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At Aurizon, diversity is about creating a respectful and inclusive workplace that recognises the unique contributions and perspectives of our employees, working together to deliver extraordinary results.

Diversity and Inclusion at Aurizon

A more diverse workforce and inclusive workplace culture is so much more than just 'the right thing to do'. Research and experience tells us that well managed 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.

Aurizon has been on a diversity and inclusion journey for the past seven years and in that time we have made great strides in increasing the diversity of the workforce - in particular we have doubled the percentage of our Aboriginal and  Torres Strait Islander workforce and we have increased the percentage of women from 11.6% to 21%.

Our Diversity Policy sets out our objectives and reporting practices in this area.

Three areas that we have been most active in are:

  • Gender inclusion - gender equality remains a focus for Aurizon. Not only do we continue to seek to increase the percentage of women in the workforce but we have a range of programs and initiatives to support this work.  See our 2017-2018 Workplace Equality Agency report for more details.
  • Indigenous inclusion - we are proud to sponsor Clontarf Foundation and have signed a 10 year agreement with Career Trackers to take Indigenous undergraduate interns. See our latest 'stretch' Reconciliation Action Plan for more details on our commitments to reconciliation for the next three years.
  • LGBTIQ Inclusion - Aurizon is an active member of Pride in Diversity.  The company has received a bronze award in the Australian Workplace Equality Index (AWEI) for LGBTIQ workplace inclusion in 2016, 2017 and 2018. 

Our leadership team is committed to building a more diverse workforce and more inclusive workplace culture where everybody is able to bring their whole selves to work to achieve their full potential.

Parenting at Aurizon

In March 2016 we launched a pioneering new parenting initiative, Shared Care.  

This 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.

Women at Aurizon

At Aurizon we recognise that diverse well led teams are more innovative and produce better results. 

Since 2011 we have worked tirelessly to increase the gender diversity at the company and we have increased the percentage of women within the Company from 11.6% in 2011 to 21% at the end of June 2018.

We have particularly been focused on attracting, recruiting, developing and retaining women at all levels in Aurizon. 

Finding ways to develop career pathways for women in traditionally male dominated roles such as engineering and leadership remains a priority for the Company.

Our pathway to reconciliation

At Aurizon we have a long and proud history of employing Aboriginal and Torres Strait Islander people. Currently around 5% of our employees identify as Aboriginal or Torres Strait Islander.

In November 2015 we launched our first ever Reconciliation Action Plan (RAP). The plan outlined our vision to provide sustainable employment opportunities as well as recognition of the rights and needs of indigenous communities.

In July 2018 we have released our second RAP, endorsed by Reconciliation Australia as a Stretch RAP - reflecting the progress we have made to embed within Aurizon our commitments to reconciliation.

The launch of this second RAP is a significant step for our contribution to reconciliation in Australia.

The RAP sets out our commitments for the next three years (July 2018 - June 2021) in three areas - building relationships, fostering respect and growing opportunities.

Stretch Reconciliation Action Plan (July 2018 - June 2021)

Innovate Reconciliation Action Plan (2015 - 2017)

LGBTIQ Inclusion

LGBTIQ

In March 2016 we launched a pioneering new parenting initiative, Shared Care.  

This 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.

Being an accessible and inclusive company

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.

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