Our intent

MACRO is 100 percent Australian owned. We aim to create real jobs, build local capability, widen access to meaningful work, and keep people safe while we do it.

What we focus on

Strong local economy

• Local-first procurement: more than 95 percent of spend goes to Australian-owned businesses and at least 20 percent to Australian SMEs.
• Real jobs and skills: recent examples include 271 people placed with clients into skills-shortage areas in past 3 months
• Australian-built tech: our Perform Zone platform is developed by Australian IT professionals to lift recruiting efficiency here at home.

Inclusive hiring and equal opportunity

• Merit-based decisions, zero discrimination or harassment, practical EEO training for staff.
• Partnerships to improve access for people with disability and underemployed candidates.

Indigenous participation and supplier inclusion

• Indigenous Participation Plan with measurable targets and quarterly reporting. Current targets include: 3 percent Indigenous workforce on government projects, 1 percent of addressable procurement with Aboriginal businesses, 4 percent of addressable contracts awarded to Aboriginal businesses.
• Action pillars: Opportunity, Relationships, Respect, Governance, including internal training, community engagement, and supplier development.
• Practical procurement steps: buyer guides, compliance registers, and template changes that preference Aboriginal businesses.

Safe work and environmental care

• WHS built into every placement: hazard reports, risk assessments, site-specific training, PPE, incident notification and investigation.
• Governance and tools: induction checklists, training registers, hazard inspections, and action plans.
• Environmental basics: efficient inputs, recycled materials, and tree-planting offsets in rural Australia.

How we measure impact

• Jobs created and retention at 13/26/52 weeks
• Spend with Australian suppliers and Aboriginal businesses
• Indigenous participation and supplier development progress
• EEO training completion and complaint resolution metrics
• WHS lead indicators, incidents, and corrective actions
• Environmental actions and offsets

These are tracked and reported with quarterly IPP updates and WHS reporting to clients.

Best practice in action (how we work)

• Inclusive ads, structured shortlists, and reasonable adjustments offered by default
• Indigenous employment pathways with pre-employment training and mentoring through specialist partners where appropriate
• Supplier inclusion baked into procurement templates and dashboards
• Safety-by-design for all on-hire workers, plus monthly WHS stats to client site reps
• Privacy and ethical use of data in our recruiting platforms

Evidence for these practices sits in our EEO, HSE, Indigenous Employment Strategy, and IPP documents.

What this means for employers

You can meet social procurement goals without risking delivery: verified Indigenous participation, inclusive hiring, and WHS compliance are integrated into the hiring workflow.

What this means for job seekers

Fair access, clear information, safe workplaces, and support to succeed. We focus on real opportunities and retention, not just first-day starts.

Work with us

We can align your recruitment to measurable social outcomes while keeping time to shortlist and quality high. Talk to a recruiter to set targets and reporting that match your project.