|
|
 |
|
|
|||||||||
|
|
|
|
|
|
|
AGL Code of Conduct The AGL Code of Conduct lays out our expectations and behaviours for everyone at AGL, from Board Directors to the newest employee. Originally published in 2003, and available via the intranet, a refresh of the Code is currently underway to strengthen its message and to give clearer direction to employees.
The AGL Energy Ethics Panel is an internal panel reporting to the Board and comprising senior AGL representatives. Duties of this panel include providing guidance on interpreting the Code and investigating reported breaches. External input from the St James Ethics Centre is sought as necessary.
AGL complies with legislation regarding human rights in areas including diversity, discrimination, freedom of association, child labour, forced labour, layoffs and health safety and environment. We support, in principle, the United Nations Global Compact on human rights for businesses.
|
AGL Fair Treatment Policy AGL’s Fair Treatment policy recognises the right for all employees to have equitable access to opportunities and benefits, irrespective of age, gender, background, culture, religious beliefs or sexual orientation. This year 54% of employees responded to an AGL survey conducted to better understand the mix of ethnicity, disability, language and dependent care needs of our workforce. The survey provided a baseline profile against which we are now developing and refining our diversity employment strategy. We also introduced the online AGL Events and Diversity Calendar, which publishes dates of key religious and cultural events to assist leaders in considering employees’ personal circumstances when scheduling business activities.
This year we commenced Fair Treatment at AGL workshops to remind employees of what constitutes fair behaviour and where to turn in the event of a grievance. Nearly 300 employees have already attended the training, and all employees will be required to attend a Fair Treatment workshop during this calendar year.
We continue to offer confidential access to employees experiencing or wishing to report incidents of bullying, harassment or discrimination, via the independently operated Diversity Support Line. When required, issues are reported to AGL and resolved in consultation with an independent mediator. The Diversity Support Line received 34 calls over the year, 8 of which required further investigation. | Workplace Relations We maintain professional working relationships with the unions and their representatives and once again, as in the previous period, no time was lost due to industrial disputation over the past 12 months.
In a period of significant organisational change which saw the redundancy of a large number of positions across the business, we placed a high priority on supporting those employees leaving AGL, by access to career outplacement services, in-house counselling and flexible end dates. From more than 400 employees who left AGL last year as a result of redundancy all were offered outplacement from a third party provider.
Using the Equal Opportunity for Woman in the Workplace Agency (EOWA) tool, this year we conducted the first phase of a pay equality audit to understand any differences between the remuneration of men and women at AGL. Further analysis is now planned to identify the nature and scale of identified inequalities and ways to address these. |
|
|
||
|
