Inclusion, Equity and Diversity
Inclusion, Equity and Diversity
We’re boldly cultivating a place where we all belong and thrive.
At Treasury Wine Estates, our people are our difference. Like our wines, we come from all over the world and it’s the diversity of our people that makes us unique. We strive to create a globally inclusive team where we all belong, contribute and thrive, an everyone can live our DNA.
Inclusion, Equity and Diversity (IE&D) isn’t just the right thing to do, it’s a strategic imperative and a key enabler of our Game Plan and success. It fuels innovation, strengthens collaboration and helps us deliver on our vision to be the world’s most desirable luxury wine company.
At TWE, Inclusion, Equity and Diversity are brought to life through six guiding principles:
Belonging for all – we foster connection for every employee, recognising and celebrating diversity in all its forms.
Equitable practices – we work to remove barriers so that opportunities are accessible and fair for everyone.
Protection of human rights – our culture is grounded in dignity and respect, with zero tolerance for discrimination, bullying or harassment.
Taking a growth mindset – we are all learners, open to feedback, committed to improvement and building awareness through education.
Integration into our business – inclusion and equity are embedded into how we hire, develop, promote and lead – making them part of our DNA.
All being contributors – every individual plays a role in building an inclusive culture and calling out behaviours that fall short of our standards.
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Employee Resource Groups
Our Employee Resource Groups (ERGs) are employee-led groups to help implement our IE&D strategy through education, community and support. They create safe spaces, build community and amplify diverse voices across our global business.
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TWE for SHE
TWE for She promotes gender equity at TWE. It is about educating and raising awareness to courageously advocate and agitate for women’s equality and empower our people to create meaningful change.
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TWE Pride
TWE Pride's vision is to create a network of LGBTQIA+ colleagues and allies who are committed to fostering a diverse and inclusive place where LGBTQIA+ colleagues can thrive. By championing equality, respect, and authenticity, they aim to create a culture that empowers individuals and sets a standard for inclusivity across our industry.
It has a global council who set the strategy for the network with active members and allies in each region.
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TWE Mosaic
TWE Mosaic aims to build a network of culturally and linguistically diverse colleagues and allies to foster an inclusive culture and to educate everyone about cultural diversity.
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TWE Enable
TWE Enable’s ambition is to ensure that people with disabilities and those that care for people with disabilities are given access to equal opportunities to thrive and bring their whole selves to work at TWE.
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La Raza
La Raza is an ERG within our Americas team that provides a network to celebrate the Hispanic/Latino culture and foster an inclusive culture where everyone feels comfortable to bring their whole selves to work.
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The Guardians
The Guardians is an ERG in our Americas team that provides support and resources to parents and caregivers.
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Asian American Pacific Islanders
Asian American Pacific Islanders (AAPI) is dedicated to creating an inclusive and empowering environment for Asian Americans and allies. Our mission is to celebrate the richness of Asian American identities while fostering education, connection and advocacy.
Workplace Gender Equality Act Reporting
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.