The Group’s diversity strategy is in response to the diversity factors which arise from the Group’s operations across 16 countries in relation to employees, customers and investors. It comprises several initiatives, which are being undertaken concurrently and are designed to enhance career development opportunities, reduce barriers to workplace inclusion for all employees (with specific reference to gender diversity) and enhance organisational effectiveness in regard to cultural diversity issues. The significant initiatives that occurred in 2014, or are ongoing, are outlined below:
- The Future+Women programme was again conducted in Australia in 2014, consisting of a series of workshops and meetings that are open to all female employees. The programme content was expanded in 2014 as a response to feedback received.
- During the year, the Group commenced the rollout of its talent management strategy in several locations including Australia, New Zealand and Continental Europe. This involved undertaking detailed reviews of selected employees to determine their individual development needs, together with the identification of high-potential employees.
- In 2014, the Good+Future middle management development programme continued to provide managers with theoretical and practical instruction on team management, strategy development and personal presentation skills. The programme has been well represented by high potential female employees.
- Several female employees participated in innovative leadership development programmes. This included the week-long Larapinta Trail programme, where participants undertook physical and mental challenges to test and develop aspects of leadership and self-reliance.
- Group policies such as the Group’s Code of Conduct were reviewed and updated in FY14 to reinforce the importance of diversity and inclusion in all workplaces around the world, and to ensure employees are aware that all forms of harassment and discrimination are prohibited.
- Human resource policies applicable in particular regions, such as Australia and New Zealand, are continually reviewed to ensure ongoing relevance with legislation. The Flexible Work Policy in Australia is an example, and in support of this, paid maternity leave entitlements in Australia have been standardised to ensure ease of understanding and application. Coaching sessions are available for women returning from maternity leave to help in the transition back to work, together with a specific programme that is open to employees on maternity leave to remain in contact with the workplace while they are on leave.
Information on the Group’s support in the community and the affinity of this with diversity is outlined in the Goodman Foundation’s activities.
For more information on sustainability, our diversity initiatives and the Goodman Foundation, see the Sustainability section of the Goodman website at www.goodman.com/sustainability