AGL operates the country’s largest electricity generation portfolio, we’re its largest ASX-listed investor in renewable energy, and we have more than 3.6 million customer accounts. Proudly Australian, with more than 180 years of experience, we have a responsibility to provide sustainable, secure and affordable energy for our customers. Our aim is to prosper in a carbon-constrained world and build customer advocacy as our industry transforms. That’s why we have committed to exiting our coal-fired generation by 2050 and why we will continue to develop innovative solutions for our customers.

Our vision is to create sustainable energy solutions for today and tomorrow. This is an ambitious goal and having the right people with the right skills is important if we are to be successful.

Expect More. Do More.

AGL assists employees to define their career goals, identify their development needs and drive their own development. All employees have a Career Development Plan (CDP) which maps out the actions to help employees reach their career goals both short and longer term.

Across AGL, we support the aspirations of employees who seek to grow their careers, whether by moving up, moving across different functional areas, or by expanding their skills and experience as specialists in their chosen field. We also provide Learning and Development opportunities both on the job and through formal training, including technical, role-specific and leadership development programs.

Working at AGL you can elevate your career expectations and you can expect that AGL has more to offer than perhaps you first thought. Or as we like to put it simply, at AGL you can expect more and do more.

At AGL we are about 'actions, not words', which not only drives the way we work together and for our customers, but also how we give back to local communities in meaningful ways. In fact, AGL is investing more than $3 million over the six years from 2012 in a series of strategic partnerships with community organisations. Employees are also encouraged to take a day of paid volunteering leave each year to support community causes and charitable organisations.

As we see it, our employees are our greatest asset.

And with ‘actions, not words’ we show it by:

  • Focusing on employee engagement to attract and retain talented employees
  • Providing a safe, healthy and secure work environment
  • Embracing and valuing diversity and inclusion

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.

Focusing on employee engagement to attract and retain talented employees

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.

Providing a safe healthy and secure work environment

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 well-being.

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.

Well-being

AGL’s well-being program has delivered a range of initiatives aimed to encourage employees to make informed choices that will enhance their health and well-being. These initiatives include:

  • Physical health: annual flu vaccinations; health checks; access to an online health hub with range of information, programs and wellness tracking tools for employees; and site-based fitness initiatives including on-site yoga programs at major offices, step challenges and boot camps.
  • Emotional health: resilience training program; employee assistance services including the Employee Assistance Program (EAP); and a leader hotline.
  • Financial health: corporate discount for health insurance; corporate rates for gym memberships; and access to a financial counselling service.
Embracing and valuing diversity and inclusion

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.

Gender diversity

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 Equality. 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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