Employee engagement, diversity, development and inclusion
Supply chain management
Employee engagement, diversity development and inclusion
Supply chain management
We know that when we successfully collaborate across our value chain our outcomes are stronger and relationships more prosperous. This sustainability strategy focus area concentrates on the elements that make our business more robust; our suppliers, our employees and how we engage with the broader community.
Throughout the year we continued to collaborate with our suppliers to achieve health, safety, and quality outcomes through our ‘Sights on Safety’ initiative. Sights on Safety focuses on identifying and implementing measures to reduce the number of serious incidents at our developments and assets. The program is aimed at driving safety behaviours and advancing better practice on our developments, construction sites, operational assets and where possible, across the broader construction industry.
With regard to the human rights aspect of our supply chain framework we have been working with our contractor partners regarding participation in health, safety and wellbeing initiatives on our sites. This has been demonstrated with our continued work with Mates in Construction to improve mental health awareness at our worksites. We have also extended this to our head office by raising awareness about mental health issues facing construction workers in conjunction with our national mental health promotion campaigns such as RUOK Day.
We acknowledge that within the broader construction industry supply chain there may be risks associated with labour practices. For this reason, we consider that industry collaboration is the most appropriate means to increase transparency and have committed to working with members of our peer group to create an industry-wide supplier survey across our broader supply chain.
Over the course of FY18, we have worked with our suppliers to establish a sustainability schedule for inclusion in project requirements. We continue to work across our business and with our suppliers to implement these requirements across the development of our assets.
The schedule aims to:
We continue to outperform the Australian high performing norm for employee engagement with a score of 83 per cent, as measured by Willis Towers Watson. Our results reiterated the importance our people place on diversity and inclusion, which continues to be a key driver for engagement and retention. The diversity and inclusion Index from our 2018 Our Voice survey has increased to 87 per cent (86 per cent in FY17), and continues to be seven points above Australian National Norm.
We have a firm commitment to improve the diversity of our workforce and continue to build a culture of inclusion in our workplace. It outlines our aim to leverage the maximum potential of our people, irrespective of differences, such as gender, ethnicity, age, physical abilities, gender identity, gender expression, sexual orientation, family status, beliefs, and perspectives.
Targets and metrics that guide our approach to diversity and inclusion include:
Our Gender Equity, Flexibility and Disability, Parents and Carers, Wellbeing and Cultural Inclusion, and LGBTI+1 employee advocacy groups (EAGs) are a key component of our approach to diversity and inclusion. Key achievements in these areas include: