As we see it, our employees are our greatest asset.
And with ‘actions, not words’ we show it by:
Ultimately our goal for all employees is to deliver a work environment where people have the opportunity and resources to make a meaningful contribution to the business. An environment where they are appropriately empowered to make the decision they are best placed to make, and where they are recognised for their contribution.
AGL’s employees are critical to the delivery of our business strategies and to achieving the organisation’s vision of creating energy solutions for the communities of today and tomorrow.
In our rapidly changing energy industry, we believe that maintaining and improving employee engagement is vital to attract and retain talented employees.
AGL has adopted a broad view of workplace health and safety encompassing not only the physical safety of employees, but also the overall health of employees, including emotional and financial wellbeing.
Safety is of utmost importance to everything AGL does
AGL’s Health, Safety and Environment (HSE) Policy sets out our overarching objectives for HSE, and the strategies by which we will achieve those objectives. The policy applies to all employees, contractors, products and services, and joint ventures under AGL’s operational control.
A strong, risk-focused safety culture is necessary to drive improvements in safety performance.
AGL’s Wellbeing program has delivered a range of initiatives aimed to encourage employees to make informed choices that will enhance their health and wellbeing. These initiatives include:
We believe that diversity in the experiences, backgrounds and perspectives of our people enables us as a company to have a better understanding of our customers and to engage more genuinely in the communities in which we work.
At AGL we encourage and take pride in our diverse and inclusive workforce.
AGL’s Diversity and Inclusion Policy describes AGL’s approach to diversity and inclusion and how these attributes are promoted and embedded in AGL’s workplaces.
AGL monitors gender diversity at each level of the organisation, in particular the representation of women in leadership. AGL continues to make progress towards its gender diversity target of achieving a 50% female appointment rate to the Senior Leadership Pipeline.
Flexibility at work
Flexibility is an important focus area of AGL’s diversity strategy, and flexible work is becoming an increasingly accepted way of working at AGL. Flexible working options include part-time work, job sharing, compressed working weeks, flexible start and finish times and telecommuting.
We continue to focus on flexible work, identifying the barriers and implementing initiatives to increase access to flexible work arrangements. This focus has been incorporated into our new Melbourne and Sydney offices. Both offices are fully equipped with state of the art activity based working facilities which support our new way of work, Smarter Working.
Lesbian, Gay, Bisexual, Transgender and Intersex (LGBTI) Inclusion Strategy
During 2015 and 2016, AGL continued to implement its LGBTI inclusion strategy, with the goal of achieving a more diverse and supportive workplace culture where LGBTI employees feel they are able to achieve their full potential and contribute to business outcomes in a personally authentic way.
Through the strategy, AGL aims to ensure that an inclusive culture not only exists, but that it allows people to shine and that differences are celebrated.
Employee Diversity Networks
There are two active employee networks at AGL: AGL Shine (LGBTI employees) and AGL NOW (network of women). These networks offer information, education and networking opportunities for employees and are managed by employee volunteers, supported by AGL’s Diversity & Inclusion function.
Join AGL and you’ll find that beyond the opportunity to grow, we offer a genuinely diverse, safe and supportive work environment that fosters a culture of achievement and friendship
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