Page 51 - AGL Sustainability Report 2011

This is a SEO version of AGL Sustainability Report 2011. Click here to view full version

« Previous Page Table of Contents Next Page »
People
Sustainability Performance Report 2011 49
Employee engagement
Diversity and inclusion
AGL values the diversity in its workforce, and recognises
that diversity is supported and enhanced by an inclusive
workplace culture.
Approach
An inclusive workplace, where all employees feel safe and confident
to contribute their ideas and perspectives, facilitates more creative,
innovative and effective solutions for achieving AGL’s business
objectives.
A diverse workforce and an inclusive workplace culture are attractive
to potential employees and provide AGL with an edge when competing
for talent and in retaining talented people. A diverse workforce, with
its broad range of experience and perspectives, also has a better
opportunity to understand and engage AGL’s customer base and the
communities in which it operates.
AGL’s Diversity Strategy comprises the following components:
>> AGL Diversity and Inclusion Council (chaired by the Managing
Director)
>> AGL Ethics Panel
>> AGL Code of Conduct and AGL Values
>> Diversity and Inclusion Policy
>> issues resolution – AGL Ethics Line; Workplace Issues Resolution
Guidelines, Employee Assistance Program
>> education and training (induction and refresher training)
>> metrics and performance tracking.
The focus areas for AGL’s Diversity and Inclusion Council for FY2011
were women in the workplace, carers’ needs and an inclusive workplace
culture. A priority for the Diversity and Inclusion Council has also
been the early adoption of the Australian Securities Exchange (ASX)
Corporate Governance Principles in relation to gender diversity.
Women in the workplace
AGL monitors gender diversity at each level of the organisation and, in
particular, the representation of women in leadership. AGL faces similar
challenges to other Australian organisations in retaining and realising the
potential of its female leaders who have the capability and aspiration to
move into senior leadership positions.
Of the leaders at AGL, 33% (FTE basis) are female (unchanged from
FY2010), which is lower than the overall proportion of women in AGL’s
workforce (45%).
AGL continues to monitor gender pay equity through various forums
including the Diversity and Inclusion Council and the People and
Performance sub-committee of the Board. AGL’s most recent pay
equity analysis was completed in December 2010. AGL’s gender pay
gap was below the Australian benchmark pay gap of 17.3% at the same
time in all but one employee grouping (the senior management group).
This year AGL has focused on embedding pay equity analytics into
the remuneration review system. The system identifies and highlights
potential instances of gender pay inequity to leaders as they are
confirming pay decisions.
AGL is responding as an early adopter of the new diversity requirements
in the ASX Corporate Governance Principles and Recommendations. In
accordance with the new requirements, AGL’s Board has set measurable
objectives for achieving gender diversity. AGL has reported against the
new recommendations in its
2011 Annual Report.
In November 2010, AGL held its inaugural senior women’s
conference. This conference was attended by over 90 women from
across the business and provided information, skills and networking
opportunities to advance women’s careers.
During FY2011, AGL submitted its annual report to the Equal
Opportunity in the Workplace Agency and for the second
consecutive year was commended on the level of analysis and
progress made in understanding diversity issues at AGL. AGL
remains compliant with the
Equal Opportunity for Women in the
Workplace Act 1999
(Cth)
.
In March 2011, AGL’s Diversity and Inclusion Council agreed to make
significant enhancements to AGL’s parental leave offering to position
AGL amongst best practice organisations. These enhancements
include an increase in paid parental leave from 12 to 14 weeks with
leave extended to the primary care giver (whether male or female).
Paid partner leave (concurrent leave) was also extended to two
weeks (previously one week). Employees have the opportunity to
take paid parental leave and paid partner leave in a flexible way,
to meet their individual circumstances. AGL’s paid parental leave is
available to employees in addition to any paid parental leave to which
they are entitled under the Australian Government Paid Parental
Leave scheme.
During the reporting period, 51 women were due to come back
from maternity leave. Of these 17 (33%) returned to full-time
employment, 15 (29%) returned to work on a part-time basis, and
19 (37%) chose not to return to work (up from 22% in FY2010).
In the coming year, AGL will be looking at solutions to increase
retention of women who take parental leave, with particular focus
on staying in touch with women who are on leave, and support for
and successful on-boarding of women after their leave.