Indigenous Employment
HEQS acknowledges the Traditional Custodians of the lands on which we live and work, and pays respect to their Elders past and present.
Company PolicyIndigenous Employment Policy
HEQS is committed to creating real, ongoing careers for Aboriginal and Torres Strait Islander people across our group. We believe decisions about First Australians' lives have too often been made for communities rather than with them, so we build this program in partnership with Aboriginal organisations, starting with relationships and respect, then opportunity.
This policy applies to every HEQS Group business and site — Smithfield (NSW), Reservoir (VIC), Acacia Ridge (QLD), and our Perth warehouse as it opens — and to everyone who recruits, supervises or works alongside participants.
What we commit to
Partnership and self-determination
We design and run this program with Aboriginal and Torres Strait Islander organisations, not on their behalf. Partners help shape how people are recruited and supported, and review the program with us every year.
Real jobs with a path forward
Paid, ongoing roles from day one in warehousing, delivery and installation, office and customer service, and traineeships — with an agreed next step, such as a licence, a qualification or a promotion, at six and twelve months.
Fair, practical recruitment
Candidates are introduced through community partners and assessed on the job, not only by interview. We help with licences, tickets, ID and safety gear as part of onboarding. People start in small groups, so no one is the only Aboriginal person on the team.
A culturally safe workplace
Supervisors complete cultural awareness training before new starters arrive. Every participant has a mentor from their first day. Racism is misconduct and is dealt with under our code of conduct and grievance procedure.
Culture and community come first
Paid cultural leave for Sorry Business, NAIDOC Week and community obligations, and flexibility while people settle in — a missed shift starts a conversation, not a warning.
Growth, not just placement
Participants are supported into licences, qualifications and leadership roles, and invited — never pressured — to mentor the people who follow them.
Accountability and reporting
- Our Director sponsors this policy and reviews results every quarter, with a full review each year together with our Aboriginal partners.
- We measure whether people stay and grow — retention at three, six and twelve months, and progression — not just how many start.
- Telling us you are Aboriginal or Torres Strait Islander is always voluntary and kept confidential. We only ever report totals, never names.
- On government contracts, we report Aboriginal participation to our customers at handover, using figures we can evidence from payroll.
Work with us
Interested in a role, or an Aboriginal or Torres Strait Islander organisation that would like to partner with us? Get in touch. Concerns about how this policy is applied can be raised safely — including anonymously — through our speak-up process.
Approved by the Director · Effective 28 October 2026 · Reviewed annually