As we close out Medibank’s 2022–2024 Reconciliation Action Plan (RAP) and 2022-2024 Accessibility & Inclusion Plan (AIP), we’re pleased to share the progress we’ve made towards building a more diverse and inclusive workplace and creating a more sustainable health system for everyone.
Both reports highlight important milestones and meaningful progress, and they also remind us that there is still more to do.
Highlights from our 2022-2024 RAP include:
Partnering with Wurundjeri Woi-wurrung Traditional Owners to co-design our new Melbourne office. This has become a daily opportunity for our people to connect with Country
Partnering with the Australian Indigenous Doctors’ Association to learn more and improve cultural safety in our health services
Introducing new supports for Aboriginal and Torres Strait Islander employees, including Cultural Leave and Sorry Business Leave
Exceeding our procurement target, spending more than $7 million with Aboriginal and Torres Strait Islander businesses over three years.
Key achievements from our 2022-2024 AIP include:
Maintaining Disability Confident Recruiter accreditation, improving accessibility at every stage of recruitment.
The opening of our new Melbourne office, purpose-built with universal design principles to be inclusive for everyone.
Expanding our disability-confident culture through initiatives like the PACE mentoring program and a new summer internship program for students with disability.
Strengthening inclusion across the business through data-driven targets and ongoing collaboration with our employee networks.
Looking ahead
While we celebrate these milestones and progress, we recognise that reconciliation and accessibility are long-term commitments and there is more work to be done.
For example, we know we haven’t yet reached our ambitions around increasing Aboriginal and Torres Strait Islander representation, nor have we fully embedded workplace adjustments and accessibility practices consistently across all areas of our business. These are not short-term fixes, but long-term commitments that require sustained focus. This work takes time, and we remain committed for the long term.
We are eager to share our next RAP and AIP plans soon. Our approach will continue to be informed and guided by our Aboriginal & Torres Strait Islander stakeholders, our Diversity and Inclusion Employee Networks, our partners, and our advocates.
