Transurban undertakes employee opinion surveys every 18 months to understand what our employees think of the business and identify ways we can improve employee engagement.
84 per cent of employees responded to the employee opinion survey conducted in September 2013, with an overall employee engagement score of 68 per cent – a 2 percent increase from the previous survey conducted in FY12.
The survey showed that diversity and safety were our key strengths, with employees indicating they felt a positive connection to Transurban’s vision and values, and were willing to speak highly of Transurban as a great place to work. This feedback is supported by our voluntary turnover rate of 6.7 per cent for FY14.
In addition to the employee opinion survey, we conduct six monthly spot surveys to get a reading of our workforces ‘pulse’. The last pulse survey conducted in May 2014 showed that employees are increasingly advocating Transurban as a great place to work – an increase of 10 per cent from the employee opinion survey in September 2013. Results showed that employees also felt more supported during organisational change.
Last year we launched our new vision, ‘to strengthen communities through transport’, and values (integrity, collaboration, accountability, respect and ingenuity). This year we continued to embed these across the business. We conducted ‘values health-check’ workshops with teams across the business to help keep our values top of mind among employees and to understand how they were using the values to support the way they work.
Diversity and Equity
Our Diversity Committee entered its second year with a continued focus on three key areas – gender, culture and flexible working arrangements.
The Committee, chaired by the CEO, meets quarterly to review work being undertaken within the diversity and inclusion area and to promote a culture which values the differences that all employees and communities bring to Transurban.
The Committee has implemented initiatives focusing on increasing the number of women in leadership positions. This included the annual Women in Leadership coaching and mentoring program.
Our Executive Committee has 44.4% female representation1.
Another initiative in the gender diversity program has been the development of the Transurban FEET mentoring program (Females Encouraged in Engineering and Technology). Transurban has partnered with universities to provide mentoring to female students studying in these areas.
In the culture focus area, we have developed a Reconciliation Action Plan (RAP) which has been approved by Reconciliation Australia.
We have established a Reconciliation Working Group to implement our RAP and over the next two years, the group will work on identifying cultural development opportunities, raising awareness of Aboriginal and Torres Strait Islander culture and history, and contributing to reconciliation events.
Over the past year we have also widened access and acceptance to flexible working arrangements.
As part of our work in diversity, we also have Equity Contact Officers at all Transurban sites. These employees are kept up-to-date through regular training on legislation and how to support fellow employees.
Our work in diversity extends beyond our workplace. It applies to not only to all employees, but to everyone we do business with, and it is communicated through our Diversity Policy.
A new space to collaborate
In FY14 our Sydney and Melbourne-based employees moved into new corporate offices designed to encourage greater collaboration and flexibility for employees.
The new office spaces support Activity Based Working as well as permanent desks and include a number of locations specifically for quiet work or team activities.
Our Melbourne building, at 727 Collins Square, is designed to achieve a 5-star NABERS environmental performance rating as well as a 5-star Green Star rating through the use of sustainable building technologies.
To support the health of our employees when using new workspaces, ergonomic assessments were made available and all work chairs were ergonomically designed.
Our Lane Cove Tunnel office was also refurbished during the year.
Compliance and human rights
As a business, we are taking a proactive approach to addressing and fighting discrimination.
In FY14, all people managers were invited to attend a two-hour session on Inclusive Leadership. Some of the objectives of this program were to build an understanding of unconscious bias in the workplace and develop new behaviours, practices and structural supports to maximise the benefits of diversity.
Regular compliance training on anti-discrimination is compulsory for all employees, and we have well-developed company policies and procedures on this issue. We have Equity Contact Officers at all Transurban sites, and they receive annual training on legislation and how to be effective in their roles.
Labour relations are managed through internal HR functions, in line with our HR Policy, and we adhere to all labour relations laws in Australia and the USA.
Transurban has one Enterprise Agreement (EBA) in place, which was negotiated with Employee Representatives and the Australian Services Union. As required by the EBA and relevant awards, Transurban would consult with employees as soon as possible after making a decision involving operational changes. If there are roster changes, this communication would be a minimum of one week beforehand. In all instances Transurban aims to provide as much notice as possible to employees affected by operational changes. The Transurban EBA specifies requirements for notice periods, and consultation provisions.
We aim to resolve workplace grievances fairly, sensitively and as quickly as possible to minimise any difficulty for our employees. Our Managing Workplace Grievances Policy outlines our approach to this area. In FY14, two instances of labour practice grievances were filed and were resolved during the reporting period. Both matters were settled at the conciliation and did not progress to any formal hearing.