AGL has supported a number of priority activities during FY21 to increase the proportion of women in SLP roles and across the AGL Group. Details of key activities and broader Diversity & Inclusion initiatives are summarised below.
1. Increase transparency, planning and monitoring of the representation of women in leadership
Although AGL’s SLP comprises nearly 40% women, AGL is committed to creating a further balanced, diverse and inclusive workforce. To achieve this, the representation of women in the SLP is closely monitored. Business units, where the representation of women in the SLP is less than 50%, have developed and monitor their progress against business unit-specific Gender Equality Action Plans.
AGL continues to support initiatives that empower women in leadership roles.
2. Focus on Women in Science, Technology, Engineering and Mathematics
AGL is committed to help building the representation of women in Science, Technology, Engineering and Mathematics (STEM) related professions and ‘non-traditional’ roles. To achieve this, AGL is partnering with educational institutions to encourage female students from primary schools to tertiary institutions to pursue career pathways in STEM.
AGL has also introduced a range of initiatives aimed at increasing the visibility of women working in STEM to raise awareness of, and provide specific support to, women working in STEM. An example is the ‘Girls of IT’ group launched on Yammer to provide advice and mentorship, and AGL’s support of the ‘Try a Trade’ day.
AGL's senior and executive leaders have also been involved in championing STEM initiatives. For example, our EGM for Future Business & Technology recently joined the Swinburne University of Technology Council as well as the advisory board for Indigitek, which is a not-for-profit company supporting the growth of opportunities in STEM and technology for First Nations people.
3. Fostering a supportive workplace for our people who have caring responsibilities
To support AGL’s Flexible Work strategy and inclusive culture, AGL introduced Families at AGL which provides education and practical advice for our people in the important areas of families, career and wellbeing. Offered as webinars, podcasts, toolkits and workshops, the program supports the large proportion of our workforce who have caring responsibilities, including a focus on men who are primary carers. Families at AGL has also facilitated the launch of AGL’s Parents Network, consisting of over 100 members across various AGL sites. The AGL Parents Network facilitates
fortnightly virtual conversations on different carer related topics to support its people. In line with AGL’s commitment to supporting those with caring responsibilities, AGL offers one of the highest industry provisions of paid parental leave to its workforce.
AGL announced its support for the National Work + Family Standards released in partnership with UNICEF Australia and Parents At Work. As part of the sponsorship, AGL will be working closely with Family Friendly Workplaces to develop a report and action plan that offers a structured approach to enable a sustainable family friendly culture at AGL.
In May 2021, AGL was recognised as one of the first Australian companies to be certified as a Family Inclusive Workplace in line with national standards. AGL's certification as a Family Inclusive Workplace is a commitment to ongoing implementation, measurement and management that will embed a sustainable family-inclusive workplace culture.
AGL was also accredited as a Breastfeeding Friendly Workplace for the 11th year in a row by the Australian Breastfeeding Association and achieved ‘Best Practice’ standard.
4. Increase support and advocacy for women in the recruitment process for senior roles
AGL continues to maintain initiatives to enhance advocacy for women participating in job selection processes. For example, selection processes for senior roles require a mix of women and men in the shortlist, and a commitment to maintain any agreed flexible working arrangements for key talent who may transition into new roles. Where practicable, AGL seeks to ensure interviews are conducted by a combination of women and men.
5. Employee-led initiatives to Connect, Grow and Advocate
During FY21, AGL continued work with AGL Equality, an employee network of women and men advocating for gender equality and who strive to empower women to achieve their career goals by providing opportunities to connect and grow. Each year, AGL Equality hosts a series of events celebrating International Women’s Day. This year’s theme #ChoosetoChallenge featured an enterprise wide panel discussion to discuss the effect of COVID-19 on women in the workplace. This event resulted in the creation of the Equality Alliance, a working group of members from AGL, Medibank, NAB, Australia Post and Telstra, who are committed to driving gender equality. Furthermore, International Women’s Day activities were held across all of our operational sites.
6. Increase support and advocacy for people in the LGBTQ+ community
AGL Shine is a diversity network, which drives a diverse and inclusive workplace culture in which our lesbian, gay, bisexual, transgender and queer (LGBTQ+) people feel valued, safe and included at work.
AGL Shine co-founded a professional LGBTQ+ women’s network, Rainbow Women, in 2018. Since then, the network has established its purpose to ‘provide a space for professional LGBTQ+ women, including non-binary and gender diverse women, to build authentic connections with one another’. This network has a vision of ‘empowering professional LGBTQ+ women to be their authentic selves in all aspects of their lives’. Within two years of its inception, the network has grown to now span 3 cities, with over 85 members, across 17 industries and 44 organisations.
AGL updated its Gender Identity and Gender Affirmation Guidelines at the end of 2020 to include up to six weeks (30 days) of paid Gender Affirmation leave for transgender employees who require time away from work to affirm their gender.
In FY21 AGL showed its support for intersex communities across Australia and New Zealand by affirming the Darlington Statement. The Darlington Statement is a joint consensus statement by Australian and New Zealand intersex organisations and independent advocates, written in March 2017. It articulates the human rights demands of people with intersex variations.
7. Recognising and celebrating cultural diversity
In FY21 the AGL Indigenous Engagement Working Group (IEWG) was established. The IEWG has prepared AGL's first Reconciliation Action Plan which is expected to be published in the first half of FY22 and wil be made available on AGL's website.
AGL's employee Culturally and Linguistically Diverse Network (CALD Network) was established in FY21. The CALD Network aims to advocate for cultural and linguistic diversity in our communities and the AGL workplace. It also raises awareness of cultural events and celebrations as a means to educate AGL personnel of the different cultures within AGL.
8. Improving accessibility
In FY21 the AGL Disability Working Group (DWG) was established to create and foster a safe and supportive workplace for employees with disability. A DWG Action Plan has been formalised and is being implemented. The DWG has four primary areas of focus: building awareness of the barriers in the workplace that impact on people with disability being able to participate in the workplace; enhancing the skills of AGL leaders to help support and develop employees with disability and create inclusive environments; facilitating an improved capacity to employ, develop and retain people with disability; and develop and maintain a workplace that is inclusive and engaging.
9. Respectful and safe workplaces
In May 2021 AGL's CEO signed Diversity Council Australia's #StandforRespect pledge alongside CEOs from other leading companies across Australia. The #StandforRespect pledge is a pledge to help make Australian workplaces respectful and safe for everyone. This reaffirms AGL's commitment to taking a stand against gendered harassment and violence in all its forms.