Chandler Macleod is a certified corporate member of Social Traders, reinforcing our commitment to ESG principles and social procurement. Learn how this partnership supports social enterprises and drives meaningful community impact.

Discover how Chandler Macleod’s RISE programs empower women through tailored training, mentorship, and meaningful employment opportunities. Learn how we transform lives, foster diversity, and create lasting impact for participants and employers alike.

The issue of modern slavery has gained significant attention worldwide, and Australia is no exception. As a recruitment agency dedicated to ethical practices , Chandler Macleod is proactive in our responsibility in combating this grave violation of human rights. Our active policies against modern slavery reflect our commitment to creating a fair and just workforce for all. What is Modern Slavery? Modern slavery encompasses a range of exploitative practices, including human trafficking, forced labour, and debt bondage. It affects millions of individuals globally, stripping them of their freedom and dignity. In Australia, it is estimated that tens of thousands of people are trapped in conditions of modern slavery, often hidden in plain sight in various industries, including agriculture, hospitality, and construction. Key Forms of Modern Slavery: Human Trafficking : The illegal movement of people, typically for forced labour or sexual exploitation. Forced Labour: Situations where individuals are coerced to work against their will, often under threats or deception. Debt Bondage: When a person is forced to work to pay off a debt, with conditions that often make it impossible to repay. Recognising the Signs of Modern Slavery Awareness is crucial in the fight against modern slavery. Here are some signs that may indicate the presence of modern slavery in the workplace: Lack of Freedom : Workers who cannot leave their jobs or are not free to make their own choices. Deceptive Recruitment Practices : Promises made during the hiring process that are not fulfilled, such as job roles, pay, or working conditions. Poor Working Conditions : Unsafe environments, excessive hours, and inadequate compensation. Isolation : Workers who are kept away from the public or their families, limiting their ability to seek help. Fear of Authority : Individuals who are afraid to speak out about their situation due to threats from employers or lack of legal rights. Why Prevention is Important Protecting Human Rights : Every individual deserves to work in an environment that respects their rights and dignity. By preventing modern slavery, we uphold fundamental human rights and promote social justice. Promoting Fair Labour Practices : Preventing exploitation ensures that all workers are treated fairly and receive the compensation they deserve. This fosters a more equitable labour market. Enhancing Business Reputation : Companies that actively combat modern slavery improve their brand image and attract ethically conscious consumers and clients. This not only benefits the business but also contributes to a more sustainable economy. Legal Compliance : Australia’s Modern Slavery Act 2018 requires businesses to report on how they mitigate the risk of modern slavery in their operations and supply chains. Non-compliance can lead to legal repercussions and damage to reputation. Our Commitment to Ethical Recruitment At Chandler Macleod, we take a proactive stance against modern slavery. Our policies include: Thorough Vetting Processes: We ensure that all employers and job placements are scrutinised for compliance with labour laws and ethical standards. Training and Awareness : Our staff receives regular training on identifying signs of modern slavery and understanding the legal framework surrounding it. Support for Workers : We provide resources and support for workers who may be at risk or have experienced exploitation, helping them access legal aid and counselling services. Transparency : We are committed to transparency in our operations, working to create an open dialogue about the importance of ethical practices in recruitment. Modern slavery is a pressing issue that requires collective action from all sectors of society, including recruitment agencies. By recognising the signs, understanding the importance of prevention, and actively implementing policies against modern slavery, we can contribute to a more just and equitable workforce. Together, we can make a significant impact in the fight against this human rights violation, ensuring that all individuals can work in dignity and safety.

Australia is a beautiful country. A land of culturally diverse communities and opportunities for a wonderful life. Sadly however, despite being the home of the oldest continuous culture on earth, our history is marred by dispossession and exclusion, mistreatment, and oppression of Aboriginal and Torres Strait Islander peoples- the Traditional Owners of Australia. This historic mistreatment has created systemic barriers that have long hindered the socio-economic empowerment of Aboriginal and Torres Strait Islander peoples, with the ability to find and maintain meaningful and sustainable employment proving to be an ongoing battle. Let’s investigate the challenges faced by Aboriginal and Torres Strait Islander jobseekers, as well as actionable solutions that businesses can implement to foster inclusion, empowerment, and self-determination. Intergenerational Trauma During the mid-1800s to the 1970s many Aboriginal and Torres Strait Islander people were forcibly removed in what is now known as the Stolen Generations, survivors were never given access to resources to be able to heal from this trauma as a result of not being able to heal this trauma has now been passed on to many more generations and created intergenerational trauma amongst families, those that are suffering Intergenerational trauma are likely to live in a state of distress, which can lead to a range of negative outcomes for themselves and their descendants. Their children may experience difficulties with attachment, disconnection from their extended families and culture and high levels of stress from family and community members who are dealing with the impacts of trauma. This can create developmental issues for children, who are particularly susceptible to distress at a young age. This creates a cycle of trauma, where the impact is passed from one generation to the next. In Australia, intergenerational trauma predominantly affects the children, grandchildren, and future generations of the Stolen Generations. Stolen Generations survivors might also pass on the impacts of institutionalisation, finding it difficult to know how to nurture their children because they were denied the opportunity to be nurtured themselves. Cultural Barriers Central to the Aboriginal and Torres Strait Islander experience and way of life is a profound connection to culture and land. However, navigating the modern job market often demands a delicate balance between cultural responsibilities and professional requirements. Discrimination and stereotypes further compound these challenges, creating a hostile environment in many workplaces. Our basic concept of time and date is a white structure. In Aboriginal and Torres Strait Islander culture, time is cyclical, rather than sequential. It’s flexible and shifts according to people’s needs and what is happening on the earth. For centuries Aboriginal and Torres Strait islander peoples have been expected to adapt to the colonised way of life that is out of sync with their very core of being. Educational Disparities Education serves as a gateway to opportunity, yet Aboriginal and Torres Strat Islander Communities face significant disadvantages in access to quality education, particularly in remote and rural areas. The lack of cultural relevance in the curriculum exacerbates these disparities, impacting skill development and subsequently limiting employment prospects. Socio-Economic Factors Poverty and unemployment rates disproportionately affect Aboriginal and Torres Strait Islander Communities, creating a cycle of disadvantage. Limited access to resources and support networks further impedes efforts to break free from this cycle, further upholding systemic inequalities. It is estimated that 14-18% of Aboriginal and Torres Strait Islander births are not registered with Registry of Births, Deaths and Marriages meaning that these babies, and by assumption, their families, cannot access Government assistance such as Medicare and Centrelink family payments. No birth certificate also means they are unable to register for a bank account, register for schooling, or prove their identity to obtain employment. Institutional Challenges The institutional landscape often fails to adequately address the unique needs of Aboriginal and Torres Strait Islander job seekers. From culturally insensitive employment services to a lack of representation in decision-making roles, systemic barriers persist despite well-intentioned efforts. Remote and Rural Employment Remote areas face distinct challenges, with limited job opportunities and infrastructure constraints hindering economic participation. Relocation poses further hurdles, often requiring individuals to navigate unfamiliar environments while preserving their cultural identity. Living and working on Country is of the utmost importance to many Aboriginal and Torres Strait Islander peoples and it is not always as simple as up and moving to a new town or new home, there are a myriad of cultural practices that need to be considered to ensure Aboriginal and Torres Strait Islander employees feel connected to their culture regardless of where they live and work ideas could be including a Welcome to Country from the Traditional Owner group on the land/s that they will be working on. Solutions and Strategies Addressing these challenges requires an open-minded, and multi-faceted approach. Culturally sensitive employment services, collaboration between stakeholders, mentorship programs, and policy reforms are essential steps towards fostering inclusivity and empowerment. A key element to remember is that as non- Aboriginal and Torres Strait Islander people, it is not our place to say what’s right. It is our duty to seek guidance and input from Aboriginal and Torres Strait Islander leaders, to educate ourselves, and to be prepared to not be a part of the decision making. Our role is to support self-determination for Aboriginal and Torres Strait Islander peoples, to foster and cultivate inclusion, and to encourage and support change. How is Chandler Macleod supporting Aboriginal and Torres Strait Islander job seekers? Despite the obstacles, numerous individuals and organisations are leading by example, implementing innovative solutions, and driving positive change within Aboriginal and Torres Strait Islander Communities. These success stories serve as beacons of hope, demonstrating the potential for meaningful transformation. Our Reconciliation Action Plan sets a path for our company to actively contribute to the cause of Reconciliation. The development and endorsement of our plan involved firm commitment from our leaders and valuable input from all levels and departments within our organisation. Our objective is to increase opportunities, foster connections, and strive for a future that is characterised by equality and integrity. As a leader in employment services, we know the benefits having a diverse workforce offers. By cultivating our Aboriginal and Torres Strait Islander workforce we can benefit from new perspectives, we increase our connections with our community, and we become change-makers contributing to our nation's evolving identity.  Talk to our team about cultivating an inclusive workplace for Aboriginal and Torres Strait Islander employees or partnering in our Solid Start career pathways.

An Acknowledgment of Country is an opportunity to show respect to Aboriginal and Torres Strait Islander peoples as the Traditional Owners and Custodians of the land, and to recognise their ongoing connection to Country.

Australia Day. Invasion Day. Survival Day. Day of Mourning. Whichever term you use to describe it, there is no denying that January 26 holds significant meaning for a lot of people. As people across the nation prepare to mark January 26th, an important conversation emerges about how to approach this date with sensitivity and thoughtfulness. Beyond the commercialised festivities and celebrations, there is a complex historical narrative that needs to be considered. Acknowledging the diversity of perspectives is not just social awareness, but necessary for anyone attempting to navigate the nuanced terrain of public sentiment, cultural sensitivity, and societal evolution. We will explore why it is crucial for people to tread carefully on January 26th, delving into the considerations that extend beyond commercial endeavours into the realms of inclusivity, respect, and the broader context of reconciliation. Here are five reasons you should consider taking a careful and sensitive approach to January 26. Cultural Sensitivity January 26th is considered by many Aboriginal and Torres Strait Islander peoples as Invasion Day or Survival Day, highlighting the negative impact of European colonisation on their communities. In the business environment, you need to be culturally sensitive and aware of the historical trauma associated with this date to avoid alienating or offending First Nations customers, colleagues, employees, or stakeholders. In the wake of 2023’s disappointing referendum outcome, sensitivity and consideration should be a priority for the community. Giving Aboriginal and Torres Strait Islander colleagues, customers, and stakeholders a voice to share what it means to them, and an opportunity to provide a new perspective is an incredible opportunity to move towards fostering a more inclusive and respectful community. Reconciliation Efforts Australia is actively working towards reconciliation with Aboriginal and Torres Strait Islander peoples. Workplaces that take a stance that's seen as dismissive of, or insensitive to Aboriginal and Torres Strait Islander perspectives on January 26 may face public backlash. Being supportive of reconciliation efforts can enhance a company's reputation and contribute to positive social impact. If your workplace has a Reconciliation Action Plan in place, or claims to embrace diversity, now is the time you can show and support this. Discuss the option for staff members to swap their government mandated public holiday for a day that suits them and does not have negative connotations attached. Public Perception The public's views on the celebration of Australia Day are diverse. Some Australians view it as a day of national pride, while others see it as a day of mourning. Workplaces need to be mindful of the diverse perspectives within their customer base and the broader community to avoid being seen as tone-deaf or out of touch with public sentiment. If you do feel the need to celebrate our nation, why not consider doing this by supporting local Australian businesses- the local bakery or butcher for your barbeque supplies or support Black Owned businesses and put money back into the community, rather than buying cheap, plastic paraphernalia that is made offshore. Employee Morale and Wellbeing Business owners and leaders should be attentive to the impact of their stance on January 26th on employee morale and wellbeing. Many people have strong opinions about the significance of the day, and businesses need to foster an inclusive and respectful workplace culture that accommodates diverse perspectives. It is important for workplaces to be respectful of the fact that many people are empathetic to Aboriginal and Torre Strait Islander communities, and other cultures who have been victims of colonisation, and believe January 26 is not the date to celebrate Australia. If your workplace is not providing you with the opportunity to embrace your culture and heritage, or to openly voice your support to diverse communities, now is the time to speak up, or consider looking for a workplace whose morals and perspectives align with your own. Legal and Regulatory Consideration The first ‘Australia Day’ was held July 30th, 1915, in a bid to raise money for war efforts. It was not until 20 years later that January 26 was named Australia Day, and it was only declared a public holiday in 1994. January 26 is not the date that Captain Cook discovered Australia, that was April 19, 1770, nor is it the date he landed in Sydney (April 29, 1770), or even the date he ‘claimed’ Australia as part of the British Empire (August 22, 1770). January 26 commemorates the establishment of Australia as a British colony, and the start of colonisation (the action or process of settling among and establishing control over the indigenous people of an area, according to the Oxford dictionary). Over time, public attitudes and government policies may evolve regarding the commemoration of January 26th. Businesses should stay informed about any legal or regulatory changes related to the date, as this could impact marketing campaigns, public statements, and corporate events. In summary, individuals should approach January 26th with sensitivity and awareness of the diverse perspectives surrounding this date. Taking a respectful and inclusive stance can contribute to positive company culture, community relations, and overall brand reputation. While you may think “what’s the harm, it’s only a day,” or “people need to get over it,” or even “many Aboriginal and Torres Strait Islanders celebrate Australia Day,” it is important to put yourself in the shoes of others for a moment and reflect on how you would feel if the community around you celebrated a date that signifies great sadness and loss for people of your heritage and culture. Australia is an amazing country, and one that many are proud to be from, or to become a part of, but our identity is built in mateship, and that means looking out for each other with respect and consideration. Chandler Macleod’s Reconciliation Action Plan Our Reconciliation Action Plan sets a path for our company to actively contribute to the cause of Reconciliation. The development and endorsement of our plan involved firm commitments from our leaders and valuable inputs from all levels and departments within our organisation. Our objective is to increase opportunities, foster connections, and strive for a future that is characterised by equality and integrity. Find out more about our commitment to Diversity, Equity, Inclusion, and Belonging, and commitment to Aboriginal and Torres Strait Islander Employment. Talk to us about implementing DEIB commitments and programs in your business. If this post has raised concerns for yourself or you know anyone who might be struggling, you can reach out to the below organisations for support. Lifeline – 13 11 14 Lifeline Online Crisis Counselling 13 Yarn – 13 92 76 13 YARN Online Crisis Counselling

While the ‘glass ceiling’ may not be as shatterproof as it once was, it does still exist in many ways, for many women. Understanding this barrier is the first step to creating an environment where everyone, regardless of gender, has an equal opportunity to reach the top.

As parental leave becomes an increasingly recognised and utilised aspect of professional life, it’s important to shed light on the unique, transferrable skills often developed during this period. Contrary to the outdated notion of a ‘resume gap’ signifying lost time, parental leave can be a time of incredible personal and professional growth. The skillset that is developed and fostered during this time, ranging from multi-tasking and enhanced negotiation skills to communication and problem-solving, can be highly beneficial to employers.

As a business leader, you understand the importance of operating sustainably for the productivity and longevity of the business. But measuring sustainability goals effectively can be complicated, leaving many senior leaders feeling overwhelmed. With the right approach and communication tools in place, your business can be well-positioned to efficiently and effectively measure progress on sustainability initiatives, while also being able to communicate their significance both internally and externally. Fortunately, it doesn’t have to be that difficult and there are simple steps that leaders like you can take today to become better stewards of the company's environmental goals and futures. Let’s look at those steps and strategies for how to communicate your success stories as they happen. Identify your company’s sustainability goals and objectives Identifying the sustainability goals and objectives of the business is an essential first step towards quantifying and communicating your company's sustainability efforts. It enables you to define what sustainability means to your organisation and set achievable targets that align with the greater business goals. These targets can then be measured, tracked, and reported, providing a tangible way for your business to demonstrate its progress. Identifying your company’s sustainability goals and objectives requires a thoughtful approach that takes into account the industry in which you operate, resources availability, and the stakeholders involved. This can be a challenging and ongoing process to define but is becoming increasingly important for businesses wishing to do their part to reduce their carbon footprint as we move towards a more environmentally conscious society. Establish a baseline of resources used to determine improvement areas A baseline is important to establish a starting point from which to measure progress. It is also important for improvement areas. The baseline serves as a comparative point of reference, enabling your business to identify areas in which resource consumption can be reduced or processed can be instigated to enhance efficiency. This data then helps to highlight the impact of your sustainability efforts, providing evidence of progress and improvement. Establishing a baseline of the resources used by the business also helps you to set realistic and achievable goals for further reductions in resource usage. Ultimately, having a clear understanding of your current resources and energy use is essential to creating an effective and impactful sustainability strategy. Choose the right metrics to measure success in achieving sustainability targets Choosing the right metrics to measure progress can be a challenge, however it is critical for aspect of your company’s sustainability strategy. The correct metrics facilitate accurate tracking of progress and provide a clear, quantifiable measure of your sustainability efforts. It Is important to select metrics that align with the business’ sustainability goals and objectives, as well as considering external factors such as industry standards and regulations. These metrics then provide a standardised language that aids in effectively communicating your sustainability initiatives to employees, investors, customers, and other stakeholders. Monitoring and reporting these metrics can enhance the credibility of your company, foster trust within your community, and amplify your sustainability efforts. Invest in technology solutions that provide accurate data measurement and analysis Investing in technology solutions that provide accurate data measurement and analysis is essential for communicating your company's environmental efforts effectively. High-quality, accurate data is the backbone of your sustainable initiatives, enabling you to track and communicate your progress with integrity. Sophisticated technology enhances the data credibility of your initiatives and proves your business with the tools to quickly identify trends, track improvements, and evaluate the effectiveness of your strategies. With the right tools in place, your company will be able to make informed business decisions, anticipate industry changes and monitor your progress with ease. Utilise communication channels to effectively communicate your company’s sustainability progress  To showcase the progress and success of your business, it’s important to utilise effective communication channels. Transparent communication allows both internal and external stakeholders to understand the company’s commitment to sustainability, the actions that have been undertaken and the progress that has been made. It is ideal to leverage several communication platforms including company websites, social media, reports, and newsletters, to ensure you reach a wider audience. By keeping your audience informed consistently, you are able to build your company’s credibility in its commitment to sustainable business practices. To maximise the impact of your sustainability efforts it is vital to strategically communicate achievements and progress in a way that both educates and informs your audience and can also act as a tool for engagement. Establishing and maintaining sustainability goals requires an ongoing effort from the business leaders of any company. Taking actionable steps such as clearly identifying the organisation's sustainability objectives, establishing a baseline reporting, investing in tech driven solutions to accurately measure data and report on metrics, and utilising communication channels are all vital considerations for any business hoping to establish and measure the success of any sustainability outcomes. With commitment and dedication driven by leadership your business can create long-lasting positive effects that will benefit the community and the bottom line of the business. Recognising sustainability as an ongoing journey and not just an item on the to do list can help yield rewards and future proof your business.