Our commitment to diversity, equity, inclusion and belonging (DEIB)
At Jumbo, Diversity, Equity, Inclusion and Belonging (DEIB) are embedded in how we operate and deliver on our strategy.
We recognise that diverse perspectives strengthen decision-making, improve outcomes and support sustainable business performance. Creating an environment where people feel valued and able to contribute is fundamental to attracting and retaining talent, managing risk, and delivering long-term value for our customers and shareholders.
Focused
on equal pay for equal work.
Committed
to HESTA’s 40:40 Vision.
Shaping
our culture through training and awareness.
Refining
our approach to a safer workplace.
What DEIB means at Jumbo
At Jumbo, we want our organisation to reflect our society and the people we serve. Our people are welcomed and included as valuable members of our team, and through this we establish a rich and thriving community. Our focus is on ensuring fair access to opportunities, maintaining a respectful and inclusive working environment and enabling our people to do their best work. Our DEIB Commitment is not a standalone initiative, it is part of how we operate as a business.
Our approach
Our approach to DEIB is practical, outcomes-focused and aligned to business priorities.
We will:
- Embed DEIB into how we operate, rather than treating it as a separate program.
- Maintain accountability through leadership, with expectations aligned to how teams are led and outcomes are delivered.
- Support inclusive and effective ways of working, including psychologically safe team environments.
- Ensure consistency and fairness across hiring, development, reward and progression.
- Use data and insights to inform decisions and identify areas for improvement
Our approach is designed to support effective decision-making, strong team performance and sustainable business outcomes.
Our DEIB priorities
We focus our efforts across three priority areas:
Equitable access & opportunity
We maintain fair and consistent practices across the employee lifecycle, including recruitment, development, reward and progression. Our focus is on identifying and reducing barriers to access, and ensuring equitable outcomes across roles, teams and regions.
Inclusive culture & belonging
We foster a respectful and inclusive working environment where people feel able to contribute and work effectively together. This includes supporting team environments that enable collaboration, recognition and a strong sense of connection to the business.
Leadership & capability
We build leadership capability to support inclusive, effective and accountable team environments. This includes equipping leaders to make balanced decisions, lead diverse teams and create conditions for strong performance.
Delivering on our commitment
We will focus on delivering outcomes that support both our people and our business, including:
- Maintaining equitable outcomes across hiring, pay and progression.
- Strengthening leadership capability in inclusive and effective team practices.
- Supporting safe, respectful and highperforming work environments.
- Enhancing employee engagement, connection and contribution.
- Using data and feedback to inform priorities and continuous improvement.
Our priorities will be reviewed and refined over time to maintain alignment with business strategy, workforce insights and evolving operating requirements.
Governance and accountability
Accountability for DEIB sits with the Executive Leadership Team, with oversight provided by the People & Culture Committee.
Progress is monitored through established people metrics and considered as part of broader workforce, culture and performance discussions.
Our responsibility
Creating an inclusive and effective workplace is a shared responsibility.
Leaders play a key role in embedding inclusive practices through how they lead their teams. All employees are expected to contribute to our respectful, collaborative and high-performing environment.
