Iress’ zero tolerance for modern slavery is communicated to all suppliers, contractors, and business partners at the outset of those business relationships, and reinforced thereafter. Iress has a Supplier Code of Conduct which requires suppliers to ensure they comply with the terms of the Acts. Iress is required to report on compliance with the Modern Slavery Act 2015 (UK)—the UK Modern Slavery Act, and the Modern Slavery Act 2018 (Cth)—the Australian Modern Slavery Act. 2020 Modern Slavery statement.
Our people are our greatest asset, and at Iress, we recognise and respect that each person is unique. We acknowledge that diversity makes Iress stronger—our global commitment is simple: we want to create and maintain a workplace where our people can achieve their best regardless of individual differences, gender, physical attributes, family status, sexual orientation, age, race, origin, ethnicity, religious beliefs, or ideology.
IIress Connected is a group that brings together employees across disciplines, teams, and demographics to discuss and explore concepts that broaden our understanding of what it means to be part of a truly diverse and inclusive community.
There were 18 Iress Connected sessions held in 2021. Members of the Leadership team and Iress Board co-hosted sessions covering topics such as International Women’s Day, neuro-diversity accommodations in the workplace, dyslexia, the highly sensitive person (HSP), inclusive language, allyship, and mental health awareness.
At Iress, we strongly believe in creating a diverse and inclusive environment where people feel supported to be their authentic selves at work. This is one of the reasons why we celebrate the annual Wear it Purple Day in support of rainbow (LGBTQIA+) youth in Australia.
In recent years, we have gathered together in our offices to show our support—wearing the Iress purple proudly. While this year saw us separated by COVID-19 restrictions, we gathered virtually to show our support on the day with a live band and celebration.
Sam Johnson - Account manager in our practice solutions team.
Iress adopts an objective of achieving the following representation at board, leadership team, and senior leadership levels by 2030.
From 2022, we intend to provide payment of retirement contributions on full salary for the duration of parental leave, for a maximum of 12 months.
The United Nations Declaration on the Rights of Indigenous Peoples acknowledges Indigenous people are “the world’s most vulnerable, disadvantaged and marginalised peoples”. Iress’ ambition is to scope an Australian Indigenous inclusion program in 2022 to assess areas of greatest impact and alignment. This includes implementing an ‘Acknowledgement of Country’, which recognises the traditional owners of the land in which we work.
|Kaurna peoples of the Adelaide Plains
|Turrbal peoples from the northside of the river and Jagera peoples of the south side of the river
|Bunurong Boon Wurrung and Wurundjeri Woi Wurrung peoples of the Eastern Kulin Nation
|Whadjuk Noongar peoples
|Gadigal peoples of the Eora Nation
|Mississaugas of the Credit, the Anishnabeg, the Chippewa, the Haudenosaunee and the Wendat peoples. Toronto is now home to many diverse First Nations, Inuit and Métis peoples.
|Māori peoples of; Ngāti Pāoa, Ngāi Tai, Te Wai-o-Hua (who originate from Ngā Oho), Ngāti Whātua-o-Ōrākei, Ngāti Te Ata and Te Kawerau-a-Maki.
|Cape Town, Durban & Johannesburg
|Sān and Khoekhoe also grouped together as Khoesān.