A more diverse workforce is so much more than just 'the right thing to do'. Research and experience tells us that diverse teams are more engaged and operate more effectively, leading to improvements in productivity, profitability, employee commitment, and retention. It makes good business sense for our organisational culture and for our bottom line.
Find out about our current gender diversity initiatives. Download the Case Study - Gender Diversity at Aurizon
We are proud of the recognition for our diversity journey. Aurizon are the winners of:
- 2016 – Australian Women in Resources National Awards - Excellence in Company Programs and Performance
- 2016 – AHRI Gender Diversity Champion (Darren Hooper)
- 2015 – Australia Human Resources Institute (AHRI) Dame Quentin Bryce AD CVO Award for Gender Equity in the Workplace
- 2015 – Australian Workplace Equity Index (AWEI) LGBTIQ Workplace Inclusion Bronze Award
- 2014 – Australian Human Resources Institute (AHRI) Gender Equity in the Workplace
- 2014 – Australian Human Resources Institute (AHRI) CEO Diversity Champion Award
- 2014 – Australasian Rail Industry Award Workplace Diversity
Our Diversity Policy sets out our objectives and reporting practices in this area.
We have recently launched a pioneering new parenting initiative, Shared Care. This new initiative provides a financial incentive based on 'half-pay' for a partner to take a leave of absence to stay at home and care for their child in their first year, allowing the mother to return to work full-time. We believe the initiative is the first of its kind in Australia, which makes us very proud to lead by example in changing the way our society thinks about childcare and workplace flexibility. A booklet for employees is available with more information.
Our leadership team is committed to achieving identified key initiatives across our workforce from our Diversity Plan. It includes addressing unconscious bias, promoting flexible work options, setting equitable recruitment targets and promoting development opportunities.
Aurizon is an active member of the Diversity Council, Catalyst and Pride in Diversity. We are also a Platinum Sponsor of UN Women.
- Promoting equal opportunity in our recruitment, selection and employment practices and recognising that unconscious bias can impede such practices
- Ensuring our employment activities, including attraction, retention and development activities promote diversity in our work environments
- Encouraging employment and promotion from groups recognised by equal employment opportunity and anti-discrimination legislation, and
- Ensuring our employment practices are compliant with anti-discrimination legislation, and in the spirit of promoting equality and equity between employees, regardless of background.
Aurizon made a commitment in 2014 to have 30% of the Aurizon workforce made up of women by the end of the 2019.
View the videos below for an insight into the practical initiatives to develop and support our women to progress through our leadership pipeline.
At Aurizon we have a long and proud history of employing Indigenous Australians with approximately 4.3% of employees identifying as Aboriginal or Torres Strait Islander people.
In November 2015 we launched our first ever Reconciliation Action Plan (RAP). The plan outlines our vision to provide sustainable employment opportunities as well as recognition of the rights and needs of indigenous communities.
The launch of the RAP is a milestone in our Diversity journey and a significant step for our contribution to reconciliation in Australia.
The RAP is a two year plan (2015 – 2017) that will assist Aurizon in making a tangible difference by creating sustainable opportunities for Aboriginal and Torres Strait Islander people focusing on four key areas; relationships, respect, opportunities and reporting.
We pride ourselves on offering a safe and respectful, and inclusive work environment for all LGBTIQ (lesbian, gay, bisexual, transgender, intersex and queer) employees where everybody feels comfortable in ‘bringing their whole self to work’.
The Aurizon LGBTIQ and Allied Network, 'ALLin', has over 400 members and this is growing. ALLin has local leads in many Aurizon worksites and an active Steering Committee delivering on Aurizon’s LGBTIQ Inclusion Strategy.
ALLin helps Aurizon foster a culture of acceptance and inclusion of LGBTIQ individuals. The network does this through social events, educational opportunities, community support and outreach, and ensuring that Aurizon’s workplace policies are inclusive and equitable.
We are continually exploring ways to creating a respectful and inclusive workplace. We are committed to building an accessible and inclusive company for the long term including increasing the participation of people with disability in Australian employment and business.
At Aurizon we understand that many people would like a flexible approach to balance their work and life for a number of reasons, it could be to pursue a personal passion, further education, care for an elderly relative, child care, or transition to retirement. To us, flexibility is more than just good policies - it's about flexibility in thinking, challenging assumptions and being innovative, while meeting our customers' needs.
We continue to challenge ourselves in exploring the type of roles that can be performed flexibly.