Strategy: Recruiting and retaining the best staff to grow our business. As the competition for talented people continues to increase, we need to trawl the length and breadth of the talent pool to recruit the right people for our business. Finding and retaining people who reflect the diversity of our stakeholder base and who have the range of skills and qualities we seek means being selective, creative, and innovative about our recruitment, development and retention approach.  
 
Highlights 2006/2007
Performance 2006/2007
Actions 2007/2008

Employee Benefits

As foundation planks of our employment proposition we’ve continued to maintain employment benefits that offer security, flexibility and balance for our people. These include salary continuance income protection in the event of illness or injury, 12 weeks paid maternity leave, 5 days paid paternity leave, support for employees pursuing further study, free access to counselling for employees and their families, carer’s and volunteer’s leave, a wellbeing program and flexible
work options. 

 

Women in Leadership

While representation of women in leadership roles continues to be a challenge, this year we made an important step forward in improving the level of representation of women at our most senior levels, with the appointment of two women to AGL’s executive team, in the roles of Head of People & Culture and Head of Brand and External Affairs.

 

Staff Turnover

Our overall voluntary turnover this year was 24.7 per cent, compared to 15.3 per cent during 2005/06. Over three quarters of this turnover is associated with customer contact centres which typically has a higher average attrition rate than other parts of the organisation. The result also reflects the impact of changes in the business structure over the last 12 months, as well as increased competitiveness in the labour market. Against this backdrop recruiting and retaining the best talent to grow our business is an increasingly important priority.

Performance Graphs

 

 

 

Recruitment Practices

Through our preferred supplier program AGL partners with a select group of quality recruitment providers, each one a leader and specialist in their particular professional field. We work closely with each partner to help them to understand our business, our strategy, our ambitious plans for growth, and as importantly, the culture we are striving to grow and the skills, capabilities and experience we need.

 

We also partner with a number of specialist providers that increase AGL’s access to the diverse employment market. At the end of this year AGL became a corporate partner of Adage, an online recruiter providing services to mature age professionals and employers looking to employ their experience.

 

Through our continued membership of the Australian Employers Network on Disability and our third year as a Pathway to Charter member, we are extending our capability to tap into the full breadth and depth of the employee talent pool. An independent assessment conducted this year deemed AGL’s major office locations in Sydney, Melbourne and Adelaide to be disability friendly.

 

This year we developed a draft indigenous employment strategy to attract and employ indigenous Australians, and are now considering suitable parts of the business in which to pilot the strategy.