Diversity in the workforce
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:
Increase the percentage of females employed by GWA
- Ensure the recruitment process and practices continue to comply with equal opportunity principles
- Provide recruitment training for managers ensuring a focus on equal opportunity and avoiding ‘unconscious bias’
Provide and promote flexible work practices to attract and retain female employees
- Continue to promote awareness of current flexible work practices available in the Group to existing employees and potential candidates
- Investigate and implement any additional flexible work arrangements appropriate to the needs of employees with families
Succession planning and high potential employee development
- Ensure high potential female employees are identified as part of the Group’s succession planning process and actively developed for career progression
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||25%||75%|
|Total – Non-Management||41%||59%|