Bunnings - Diversity and inclusion

At Bunnings, team members are the heart and soul of the business. Bunnings actively works to ensure their team is representative of the communities they serve, whilst ensuring an inclusive culture where everyone feels valued, respected and a sense of belonging.

Reflecting the diverse communities in which they operate, Bunnings provides opportunities for all people regardless of their age, gender, cultural heritage, sexual orientation, or abilities. This helps Bunnings to build the best team, with strong engagement, retention and the ability to attract great talent. Bunnings strives to be an employer of choice for diverse talent and build a culture where everyone can bring their whole self to work.

Bunnings believes that when diverse and inclusive teams work effectively, they make everyone feel valued, respected, and connected at work. In FY2024, Bunnings were proud to employ team members who speak more than 70 languages. Bunnings also proudly employed team that represent a wide range of ages, with 29.5 per cent of team members over the age of 50, and 46.6 per cent under 30 years of age at the end of the financial year.

During the financial year, Bunnings continued to focus on leader education across all sites through its inclusive leadership programs on gender quality, unconscious bias and inclusion in the workplace, where over 1,100 leaders were upskilled. A number of other learning and development programs also continued to offer all team members training to further integrate diversity and inclusion into everything they do.

Gender 

Bunnings is committed to gender equality and recognises the important role it plays in supporting women in leadership roles. Bunnings are proud that more than half of its team are women and have chosen to further their careers within the business. Bunnings' gender balance is 50.6 per cent women, 49.0 per cent men and 0.4 per cent of team members who identify as non-binary or who prefer not to disclose their gender.

Bunnings strives to foster gender balance across all levels of its organisation including leadership and has a target of 40 per cent minimum representation of both men and women, and 20 per cent for team of any gender or who do not identify as either male or female.

Bunnings provides 12 weeks of paid parental leave for both parents, regardless of gender, as well as paid superannuation on unpaid parental leave. Bunnings believes that by supporting both parents, the whole family is supported. In November 2023, Bunnings increased its non-primary carers leave from two to four weeks, in addition to providing access to a further eight weeks of primary carers leave at a later date. To support inclusivity and help its team balance family responsibilities, the eight weeks leave can be taken by team members in individual days rather than a continuous leave period.

During the 2024 financial year, Bunnings also became certified as a Family Inclusive Workplace, through Family Friendly Workplaces. The certification helps ensure Bunnings meet the required workplace standards and programs to be a family friendly workplace. This reflects Bunnings' commitment to support a culture where team with family and caring responsibilities are included and can thrive. 

Abilities 

As a member of the Australian Disability Network, Bunnings are committed to creating an inclusive experience for team members and customers with a disability. In partnership with the Australian Disability Network, Bunnings conducted two store audits in line with a Dignified Access review to help offer a welcome and navigable environment for all. The focus was on physical access, store layout, signage, toilets, car parking, building access and desk bench heights.

Bunnings also continues to build its Accessibility Awareness development program, which provides insights into language and information to support team and customers to be more disability friendly and inclusive. During the financial year, over 4,100 team members completed the Accessibility Awareness program, with 590 team members also completing the Bunnings Sign Language and Deaf Culture program to better communicate with team and customers.

Bunnings continued to work with The Field, a fully accessible careers site, to support people with a disability to gain employment.

LGBTIQA+ 

Bunnings is committed to creating a safe and supportive work environment for all team members, with gender neutral policies and a support network for LGBTIQA+ team members. Bunnings acknowledges days of significance through a calendar of events and provides rainbow flag stickers for team members who identify and support the LGBTIQA+ community. Team members are also encouraged to wear pronoun stickers on their name badges or add pronouns to their email signatures to support an inclusive work environment.

Bunnings continued to facilitate LGBTIQA+ awareness training to support greater awareness and inclusion in the workplace. In FY2024, 590 leaders attended the program.

Bunnings Gender Affirmation Policy was also relaunched during the financial year to include 10 days paid leave for gender affirmation procedures.

Māori and Pasifika 

During the 2024 financial year, over 16.0 per cent of Bunnings' Aotearoa/New Zealand team members identified as Māori or Pasifika. Within its store leadership teams, this increased to 22.0 per cent, reflecting its commitment to inclusivity and cultural diversity.

Throughout the year, Bunnings continued to foster employment opportunities that support the Māori community including a cadetship program designed for young Māori individuals aged 16–24 who are currently outside the employment and education sectors. An internship program offered at the Aotearoa/New Zealand Bunnings Support Centre also supported Māori and Pasifika university students in their final year, to prepare them for the professional work environment. This initiative not only aids them in achieving their professional aspirations but also emphasises the significance of maintaining a connection to their cultural heritage.

Bunnings continued to focus on integrating Te Ao Māori into the way they do things. A highlight of this integration included the celebration of Matariki both internally and externally, through television advertising campaigns and children’s D.I.Y. workshops in-stores. Bunnings also provided additional opportunities to enhance team member understanding and appreciation of Te Reo Māori. This was supported by providing access to Māori language education via platforms such as Education Perfect and online resources that support the use of Māori language signage throughout its sites.

Aboriginal and Torres Strait Islanders

Encouraging Aboriginal and Torres Strait Islander people to obtain fulfilling jobs with leadership development and career progression is a priority for Bunnings. In Australia, 3.3 per cent of Australian-based team members self-identified as Aboriginal and/or Torres Strait Islander.  

Bunnings continued to offer Indigenous employment programs to support Aboriginal and Torres Strait Islander team members throughout their career journey. In FY2024, Bunnings launched its new Indigenous Introduction to Leadership Program which targets high potential team members with a focus on leadership principles. Bunnings also extended its Indigenous training programs to help develop leadership capabilities. The Bunnings Indigenous Future Leaders Program continued to support team members ready for leadership through an experiential leadership program.

Bunnings remains committed to Indigenous businesses and communities by supporting the procurement of goods and services and a strong commitment to reconciliation initiatives. Bunnings was proud to collaborate with Seasol and Circular Head Aboriginal Corporation to launch ‘tarkiner’, an indoor plant spray product, during National Reconciliation week. This product creates a unique opportunity to develop supply from Indigenous communities, who in turn realise economic value from land and sea. This enables Bunnings to present an offer which is culturally sensitive and that directly benefits Indigenous people from the sale of their intellectual and cultural knowledge.