At the NRMA, the experience of belonging is so valued it underpins the entire diversity and inclusion framework.
Called “Belong,” the framework is an integral part of the NRMA culture and comprises of six key pillars including: gender equality, multiculturalism, LGBTQI+, intergenerational workforce, indigenous and disability.
“When we’re talking about disability inclusion, we’re not talking only about those within our organisation,” says Courtney Pond Group Inclusion, Diversity & Wellbeing manager, “but also the communities that we work in and engage with in our frontline workers, which is really important.”
Apart from the Belong framework, the Employee Disability Network was also supported by the understanding and importance of advocacy.
“Advocacy is a big part of disability inclusion, as its part of the NRMA’s DNA.”
Having other network groups as the basis – such as the LGBTIQ+ network group – Courtney, along with colleague Jo Cullen, knew exactly what to do in supporting the ERG to thrive. They opened the ERG for not only people with disability, but carers and allies alike – who were all passionate about advocacy and inclusion and accessibility.
One of the most critical aspects prior to launching the ERG was the need for an engaged and passionate Executive Sponsor, which they had in Paul Davies, CEO of Holiday Park Network at NRMA.
Paul’s open and candid sharing of feedback from guests who had a less than ideal experience at holiday parks due to accessibility made him the perfect candidate for the Executive Sponsor. His passion has helped keep focus and drive the ERG.
The network meets quarterly with all councils within the Belong framework providing ample opportunity to collaborate and connect, as well as support each other and have an executive sponsor check-in.
Establishing a terms of reference and a mission statement for their ERG was important as it helped build was support and momentum within the ERG.
“We found that we have the most momentum when the people who are part of that group come up with the moment and strategy themselves,” explains Jo.
And so, members of the ERG created their own Terms of Reference and mission statement.
In the lead up to the launch, the ERG was promoted heavily across internal channels to encourage attendance to events.
The launch itself focused on storytelling, and sharing lived experiences of disability by staff at the NRMA – with a presentation by AND’s own Stephanie Lim. The launch was well received, with over 38 attendees.
“What’s so valuable in our organisation is we have a lot of people willing to share their personal experience. I think that’s a testament to the safe and inclusive environment we’ve created from a leadership perspective and a culture perspective,” says Courtney.
After the launch, Courtney noticed some small changes across the NRMA that supported accessibility and inclusion.
People who attended the launch started announcing themselves before speaking on calls – which then flowed on, and now, even people who hadn’t attended the launch have started to do this.
The ERG is currently open to employees to join, with growing number of applications being received by the team.
“There’s a great deal of momentum and excitement about the value and importance of our network group, and we’re really, really excited to see how it goes.”
