Over 1,000 people are employed at our Australian, New Zealand and Fiji operations. We aim to attract and retain people with different skills, experiences, perspectives and backgrounds, recognising that diversity strengthens our organisation. As an organisation, we realise that diversity has many facets but our initial focus is on gender with a view to embracing other opportunities to increase diversity in the future.
The policies and practices we have in place aim to support diversity and in 2015, we established a set of targets and actions that focus on further promoting a work environment of inclusion. These are:
- Appointing at least two female members to the Executive Lead Team by 2018.
- 33% female representation on the Senior Leadership Team by 2018.
- Identify high-potential women in the Company and providing targeted development and/or mentoring to support their career advancement within the Company.
- Reviewing Company policies and approaches to determine if there are any impediments and/or opportunities to building a stronger pipeline of female leaders.
In 2016, the Company more broadly launched their approach to Gender Diversity and Inclusion, including membership to the National Association of Women in Operations (NAWO). NAWO is the peak body championing women in operations and aims to inspire and support organisations to create inclusive workplaces, to attract and retain the best talent and reach their chosen objectives.
The Company is aiming to achieve its diversity targets by developing more females, appointing more females to leadership positions based on merit, and removing barriers in the workplace to allow for increased female participation. A number of initiatives have commenced to support this including the establishment of the Diversity and Inclusion Working Group (DIWG) chaired by Asaleo Care CEO, Peter Diplaris with employee representatives from Australia, New Zealand the Pacific Islands.