Our commitment to diversity, inclusion, equity and belonging

AGL released its Workplace Gender Equality Agency (WGEA) Statement in February 2024.

Read the statement

Our commitment to diversity, equity, inclusion and belonging

At AGL, we’re committed to building a diverse workforce and an inclusive workplace culture. We recognise that by valuing diversity and inclusion we’ll have a better understanding of, and engagement with, the customers we serve, our employees, and the communities in which we operate. AGL's Diversity & Inclusion Council oversees a comprehensive strategy to build inclusion and foster diversity in all its forms across AGL workplaces.

Our Inclusion Strategy is brought to life by our employee-driven diversity network groups that are available for all employees to be a part of and play a part in. We recognise there is always more we can do. That’s why we continue to enhance our inclusion policies, as well as our broader Diversity and Inclusion Strategy, to build a safe and more inclusive workplace for all our people.

AGL's Disability Action Plan FY23-24 (PDF)

AGL's Reasonable Adjustments Guidelines (PDF)

AGL’s Diversity and Inclusion Policy (PDF)


AGL is recognised as a leading employer for LGBTQ+ people within Australia.

We believe that all individuals – our customers, people and communities – have the right to feel comfortable to be themselves. That’s why we have policies and programs in place to support our LGBTQ+ people, including those who are non-binary, trans, and gender diverse.

Our employee-driven LGBTQ+ network, AGL Shine, was created in 2014. The network focuses on providing a safe and inclusive environment for all our employees – while also advocating internally and externally for gender inclusion beyond the heteronormative binary.

At AGL we have a long history of supporting the LGBTQ+ community; from implementing an LGBTQ+ strategy in 2014, announcing our support for marriage equality in 2015, and introducing six weeks paid gender affirmation leave for employees who require time away from work to affirm their gender in 2020. In 2022, we introduced the gender neutral Mx (pronounced “Mix”) for customers when they engage with AGL and were proud to be awarded Platinum Employer status for LGBTQ+ inclusion through the Australian Workplace Equality Index (AWEI).

Our vision for reconciliation is a unified and inclusive Australia where Aboriginal and Torres Strait Islander peoples are respected and have an equal voice, rights and opportunities for prosperity. 

We know that diversity of culture, experience, and education inspires better conversations, greater innovation, and stronger business outcomes. We are committed to ensuring our workforce represents the communities in which we operate. We aim to increase the cultural competency of our workforce to ensure our workplace is culturally safe for Aboriginal and Torres Strait Islander employees and bring about a more diverse employee population.

 In July 2023 we launched our second Innovate Reconciliation Action Plan. Find out more here.

AGL is committed to ensuring an inclusive and accessible work environment for all employees and potential employees. We’re proud to be the first Australian energy company to join The Valuable 500’s global CEO collective focussing on improving disability inclusion. We launched our first Disability Action Plan in 2020 and continue to improve accessibility for our people and customers.

We’ve been a member of Australian Disability Network (formerly Australian Network on Disability) since 2020 and as part of our commitment we piloted a program for AGL in 2021 which sees mentors from the Disability Employee Network Group volunteering to mentor job seekers and students who identify with disability. The program is hosted by Australian Network on Disability.

In 2023, we committed to making our website, digital channels and all communications more accessible. Find out more here

At AGL we’re committed to creating a workplace culture where inclusion and equality are front and centre of everything we do. 

AGL’s Equality employee network group advocates for and seeks to engage all of our people in the gender diversity discussion. The network strives to empower women to achieve their career goals and provide them with opportunities to connect and grow. This includes helping to establish new professional connections and networks across business, roles and gender – and develop skills and insights that will support career advancement.

We continue to invest in our people through participating in the Women Rising and Male Allies programs, which are designed to build confidence, capability, break down barriers and promote gender balance. We have sponsored leaders to take part in the program ensuring they have the knowledge to empower their teams and maximise their experience.

In 2023 we also introduced two leadership programs, Lead and Accelerate aimed at supporting women to progress their careers at AGL.


Our Carers and Families employee network recognise that there are multiple ways you can define caring and family responsibilities. We understand that responsibilities change at different stages of a person’s life. As a human centred organisation, we appreciate that not everyone’s village will look the same based on an individual’s life experience. Caring and family is not exclusive to just children or older adults. 

Our network’s vision is to support our people to thrive in integrating personal, work, family, and caring priorities. Our network group connects people in similar situations and embraces the opportunities to lean in, listen, connect with, and support each other.

Some of our achievements in this area include being certified as a Family Inclusive Workplace for 2023/2024 by Family Friendly Workplaces, as well as certified as a 2022 Best Practice - Breastfeeding Friendly Workplace by Australian Breastfeeding Association.

AGL’s Parental leave benefits are inclusive of all employees regardless of gender.

Many workplaces have flexible working policies, but what really makes the difference is whether or not you can work flexibly without feeling like you’re torn between two worlds - whether you feel that way is determined by culture, not policy.

While we could all do with a little more time and energy at work and at home, having a workplace that can be flexible about flexibility is what can make it work for everyone involved.

At AGL, flexibility may mean different start and finish times, a condensed working week, working remotely or job sharing – or something else we haven’t thought of yet.

AGL recognises the value and importance of cultural diversity and inclusion. We believe that culturally and linguistically diverse inclusion is important for our people and our business because each person can bring lived experience, ideas and understanding about customers to our organisation.

Our Culturally and Linguistically Diverse (CaLD) Employee Network was established in 2020. Its mission is to improve CaLD visibility across AGL. 

AGL’s inaugural Cultural Diversity Action Plan (CDAP) was approved and endorsed by the AGL Diversity & Inclusion Council in 2023 and is supported by AGL Cultures Executive Sponsor. 

Accelerating inclusion and representation, across all areas of diversity, supports our strategic priorities by empowering our people and enriching our thinking to innovate, problem solve and deliver for our customers and communities we operate it in.

AGL Accessibility

Our commitment to creating and fostering a safe and supportive workplace for employees with disability is reinforced in our purpose Powering Australian Life and our value Be safe. Be supportive.

Our commitment to the environment

We’re committed to the environment as Australia’s largest integrated electricity generation and retailing company.

Our Reconciliation Action Plan

Our Reconciliation Action Plan builds on our solid foundation of respect for Traditional Owners and our Purpose, Powering Australian Life.