A diverse workforce ensures a more effective, higher-performing workplace. Diversity of thought, experience, education, age, gender, cultural background and personal opinion all contribute to the creation of a diverse and successful workplace. Transurban is committed to providing an environment where all employees are treated with fairness and respect, and where everyone has equal access to opportunities at work.
Transurban’s ongoing focus on Diversity and Inclusion includes the priority areas of:
- Gender diversity
- Cultural diversity
- Workplace flexibility
Transurban is committed to promoting and improving gender equality at all levels across the business. The proportions of women and men across the organisation, senior executives and board members as at the end of FY17 are shown below:
Transurban sets specific targets and takes action to increase gender diversity at all levels, including Executive and Senior Management, Middle Management, and when recruiting new employees. These objectives are monitored by the Board and publicly reported each year in our Corporate Governance Statement.
The Workplace Gender Equality Agency recognised Transurban’s leadership in gender diversity, awarding us an Employer of Choice for Gender Equality citation for a third consecutive year.
Transurban was one of 106 Australian organisations to meet the agency’s rigorous criteria, and only one of two transport-sector organisations.
When we asked our employees why they value diversity in the workplace, highlights included being able to work flexibly to support their role as a parent, the accessibility of parental leave, the prominence of women in leadership positions, and the ability to support up-and-coming female engineers.
Gender diversity highlights
- Our annual pay equity review for FY17 indicated no significant differences between male and female pay. This result reflects our efforts to foster a workplace where people are recognised and rewarded on their merits
- Equileap, an international gender-equality advocacy agency listed Transurban as one of the world’s top 20 organisations on gender equality performance. We were one of only six companies reporting no significant gender pay gap
- We received the Engineers Australia’s award for the Most Ambitious Company in Gender Diversity
- We received the 2016 Award for Best Action for supporting Diversity in the ITS Workforce, presented at the ITS World Conference
- We extended our 16-week, fully paid parental leave scheme to our employees in North America. Our parental leave program applies equally to male and female employees taking on the primary carer role. According to the Society for Human Resource Management, only around 21 per cent of USA companies offer maternity leave and only 17 per cent offer paid paternity leave
- We hosted International Women’s Day events across all regions with presentations from a range of influential female business leaders
Our workforce needs to reflect our customers and the communities where we work, and we are committed to creating a culturally diverse and inclusive workforce.
Transurban employees come from 72 different countries of birth and speak 77 different languages. We recognise and support our diverse workforce by encouraging culturally inclusive work practices, celebrating festivals of cultural significance together and creating opportunities to promote better understanding of different cultural groups.
Transurban acknowledges the Traditional Owners of Country throughout Australia and recognises the continuing connection to lands, waters and communities. We pay our respect to Aboriginal and Torres Strait Islander cultures, and to Elders both past and present.
This year we entered the second stage of our Reconciliation Action Plan, our ’Innovate’ RAP. RAPs are practical plans built on relationships, respect and opportunities to create social change for Aboriginal and Torres Strait Islander Australians. We launched our Innovate RAP nationally at Transurban hosted events during National Reconciliation Week 2017. We used this time to celebrate the contributions and achievements of Aboriginal and Torres Strait Islander peoples, and focus on what remains to be done to achieve reconciliation.
Our vision for reconciliation is the acknowledgement, respect and proud celebration of Aboriginal and Torres Strait Islander cultures by our employees and business partners and achieving equitable standards of living and social mobility for Aboriginal and Torres Strait Islander peoples. The Innovate RAP is our second plan and will deepen cultural awareness and education for our employees and create employment opportunities and career pathways for Indigenous Australians.
Our Innovate RAP has four key focus areas: Cultural Awareness, Education, Employment and Strong Local Relationships. These areas focus on connecting with and empowering Aboriginal and Torres Strait Islander communities and organisations in the regions where Transurban operates.
Key commitments within our Innovate RAP include:
- Investigate transport and mobility challenges faced by local Aboriginal and Torres Strait Islander communities and identify opportunities where Transurban can make a difference
- Increase our interaction with local Indigenous communities through our community grants, employee volunteering, and other programs supporting Aboriginal and Torres Strait Islander causes
- Develop cultural awareness training programs for employees in all areas of our business
- Increase the number of commercial relationships and procurement opportunities with Aboriginal and Torres Strait Islander businesses
In partnership with Aboriginal Employment Strategy (AES), Transurban Queensland launched a new Indigenous traineeship program in FY17. The traineeship program is designed to create career development opportunities and pathways for people of Aboriginal or Torres Strait Island descent in our local communities. Transurban is seeking to recruit two trainees as part of the 12-month traineeship program.
Transurban aims to support employees to balance professional and personal commitments by encouraging flexible work options. We are committed to ensuring that Transurban and employees make the most of flexible working options, which can include: working from home or remotely; flexible leave including additional ‘lifestyle leave’; flexible working hours, days and part-time arrangements; compressed working weeks, job sharing and phased retirement.
Transurban challenges the perception that flexible working options only suit specific employees groups, or that some roles cannot benefit from flexible working. We encourage all employees to consider flexible working options. For example, in FY17, we ran a Flexibility Insights series of articles and videos to share stories from diverse employees benefiting from working flexibly. We also ran a ‘Tell us how you flex’ competition where employees shared stories of the positive outcomes of flexible working, such as:
- Maintaining community volunteering commitments
- Adjusting to changes in family life
- Reducing the pressure of long-distance commuting
- Successfully managing unexpected health issues
Transurban conducted a flexible working survey in FY17 to understand why people use flexible work arrangements and to identify any barriers to their use. The survey found:
- 64 per cent of respondents have used some form of flexible work arrangements
- 70 per cent indicated that they would like to access flexible work arrangements in the near future
- 80 per cent of respondents said they have the flexibility they need to accommodate their work, home and other commitments