OUR PEOPLE
Domino’s values its 86,000-strong workforce in corporate operations and our franchised network, and we are committed to providing our people with a safe, fair and equitable workplace with excellent conditions and benefits.
We support freedom of association and the right to collective bargaining
We support freedom of association and the right to collective bargaining for all our employees.
Domino’s operates in regions with legislated minimum wage requirements. In Australia, in 2018, Domino’s became the first Quick Service Restaurant (QSR) chain to introduce Modern Award rates for store staff, including penalty rates – higher than the minimum wage. In other jurisdictions, we work within local frameworks, whether government mandated wages or collective bargaining agreements. Our priority is ensuring Domino’s is an employer of choice, with team members receiving attractive wages and conditions.
For corporate staff not under award rates, market-based wages are paid and reviewed regularly to stay in line with the market and CPI increases.
Our workplace supports equal opportunities and non-discrimination
Target: By 2030, Domino’s intends to reach gender diversity at the Board, Global Leadership and Country Leadership levels: with at least 40 per cent female representation
At Domino’s, we’ve always been about bringing people closer. Breaking down barriers and connecting communities through the world’s best bonding food. We believe that to do this, our business must accurately reflect the communities in which we operate, with employees from all backgrounds and walks of life. Domino’s is proud to be an equal opportunity employer and is committed to eliminating discrimination and fostering inclusion throughout the workforce.
Employment at Domino’s is based solely on a person’s merit and professional competence. Domino’s does not discriminate against any employee or applicant because of race, age, religion, gender, sexual orientation, disability, marital status, or any other basis protected by law. Because it’s the differences in who we are, what we’ve experienced, and how we think that makes our business stronger. And more importantly, because it’s the right thing to do.
Under the Anti-Discrimination Act, and through our employee Code of Conduct and induction training, we are very clear that discrimination on the grounds of age, disability and ethnicity is prohibited in all our workplaces. Harassment and abusive behaviour is also prohibited at Domino’s and this is made clear through training, work contracts and our employee Code of Conduct.
Domino’s is committed to proportional gender distribution
Domino’s is a member of the 30 Percent Club, whose global mission is to reach at least 30 per cent representation of women on all boards and C-suites. Domino’s has met and surpassed its target of 30 per cent gender diversity on its Board and we are working to continue to increase female representation across our leadership teams globally.
In November 2020, Domino’s Pizza Enterprises Ltd committed to achieving greater gender equity for the board, global leadership and country/regional leadership, with a target of at least 40% women by 2030. Domino's has also pledged its support for 40:40 vision regarding achieving gender balance in leadership roles within the business by 2030 in Australia.
We comply with the Workplace Gender Equality Act and report our performance in this area to the Workplace Gender Equality Agency.
We promote and encourage work-life balance
Domino’s actively promotes workplace flexibility through a range of measures including working from home, part-time work, job sharing and flexible work hours. The emergence of the Covid-19 pandemic has further strengthened our ability to allow for flexible working arrangements. We expect a stronger take-up of flexible work options following this significant need for workplace flexibility and our investment in technology to make this seamless for our people. For employees in retail stores, we offer very flexible work arrangements to give our people options to work around study and family commitments.
Our payment practices are often better than local mandated ‘living wages’, including access to care and special leave
Our team members work across nine markets under a range of legislative and other employment frameworks.
Domino’s is a people business, so we ensure our team members are rewarded fairly for their contribution with a living wage.
Domino’s works within local legislative frameworks that, in some countries, require a ‘minimum’ or ‘award’ wage, that Domino’s meets, or exceeds.
In many jurisdictions, this also provides for special leave, parental leave, family/carer’s leave, personal leave, study leave and in some jurisdictions, domestic violence leave.
We provide secure employment
Domino’s works hard to provide our people with secure employment which is flexible for individual needs. For example, employees are frequently attracted to casual store-based roles because they provide flexibility around study, and we give employees input into rosters which accommodate their personal needs outside of the workplace.
When it comes to business structure and staffing requirements, we work within legislative frameworks around business restructuring. There have been no large-scale redundancy programs in recent years. We are focused on providing continuous employment as far as possible. For example, when store closures occur, we arrange wherever possible for redeployment to other stores. We also facilitate the retention of employee entitlements when franchises become corporate-owned.
In addition, while Domino’s does engage with a number of external delivery services, only Domino’s delivers – every time a customer orders a Domino’s meal, it is prepared and delivered by our team members, not third party contractors.
Our people have access to well-communicated grievances processes
Domino’s provides multiple avenues for employees to raise any concerns they have around their employment with us. This is outlined in our employee Code of Conduct as follows:
The Board takes responsibility to enquire into, and take appropriate action in relation to, all bona fide complaints or allegations which indicate that there may be illegal or unethical conduct by the Company or any of its Employees.
Our current approach is the CEO will makes themselves available as the initial point of contact for all persons lodging such complaints or allegations and informs the Board of such complaints and allegations. If the complaint or allegation relates to the CEO, or the person making the complaint or allegation is uncomfortable, for bona fide reasons, with making the complaint or allegation to the CEO, then the Chairman of the Board will receive and deal with the complaint or allegation. The person making a complaint or allegation will, in all circumstances, be treated with respect and anonymity, except to the extent that they agree to have their identity disclosed for the purpose of enquiring into the complaint or allegation.
We encourage and protect whistleblowers
Domino’s is committed to whistleblower protection as outlined in our Whistleblower policy.
We have a number of processes and resources in place (e.g. in-house counsel) to assess and monitor compliance risk.
Our wage assistance hotline (Australia/New Zealand) is managed internally and our whistleblower hotline is managed by an external company. Both hotlines are communicated to employees through posters which are permanently placed in all Domino’s workplaces, including retail stores. Displaying these posters is mandatory throughout the organisation and their presence is monitored through Domino’s Operations Evaluation Report (OER) – a store audit and review process.
We provide a safe workplace for our people
Domino’s is committed to the safety of its people through positive safety culture and best-practice business processes. We record health and safety information for all our markets.
Serious accidents and injuries are tracked and reviewed by senior management. Enhanced reporting, including developing a safety-reporting culture within our franchised businesses, remains a focus.
We invest in training and education for our people
We believe we aren’t just a pizza business – we are a people business. The success of our company is founded on our commitment to helping our people grow and prosper, and we do this by investing in our people to give them the training and education they need to be successful. We see it as our responsibility that a wobble-boarder, pizza maker or delivery expert of today has the opportunity, tools and resources to become a leader of tomorrow.
For example, in the Netherlands and Germany we have built the Next Talent Network, where young team members working in stores get support to work on self-confidence, communication skills and to help them grow personally and professionally.
Our People Development strategy is built on three core principles:
For many, Domino’s is their entry into the workforce. We must ensure they develop skills and attitudes that enable them to prosper inside and outside our company
Every team member must be provided the opportunity to develop and grow.
We must identify and accelerate the development of ambitious, talented young team members and invest in their leadership journey here.
Our roadmap to success
Our training programs are developed around several key training modules through ‘blended learning’ – both through digital platforms and face-to-face.
These include:
New Employee Training – the first step for any team member, has been expanded to include franchisee and corporate leader training. Team members start with online training, before progressing to in-store training – a fun, hands on experience where every team member (even in corporate offices) receives a grounding in how our stores operate.
Mandatory training – addressing safety and wellbeing of team members and customers. Includes modules on food safety, OH&S, COVID-19 and safe delivery.
Essential training – ensures team members are meeting operational standards and deliver excellent customer experience. Modules include pizza making, customer service, dough perfection, handling complaints and expert delivery.
Pizza college – equips team members with critical technical skills such as controlling food, leadership, communication and coaching.
Fire Up – designed to accelerate those identified as emerging leaders in the business. Includes workshops, advanced training modules and mentoring opportunities.
We understand that our team members have different development needs and learning styles. We empower our leaders to work with team members to create personal learning and development strategies as part of their regular performance and appraisal processes.
A strength of the Domino’s system is our proven success in identifying talented pizza store managers and assisting them to purchase their first franchised store, providing profit share structures that allow a franchisee to access capital that may not be available through traditional banks until they have expanded their business.
In this way, Domino’s Pizza Enterprises Ltd is proud of its success in putting countless team members on the path to entrepreneurship, help them grow and prosper and secure independence for them and their families.
Our development programs are results-driven
Our business is dynamic and so is our approach to learning and development. We use regular surveys, polls and focus groups to continually assess the needs of the business and ensure what we offer is suitable, relevant and create the intended outcomes.
partners foundation
At Domino’s, we are focused on being a pillar of support for our team members during times of need. The Partners Foundation is a charitable trust established to assist Domino’s team members in times of personal hardship or misfortune.
Based on the principle of team members helping team members, every team member at Domino’s Australia, New Zealand, Japan, and Germany, from those working instore to those in head office, has the opportunity to donate to the Partners Foundation through their pay each week, with these funds going to support other team members in need.