Salmat continued its journey of creating a constructive environment where our people can reach their full potential. Using the 2011 culture survey as a base, all areas are working on culture plans focusing on constructive behaviours. During the past 12 months, a diversity survey has highlighted that our staff believe that Salmat is a place where people from diverse backgrounds can prosper. The next culture survey is scheduled for April 2013, the fifth in the series.

The development of our people is supported by a focus on training. During the year, the Salmat Leadership Academy was launched. The Academy lays out a clear path for progression in leadership based on company supported training, mentoring and understanding of different behaviours. Training in Certificate IV in Frontline Management is a key part of the Academy.

Salmat has continued its work through its Women in Leadership Council, on which the CEO sits, to identify ways in which women can be encouraged to take senior roles. The Family Fusion program was launched to address the need to provide assistance on locating child care and senior care, and providing priority access. The diversity survey shows that 39% of our employees have responsibility as a sole carer and 20% have responsibility for organising child care for dependent children.

Work continued on the company’s Reconciliation Action Plan, launched in 2011 and aimed at bridging the gap between indigenous and non-indigenous Australians. The three elements of the plan are:

The health and wellbeing of our people is a top priority and we continue to strive to achieve an injury and incident free workplace. During the year we launched our online Work Health and Safety induction program which aims to embed safety culture behaviours via interactive learning.

Our lost time injury frequency rate (LTIFR) has fallen for the fifth consecutive year, recording a 33.3% reduction against the previous year. The focus on injury prevention activities, specific to our injury risk profile, has mitigated the number of lost time claims that contribute to the LTIFR. In addition to maintaining injury prevention programs, we are very active in providing early intervention and return to work programs.