There are benefits for everybody – for customers, First Nations people, communities, stakeholders, its people, and the business itself – from Interflow’s Reconciliation Action Plan.
A successful future for businesses in today’s commercial environment involves more than simply doing business. It’s about delivering on a purpose and improving the lives of everybody with whom the organisation comes in contact.
One ingredient in Interflow’s recipe for success is the organisation’s Reconciliation Action Plan or RAP. It’s a framework for knowledge, learning, processes, and initiatives that benefit everybody in and around the business.
Interflow is almost two years into the Reflect RAP journey, which helps shape how the organisation will engage with reconciliation.
The three key focus areas involve encouraging cultural respect, unlocking Aboriginal and Torres Strait Islander talent, and developing partnerships.
Interflow wants to attract Indigenous people, better appreciate and understand Indigenous communities and further develop its supply chain.
Most importantly, Interflow knows it’s simply the right thing to do. The feedback it receives from its people is very positive and acknowledges that every business can play a role in reconciliation.
A RAP is a learning journey
“There is a lot we can all learn from our First Nations people,” said Frank Phillips, Interflow’s Executive General Manager QLD/WA/NZ and RAP representative.
“The connection we have is water. Water is essential to us as a business,” he said.
“But we won’t sit back and say we’re experts and know everything. The RAP process so far has taught us that we need to take the time to listen to the feedback we’ve been getting from Indigenous people. If we listen, we’ll learn and constantly evolve.”
A RAP brings pride and loyalty
One of the biggest responsibilities of the 20-strong RAP Working Group is to communicate the RAP’s purpose to the organisation and beyond, says Phillips.
“We’ve got a very eager working group,” he said. “We’ve found a rhythm and empowered everyone in the group to be champions for the RAP. We want to make sure the entire organisation really embraces it.”
Interflow is on a journey towards reconciliation. But it’s also taking the opportunity to understand a vital culture and to bring others along on that journey. While the company knows it lacks expertise in this area, it intends to help and support people along that journey.
Getting it right
Why is Interflow putting so much effort into getting the Reflect RAP process right? Because it matters.
“This is not a tick-a-box for Interflow,” he said.
“It fits within the bigger picture of our diversity and inclusion strategy from a people and capability perspective. At the same time, it makes real business sense.
“Hopefully, it will have a far broader and very positive effect. From our Board, Managing Director, and leadership team, we want to truly understand it, and our people are telling us they want to come along on the journey.”
This sponsored editorial is brought to you by interflow. For more information, visit www.interflow.com.au.
Featured image: Frank Phillips, Interflow’s Executive General Manager QLD/WA/NZ.Image credit: Interflow.
