Most workplace policies spend the majority of their lives sitting quietly in a folder.<\/span>\u00a0<\/span>You might skim them when you start a new job. You might revisit one occasionally. Some, you may never\u00a0need\u00a0at all.<\/span>\u00a0<\/span><\/p>\n Until something changes.<\/span>\u00a0<\/span><\/p>\n You become a parent. Something happens at home. You need greater flexibility. Your priorities shift. You want to take your career in a different direction. Or you simply need a day to switch off and reset.<\/span>\u00a0<\/span><\/p>\n Suddenly, what was once a few pages of workplace policy can have a very real impact on someone’s life.<\/span>\u00a0<\/span><\/p>\n At\u00a0TalentWeb,\u00a0that’s\u00a0something\u00a0we’ve\u00a0thought about a lot.<\/span>\u00a0<\/span><\/p>\n As a recruitment business, we spend every day talking to people about work: what\u00a0they’re\u00a0looking for, why\u00a0they’re\u00a0leaving, what makes them stay and what they need from an employer to do their best work.<\/span>\u00a0<\/span><\/p>\n It means we also have a responsibility to ask those same questions\u00a0about\u00a0ourselves.<\/span>\u00a0<\/span><\/p>\n What does it\u00a0mean\u00a0to be a good employer? And do the policies we put on paper translate into a better experience for the people\u00a0they’re\u00a0designed for?<\/p>\n As a Certified B Corporation, those questions form part of a much broader commitment to continually examine how we\u00a0operate\u00a0and the impact we have on our people and community.\u00a0TalentWeb\u00a0first became B Corp Certified in 2019 and re-certified in 2023.<\/span>\u00a0<\/span><\/p>\n But the certification itself\u00a0isn’t\u00a0the story.\u00a0What happens behind it is.<\/p>\n <\/p>\n Recruitment is an inherently commercial, target-driven industry. There are clients to deliver for, candidates relying on us and outcomes that are easy to measure.<\/p>\n Accountability matters. Performance matters.<\/p>\n But we don\u2019t believe high performance and employee wellbeing should be competing priorities.<\/p>\n Our\u00a0Work Anywhere,\u00a0Anytime\u00a0approach gives our people flexibility around where and when they work, provided they continue to deliver on their responsibilities. Alongside it\u00a0sits\u00a0quarterly mental health \u201cDoona\u00a0Days\u201d,\u00a0home-office support,\u00a0a monthly\u00a0health and wellness allowance and shorter working hours during summer.<\/p>\n None of those things remove accountability. They exist alongside it.<\/p>\n Our people\u00a0participate\u00a0in setting and pledging their outcomes, with progress regularly revisited through focus groups, monthly Town\u00a0Halls\u00a0and quarterly meetings.<\/p>\n The principle is\u00a0relatively simple:<\/p>\n Be clear about the outcome, then trust good people to deliver it.<\/p>\n That trust matters in an industry where long hours and presenteeism\u00a0can too\u00a0easily become mistaken for performance.<\/p>\n <\/p>\n The same thinking has influenced our approach to parental leave.<\/p>\n Eligible primary caregivers receive\u00a018 weeks\u00a0of paid parental leave, with\u00a0additional\u00a0paid leave available for primary caregivers who are single parents.\u00a0TalentWeb\u00a0also continues superannuation contributions for the duration of caregiver leave, including periods of unpaid leave up to\u00a052 weeks.<\/p>\n It\u2019s\u00a0a policy designed not simply around time away from work, but around some of the longer-term financial consequences that can come with taking on caring responsibilities.<\/p>\n Because treating everyone\u00a0exactly the same\u00a0isn\u2019t\u00a0always the same thing as creating\u00a0equitable\u00a0outcomes.<\/p>\n That distinction matters to us.<\/p>\n Our wider commitment to justice, equity,\u00a0diversity\u00a0and inclusion is built around creating an environment where people are treated with respect and dignity and\u00a0have the opportunity to\u00a0thrive.<\/p>\n And that commitment extends beyond policy. We continue to invest in opportunities that help our people deepen their understanding of issues such as LGBTQIA+ inclusion and allyship and the representation of women in traditionally underrepresented industries.<\/p>\n <\/p>\n There are also\u00a0circumstances\u00a0no employee plans for.<\/p>\n TalentWeb\u2019s\u00a0Family and Domestic Violence Policy\u00a0recognises\u00a0that family and domestic violence can affect far more than someone\u2019s life outside work. It can\u00a0impact\u00a0attendance, performance, financial\u00a0security\u00a0and a person\u2019s ability to\u00a0participate\u00a0at work.<\/p>\n Our approach is therefore designed to be sensitive,\u00a0flexible\u00a0and individual.<\/p>\n That can mean adapting working arrangements or leave, but it can also mean\u00a0recognising\u00a0that a change in someone\u2019s performance may have circumstances behind it that require understanding and support.<\/p>\n It\u00a0doesn\u2019t\u00a0mean expectations\u00a0cease\u00a0to exist.<\/p>\n It means responding to the person behind them.<\/p>\n Because how we respond in those moments matters.<\/p>\n <\/p>\n Careers\u00a0aren\u2019t\u00a0one-size-fits-all either.<\/p>\n TalentWeb\u00a0employees have access to an annual professional development allowance, but we deliberately give our people considerable agency over how they use it.<\/p>\n Development might mean technical recruitment training for one person. For someone else, it might mean university-based study, AML training, an industry\u00a0conference\u00a0or an opportunity focused on leadership and impact.<\/p>\n Because the most valuable development\u00a0isn\u2019t\u00a0necessarily the same for every employee.<\/p>\n When people have different strengths,\u00a0ambitions\u00a0and career paths, giving them ownership over their development allows learning to become genuinely meaningful rather than another box to tick.<\/p>\n Our most recent internal engagement results found that\u00a092% of our team feel supported in their professional growth.<\/p>\n That\u2019s\u00a0a number\u00a0we\u2019re\u00a0proud of, but\u00a0it\u2019s\u00a0also one we want to keep improving.<\/p>\n <\/p>\n Being\u00a0people-first\u00a0also means giving employees a meaningful say in the workplace\u00a0they\u2019re\u00a0helping to build.<\/p>\n TalentWeb\u00a0operates on a simple principle:\u00a0the best idea should win, regardless of title or tenure.<\/p>\n Our people contribute through monthly Town Halls, working groups, feedback\u00a0mechanisms\u00a0and company-wide strategy sessions.<\/p>\n But asking for feedback is\u00a0the\u00a0easy part.<\/p>\n What matters is what\u00a0happens\u00a0afterwards.<\/p>\n Ideas raised by our people have led to changes across technology, workplace\u00a0initiatives\u00a0and the way we\u00a0operate. Employees are also encouraged to champion projects they genuinely care about, creating opportunities for individual interests to become wider business initiatives.<\/p>\n When people\u00a0contribute\u00a0an idea, they should be able to see where it went.<\/p>\n Employee voice means more when it results in action.<\/p>\n <\/p>\n Being a responsible employer also means looking beyond the people on our payroll.<\/span>\u00a0<\/span><\/p>\n Through our community commitments,\u00a0TalentWeb\u00a0dedicates time and resources to volunteering, pro bono recruitment and partnerships with\u00a0organisations\u00a0creating\u00a0broader\u00a0social impact.<\/span>\u00a0<\/span><\/p>\n Our longstanding partnership with\u00a0BuildingPride\u00a0has included mentoring more than 60 LGBTQIA+ professionals working across property and engineering through one-on-one mentoring,\u00a0networking\u00a0and education.<\/span>\u00a0<\/span><\/p>\n Our work with Reconciliation Australia has included pro bono recruitment support and a First Nations Talent Pool Project that engaged more than 1,400 First Nations professionals across Australia.<\/span>\u00a0<\/span><\/p>\n These\u00a0aren\u2019t\u00a0separate from how we think about being an employer.<\/span>\u00a0<\/span><\/p>\n They\u2019re\u00a0part of the same question:<\/span>\u00a0<\/span><\/p>\n What responsibility do we have for the impact our business creates?<\/p>\n <\/p>\n TalentWeb\u00a0became the first recruitment agency in NSW to achieve B Corp Certification in 2019 and re-certified in 2023.<\/p>\n We\u2019re\u00a0incredibly proud of that.<\/p>\n But certification\u00a0isn\u2019t\u00a0supposed to be the finish line.<\/p>\n For us, the value of being part of the B Corp movement is the expectation that businesses continue questioning,\u00a0measuring\u00a0and improving the way they\u00a0operate.<\/p>\n Some of that work is visible.<\/p>\n A lot of it\u00a0isn\u2019t.<\/p>\n Sometimes it looks\u00a0like\u00a0reviewing a policy. Sometimes\u00a0it\u2019s\u00a0listening to feedback at\u00a0a Town\u00a0Hall. Sometimes\u00a0it\u2019s\u00a0changing something that no longer works. And sometimes\u00a0it\u2019s\u00a0recognising\u00a0that the needs of your people have changed and your workplace needs to change with them.<\/p>\n Our most recent employee engagement results found that\u00a0100% of our team reported\u00a0a strong sense\u00a0of belonging at\u00a0TalentWeb.<\/p>\n We\u2019re\u00a0proud of\u00a0that\u00a0too.<\/p>\n But\u00a0perhaps more\u00a0importantly, we\u00a0don\u2019t\u00a0see it as permission to stop.<\/p>\n <\/p>\n Being progressive\u00a0doesn\u2019t\u00a0mean removing expectations.<\/span>\u00a0<\/span><\/p>\n And being\u00a0people-first\u00a0doesn\u2019t\u00a0mean performance becomes secondary.<\/span>\u00a0<\/span><\/p>\n For us, it means creating an environment where people have the clarity, trust, agency and support they need to meet those expectations sustainably.<\/span>\u00a0<\/span><\/p>\n There will always be more we can learn, policies we can improve and better ways of doing things.<\/span>\u00a0<\/span><\/p>\n That\u2019s\u00a0part of the point.<\/span>\u00a0<\/span><\/p>\n Because ultimately,\u00a0<\/span>a\u00a0workplace policy might start as words on a page.<\/p>\n What matters is whether your people can feel the difference.<\/b>\u00a0<\/em><\/p>\n","protected":false},"excerpt":{"rendered":" Inside the policies, practices and people-first thinking shaping life at\u00a0TalentWeb. Most workplace policies spend the majority of their lives sitting quietly in a folder.\u00a0You might skim them when you start a new job. You might revisit one occasionally. Some, you may never\u00a0need\u00a0at all.\u00a0 Until something changes.\u00a0 You become a parent. Something happens at home. You…<\/p>\n","protected":false},"author":6,"featured_media":4514,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_seopress_robots_primary_cat":"none","footnotes":""},"categories":[33],"tags":[],"class_list":["post-4499","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-diversity-equity-inclusion"],"_links":{"self":[{"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/posts\/4499","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/comments?post=4499"}],"version-history":[{"count":13,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/posts\/4499\/revisions"}],"predecessor-version":[{"id":4516,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/posts\/4499\/revisions\/4516"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/media\/4514"}],"wp:attachment":[{"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/media?parent=4499"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/categories?post=4499"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.talentweb.com.au\/af-api\/wp\/v2\/tags?post=4499"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Trust people with their time<\/h2>\n
Sometimes equality requires different support<\/h2>\n
Work\u00a0doesn\u2019t\u00a0exist in isolation from life<\/h2>\n
Development should be personal<\/h2>\n
Having a voice means seeing what happens after you use it<\/h2>\n
Our responsibility\u00a0doesn\u2019t\u00a0end with our own team<\/h2>\n
Beyond the B Corp badge<\/h2>\n
Progress should keep moving<\/h2>\n