Our people are our greatest asset – that’s why we’re investing in making AGL a great place to work.
One of our core values at AGL is ‘Inclusive of all’. This reflects our firm belief that an inclusive culture embraces the diversity of our people, enabling them to feel valued and bring all their energy and capability to their work.
Having a workforce that reflects the diversity of the customers we serve, and the communities in which we operate, helps us do better business.
We have a comprehensive strategy to build inclusion and foster diversity in all its forms across our workplaces. One of our focus areas is gender diversity, with an emphasis on attracting more women to science, technology, engineering and mathematics (STEM).
Gender equality at work is important, not only because it is fair and right but because it is linked to our overall performance. We’re focused on removing barriers to women advancing their career, including mainstreaming flexible work.
What does our workforce look like?
- As of 30 June 2018, our workforce is made up of over 3,700 people from diverse backgrounds with unique skills and experiences.
- Our female to male ratio is 31%: 69% due to less women working at our operational sites (such as power stations).
We are piloting a range of initiatives that support the attraction of women to STEM and 'non-traditional' roles through programs at our regional sites (for example, the ‘Try a Trade’ day sponsored by AGL Torrens in September).
Achieving a positive balance at senior levels
At our senior levels, we are seeing real progress in balancing the number of men and women in leadership roles.
We set a three-year target to achieve 40% representation of women in our ‘Senior Leadership Pipeline’ by the end of FY19. This ‘Senior Leadership Pipeline’ comprises the group of people in roles Level 12 and above according to our Position Framework – basically, the group of people who are two organisational levels below AGL’s Executive Team.
Two years in, at the end of FY18, the Senior Leadership Pipeline comprised 42% women, up from 38% in FY17 and 34% in FY16 as a result of an increased focus on gender diversity. You can see our progress year by year in our FY18 Sustainability Report.
We’ve now set ourselves a goal of achieving 50% women in the senior leadership pipeline by FY22.
And at a Board level, as at 30 June 2018, women made up 37.5% of Directors on AGL's Board. We are one of 30 ASX 50 companies with more than 30% female representation on our Board.
Our employees are getting on board to support and create change
‘AGL Equality’ is an employee network of women and men advocating for gender equality and striving to empower women to achieve their career goals by providing opportunities to connect and grow. Among other things, AGL Equality celebrates events like International Women’s Day and provides opportunities for women to network internally.
Creating a supportive environment for women (and men!)
We recognise that many women – and men –have periods in their careers where they need or choose to balance work with carer’s responsibilities.
During FY18, we surveyed our people to understand whether our flexible work arrangements were meeting their needs. The response rate to the survey was 54%, and the data showed:
- 81% of female survey respondents work flexibly, compared to 78% of male respondents
- the most common types of flexible working adopted were flexible start and finish times and working from home/other locations, and
- close to half of the survey respondents did not see any barriers to working flexibly at AGL, with more than 90% of them feeling confident to ask their leaders to work flexibly.
We also know that in some areas of our business – including some roles in our operational sites and contact centres – there are still some barriers to working flexibly, and we are working hard to support these areas where flexibility has been more difficult to implement and to equip leaders to confidently manage a flexible workforce.
You can find out more about our approach to gender diversity (including information about gender pay equity and our approach to flexible working) as well as our other diversity pillars in our FY18 Sustainability Report.
You can also find current and historical gender breakdowns of our people‘s employment status, contract type, location and turnover rates in our sustainability data centre.