RECONCILIATION
ACTION PLAN
Training
RECONCILIATION
ACTION PLAN
RECONCILIATION
ACTION PLAN
WE AT LSKD ACKNOWLEDGE THE TRADITIONAL CUSTODIANS OF THE LANDS WHERE WE LIVE, WORK, TRAIN AND PLAY.
WE AT LSKD ACKNOWLEDGE THE TRADITIONAL CUSTODIANS OF THE LANDS WHERE WE LIVE, WORK, TRAIN AND PLAY.
WE AT LSKD ACKNOWLEDGE THE TRADITIONAL CUSTODIANS OF THE LANDS WHERE WE LIVE, WORK, TRAIN AND PLAY.
We pay our respects to Elders past and present and to the young leaders who carry forward the world’s oldest living cultures. We’re inspired by the deep connection First Nations peoples have to Country; the land, the waters, and the stories that run through them and we’re committed to walking alongside them, learning and growing together. Every step, every ride, every rep, we do it on Country. We honour that. Always.
CEO STATEMENT
Our Rap Journey
At LSKD we’re all about our mission to be 1% better every day, moving fast, thinking big, and making an impact. Our roots are in Loganholme, Queensland but our reach now spans the globe with HQs in Australia, the USA, and New Zealand. As we grow — from 24 stores today to 29 by the end of 2025, and a team of 600+ legends we know success isn’t just about numbers. It’s about who we are and how we show up for the communities we were part of.
This Reconciliation Action Plan is our commitment to listen, learn, and act. One of our first priorities. Understanding how many Aboriginal and Torres Strait Islander people are part of our team so we can create real opportunities and lasting change. Movement is in our DNA; in sport, in life, and now, in reconciliation. We’re ready to put in the work together.
Jason Daniel
Founder / CEO
ABOUT THE ARTIST
Cheyann Beard
Cheyann Beard is a proud Quandamooka woman of the Nunukul and Nughi peoples from North Stradbroke Island (Minjerribah) and Moreton Bay, Queensland. Her cultural ties extend beyond the islands, reaching through Beaudesert and down to the Gold Coast, reflecting a deep and enduring connection to Country.
A self-taught Contemporary Aboriginal and Digital Artist, Cheyann has beennurturing her passion for art since childhood. Her creative practice has evolved alongside her personal journey, shaped by diverse experiences across Australia. While her work embraces contemporary forms, it remains firmly grounded in traditional practices, with cultural storytelling and connection to Country at its core.
Cheyann draws inspiration from the natural colours of the land and the unique beauty of native animals. Through her art, she honours the stories of her ancestors, celebrating the richness, resilience, and depth of Aboriginal culture and history. Her creative journey has played a pivotal role in strengthening her cultural identity and knowledge—elements she now shares to inspire, educate, and uplift future generations.
OUR PLAN
OUR PLAN
OUR PLAN
At LSKD, we’ve always been inspired by the restless pursuit of growth—not just as a brand, but as a community. As we’ve evolved, so has our understanding of what it means to make a meaningful impact. Developing a RAP is part of this journey. It’s about fostering genuine connections with Aboriginal and Torres Strait Islander peoples, honouring the richness of their cultural heritage, and actively contributing to equity and inclusion.
This isn’t just a checkbox or a corporate exercise for us; it’s a reflection of who we strive to be. By committing to a RAP, we’re taking tangible steps to promote respect, understanding, and opportunity. It’s about embedding reconciliation into our DNA—not as an afterthought, but as a guiding principle. With each action we take, we aim to build stronger partnerships with Aboriginal and Torres Strait Islander peoples communities and ensure their voices and perspectives are a valued part of our journey forward.
RELATIONSHIPS
| Action | Deliverable | Timeline | Responsibility | |
| 01 | Establish and strengthen mutually beneficial relationships with Aboriginal and Torres Strait Islander stakeholders and organisations. | • Identify Aboriginal and Torres Strait Islander stakeholders and organisations within our local area or sphere of influence. • Research best practice and principles that support partnerships with Aboriginal and Torres Strait Islander stakeholders and organisations. | Sep 2025 Sep 2026 | RAP Champion RAP Champion |
| 02 | Build relationships through celebrating National Reconciliation Week (NRW). | • Circulate Reconciliation Australia’s NRW resources and reconciliation materials to our staff. • Encourage and support staff and senior leaders to participate in at least one external event to recognise and celebrate NRW. | May 2026 27 May - 3 Jun 2026 27 May - 3 Jun 2026 | RAP Champion RAP Champion |
| 03 | Promote reconciliation through our sphere of influence. | • Communicate our commitment to reconciliation to all staff. • Identify external stakeholders that our organisation can engage with on our reconciliation journey. • Identify RAP and other like-minded organisations that we could approach to collaborate with on our reconciliation journey. | Feb 2026 Feb 2026 Oct 2025 | HR Manager / RAP Champion RAP Champion |
| 04 | Promote positive race relations through anti-discrimination strategies. | • Research best practice and policies in areas of race relations and anti-discrimination. • Conduct a review of HR policies and procedures to identify existing anti-discrimination provisions, and future needs. | Oct 2025 Oct 2025 | HR Manager HR Manager / CFO |
RESPECT
| Action | Deliverable | Timeline | Responsibility | |
| 05 | Increase understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights through cultural learning. | • Develop a business case for increasing understanding, value and recognition of Aboriginal and Torres Strait Islander cultures, histories, knowledge and rights within our organisation. • Conduct a review of cultural learning needs within our organisation. | Feb 2026 Nov 2025 | HR Manager HR Manager |
| 06 | Demonstrate respect to Aboriginal and Torres Strait Islander peoples by observing cultural protocols. | • Develop an understanding of the local Traditional Owners or Custodians of the lands and waters within our organisation’s operational area. • Increase staff’s understanding of the purpose and significance behind cultural protocols, including Acknowledgement of Country and Welcome to Country protocols. | Dec 2025 Dec 2025 | HR Manager RAP Champion / Marketing Manager |
| 07 | Build respect for Aboriginal and Torres Strait Islander cultures and histories by celebrating NAIDOC Week. | • Raise awareness and share information amongst our staff about the meaning of NAIDOC Week. • Introduce our staff to NAIDOC Week by promoting external events in our local area. • RAP Working Group to participate in an external NAIDOC Week event.
| Jun 2026 Jun 2026 First week Jul 2026 | RAP Champion RAP Champion |
OPPORTUNITIES
| Action | Deliverable | Timeline | Responsibility | |
| 08 | Improve employment outcomes by increasing Aboriginal and Torres Strait Islander recruitment, retention and professional development. | • Develop a business case for Aboriginal and Torres Strait Islander employment within our organisation. • Build understanding of current Aboriginal and Torres Strait Islander staffing to inform future employment and professional development opportunities. | Jan 2026 Dec 2025 | HR Manager HR Manager |
| 09 | Increase Aboriginal and Torres Strait Islander supplier diversity to support improved economic and social outcomes. | • Develop a business case for procurement from Aboriginal and Torres Strait Islander owned businesses. • Investigate Supply Nation membership. | Feb 2026 Dec 2025 | CFO CFO |
GOVERNANCE
| Action | Deliverable | Timeline | Responsibility | |
| 10 | Establish and maintain an effective RAP Working Group (RWG) to drive governance of the RAP. | • Form a RWG to govern RAP implementation. • Draft a Terms of Reference for the RWG. | Oct 2025 Oct 2025 Oct 2025 | RAP Champion RAP Champion RAP Champion |
| 11 | Provide appropriate support for effective implementation of RAP commitments. | • Define resource needs for RAP implementation. • Engage senior leaders in the delivery of RAP commitments. • Appoint a senior leader to champion our RAP internally. • Define appropriate systems and capability to track, measure and report on RAP commitments. | Oct 2025 Dec 2025 Nov 2025 Mar 2026 | RAP Champion CEO RAP Champion RAP Champion |
| 12 | Build accountability and transparency through reporting RAP achievements, challenges and learnings both internally and externally. | • Contact Reconciliation Australia to verify that our primary and secondary contact details are up to date, to ensure we do not miss out on important RAP correspondence. • Contact Reconciliation Australia to request our unique link, to access the online RAP Impact Survey. • Complete and submit the annual RAP Impact Survey to Reconciliation Australia. | Aug Annually Sep 23 Annually Sep 30 Annually | RAP Champion RAP Champion RAP Champion |
| 13 | Continue our reconciliation journey by developing our next RAP. | • Register via Reconciliation Australia’s website to begin developing our next RAP. | June 2026 | RAP Champion |