALL QUEENSLANDThe Harvey Norman Reconciliation Action

Plan for 2012 was launched on Monday

30th January 2012 at the Harvey Norman

Bundall store. The launch was conducted

ahead of an in-store appearance by the

Harvey Norman Indigenous All Star Rugby

League team.

All Stars concept founder and Indigenous

team ambassador Preston Campbell

attended the launch, as did team Captain

Jonathan Thurston and team Coach Laurie

Daley. Grant Paulson, Group Manager

Programs and Projects from Reconciliation

Australia, officially welcomed Harvey

Norman to the ‘RAP Community’.

Harvey Norman Executive Director David Ackery with Indigenous All Stars Captain Jonathan Thurston, All Stars Concept founder Preston Campbell, and Indigenous All Stars Coach Laurie Daley.

Program Highlights

MESSAGE fROM RECONCILIATION AUSTRALIASince the launch of their first Reconciliation Action Plan (RAP), Harvey Norman has

become an integral part of the RAP community—demonstrating that actions based

on respect and relationships can lead to some fantastic opportunities. The partnership

between Harvey Norman and the National Rugby League through the Harvey Norman

All Stars game is a prime example of how RAP partners are working together to achieve

reconciliation. The impact the Harvey Norman All Stars game has on our nation is visible

in family homes and communities. It is a successful event that showcases Aboriginal and

Torres Strait Islander sporting excellence and culture and is strengthening relationships

between Aboriginal and Torres Strait Islander peoples and other Australians.

I would like to congratulate Harvey Norman in their efforts of building community

engagement through their National Reconciliation Week (NRW) events. NRW events

are a great opportunity to bring people together to recognise our shared goal for a

reconciled Australia.

Harvey Norman’s next RAP will see the implementation of their Aboriginal Employment

Strategy and the continuation of their successful school-to-work programs. The ongoing

support from Harvey Norman in providing educational scholarships for Aboriginal and

Torres Strait Islander youth is another wonderful achievement.

The RAP program has gone from strength to strength with more than 360 organisations,

including Harvey Norman, all part of a growing national movement to create respectful

relationships and opportunities for Aboriginal and Torres Strait Islander peoples in the

name of reconciliation. Your commitment to the RAP program is helping to build the right

environment for stronger relationships, national pride and prosperity for all Australians—

and we look forward to continuing to work with you in your reconciliation journey.

Leah Armstrong

Chief Executive Officer

Reconciliation Australia

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(continued)

Program Highlights

AURUKUN “BOOKS & MORTAR”In August 2012, a group of influential Australian business people joined federal Opposition Leader Tony Abbot in Aurukun, Queensland, for a working bee at the Cape York Aboriginal Academy. The working bee renovated the library and grounds of the Academy.

Katie Page and Gerry Harvey personally participated in the working bee. Harvey Norman, Domayne and Harvey Norman flooring Commercial Division all donated product worth over $20,000, including carpet, homewares, Manchester and furniture to the project.

NATIONAL RECONCILIATION WEEK CORPORATE OffICE EVENTHarvey Norman engaged in National Reconciliation Week celebrations recognising the importance for all Australians to build respectful relationships with each other, and especially with Aboriginal and Torres Strait Islander peoples. At the Corporate Office a BBQ was held on the 1st June 2012 where more than 200 people attended and over $300 was raised for the Australian Red Cross.

Guest speaker Phil Thompson shared his experiences growing up as

an Indigenous Australian and talked about the rich Aboriginal and Torres Strait Islander culture that exists in Australia. Harvey Norman stores displayed Reconciliation Week posters in store’s common areas, lunch rooms and/or administration offices. The RAP Working Group also published links to a list of major events held around the country during Reconciliation Week, ensuring that those wanting to participate in activities and events had the opportunity to do so.

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TOOWOOMBA fRANCHISEES RECONCILIATION WEEK EVENT PARTICIPATIONOn the 28th May 2012,

the Harvey Norman

Toowoomba franchisees

and Administration Manager

attended “A Taste of

Reconciliation” event at

the Cathedral Centre in

Toowoomba.

The Harvey Norman team set

up a display and provided

Harvey Norman brochures

and the Harvey Norman

TRADITIONAL TRADING GROUP SUPPORT – WEBSITEHarvey Norman continues

to support initiatives such

as the newly established

Traditional Trading Group

(TTG). The TTG promotes a

range of products and a

flooring installation program

for indigenous tradespeople

to install and maintain

these products into both

domestic

homes and commercial

facilities. The range on offer

will continue to expand over

the ensuing year adding

greater diversity to the offer.

In 2008, Harvey Norman

developed a scholarship for

3 Aboriginal girls to attend

Tara High School from year 7

to year 12.

Our vision was to strengthen

and build the capacity of

Aboriginal communities by

providing opportunities for

young Aboriginal women to

achieve their potential and

receive a quality education.

The aim of the Aboriginal

scholarships is to enable

young Aboriginal girls

who are already showing

promise in their schooling

and leadership to gain a

high quality education and

graduate from TARA.

It is hoped that these

young women will take

their skills, life experiences

and knowledge back to

share with their Aboriginal

community – to help build

the capacity of their

people via the path of self

determination.

The three girls selected for

this scholarship, Katika,

Mariah and Sarah, are

deserving recipients of this

Scholarship. We have met

and have been kept well

informed about the girls

progress and they are doing

brilliantly whilst in Tara’s care.

The Head of Boarding, Claire

Redfearn, tells us that the

girls are making friends and

participating in many of the

opportunities on offer at

Tara.

In 2012 Katika completed

her year 12 HSC. Mariah and

Sarah will complete their

HSC in 2013.

TARA SCHOLARSHIPS – COMPLETION Of HSC AND BOARDING HOUSE CAPTAIN

Program HighlightsProgram Highlights (continued) (continued)

Reconciliation Plan booklets.

There were approximately

over 100 people who

attended the event

including a range of local

business people, support

agencies and the Mayor

of Toowoomba (Mr. Paul

Antonio). The seminar

presented very inspirational

speakers including traditional

aboriginal elders and

attendees were treated to

some wonderful indigenous

food including crocodile

burgers, crocodile curry,

kangaroo rolls, kangaroo stir

fry and kebabs.

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Our RAP Working Group with representation from Aboriginal and Torres Strait Islander members meets monthly.

Develop relationships with members of the Indigenous community to provide advice, introductions and guidance for the successful implementation of our RAP initiatives.

Celebrate National Reconciliation Week by providing opportunities for Aboriginal and Torres Strait Islander employees and other employees to build relationships.

Develop a strategy and framework to develop relationships with the elders and leaders in the communities surrounding our franchised stores.

Internal communication of Harvey Norman’s commitment to reconciliation to all employees, franchisees and their staff.

Develop a group of RAP Champions to spread the word throughout the corporate office and our franchised stores.

Maintain our sponsorships of sporting, cultural and community events.

Develop the strategy and framework for a mentoring/tracking program to support employees and franchisees.

TRAFFIC LIGHT COMMENTSMEASURABLE

TARGETACTION

Twelve meetings held in2012.

A minimum of one Indigenous person on the RAP Working Group and RAP Advisory Group.

Organise at least one internal event per year.

Documented strategy for implementation from 2013.

Launch email to employees and franchisees. Provide access to RAP via company intranet.

A list of confirmed people with each state represented.

Confirmed events and sponsorships.

Documented strategy and guidelines.

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Working Group met eight times and sought advice from ATSI people on occasion, rather than having permanent members.

The Working Group sought advice from ATSI people on occasion, rather than having permanent members.

Successful BBQ and guest speaker event at Corporate Office. Information posters sent to all stores. Some stores involved in local events.

Strategy identified but not implemented in 2012.

Completed 30 January 2012Completed 31 January 2012Dedicated intranet site live 2 february.

Potential group of franchised staff members identified, but not implemented in 2012.

A strategy and framework exists within the Indigenous Employment Strategy, however this strategy has not been delivered to Harvey Norman in

ResultsHarvey Norman has experienced some mixed results with respect to achieving all of the initial goals set for 2012. The following table summarises the original goals set and the achievements for 2012.

TRAFFIC LIGHT COMMENTSMEASURABLE

TARGETACTION

Presentations at franchisee conferences across all divisions in 2012 to a) outline our RAP and b) discuss employment opportunities at store level.

Engage employees in understanding the protocols around Acknowledgement of Country and Welcome to Country ceremonies to ensure there is a shared meaning behind these ceremonies.

Engage keynote speakers for conferences to build awareness around reconciliation and ‘closing the gap’.

Develop strategy to support Aboriginal and Torres Strait Islander employees to participate in local NAIDOC Week events.

Display Aboriginal artwork in reception and meeting areas.

Include an overview of our RAP in our franchisee induction program.

Conduct a diversity survey of corporate office employees and franchise employees with the goal of developing a database around our Indigenous diversity.

Develop cultural awareness documentation for our ‘new starter’ employee induction pack.

Develop and launch cultural competency e-learning training modules to increase the understanding and appreciation of different cultural backgrounds.

Copies of conference agendas and presentations.

Documented protocol and communication strategy.

Confirmation of keynote speaker events.

feature on Intranet and/or quarterly e-newsletter.

Artworks on display.

Presentation document. Copies of 2012 Induction Agendas.

Survey released to franchise and corporate employees. Survey results presented to RAP Working Group and RAP Advisory Group.

Inclusion in all new employee starter packs

Launch training modules. Reporting on completion by corporate and franchise employees and franchisees.

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All divisional General Managers asked to include time for presentations regarding ASTI matters at 2013 conferences.

Not completed in 2012.

All divisional General Managers asked to include time for presentations regarding ASTI matters at 2013 conferences.

Not completed in 2012.

Completed. Artworks on display in L1 Reception and L2 main boardroom.

Completed at some inductions.

Survey developed and being issued in January 2012.

Pack is developed and information is available on the intranet, but this is not yet intergrated into the induction program.

Module completed but not launched in 2012.

RELATIONSHIPS RESPECT

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TRAFFIC LIGHT COMMENTSMEASURABLE

TARGETACTION

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OPPORTUNITIES

Graduate trainees through the flooring appreciation course, Certificate III and IV Retail, and Certificate III and IV Warehouse qualifications at TAfE Lidcombe, in association with Harvey Norman.

Expand the Aboriginal and Torres Strait Islander Business Ownership and Employment program.

Develop Harvey Norman’s Indigenous Employment Strategy.

Engage Procurement to develop a strategy that incorporates inclusion of appropriate indigenous suppliers, through AIMSC, in our bid activities.

Develop tools and resources for recruitment talks at schools and career expos to showcase career opportunities at Harvey Norman.

Confirmation of graduates for each qualification.

Opening of additional outlets in NSW and Queensland.

Completed Employment Strategy document presented to RAP Advisory Group.

Participation by recognised Indigenous businesses in appropriate tenders.

Creative for flyers and posters for expos, etc.

This outcome was delivered in 2012.

This program is under review.

Harvey Norman’s Indigenous Employment Strategy is written but not yet delivered to Harvey Norman. This will be progressed into 2013.

The Harvey Norman Procurement Department remains committed to this goal, and expect an increase in tender activity in 2013.

Completed and will be introduced at the Rugby Leauge All Stars Youth Expo in february 2013.

KEY LEARNINGS• Program will need to be sustainable at franchised store level. finding

activities that enable Stores to participate and take ownership of the

program will be essential.

• The program suffered from a lack of dedicated resource. All Working

Group members had other roles within the organization. A number of

the objectives in the initial RAP were assigned to a dedicated program

coordinator. When that role was not approved in the annual budget, some

of the objectives had to be re-prioritised for 2012.

• There is a genuine interest in this area across the business. There is also

external interest in Harvey Norman being involved in the program. There may

be commercial opportunities that come from that interest, however these

opportunities require centralised coordination to allow the business as a

whole to benefit.

• The Working Group identified that engagement of Divisional General

Managers will be key to driving the success of the program.

• Local community events present the best way of stores becoming

engaged and involved in the program. The Toowoomba event was

enthusiastically supported by the franchisees in that town, and that

involvement was identifiable by the local community.

• External, particularly government support, should be engaged and

secured early in the process. Some programs were affected by change in

government funding policy during the year, where promised commitments

were not met when required.

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HARVEY NORMAN RAP 2013-14Planned Actions:

• finalisation and implementation of the Indigenous Employment

Strategy;

• Participation in specific Indigenous Job fairs using the materials

developed for the All Stars week fairs;

• Partnership with a recognized community

organisation to drive franchised Store participation in the program;

• formation of a genuine ATSI advisory group;

• Delivery of presentations at Divisional Conferences;

• Celebration of National Reconciliation Week;

• Launch of the cultural competency modules for all staff;

• Completion of the Diversity Survey;

• Launch of the Work Experience package;

THE ARTWORK “AWELY – ANEMANGKERR” BY MINNIE PWERLEMinnie Pwerle (pronounced Pearl), born circa 1910 at Utopia Station in the Australian central desert, was an Australian Aboriginal artist. Her country was Atnwengerrp, (pronounced a-NOONG-a-pa). M. is often compared to Emily Kame Kngwarreye, as they both became prolific and highly praised artists who came to Western-style art late in life. M. began painting in 1999 when she was in her late eighties and continued to paint up until her death in March 2006. (Note: in accordance with Aboriginal Australian practices concerning respect for the dead (lasts at least 12 months) and out of respect for her family, she is referred to only as M. Pwerle.)

“The bold linear pattern of stripes and curves throughout M. Pwerle’s painting illustrates women’s ceremonial body paint design. After smearing their bodies with animal fat, the women trace these designs onto the breasts, arms and thighs singing as each woman takes her turn to be ‘painted up’. Their songs relate to the dreaming stories of ancestral travel and other totemic plants, animals and natural forces. Awely, woman’s ceremony, demonstrates respect for the land. In performing these ceremonies they ensure well-being and happiness within their communities.

In this particular painting, M. also illustrates Anemangkerr, a small globular fruit that she describes as being a ‘little melon’. This fruit is high in vitamin C and is favoured for its exceptional keeping qualities. The ancestral dreaming stores associated with this ‘little melon’ belong to the Atnwengerrp County. This ancient red land lies in the heartland of Alyawarr country, approximately 200 kilometres to the northeast of Alice Springs in Central Australia.”Harvey Norman would like to acknowledge DACOU for granting the Copyright for our RAP and Intranet.

Copyright licensed by DACOU Gallery Melbourne.

“This artwork by Minnie Pwerle was commissioned by The Byron at Byron Resort and Spa and now takes pride of place in the reception area. It ref lects the resort’s respect for the land on which it is built and the connection that Byron Bay’s Arakwal people have with this place. Through the resort’s rehabilitation of its surrounding indigenous rainforest and ongoing relations with the local Aboriginal land custodians we aim to maintain and build upon this respect and connection.”

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fOR ENQUIRIES REGARDING OUR RAP, PLEASE CONTACT:

Michael MechamCorporate Compliance Officer / Indigenous Programs

P: 02 9201-6111

E: reconciliation@au.harveynorman.com