Celebrating Diversity and Inclusion
We are a company made up of individuals as diverse as our wines and the people who enjoy them. Our aim is to attract and retain the best talent, providing an inclusive environment where everyone can thrive.
This inclusive approach not only enriches TWE culturally, it broadens our collective knowledge and capabilities. It also gives us a competitive advantage in the marketplace by helping us understand and connect more effectively with our customers, consumers, communities and each other.
TWE's most senior leadership team, the Executive Leadership Team (ELT) meet a minimum of three times annually as the Diversity and Inclusion Council to drive improvement in our Diversity performance and role model the behaviours that foster and value Diversity and Inclusion.
TWE's leaders (comprising the Chief Executive Officer and ELT) commit to Diversity and Inclusion measures and targets in their annual Key Performance Outcomes (KPOs) to support the achievement of TWE's objectives.
TWE's Diversity and Inclusion Strategy focuses on three core areas: Gender Diversity, Flexibility and Inclusive Leadership.
TWE has committed to the following with regard to increasing Gender Diversity in Leadership:
TWE has committed to the following with regard to embracing our commitment to Sustainable Flexible Work Practices:
TWE has committed to the following with regard to developing inclusive leaders:
TWE's leaders (comprising the Chief Executive Officer (CEO) and Executive Leadership Team) will commit to Diversity and Inclusion measures and targets in their annual Key Performance Outcomes (KPOs) which will support the achievement of TWE's objectives.
In accordance with the Australian Workplace Gender Equality Act 2012 (Act), TWE has lodged its annual public report with the Australian Government’s Workplace Gender Equality Agency (WGEA).
The report features our Workplace Profile and our Reporting Questionnaire, and can be accessed below.
TWE has shared the report with its employees and has sought their feedback. Comments made to TWE within 28 days after a report has been lodged, may be taken into account in deciding if the report needs amending. Comments made to the WGEA within 28 days after a report has been lodged, may be taken into account in deciding whether to request additional information from TWE as part of assessing compliance with the Act.