During the coming year we will:

• Conduct a Cultural Engagement Survey for all employees across AGL to determine current levels of employee engagement and identify key opportunities for improvement
• Expand the reach and application of the current Talent and Succession Planning process to develop high potential employees in corporate business teams and to encourage development of talented individuals across business areas (rather than just within them)
• Complete the refresh of the Code of Conduct and publish and communicate it across the business to all employees
• Complete the delivery of Fair Treatment workshops to all employees
• Conduct independent focus group research with employees at our major operating sites to better understand ‘shop floor’ workplace safety issues and how to improve safety

• Launch a ‘back to basics’ safety program across Merchant Energy
• Launch an HS&E strategy for leaders across retail and corporate focused on managing change, recognising stress and mental health issues and bullying in the workplace
• Implement a strategy with all leaders to leverage AGL’s new partnership of Adage to attract and recruit more mature aged candidates to AGL
• Further define and promote AGL’s employment brand with our preferred suppliers
• Appoint a Talent Manager to lead and grow AGL’s talent management process
• Introduce the refreshed Recognition and Reward program
• Redefine the company values underpinning these behaviours, to give all employees a clear compass by which to work