We know at Ausgrid we are under-represented when it comes to women compared to other organisations – it’s a fact.
We know that well credentialed research over the last 20 years tells us that businesses with high levels of gender diversity are more successful than those that do not.
We need to become more efficient, more productive and think innovatively to produce better results for our customers. To achieve this, we need diversity of thought when we are discussing potential options and solutions for our business challenges.
As human beings, increasing gender diversity is the right thing to do for our female colleagues, for women who are in or trying to get into the labour market, for girls in school and for young women in university.
Gender diversity is one of our five key diversity pillars of our Diversity and Inclusion Plan. The Council, supported by the employee resource group works hard to change the way we are doing business so we can become more diverse.
There are several programs and initiatives that Ausgrid has developed to drive gender diversity through FY22-23. Here are a few:
Guided by extensive research of best practice and peer review, our Inclusion and Diversity Council introduced gender targets to commence from FY22. These targets are:
Across Ausgrid, each area of the business has their own plan with specific actions to build more inclusive and diverse teams. These actions include a commitment to have women on each panel, an increase in the delivery measure in Ausgrid's MySay Employee Survey, and visible commitment from leaders to support key diversity events.
There are several programs and initiatives that Ausgrid has developed to drive gender diversity through FY22-23.
Sponsorship of twelve Ausgrid women to complete a leadership program through Women and Leadership Australia. Those selected included emerging leaders, mid-level and senior leaders.
A program for women in Ausgrid that is made up of a small circle of women, who learn from each other and are also mentored by one male and one female senior leader.
To drive awareness and understanding of key gender issues and provide opportunities for women to expand their network and exposure across Ausgrid.
Development of a set of employee and leader resources to drive retention of those on parental leave.
In addition to providing paid parental leave of up to 16 weeks, Ausgrid will also make superannuation contributions on paid parental leave.
Introduction of an Employee Referral Program, providing a financial incentive for current employees who successfully refer female employees to fill vacancies in frontline, leadership and engineering roles.
Behavioural interview training for all interview panel members to reinforce good practice around selection decisions and bias.
This year’s IWD theme was 'Break the Bias' as we imagine a gender equal world. A world free of bias, stereotypes, and discrimination. A world that is diverse, equitable, and inclusive. A world where difference is valued and celebrated. Together we can forge women's equality. Collectively we can all #BreakTheBias.
Find out more about the women of Ausgrid in our celebratory International Women's Day Brochure.