GWA is committed to promoting diversity and inclusion through the implementation of targeted employment policies and initiatives to achieve a diverse workforce. The Board understands that significant benefits arise from increasing the pool of diverse talent across the business.
In 2012, the Board established a number of measurable objectives to promote and encourage increased diversity and in particular, to improve the representation of females within the workforce. The measurable objectives are assessed annually and are reported in the Corporate Governance Statement which is available on the Group’s website.
The objectives and supporting actions are:
In FY18 a Talent Acquisition Specialist was appointed to increase our ability to attract diverse talent, embed our employee value proposition and create career paths for our employees.
The Group continues to review employment policies and practices to ensure that, among other things, flexibility is offered to attract and retain talent. GWA fully supports flexible working arrangements and many employees take advantage of this policy to work from home or to work flexible hours. A purchased leave plan is also in place which allows employees to “purchase” additional leave of up to four weeks per year via salary sacrifice.
During FY18 the Group had regular talent reviews with a view to strengthen our succession plans. As outlined in the Group’s 2018 Workplace Gender Equality Report, the overall workforce consists of 37% female which is an increase of two percentage points from 2017 (2017: 35%). In addition, female representation across all levels of management has increased versus the prior year including two females appointed to the Executive Leadership Team in FY18.
The following table is a summary of the Group’s workplace profile at 31 March 2018:
|Title||% Female||% Male|
|Key Management Personnel||33%||67%|
|Other Executive/General Managers||25%||75%|
|Total – Management||20%||80%|
|Total – Non-Management||41%||59%|
In May 2018, the Group lodged its 2018 Workplace Gender Equality Report with the Workplace Gender Equality Agency in accordance with the Workplace Gender Equality Act 2012. The Group notified its employees and employee organisations of the lodgment of the report and advised how it may be accessed. The Group also allowed employees and employee organisations to make comments on the report. The report is available on the Group’s website under Gender Equality Reporting. The Group received notification during September 2018 that it is compliant with the Workplace Gender Equality Act 2012.
While gender diversity is a priority, it is also important to promote a workplace employee profile that delivers competitive advantage through diversity of thought, experience and perspective. Currently 50% of the Group’s workforce is over the age of 45 and the average new hire age is 40. To continue to be a relevant, adaptive and innovative organisation, a balance of multi-generational employees is integral to ensuring the Group remains future focused. There will be an increased focus on building a pipeline of younger talent through increased graduate or early career hires.
GWA continues to support a progressive approach to embedding diversity in the organisation, and our Diversity and Inclusion Policy is available on the Group’s website.