Diversity, Equity
& Inclusion

We all belong 

Here at the Bega Group, we want to be a workforce reflective of our customers, consumers and community and a culture where we all belong.  

We are committed to embracing diversity by recognising and celebrating the strengths and uniqueness of our people and creating an environment where they can thrive and reach their full potential.  

There is shared accountability from everyone at the Bega Group to commit to creating and sustaining a diverse and inclusive workplace, and that extends to our customers, shareholders, suppliers and communities.  

Our values and behaviours underpin all of our DEI work across the Bega Group and in order to drive real change, our DEI strategy focuses across three strategic pillars: Closing the gender gap, Supporting working families and Fostering inclusion.

Pete Findlay, CEO

Providing a safe working environment is everyone’s business. Every person has the right to feel safe, respected and welcomed. I am proud of our continued efforts and commitment to diversity, equity and inclusion across the Bega Group

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Closing the gender gap 

Systemic barriers are holding females back and as a result, females remain disadvantaged at various stages of their employment and underrepresented in positions of leadership. Closing the gender gap in practice means increasing female representation and female leadership in the workplace, ensuring there is no gender pay gap, having targets in place for gender diversity in shortlists and interview panels and removing gendered language in job descriptions. 

Supporting working families  

Managing work and family life affects family functioning and workplace performance. Families play an important role in building strong connections that positively impact our social and emotional wellbeing.  We recognise families come in all shapes and sizes and we want to do more to support our team members to be the best they can be at work and at home with their families.

Supporting working families in practice means communicating and leveraging Bega Flex opportunities (part-time work, job sharing, flexitime), encouraging males to take parental leave, wellbeing rooms including breastfeeding facilities available across sites, Family and Domestic Violence and parental leave policies and processes. 

Fostering inclusion 

We aim to build teams that embrace and celebrate diversity in all its forms, promoting a sense of belonging, connection and community through inclusion. A workplace that encourages active collaboration, enables us to achieve improved performance and increased innovation together.

Fostering inclusion in practice means being given opportunities to share your thoughts and ideas, accessing learning and development opportunities, using inclusive language, a work environment that is collaborative and supportive, culture clubs and DEI site activity. 

Industry benchmarking 

Bega Group participates in a number of benchmark reporting, such as the Workplace Gender Equality Agency (WGEA) gender equality reporting, the Family Friendly Workplace citation (FFW), and plan to undertake the employer of choice citation in the future. These benchmarking results allow us to see how we are tracking across Industry and corporate Australia as a whole and will inform our workplan going forward so we can continue to progress and improve in relation to our peers and ensure we are attracting and retaining the best talent. 

Gender Equity Network 

GEN is Bega Group’s first employee resource group and is focused on closing the gender gap. Their mission is to promote awareness and understanding of gender equity, advocate for gender-equitable policies, processes and behaviours, and provide a networking and professional growth platform for our members and supporters. The leadership team develop an annual workplan and work with various teams to deliver on their various initiatives and activities.  

Hesta 40:40 vision tracking 

Bega Group is a signatory to Hesta’s 40:40 vision which is an initiative seeking to achieve gender balance in executive leadership across all ASX300 companies by 2030. 40:40 stands for 40% identifying as female, 40% identifying as male and 20% identifying as any gender. We have a detailed roadmap in how we will achieve this (40:40 roadmap) across four key areas: build a pipeline of talented females, advance females with an inclusive culture, accountable leadership and promote flexibility.  

DEI Site teams 

We have various sites across the country with a dedicated DEI site lead and teams. Each site has the autonomy to run various events and initiatives that align with their team members. Some examples of these events and initiatives include Wear it Purple Day, Harmony Week, National Reconciliation Week, RUOK Day, International Women’s Day and International Day for People with Disability. All DEI site leads meet regularly to share learnings and align to the broader DEI strategy and workplan.  

Partnering with organisations committed to DEI 

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