Diversity and inclusiveness
Downer is committed to a workforce that reflects and is informed by the customers and communities we serve while maintaining a sustainable business. We view diversity and inclusion as a competitive advantage and commercial imperative. We are committed to a culture that leverages the skills and insights of our people.
Each year Downer’s Board reviews the Diversity and Inclusiveness Policy to ensure that it grows and adapts to match contemporary market changes and expectations. This policy helps shape our strategy and subsequent work programs to provide measurable objectives for achieving a diverse and inclusive workforce.
To develop a diverse and inclusive workforce, we are currently focusing on the following areas:
Gender diversity
– equal opportunities irrespective of genderGenerational diversity
– building a continuous pipeline of talentCultural diversity
– increase workforce participation of Aboriginal and Torres Strait Islander people through employment outcomes and partnering with community.
In FY18 we leveraged the insights from our Divisional Diversity Steering Committees to promote and support a diverse and inclusive workplace through divisional diversity and inclusion workplans. This allowed for a coordinated and collaborative approach to group-wide objectives while providing divisional flexibility for specific opportunities and outcomes.
Downer continues to demonstrate our commitment to attracting female participation in our workforce through practical initiatives that attract, support and retain all employees.
Downer is participating in a number of Science, Technology, Engineering and Maths (STEM) initiatives to improve representation of women in the fields of engineering, construction and project management. We work with our industry peers to promote the passion and opportunity available within our industry. Activities include: career guides and attendance at high school and tertiary education career forums. One such example is the Pimlico State High School in Queensland case study under the Our communities section of this report.
Our graduate program reiterates our commitment to a diverse workforce with graduates coming from a variety of disciplines. The rigorous recruitment process ensures we find the best talent across the country and places remain open until we achieve this goal.
An analysis of our recruitment process generated strategies to overcome potential biases and outlined goals for minority shortlisting, interview panel recommendations and a move to focus on competency over sector experience.
Targeted initiatives, such as ‘Refer a Female Friend,’ which have been adopted by a number of businesses in Australia and New Zealand, have increased the number of female referrals. Industry partnerships encourage our employees to be their best by participating in events and learning opportunities with WIMARQ (Women in Mining and Resources Queensland), WIMWA (Women in Mining WA), NAWIC (National Association for Women in Construction) and NAWO (National Association for Women in Operations).
A Group-wide review of the talent management and succession planning process ensured that our identified top female talent have active performance and development plans to support talented females to realise their potential. A continued focus on flexibility in FY19 will work to enable employees to progress their careers at Downer while managing their personal and professional commitments.
As at 30 June 2018, the gender diversity metrics for Downer Group, including Spotless, were:
Due to the acquisition of Spotless, Downer exceeded its gender diversity targets for FY18, which were set prior to the acquisition. New targets for FY19 have been set to reflect the changing nature of the operations and workforce demographics.
Diversity and our Board
Three of the six Non-Executive Directors on the Downer Board are women. One executive member of the Spotless Board is a woman.
Downer equally values all generations as being able to deliver the required talent and capability for Downer.
The Emerging LEaDers program focuses on building a continuous pipeline of talent to ensure that as people move through their career to retirement the business maintains its leadership bench strength.
Downer has a comprehensive apprenticeship program and currently manages more than 250 apprentices. Downer's Rail Apprentice program achieved an exceptional completion rate of 100 per cent in 2017, compared to the Australian average of 49 per cent.
Apprentice completion rate
Valuing experience
Downer has teamed up with The Adventure Group (TAG) to launch Operation Bellator to help veterans and Defence personnel who may be struggling with the transition from military to civilian life. Operation Bellator is an outdoor experiential dignity and resilience program that takes participating veterans on a two-day outdoor adventure experience run by former SAS instructors, with Downer executives and select corporate partners acting as mentors to the veterans.
We have over 150 veterans working in our business and are invested in providing meaningful opportunities to men and women who have served Australia. We benefit from having experienced and Defence-trained personnel across generation form part of our diverse workforce. Further detail is provided in the Operation Bellator case study.
Disadvantaged workers
Evolution Rail (comprising Downer, CRRC Changchun and Plenary) has been engaged by the Victorian Government to deliver the world-class High Capacity Metro Trains (HCMT) Fleet between November 2016 and November 2024.
Evolution Rail’s approach to the HCMT Project will transform Melbourne’s public transport system with world-class trains while creating a sustainable, globally-competitive manufacturing industry with the capability to export to the world. Representing one of the largest government spends in Victoria, the project will not only deliver much-needed public transport infrastructure, it will also drive jobs, industry development and prosperity for Victoria.
The size and scale of the HCMT Project is enabling the consortium to create meaningful opportunities for regional Australia, and sustainable high-skill, high-value jobs in key regional growth areas such as Newport, Bendigo, Pakenham, Hallam and Morwell. These jobs form part of our Disadvantaged Worker strategy that provides opportunity for redundant auto workers through reskilling and workers with a disability. Further detail is provided in the HCMT Case Study.
Reconcilliation Action Plan
In 2018, Downer developed an ‘Innovate’ Reconciliation Action Plan (RAP) currently with Reconciliation Australia for endorsement. The Innovate RAP will be two years in duration; 2018 – 2020, and moves from scoping reconciliation efforts (as detailed in our ‘Reflect’ RAP) to implementing reconciliation initiatives.
Key initiatives central to our Innovate RAP:
- Improving employment opportunities for Aboriginal and Torres Strait Islander candidates
- Incorporating Aboriginal and Torres Strait Islander procurement partnerships within our organisation
- Upskilling employees in cultural competency training to facilitate better employee relationships with Aboriginal and Torres Strait Islander employees, contractors, suppliers and customers.
Significant work is currently being undertaken to progress Spotless’ Reconciliation Action Plan (RAP) from an Innovate RAP to a Stretch RAP.
Part of Spotless’ commitment to reconciliation is as a partner of the Department of Prime Minister and Cabinet’s Employment Parity Initiative which provides support to our business to engage, recruit, educate and retain Aboriginal and Torres Strait Islander people. 10,409 employees have successfully completed Spotless’ online Cultural Awareness Program – Working with Indigenous Australians.
Jawun
Downer has partnered with not-for-profit group Jawun since 2014. Jawun combines the skill and expertise of corporate Australia with Indigenous people to enhance the skills and capabilities of Indigenous Australians and create real change in Indigenous communities.
Downer supports Jawun by seconding employees with the required skills and experience to work with Indigenous communities in the Cape York, Inner Sydney and West Kimberley communities.
We are committed to furthering the advancement of Aboriginal and Torres Strait Islander Australians in these communities. Our participation in the Jawun program provides us with the opportunity to support Indigenous leaders and the development of Indigenous communities.
Since our partnership began Downer has provided 37 talented employees and 222 weeks of secondment. It has also been supported at the highest levels, with 21 of our executives visiting these communities and experiencing firsthand the difference this program has made to these communities.
Aboriginal and Torres Strait Islander supplier diversity
Downer has demonstrated a commitment to creating opportunities for Aboriginal and Torres Strait Islander peoples and their communities through membership of Supply Nation which directs procurement activities to accredited Aboriginal and Torres Strait Islander-owned businesses.
