Wesfarmers first developed a Reconciliation Action Plan (RAP) in 2009. Our RAP outlines specific measurable actions to be undertaken across the Wesfarmers Group targeting employment, supplier diversity and community engagement. As a large employer, Wesfarmers can provide Aboriginal and Torres Strait Islander people with more opportunities to participate in our country's economic prosperity through sustainable employment and support through our community partnerships program.
Our vision for reconciliation
Our vision for reconciliation is an Australia that affords equal opportunities to all. Wesfarmers will ensure that Aboriginal and Torres Strait Islander people feel welcome in our businesses as employees, customers, suppliers and visitors. We will know that we have succeeded when we have a workplace that reflects the diversity of the communities we serve.
Wesfarmers is one of Australia's largest listed companies and employers. Our businesses interact with millions of people every week. Given our size and the diversity of our businesses, we take seriously our responsibilities to our more than 105,000 team members, our wider customer base, and the communities and families across Australia where we operate. Our company values are integrity, openness, accountability and entrepreneurial spirit.
As at 30 June 2019, we employed 1,755 Indigenous team members which is 1.8 per cent of our Australian workforce. When we demerged Coles in November 2018, Wesfarmers was the largest employer of Indigenous people with 2.5 per cent of our Australian workforce identifying as Indigenous. Following the demerger of Coles, we recognise that we have work to do to return again to employment parity and have set a target of employment parity which is three per cent of our workforce by 2022.
Our Reconciliation Action Plan
A Reconciliation Action Plan (RAP) is a public Indigenous engagement strategy, registered with Reconciliation Australia. Our RAP is the overarching document for divisional Indigenous engagement strategies. It sets out what we intend to do to drive our businesses towards our goal of a workplace that reflects the diversity of the communities that we serve. Each Wesfarmers division operates separately and has a distinct culture. In keeping with this model, all Wesfarmers divisions have their own Indigenous strategies. These strategies are aligned with our RAP and reflect unique divisional priorities, operations, locations and cultures. Our RAP is overseen by a Steering Committee that consists of Indigenous and non-Indigenous employees, members of the Wesfarmers Leadership Team and external Aboriginal advisors.