Diversity in the Workforce
GWA recognises and celebrates the value and contribution each individual brings to the workplace and appreciates the value of attracting and retaining employees from different backgrounds. GWA is committed to creating a working environment that is fair, flexible and supportive of all our staff and that promotes personal and professional growth.
GWA embraces and celebrates diversity in the workforce which contributes to business success and benefits employees, customers, consumers and shareholders. Leveraging diversity in the workplace fosters engagement, enhances creativity, improves decision making and increases productivity to deliver a strong competitive advantage.
We remain committed to promoting diversity and inclusion through the implementation of policies and initiatives to achieve a diverse workforce. The Group’s Diversity and Inclusion Policy is available on the Group’s website at www.gwagroup.com.au under Corporate Governance Policies.
We understand that each individual is unique and we recognise individual differences. These differences can include skills, experience, thought, gender, age, disability, ethnicity, cultural or socio-economic background, religion, sexual orientation, political or ideological beliefs as well as other dimensions such as lifestyle and family responsibilities.
At GWA we are committed to:
a workplace which is free from discrimination, harassment, bullying, victimisation and vilification;
treating employees fairly and with respect;
a workplace culture that is inclusive and embraces individual differences;
equal employment opportunities based on ability, performance and potential;
awareness in all staff of their rights and responsibilities with regards to fairness, equity and respect for all aspects of diversity;
flexible work practices and policies to support employees and their changing needs;
attraction, retention and development of a diverse range of talented people;
equitable frameworks and policies, processes and practices that limit potential unconscious bias.
In 2012, the Board established a number of measurable objectives to promote and encourage increased gender diversity within the workforce as outlined below. The Board will continue to work on increasing the percentage of females employed by GWA including committing to a minimum 30% target for Board composition in line with the Principles and Recommendations of the ASX Corporate Governance Council having regard to business needs, the best available candidates and all facets of diversity in addition to gender.
GWA has made significant progress in recent years to address gender pay equity anomalies and have addressed these as part of the annual salary review process. In February 2021, a gender pay equity review was performed in the Australian business. The result of this review identified any variations in pay across similar roles were attributed to non-gender related variables. Gender pay equity reviews are built into the annual remuneration review process and will remain an ongoing focus for GWA.
The measurable objectives to increase gender diversity are assessed annually and are reported in the Corporate Governance Statement which is available on the Group’s website at www.gwagroup.com.au under Corporate Governance.
1. Increase the percentage of females employed by GWA with a minimum 30% target for Board composition
- Ensure the recruitment process and practices continue to comply with equal opportunity principles.
Women comprise 43% of GWA’s overall workforce for the reporting period. For the prior year, female composition of the global workforce was 42%. The Group’s focus on diversity and inclusion has been recognised by employees and is demonstrated by increased scores in our latest engagement survey which was two percentage points above the Australian norm. The current female representation on the Board is close to the minimum 30% target as outlined in the table below.
In June 2021, the Group lodged its 2021 Australia Workplace Gender Equality Report with the Workplace Gender Equality Agency (WGEA) in accordance with the Australian Workplace Gender Equality Act 2012 (Act). The Group notified its employees and employee organisations of the lodgement 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 at www.gwagroup.com.au under Gender Equality Reporting. The Group received notification from the WGEA that it is compliant with the Act.
The following table is a summary of GWA’s Australian workplace profile at 31 March 2021 as reported to the WGEA:
|Board of Directors||29%1|
|Key Management Personnel||0%2|
|Senior Managers/Other Managers||32%|
2. Provide and promote flexible work practices to attract and retain diverse talent
- Continue to promote awareness of current flexible work practices to existing employees and potential candidates;
- Investigate and implement any additional flexible work arrangements appropriate to the needs of employees to support personal circumstances.
Across GWA we continue to review employment policies and practices to ensure that, among other things, flexibility is offered to attract and retain talent. GWA fully supports and encourages flexible working arrangements and many employees take advantage of different ways to get the job done including working from home or working flexible hours.
The existing wide use of flexible work practices enabled the Group to quickly respond to the COVID-19 pandemic with all office-based staff having the ability to work from home. GWA also provided additional tools and training during the pandemic to ensure that staff were supported to work remotely as part of our ongoing focus on their safety and wellbeing. In the latest employee survey, 77% of employees felt that they “have the flexibility to modify their work schedule to address personal situations” which is two percentage points above the Australian average.
In addition to a number of employee benefit programs, 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.
3. Succession planning and high potential employee development
GWA ensures a diverse group of high potential employees are identified as part of the Group’s succession planning process and actively developed for career progression. The Group’s recruitment and development strategy continues to focus on attracting, developing and retaining a diverse pool of talent to deliver our growth strategy.
GWA has regular talent reviews to strengthen our succession plans. These talent discussions include career development actions which are regularly reviewed. Managers are aware of their responsibility to develop talent and in the last survey, 81% of Managers responded “I am accountable for developing high performers” which is a strong score for Australian organisations.
- 33% of GWA’s non-executive directors are female.
- KMP for WGEA reporting includes the Acting CEO, Chief Financial Officer and Company Secretary roles with the other non-KMP executives included in Management.