What diversity and inclusion means to us
We’re proud to foster a workplace where people feel respected and included, and where diverse thinking leads to better outcomes for our teams, businesses and communities, and are committed to ensuring that every CSBP team member feels respected, included and valued.
Having a diverse workforce provides us with a rich canvas of thoughts, ideas, experiences and backgrounds – it’s these differences that that will drive our future success.
Inclusion means that everyone has access to the same opportunities and resources and feels able to fully contribute.
Our greatest advantage is our people
We believe that everybody has the ability to impact whether others feel included.
CSBP’s diversity and inclusion initiatives are guided by Wesfarmers and WesCEF policies and guidelines. Some key focus areas include:
Gender balance
WesCEF’s gender balance policy has been in place since 2010.
At CSBP, we encourage our teams to be inclusive and we strive for gender balance – which means there is a minimum of 40 per cent females and 40 per cent males on any team. There is room to strengthen gender balance within CSBP and we have a number of initiatives in place to help, including 50/50 shortlisting, flexible working, and gender pay equity
Pay equity
Gender diversity and pay equity are key priorities. Since 2010 WesCEF has conducted annual pay equity reviews and has set a gender balance target of a minimum of 40% males and 40% females across the organisation. In 2025, women represent 39% of our total workforce and 45% of our executive leadership team.
WesCEF measures and reports on progress and the effectiveness of our inclusive initiatives across all stages of the employee lifecycle including recruitment and career progression outcomes. Our gender inclusion goals are underpinned by practice, programs and policies that support gender diversity across our workforce, leadership teams and talent pipelines.
For further information on our workforce composition commitments to inclusive practice visit our Work180 Employer Profile page. You can also visit the Workplace Gender Equality Agency (WGEA) here Workplace Gender Equality Agency (WGEA).
Inclusion training
CSBP’s diversity and inclusion initiatives are guided by Wesfarmers and WesCEF policies and guidelines. Some key focus areas include:
Learning programs for leaders and team members on practical solutions and supportive practices for inclusive work environments.
Flexible Working
We know that flexibility in the workplace helps us to attract people from diverse talent pools and also supports our people to achieve satisfaction at work at all life stages. Flexibility comes in many shapes and forms and will mean different things to different people – and we encourage our candidates to talk about what flexibility means to them during the recruitment process.
Parental leave
WesCEF offers 18 weeks paid parental leave for primary carers, which includes the payment of superannuation for paid and unpaid components of parental leave, and a return to work bonus for primary carers.
Accessibility
Buildings at the CSBP Kwinana site are wheelchair enabled.
Aboriginal employment opportunities
Through the Wesfarmers Reconciliation Action Plan and WesCEF’s Aboriginal Inclusion Plan, WesCEF supports reconciliation through sustainable employment and procurement opportunities that are embedded within a safe working environment.
Our vision is for Aboriginal team members to thrive, where Aboriginal culture is celebrated across all aspects of our business and our actions are transformative for the Aboriginal community.
A wide variety of opportunities are available at our Perth or Kwinana locations.
If you would like to find out more about Aboriginal employment opportunities at CSBP, please contact us.
