The pandemic has reinforced the importance of a comprehensive approach to workplace health and safety.
We have further adapted our work practices over the last 12 months to help our people remain safe and well, and to ensure that our worksites are compliant with new regulations associated with the COVID-19 public health response.
Social distancing and contact tracing protocols have continued, while agile work practices have allowed us to work remotely when we have taken the precautionary step of closing our offices. We have also provided our people and their families with a supply of personal protective equipment and rapid antigen tests.
A new Employee Assistance Programme (EAP) provided by Benestar helps ensure that all aspects of our people’s wellbeing are being professionally supported through this time of unique challenges.
| Key targets | Progress | Status |
| Safety at work |
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| Diverse workplace |
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| Social procurement and supply chain ethics |
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| Goodman brand values |
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We are committed to creating a safe working environment that is free of accidents and other workplace risks. A detailed Health and Safety policy governs our work practices and ensures our obligations under the Health and Safety at Work Act 2015 and the COVID-19 Protection Framework are complied with.
The data includes any incidents involving our people or contractors together with any reported incidents occurring within the public areas of the portfolio. It includes hazard observations, near misses, injuries requiring first aid, injuries requiring medical treatment and serious harm injuries.
We know that a diverse and inclusive team creates a vibrant work culture with a rich mix of views and ideas. Diversity brings unique perspectives and experiences to problem solving, ultimately leading to better business outcomes.
We celebrate individual differences and want our people to feel included and supported.
A comprehensive Inclusion and Diversity policy, which sets goals across gender, ethnicity and age, guides our behaviour and helps ensure we are a representative and inclusive workplace.
Page 107 of this report includes more detail of our workplace demographics and our future targets.
Flexible and progressive employment policies are one of the ways we help reduce bias.
These policies have encouraged a more permanent shift in work practices over the last few years with around 60% of our people preferring to work remotely at least two days a week. New systems and technologies, together with a significant financial contribution toward a home office setup, has facilitated the change. By keeping our people connected and engaged it has generated a positive outcome that is also expected to contribute to a more diverse workforce over time.
A refreshed and contemporary parental leave policy has extended the level of support available to our people. Its coverage provides broader support for both primary and secondary carers. Workplace benefits, including employer Kiwisaver contributions, are also maintained during parental leave, ensuring our people are not financially disadvantaged in their retirement savings.
We want to develop and foster a diverse talent pool. This focus starts with the recruitment process and a brief to agency partners that ensures they are representing Goodman’s values and supporting us to attract diverse talent.
We empower our managers and provide the tools and processes to help our people reach their potential. Formal induction programmes, regular reviews, career development plans and training objectives provide the pathways that enable our people to thrive.
Training can be online or through more structured learning, with study grants and leave available for technical or tertiary courses. Topics can encompass a range of areas including business management and leadership, communication, compliance, digital literacy, finance and sustainability.
To encourage wider participation in our industry we also provide an annual scholarship for an Auckland University property student. Our 2022 recipient is Caitlyn Khoo.
Goodman’s brand values guide how we interact with each other and ensure we provide our customers and investors with consistently high-quality service as well as innovative and sustainable property and investment solutions.
An employee retention rate of 97% over the last year and results of an all-employee survey in February 2021 show we have a positive and supportive work environment for our people.
We take a holistic approach to wellbeing with a range of initiatives focused on health and happiness. It includes employee assistance programme services, annual flu vaccinations, skin cancer and other health checks, speakers on topical issues, social and cultural events and, sporting and recreational opportunities.
This year we have introduced a caregivers support platform called Circle In. We’ve also launched our wellbeing programme with Groov. Co-founded by Sir John Kirwan, Groov is about helping workplaces, leaders and their people feel good and function well.
New ideas push our business forward. We focus on the future, proactively looking for new opportunities and improved solutions for our stakeholders that will make the world a better place for all of us.
Determination gets things done. We are motivated by excellence and work hard to achieve it, actively pursuing the best outcomes for all our stakeholders.
We have integrity, always. We work inclusively and transparently, balancing the needs of our business and our people with the needs of the community and those we do business with.
We’re building our business for the long term. That’s why we consider the planet and all the people in it in everything we do. Our initiatives demonstrate our ongoing commitment to having a positive economic, environmental and social impact on the world.
