Working at MECCA

Our response to recent media coverage

Recently, you may have seen some negative media coverage about MECCA as a workplace.

For the past 22 years, our mission has been to go above and beyond to ensure all our team members have a positive experience. To anyone for whom this hasn’t been the case, we’re truly sorry.

While to date the feedback we have received both formally and informally suggests that the vast majority of our team members are happy and proud to work at MECCA, we believe that any complaint is one complaint too many.

We’re treating all of the issues raised seriously. We recognise that there are always things we can, and will, do better to ensure we continue to be one of the top places to work in Australia and New Zealand.

MECCA has grown exponentially in the last five years and we acknowledge that, despite all of our best endeavours, our culture may have been tested. Therefore, we have commenced an independent review of our culture to build on what’s working well and address anything that needs to change. All our team members have been offered the opportunity to provide feedback about their experiences in the workplace. We are listening, and we will do whatever is necessary to become better and stronger than ever.

To be clear, we have zero tolerance for bullying, harassment and discrimination of any kind. To that end, we have expanded the number of reporting channels our team members can use to ensure that issues are reported in real time, so we can thoroughly investigate, and act on any matter.

Rewarding and recognising our teams is, and will always be, a key tenet of our business – our team delivers a customer experience day in, day out, that we are exceptionally proud of. As a minimum, we meet legislative standards on pay and working conditions, and we look to exceed them where we think it’s most valuable to our team members. In addition to – and importantly not instead of –legislated pay, we provide generous team member discounts and product benefits on a regular basis. We also offer extensive training and development opportunities, support team member health and wellbeing through access to 24/7 counselling services and take cues from our twice annual team surveys to continually improve our team member engagement through new initiatives. Our team are our best ambassadors – for our products, our brands and our stated purpose.

To be a leader in the beauty and retail industries, we have to provide a positive and empowering environment for our team members. This has, and always will be, our number one focus.

What is MECCA doing to address the concerns raised in the media?

We are taking three key steps.

  • Additional team member feedback channels – We have expanded the number of reporting channels, which included the introduction of STOPLINE, which is an external complaint handling and mediation service that’s available to all team members.
  • Additional training for team members – We believe education is key and, as a first step, we have pulled forward our scheduled ‘Respect in the Workplace’ training, with the majority of all team members now completing it this year and the remainder early next year. This training covers diversity and inclusion, as well as bullying and harassment.
  • An independent cultural review – We have engaged an independent HR consultant to complete an objective review of our culture to build on what’s working well and address anything that needs to change. This review has commenced with a listening tour, where all our team members have been invited to provide feedback in group sessions or one-on-one about their experiences in the workplace.

How can team members report any issues?

We have always encouraged team members to report any concerns because if we don’t know about them, we can’t take action.

  • If a team member is uncomfortable raising issues with their manager or another manager in the business, they can report concerns to the Head of HR and National HR Lead. This information is confidential and remains so without a team member’s express permission to share it.
  • For the past 11 years, we have conducted two team member feedback surveys per year, which includes an option to provide anonymous written feedback about any matter. The survey is open for two weeks, and team members can complete it on a voluntary basis – in their own time or during paid time set aside in team meetings. The results of these surveys have always been overwhelmingly positive and a great source of feedback that we do act on.
  • In the past few weeks, we’ve also introduced access to STOPLINE, which is an external complaint handling service that’s available to all team members.

Beyond reporting issues, our team members also have access to our free and confidential 24/7 Employee Assistance counselling service, where they have the option to speak to a trained professional over the phone or, in certain circumstances, in person.


What is MECCA's position on bullying, harassment and discrimination?

MECCA has zero tolerance for bullying, harassment or discrimination of any kind, and any claims are treated extremely seriously.

We offer several channels where team members can report any concerns and will deliver regular training to our team members to help eliminate the risk of bullying, harassment and discrimination in the workplace.

We have had a very low rate of bullying complaints (0.2 per cent of our workforce have made a bullying complaint in the past two years, versus a retail industry average of 7 per cent and a transport/storage/distribution centre industry average of 15 per cent). Each of these complaints were thoroughly investigated and appropriate action was taken in all cases.


What is MECCA's position on compensation?

Rewarding and recognising our team members is critical to our success. We meet legislative standards on pay and working conditions as a minimum, and we look to exceed them where we think it is most valuable to our team members.

Anyone on an hourly rate is paid for the hours they work, and any product received is in addition to, not instead of, wages.